Let’s begin with something of a history lesson. Way back in the dark ages, let’s say the early-to-mid 1980s, computers were tools for industries and enterprises. “Normal” people going on regular job hunts didn’t give computers a thought; finding a job meant leg-work and waiting. It was hard to do and even harder to do well. Then, in the middle ages, maybe around 1994-1995, after computers had worked their way into both social consciousness and practical distribution (meaning lots of people suddenly had them), new, online job boards began to spring to life on the new data space called the internet. In an article on his blog, John Sumser, the new editor of Recruiting.com, articulates the problem created when the job hunt suddenly became easy enough for everyone to do it:5 s- V- y- q  z: d

* s. {! ]& M) f“Where employers once relied on the slowness of the job market to solve retention and talent acquisition problems, they were now forced to shoulder the costs of a market in which anyone could apply for anything at anytime.”! D! F) G3 i2 d$ @7 ~
  w# P& t, x0 D0 _; s
Suddenly, volume and speed became the benchmarks of the online job board, but quality suffered dramatically for everyone: employers, recruiters, and even candidates.& J; G2 }1 d7 G

+ u" S6 y  K- o- k1 jAs the techniques of creating and maintaining job boards got more widely used, the information-shifting of finding talent became one in which the “fundamental technology was ‘copy, paste, categorize’” (from Sumser’s “What Happened III” post). Running a job board suddenly meant managing feeds and aggregators rather than establishing one-on-one connections between employers and talent.
) L# r" r7 G! u- r4 ]6 k' R, u+ H  i7 E: b
Well, we think the online recruiting and job-searching doesn’t have to be like that. That’s why we spent so much time and effort trying to create the best, dynamic network for quality career connections. We think that speed doesn’t have to come at the cost of quality, so we designed our new network to accurately match working professionals with employers and give them a one to one connection.& }" e4 m: U- `3 s; y
" v/ z7 d; ?/ [3 t9 Z4 B8 K' n( b
As we’ve said before, nearly 78.6% of our testers thought our new network would provide higher quality results, and 97.6% said they would come back and participate when we officially launch. That kind of huge exposure, coupled with our ability to accurately match you with the right contacts (more on that later) promises to set our network way ahead of the pack. Think you have to choose between quality or quantity? Not anymore.

up