While the online recruitment market today is worth over $7.1 billion, according to HR.com, many organizations are still relying on outdated, expensive methods such as newspaper classifieds and search firms to locate candidates. Newspaper advertisements may have worked to find top talent in the past but Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs.
According to a study conducted by Gerry Crispin, principal of staffing for CareerXroads, an HR consulting firm, "The use of the Internet for job searches has grown… and will continue to grow." His research shows that in the past 4 years the number of employees hired from ads posted on the Internet has grown from 10 percent of all hires to almost 33 percent.
Still not convinced the Internet is the right place to find your next star employee? Here are six more reasons you should be putting your company’s job postings online:
1. Cost – Cost can be measured two ways – the actual dollar amount paid for the recruitment advertisement and the cost associated with the amount of time a recruiter spends identifying a potential candidate.
Newspaper prices average anywhere from $60 to $150 for a three-line advertisement that runs one-time for one-day. To get full coverage, four Sundays per month, you could pay over $600 for one position. On the Internet, most job boards have posting packages that help bring down your cost per position if you purchase in larger quantities. Online, a single job posting that runs for at least 30 days if not longer, costs anywhere from $99 to $250. Additionally, the online advertisement allows the recruiter unlimited space and text to describe their organization and the open position.
The cost of the posting is not the only way recruitment affects a company’s bottom line. HR.com estimates at least 20 percent of all recruiters’ time is spent sorting through resumes. What if you could streamline this process by adding screening questions to your job postings? Candidates could answer a short series of questions and automatically be screened “in or out” and automatically receive a response depending on the criteria you’ve established. This could free up your recruiters time for more productive, revenue generating tasks.
2. Content – No more paying per line like traditional newspaper classified ads. Most online recruitment companies allow unlimited space in their job description categories, allowing you to be more specific about the type of person you are looking to hire. This also provides more space for you to sell your organization to potential job seekers. The more information a candidate has about your organization before they apply the better. People who are not interested will self-select out and leave you with a talent pool of more specified candidates. By saving your recruiters the time of weeding through these candidates, it saves your organization money!
3. Convenience – Although your recruiters might not be available 24 hours per-day, 7 days a week to accept resumes, your online job postings are. Many job seekers are currently employed and looking to make a change. It can be difficult for these “passive” candidates to apply for positions not posted online as their present employers fill their time during traditional business hours.
4. Communication – Almost every job board has the functionality for job seekers to apply for positions instantaneously. Frequently online recruitment companies allow job seekers to store their resumes and cover letters online, meaning they only need to click a button to be able to send their information to a potential employer. This increases ease of communication between the job seeker and the recruiter, no longer is applying for a job such a long and tedious process.
5. Changes – What happens when the Sunday newspaper misprints your ad or forgets to include it in the classified listings? You have to wait for the next edition to be printed, pushing your search back by an entire week. If you have a misprint on the Internet, you can go in and change it yourself – instantly. No more waiting for someone else to get it right.
6. Cross Posting – There are several services available that will cross post the same position between several different job boards, again saving your recruiters time. Instead of having to submit the position to several different newspapers, recruiters can enter the job posting into a centralized system and choose which job boards should receive the posting.
Internet recruitment doesn’t end with the job posting. There is a trend throughout the entire recruitment process of using the Internet to streamline the process.
Talent management solutions, online assessment tests and Internet background investigation companies are just some of the tools available to help recruiters make sure they identify the best candidate available.
By utilizing the Internet recruitment and selection tools available, you can make sure you help save your organization time and money. Making you one of your company’s star employees.
Megan Hauer is the Affiliate Program Manager for Cleveland-based CareerBoard.com. CareerBoard specializes in local market focused recruitment solutions and has recruitment centers throughout the Midwest. For more information regarding CareerBoard, or to find out how to be a part of the affiliate program, contact Megan at firstname.lastname@example.org or visit the site www.careerboard.com.
Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs