...How Has The Internet Changed The Recruiting Process? Dalisha Jordan Kaplan University GB520: Strategic Human Resource Management Abstract In recent years online recruiting has experienced rapid growth among organizations. While some still have a few concerns about what online recruiting entails and how it works, it has continued to be embraced. The recruiting process has changed over time and is now much different than many years before. This research paper will examine the question “How has the internet changed the recruiting process?” This paper takes a look into online recruiting and how online recruiting is put into action. Introduction Online recruitment methods are rapidly growing and being used by numerous organizations. To remain up to date with new trends, technology, and stay competitive organizations have left the more traditional recruiting methods to adopt the methods of online recruiting. Even with the skepticism that comes along with online recruiting, it still has a huge following among hiring professionals. This research paper examines the question “Has the internet changed the recruiting process?” The Internet as a Recruiting Method Recruitment is the process of selecting and hiring the most qualified individuals to fill an open position at an organization. “Given that an organization’s performance is a direct result of the individuals it employs, the specific strategies used and decisions made in the staffing process will directly impact on organization’s...
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...1. Company Introduction and Planning PARKnSHOP was founded in 1973 and has grown to the Hong Kong’s leading company in the supermarket chain and food retailer in Hong Kong. The company is a corporation company in the Hong Kong. PARKnSHOP’s brand promise is “You earn more at PARKnSHOP”. Commitment makes PARKnSHOP to provide their product in the best price. It demonstrate the confident in offering value for money , wide product choice, freshness & safety, and tailored stores to meet the needs of different customer segments. . (“PARKNSHOP about us”, 2016) In 1973, PARKnSHOP set its first shop in Stanley. In 1996, PARKnSHOP launch its first Hong Kong Superstore in Whampoa Garden. Also, there are more than 50 superstores in Hong Kong. PARKnSHOP is not only satisfy on providing cheap and fine goods. In 2000, PARKnSHOP has lunched Great, ”Hong Kong’s Best Food Shop ’’,which provide high-class food and is aimed to be the asia’s finest high end international food hall and widely recognized as the best food shop in Hong Kong Furthermore, Taste was lunched at Festival Walk with ‘’More than food concept’’ in 2004. The ‘’international by PARKnSHOP’’ concept store was rolled out. All of the PARKnSHOP and subsidiary shop has joined the MoneyBack Loyalty Program. In 2008, FUSION concept store and Discount store format launched. After the cooperation of Watson and Fortress, MoneyBack became the No.1 loyalty program in Hong Kong. In 2010, PARKnSHOP have more than 230...
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...the right talent. Many human resource generalists are discovering that a combination of both old and new methods works well for them. Human resource departments are still using traditional recruiting methods such as newspapers, bulletins, and job fairs. Yet since the boom of the Internet, advertising online often offers a lot more bang for the recruiting buck. There are hundreds of online-only job boards such as Monster, Hot Jobs, Career Builder, and Indeed. Using the traditional methods along with online job boards and social media like Facebook, LinkedIn, and Twitter allow recruiters to reach a larger range of people more effectively. I have worked in the Human Resources department for the past four years and I recently took on a position of recruiting this past May. I wanted to write my paper on something that would make me a better employee now and also carry with me in the future. As a recruiter I am always looking for new and effective ways to reach more job seekers without going over the allowed budget. After doing my research of recent articles and books I consulted with a colleague of mine here at Fastek regarding best practices for recruiting he has used in the past. I have a personal Facebook account, but until I did my research I had no idea that it could be used as a recruiting tool by setting up a company’s Facebook page could essential lead to more candidates. I have recently broadened my use...
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...Social Media Position Paper Shania K. Gillison Central Michigan University MGT 643 Social media based recruiting is when companies and recruiters use social platforms such as Face book, LinkedIn, Twitter and other sites as a talent database to source and recruit candidates for employment. Using these sites gives employers the opportunity to advertise open positions, as well as connect with their targeted market to build a community for future relationships. Social recruiting also highlights a company’s reputation and brand by getting their name and product out for a larger audience to see. When used vigorously, social recruiting can truly enhance a company’s marketing scheme and talent acquisition. Promoting these aspects of a company can reel in employees who might otherwise choose another organization. In addition social media based recruiting establishes sustainable longer-term recruiting relationships. All over the world recruiters are also able to reduce cost of marketing for hire, expand outsourcing capability by using multimedia messaging, brand communication, and conducting market research. The use of social media to support recruiting is not a fad, it is the most powerful tool added to the recruiter’s tool box since the invention of the telephone. The use of social media to support recruiting ranks second only to employee referrals in the hierarchy of powerful recruiting tools, and there is no doubt that this tool will continue to expand Social media can be defined as...
