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Candidates who submit their resumes online to job boards, or what they believe to be direct to hiring authorities, run the risk of three common problems. These include:

Number One: Who reviews resumes submitted from the internet? Usually, it's not an executive or the immediate hiring authority. Many times, screeners have no industry expertise in the key attributes they*re screening for. Many companies hire part-time or temporary employees to screen (and discard) potential candidates. Qualified, established recruiters use industry expertise and a phone call to screen qualified candidates. Good recruiters take the time to speak with many qualified candidates before setting the parameters on who to move forward with.

Number Two: The internet does not screen qualified candidates. Matching candidate needs with corporate hiring requirements is hit or miss through the internet, depending on which side of the screen one sits. A candidate becomes only as good as the corporate screener reads and understands the resume * nothing more.

Number Three: Once submitted through the internet, recruiters add no value to any candidacy. If recruiters try, their efforts are viewed as self-serving or as a desperate move on the part of the candidate or as a trick to *smooth* over a perceived shortcoming of the candidate's credentials. None of these achieve the desired result of screening qualified candidates, interviewing potential employees and matching hiring needs with candidate needs.

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