Long-time HR specialists undoubtedly recall receiving stacks of resumes sent either by employment services in response to newspaper ads, or via one of the other more traditional recruitment resources described in Chapter 3. Too busy to do them justice during a typical workday, you probably loaded these resumes into your briefcase and dutifully reviewed them during the commute home or after dinner in front of the TV (muted, of course). When you came across a resume longer than two pages (one page, as the evening grew later), you groaned, fighting the temptation to “file” it for violating the unwritten law against submitting a resume that’s too long for a tired HR professional to review at the end of a busy day.
The process of receiving and reviewing resumes has changed dramatically over the past decade. Increasingly, employers are using the Internet to recruit, either by developing web pages of their own or by linking up with web-based job search services. Applicants, too, are preparing and transmitting many more resumes electronically, thereby relieving recruiters from being inundated by thousands of paper resumes. The Internet, then, is rapidly moving up in the ranks of recruitment, as greater numbers of applicants and employers communicate with one another, computer to computer.
To comply with record-keeping requirements and to preclude charges of discrimination, the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor has provided organizations with this definition of an “Internet Applicant.”1
1. An individual submits an expression of interest in employment through the Internet or related electronic data technologies;
2. The contractor considers the individual for employment in a particular position;
3. The individual’s expression of interest indicates the individual possesses the basic qualifications for the position; and