Introduction:
The Internet has truly changed the way we conduct business today. We now have the ability to do virtually everything from our computers and recruiting is one of them. More and more, health care employers are turning to the Internet to fill their positions with qualified candidates. There is no faster, simpler, more convenient or more cost effective way to reach hundreds of thousands of qualified candidates, 24 hours a day, and 7 days a week. Responses occur instantly and the results are measurable. Many health care recruitment sites can provide you with statistics such as how many people looked at your job posting, how many people submitted their resumes, as well as where your job ranked with other health care employers recruiting for the same position. Jobseekers have always wanted detailed job descriptions. They want to know what the job will entail what the qualifications are and more important, what you can offer them as an organization. When using a health care recruitment site you are able to provide job seekers with detailed information on the qualifications you are looking for in a candidate. You can even create a customized response form to help further qualify your applicants. And as if that weren't enough, you can even put your recruitment brochure online, highlighting the benefits that you offer as well as what makes you stand out from the rest! There are many great health care recruitment sites out there, but finding the one that best meets your needs, as well as the job seeker's, can be a daunting task. While the online recruitment market today is worth over $7.1 billion, according to [Link], many organizations are still relying on outdated, expensive methods such as newspaper classifieds and search firms to locate candidates. Newspaper advertisements may have worked to find top talent in the past but Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs.
According to a study conducted by Gerry Crispin, principal of staffing for CareerXroads, an HR consulting firm, "The use of the Internet for job searches has grown and will continue to grow." His research shows that in the past 4 years the number of employees hired from ads posted on the Internet has grown from 10 percent of all hires to almost 33 percent.
Internet recruitment and company job posting:
Here are six more reasons you should be putting your companys job postings online,
1. Cost Cost can be measured two ways the actual dollar amount paid for the recruitment advertisement and the cost associated with the amount of time a recruiter spends identifying a potential candidate.
Newspaper prices average anywhere from $60 to $150 for a three-line advertisement that runs one-time for one-day. To get full coverage, four Sundays per month, you could pay over $600 for one position. On the Internet, most job boards have posting packages that help bring down your cost per position if you purchase in larger quantities. Online, a single job posting that runs for at least 30 days if not longer, costs anywhere from $99 to $250. Additionally, the online advertisement allows the recruiter unlimited space and text to describe their organization and the open position.
The cost of the posting is not the only way recruitment affects a companys bottom line. [Link] estimates at least 20 percent of all recruiters time is spent sorting through resumes. What if you could streamline this process by adding screening questions to your job postings? Candidates could answer a short series of questions and automatically be screened in or out and automatically receive a response depending on the criteria youve established. This could free up your recruiters time for more productive, revenue generating tasks.
2. Content No more paying per line like traditional newspaper classified ads. Most online recruitment companies allow unlimited space in their job description categories, allowing you to be more specific about the type of person you are looking to hire. This also provides more space for you to sell your organization to potential job seekers. The more information a candidate has about your organization before they apply the better. People who are not interested will self-select out and leave you with a talent pool of more specified candidates. By saving your recruiters the time of weeding through these candidates, it saves your organization money!
3. Convenience Although your recruiters might not be available 24 hours per-day, 7 days a week to accept resumes, your online job postings are. Many job seekers are currently employed and looking to make a change. It can be difficult for these passive candidates to apply for positions not posted online as their present employers fill their time during traditional business hours.
4. Communication Almost every job board has the functionality for job seekers to apply for positions instantaneously. Frequently online recruitment companies allow job seekers to store their resumes and cover letters online, meaning they only need to click a button to be able to send their information to a potential employer. This increases ease of communication between the job seeker and the recruiter, no longer is applying for a job such a long and tedious process.
5. Changes What happens when the Sunday newspaper misprints your ad or forgets to include it in the classified listings? You have to wait for the next edition to be printed, pushing your search back by an entire week. If you have a misprint on the Internet, you can go in and change it yourself instantly. No more waiting for someone else to get it right.
6. Cross Posting There are several services available that will cross post the same position between several different job boards, again saving your recruiters time. Instead of having to submit the position to several different newspapers, recruiters can enter the job posting into a centralized system and choose which job boards should receive the posting.
