business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time.The recruiting industry has changed dramatically since the mid-90’s when the Internet began to catch fire as a networking tool. Prior to the advent of online job boards such as CareerBuilder and Monster, your local newspaper had a monopoly on “help-wanted” advertising going back pre-Industrial Revolution (I remember a few years back being quoted $450 to run a 3-line ad over the weekend--for $50 more I could add a black border around it). Resumes came to you via mail or fax and the ones that got your attention arrived on expensive paper with signed cover letters--the presentation gave you as much insight into the candidate as the resume itself did. As an independent recruiter you were only as good as your database of candidates (which for most recruiters consisted of a Rolodex of business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time. nster, your local newspaper had a monopoly on “help-wanted” advertising going back pre-Industrial Revolution (I remember a few years back being quoted $450 to run a 3-line ad over the weekend--for $50 more I could add a black border around it). Resumes came to you via mail or fax and the ones that got your attention arrived on expensive paper with signed cover letters--the presentation gave you as much insight into the candidate as the resume itself did. As an independent recruiter you were only as good as your database of candidates (which for most recruiters consisted of a Rolodex of business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time.50 more I could add a black border around it). Resumes came to you via mail or fax and the ones that got your attention arrived on expensive paper with signed cover letters--the presentation gave you as much insight into the candidate as the resume itself did. As an independent recruiter you were only as good as your database of candidates (which for most recruiters consisted of a Rolodex of business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time.ou as much insight into the candidate as the resume itself did. As an independent recruiter you were only as good as your database of candidates (which for most recruiters consisted of a Rolodex of business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time. business cards or a drawer full of resumes). You actively sought out individuals to network with, collecting every resume thrown at you regardless of the positions you were working on at the time. "Got a cousin in advertising sales? Have him give me a call!"

I think employers were more willing to take risks with less qualified candidates then (let’s say, pre-1998) than they are now. Hiring managers and recruiters recognize that online resources can provide them with exponentially greater access to candidates today than in years past. It’s not that the talent pool is deeper, it’s just more accessible (and more public) than it’s ever been. So the same company that might have been willing to take a chance on a good candidate from a different industry ten years ago now wants someone whose experience matches their position as closely as possible. I am a big believer that the best candidates for a particular position are the ones who would be taking a step up in their care