1. Talent is wherever it is. Even though the active candidate pool on the job boards is painful and tedious to search with keyword based searches, you do find good candidates there. Several of our customers have told us that approximately 2% of the resumes (1 out of every 50) that they get from the boards are worth following up on. And, many customers have hired candidates they’ve found on the job boards.

2. ‘Output-based criteria’ are very important. What a candidate has done is far more important than degrees and years of experience. Kevin’s ‘input-based criteria’ can be used to exclude candidates who don’t meet the minimum requirements. However, these criteria are seldom good indicators of whether a person will be an ?A-list? candidate or top performer. Good candidates often talk about ?output-based criteria? in their resumes ? what they accomplished, how they accomplished it and which obstacles they overcame. In fact, every one of our customers uses our product because it focuses more on ?output-based criteria? rather than ?input-based criteria?.