Applicants are not Data

Stop using ATS to find them

Listing jobs and collecting resumes?

If resume collecting is the goal, we won’t stand in your way…

There are plenty of recruiting technologies out there. Automating applicant tracking and resume search has become a commodity.

Most professionals do not consider that the Big Box job boards are just bigger ATS with bigger advertising budgets.

That’s helped companies post jobs and get hundreds of resumes to review in a matter of minutes.

Hundreds of resumes that have been reduced to data points.

If resume collecting is the goal, we won’t stand in your way. It has become the new standard for recruiters and recruiting.

But the important data shows they have increased work while providing marginal results.

Labor Trends

Better applicants are good for all stakeholders.

We’ve been recruiting for decades. In that time, the most important things we learned are simple: Companies want the best applicants and, the best applicants are not always available.

So, we set out to change this dynamic by focusing on training applicants in the skills companies like yours need most. Then verifying those skills.

Resumes and interviews rarely bring the results companies expect from their new hires. That’s a problem no recruiter and amount of technology can solve.

That’s why we stopped recruiting. It’s a short-term solution to a bigger problem.

Companies need consistent, engaged, motivated staff that grows with their business and have the aptitude and skills to adjust with changing strategies.

Why are great applicants Important?


Without them, we all go nowhere.


It’s our goal to create a job seeker and applicant pool for every growing industry or business. That requires we spend more time on each individual candidate than our clients do.

It’s not about shovelling Giga-bytes of resume data into your ATS.

It’s about learning how and why your company adds people to your staff and creating a unique framework to consistently source them in real time.

At CareerNet we use different metrics in determining our success like:

1) Sourcing, qualifying and training applicants for a client’s long term goals,

2) How long our applicants stay with a company; and,

3) How many times the companies we work with come back for more applicants.

A quick case study

Not long ago, we began working with a private company reliant on skilled mechanics. This company would spend months searching for the right applicants then a few weeks negotiating their compensation, only to lose them to bigger companies within 12 months. We recognized that the company had great in-house training capability. So we worked with them to source entry and second level mechanics that needed training and experience. The result? They have a consistent labor source and we have a client we are confident will enhance our applicants’ career paths. Their revenues continue to grow. Our applicants continue to gain experience and grow their careers.

Don’t pay lip service to “Great Employees make great businesses” mantra.

Actually Do It!

We do these things so you can focus more of your time on the things that make your company great; Growth Strategy, launching new products and services, building your franchise, owning your market.

These things are challenging enough! Let the experts in long-term people development handle the rest.

Learn more about the CareerNet Companies

CareerNet Global

People Development at scale for nations, ministries, educators.

CareerNet Nation

Developing professionals from all backgrounds for better jobs and careers.

Just Interview

Short-term hiring solutions to critical hiring needs. Interview ready candidates.


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