Thesis on "Online Recruitment"

Thesis 15 pages (4226 words) Sources: 20 Style: APA

[EXCERPT] . . . .

Online recruitment began concurrently in the U.S.A. And in England during the early 90s through web sites known as job banks. These had just a few thousand of open job positions where scope of putting employers in contact with job seekers was a very remote possibility. Since the early days, there has been a virtual explosion of sites offering jobs and the inherent technology associated with this system has grown phenomenally much to the advantage of both recruiters as well as jobseekers. Presently, just typing "Job Search" in popular search engines like Google or Yahoo returns millions of web pages with the subject. This is apart from the independent job portals and exclusive job sites that also offer similar services. ("Online Recruitment, State-of-the-art Job Search Strategies," 2007)

Evolution of online recruiting from the beginning until present date:

Online recruitment started in the form of independent job sites through the Internet known as bulletin board systems in the 1980s. The Personal Computer -- PC revolution took the world by storm during the 1990s transforming the corporate scenario and job hunting completely as only the U.S. universities and the military had Internet access during its nascent stages. Currently more than 75% of the Fortune 500 companies use online recruitment and almost 118 million people are posting their Resumes on Internet portals like www.monster.com across the globe and country specific sites like www.naukri.com and www.timesjobs in India. Companies are aggressively scouting for the best talent across the globe through online recruitment. Recruitment through the Internet allows organizations to exploit huge talent beyond their own geographies apart from being cost effective. (Torres-Coronas; Arias-Oliva, 2008)

The other advantages are the quick response time, broad array of applicants and worldwide accessibility. Particularly for recruitment, it has proven a shorter recruitment cycle and lower cost per-hire. For instance, fashion footwear giant Nike has demonstrated that use of e-recruitment has reduced the average time to fill job positions from 62 days to 42 days and a significant reduction of recruitment cost by 54%. U.S. started the global trend of online recruitment when Taylor initiated www.monster.com in 1994 with just 20 clients and only 200 job openings. This site pioneered online recruitment in the U.S. And is acknowledged as the leading Internet recruitment portal globally. Monster.com began the new concept of posting and storing resumes online and is now operational in more than 19 countries. On an average the company has 6 million visitors on a monthly basis and 804 of the Fortune 1000 companies use monster as the leading recruitment portal. (Torres-Coronas; Arias-Oliva, 2008)

The launching of the online recruitment corresponded with a business culture which was gradually becoming more and more worldwide with the beginning of new trade reforms like the NAFTA and disintegration of political barriers such as the Berlin Wall. Nevertheless it was not just the political and economic transitions that led to the Internet Revolution which we are experiencing in our everyday lives. It was the idea of making Internet ubiquitous which brought online recruitment as a mainstream concept. It was Tim Berners Lee who launched the concept of the World Wide Web in the year 1991 to the academic scientists which was a harbinger to recruitment through the Internet. The U.S. was the leader in online recruitment due to its greater Internet penetration. Moreover the U.S. culture fosters sharing work experience in a more open manner compared to a lot of other cultures and thus posting resumes on websites was never a difficult choice for applicants. (Torres-Coronas; Arias-Oliva, 2008)

Recent developments and future prospects of online recruitment:

Because of cost advantages that online recruitment offers, it will become a more powerful and crucial arsenal in the current economic climate and since organizations continues to endeavor to draw and induct key talents. Research shows that the following trends will shape the recruitment industry in the forthcoming years. These are (i) businesses must align human resources, public relations and marketing and stay focused on basic organizational values (ii) businesses must discover means to network with passive job hunters (iii) businesses must mediate and use of peer-to-peer relationships (iv) businesses must increasingly use the second generation of web technologies i.e. Web2.0 that includes blogs, web-based communities and hosted services inclusive of social networking sites to create and maintain personalized relationship online. ("E-Recruitment," 2009a)