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...Internet recruiting methods compared to traditional recruiting methods: Ramon B Solabi HR/584 12/11/2011 Professor: Schanta Reoaux-Smith BACKGROUND The Internet is a medium to facilitate this transaction of buying and selling labor. The appeal of doing business on the Web is obvious. The Internet brings together buyers and sellers of goods and services and by automating transactions, web markets expand the choices available to buyers, give sellers access to new customers and reduces transaction costs for all the players (Kaplan and Sawhney 2000). This concept can be extended to construction labor services especially from the perspective of the employer as buyer of labor and the employee as seller of labor. E-recruiting or Internet method of recruiting is one of the methods by which HR professionals have available in today staffing. This method of recruiting has several advantages over traditional methods but also has several disadvantages. Companies first began using the Internet as a recruiting tool by posting available jobs on a bulletin board. Using this method, prospective applicants could search for positions in which they were interested and contact employers directly. Usually this contact was made via telephone, fax, or mail. As the use of email became more common some companies accepted applications through email. Job boards are the most common and well known...
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...to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation while drawing attention to the notion of technology and its impact on recruitment and mobility. Moreover, we discuss the risks and benefits associated with...
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...Article Title: Recruiting Generation Y. Educational Leadership Abstract: “The article offers several ideas for educational leaders to prepare their school district to recruit teachers from Generation Y, those who are born between 1977 and 1995. It is suggested to analyze the school district's web site and its human resources section for its user-friendliness, design, and teacher candidate accessibility. The application process of the school district should include electronic application programs. Other suggestions are discussed including using electronic and social media to advertise open positions.” Annotated Bibliography: This article explains the importance of the online recruitment of teachers for a new generation of the work force, the Generation Y.As an individual of this generation, even though I am not pursuing to be a teacher, I agree with the recruiting approaches the article suggests. An attractive and user-friendly web site and advertising through suitable social media were discussed. I believe these approaches apply not only on the education field but many recruiting strategies in different careers for the Gen Y. Internet is used incredibly widespread nowadays especially for the new generations such as Gen X, Gen Y and teenagers. People who have access to the internet would obtain ton of information even more than they expected. It then became an effective way for employers to recruit people by launching information up on the internet. This way is inexpensive...
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...Human Resource and Social Network Sites Submit to: Associate Professor SUN Fubin By: Tanabat Woratanarat ID: 3114999131 Human Resource Management, MSM 2014 School of Management, Xian Jiaotong University May 30, 2015 Content Page * Abstract 3 * Introduction 4 * Definition of Social Network Sites 6 * HR roles 7 * Recruiting 7 * Selection 8 * Communication 9 * Knowledge Management 11 * Issue to be concerned about the use of SNSs in workplace 12 * Case Study 13 * Conclusions 15 * References 16 Abstract The world has changed disruptively since the internet is discovered. It is part of our lives. We cannot get rid of it in our daily life. Social Network site is developed after the internet. It has huge influence on human behavior. Human is more engaged in virtual world. We can get in touch, discuss and share opinions with anyone. Distance is no longer an obstacle in communication. It takes only a few seconds to share information to all over the world. There are more opportunities to expand business globally. Many businesses are early adopter, and can make use of social network site to get more customer base and more profits. However, only a few companies apply these technologies in HR department. Indeed, social network site could help HR people to manage human resources more effectively and efficiency...
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...Case study on Kia motors Describe how employing a large number of new workers requires strategic recruiting planning and operational efforts, and discuss what aspects might be different in smaller firms. Introduction Kia Motors is a sister company of the Hyundai automotive group. It is known for its efficiently designed car models and their attractive appearances at affordable prices. As we know tax rates are relatively high in the United States so there arise an opportunity for Kia motors to set up a manufacturing plant in Georgia to manufacture about 300,000 vehicles annually .Kia knew it had the potential to attract customers of the US market and gain a reputation of easily affordable cars which look really beautiful to the eye .Recruiting for this mission requires huge Human resource planning and operational efforts it can be a very time consuming process and many companies fail to meet their deadline and are imposed by their investors heavy fines which deduce the profit .therefore it is very essential to have a strategy that is rock solid and firm as concrete to establish a structure of recruitment management effectively hiring the right employees for the specific job .KIA applied policies that all major companies and industrialist based organization and other companies apply It had various steps which we will discuss below these steps insured, the correct people were recruited for task related to them specifically. this is an essential strategic planning method...
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...this strategic decision, Apple’s human resource department will need to come up with a talent acquisition strategy. First, the HR department will need to come up with a recruiting strategy based on forecasting and HR planning. This research paper will first discuss the approaches to recruiting that might be best suited for Apple’s talent acquisition. It will also discuss the traits and behaviors an effective recruiter will need in order to accomplish the organization’s recruiting strategy and goals. Apple will need to determine the best way to effectively plan for this talent acquisition. Based on cost, three suggestions will be made for Apple to accomplish this goal. This research paper will conclude with discussing the benefits of HR forecasting and why it is a necessary step in HR planning. 1. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent Acquisition. Apple is recruiting engineers and other personnel to work on developing microchips in-house instead of outsourcing the process. Apple feels as if secrecy of their developing product is more important than efficiency of production. Therefore, they are conducting a mass hire throughout the organization. Apple has already taken an aggressive approach in recruiting by acquiring small competitors making them a part of Apple. This approach is a drastic and rapid approach; however, there may be significant attrition. Will employees...
