Best Recruiting Practices Emerge After Increase in Fraud
Experts Suggest that Hiring Companies Embrace One-to-One Approach, which Limits the Applicants Exposure to Fraudulent Activities
When British Petroleum recently fired off a missive to job applicants warning that “individuals and organizations are contacting people offering false employment opportunities in BP,” no one should have been surprised.
After all, BP is just one of many companies that have been victimized by those who leverage the Internet for fraudulent purposes. In this particular instance, the perpetrators informed the applicants that all that was necessary to process their application was personal information or money. They likely obtained the applicants’ personal information through the job boards.
“This illustrates the need for a one-to-one connection between candidates and potential employers throughout the recruiting process,” said Jim McGovern, the CEO of itzbig, an interactive sourcing network being embraced by both technology companies and job applicants.
This is easier said then done, noted McGovern. But itzbig, which was founded by Jim Hammock and Hank Stringer – the same men that created Hire.com, has leveraged technology to create a fail-safe approach.
Whether hiring companies use itzbig or not, they should at the very least employ several best practices, said McGovern.
“In the last six months, we have had numerous companies come to us because of the difficulty in finding highly qualified candidates in the existing IT labor pool,” said itzbig CEO Jim McGovern. “They recognize our ability to give them real-time access to candidates, both internal and external, which gives them a long-term advantage over their competition.”
For example, they should use a process that allows:
- For the proper sourcing of applicants without the exchange of personal data. Recruiters should have access to the relevant information that will help determine if the candidate is a fit for their jobs without the candidates having to disclose any of their personal information. This can be achieved through matching the candidate’s interests to the employer’s position, and then accurately scoring and ranking the compatibility of the two in real time. This results in less fallout of candidates in the assessment stage because of misalignment, introducing efficiency to the front end of the process. The exchange of critical personal data should only happen after a one-to-one connection has been established between the applicant and employer in the assessment stage.
- The candidate to maintain full control of personal data throughout the process. In some instances, the applicant may not want to compromise current employment or may want to receive calls from the hiring company only after their interest in the job has been established and they are deemed an appropriate fit for the job. When this happens, the user then has the ability to consent to go one-to-one for the additional exchange of information through chat, emails, resumes, conversations, interviews, etc.”
Many recruiters would clearly change their hiring specifications if they knew the availability of talent for specific positions, according to McGovern.
itzbig has already executed these strategies for dozens of technology companies that have offices in Texas.
“We source, provide some assessment, connect, and then get out of the way, all without invading the privacy of our treasured employers or working professionals,” added McGovern.
About itzbig
itzbig is the first dynamic network that provides working professionals with a way to privately and securely explore other career opportunities. By focusing on quality and efficiency, the company’s innovative approach rescues job seekers and employers from drowning in large quantities of poorly matched data.
For more information on itzbig, call 1-888-4itzbig, or email
Interested media should contact Holt Hackney at hhackney@hackneycommunications.com, or (512) 478-8858, Ext. 115