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.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Recruitment
- Recruiting. Strategic Recruiting
- External and Internal recruitment
- Internet Recruiting
- Social Networking and Online Recruiting statistics.
- Platforms PRUFFI Friends and PRUFFI Graph
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper examines the evolving role of social networks in recruitment, specifically focusing on the impact of e-recruitment. The author analyzes the advantages and disadvantages of various recruitment methods, highlighting the influence of the internet on the recruitment landscape.
- The impact of internet and e-recruitment on traditional recruitment practices
- The role of social networks in attracting and selecting qualified candidates
- The advantages and disadvantages of different recruitment methods (internal vs. external, online vs. offline)
- The strategic importance of recruitment in aligning human resource strategies with organizational goals
- The challenges and opportunities presented by the changing dynamics of the labor market
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction provides context for the growing influence of online recruitment, highlighting the rapid development of the internet and its implications for the labor market. The chapter explores how social networks, initially designed for personal connections, have evolved into platforms for professional networking and recruitment. It emphasizes the significant shift in employer-employee interaction facilitated by e-recruitment, highlighting the emergence of a new market with increased levels of interaction.
Chapter 1 defines recruitment and explores its strategic significance in aligning human resource strategies with organizational goals. It examines various recruitment methods, including external and internal recruitment, and emphasizes the importance of strategic planning in sourcing qualified candidates. The chapter also highlights the critical role of analyzing and evaluating different recruitment sources to ensure cost-effectiveness and timely selection.
Chapter 2 delves into the world of internet recruiting, specifically exploring social networking platforms and their statistics. The chapter provides insights into the evolving use of social media by companies to recruit candidates, examining the popularity of platforms like PRUFFI Friends and PRUFFI Graph. It sheds light on the significance of understanding the dynamics of social media platforms in attracting and selecting qualified candidates.
Schlüsselwörter (Keywords)
The paper focuses on the evolution of recruitment practices in the digital age. Key concepts include e-recruitment, social networks, online recruiting statistics, strategic recruitment, external and internal recruitment, and human resource management. The analysis highlights the impact of the internet on the recruitment landscape, particularly exploring the role of social media platforms in attracting and selecting qualified candidates.
- 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
