How to write a paper on problems and countermeasures in online recruitment

Overview of Online Recruitment

The concept of companies using information technology to assist in integrating resources has gradually been implemented in Chinese companies, using computers to assist management operations in production, marketing, finance, R&D, etc. Although it has been practiced for many years, only electronic human resource management (eHR) has become a hot topic in recent years. According to the practice of domestic and foreign enterprises, the main forms of eHR include: electronic recruitment, electronic training, electronic learning, electronic communication and electronic assessment, among which electronic recruitment (e-Recruiting) is developing the fastest. How to use the establishment of e-Recruiting to allow HR personnel to focus more on the core competitiveness of the enterprise - talents, so as to increase the overall competitiveness of the enterprise and at the same time enhance the competitiveness of HR personnel within the enterprise. This is a new topic that all HR personnel are concerned about. .

There are two main ways of online recruitment: one is to register as a member of the talent website, publish recruitment information on the talent website, collect job seekers’ information, and search for suitable talents; the other is to post recruitment on the company’s website information and attract talent.

The development status of online recruitment

The method of online recruitment has been deeply rooted in the United States and other countries, and has become the first choice for college graduates and employees to find jobs. In the United States, looking for jobs online has become commonplace , on the contrary, few people are still looking for employment opportunities through newspapers. Microsoft is the leader in e-management. When they conduct online recruitment, online recruitment information is not only released externally, but also internally. Any job vacancies that Microsoft has in various countries around the world are posted online, and Microsoft employees can Cross-border application. If you are interested in an open position in a certain country and are willing to move there for a long time, you can send an application letter, and the human resources department of Microsoft in that country will conduct a survey on your skills and performance, and then conduct an online assessment. If you think you are qualified, then you will be lucky enough to become an employee of Microsoft in that country, and all your relationships (including insurance, salary, benefits, etc.) will be transferred. So far, many Microsoft employees have used this method to work in the countries and positions they long for.

Due to the impact of the development and popularity of the Internet, domestic online recruitment is still in its infancy. The proportion of people in Beijing who apply for jobs online is the highest in the country, followed by Shanghai, then Shenzhen and Guangzhou. In more inland areas, the proportion of people who apply for jobs online is even lower, and more people still recognize job advertisements published by print media. However. Opportunities and challenges coexist. The high speed of the Internet and the huge amount of information give online recruitment unique advantages.

Advantages of online recruitment

1 Wide coverage

The coverage of the Internet is unmatched by any previous media, and its tentacles can easily extend to the world Every corner. Online recruitment relies on this characteristic of the Internet to achieve effects that cannot be obtained by traditional recruitment methods. In 2000, information about IBM's recruitment through the Internet was only posted in 14 schools in 7 cities across the country, and no publicity activities were conducted on campus. However, it received applications from international students from the United Kingdom, the United States, Japan, Australia and other places. There were more than 13,000 resumes submitted, and the number of schools far exceeded 14. The coverage of the recruitment activities was beyond the company's expectation.

2 Convenient, fast and timely

Both parties of online recruitment complete the exchange of information through interactive online login and inquiry. This method is different from traditional recruitment methods in that it does not require absolute consistency in time and space, making it easier for both parties to choose time. The Internet itself is not limited by time or geography, nor is it limited by service cycles and distribution channels. Not only can it deliver information quickly and quickly, but it can also update information instantly. This kind of online communication based on the initiative of both recruiting parties completes timely and fast interaction silently.

3 Low cost

Online recruitment has great advantages in saving costs. For graduates, resumes can be transferred with the click of a mouse. The work of organizing and publishing information that originally took a month may now be completed in half a day. This not only saves copying and printing costs, but also saves a lot of work. For employers, online recruitment is cheaper.

4 Highly targeted

Online recruitment is an interactive process across time and space. It is a proactive behavior for both supply and demand parties. Both employers and individuals can choose according to their own conditions. Make your selection online. This positive interaction reduces blind behavior in the recruitment and application process. At present, some large-scale talent recruitment websites provide personalized services, such as quick search methods, conditional search engines, etc., which further strengthens the pertinence of online recruitment.

5 Has preliminary screening function

At present, the main body of "netizens" is a young, highly educated group that yearns for the future. By surfing the Internet, recruiters already have a preliminary understanding of the basic qualities of the candidates, which is equivalent to conducting a small computer and English test on them and conducting a preliminary screening of the candidates.