...[Type the company name] | Role of the Internet in the Job Search Industry | E-MARKETING | Executive Summary The purpose of this report is to critically analyse the roles of the internet in the job searching industry. It also outlines how the internet has significantly changed the relationship between employer and employees, providing a faster and more effective medium of job selection and recruitment. The two companies analysed in this report are SEEK and Jobfind Centres Australia. The key findings to this report shows how internet has changed traditional methods of job searching into a more dynamic and efficient way of searching and applying for jobs. Traditional methods of job searching include handing in countless paper resumes, looking in newspapers, and referrals from friends and family; all in which can take up time and effort. The online job searching industry also lets employers reach a wider audience with online job advertisements and gives them the opportunity to locate and recruit suitable candidates for vacant positions. SEEK provides both employers and job seekers with the ability to access and communicate their needs and desires for a job. Online profiles and advertisements help users to easily find the criteria they are after. The free registration for both parties creates an effective communication channel between employers and job seekers to find the right person to fill job vacancies. The pure play of SEEK means that the company can expand its...
Words: 3511 - Pages: 15
...XXXXX, Thank you for your interest in the [position title] vacancy for [dept/unit]. Our department had an excellent response and we have now selected another applicant. Best wishes in your employment search. Sincerely, XXXXXXXXX Dear XXXXXXX, I am writing to let you know that the [search, hiring process] for the [position title] vacancy at [dept/unit] has ended. Our department had an excellent response and we have now selected another applicant. Thank you for expressing interest in this position and best wishes for your employment search. Dear XXXXXXX, Thank you for your application for the [position title] vacancy at [dept/unit]. Another candidate has been selected to fill this position. I wish you well in your search for a new position. Sincerely, XXXXXXXXX Dear XXXXXXX, The Search Committee for [position title] at [dept/unit] has completed its initial review of the candidates for this position and narrowed the selection to a short list of candidates for further consideration. This review has been unusually difficult because of the strong pool of candidates. Although the committee did not include you on our list of candidates for further consideration, I wish to convey that your candidacy (application) was competitive. We are grateful for your time and interest in this position. Sincerely, XXXXXXXXXXX To applicants not entirely eliminated from consideration: Dear XXXXXXX, The Search Committee at [dept/unit] was pleased by the response to the [position...
Words: 428 - Pages: 2
...RESEARCH PROPOSAL TITLE KCA UNIVERSITY ONLINE RECRUITMENT SYSTEM Table of Contents 1.0 Background 4 2.0 Problem Statement 8 3.0 Proposed Solution 9 4.0 Objectives 11 5.0 Literature Review 12 6.0 Methodology 15 7.0 Data Collection Methodology 16 8.0 Constraints 17 9.0 Resources Required 18 10.0 Budget 18 11.0 Project Schedule 20 12.0 Conclusion 22 References 23 Bibliography 23 Background KCA University dates back to 1989, with the establishment of the institution as Kenya College of Accountancy by the Institute of Certified Public Accountants of Kenya (ICPAK) to improve the quality of accountancy and financial management training in the country. The college was founded after a study conducted by Chart Foulks Lynch CIPFA services of the UK in 1987/88. The study revealed that the Kenyan economy required an additional four hundred qualified Accountants every year. The output of qualified accountants from the training institutions then was less than one hundred. To maintain a national outlook, the institution opened satellite colleges in Githunguri, Kericho, Eldoret and Kisumu all now under the School of Professional Programmes. Abstract The key HR aims at the KCA University are recruitment, retention and development of the very best academic staff and high quality administrative staff to support its corporate vision of being a World Class Business University of Choice and the leading University for practicing...
Words: 3271 - Pages: 14
...|22/10/2012 |L Dawson |Draft prepared for Statewide Recruitment Services transition to Hospital and Health Services 2012 | Contents |Summary of Service Items |4 | |Definitions and Acronyms |5 | |Detail of Service Items: | | |Workforce and Job Design |6 | |Options to Fill Vacancy |6 | |Advertising |8 | |Process applications |11 | |Selection |13 | |Appointment |14 | |Post - Appointment |16 ...
