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| Home » Archives » Recruiting and Staffing on the Internet - Part 1 | Friday, July 30, 2010 |
 
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Recruiting and Staffing on the Internet - Part 1
(This article is one in a series of articles on how to set up an HR Corporate Home Page. This article concentrates on the advantages of recruiting and staffing on the internet). "The Internet is revolutionizing recruiting. More than 100,000 employers worldwide are recruiting on the Internet", states Andrew Barbour of Price Waterhouse in his newly released book, Recruiting in Cyberspace. At a recent three-day IQPC (International Quality and Productivity) conference on Recruiting and Staffing on the Internet, co-sponsored by the Canadian HR Reporter, Barbour co-chaired case studies by a number of companies who have had success stories with their corporate recruiting strategies on the internet. In a lunch hour presentation on the first day of the conference, Austin Knight Inc. presented their findings on a very recent survey of the use of the internet for recruiting. Their study indicated that the internet is rapidly becoming the primary source of recruitment for those companies who have established a web site for this purpose. In just the past ten months, all major indicators such as Cost-Effectiveness of Internet Employment Postings have had positive increases. From February to December 1996, Austin Knight found that the average number of applications for job openings rose from an average of 9 to 15. While the majority of jobs filled have tended to be computer and technical, there have been noticeable increases in other areas such as management. Austin Knight are on the web at http://www.ak.com/ In the majority of the case studies presented at the IQPC conference, the large audience heard that each company had used their corporate home page as the focal point for their internet recruiting. Many presenters observed that by visiting the home page first, the candidates who applied generally had a much better awareness of the job and of the company when they were finally short listed and interviewed. Those organizations using their own web page for posting the jobs often take advantage of other internet tools as well to spread the word. For example many of them post the job opening on Usenet newsgroups such as tor.jobs first to point candidates to their web site. Some companies, in addition to their own corporate web site also take advantage of commercial sites such as the Globe and Mail's Career Connect home page or Career Mossaic home page to give broader access to their job openings. Ultimately however, the candidates are visiting the corporate home page to find out more about the job and the company, resulting in a better prepared applicant. In addition to just straight forward job postings, a number of companies have been taking advantage of the user-friendliness of the internet to create applications to support recruitment, including: -define staffing requirements Some companies, such as Silicon Graphics have demonstrated that by moving their recruiting to the internet, they are able to enable many of the business process re-engineering ideas they have had on hold until the right set of tools came along. Silicon Graphics reported that they have proven savings of: In their case study, PRC, Inc. noted some of the reasons they moved to internet recruiting, quoting a March 1996 Internet Business Network article: The use of the internet is growing in leaps and bounds with more and more of the public getting on board. Rates for internet access have come down substantially in the past year, with unlimited accounts generally being available for under $30.00 per month. According to Austin Knight, the criticism that the general profile of the average net user was single white male, is going out the window quickly. The average net user still tends to be better educated than the average job candidate but the demographic profile is changing to be more a reflection of our society. One of the best pieces of news coming out of the case studies heard at the IQPC conference and at a December 12th, 1996 meeting of the International Association for Human Resource Information Management (IHRIM) Greater Toronto Chapter (http://www.ihrim.org/chapters/toronto/) is that Human Resources is leading the way in corporate web page development. Most companies start out with either Human Resources or Marketing as the first page they put up on the web. Canadian Tire is an excellent example. Their very first corporate web page was for posting jobs at the company. They developed their web page on an initial budget of less than $15,000. The cost to host their site is under $300 per month. Canadian Tire plan a full re-design soon of their page but for under $5,000. They have found that they now receive 15% of their applications from the internet and of those 50% are new graduates. As well, it appears that over 50% of their candidates overall have visited their web site to obtain information about the company. Most of the companies presenting case studies on internet recruiting have reported that they have moved to this new arena very quickly and without major cost. In some cases the organizations already have a resume tracking and scanning software system in place. Many of these tools can be quite expensive so now organizations are looking closer at using skill questionnaires such as MedHunters are using to eliminate the need for resumes. Some software developers are adding on "resume building" tools at the front end of the process which also eliminates the resume, as we know it. Some of the reasons companies have found the internet attractive for recruitment and staffing: -easy to use SOME RECRUITING AND STAFFING WEB SITES TO VISIT Canadian Tire Corporation Career Edge Environment Canada Lucent Technologies Microsoft Canada MedHunters Nationwide Insurance Enterprise Position Watch PRC Inc. Price Waterhouse Public Service Commission Royal Bank of Canada Silicon Graphics Seagate Software The Globe and Mail -Al Doran is President of Phenix Management Int'l, a Richmond Hill, Ont. management consulting firm specializing in HRMS issues. He is co-author of a new book published by Nelson Canada, Human Resource Management Systems. He may be reached at: aldoran(at)pmihrm.com and his home page is http://www.pmihrm.com/
COPYRIGHT - Al Doran - Dec15, 1996 Phenix Management Int'l
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