Particular scope for online recruitment cover (i) Customized messages through multimedia as well as social networking sites (ii) Making use of specific web channels appropriate to candidate talent pools. (iii) Making use of employer and employee blogs to create personalized relationships with the talent pool available in the market. Taking it further, some employers are even making use to Web 3D and using its unique advantages with candidates in a live and virtual settings. An online 3D setting allows users to interact among themselves and also their surroundings in real time, symbolizing novel channels of innovation like the virtual world of Second Life. ("E-Recruitment," 2009a)

2) Different forms of Online Recruitment:

Online recruitment can be either in the form of corporate recruitment or third-party recruiters. Corporate recruiters permit potential job applicants to post their resumes straightaway on their job sites thereby eliminating the presence of any other intermediaries. Statistics show that 80% of the Fortune 500 companies of the world make use of their corporate website for recruiting. The growing influence of third-party recruitment portals like Monster.com corresponds with the job ads of newspapers identifying thousands of employment vacancies. Employers are normally charged a fee for job posting for certain duration by job portals. It is important to note that usually third-party recruiters and corporate recruiter partner to provide the most ideal recruitment and career solutions in favor of candidates. The major online portals are monster.com, careerbuilder.com and Yahoo that are growing at a healthy 32% annually. (Torres-Coronas; Arias-Oliva, 2008)

Online recruitment appears to proliferate with some long-standing problems of Corporate America like employees who seem never to be satisfied having a lack of 'knowledge' workers and supervisory personnel. Statistics indicate that a normal American employee has at least eight alternative jobs to choose from in the age bracket of 18 and 32 years. The online revolution pioneered by monster.com in America in 1994 set the ball rolling for emerging economies such as India and Mexico representing an ever growing job market. Close on it heels, in March 1997, www.naukri.com, an Indian company started with its maiden Internet portal related to recruitment. Then, India had just 14,000 Internet subscribers. The scenario has completely transformed with www.naukri.com evolving into India's largest e-recruitment portal with 3.5 million users and 15,000 corporate clients. The other players are timesjob, careerindia and jobstreet. (Torres-Coronas; Arias-Oliva, 2008)

With the rising popularity of technology and Internet becoming increasingly having a mass appeal, online recruitment has also become very popular with employers and employees alike. A lot of job seekers like using online recruitment sites because of their ease of search and finding open job positions are so easy. Comprehending the manner in which recruitment job sites function, will help one understand the potential of online recruitment. Employers might deposit a fee for posting their open positions on a specific job site, and might also pay such fees based on the number of resumes they get and any special handling or processing which they desire to web site to assume charge of. The site becomes responsible for advertising and promoting job positions site to facilitate in attracting the most skilled candidates possible.

Recruiters are able to promote their vacancies directly to the website's community of candidates, or look for databases for the potential candidates they are in need of. There are two types of sites. One of them is recruitment sites which list the job vacancies where prospective candidates apply directly to the company. Websites like www.stepstone.com collect links of various websites to different recruitment sites and agencies enabling candidates to browse general recruitment sites and also find holiday work and vacancies or hunt for recruitment that are specific to sectors. The second category is the sites run by the Recruitment Agencies themselves. As these are run by third-parties, they are driven by sales and need job seekers to fill their job vacancies. The candidates register their applications with their Resumes for a response. ("Online Recruitment," 2009)

Recruitment agencies operate in two ways. First of all they approach companies and offer potential candidates from their own files or database and then also by advertising jobs on behalf of companies and producing a shortlist of candidates for a forthcoming interview. With the proliferation of Internet, online recruitment sites have grown in popularity and increasingly specialized web sites have come to the forefront. Online recruitment sites are there who specialize in a specific profession, geography or a particular city or within a community. These sites usually have greater job postings and are normally the first choice of employers who do not like to handle huge quantities of resumes that usually arrive from one of the bigger sites. Online recruitment continues to be immensely… READ MORE

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