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2001 Prentice Hall, Inc. All rights reserved.

Chapter 20, Online Career Services


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

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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
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20.4.3 Contracting Online
eLance.com request for proposal (RFP) example. (Courtesy of eLance, Inc.)
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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
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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