So far, the Web and e-commerce have had a huge impact on the recruitment market, and their recruitment model has been changing at a fast pace and with a deep degree, which may be unmatched by any Other market.
According to a survey conducted by the Social Human Resources Management Department in 1999, about 66% of job advertisements were published in the “Sunday†daily newspaper as classified advertisements, while 40% of advertisements were located on the Internet’s job board. Further investigation shows that 32% of all recruitment advertisement budgets this year will be used for the Internet. Correspondingly, the cost of advertising for newspapers will drop from 70% to 52%.
A recent report pointed out: "The rapid development of online recruitment over the past three years has significantly changed the recruitment process of many companies." Faced with the continuous loss of experienced middle-class employees and the ever-increasing flow of talent, companies It is necessary to increase the speed of recruitment and broaden the recruitment channels. This is no longer news. Today's technology can already be done: publishing recruitment information on a larger scale; searching for suitable candidates without geographical constraints; accelerating the speed of early inspections, tests, and interviews—all of which can be done online.
Brinton, the technical director of CTCC Co., Ltd., said that two years ago, their work had nothing to do with the Web. Now, half of the work is inseparable from the Web. In the past, the company's recruitment process was generally divided into two modes. One was for low-level ordinary employees, and the other was for senior managers at manager-level. In the first model, the company advertises in newspapers, bulletin boards, and newsletters and attends job fairs to receive many resumes. In the second model, the company usually goes through specialized senior talent agency companies. The agency managers who are interested in the work are contacted by these intermediary companies through the Internet and telephone.
The changes in the hiring model of senior employees are not very great, and the recruitment patterns of junior employees have changed a lot. Many companies have listed their vacancies on the website. CareerMosaic, Headhunter.net, and Monster.com's recruitment and job search sites all allow job seekers to place their resumes on the site for hundreds of home company companies to choose. E-mail has replaced traditional mail and has become a new media for job search. This can greatly shorten the recruitment cycle.
A recent survey questioned 311 HR professional companies and 244 professional companies: "Why do you want to choose online recruitment?" Most of the answers mentioned the following: Can find more candidates; For specific The applicant group is more targeted; the cost of publishing recruitment information is lower; there is no intermediary; it is convenient. Many people support the above points of view. We are in the initial stage of the labor market networkization process, and this process will face a rapid development opportunity.
The recruitment activities on the website have partially reflected this rapid development trend. These websites illustrate with examples that the Web can change a business process, although the methods used are more complex. Of course, not all business processes can be changed with the Web.
What is "change"? Online recruitment can reduce recruitment costs, shorten the recruitment cycle, and obtain more data. About one-third of the respondents to the above survey visited Monter.com in the past year, and more than one-third of the companies visited CareerMosaic in the past year. Although intermediaries are less dependent on job boards, 44% have used Headhunter.net and 32% have used Monster.com.
As the jurisdiction of the first generation of Web recruitment, the position notice board actually merely transferred a part of advertisements of “Sunday†from paper to Web. Although the position notice board covers a wider area, and the larger the capacity, the more the number of each type of position, the advertising model is still a kind of “media†model because each company produces advertisements for profit.
The growth of the online recruitment industry has resulted in a growing number of job posting boards in specific industry branches. Of course, this growth is the result of the rapid development of high technology. However, entrepreneurs are also using different – ​​and sometimes even creative – methods to recruit this piece of fat on a segmented Internet. For example, StarupNetwork.com is a website that specializes in advertising for emerging companies. EWork.com, Guru.com, and SkillsVillage.com are representatives of numerous websites that look for partners and IT projects. Craigslist.com is a successful local website with many companies recruiting local staff. There are other websites that are specifically designed to recruit companies with specific types of employees, such as BlackVoice.com, HireDiversity.com, and WomenConnect.com.
