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TOOL KIT
The war for talent has moved to the Internet.
You'd better have a battle plan.Making the Most ofOn-Line Recruiting
ith a search engine and a couple
of simple queries, Ed Melia can
find 567 pages of rdsumds for
代写英国留学生论文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 r^sum^s just happen to be
available on the Internet-if you know
where to look for them. Melia, a Bostonbased
consultant who teaches on-line
recruiting techniques, can locate such
"passive" candidates at practically any
company. With his help, recruiters can
find thousands of r^sumds by visiting
chat rooms, Usenet groups, and other
cybercommunities. They can even learn
to "fiip the URL," following links in T6-
by Peter Cappelli
sum^s back into company intranets,
where there are troves of corporate directories
and other information about
employees.
Melia'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 job
seekers, many of whom might have
been unhappy or incompetent at their
old jobs, or you could compete for entrylevel
workers on college campuses. To fill
high-level posts, you often had to bring
in expensive headhunters. Now, simply
by logging onto the Internet, company
recruiters can find vast numbers of qualified
candidates for jobs at every level.
MARCH 2001 139
TOOL KIT • Making the Most of On-Line Recruiting
screen them in just minutes, and contact
the most promising ones immediately.
The payoffs of Internet recruiting can
be 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 and
other traditional means. And the time
savings are equally great. A study by
Recruitsoft/iLogos Research of 50 Fortune
500 companies revealed that the
average company cut about six days off
its hiring cycle of 43 days by posting jobs
on-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 that
10% 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 foimd 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<eting
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 l