Outline 20.1 Introduction 20.2 Resources for the Job Seeker 20.3 Online Opportunities for Employers 20.3.1 Posting Jobs Online 20.3.2 Problems with Recruiting on the Web 20.3.3 Diversity in the Workplace 20.3.4 Recruiting Services 20.3.5 Testing Potential Employees Online 20.4 Online Career Sites 20.4.1 Comprehensive Career Sites 20.4.2 Technical Positions 20.4.3 Contracting Online 20.4.4 Executive Positions 20.4.5 Students and Young Professionals 20.4.6 Other Online Career Services
2001 Prentice Hall, Inc. All rights reserved. 20.1 Introduction Large, comprehensive job sites Interest-specific job sites Online recruiting services streamline the hiring process Allow job seekers to concentrate their energies in careers that are of interest to them Entry-level positions Positions commonly sought by individuals who are entering a specific field or the job market for the first time
2001 Prentice Hall, Inc. All rights reserved. 20.2 Resources for the Job Seeker Reduces the amount of time spent applying for a position Job seekers can request a specific position in a specific industry through a search engine Intelligent agents Designed by the job seeker to find positions that match their requirements Resume submission and storage Employment networks Vault.com Wetfeet.com 2001 Prentice Hall, Inc. All rights reserved. 20.2 Resources for the Job Seeker The Monster.com home page. (Courtesy of Monster.com.) 2001 Prentice Hall, Inc. All rights reserved. 20.3 Online Opportunities for Employers Potentially large pool of applicants Cost of posting Maintaining human-to-human contact in addition to online recruiting efforts Increasing office diversity Enhancing the corporate culture
2001 Prentice Hall, Inc. All rights reserved. 20.3 Online Opportunities for Employers FlipDog.com job search. (Courtesy of FlipDog.com) 2001 Prentice Hall, Inc. All rights reserved. 20.3.1 Posting Jobs Online Requires careful planning Fee-based postings $100-$200 Postings typically remain on the Web site for 3060 days Be careful to post to sites that are most likely to be visited by eligible candidates Consider the vast number of postings already on the Web Define what makes your position unique 2001 Prentice Hall, Inc. All rights reserved. 20.3.1 Posting Jobs Online Online career sites Monster.com JobFind.com HotJobs.com CareerPath.com Americas Job Bank CareerWeb Jobs.com Career.com 2001 Prentice Hall, Inc. All rights reserved. 20.3.2 Problems with Recruiting on the Web Resume filtering software Scans a pool of resumes for keywords that match the job description Increases the number of resumes that receive some attention Might overlook someone with similar skills to those listed in the job description Digital transmissions can also create problems as certain software platforms are not always acceptable by the recruiting software Confidentiality is an issue for job seekers 2001 Prentice Hall, Inc. All rights reserved. 20.3.3 Diversity in the Workplace Corporate culture Responsibilities, employees, schedules, deadlines and projects that contribute to the working environment Enhances creativity and enthusiasm Demographic-specific career sites Blackvoices.com Hirediversity.com The Diversity Directory BilingualJobs.com
2001 Prentice Hall, Inc. All rights reserved. 20.3.3 Diversity in the Workplace Career opportunities at BlackVoices. (Courtesy of BlackVoices.com.) 2001 Prentice Hall, Inc. All rights reserved. 20.3.4 Recruiting Services Match individuals to positions Time saving Making the best match possible Recruiting services and software Advantage Hiring, Inc. Recruitsoft.com Peoplescape.com SkillsVillage.com Hire.com MorganWorks.com Futurestep.com
2001 Prentice Hall, Inc. All rights reserved. 20.3.4 Recruiting Services Advantage Hiring, Inc.s Net-Interview service. (Courtesy of Advantage Hiring, Inc.) 2001 Prentice Hall, Inc. All rights reserved. 20.3.5 Testing Potential Employees Online Decision making, problem solving and personality Reduce the cost of in-house testing and to make the interview process more effective eTest Skills assessment Tips for interviewing the candidate Career placement exercises 2001 Prentice Hall, Inc. All rights reserved. 20.4.1 Comprehensive Career Sites Comprehensive career sites Monster.com JobsOnline.com HotJobs.com Jobtrak.com Headhunter.net CruelWorld
2001 Prentice Hall, Inc. All rights reserved. 20.4.1 Comprehensive Career Sites Cruel World online career services. (Courtesy of Cruel World, Inc.) 2001 Prentice Hall, Inc. All rights reserved. 20.4.2 Technical Positions Technical positions Technical positions are among the most widely available Limited job loyalty and high turnover rates Dice.com JustComputerJobs.com HireAbility.com Bid4Geeks.com HotDispatch.com
2001 Prentice Hall, Inc. All rights reserved. 20.4.3 Contracting Online Allows businesses to post positions for which they want to hire outside resources, and individuals can identify projects that best suit their interests, schedules and skills on a project-by-project basis Contracting sites Guru.com Monster.coms Talent Market eLance.com FreeAgent eWork Exchange MBAFreeAgent.com 2001 Prentice Hall, Inc. All rights reserved. 20.4.3 Contracting Online eLance.com request for proposal (RFP) example. (Courtesy of eLance, Inc.) 2001 Prentice Hall, Inc. All rights reserved. 20.4.4 Executive Positions Extensive process Must exercise a higher level of caution Requires more specific criteria Executive sites SixFigureJobs Execunet.com Monster.coms ChiefMonster Nationjob.com 2001 Prentice Hall, Inc. All rights reserved. 20.4.5 Students and Young Professionals Individuals still in school and seeking internships, college graduates and young professionals Review previous intern experiences Matching positions to college or university major Young professional Web sites Experience.com Internshipprograms.com The Princeton Review Campuscareercenter.com Brassringcampus.com Collegegrads.com 2001 Prentice Hall, Inc. All rights reserved. 20.4.6 Other Online Career Services Resume design Calculating relocation expenses Calculating expected income Salary.com Career matching services CareerPower.com Interviewing techniques and training