Words: 2857 - Pages: 12
...process will take you through up to four steps Application form – Online tests – telephone interview – assessment center This document is a “how to” guide to help you prepare to complete the application form. You do not have to complete this in one go, but can come back to it. Just remember to complete and submit before the closing date. Applying To apply you will need to go to www.unilever.co.nz/careers or www.unilever.com.au/careers and then click on graduates/apply. This will take you through to the graduate home page to apply. When you click the link “Apply”, you will go to the following. Here you can search for new vacancies, or login to complete an existing application. To apply for UFLP, click “Search Openings” and search openings for vacancies in either New Zealand or Australia using the provided filters. When you run the search, you will then see the current vacancies. Select the position you are interested in. The system will then ask you to login or create a new profile. The profile will keep the details of the application so that it can be completed in several stages. You are then led through a sequence of screens, some of which are background information about how to apply, as shown below; others are data capture screens where you answer questions. The first set of data captured is the basic contact information. Any fields marked with an asterisk (*) are mandatory and must be completed before the next screen. You can save the application at any time to...
Words: 613 - Pages: 3
...international customers. BDO is located in 151 countries worldwide. It is currently the sixth largest accounting firm in the UK. There values/beliefs state that they have honesty and integrity, meaning that they will not give false information to clients or mislead them in any way. Mutual Support and Respect, refers to the teamwork and strong relationships within their working community. Professional and Personal Client Relationships, to understand the person as well as the business and to build relationships based on trust and respect. Lastly, Empowerment and Personal Responsibility, to work with confidence and to Show that trust and responsibilities work hand-in-hand. Types of employment- different roles in BDO There are currently 89 job vacancies types of employment that BDO has to offer. These roles include: * Managerial responsibilities- these includes the responsibilities to manage the delivery of projects daily, and to build a sustainable and profitable external and internal client relationship. Also to manage and maximise the promotion of BDO brands and its services. An Employment Tax manager is also a managerial role on offer. This role involves having the ability to be able to deal with all...
Words: 1234 - Pages: 5
...selecting a qualified person for a job Clearly defined role of human resources in recruitment process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to recruitment strategy and human resource strategy. The Recruitment Strategy changes - the efficiency and minimizes the costs to the organisation. The recruitment strategy has clearly define the role of human resources and of hiring employees as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process. A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficiency and costs to the company were more important. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidate’s skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of...
Words: 2249 - Pages: 9
...recruitment techniques to transform operations and the demand for employees vary depending on direction of company. This paper addresses how business establishments use recruitment strategy to fill job vacancies. In addition, in the paper is a suggestion that would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, a detail approach to offering a position to an applicant Recruitment Strategies Recruitment is deciding on the need for personnel in one or more job openings. It is essential for a company to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the company’s requirements. For instance, if a company has to fill more than 35 vacancies, the only true option for it is to choose an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, a pool of employees with differing standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. Hiring via newspaper, television, job fairs, radio, and media channels will attract numerous candidates to fill several vacancies in businesses. The open recruitment policy can thwart the company’s ability to find candidates by creating a pool of competition. The possibility of skimming a broad applicant pool reduces the company’s...
Words: 936 - Pages: 4
...PROJECT PAPER II LISA JOHNSEN BUSINESS ECONOMICS-GM545 SUMMER 2012 LCJOHNSEN@YAHOO.COM Ch. 16 Question 5 “Frictional unemployment is important to any economy because people need time to search for new jobs, and employers need time to interview and evaluate potential new employees.” (Stone, 443). This involves short-term unemployment of people who are changing jobs, careers, or locations. The people looking for jobs are the jobless and are searching but have not found a job yet. Due to the mismatch of the characteristics of supply and demand in the job market this type of unemployment exists. The characteristics mentioned previously include skills, payment, location, timing, tastes, attitudes, as well as other factors. When people hold on for the ideal job extend frictional unemployment short-term while reducing unemployment long-term because they are less likely to change jobs. The good sign of frictional unemployment is that it signifies a healthy economy. This type of unemployment can only survive in a fast-growing economy. Frictional unemployment benefits workers by giving them time to search or jobs in which they are a good-fit while allowing companies to choose from the best talent available. Absence of frictional unemployment signifies a stagnant economy; one without growth, innovation, and tires skillsets. Ch. 16 Question 6 “Hyperinflation is an extremely high inflation rate of at least 50 percent per month. Currently most economies...
