E-Recruiting and the Internet

Government agencies keep track of information on the amount of accessible workers in the different type of employment categories. One of the several agencies in the United States is O*NET. Even with these government agencies, there are other ways of finding job listings.

Many organizations find it challenging to get people to apply for a job. It is always best to have a large number of applicants to choose from. It may be easier to recruit applicants in one job than another. For those under staffed jobs, the organization has to go to great measures to attract the right people to fill the openings. There are about six methods organizations commonly use to recruit applicants: advertising, school recruiters, employee r

There are many ways that employer can utilize these technologies. First, they can input employee information on a database that managers can search for qualified applicants. These organized information help senior managers to plan for succession since it shows deficiencies or skills gaps in upper management that need to be filled. Second, posting a job on a database makes it accessible to all employees. An advantage of this is, current employees can see the location of the job, the salary range, and the experience necessary to get the job. Also, updating a job listing on a computer database can be much faster than posting jobs on a bulletin board. Next, it can create an applicant tracking system. Carper (1993) described an advanced system can answer question like: “What are cost per hire? Does our hiring discriminate? Where do most of our new employees come from? How long does it take to fill a job?” (Carper, 1993). Last but not least, electronic recruiting uses decision-support systems to help non-HR managers make hiring decisions. Some companies do not have a HR department; therefore the general manager has to do all the hiring. A computer-based decision-support system can help the general manager by identifying possible trouble spots on the applicant’s application and then suggest some probing questions to ask the applicant. All of these benefits can be very crucial to an organization’s success in recruiting an employer they want.

eferral, walk-ins, employment agencies, and web recruiting. The main focus of this paper is web recruiting. Some of the ways you can recruit on the web is by posting a job listing on Moster.com or the hundreds of other online recruiting pages. These types of technology have had a great impact on recruitment in the past few years. Hotjobs.com and Monster.com, web-based recruitment companies, have grown at tremendous rates in the past few years and have posed a great risk to traditional newspaper want ads. These newspaper want ads simply can not compete with the broad database of job listings that the web-based recruitment companies offer. For example, the Monster website has shown that by 2002, 24 million applicants have registered with the services and they have has over 1 million job postings. The main reason for this is because a potential applicant can go to the website and search for a job for free since the company is the ones paying for the job postings. These online services do more than just job listings. They also provide online assessments, prescreening, and help supervise recruitment. According to Breaugh and Starke (2000), recruitment is about marketing the organization and making it more appealing to applicants (Breaugh & Starke, 2000, chap. 6). They also stated, “the experience should be sufficiently positive to encourage applicants to stay with the process until a final decision is made, and it should maximize the likelihood that if offered the job, th

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