Coming to the point, the process of recruiting developed by companies over the years did give good results most of the time but at a very high cost.. MONEY in the corporate sector is directly proportional to the TIME invested on a task, in this case Recruiting people.

The obvious choice was to rope in the Internet and use it to completely revolutionizes the concept of recruiting human resource, by reducing recruitment cycle time & cost.
They called it HR-Benchmarking .

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?

Top