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There are several methods used by employees to recruit job applicants. Human resource recruiters can use traditional methods such as job listing in a newspaper or hire an employment agency to search for job applicants. They may also choose to communicate with career office employees at universities and colleges to attract candidates, use networking methods at professional organizations, advertise in newspapers or on television, or use more recent recruiting sources such as the Internet to find potential future employees. Recruiting job seekers over the Internet is a recent trend that allows organizations to successfully hire qualified applicants to join their corporation's workforce at a low cost compared to some other recruiting procedures.
In recent times, many firms advertise job opportunities by placing a job posting on the Internet for external job hires. Some companies even use the Intranet to hire employees internal to the organization. The Intranet is used for internal recruiting purposes within a company and is a system that allows employees to view job openings at the company they are employed. Through both the Internet and Intranet, job applicants can view the available positions and submit candidates for interviews. Job recruiting over the Internet allows candidates and corporations a chance to connect. Online recruiting is a fast growing, popular service of the World Wide Web that many organizations are using for recruiting purposes. The employment industry has taken a big step towards recruiting in cyberspace. Applicants can be quickly located and recruited to join a team at a corporation. "Recruiting is the process of generating a pool of qualified applicants for organizational jobs" (Arthur 70).
Recruiting over the Internet is not a replacement for traditional methods like radio advertising, newspaper listings, networking or attending career fairs, but is becoming very popular in our society. It is a good resource when an applicant is in search of a career opportunity. Lately, many newspapers place their job ads online for job seekers to view. Electronic advertising is a method of recruiting that corporations should consider when searching for qualified applicants to fill an opening in an organization. Companies should use this tool to attract qualified people.
It is very important to recruit productive, trustworthy employees that will fit in the corporation's cultural environment and help the company achieve the established goals. Employees should follow the mission of the organization and work to help the business succeed. It is very costly to hire an employee that steals from the business or leaves the company after several training and recruiting dollars have been spent. Human resource managers want to obtain people that can grow with the company and are motivated employees. Electronic recruiting can be used to find employees with these skills. "The net has spawned a national marketplace for professional, managerial, and technical jobs" (Schreyer 5).
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In the book, Smart Strategies, the author suggests you consider five approaches if you want to recruit online. First, you should "create your own web page on which you describe your company and list your employment needs." Many organizations use this resource for applicants already interested in the company to view. It is also important to use an online headhunter for specialized or hard-to-find positions. Make sure the headhunter has a good reputation and is experienced in this field. Next, use search engines to locate applicants. The employer can simply type in a keyword such as accounting to narrow the search. Also, post your job listing on a Usenet newsgroup. Last, communicate with applicants through list servers. This means that you can specify your job openings and users are allowed to narrow their field of search. An applicant may search by state, company name, job title, or qualifications for the position. As you can see, subscribers receive a list on a specific topic of interest through electronic mailings. "The Internet opens a whole new world to the recruiting process. Online recruiting is definitely an employment tool of the future for companies of all sizes" (Outlaw 80).
Career sites allow individuals with various interests an opportunity to place their resumes online. About 45 percent of the 50,000 jobs on The Monster Board are for one sort of technician or another, about 0 percent of the listings involve product management and development, and roughly 5 percent are completely non-technical, such as marketing and retailing positions" (Schreyer ). Large employers and smaller organizations use the Internet to find a person to fill a vacancy at their company. "The latest statistic revealed 1 million resumes online in 16, according to Internet Business Network's 17 Electronic Recruiting Index" (Martel 1). More recent data probably indicates more resumes entered online, more jobs offered through this method, and an increase in organizations specializing in this area. This method of recruiting is becoming very popular for businesses to use.
There are several benefits to candidates who use computerized services to find a job position. Many college graduates and professionals take advantage of Electronic Search Firms. One popular online database system is Careermosaic where users can enter their resume for companies to review. Web sites such as Careermosaic offer advantages to the applicant by giving the candidate the ability to gather information on organizations and various job opportunities, send out mass quantities of resumes to be viewed by several employers, state geographic preferences, and enjoy cost savings method compared to other job hunting processes, may be able to look for internal jobs, and might find a site that allows them to look for a position by area of specialty or interest.
