In a previous blog, I introduced a “pull approach” to employment seeking – where you “pull” potential employers to your professional website to find employment (Pull Approach, Employment Seeking). The effectiveness of this approach hinges on whether potential employers seek employees. For many reasons, I think this is where the landscape of finding employment is going and there is evidence that it has already gained traction.
One of the biggest reasons why employers are increasingly seeking employees is because the current approach – where employees seek employers – is so inefficient. Potential employers are required to post employment opportunities in many places, such as job boards, newspapers, on their corporate website, etc. This is expensive because of overhead, time, and the use of other resources. However, the biggest problem is that strong candidates who did not find the job posting will not be considered for the opportunity. Evidence that the current approach – where employees seek employers – is on a serious decline can seen by the precipitous loss of market value of the major players offering related services, for example, MonsterJobs has lost a staggering 81% of its value over the last 5 years (according to a Forbes article in the July 12th issue).
There is a faster pace in finding talent for immediate needs. Much of this comes from the velocity of information technology development in the service industry. The current process can take months to hire the right candidate; a posting is added, candidates submit their resume, resumes are evaluated, and interviews are setup and conducted. With a “pull approach”, the first three of these steps go away. Theoretically a potential employer can be at an interviewing stage within a few hours.
Viewing a professional website is much faster and easier than a standard resume for evaluating a potential employee. A professional website is essentially a multi-dimensional resume with rich content (and multimedia), communication features, and an internal searching mechanism. Moreover, it is easier to evaluate among a team – simply share a professional website URL among colleagues.
With an effective search mechanism in place, a potential employer can quickly get a finely-tuned search result (or list) of talented professionals in a manner of minutes. A professional website, built on a skills-based foundation, has the necessary structure and keywords to be searched through.
The evidence that potential employers are seeking employees can be found in the success of LinkedIn and their flagship product Recruiter. It is one of their biggest revenue generating services and can cost as much as $8,000 per user (according to the same Forbes article mentioned above). Clearly, companies are purchasing this service and using it to find employees.
There are some issues in relying on a LinkedIn profile to represent you. First, you do not own all the content with your free profile, and LinkedIn can use the content to generate revenue with third party marketers. Second, it does not necessarily represent everything about you. Third, it currently does not support all multimedia content such as video, audio, etc.. Fourth, it does not have the stylistic appeal of a website. In summary, it is not necessarily setup as a way for you to project yourself in the best possible way. There is a place in your LinkedIn profile where you can share a link to a website – I suggest using it to share your professional website.
Finally, there is one subtle difference with the LinkedIn approach. The idea of a “pull approach” is to give you all of the functionality you need to best market yourself and effectively lure potential employers to your professional website. You are always in control. It does not mean just having your profile getting found in a search by an employer.
TheProfessionalWebsite provides a professional website, which is the ideal platform to “pull” potential employers to.
Read more from the July 2012 Forbes article referenced above: How LinkedIn Has Turned Your Resume Into A Cash Machine.