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...University) September 17th, 2013 We live in an era of technology that is changing the way the traditional workplace operates. Within the last two decades, dependence on technology as a means of conducting business has caused human resources to increase its recruiting functions from utilizing print media to posting vacancies on the Internet to attract prospects. Such practice improves the time it takes to hire a candidate, eliminates steps in screening and overall saves on costs that traditional method drained from a company’s budget. From the job seeker’s perspective, the hiring process is greatly enhanced. “In our fast moving society we no longer want to wait for Thursday's paper, which contains the appointments section, nor do we want to post our CVs in the mail the following day, then wait for weeks for a reply” (Online Recruitment Marketing Counsel, 2003). The use of the Internet means the entire world has access to a vast number of jobs. With the speed and capabilities of such methods, applications are instant and allow for submissions day or night. Using the Internet is not limited to posting the job and searching for candidates, it can also market the organization to highly desired candidates using social media and be the tool used for interviewing to save on costs. These functions can cascade into...
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...Nathan Haselhorst CI3155 Computer Ethics 9 August 2013 Abstract This paper details how social media, specifically Facebook, has made an impact on the different branches of the United States military. Throughout the work, manuals, periodicals, news stories, and an interview with a Lieutenant General are used to distinguish the advantages and risks associated with social media as a whole, with an overwhelming reoccurrence of Facebook references. The ability to communicate around the world, whether a General’s speech becomes available to the public five minutes after he or she delivers it or just a service member telling their loved one “good night” from thousands of miles away, is the greatest attribute Facebook provides the military and its service members. With every great benefit comes a risks and Facebook is not immune to those risks; identity theft, loss of personal and operational information, and negative feedback to a leaders post are what drives the military crazy about Facebook. How Facebook is Changing the United States Military Since 1775, the members of the Armed Forces have held a respect amongst this country’s population. As time has passed and technology has evolved, the United States military has become more accessible, attractive, and engaging to the public. Facebook, the world’s largest social media website, has played a key role in recruiting, training, communicating and planning. Facebook users, whether they support or oppose our military...
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...Module 3 Case Study: The Internet as Social Media: Connectivity and Immediacy ITM501: Management Information System and Business Strategy Introduction Successful businesses are assembled on a common theme; customers! As is the case with just about everything in the world, the way in which businesses expand their customer base is an ever-evolving process. I believe the use of social media on the internet provides businesses with new and different useful information. Businesses have found a new place to market and brand themselves in social media sites. Having an available way to connect with customers in an informal way creates loyalty and awareness. However, a company that is vulnerable to hackers and hecklers feeling the squeeze on your newfound success. A social site provides information on what your company is doing and offers a platform to generate spiteful negative comments that could hurt the reputation of your business. These attacks may be controllable with reputation management and social media marketing strategies. Reasons why I took this position Social networking is also very important in the business sector because business is about making connections with people. If a business does not connect to all of their customers, they are bound to lose their clientele. People are looking for personal attention; they want to feel valued, taken care of, and most importantly, heard. They do not desire their needs and concerns to fall to...
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...Use of Social Media in Recruiting Think about the things you do when applying for a new job – anything from perfecting your cover letter and resume prior to applying to dressing nicely for the interview. You do everything you can to present the best version of yourself to the potential employer that you’ll be meeting with. But have you thought to prepare your social media accounts, too? With the rising usage of social media, “…it’s no surprise some recruiters and hiring managers are tuning in” (Smith) – but should it be used in the recruiting process? In Favor There are many pro’s to using social media when recruiting new talent – here I will discuss four points that you may not have considered before. First, social media allows the employer to see a more genuine version of the candidate, and that doesn’t always mean bringing light to negative attributes. A CareerBuilder survey found that 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job (Smith). Websites like LinkedIn allow professionals to present their resume, showcase their interests and volunteer work, present more casual recommendations and endorsements that may not have a place in a resume, and show what professional organizations someone belongs to – all things that are important to understanding who a person is, but not things that will always come up in an interview. Second, social media gives employers the opportunity to target specific job...
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...strategies in practice for the workplace and as well as have the finest team of employees. In past, some of the organisations were using traditional method of recruiting, like word of mouth recruitment method; within the company advertisement or newspapers. In present time it is very hard for the organization to find and attract all the different kind of job applicant for the various roles within the organization. To resolve this issue organization use different methods of strategies, often implemented by Human Resources Management. The purpose of this essay to outline the range of technologies used by firm to attract staff and analyse which particular methods would be most appropriate to attract different type of applicant to Mercado Supermarkets (include different types of position required within Mercado). The use of internet brought the phenomenal change in individual’s life style. It affected most of the organization in different ways. And at the same time it has force Human Resources Management Strategies to change its policies and procedure to deal with numerous issues of business. Now most of the businesses using different types of technologies to capture as much market as possible; depends on the size of the business as well. The biggest tool in technologies in current time is internet; through internet they can use social media, corporate web sites, online site etc. Therefore, E-recruitment is the most effective method to attract all different kind of applicants. The first...
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