Initially, social networks designed to search for friends and acquaintances and communicate with them. The rapid development of the Internet in the world, on the one hand, the unstable situation in the labor market, on the other, first led to the emergence of professional social networks, and then to that of the Web began to be used for business purposes. In the following paper we analyze the role of social networks in recruiting. The classification systems depending on the type of interpersonal relations, consider the advantages and disadvantages of the most popular and effective methods of recruitment will identify with their use.
According to Linda Barber: “Internet has caused the biggest change in the set of the landscape, by acting as an intermediary between employers and job seekers. Technology has allowed corporate Web sites, suppliers, and job seekers to become more complex, interactive and connected globally 24 hours a day, 7 days a week”.
“Every sector, every job, every function, was, is or will be disrupted by Internet” stated Kalika, M. in „Le management est mort, vive le e-management!“ in 2000.
In obedience to Girard Aurélie and Bernard Fallery: “In the HR sector is undergoing a transformation. In August 2007, Monster France had more than 3 million resumes in its database and social network LinkedIn has been more than 36 million members around the world in February 2009”.
Recruiting by the Internet, via Internet, or e-Recruitment, is a phenomenon that has led to the appearance of a new market in which there is an unprecedented level of interaction between employers and potential employees.
Table of Contents
Introduction
1. Recruitment
1.1.Recruiting. Strategic Recruiting
1.2. External and Internal recruitment
2. Internet Recruiting
2.1Social Networking and Online Recruiting statistics.
2.2 Platforms PRUFFI Friends and PRUFFI Graph
Conclusion
Objectives and Core Topics
This paper examines the transformative role of the Internet and social media in modern recruitment processes. It explores how digital platforms have shifted traditional hiring practices towards more interactive, efficient, and technology-driven models, ultimately questioning the extent of this influence on organizational human resource strategies.
- Strategic recruitment planning and sourcing
- Comparative analysis of internal versus external recruitment
- The impact of professional and social networking sites on talent acquisition
- Technological disruptions in the HR sector
- Emerging platforms for automated recruitment (e.g., PRUFFI)
Excerpt from the Book
1. Recruitment
The meaning of "recruitment" comes from the French "recruit ", i.e. to gain someone to recruit, to fill anyone to hire at the service of for the money. So now refer to as search and selection of qualified professionals for a fee. In contrast to the employment services when the agency receives payment from the job seeker, recruitment agency enters into a contract and, therefore, receives royalties from companies-customers.
According to specialists in Human Resource Management and business dictionary definition of the Recruitment is: “The process of finding and hiring the best qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization”4.
According to Susan E. Jackson, R. S. Schuler and Steve Werner: “Recruitment involves searching for and obtaining qualified applicants for the organization to consider when filling job openings. Recruitment stops short of deciding which individuals should be hired from the pool of applicants”5.
Summary of Chapters
Introduction: Provides the context of how the Internet has disrupted the labor market and transformed traditional HR practices into e-Recruitment.
1. Recruitment: Defines the core concepts of recruitment and discusses the strategic importance of choosing between internal and external sources.
1.1.Recruiting. Strategic Recruiting: Outlines the criteria and analytical steps necessary for organizations to plan their staffing strategy effectively.
1.2. External and Internal recruitment: Compares the advantages and disadvantages of sourcing candidates internally versus externally to meet organizational needs.
2. Internet Recruiting: Explains how websites serve as the digital face of corporate culture and facilitate efficient job searching for candidates.
2.1Social Networking and Online Recruiting statistics.: Analyzes the growing use of platforms like Facebook, Vkontakte, and LinkedIn for candidate screening and professional networking.
2.2 Platforms PRUFFI Friends and PRUFFI Graph: Introduces innovative Russian recruitment platforms and their use of social data to match students with suitable companies.
Conclusion: Summarizes the necessity of integrating digital recruitment into modern HR strategies to maintain competitive efficiency.
Keywords
Recruitment, e-Recruitment, Human Resource Management, Strategic Recruiting, Internet, Social Networks, Talent Acquisition, Internal Recruitment, External Recruitment, Candidate Screening, HR Planning, PRUFFI, Digital Transformation, Labor Market, Online Platforms
Frequently Asked Questions
What is the primary focus of this paper?
The paper examines the role of the Internet and social media in transforming recruitment processes and evaluates how these tools have changed the way organizations find and screen candidates.
What are the central thematic areas covered?
Key themes include strategic human resource planning, the comparison of internal and external hiring methods, the rise of e-Recruitment, and the application of social network data in professional hiring.
What is the main research question?
The central question is: "Does the Internet have influences in Recruitment on example of e-Recruiting?"
Which methodology is employed in this study?
The study utilizes a descriptive and analytical approach, drawing on academic literature, business definitions, and statistical data from industry surveys regarding social media usage in recruitment.
What is discussed in the main body?
The main body covers the theoretical definition of recruitment, the strategic stages of hiring, a comparative analysis of hiring sources, the impact of the Internet, and case studies of social networking platforms and recruitment applications.
What characterize this work?
The work is characterized by its focus on the transition from traditional to digital-first recruitment, supported by current industry data and real-world platform examples.
How has the policy of using social networks changed between 2008 and 2011?
Surveys indicate a significant increase in the number of companies using social media for candidate verification and a growing trend toward officially permitting such practices.
What is "PRUFFI Graph"?
PRUFFI Graph is an application designed for students that analyzes their social network profiles across 17 parameters to recommend suitable employers based on matching potential.
- Quote paper
- Zhandos Amantayev (Author), 2013, The current position of Recruitment. The example of e-Recruitment, Munich, GRIN Verlag, https://www.grin.com/document/274452
