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
List of Figures:
Figure 1: Overview of the strategic recruiting stages
Table - 1: The advantages and disadvantages of external and internal recruitment
Diagramm 1: Overview of the strategic recruiting stages.
Diagram 2: The policy of using social networks for companies to test candidates in 2008
Diagram 3. The policy of using social networks for companies to test candidates in 2011
Diagramm 4. The popularity of social networks among the HR-managers
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”1.
“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 20002. 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”3.
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. In this paper we describe the actual and emergent models in the e-Recruitment and e-Learning market. We will describe also about the Strategic Importance of Recruiting on example of internet recruiting.
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.
Also, below we will try to answer to the next question, it calls: “Does the Internet have influences in Recruitment on example of e-Recruiting?”
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.
1.1. Recruiting. Strategic Recruiting
There are many sources to attract staff. Therefore it is specialist of recruitment should make the right choices based on their conduct analysis and evaluation. He comes out of certain criteria and considers a variety of factors:
1. Strategic and operational goals of the organization to build its human resources. An example is the situation where the strategy of pre-defined source of attracting professionals through internal recruitment. In this case, the external sources are not considered at all.
2. Economic evaluation of sources. Preparing a number of alternative combinations of source selection to help you solve the problem of recruiting the staff with similar level of of quality. Evaluation is carried out according to the criteria of the costly options, the timing of selection, etc.
3. Select the sources to attract staff. Based on the above-described steps selects the sources of the expertise. Approach in the analysis and selection of alternatives depends on the size of the budget for personnel in the organization.
4. Planning sources attract staff. Each of them involve staff has the features of action - as in terms of time well as organizationally. Therefore it is important to plan to use them. For each source make a list of specific actions by linking them with timelines to attract the required number of candidates for a given level of quality.
Strategic recruitment is becoming more important as labor markets to move and become more competitive. HR planning helps align HR strategy and organizational goals of plans.
Strategy is a common framework that provides guidance. If the company is controlled technology, recruiting is to determine how to bring the best technologies. If the strategy is based on marketing, attention should be paid to where the company will seek to find the best candidates for marketing.
illustration not visible in this excerpt
Figure 1: Overview of the strategic recruiting stages.
Sourse: Robert L. Mathis “Human Resource Management” twelfth edition, 2008, p.195
1 Linda Barber, “e-Recruitment Developments” Institute for Employment Studies,2006, p-1.
2 Kalika, M. „Le management est mort, vive le e-management!“ Revue Française de Gestion,2000, pp.68-74.
3 Girard urélie, Bernard Fallery, “E-recruitment: new practices, new issues.An exploratory study”,2009, p-1
5 Jackson, Schuler, Werner. “Managing Human Resources, 10e”, 2009, p.190
- 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