Manage
HR
It
is the quality and the standard of the human resource recruited
that plays a key roll in differentiating between a successful
organisations and a "run of mill" organisation . In
this section, we will discuss the issues relating to this valuable
resource through a series of articles. And yes, we are
open to contributions from masters of this Art ... Are you one?
Cyberspace-
the answer to your hiring woes?
Is
your company at the mercy of a recruitment consultant? It needn’t
be if you use the Web as your recruiting tool.
With
the kind of interest being generated by career sites in job-hunting
circles, it is only a matter of time before the Net becomes
the most sought-after medium. Since recruitment costs are heavy
a cost-effective option is what most employers are looking for.
The
benefits of Internet recruiting in a nutshell are:
•
It reduces the recruitment cycle time.
•
Cuts
cost per hire by 78%
•
Can
choose candidates from across the globe, as the Net has no geographical
boundaries.
•
Allows
a candidate to respond instantly.
Companies
like Coopers and Lybrand use the Internet only to hire for high
posts, which do not include fresh graduates, while other have
used it to hire both for entry level as well as managerial posts.
Either ways the firms have saved thousands of dollars, which
they would have paid executive search firms and newspaper ads.
Here
are some ways to check online recruiting performance
•
Using
an Internet indicator to track the cost-effectiveness.
•
Develop
a standard for the job posting- it should include the job title,
experience level, location and experience required.
•
Have
an online form to apply for the job in addition to the other
methods, as some people may not know how to attach resumes.
Until
now Internet recruiting has been mainly used for hiring technology-based
employees. This is changing rapidly as the number of non-technical
persons using the Internet is increasingly on the rise. Some
recruiters believe that the quality of candidates hired through
online recruiting is much higher as they are computer savvy
and exposed to the Internet.
Why
don’t you jump the bandwagon and use the Internet to leverage
your recruiting process?
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