An online advertisement costs $152, while the same advertising requires $1,383 in the traditional way. Therefore, online job advertisements have proved to be the most cost-effective advertising method. But everything has advantages and disadvantages. Recruiters often complain that the number of resumes received by online recruiters is staggering, which makes it difficult for them to find satisfactory job applicants. One analyst said, "This is a huge project. If you are not careful enough, you will spend countless hours and work 10 times more than before."
As the number of job seekers and customers has significantly improved over the past, the company’s recruitment information has just been posted on the Internet and people will be immediately accessed, and job seekers can directly and quickly send out their application letters online. The ability to respond quickly to those job seekers is a challenge for companies - whoever responds fastest can pick the best job seekers. But this requires a huge amount of money. For companies, the best way is to use some automated method to process resumes - filter out those "noise" inevitable on the Internet. Filtering is very easy to implement at the beginning. Job seekers first fill out a form on the Internet as required by the hiring company to explain what they think after visiting the company’s website. Hiring companies can then use this form to make initial assessments of job seekers. Because it is possible to have a general understanding of the company's situation, after all, it is different from submitting a beautiful job resume.
Doon has changed the way it used to deal with undergraduate and graduate job applications. Previous Doon companies received faxes or mailed resumes, first scan them, proofread, and finally enter the database by content classification. Now, the company only needs to publish its Web site and E-mail address, and a large number of cover letters will be sent directly to the company’s electronic system—an online server provided and maintained by Kinh Corp., shared by the recruiting managers. .
In addition to the initial filtering methods, the secondary screening of job seekers was done by the recruitment department's manager rather than using technical tools. Last year, Doon had wanted to recruit some "computer system" professional personnel, but after looking at the information of many job seekers, it did not find very suitable. Of course, they will come back to screen once more.
Many companies are scrambling to join the hurricane of Web recruitment. As a result, the number of visitors to the site has also increased considerably. For example, if a company advertises banner ads on the job site, potential job seekers click on those ads and enter the company's home page. But at the same time, recruiters will use a good resume monitoring system to monitor the data coming into the site. Once a character matches a pre-set special text (such as a special school name), the data is selected. However, in reality, in order to examine whether an applicant is qualified, it is not enough to rely on a computer alone.
Many of the operators of the Web post bulletin board recognize that simply selling the resumes collected to the recruiting company at a certain price is not a long-term business model. One solution is to add a questionnaire to the job seeker's registration process. Recruitment companies can use the data on the survey questionnaire to limit job seekers. Another method is to work with companies and evaluate job seekers together.
Mitst is such a company. The president of Mitst said that there are two points worth noting in the online assessment. One is the form and the other is the content. The use of Web forms to retain candidate information in the database has become a commonly used form of assessment. And these data are like job seekers' “tickets to success†— companies that use them to dismiss people who can’t stay up late, lack basic knowledge, skills, or IT programming background.†The next step in evaluating candidates is Ask questions through the Web and quickly retrieve answers to examine job seekers’ values, personality, IQ, and ability to solve problems under simulated work conditions.
Online recruitment is first developed between technology companies and scientific and technical personnel. It develops quickly. However, a survey conducted by a human resource management society indicated that candidates mainly use the Web to apply for mid-level managerial positions and professional positions, and they are less likely to apply for junior positions or senior executive positions through this route.
If there is one of the biggest losers in the networking process of job search, then it is all kinds of daily newspapers. In fact, every job interview by job seekers and recruitment companies can be said to be a loss in newspaper advertising. As one company executive said: "The group of people invented a 'newspaper' with more layouts and no printing."
As such, the size and nature of advertisements are also changing. A newspaper editor said: “We are still using newspapers in order to maintain the needs of the market in a specific geographical area. We are also thinking of ways to network this part. In the past we used full-page advertisements in newspapers and now advertised. The layout has been halved, only the names of some posts have been listed, and detailed information about the position has been posted on the Web."
