...Running head: PAPER VS. ONLINE RECRUITMENT Paper vs. Online Recruitment Troy University - ETroy Human Resource Development MGT 4483 T2/11 Tracy Rockwell, MSHRM, MPA December 15, 2011 Paper vs. Online Recruitment Human Resource Development (HRD) should be proactive and future oriented; therefore, I chose this topic because of the demand to recruit potential applicants via the internet. A vast number of companies are requiring applicants to apply online; this is the only way for an individual to submit the application and/or resume. Applying online is one of the fastest ways to recruit and has proven to be a benefit to the company because it saves paper, money, time and trees (environmental friendly). With this favorable practice, applicants must know how to successfully apply for a job online. Each company has their own process; therefore, it’s important for applicants to receive information and instructions on how to meet the hiring company requirements. Meeting their hiring requirements can be the result of whether or not the person will be considered for the job. An applicant applying online has been identified as an analytic need for companies because it enhances their hiring process. These needs are generally perceived by intuition, insight, or expert consideration. The need exist on an organizational, task, and person analysis level of need. The organizational analysis suggests where in the company training is needed and under what conditions it will...
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...Neighborhood Association Coalition By-laws ARTICLE I - NAME, AUTHORITY, AND PURPOSE 1.1 Name: This Organization shall be known as the Neighborhood Association Coalition (NAC). Authority: The NAC is organized under the authority of the City of Lakeland. Purpose: The NAC’s purpose is to: 1. Promote communication and cooperation between neighborhoods and organizations within the City of Lakeland in order to foster a sense of community; 2. Unite existing neighborhood associations; 3. Provide a forum for discussion of common neighborhood issues; 4. Provide guidance, training and support for new and existing neighborhood associations; 5. Be available for advice on policies necessary for the effective and equitable implementation of neighborhood planning; and ARTICLE II – MEMBERSHIP 2.1 General Members: All members shall reside within the City of Lakeland boundaries and be active members of local neighborhood associations. Voting Members: Each registered Lakeland neighborhood association shall be allotted one voting member and one alternate who may vote in the absence of the voting member. Non-Voting Members: Staff, volunteers of faith based organizations, and social service agencies working within established City of Lakeland neighborhoods shall be non-voting members. ARTICLE III – OFFICERS AND DUTIES 3.1 3.2 Officers: The NAC officers shall consist of a Chair and Vice Chair. Term of Office: Each officer shall be elected to a one (1) year term commencing in January and continuing until...
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...|Module Code | | | |Assignment Sequence | |2 | | | |C | |O | |M | |P | |3 ...
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...In order to sustain their competitive advantage in the consultancy field their immediate priority is to address the fundamental Information Management objectives in the Information Age: To know the most efficient way for finding information online To know how to confirm the reliability of the information/findings To be able to manage online information DGT have invited ‘Three’s Company’ to help them develop their information management skills by guiding them through the process of retrieving electronic information. Our presentation and associated papers will assist DGT with the above by; Advising DGT of an appropriate online training site from a selection available. Demonstrating best practice of an appropriate search strategy for Online Recruitment, including a flow chart to illustrate the process. Providing an annotated list of the best references for Online Recruitment. Evaluating Three’s Company personal experiences of online searching. Presenting Three’s Company’s summarised recommendations to DGT using a PowerPoint presentation and a further illustration showing the activities, processes, information flows etc when managing electronic searches. OBJECTIVE 1 Advising DGT of an appropriate online training site from a selection available. Using the knowledge and understanding of DGT’s needs, the appropriate web site will be selected from those identified in the table below and justified as the most suitable training tool. Specific criteria...
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...increasingly utilizing online recruiting in an effort to reduce costs, stay competitive, and reach their target market. “E-recruiting and fairness: the applicant’s point of view” (Thielsch, Traumer & Pytlik, 2012) examines how applicants perceive the procedural fairness of e-recruiting processes. This study has critical human resource implications because fairness perceptions of potential applicants can influence an applicant’s evaluation of the organization and their motivation to apply. This research endeavored to answer three questions and confirm one hypothesis; Q1) What are the general experiences and expectations of applicants with respect to e-recruiting? Q2) How does an applicant’s perceived importance of procedural fairness in e-recruiting compare to their expectations? (researchers hypothesized (H1) that perceived importance would be higher than expectations) and Q3) How do applicants react when different experimental information is given in a fictitious online recruiting situation? The methodology incorporated an online survey involving 1,373 participants. The survey was divided into three parts. Part one gathered demographic information. Part two addressed research question #1 and required participants to answer four questions. Part three was divided into two specific sections. The first section addressed research question #2 and hypothesis #1, and required participants to answer a questionnaire specifically adapted to analyze online recruitment processes from the...
