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E Recruiting

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Over seventy five percent of Career Centers across the country use E-Recruiting. It has become a new way to work around the traditional ways of addressing job openings. Most company’s today main goal is to figure out how to make the most money, while spending the least amount of money. And e- recruiting falls right in line with helping them achieve this goal. But what some HR personnel are starting to worry “Is this form of e-recruiting working too well?” Today e- recruiting has become one of the fastest and easiest ways for potential job workers to apply for their jobs. A few key stokes is all it may cost to apply for a job. The country likes the new idea of not having to take time to spend and create paperwork just to get an interview. But with easier applying processes comes more applicants, and this cannot always be a good thing. As stated in the textbook, “Lockheed Martin received 300,000 resumes from which it filled 900 positions.” And although some view this as a good problem, it is still a problem that is causing burdens. Because as the applicant pool grows so is the number of recipients that will potentially be rejected. “Now organizations are compelled to ask themselves how this mass of failed applicants influence their reputation.” Companies need to stay a step in front of the game and be prepared for any obstacles that may come their way with e- recruiting. They need to be cautious with the number of candidates that apply online for a position. Because many of these that do so are also not qualified. The selection process used on applicants needs to be done with care and precision to apply more traditional methods. Since there are so many companies today using the web to attract their new employees, you have to find ways to make your organization stand out. If I were in charge of coming up with an e- campaign to stand out, I would

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