Every professional recruiter makes use of the Internet connectivity and various desktop application software solutions.  Many employed recruiters are curtailed by so-called, state-of-the-art Applicant Tracking and Retrieval Systems that reside on a shared servers or even as Web-based applications.  In most cases,  they become operators of their screens and proceed in a "drone-like" manner toward the unjust goal of standard operating procedures.  The "standard operating procedures" organize the "army ants" to document their efforts and create more applicant resources for the owners of the company.  In many cases, most recruiters believe this older methodology is an efficient way to work because they are not aware of established cyber tools and evolving technologies.  They often work very sequentially, in a one dimensional effort concentrating on one potential applicant at a time.

CyberRecruiting is a entirely different way of working that requires senior industry professionals that have been dedicated in the use and evolution of Parsing Engines, Boolean Logic, Fuzzy Logic, Search Engines, Text Retrieval Systems, WEB Spiders, MetaCrawlers, AutoSearch, MetaSearch, Automated Research Methodology, Artificially Intelligent methods for Context Sensitive Criteria, Data Validation and Comprehension.  And most recently, a select few, like ITSC,  have evolved and use "Linguistic based"  Search Engines.

CyberRecruiting, at the very least, requires two dedicated "web-enabled" servers with two workstations. However, this investment of hardware is dwarfed by the power of the new web search engines. With one click of the mouse, the CyberRecruiter can customize the search criteria, isolate the data, discard duplicate records, and perform intelligent data extraction. The CyberRecruiter can just as easily reverse the search process and isolate similar job descriptions that match an applicant's résumé'.

CyberRecruiting methods are often so much faster than isolating applicants in our own database and we maintain a database of more than 1,780,000 résumé's.  Most importantly, this automated process allows us to have more time for the personalized contact and the very critical employee qualification process.

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