Internet to Recruit Employees. The Term Paper

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Passive job seekers are those who are already typically employed but willing to see what is out there if it does not involve calling out of work or missing work to search and apply.

Passive employees are sometimes the best employees as they have already demonstrated their talents in their current position and the fact that they do not want to short change their present employer by missing work to apply tells prospective employers something about their work ethic.

In addition to the speed in which applicants can search for work through the Internet there is the benefit of geographic ability. If one wants to relocate or is searching for the perfect position and is not too concerned about where it is the Internet allows that candidate to search worldwide and match his or her qualifications to the position. They are no longer limited by their ability to travel in that search.

Another advantage to using the Internet as an applicant is the ability to check out the company before making application. Today, with the worldwide web one can easily ascertain a significant amount of information regarding any company out there. The applicant is able to find out the company's strength's and weaknesses before making the decision to apply or send in a resume.

One of the problems that applicants often have is that they spend a lot of time applying for a position only to be told it has been filled internally or that they are not going to receive an interview. With the use of Internet job searches they can send in their application or letter of interest in a matter of minutes and not waste time (Johnson, 2004). If the company is interested in their qualifications they can contact the applicant through email and begin the selection process online before getting down to the final candidates for personal interviews.

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In 1998, Deloitte Consulting LLC received nearly 10,000 applications for less than 1,000 jobs. This prompted the company to reconfigure its Web site strategy to include screening questions to eliminate unqualified applicants without straining their own human resources. The online application process can also facilitate communication between the organization and applicants, as applicant information can be immediately imported into HR databases. Knowledge gained by online applications allows human resource executives to use more sophisticated and personalized means of recruiting people (Levy, 2000). "

The Internet is used to recruit management in 42% of company openings, 36% of skilled workers, 23% of manual labor workers which indicates it is a popular method of recruitment across all areas of employment (Takes, 2000).

CONCLUSION

The internet has provided an explosion in the ability to job seek as well as recruit applicants. With the click of a mouse one can manipulate web pages, learn the history and strengths of a company before applying and search worldwide to find a perfect fit for the skills one wants to showcase. In addition it is a beneficial tool for the employers as they are no longer limited to local resources for applicants and are able to streamline their application process and not waste time on applicants who are not qualified for the position. The Internet as a recruiting tool has become a viable and professional option that holds promise for future expansion within the human resource department needs in all industries. It is popular, it can be used with privacy form one's own desktop and it will allow employers and employees who are a perfect match to locate each other quickly......

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