Week 16 Recruitment

Monster.co.uk website:
These websites require you to sign on as members, you are then to select the type of work you are looking for, identifying your expected salary, select what type of job you want for example part time, full time, permanent or temp and finally you select the location you are willing to travel or work in.

These sites are very user friendly and allow you to select a number search under one membership.

The layout is straight forward all details that are required can be seen straight on the home page. Once the search is in process the jobs under your criteria is listed along with the job description and requirements.

When you are joint on the website you have a option of selecting if you would like to be informed of any other jobs that fit your criteria, if you select yes these posts will be e mailed to the address you provide.

The accessability is great the pace is fast and all information is visable.

· Brainstorm five advantages and five drawbacks of on-line recruitment.

Advantages

1. Cost effectivePutting a job vacancy on your own company website costs you nothing while putting one on a job board usually only costs. When you consider that a recruitment consultant fee for a candidate could be anything up to 20% of the first year's salary, and that advertising in a national newspaper can cost thousands, you can immediately see the cost
savings possible with online recruitment.

2. · Online recruitment is quickit is done electronically so applications are received soon as they are posted therefore saves time and can quickly go on to shortlist etc.

3. · Online recruitment gives you a better chance of successTraditional print advertising — be it national, local or trade press — faces limitations: the success of a vacancy advertisement depends on people happening upon the ad on a particular page in a particular issue.

Online recruitment is different. A job vacancy advertisement on a job board or website is there 24 hours a day, 7 days a week, for as long as you desire. Candidates can come back to it again and again. From office administrator to Financial Director: they are all online.

4. · Online recruitment gives you a bigger audienceOnline recruitment is now a standard part of most people's job hunting no matter what level or age.

5. · Online recruitment is easyIt really is. Posting a job on your own site is straight forward enough. Most job sites and CV databases are very user-friendly and you don't need to have an in-depth knowledge of IT to post a vacancy advertisement. Usually, all you need is your job description, a bit of time and a credit card. And, if you have any problems the job board sales team to help you.

(Whatjobsite.com Article updated November 2009)

The disadvantages of online recruitment

1. Too many candidatesWhile you may wonder how too many candidates applying for your job could ever count as a disadvantage, it is a fact that dealing with inappropriate, irrelevant and bad candidates is the bugbear of many a HR manager. Candidate spam can waste a lot of time.

However, with a bit of thought about what job site you use, how you write your job description and using candidate screening and filtering tools on job boards, it is possible to reduce the number irrelevant applicants.

Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.

There is low Internet penetration and no access and lack of awareness of internet in many locations across India.

Organisations cannot be dependant solely and totally on the online recruitment methods.
In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

Identify a recruitment campaign which has really interested you. Explain why you feel this campaign caught your interest.

· Go onto the CIPD website and read and explain what you understand by the Psychological contract http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm

A psychological contract represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form.
(From Wikipedia, the free encyclopedia – 2010)

The psychological contract can be distinguished from the legal contract of employment. It offers only a limited and uncertain representation of the reality of the employment relationship. The employee may have contributed little to its terms beyond accepting them.

The nature and content of the legal contract may only emerge clearly if and when it comes to be tested in an employment tribunal.