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Internet Recruting
   
The Recruitment Process at Internet Speed
The Internet has recently coined the phrase “Internet speed” to characterize the speed by which change takes place on the Internet. This change can be evidenced in Internet websites - whether it be in existing websites that are continuously updated daily, some even hourly or more or in the countless new websites that are launched every day. Websites are refreshed and modernized on an ongoing basis to maintain viewer interest. New Internet technology and software are launched so fast that companies find it difficult to find employees to fill positions requiring experience with this technology. These are the type of employees that companies must work extra hard in being able to find quickly.
It is extremely important that HR managers find employees quickly to fill vacancies because otherwise the companies that they represent risk losing a lot of money. So what should HR managers do to find employees quickly and effectively The answer to this question is easy for the companies that have embraced Internet job sites.
Job ads can be posted on the Internet literally within 5 - 10 minutes
The Internet has increased the speed by which job ads can be posted for job seekers. It is now possible to post a job ad which can be displayed to thousands of job seekers within minutes. Looking through ads is facilitated by key word searches that enable job seekers to find the job ads that are of interest to them, rather than having to wade through pages of job ads in the newspaper. Traditional methods have required for a job ad to be carefully prepared and formated, keeping in mind that it should be short and to the point because of cost considerations. This has required for companies to prepare job descriptions that are described in brief. The result of short job descriptions can be catastrophic for HR Managers, because such ads often attract the wrong type of candidates. An inappropriate job ad can result either in a flood of resumes from unqualified candidates or in a complete lack of CV’s. Either outcome requires additional work from the HR Manager.
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