| Recruiting and Staffing on the Internet - Part 2
(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).
"Imagine this: Your company is looking for a candidate with a particular set of job skills, say a software engineer ¼ You will fill out an electronic job specification worksheet detailing these skills, click your mouse and vola!' states Gerry Crispin and Mark Mehler in the 2nd edition of their popular recruiting on the internet book "Career X Roads". Even a year ago, this may have seem far fetched, but not today. Internet-based tools are being developed to allow businesses to take advantage of pools of job applicants that already reside on the internet, and/or who want to apply for specific new opportunities.
"Job Pools" are already being created by tens of thousands of job seekers who take advantage of job openings on the internet, or fill out an "application" in hopes of a potential employer matching up with their particular set of job skills. The revolutionary aspect of this approach is the demise of the traditional resume. As no two people with similar skill sets prepare a resume in the same way, it is particularly difficult to match up narrative descriptions of one's career with the skills required for a particular job with a potential employer. But if the applicant fills out a questionnaire that directly relates to the actual skills required for the job, a much better match is possible.
Internet tools are now becoming available that will quickly scan the available pool of applicants, evaluate and prioritize each job candidate and deliver a short list of candidates electronically to the hiring department or search firm. For candidates with the right set of skills, this type of technology increases their chances of becoming considered (in many cases for jobs they have not even applied for), and increases the company's chances of finding the most highly qualified individuals. As these models mature, the Internet will serve a central function in the formation of a more efficient labour market, one that will benefit both job applicants and companies of all sizes.
The rapid development of these easy-to-use new recruiting tools provides an excellent opportunity for employers to re-engineer their recruiting methods. The standard of:
verify required skills
post externally if necessary
newspaper ads, etc.
review longer list of resumes
job offer Can be shortened, streamlined, and made much more effective by reviewing the organization's actual requirements and developing new "systems" to implement new work methods. If the organization does its homework, it can end up with a new process that looks something like this:
verify skill requirements
use Internet search tool to match against internal candidates
if necessary scan external candidates
"short list" candidates for interview
job offer If the job search comes up without a good fit there are now some opportunities to advertise using new and enhanced traditional methods. This could include posting the job on your corporate home page, a place you should be encouraging prospective employees to visit. Even if an ad is taken out in a newspaper, major news organizations today offer an add-on option of posting the job on their home page for little or no cost. Many of these newspapers go a step further and post an e-mail message to a number of job boards on Usent news groups (such as tor.jobs), pointing many more people to their (or your) home page. Before you know it you have even more potential applicants in your applicant pool.
Though this short process, few if any resumes were even seen, although in most cases an organization will ask for a resume from the short listed group selected for interviews. Even the resume can be sent in by e-mail by the applicant once they have been screened in by the skills match.
The above is hopefully, sufficient encouragement to forget trying to "pave the cowpath" (re-engineering term meaning don't take old processes and automate them). Some basic guidelines:
Review your volume requirements
number of requisitions to fill
number of resumes usually received If these numbers are low, then your not ready to take advantage of the new technology. If you are filling hundreds of positions and processing thousands of resumes, its time to look at alternatives. analyze your recruiting organization
centralized or decentralized Sometimes a decentralized environment, even with lower volume, creates a wide variety in the automation requirements. Review your data management requirements
volume of data
how is it used Elaborate requirements such as tracking open and closed positions; cost per hire; applicant flow related to Employment Equity; time to fill position, etc. indicates that sophisticated tools are required.
Everyone's Internet recruiting requirements will vary, depending on the unique requirements and priorities of your organization. Here are some basic tips on developing your recruitment module on your corporate home page:
Your "Job Opportunities" page should be a very prominent link on our company's main home page.
On your Job Opportunities page, be very clear on which jobs are for internal candidates only, and which jobs are open to the public.
Consider making internal jobs only available to current employees via use of a personal identification number (PIN).
Your Job page should split out jobs by type, such as:
etc. Provide a link to the kinds of corporate information that a candidate should know about your company.
Allow the job seekers to register in a structured way by asking them to check the skills, competencies, and experiences they posses. Provide them with the opportunity to e-mail your company and to have e-mail sent to them regarding their application and other potential openings.
Offer an e-mail connection for the candidate to e-mail a resume to your organization.
Provide feedback to the candidate to confirm that your system has received their application, and/or resume.
Once your Job Opportunities site is up and working, tell the world about it!
Include your URL (universal resource locator), your world wide web address on all corporate correspondence.
Be very sure to indicate your URL in all newspaper ads (job ads, marketing, etc.)
Ask your business associates, partners, vendors, to link to your home page.
Ask the newspapers you deal with to link your home page.
If your still using a newspaper for some job ads, make sure they post the job on their job board and link to your site. They should be asked to spread the word using Usenet job boards linking your site in their posting.
Link to colleges and universities that traditionally provide good candidates to your company. Ask them to add your link to their student placement home page.
Inform your community organizations about your home page. Prospective candidates in other areas of the country may be visiting them to learn about your community. Provide reciprocal links to their sites.
Review some corporate web sites to see how they are posting jobs:
McMaster University Human Resources:
Hot Sites of the Month:
ACME fruit and nut (Apple's Intranet Demo site)
UserId: Hazel Nutley Password: secret
Career X Roads
(Gerry Crispin and Mark Mehler 1997 Directory to Job, Resume and Career Management Sites on the World Wide Web
-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 - Jan 17, 1997
Phenix Management Int'l
10520 Yonge St., Unit 35B, Suite 217
Richmond Hill, ON, Canada L4C 3C7
phone: 416-505-6204 fax: 416-352-7456