Headhunting, with a Web 2.0 Twist


I blogged in July and again in October about companies' increasing willingness to use social networking sites like Facebook to find prospective hires that they might miss if they stuck to more traditional recruiting methods like online job boards, headhunters and print advertising.


A new site called NotchUp.com is putting a somewhat different Web 2.0 spin on recruitment, by offering to help companies connect with professionals who are already ensconced in good jobs, reports Inc.com. While NotchUp.com seems similar to services provided by headhunters, it's presumably more direct and far less expensive. According to Inc.com, companies can expect to pay $200 to $500 for an interview. Google and Yahoo are among the beta testers of the service.


Inc.com also points out one of the potential pitfalls of the site:

How will NotchUp.com keep out serial interviewers?

A site called insiderecruiting notes that NotchUp.com hopes to dissuade such "professional job seekers" with a feedback and rating system in which recruiters will be asked to rate candidates on the quality of their interviews and resumes. (To make the most out of the interview process -- since you'll be paying for it -- try these interview tips from TechRepublic.)


Among the desired criteria for job candidates, according to the NotchUp.com site, are graduation from "a highly regarded school," experience with a Fortune 500 company, and (in a nod to Web 2.0) working for a start-up backed by a leading venture capital company. (I am taking this on faith from insiderecruiting, as I was unable to visit the site myself. If its overworked servers are any indication, I'd say NotchUp.com is attracting lots of interest.)


Indeed, SiliconValley.com reports that the number of interested job seekers has grown from 445 to 10,500 in the five days since the site's launch -- even though it's currently in invitation-only mode.


Companies have long been attracted to the idea of connecting with folks not actively seeking a job, as evidenced by the popularity of "soft" recruiting tools such as corporate alumni networks.