ONLINE RECRUITMENT

Online Recruitment



Introduction

Let's consider the current practices and decision-making in the recruitment and choice. They are essential elements of effective human resources management (Paul 2004). We cannot discuss how the recruitment and selection will take place without asking why certain techniques are used in preference to others. In HRM paradigm, they are not simply mechanisms for filling vacancies. Recruitment and redundancy can be regarded as a key "push" and "pull" levers for organizational change.

Recruitment and selection allows management to identify and gradually change behavioral characteristics and competencies of staff. Fashion Team working for example, focused on people with a preference work with others, in contrast to the "stars" individualist preferred recruiters in 1980. Attention switched from rigid list of skills and abilities to greater powers. In general - as we noted in the previous section there is a greater respect for the individual flexibility and adaptability - Refocusing from present to future stability.

Traditional strategies

Potential candidates may come from internal trawl organization, or from the external labor market. The latter can be accessed through such channels as set of ads, employment agencies, professional associations or word in the mouth. The approach differs depending on the organization of resources.

Philosophy:

Organizations with strong cultures are likely to look for new employees malleable at graduation or graduate levels (Hill 2004). More senior jobs are filled by internal labor market. Companies that are looking for the "right" (best suited for work) rights, however, may rule of internal candidates because they do not meet specification of staff prepared to work.

Informal recruitment

Word of mouth is the applicants are likely to remain longer and may be more appropriate than the recruits were from advertising. But word-of-mouth is discriminatory, because it restricts the application of established communities and excludes new arrivals minority groups, who did not become part of informal networks.

At a high level of informal method, known as "bounty hunting" or Executive Search has become common (Sluis Kokhuis 2009). Specialist consultants find a "prominent" people to fill higher-paying job. Whether or not they are "outstanding" is questionable. Internet recruitment

Internet really changed the way people do business today. Now we have the opportunity to do almost everything from our computers, and recruitment is one of them. More and more employers are health care turning to the Internet to fill their positions with qualified candidates.

So why use the Internet to recruit? The answer is simple. There is no faster, easier, more convenient or more cost-effective way to reach hundreds of thousands of qualified candidates, 24 hours a day, 7 days a week (Botha 2004). The answers are instant and measurable results. Many sites of care set can provide you with statistics such as how many people have looked at your job, how many people submitted their resumes, as well as where your job is on a par with other health care employers' recruitment to the same position. When was the last time when the traditional media can tell you all this? ...