1. Electronic recruiting

2. 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

3. 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.

4. 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.

5. 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 age group found their last position through a social media platform.

6. 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.

7. 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

8. 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

9. 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

10. 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

11. 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.)

12. 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

13. 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

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

15. 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

16. 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, )

17. 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

18. 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

19. 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

20. 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

21. 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

22. 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

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