Applicants can read about current positions and jobs that have been listed for a while and find out the necessary qualifications for the career opportunity. The candidate may even have a chance to view the salary given for a particular position. This system is very easy to use to locate a job position. Also, it is fairly easy to research a company to find background information to enhance interview preparation, areas of expertise, and job postings over the Internet and apply for a position that interests you. Some websites even allow you to scan your resume instead of typing it in to apply for potential employment opportunities.
Many recruiters can view your resume by simply placing it on one of these popular sites. It would take a lot of time to send each employer your resume through another method. The candidate can choose a resume web site to submit their resume and wait for organizations to contact them when there is a possible fit for a job position.
The ideal geographic location as well as other preferences can be listed on the online resume. For example, a candidate in Oklahoma graduating from the University of Central Oklahoma may search for a job in California and find out the responsibilities for the job, qualifications needed for the position, and which facility is hiring. When the candidate is viewing employment opportunities he or she can look for jobs in a desired location.
Placing your resume online and searching company websites is free of charge as the candidate can benefit from cost savings over traditional methods of job searching. It can be very expensive to purchase high quality paper and envelopes as well as stamps to send a company your resume and cover letter. The electronic method also is less expensive compared to fax machines for long distance calls.
This automated hiring process speeds up the procedure for both the employee and employer. The submitted resumes can be processed very quickly. You don't have to wait as long as it would take a typical resume submitted by mail to get into the hands of a human resource recruiter. By placing your information on the Internet, you can save time compared to the time that would be spent on the more traditional methods of sending resumes and cover letters. For example, a computer company in Dallas could place an advertisement for a job on their website or through another service over the Internet. A candidate can view the opening and express his or her interest immediately instead of waiting a few days for a mailed resume to reach the employer.
For internal employees searching for a new job in their current place of employment they may have the option of using the Intranet for internal transfers within a company. According to Samuel Greengard, for HR groups today, the most action is on corporate Intranets, which allow secure Web-based communication within a company. Employees that work for an organization and wish to look for an opening in another department or a different position in the area they are currently working in can review the job postings internal to the company on the intranet if the firm has established this service..
There are Career Sites that are designed primarily for applicants with certain backgrounds. For example, an applicant interested in being a physician, nurse, pharmacist, or physician's assistant can search for a job on the Medical Economics Online site. Someone wanting a job in a field like Information Systems can locate a search company that specializes in this area. Candidates can sort through jobs by geographic area, by job type, by company name, or other desired preferences to specify an interest. A job applicant will enjoy the benefits of searching numerous positions that fit their credentials from home or work.
There are also several advantages to the employer that recruits employees online. The recruiter will realize they have a wide audience to reach over the Internet for available job openings and save time compared to other recruiting methods. They may also enjoy the benefit of saving money in this area, can get feedback to find out how many candidates have viewed the job opportunity, and bring attention to the organization. The human resource person also has the ability to sort through resumes submitted to their department, can find a person interested in a specific location to work, and enjoys the benefit of managing the large amounts of resumes received.
The Human Resource recruiter discovers the benefit of reaching a wide audience by having a good advertising distribution through electronic websites. This means that the ad for the job position reaches many applicants all over the world. It would take a lot of time to place advertisements on television, in many local papers, or on the radio in several locations to find a suitable individual for a job. Advertisements placed over the Internet tend to reach greater numbers of people. Reaching a wide volume of people is an important factor to many recruiters.
A recent term used by some corporations is Just in Time Recruiting, which brings the candidates to employers at the time that the company needs to hire someone (Outlaw 75). This is very helpful when a company needs a replacement for an employee that left the corporation suddenly or a departmental need is realized. The employer can receive many resumes within hours of a job opening rather than waiting weeks to get resumes in the mail or through fax machines. Applicants can be found in cyberspace within a short time period.
