HRM102 chapter 3 - Electronic Recruitment

•  Electronic recruitment - the process of receiving and assessing resumes and job applications has evolved.
• Equal employment opportunity commission – due to large amount of applicants there is a high possibility that all the applicants are not given a equal opportunity. ( the principle is that everyone is equal to pursue  a job that is based on merit regardless of characteristics such as race, sex, or sexual orientation.
• Applicant – is someone who signs up or applies for a job.
• Electronic resumes - In the late 1980s and early 1990s, all resumes were printed and delivered on paper. Nowadays, companies report receiving a 50/50 ratio of paper and electronic resumes and some are having a “no paper” policy
• Steve pollocks – president of web feet inc.
• Business needs to focus on 4 areas

  1. content
  2. Navigation
  3. Branding
  4. Functionality
• Electronic resumes can be – chronological and functional format.
• Chronological resumes – is organized by job title with the most recent position listed first.
• Functional resumes – are arranged according to areas of skills and accomplishment.
• Career website - are generally organized according to job function, geographic location, or business unit.
• Table of content – allows job seekers to browse topics of interest, including specific job offering.
• Visual content – websites creators make an important first impression for applicants that either keep them interested in continuing or turn them away.
• Bare-bones online presence – home pages that proves the company name; geographic locations, phones, fax and email numbers: and basic information about the company.
• 1. general job boards - These are the most commonly used means of online recruiting.
•  2. Industry-specific boards- These boards target applicants with experience or interest in
• 3. Professional associations - Like industry-specific boards, professional associations target applicants with experience or interest in your field.
• 4. Resume blasters- Resume blasters are free for employers; applicants pay to ‘‘blast’’ a resume to recruiters who have identified desirable skills and competencies.
• Three types of Electronic Recruitment

  1. Resume-screening software
  2. Internet access
  3. Applicant tracking
•       4. Resume blasters- Resume blasters are free for employers; applicants pay to ‘‘blast’’ a resume to recruiters who have identified desirable skills and competencies.
•       5. Recruitment sourcing- This invasive form of internet recruiting targets passive applicants.
•       6. Government sites- are often thought of as a wasteland of resumes, making it difficult to navigate and find anyone whose skills match your needs.
• 7. Diversity site- Targeting diversity sites for various ethnicities, people with disabilities, and the like, can produce qualified applicants and help you meet affirmative action goals as well.
•       8. Target applicants- If there’s a way to personalize a rather impersonal recruitment source, this is it.
•       9. Streamline service- These services automate your recruitment efforts and applicant tracking, thereby saving you time
•      10. School job boards- Most colleges and universities, as well as high schools, offer job boards.
• 11. Outplacements Services- Outplacement firms will often post your jobs for free ontheir job boards.