[youtube http://www.youtube.com/watch?v=93hRQOI9wag?rel=0&hd=1&w=560&h=349]

Have you ever wondered what happens between the time an IT manager identifies a hiring need and a new employee actually takes a seat in a cubicle? Cat takes a behind-the-scenes look.

The Script

Cat: Have you ever wondered what happens between the time an IT manager identifies a hiring need and a new employee actually takes a seat in a cubicle? I know you have, so today I'm answering your most frequently asked questions about the HR recruiting process in a little segment we like to call "Ask Cat!"  I'm Cat Miller and this is DiceTV. Here's the first question. How do recruiters find candidates? The company's recruiting philosophy and experience determine which sources a recruiter will tap. When it's hard to find qualified candidates, recruiters will use more sources and different techniques, like searching job board databases and social media sites. Recruiters are measured on time to fill, candidate quality and cost per hire, so they often turn to agencies last. Do internal candidates receive preference? Some companies consider current employees before posting a position on the Web, but most want to hire the strongest candidate, so they evaluate both internal and external candidates. Ask the recruiter if internal candidates are being considered to assess your chances of receiving an offer. How do recruiters screen and select candidates? Recruiters search for resumes using keywords from the job description or they may use technology like an ATS to rank submitted resumes. They initially screen for requirements like technical skills, experience and education, so create a customized and concise resume and list your technical skills near the top. The technical phone interviews are next with the successful candidates advancing to in-person interviews. Why do I continue to see postings for the same position? It could mean the recruiter hasn't found a qualified candidate, but it usually means they need to fill additional positions or are building a pipeline for future needs. In large companies the process averages 30 to 60 days but it can take as long as six months when it's hard to find candidates. Managers have to do their jobs and find time to interview, which can delay the process. Should I follow up? Absolutely. Recruiters want you to show interest, and many admit that when the pool is plentiful, they lean toward eager candidates. Once a week is just about right. Well we're out of time, but read the article on Dice to further demystify the HR recruiting process. If you've got questions, I've got answers, so send them to me at  Feedback@dice.com and put "Ask Cat" in the subject line. That's feedback @dice.com. I'm Cat Miller and this has been Ask Cat on Dice TV and we now return you to your regular desktop.