Candidate Sourcing

Companies and Universities typically ask CareerScribe, "How many candidates are in your database? And candidates usually ask," How many companies are in CareerScribe, how many jobs are posted?"

Reasonable questions. But, not the best questions. These questions limit the utility of CareerScribe to a job board.

Questions Companies Should Ask

• There's too many resumes to functionally screen future employees. How can I conduct candidate evaluation and find the best candidates? 
• How can I track the accomplishments and performance of my internal people in a meaningful way?

CareerScribe is the best means to see into candidates presence, accomplishments and aspirations, after you've done the work of candidate sourcing. The free online portfolio candidates populate gives you deep insight into the their work; it's so far beyond a resume. (Of course, candidates can post their resume on CareerScribe.) This concept works the same for internal talent management. You can see their accomplishments and potential so much more clearly. And they're responsible for maintaining it.

Questions Candidates Should Ask

• The resume is so limited. Two pages? How do I share best stuff, my professional portfolio? 
• How do I stand apart from the sea of candidates out there now?

CareerScribe enables candidates to document and share their professional profile (i.e., portfolio, introduction video, goals, etc.). With anyone, even if they're not in CareerScribe. This places an excellent, free resource in candidates hands. It can really set a candidate apart.

This utility for candidates and companies is where CareerScribe's immediate value is found. It changes how good people share their stuff and how they're found.

So, the chicken or the egg is a reasonable question, it's just not the most relevant one.