英语论文网

With a search 美国留学生人力资源管理论文 engine and a couple of simple queries, Ed Melina can find 567 pages of resumes for software engineers with C++ or Java programming skills. That may not sound so remarkable until you consider this: all those engineers are currently employed by IBM, and they're not looking for new jobs. Their resumes just happen to be available on the Internet-if you know where to look for them. Melina, a Bostonbasedconsultant who teaches on-line recruiting techniques, can locate such “passive" candidates at practically any company. With his help, recruiters can find thousands of resumes by visiting chat rooms, Usenet groups, and othercybercommunities. They can even learn to "flip the URL," following links in T6-by Peter Cappellisums back into company intranets, where there are troves of corporate directories and other information about employees.
Melina’s searches provide a striking example of how the Internet is bringing radical change to corporate recruiting. In the past, the pools of candidates from which companies could choose were limited. You could hire the active jobseekers, many of whom might have been unhappy or incompetent at their old jobs, or you could compete for entrylevelworkers on college campuses. To fill high-level posts, you often had to bringing expensive headhunters. Now, simply by logging onto the Internet, company recruiters can find vast numbers of qualified candidates for jobs at every level.

Screen them in just minutes, and contact the most promising ones immediately.
The payoffs of Internet recruiting cane enormous. Estimates suggest that it costs only about one-twentieth as much to hire someone on-line as to hire that same person through want ads another traditional means. And the timesavings are equally great. A study byRecruitsoft/igloos Research of 50 Fortune500 companies revealed that the average company cut about six days off its hiring cycle of 43 days by posting jobson-line instead of in newspapers, another four days by taking on-line applications instead of paper ones, and more than a week by screening and processing applications electronically. With efficiency gains like these, it's no wonder that 90% of large U.S. companies are already recruiting via the Internet Indeed, the only surprise may be that10% aren't.
Over the past year, I have been studying the booming Internet recruiting business and examining different kinds of service providers that have been emerging, the new technologies being used, and the strategies companies are adopting as they enter on-line labor markets. I've foamed that it's no simple matter to use the Internet successfully as a recruiting tool. The changes taking place in recruitment are deep and farreaching, and to be successful, managers will have to rethink the way they go about hiring-and retaining-talent.

Recruiting as Marl<eating for most job seekers, the Internet is where the action is. On a typical Monday, the peak day for job hunts, about 4 million people search for work on the job board at Monster.com, the leading on-line talent site. At the same time, thousands of corporate recruiters are scouring Monster's database of more than 18 million employee profiles and resumes, most for people who aren't actively seeking new jobs. Millions more profiles and resumes are posted on 5,000 or so smaller job boa本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。