Electronic recruiting

ELECTRONIC RECRUITING INTRODUCTION HR specialists receive stacks of resume Too busy to do them justice Employers are using the internet to recruit APPLICANTS TRANSMIT APPLICATION DOCUMENTS ELECTRONICALLY

ELECTRONIC RECRUITING WHO USES HIGH-TECH RECRUITING In 1996, less than 20% of non-technical jobs and only 40% of all computer openings were filled through internet postings. After a year, as much as 60% of all jobs were filled as a result of online recruitment.

ELECTRONIC RECRUITING WHO USES HIGH-TECH RECRUITING (cont’n) Many of the applicants searching electronic postings for jobs are new graduates. Many college students seeking part-time employment also favor the internet as a recruitment source.

ELECTRONIC RECRUITING WHO USES HIGH-TECH RECRUITING (cont’n) The number of American online job seekers has doubled since 2005.(pewresearch.org)  A study from the Aberdeen Group revealed that millennials in particular are driving this shift in social recruitment practices: The group reported that a significant majority of young people – 73% –  in the 18-34 age group found their last position through a social media platform.

ELECTRONIC RECRUITING WHO USES HIGH-TECH RECRUITING (cont’n) Other social media recruiting statistics seem to confirm the increase usage of social media in the recruiting industry.  According to Capterra, just under 95 percent of companies are using social media for recruiting purposes.

ELECTRONIC RECRUITING Advantages and Disadvantages of the Internet LACK OF BREADTH OF REACH INAPPROPRIATE OR UNQUALIFIED RESPONSES NET-GENERATED RESUMES (COMPANIES MAY EXPERIENCE TROUBLE REVIEWING THEM) COST SPEED REDUCTION IN PAPER WORK GREATER NUMBER OF CANDIDATES

Online recruitment guidelines Recruitment online is a popular way of increasing the visibility of job openings at a reasonable cost. The following are guidelines for making your effort a success: Make searching for job openings easy Make the site navigable Be prepared to respond to applicants quickly Maintain an up-to-date employment opportunity database Screen out unqualified candidates

Online recruitment guidelines (cont’n) Balance content with design Keep it organized Take advantage of all the information you can learn about your Web visitors Make your address easy to remember Do not say too much

ELECTRONIC RESUME Paper costs considerably more than the average electronic file of six kilobytes Processing paper into an electronic format takes longer than processing an originally electronic file Mail delivery is slow: electronic transmission takes three seconds Electronic files can be formatted, extracted and otherwise manipulated countless ways; incorporated with other data or stored in various applications or systems

ELECTRONIC RESUME CHRONOLOGICAL RESUME - fact-based and easier to scan FUNCTIONAL RESUME – arranged according to skill and accomplishment (minimal or unrelated job experience, significant gaps in employment.)

COVER LETTERS COVER LETTERS can grab a recruiter’s attention by suggesting a preliminary job/applicant fit, so wise applicants take care to word theirs carefully: Should be addressed to a specific person In response to a specific posting or ad; accordingly, the job should be identified in the first paragraph The most effective cover letters reveal exactly how the sender qualifies for a particular job

COVER LETTERS COVER LETTERS Restate specific job requirements identified in the ad followed by a brief statement reflecting the applicant’s qualities; Cover letters that demonstrate knowledge of the employer are a nice touch, if not overdone Well-written cover letters stress how the applicant’s skills or prior experience can benefit the employer in terms of meeting its needs, solving its problems, or increasing its revenues

COVER LETTERS COVER LETTERS Good cover letters shouldn’t overplay the applicants’ hand

CAREER WEBSITE 83% companies posting jobs in career website or job opportunity section on their company site. Areas of focus: content, navigation, branding and functionality

CAREER WEBSITE Make job listings easily accessible Keep postings current Avoid slow-to-load images Don’t get carried away with the latest bells and whistles unless consistent with your corporate image Keep screening questions simple and to a minimum Allow submission options (online applications, email)

CAREER WEBSITE Offer a “resume builder” tool Offer “cut and paste” capability so applicants can edit an existing resume Provide detailed company history: product/service, culture and benefits Provide information about the geographic area: housing, taxes, schools, recreational and cultural activities Enable applicants to register to receive updates about new jobs

CAREER WEBSITE Provide a calendar of career-related events Periodically review visits to your website to identify patterns Test out your website numerous times before launching it

ONLINE RECRUITMENT GUIDELINES Make searching for job openings easy Make the site navigable Be prepared to respond to applicants quickly Maintain an up-to-date employment opportunity database Screen out unqualified applicants Balance content with design

ONLINE RECRUITMENT GUIDELINES Keep it organized Take advantage of all the information you can learn about your Web visitors Make your address easy to remember Don’t say too much

ONLINE RECRUITMENT GUIDELINES Avoid Jargon Select proper word usage Use proper grammar, punctuation and spelling Do not avoid clichés Be careful about how you use numbers Be careful about the colors you select for graphics

Internet job boards General Job Boards Industry-Specific Boards Professional Associations Resume Blasters Recruitment Sourcing Government Sites Diversity sites Targeted applicants Streamline services School job boards Outplacement services

Electronic recruiting risks Company security Data security Information flood Identification in the staff selection procedures Pressure for quick processing