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...SPHR, Instructor 1. Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. Online recruitment can maintain employers in their bid to cut recruitment expenses and get better the quality of their applicants. To actually achieve something in meeting business Human Resource need to empower time in increasing an online recruitment system that meets the needs of all its users. Too many online staffing systems focus on the business itself and pander to the needs of the designers rather than the needs of the users. From getting resumes to conducting interviews and negotiating offers. Online recruitment is identified as the most effective way to get more hires and the best resume. The annual cost to hire an employee through the internet is the less versus the cost to hire an employee through the traditional way is higher. Online recruitment has automated and replaces paper based processes. This replacement of paper help with the time taken of the resumes and hiring a candidate. For an example, it can take place for a single transaction like changing the address and number online. 2. Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting. It’s important to be aware of the risks involved before placing your personal information online. If you are applying for a job online and obtain a verification email as regards in your application submission...
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...unprofitable. Knowing the differences between personnel management and human resources management would lead to being able to choose which of these two functions would be the best for the business and which one is worth the money and time. This report also includes deep discussion on what kind of people to appoint under the direction of a manager and what activities line managers should do and be responsible for. The next section of the report looks at recruitment over the internet. It looks at its advantages and disadvantages and discusses which method is more appropriate for the company. It describes and gives the possible solutions to the difficulties of recruitment junior and administrative staff over the internet. It gives the possible advice of how to adapt the internet as a resource of recruitment and it answer the question whether it meets the equal opportunities. Finally it determines why the interviews at ProConsul are so poor and gives advice on what should be improved and changed in order to sift out the poor prospects of the recruitment process. Introduction This report focuses on personnel departments in ProConsul organisation, one of the largest independent firms of chartered accountants in the UK. To reflect on the size of the company there is 2000 people working for ProConsul at 12 regional offices around the country. This report also explains main functions of personnel departments as well as looks at the importance of setting up these departments. The main aim...
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...2.0 RECRUITMENT INTRODUCTION Recruitment is a process of attracting relevant people with specific requirements and appropriate qualifications to apply for jobs with a company; in this case, Best Glove (M) the leading glove manufacturing company in Malaysia which now planning to open new branches in Penang and Sabah. One of the criteria to be taken care of is recruitment methods that is best to be used for the company. Thus, below are the report on two (2) methods that are mostly used among the manufacturing industries; weighed for which is the most efficient and effective for Best Glove (M). 2.1 ONLINE RECRUITMENT Online recruitment also known as e-recruitment, cyberuiting and internet recruiting; which are all is external recruitment. This kind includes a various process from advertising job vacancies to receiving curriculum-vitaes till the extent of creating and building human resource database of candidates (Dhamija, 2012). There were arguments from Caggiano (1999) and Borck (2000) that the practice of the new trends of internet recruiting will not able to replace the traditional ways yet the strategy will increase effectiveness of recruitment process itself (Dhamija, 2012). However, there are also agreements for the practice that supports the idea that it involves overall recruit and select strategy tool (Dhamija, 2012 cited Cullen, 2001). Top Glove Malaysia- one of the leading glove manufacturers in Malaysia has been seen recruiting its people online. Not only through...
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...AN ANALYSIS OF THE RECRUITMENT METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS ...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2 Approach 2 Focus 2 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors...
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...IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE SUPPLY CHAIN MANAGEMENT: AN EMPIRICAL INVESTIGATION OF SERVICE INDUSTRY IN INDIAN CONTEXT Synopsis of the thesis to be submitted in fulfillment of the requirements for the Degree of DOCTOR of PHILOSOPHY IN MANAGEMENT By VINKY SHARMA Under the Guidance of Supervisor: Dr. Yaj Medury Jaypee Business School, Jaypee Institute of Information Technology, Noida A-10, SECTOR 62, NOIDA, INDIA FEBRUARY, 2010 TABLE OF CONTENTS S. no. Contents Page no. 1. Introduction 3-6 2. Review of Literature 6-13 3. Research Objectives and Hypothesis 13 4. Research Methodology 13-18 5. Data Analysis and Development of model 18-27 6. Conclusions and Implications 27-31 7. Selected References 32-37 8. Annexure I-XIV Vinky Sharma, JBS, JIIT, Feb’2011 IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE SUPPLY CHAIN MANAGEMENT: AN EMPIRICAL INVESTIGATION OF SERVICE INDUSTRY IN INDIAN CONTEXT 1. INTRODUCTION 1.1 INTRODUCTION “We are witnessing a change in the nature of jobs. Muscle jobs are disappearing, finger and brain jobs are growing or, to put it more formally, labor-based industries have been displaced by skill-based industries and these in turn will have to be replaced by knowledge-based industries.” -Charles Handy (1984) Though Charles Handy tracked these radical changes long back in 1984, these touched India very recently. During the last few years, India has witnessed an...