One of the most important advantages to the employer looking for possible hires online is the cost savings aspect of this recruiting method. Recruiting over the Internet costs much less than the typical methods of recruiting like advertising in a newspaper. This allows companies an opportunity to slash costs that are spent on recruiting. In comparison, a typical ad placed in a newspaper has a fee versus an average cost to place a listing on the Internet. "Web recruitment sites are free to the searcher, and the employer typically pays $,000 to $,500 a month to advertise as many as 100 job openings" (Schreyer 10). The cost to advertise on commercial sites will vary depending on what services the company offers and how long the posting is listed. "Those that do set fees typically charge$5 to $150 per job listing, with the duration of listings averaging four weeks" (Martel ). There are some companies that offer the benefit of unlimited postings but charge an annual rate.
In a book there is a good example given about a Human Resource employee's experience using this method of attracting applicants and the benefits of this procedure. It says, "West decided to pay $15 for a classified ad listing that ran for 60 days with an Internet recruiting service. She not only found the right person to fill the job but also saved her company money a weekend ad in her local paper would have cost three times as much" (Martel 1).
Companies can stand out by putting more detail in their listings and can even create their own website to discuss their products and services as well as other corporate characteristics. Corporations should not assume applicants know to go to their website to find a position for future employment but can use their website to advertise job postings. Companies need to bring the individuals looking for employment to their site to use these features. An organization may go through an Electronic Search Firm to attract people to their business.
The organization can match an applicant with the desired qualifications to the position. They can simply type in keywords to identify applicants with the necessary skills. "Adding a section composed entirely of keywords is useful because employees often search resumes for specific skills on a keyword basis" (Wendover 1). This can be very beneficial to both the recruiter and the candidates that match the description of the job. The applicants could have a technical background since they are using a computer source to find a job. Employers have realized applicants in many fields use this service. The resumes are collected and entered into a database that allows employers to search through, store, and sort for keywords or by job type. Recruiters can use sites to search through resumes such as The Monster Board, which is an established service that several job seekers use to find employment.
If a company chooses to interview international applicants from other countries, the recruiting online method works because it reaches people all over the world. Recruiters can look through resumes to find candidates interested in working in a specific city in a country or even overseas.
Online recruiting gives employers the benefit of managing the mass quantities of resumes received. It can be very overwhelming for a human resource representative at a large company to place applicants in various areas and have to read many resumes received for a particular position that may not fit the qualifications the company is looking for in a job candidate. Global Computer News, "GCN says the office now takes between 8000 and 10,000 applications over a four-day period without being overwhelmed" (Arthur 4).
Although, there are many benefits to recruiting online, there are also some things you should consider when applying for an opportunity at an organization through this method. You should consider the fact that you are only a name or number in a database and do not have personal contact with a recruiter at a company. It is important to differentiate yourself from other candidates. "Industry experts indicate that job candidates must still differentiate themselves even if a resume is delivered by fax or E-mail" (Outlaw ). Some applicants chose to follow up with a phone call to introduce themselves to a representative of the corporation they are trying to work for.
Also, remember your current employer may have access to the Internet if you wish to keep your job searching to yourself. There can be a risk to submitting your resume over the net. "On those databases, resumes can be just as easily accessed by a present employer as any other. Sending highly personal resume information electronically involves security risks" (Martel 4).
It is not always the applicants with great qualifications that search the web either. Human resource employees at some corporations may not use the Internet to recruit employees so applicants may not be able to use this source in all situations. Not everyone has technological skills. A disadvantage for the job candidate that wants to apply for employment opportunities online is that they don't always know where to go to submit their resume. Another thing to consider when putting your credentials online is that the user of a career site should make sure they have the option to make edits to the resume they submit online.
Although there are some things to consider when using online recruiting methods for hiring or job searching purposes, many individuals and corporations enjoy the advantages of electronic recruiting to find employment opportunities or to place an individual in a job opening. Online recruiting is a way to recruit job candidates and has been growing in popularity in our society and probably will continue to be used by many organizations to find qualified applicants for job openings. It has been a successful procedure for human resource recruiters all over...
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