Doon is an advertising company that makes newspaper advertisements and has fierce competition with those advertising websites. The company’s general manager said: “Traditional employment methods have been severely affected. In 1999, the income of newspapers in all types of advertising has dropped significantly compared with the past; recruitment advertisements have decreased by 10%, and are about 700 million US dollars. As you know, job advertisements are the most important source of newspaper income.
â€
However, not all companies have joined the online recruitment process. Sept company is one of them. The company’s bosses claim that they still use newspapers, phone calls and interviews because traditional recruitment methods are still the most effective way to find the best candidates. All contact and database establishment work is done by telephone. They use E-mail after making basic contact.
The company has just published an advertisement in the Sunday Boston Globe newspaper. Of course, Boston Globe will also post all job advertisements on its Boston.com website. About 90% of the applicants' feedback on the company’s application is from newspaper advertisements.
However, the trend of online recruitment is still growing, and the difficulties faced by newspapers will continue to increase. Tomas's supervisor said: "I can't imagine advertising on Sunday --- any ads!"
In the current stage of development, online recruitment is still an advanced phenomenon. Therefore, those who are accustomed to traditional methods will take some time to adapt to it. Of course, the face-to-face approach or senior executive talent agency will never disappear because their value is the same: use their unique network of relationships to find job seekers who do not quit frequently.
Although with the rapid development of job posting boards, companies can easily complete preliminary screening of job seekers. However, the selection, assessment, interviewing, and ultimately the signing of contracts with newcomers is still an unavoidable task, and the workload is even greater for people who like to frequently change jobs. Because "The ultimate goal of recruitment is after all signing!"
Attachment: Precautions for Online Recruitment
* Accurately explain the requirements of the applicant. Select the websites they are familiar with. Note that the site's style matches your job type.
* Keep it simple. Do not use complex interfaces, drop-down menus, or too many steps.
* Use banner ads and E-mail on the website. Most importantly, the company's URL is placed everywhere.
* Use multiple websites. Do not expect to complete this work alone from the company's website. Find job posting websites, small websites, and professional websites that help increase the number of applicants
According to a survey conducted by the Social Human Resources Management Department in 1999, about 66% of job advertisements were published in the “Sunday†daily newspaper as classified advertisements, while 40% of advertisements were located on the Internet’s job board. Further investigation shows that 32% of all recruitment advertisement budgets this year will be used for the Internet. Correspondingly, the cost of advertising for newspapers will drop from 70% to 52%.
A recent report pointed out: "The rapid development of online recruitment over the past three years has significantly changed the recruitment process of many companies." Faced with the continuous loss of experienced middle-class employees and the ever-increasing flow of talent, companies It is necessary to increase the speed of recruitment and broaden the recruitment channels. This is no longer news. Today's technology can already be done: publishing recruitment information on a larger scale; searching for suitable candidates without geographical constraints; accelerating the speed of early inspections, tests, and interviews—all of which can be done online.
Brinton, the technical director of CTCC Co., Ltd., said that two years ago, their work had nothing to do with the Web. Now, half of the work is inseparable from the Web. In the past, the company's recruitment process was generally divided into two modes. One was for low-level ordinary employees, and the other was for senior managers at manager-level. In the first model, the company advertises in newspapers, bulletin boards, and newsletters and attends job fairs to receive many resumes. In the second model, the company usually goes through specialized senior talent agency companies. The agency managers who are interested in the work are contacted by these intermediary companies through the Internet and telephone.
The changes in the hiring model of senior employees are not very great, and the recruitment patterns of junior employees have changed a lot. Many companies have listed their vacancies on the website. CareerMosaic, Headhunter.net, and Monster.com's recruitment and job search sites all allow job seekers to place their resumes on the site for hundreds of home company companies to choose. E-mail has replaced traditional mail and has become a new media for job search. This can greatly shorten the recruitment cycle.