Internet recruitment doesnt end with the job posting. There is a trend throughout the entire recruitment process of using the Internet to streamline the process.
Talent management solutions, online assessment tests and Internet background investigation companies are just some of the tools available to help recruiters make sure they identify the best candidate available.
The evolution of internet recruitment:
There is far more to online recruitment than job advertising, database search and online application management. Some trends in internet recruiting shows a rise in the emergence of corporate recruitment videos, online interviews and online recruitment networking. Other value added services will include HR and Recruitment Communities, Forums, Blogs and Recruiting news. E-Recruitment further lends itself to a natural extension of e-HR (Human Resources) solutions where HR processes such as payroll management, skills development, employee benefits, exit interviews and retention management can be outsourced to an online service provider. These systems are usually designed to integrate with existing intranet, payroll and HR back-end systems effortlessly and effectively. This level of sophisticated integration aids in combating longer term recruitment issues through the effective use of people management. If you haven't considered an eRecruitment solution by now, then you are not evolving. The many benefits offered by online recruitment services are extensive and the evolution of recruiting on the web will further path the way to successful, cost-effective hiring and people retention.
Advantage and disadvantage of internee recruitment:
There are many benefits both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. Some of the advantages and the disadvantages of erecruitment are as follows: Advantages of E-Recruitment are: Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees.
Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organisations to weed out the unqualified candidates in an automated way. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc Disadvantages of E-Recruitment Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.
There is low Internet penetration and no access and lack of awareness of internet in many locations across India.
Organisations cannot be dependant solely and totally on the online recruitment methods.
In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.
Factors Affecting Recruitment:
The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: Factors Affecting Recruitment
Internet Recruitment Strategies:
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.
For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
2. Candidates to target The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:
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Performance level required: Different strategies are required for focusing on hiring high performers and average performers.
Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals.
Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.
3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.
4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.
5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
Selected Job Opportunity and Employment Web Sites:
General
Affirmative Action and Diversity Project The Project includes articles and theoretical analyses, policy documents, current legislative and court updates, and an annotated bibliography of research and teaching resources, presenting both pro and con positions on the issue. Also includes pages addressing gender, race and culture issues as they relate to affirmative action, as well as a page devoted to individual vs. group rights. Links to other affirmative action Web sites are also provided. [Link] The Chronicle of Higher Education: Career Network Weekly job announcements in academia from the print edition of The Chronicle of Higher Education, plus job-market news, advice, links to other job-market resources, and
a list of books for the academic job seeker. [Link] JANJob Accommodation Network on the Web A service of the U. S. Department of Labor, Office of Disability Employment Policy. The site is a consulting service, providing information about job accommodations and the employability of people with disabilities. It also provides information regarding the Americans with Disabilities Act and other related legislation. The site has many resources to help assist in the hiring, retraining, retention, or advancement of persons with disabilities through job accommodations. [Link] [Link] Provides a very comprehensive listing of useful Internet-accessible job-search resources and services on the Web. Provides information about job sites by location; specialized job sites by industry, profession, and job-type; and other resources such as commercial services, job fairs, resume banks, university career resource centers. [Link] [Link] A site geared toward current students and prospective employment seekers. Includes pages on planning and pursuing careers, help for parents, analysis of real life issues and problems, resume samples, and examples of cover letters. [Link] [Link] Employment listings for kindergarten through high school positions at public, private, and vocational schools. [Link] The Riley Guide An online guide for employment opportunities and job resources compiled by Margaret F. Riley, author of The Guide to Internet Job Searching and Internet columnist for National Business Employment Weekly. [Link]
Albany and the Capital District Classifieds
