The use of Internet recruiting has increased dramatically in the last five years. A telescopic view of online recruiting is that everywhere you look and everything you see highlights some kind of website address. Whether you’re ordering food, looking for a good book, banking, or shopping for insurance, it can all be done from the comfort of your home via the World Wide Web. It’s certainly no secret that people have been and continue to flock to the Internet. According to Pew Internet, 70% of the US population is now online, 50% of whom have high-speed Internet access. What does this mean for online recruitment? It means that you can present your job advertisement recruiting message in front of qualified potential candidates faster and easier than ever and, from an employee’s perspective, he can apply for a job anywhere in the world simply by sitting in front of a computer. and clicking the mouse button. Here’s a short story of monster.com more than doubling its job listing income in 2001, while the newspapers reported a 17% decline.
In 2000, classified employment newspaper advertising in the US was worth $ 8.7 billion, the preliminary statistic from the Association of American Newspapers for 2002 is $ 4.3 billion. The purpose of E-Recruiting is to attract the potential pool of applicants for your vacant position. To attract potential candidates, the organization must adopt the following strategies.
1. Organizations have a website that can be used for recruitment purposes. It is much better for a company to have a separate site for its recruitment and selection purpose.
2. Monster.com. CareerBuilder.com. It is essential to include periodicals on at least one of these sites as an anchor for an online publishing strategy. But to be on the safer side, the company should focus on its own website.
3. A solid database must be created to avoid CV overload. Solutions for managing curriculum overload generally involve dedicating resources to the problem. You can either hire a recruiter to do the work for you, or install an applicant tracking form or system to help automate it. But if you can’t justify installing a system and don’t want to pay for a recruiter, you’ll end up dealing with the overhead of the resume at hand and that method is using a questionnaire that the applicant would fill out when applying. the position. Recruiters can tailor online questionnaires to screen for required skills to meet the exact needs of a company, position, or application.
4. Assess your hiring needs, then get an overview of your allocated budget, and then purchase a candidate tracking system through a decentralized decision. Many companies are using Applicant Tracking Systems (ATS) to find the best job applicants faster and improve recruitment efficiency. But many of these systems don’t accurately track which job boards are sending quality candidates to their clients, says Nicheboards.com, the world’s largest alliance of job websites. Companies that rely on candidate hiring reports that are often hopelessly inaccurate can make online hiring decisions that end up reducing the number of quality candidates they actually receive.
5. Each site has a different audience and companies that diversify their recruitment strategies on the Internet have achieved higher levels of recruitment success. The best practice is to incorporate a combination of sites. Because relying on a single web source could not attract a pool of applicants. Therefore, companies should post their job vacancies on their own recruiting site, national sites, industry-specific sites, and regional sites for effective e-recruitment.
At least five reasons why it is wise for organizations to place a heavy emphasis on their own employment website.
1. Effective use of an employment website is a low-cost alternative to traditional hiring strategies for both organizations and applicants.
2. Job boards generally provide job-relevant information in a generic format that does not document the unique qualities of an organization.
3. An organization’s job page provides a first impression on potential applicants, which is important to those applicants’ job search intentions.
4. Information can be presented through a corporate website that highlights unique aspects of the corporate culture that may attract people who would be particularly well suited to the organization.
5. Organizations can allow individuals to submit applications online within the website using features specifically designed for the organization’s needs.
The changing era of e-procurement
Now the world of hiring is changing, companies try to hire an employee by recommendation. Nortel Networks, the world’s second-largest network equipment manufacturer, has upped the ante in the war for talent, offering $ 1 million in cash and employee awards that attract skilled contacts to join the company. And Nortel is not alone. PeopleSoft has begun paying $ 5,000 search fees structured to be tax-free for employees who refer marketing managers, and BabyCenter.com is offering a $ 2,000 bonus and bottle of expensive champagne to its referring employees. new employees. Today, savvy recruiters are leveraging the resources of an increasing number of web-based employee referral systems. Take Referrals.com, the latest to enter the war for your recruiting dollar. The recruiting startup offers a specific approach to engaging a company’s top performing employees to communicate with a handful of other professionals whose work they respect in exchange for referral bonuses that result in hires. If a recruitment is made, the online business gets 20 percent of the referral bonus as a fee.
Online recruiting dramatically increases an organization’s exposure to applicants at a fraction of the cost of traditional job advertising methods. The average cost of hiring for US businesses has been reported to be between $ 8,000 and $ 10,000 per applicant, depending on the type of employee selected. In stark contrast, the cost of attraction through online recruiting has been reported to be as low as $ 900 per applicant. In addition to financial cost savings, recruiting online also provides considerable time savings. The amount of time invested in the recruitment and selection cycle has been estimated to decrease by as much as 25 percent.
From an applicant’s perspective, the opportunity cost of looking for a job drops dramatically on the Internet. Job information can be obtained quickly and easily online. Some organizations have job databases that include descriptions of hundreds of jobs. Applying online for jobs generally requires little more than filling out a few lines of personal information and clicking a submit button. Rather than physically traveling to different organizations to collect application materials, online job applicants can search and apply for jobs in geographically dispersed locations without leaving their desk. This time savings can be especially beneficial for hiring passive job applicants. Unlike active applicants who are explicitly motivated to find work, passive applicants are usually employed individuals who are willing to explore the potential job opportunities that may be available. Passive applicants are the type of organizations that are looking for work and who value highly when there is a tight job market. The Internet has revolutionized the passive job seeker’s ability to find new job opportunities and for organizations to approach the passive job seeker in a less intrusive way.
Organizations can take advantage of unique aspects of their culture through the information they present on their website. Much more information can be communicated through a company’s website than has been possible with traditional recruitment materials (for example, advertisements in newspapers or brochures). A critical advantage of providing so much detail to the applicant for a more informed assessment of their suitability for an organization. This has both short-term and long-term benefits for an organization. In the short term, people who don’t feel like they will fit into an organizational culture will exclude themselves from work considerations, thus saving time and human resource effort. In the long term, people who fit within an organizational culture are more likely to be long-term productive members of an organization. This provides benefits to both applicants and recruiters.