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...IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS Naveed R. KHAN Marinah AWANG Arsalan Mujahid GHOURI Universiti Pendidikan Sultan Idris Tanjong Malim, Perak, Malaysia Email: naveed.r.khan@gmail.com Abstract: The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in relation with the research objectives. The findings of the study showed that internet is the most preferred source to search the job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-recruitment depends upon the placement of advertisement and salary is the most influential motivator to find interest in the job applied. Lastly, statistics of the study found that the recruitment sources and applicant’s perceptions of job significantly influence the intention to pursue the position applied by the job seeker. Keywords: Human resource management; e-recruitment; online job searching; online job portals; salary. 1. Introduction Electronic revolution and globalization changed the life of...
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...EMERGING TRENDS IN RECRUITEMNT OF TELECOM INDUSTRY WITH SPECIAL REFERENCE TO BHARTI AIRTEL SERVICE LIMITED INTRODUCTION OF BHARTI AIRTEL SERVICE LIMITED Telecom giant Bharti Airtel is the flagship company of Bharti enterprises. Bharti Airtel limited is India’s largest integrated first private telecom service provider with a footprint in all the 23 telecom circles. Bharti Airtel since its inception has been at the forefront of technology and has steered the cores of the telecom sector in the country with its world class products and services. The business at Bharti Airtel has been structured into three individual strategy business units (SBU’s) – mobile services, Airtel telemedia services & enterprise services. The mobile business provides mobile & fixed wireless services using GSM technology across 23 telecom circles while the Airtel telemedia services business offers broadband & telephone services in 94 cities. The business enterprise services provide end-to-end telecom solutions to corporate customers and national & international long distance services to carriers. All the services are provides under the Airtel brand. Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven “to seize the day” with an ambition to become the most globally admired telecom service. Airtel, after just ten years, has risen to the pinnacle of achievement. As India's...
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...APPEN DIX Writing a Marketing Plan Have a plan. Follow the plan, and you’ll be surprised how successful you can be. Most people don’t have a plan. That’s why it’s easy to beat most folks. —Paul “Bear” Bryant, football coach, University of Alabama 2A for the firm, marketing objectives and strategy specified in terms of the four Ps, action programs, and projected or pro forma income (and other financial) statements—enables marketing personnel and the firm as a whole to understand their own actions, the market in which they operate, their future direction, and the means to obtain support for new initiatives.2 Because these elements—internal activities, external environments, goals, and forms of support—differ for every firm, the marketing plan is different for each firm as well. However, several guidelines apply to marketing plans in general; this Appendix summarizes those points and offers an annotated example. WHY WRITE A MARKETING PLAN?1 A s a student, you likely plan out much in your life—where to meet for dinner, how much time to spend studying for exams, which courses to take next semester, how to get home for winter break, and so on. Plans enable us to figure out where we want to go and how we might get there. For a firm, the goal is not much different. Any company that wants to succeed (which means any firm whatsoever) needs to plan for a variety of contingencies, and marketing represents one of the most significant. A marketing plan—which we defined...
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...Abstract The Power of Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking Sites are experiencing a rapid growth; there seems to be no limit to their size. Many Social Networking Sites boast with millions of members using their networks on regular basis to communicate, share, create, and collaborate with others. Popular examples of these Social Networking Sites are Facebook, LinkedIn and Bebo. Although most of these sites lack decent business models, they are valued at millions of pounds. Google paid 1.5 billion dollar for YouTube when it wasn’t even earning a single penny. The reason successful Social Networking Sites have become so valuable is due to the amount of people that are using it; and people are exactly what organisations are after. This report aims to find out whether Social Networking Sites have the same value in the context of recruitment. Academic literature extensively discusses online recruitment, however not much is said about recruitment on Social Networking Sites: ‘Sociocruitment’. Research revealed that professionals...
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