tag:blogger.com,1999:blog-2038842223938598280.post5196594597205083087..comments2023-11-03T02:33:40.384-07:00Comments on Rethinking Recruiting...: Feedback to improve your process?Jhttp://www.blogger.com/profile/00508010898042811103noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-2038842223938598280.post-38878281114640547502011-03-02T20:33:31.264-08:002011-03-02T20:33:31.264-08:00I'd like to add a little something to that. Yo...I'd like to add a little something to that. You spoke about interviewing the hired and the 'un-hired'. One other thing I'd suggest is tracking the keywords applicants used when looking for you on the internet. <br /><br />After you do that, is there a correlation you can make between your process and what the applicant was looking for/expecting in the first place?<br /><br />Perhaps your process is fantastic for some people but not others. Because in the end, it's your reputation, your marketing and your ads that bring applicants in. If you can match what works with the right search terms - you can increase the number of quality candidates.Dan R Morrishttps://www.blogger.com/profile/12895085062044778115noreply@blogger.com