A recent survey questioned 311 HR professional companies and 244 professional companies: "Why do you want to choose online recruitment?" Most of the answers mentioned the following: Can find more candidates; For specific The applicant group is more targeted; the cost of publishing recruitment information is lower; there is no intermediary; it is convenient. Many people support the above points of view. We are in the initial stage of the labor market networkization process, and this process will face a rapid development opportunity.
The recruitment activities on the website have partially reflected this rapid development trend. These websites illustrate with examples that the Web can change a business process, although the methods used are more complex. Of course, not all business processes can be changed with the Web.
What is "change"? Online recruitment can reduce recruitment costs, shorten the recruitment cycle, and obtain more data. About one-third of the respondents to the above survey visited Monter.com in the past year, and more than one-third of the companies visited CareerMosaic in the past year. Although intermediaries are less dependent on job boards, 44% have used Headhunter.net and 32% have used Monster.com.
As the jurisdiction of the first generation of Web recruitment, the position notice board actually merely transferred a part of advertisements of “Sunday†from paper to Web. Although the position notice board covers a wider area, and the larger the capacity, the more the number of each type of position, the advertising model is still a kind of “media†model because each company produces advertisements for profit.
The growth of the online recruitment industry has resulted in a growing number of job posting boards in specific industry branches. Of course, this growth is the result of the rapid development of high technology. However, entrepreneurs are also using different – ​​and sometimes even creative – methods to recruit this piece of fat on a segmented Internet. For example, StarupNetwork.com is a website that specializes in advertising for emerging companies. EWork.com, Guru.com, and SkillsVillage.com are representatives of numerous websites that look for partners and IT projects. Craigslist.com is a successful local website with many companies recruiting local staff. There are other websites that are specifically designed to recruit companies with specific types of employees, such as BlackVoice.com, HireDiversity.com, and WomenConnect.com.
An online advertisement costs $152, while the same advertising requires $1,383 in the traditional way. Therefore, online job advertisements have proved to be the most cost-effective advertising method. But everything has advantages and disadvantages. Recruiters often complain that the number of resumes received by online recruiters is staggering, which makes it difficult for them to find satisfactory job applicants. One analyst said, "This is a huge project. If you are not careful enough, you will spend countless hours and work 10 times more than before."
As the number of job seekers and customers has significantly improved over the past, the company’s recruitment information has just been posted on the Internet and people will be immediately accessed, and job seekers can directly and quickly send out their application letters online. The ability to respond quickly to those job seekers is a challenge for companies - whoever responds fastest can pick the best job seekers. But this requires a huge amount of money. For companies, the best way is to use some automated method to process resumes - filter out those "noise" inevitable on the Internet. Filtering is very easy to implement at the beginning. Job seekers first fill out a form on the Internet as required by the hiring company to explain what they think after visiting the company’s website. Hiring companies can then use this form to make initial assessments of job seekers. Because it is possible to have a general understanding of the company's situation, after all, it is different from submitting a beautiful job resume.
Doon has changed the way it used to deal with undergraduate and graduate job applications. Previous Doon companies received faxes or mailed resumes, first scan them, proofread, and finally enter the database by content classification. Now, the company only needs to publish its Web site and E-mail address, and a large number of cover letters will be sent directly to the company’s electronic system—an online server provided and maintained by Kinh Corp., shared by the recruiting managers. .
In addition to the initial filtering methods, the secondary screening of job seekers was done by the recruitment department's manager rather than using technical tools. Last year, Doon had wanted to recruit some "computer system" professional personnel, but after looking at the information of many job seekers, it did not find very suitable. Of course, they will come back to screen once more.
Many companies are scrambling to join the hurricane of Web recruitment. As a result, the number of visitors to the site has also increased considerably. For example, if a company advertises banner ads on the job site, potential job seekers click on those ads and enter the company's home page. But at the same time, recruiters will use a good resume monitoring system to monitor the data coming into the site. Once a character matches a pre-set special text (such as a special school name), the data is selected. However, in reality, in order to examine whether an applicant is qualified, it is not enough to rely on a computer alone.