Words: 639 - Pages: 3
...selected job. Arsenal is popularly known as a football club but apart from that they offer other roles in the community. Arsenal in the community is dedicated to improving the lives of our local community through the delivery of various programmes across sports, education, health and social inclusion. These programmes embrace a wide variety of community involvement and they are delivered and received with the same energy and commitment today as when they started 30 years ago. THIS IS THE JOB ADVERT This is a paid announcement in a newspaper or other medium about a job vacancy. The main purpose of a job advertisement is to attract suitable candidates for the position. THIS IS THE JOB ADVERT This is a paid announcement in a newspaper or other medium about a job vacancy. The main purpose of a job advertisement is to attract suitable candidates for the position. http://www.arsenaljobs.com/search 17/09/14 The purpose of job description is to help human resource planning and it also provide suitable candidates explanation of specific job and expectation. The purpose of job description is to help human resource planning and it also provide suitable candidates explanation of specific job and expectation. THIS IS THE JOB DESCRIPTION This is written statement of a specific job, to find a job analysis. It generally includes responsibilities, opportunity, and working conditions of a job along with the job's title, and the name or designation of the person to whom the...
Words: 1807 - Pages: 8
...The Impacts of Recruitment Practice at Commercial Bank of Ethiopia Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they...
Words: 4136 - Pages: 17
...PROCESS By Margaret A. Richardson ABSTRACT Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organisation. While it is understood and accepted that poor recruitment decisions continue to affect organisational performance and limit goal achievement, it is taking a long time for public service agencies in many jurisdictions to identify and implement new, effective hiring strategies. In some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia. This paper discusses some of the strategies that organisations can and do employ to ensure the existence of the best possible pool of qualified applicants from which they can fill vacancies as and when required. It will identify the advantages of each of the strategies, highlight the drawbacks of its use and offer suggestions for ensuring its utility. 2 INTRODUCTION Acquiring and retaining high-quality talent is critical to an organisation’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention of organisational memory. At worst, the...
Words: 5671 - Pages: 23
...and figures are based on the market at that given time which it was 2013/14. Depending on the market, it could change quickly, so managers should not assume that the numbers from a previous financial statement will stay the same, increase or decrease. So for example if BBC made £5,066 of total income in 2014 it does not mean it would be the same or it would increase. Another disadvantage is that it doesn’t show the previous income and operating cost, so you won’t know if the improved the cost. Concluding this I think this information is appropriate for making strategic decisions because it helps BBC to show how much money they would use during the year. In the BBC web-site they have a careers page which provides you with all the vacancy in the company all around the world. They made this to suit to the general public for example a unisex colour and also they have an...
Words: 510 - Pages: 3
...Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly...
Words: 4308 - Pages: 18
...process Job description This part is where Waitrose have to tell their applicant the requirements of the job they are going to be advertising and also its duties. The way that Waitrose does its Job description is through the website where the applicant can log into the website and then look at the vacancy then the job title which is then followed by the Job description. The key features of the Job description of Waitrose is • Job type • Summary of role • Salary • Full /part-time • Location • Closing date • Contact Person specification This part of the recruitment process that will give Waitrose the chance of getting the right candidate for the job they are advertising. It will also show its candidates what Waitrose is actually looking for. The way Waitrose do this is by showing the criteria that are needed for the job for instance the skills or education or even experience is needed. The way Waitrose does its Person specification is through its website as well and it’s included in the job description. The person for Waitrose depends on the type of job they are advertising for example sales assistant. Therefore the person specification for this vacancy in Waitrose would be like ‘If you are able to offer outstanding...
Words: 3414 - Pages: 14