Albany Times Union Classifieds [Link] Capital District Business Review [Link] Daily Gazette Job Listings [Link]
State Police Recruiting Information [Link] The Troy Record Online [Link]
Career Guidance
Career Guide to Industries Information on careers in over 42 industries including the nature of the industry, working conditions, employment, occupations in the industry, training and advancement, earnings, outlook, and sources of additional information. [Link] Career Magazine Offers articles for job seekers and employers on various work and job related issues, such as diversity, job training, relocation, and featured employers. Of particular interest is their HR Tools section which includes over 40 forms and policies (compensation and benefits, firing and termination, employee management, employee handbook, etc.). The site also includes help with finding workplace posters required by state law and links to the labor department of each state (many give the required workplace forms on their web sites). [Link] Career Zone Designed by the New York State Department of Labor for middle and high school students. Provides information on almost one thousand occupations, including job descriptions, work activities, required skills, education needed, suggested school programs, wages, and job outlook. [Link] Careers-in-Business Information and job listings for careers in finance, accounting, and marketing. Job openings may be searched by keyword, category, state, country, or company name. A list of recommended books on jobs in business and links to other career sites are also provided. [Link] DOT: Dictionary of Occupational Titles A revised, 4th edition of DOT, including an alphabetical index of jobs. It is supplied electronically by the U.S. Department of Labor. [Link] Occupational Outlook Handbook Offers career information on a number of professions in management, sales, construction, transportation, professional and technical jobs, as well as a career guide to industries, etc. It also includes job opportunities in the armed forces. Revised every two years, it
provides information on what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations, etc. [Link] [Link] Extensive information about salaries by job title and geographic location. Includes numerous other career links, articles, advice, resources and related reading links. Salary wizard offers comparisons between jobs in different U.S. locations. [Link]
Job Sites
[Link] Listings include jobs for recent graduates and students. There are separate sections for summer and seasonal jobs and international employment opportunities, as well as a national database of internships. [Link] [Link] Public service web site for the academic job hunter which provides links to faculty, staff, and administrative employment opportunities and announcements from colleges and universities around the world, and from professional associations. [Link] [Link] [Link] is a search engine for jobs, allowing job seekers to find jobs posted on thousands of company career sites and job boards. Indeed allows limiting to a geographic area, as well as the creation of an individual account. [Link] The Job Factory Includes job search engine, a list of over 23,000 job sites; a list of over 37,000 telephone numbers that provide recorded information about job openings; links to the classified job advertisements at over 1,000 newspapers in the United States, Canada, Asia, and Europe; links to over 1,000 recruiters with online job postings categorized by areas of recruitment; and links to employment web sites sorted by industry, etc. [Link] [Link] A well-established and popular employment web site. Includes career center (which provides resume tips, salary information, and career advice), job searches by profession and by geographic location (USA or international), job postings, personal career account, and more. [Link]
NationJob Network A site providing resources to job seekers (for education and certification, career guidance, company and industry research, relocation and salary information, etc.) and employers (recruitment, pricing, statistics, best practices, etc.). [Link] New York Job Source Part of America's JobBank, this site focuses on jobs in the New York City area. Drop down menus lead to job leads in Upstate New York, Connecticut, and New Jersey. Other features of the web site include links to career fairs, company profiles and internships. [Link]
Federal Government
EEOCU. S. Equal Employment Opportunity Commission Information on federal laws prohibiting job discrimination. It includes text of the laws, regulations, policy guidance, statistics, how to file a charge of employment discrimination, and the use of mediation to resolve complaints. [Link] Employment and Training Administration Provides guidance and information for adults, youth, dislocated workers, and workforce development professionals about available Employment and Training Administration (ETA) services (labor exchange, unemployment insurance, senior employment program, disaster unemployment aid, extended benefits, trade readjustment allowances, and more) and training for the labor market. Also includes information useful for employers (tax credits and hiring incentives, assistance with plant closures and downsizing, legislation texts, ETA grants and contracts, and more). [Link] Federal Government Jobs Provides information about jobs in the Federal Government and its agencies. Includes a Federal Agency Directory. Includes central Web site for government jobs and a database of federal jobs searchable by state. [Link] Military Career Guide This site contains information about all facets of military careers. It describes the different branches of the service and training needed. [Link] U.S. Department of Labor Links to agencies under the purview of the Department of Labor; includes laws, statutes, and regulations administered and enforced by the agencies; statistics and data, including Bureau of Labor Statistics and OSHA (Occupational Safety and Health Administration)
