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Recruiting Hourly Workers Best Hiring Practices Employee Induction Painful Necessity: How to Fire Coping When an Employee Quits Training & Development How to Interview Well High Staff Turnover Recruitment in the Hospitality Industry A Great Construction Worker Managing a Bilingual Workforce Maintaining a Safe Factory for Workers How to Limit High Staff Turnover The Growth of the Latino Community English in the Workplace Cultural Differences amongst Latino Communities Communication in the Workplace Rewarding Good Work The Best Qualities of Restaurant Workers Finding Good Help Screening Employees The Role of Latinos in the Job Market Evolution of Online Recruitment Cultural Sensitivity How to Incentivize Employees Keeping Staff Happy Languages in the Workplace Workplace Diversity |
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Online recruitment has come a long way since its inception in the mid-1990s. Originally little more than static job postings on a bulletin board, online recruitment now encompasses a wide range of functionality, intended to add value for both recruiter and jobseeker and facilitate the process of finding and filtering suitable candidates for jobs. Over the last few years, the two main challenges facing online recruiters have been to widen the demographic coverage of online recruitment and to improve the quality of the candidates offered to recruiters. Demographic Coverage Until recently, online recruitment has only really been effective for recruiting junior and middle management, professionals and skilled workers. Low-skilled workers and top executives have continued to be recruited by other means. While recruiting very senior employees will probably remain the realm of personal recommendations and executive headhunters, recruitment of low-paid workers is starting to move online. One of the restrictions of recruiting low-paid employees online has been the fairly low levels of internet usage amongst these demographic groups. All online recruitment solutions until recently, have required both recruiter and jobseeker to have regular internet access. One company that has managed to solve this problem is HireWorkers.com. We have developed patent-pending technology for combining internet and telephony systems to register jobseekers, publish vacancies, and dynamically match suitable candidates with recruiters before automatically connecting the two via telephone. By removing the dependency on internet access for jobseekers (they do not need to use it to register or receive job notifications) the benefits of online recruitment have been made available to a sizeable new demographic group. Quality, Not Quantity The other challenge that has faced online recruiters over the last few years is increasing the quality of applicants for jobs. One of the consequences of the convenience and immediacy of applying for a job online is that many unsuitable candidates apply for attractive roles, thinking they will just "have a try", as it has cost them nothing in time or effort. Filtering out such applicants and only presenting recruiters with high-quality and potentially suitable candidates is one of the areas in which online recruiters can add value, and may potentially drive future pricing models for online recruitment. The Future One of the pricing models that has fuelled the growth in online advertising is cost-per-action, or cost-per-result – the advertiser only pays when a pre-defined action, or result, is achieved. It looks increasingly likely that this model may be extended to online recruitment – which is after all another form of advertising. Recruiters may cease to pay job listing fees, and instead only pay a fee per resume for access to pre-selected suitable candidates. Such a pricing model would require accurate and efficient pre-filtering from the online recruiters, and would also enable them to monetize their large databases of resumes. Online recruitment does face some challenges, but it has already evolved into a large and useful business, and will undoubtedly continue to evolve to meet tomorrow's demands. Please visit Hireworkers.com for more information about the future of recruiting. |
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