Rob McGovern, the founder and past CEO of Internet job site CareerBuilder.com, has launched an online recruiting site, trying to better simulate the hands-on job and candidate matching that is traditionally the forte of executive recruiters.

Called mkt10, the site will attempt to pair top career performers, such as senior engineers, vice presidents, directors and others, with companies tired of weeding through hundreds of poorly tailored résumés sent to them by inexperienced job seekers at rival sites such as Monster.com, CareerBuilder.com and Hotjobs.com.

Instead of forwarding résumés to employers, mkt10 requires job applicants to fill out a profile and answer questions related to strengths, experiences, interests and education. The site’s computer then presents the candidate with a ranked list of the best opportunities they have on file for career advancement.

Mkt10 gives job seekers feedback, letting them know where they stand in the applicant pool for a given job. And they give candidates, many of whom are employed but looking to move up and on, complete confidentiality by allowing them to decide which information, including their names, they don't want to publish.

TheDeal.com author, Cheryl Mayer quotes McGovern as saying, "You have to throw away the concept of searching for a job. People who are employed don't do that. We replaced searching with this matching concept."

No provision appears to be offered for addressing the invisible job market, acknowledged as being the operating teritory of the executive recruiters. Also, not addressed is any method of recruiting the candidate who matches the job requirements perfectly, but is not actively looking for a change.

In spite of any job board shortcomings, a group of about 70 firms in the Washington DC area are beta testing the concept. Nicola Worrall, director of human resources at Input, a Reston, Va., market intelligence firm. "Using the more familiar job boards that are out there, we've been getting bombarded with huge volumes of résumés, and they are most of the time not a very good match," she said. "A lot of the time you get a sense that applicants haven't read the job descriptions." She said her firm has had limited success using sites such as Monster.com and CareerBuilder.com.

Monster has been trying to address customer complaints about the poor matching process by doing things like allowing employers to search for candidates regionally as opposed to nationally.

And McGovern isn't alone in his dream to tap into the market. Marc Cenedella, the former senior vice president of finance and operations at HotJobs, founded TheLadders.com, a job-search Web site designed for the $100,000 employment segment last year.

As a jobseeker, even with all these internet tools, it still comes down to the fact that 85% of jobs in the professional field are filled by networking, not job boards or advertising.

From the hiring official’s perspective, the value of your time and the cost of having a position unfilled should determine if the job boards are to be tried. Your company will be successful if you can accurately determine which positions should be filled by your internal resources, with or without the job boards, and which are important enough or specialized enough to use an executive recruiter from the get go.