data; America's Job Bank; and current press releases. [Link] USAJOBSUnited States Office of Personnel Management The U.S. Governments official Web site for current job openings and information on how to apply for federal jobs including an online application. [Link]
National Classified
The Atlanta Journal-Constitution [Link] Boston Globe [Link] Chicago Tribune [Link] Dallas Observer [Link] Employment Sections on Online Newspapers [Link] Los Angeles Times [Link] The Miami Herald [Link] New York Newspapers Online [Link] New York Times [Link] San Francisco Chronicle [Link] Washington Post [Link]
New York State
Civil Service Test Booklets Test booklets include Administrative Supervision and Supervision II, Arithmetic Reasoning, Educating and Interacting with the Public, How to Take an Oral Exam, Keyboarding Practices, and Improving Your Test-Taking Skills. [Link] Erie County Civil Service Test Guides This list includes test guides for the caseworker series, entry level account/audit clerical series, entry level clerical series, entry level police officer, firefighter series, investigator series, public health technician, and more. [Link] Governor's Office of Employee Relations The New York State Governor's Office of Employee Relations lists many employee programs including career mobility, dependent care, health benefits, and more. A link to StateJobsNY provides postings of civil service jobs available for state employees. [Link] Library [Link] The Library Career Resource Center is part of the Making It Real : Recruitment, Education, And Learning project designed to recruit and educate professional librarians. Information on the Web site includes job notices, career information, educational opportunities, and profiles of current librarians. [Link] The New York Job Source A searchable site which includes listings of employers, New York companies, government jobs, and additional information of interest to job seekers (housing, newspapers, colleges, and more). [Link] New York State Department of Civil Service Provides information on jobs in New York State government including opportunities, salaries, titles, and civil service examinations. Also contains listings of current openings in government throughout the state, various employment programs and benefits, as well as applications for examinations. State test guides are available online, as are local examination test guides. [Link] New York State Department of Health (DOH) Provides information about employment opportunities at DOH throughout the state available to the general public. DOH job announcements list minimum qualifications, salary range, location, and filing deadlines for positions to be filled and for which applications are being accepted. [Link]
New York State Department of Labor Includes New Yorks Job Bank and links to many other job listings sites in the state. This site also contains facts and figures on employment and unemployment rates and wages, unemployment insurance information for employers and employees, and information on health and safety laws affecting employers and employees. [Link]
Corporate Profile and Company Information Web Sites
Business Wire's Corporate Profiles [Link] Profiles, stock quotes and links to company web pages. Chamber of Commerce Look-up Sites [Link] Site useful for finding potential employers in any geographic location and researching companies of interest. EDGAR [Link] Database of corporate information. Hoover's Online [Link] Research companies.
Other Resources
American FactFinder--U.S. Census Bureau [Link] Locate facts about geographic areas for relocation or job search purposes. ASAE Website [Link] A gateway/search engine to find professional association contacts and information. Associations on the Net Internet Public Library [Link] [Link] Guide to web sites of prominent organizations and associations. [Link] [Link] Includes resume writing, interviewing and career information. Dynastaff Interviewing Tips [Link] Job search and interviewing tips. Free E-mail [Link] [Link] Set up a free email account to handle your employment correspondence only. Internet Public Library Search Engine Listing [Link] Job E-mail Agent [Link] L-Soft [Link]
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List of listservs. Newspapers Online [Link] List of newspapers online - by country and state. The Riley Guide [Link] Resume Tutor [Link] Online resume workbook. [Link] [Link] Salary and job market information. U.S. Department of Labor [Link] Wage, job outlook, Occupational Outlook Handbook, and other employment information. U.S. Department of Labor - OOH [Link] Occupational Outlook Handbook direct link.
Co-op/Internship Job Search Resources
ACM Internship Opportunities [Link] For Information Technology, Computer Science, MIS, and BIS students. Internship Timeline JobWeb [Link] The MathWorks [Link] Engineering and math job openings site [Link] Internship job openings site MonsterTrak [Link] Co-op/Internship Jobs
External recruitment
External recruitment is when organizations looks to fill the vacancy from any suitable applicant outside organizations.