Many of the operators of the Web post bulletin board recognize that simply selling the resumes collected to the recruiting company at a certain price is not a long-term business model. One solution is to add a questionnaire to the job seeker's registration process. Recruitment companies can use the data on the survey questionnaire to limit job seekers. Another method is to work with companies and evaluate job seekers together.
Mitst is such a company. The president of Mitst said that there are two points worth noting in the online assessment. One is the form and the other is the content. The use of Web forms to retain candidate information in the database has become a commonly used form of assessment. And these data are like job seekers' “tickets to success†— companies that use them to dismiss people who can’t stay up late, lack basic knowledge, skills, or IT programming background.†The next step in evaluating candidates is Ask questions through the Web and quickly retrieve answers to examine job seekers’ values, personality, IQ, and ability to solve problems under simulated work conditions.
Online recruitment is first developed between technology companies and scientific and technical personnel. It develops quickly. However, a survey conducted by a human resource management society indicated that candidates mainly use the Web to apply for mid-level managerial positions and professional positions, and they are less likely to apply for junior positions or senior executive positions through this route.
If there is one of the biggest losers in the networking process of job search, then it is all kinds of daily newspapers. In fact, every job interview by job seekers and recruitment companies can be said to be a loss in newspaper advertising. As one company executive said: "The group of people invented a 'newspaper' with more layouts and no printing."
As such, the size and nature of advertisements are also changing. A newspaper editor said: “We are still using newspapers in order to maintain the needs of the market in a specific geographical area. We are also thinking of ways to network this part. In the past we used full-page advertisements in newspapers and now advertised. The layout has been halved, only the names of some posts have been listed, and detailed information about the position has been posted on the Web."
Doon is an advertising company that makes newspaper advertisements and has fierce competition with those advertising websites. The company’s general manager said: “Traditional employment methods have been severely affected. In 1999, the income of newspapers in all types of advertising has dropped significantly compared with the past; recruitment advertisements have decreased by 10%, and are about 700 million US dollars. As you know, job advertisements are the most important source of newspaper income.
â€
However, not all companies have joined the online recruitment process. Sept company is one of them. The company’s bosses claim that they still use newspapers, phone calls and interviews because traditional recruitment methods are still the most effective way to find the best candidates. All contact and database establishment work is done by telephone. They use E-mail after making basic contact.
The company has just published an advertisement in the Sunday Boston Globe newspaper. Of course, Boston Globe will also post all job advertisements on its Boston.com website. About 90% of the applicants' feedback on the company’s application is from newspaper advertisements.
However, the trend of online recruitment is still growing, and the difficulties faced by newspapers will continue to increase. Tomas's supervisor said: "I can't imagine advertising on Sunday --- any ads!"
In the current stage of development, online recruitment is still an advanced phenomenon. Therefore, those who are accustomed to traditional methods will take some time to adapt to it. Of course, the face-to-face approach or senior executive talent agency will never disappear because their value is the same: use their unique network of relationships to find job seekers who do not quit frequently.
Although with the rapid development of job posting boards, companies can easily complete preliminary screening of job seekers. However, the selection, assessment, interviewing, and ultimately the signing of contracts with newcomers is still an unavoidable task, and the workload is even greater for people who like to frequently change jobs. Because "The ultimate goal of recruitment is after all signing!"
Attachment: Precautions for Online Recruitment
* Accurately explain the requirements of the applicant. Select the websites they are familiar with. Note that the site's style matches your job type.
* Keep it simple. Do not use complex interfaces, drop-down menus, or too many steps.
* Use banner ads and E-mail on the website. Most importantly, the company's URL is placed everywhere.
* Use multiple websites. Do not expect to complete this work alone from the company's website. Find job posting websites, small websites, and professional websites that help increase the number of applicants
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