Methods of external recruitment: Campus
Campus is the location of a university, college, or schools main buildings. This method is based on recruitment at university, colleges Job centers
Job centers often specialize in recruitment for specific sectors. They usually provide a shortlist of candidates based on the people registered with the agency. They also supply temporary or interim employees. Head hunting. Head hunting are recruitment agents who provide a more specialized approach to the recruitment of key employees and/or senior management. Advertisements Advertisements are the most common form of external recruitment. They can be found in many places such as: Newspaper Job posting on job sites Ads on websites related to positions recruited. Database search on job sites. Company can buy data from job websites for a week or a month Employee referral This method often refer to as word of mouth and can be a recommendation from a colleague at work.
Advantages of external recruitment:
Outside people bring in new ideas Larger pool of workers from which to find the best candidate People have a wider range of experience
Disadvantages of external recruitment:
Longer process More expensive process due to advertisements and interviews required Selection process may not be effective enough to reveal the best candidate
Resume Management System:
With the resume management system you can automate nearly the entire resume management process: Submission of Resumes applicants visit your web site, complete their quick profile online and submit their resume directly into your database. Finding a Resume your staff can search by menus of education, technical skills, seniority, languages, nationality or any other special criteria you set up, and also search the text of CVs for specific words & phrases... and have instant access to the selected resumes on their desktop. Internal Distribution of Hot Prospects your staff are notified immediately if a new resume matches an open opportunity or is in their area of expertise. Relationship Management comments on an applicant can be entered into their private profile for viewing by your staff on later recruitment efforts. Entire email exchanges can be automatically stored. Updating Resumes Automatically applicants are automatically asked to update their profile/resume according to a schedule you set and then do the updating themselves. Out-of-date contacts can be purged according to your schedule. Some of the benefits of the resume management system include: Reduced Effort: by having applicants directly enter information through the web form, you not only reduce the chance of errors, but also dramatically reduce the need of your staff to code and enter CVs. You can put an ad in a major publication and have a full database within days with no effort! No More Lost Resumes: by having resumes stored centrally along with comments, the resumes and your staffs knowledge of the people behind them never get lost. Submission integrated with Company Web Site: applicants know your company and practice areas before submitting CVs - fewer inappropriate responses to ads. Available Internal Screening: applicants can apply through normal channels, your staff can review credentials, and the RMS will send customized emails to high-value candidates asking them to register through a password protected page. Information Sharing: information can be shared among staff anywhere in the world; at a client's office you can easily go on-line into your RMS and let them know how many candidates you have for certain tasks - a nice sales tool! Easy Migration of Current Database: simply send a mass email to your current
database and your roster does the rest. Security: RMS security makes sure that your secure information stays your information. Flexibility: all data menus are edited to meet your specific needs; EEO data collection menus and reports are available. No Hardware Costs: your customized RMS can be run entirely on our servers in our dedicated, secure 24/7 host facility. 24/7 Access and Backup: we host your RMS on servers housed at RCN Corporation ([Link] providing sophisticated security, power, and data backup services. Portability: the resumes and data tables are always available should you decide to terminate the service; they are fully compatible with regular commercially available software. Return on Investment: at a subscription price as low as $195 per month (with no setup fee for total customization!), the proven RMS is many times cheaper - and more powerful - than building your own tool. And that includes hosting on our servers, so no maintenance, hardware, or connection upgrades are required.
Conclusion:
Internet recruiting is the act of scouring the Internet to locate both actively-searching job seekers and also individuals who are content in their current position (these are called "passive candidates"). It is a field of dramatic growth and constant change that has given birth to a dynamic multi billion dollar industry. Traditionally, recruiters use large job boards, niche job boards, as well as social and business networking to locate these individuals. The immediate goal of Internet recruiting is to find individuals that a recruiter or company can present to hiring managers for the purpose of employment. Quite often, Internet recruiters have very short-term goals when it comes to recruiting online. The general catalyst that sparks this process is when a new job requisite comes in (called a REQ). The recruiter scans his or her database to see if anyone's resumes match the requirements. If not, they proceed to search on the Internet.
Bibliography:
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