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Online Jobsites: Dynamics Of Job Seekers & Recruiters

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By Author: Satish
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What do the resurgence of online jobsites and employment websites mean for the dynamics between jobseekers and recruiting companies? How does it help employment?

What do past trends in recruitment tell us?
It can be observed that large-scale transformations have been caused by rapid growth engines, which in turn fuel a demand for a skilled workforce. In the case of India, the country with the maximum number of youth force, a sharp increase in consumerism and consumption of digital services has been a catalyst for fast-paced growth. This leads to corporate India playing a very significant role in bringing about a shift in recruiting trends.

India has steadily grown into the third largest start-up economy in the world.
What has contributed to this is a strong services sector as observed in the last decade-and-a-half.

According to research on trends in online recruitment, we can deduce that companies are less organised around fixed jobs and more around flexible teams, while looking for talent with the within the internal and external pool of suitable candidates. This translates into companies relying more and more upon third party hiring solutions, especially services offered by job posting sites specifically targeted to finding candidates.

How do job posting sites come into this?
Job posting sites firms develop their candidate database by giving online space for recruiters to post job ads and through job advertising for candidates across a wide range of sectors and locations. Hiring managers and recruiters are able to connect to these people as per their requirements and this a database grows. Often this is a paid service rendered by the jobsites to recruiters (independent or company) and is an excellent way for companies to reduce their own workload, while ensuring a standard quality in the talent, as well as the recruitment process.

Employment websites first made an entry in 1997, and have been steadily picking up pace ever since. The online job search model is a familiar one - the candidate uploads their resume, fills in all necessary details to make a profile, and begins to search within the portal for jobs relevant to their qualification and work experience. Initially job search portals offered only job positions for which candidates could apply, they now include lateral services like resume writing, tips on improving performance in interviews, articles on various helpful guides related to the process of recruitment.

The biggest development has been how social media has massively affected recruiting and has been seamlessly integrated into the process of seeking talent (for recruiters) and to look for new positions (job seekers). Online job advertising sites is by far the most popular method of finding and seeking new jobs.

Networking websites like LinkedIn and Facebook have changed the landscape of the hiring process, being used frequently to seek for and to cross check candidates and companies. Facebook’s huge volume of traffic is an integral part of enhancing recruitment, in engaging more clients and attracting more candidates. A job search wchich utilises the resources offered by FB can find greater success and attract better opportunities, and help the professional in seeking better employment.

What else, other than social media presence, and a strong marketing technique should the company focus on? As the figure above illustrates, it has a few points on which to work on.

For both company and independent recruiters Social Media opens up a new dimension: a few ways in how that happens:
 Recruiting through Social Media to attract more applicant traffic for your company jobs.
 Create a diverse recruitment pool, with vast reach to find candidates with relevant skills.
 Boost your company’s image, improve your employer brand.
 Increase Employee Referral Activity

So what does the future hold for recruiters?
According to the Aberdeen Group, best-in-class companies are 32% more likely to engage candidates via social media. Investment in social media strategies, recruitment marketing, and increasing use of social listening tools will reach even the most stalwart laggards in 2018.

A company’s Glassdoor presence needs to be actively managed - it is the first thing recruiters or prospective candidates will seek. According to their research the average job seeker looks at least six reviews in the process of forming an opinion on a company.

Candidates are driven to social media with a massive 79% using it in their job search activities. In contrast, organisations have been slower to adopt this platform in their recruitment plans.

The dynamics of organisations are expected to change by accommodating new working styles and a more distributed network of talent.

HR will be expected to also play an advisory role in supporting the business shareholders to find the best resources for the job from a variety of sources.

It is predicted the talent acquisition role will expand to proactively managing internal and external networks of talent.

A few pointers to recruiters seeking active engagement with job seekers:

 Embrace emerging media - Facebook, LinkedIn, WhatsApp, are all important platforms for seeking and sourcing talent.
 Strengthening employer brand - it is vital a company preserve a strong, conducive image that should reflect confidence and healthy working climate.
 Engage many people - the various resources available to recruiter ensures that a large number of talent can be accessed at once, which is beneficial to recruiters/sourcing.
 Be active on social platforms - online forums, job fairs being advertised on many related websites, there are many methods to increase visibility.
 Improve recruiter efficiency - making use of job posting sites, and mining a vast, multi-skilled talent network that would help them find a large pool of candidates.
 Optimize conversion rates – reduce time taken to fill positions.
 Hire candidates who can quickly adapt to technology - this makes the process much easier.
 Acc to Glassdoor, 89% users say mobile is essential to job search, and at least 45% use it to search for jobs, at least once a day. Employment websites are key to this.
 Mobile optimized career sites are a rare presence, very low especially in Asia. This needs to be implemented at a faster rate.
 More advanced contractor services are on the increase, more people want to have the option to be self-employed.

Why would a job posting site to helpful to recruitment firms?

• Large pool of candidates. - the numbers are far more in scope than a simple brick and mortar firm.
• Varied pool of candidates - who are already very comfortable with technology and the use of social media, both experienced and freshly graduated, thus increasing the base of the potential employees.
• Background check is an easier process, verifying and sorting the various categories of candidates into proper sections.
• Contacting candidates is easier, keeping track of progress is more convenient.
• A standard of quality amongst candidates is maintained.
• It comfortably provides a pan-India presence at a fraction of the cost of maintaining offices all over the country.
• Dedicated sourcing teams that can maintain a thorough database.

Functioning as an intermediary between jobseekers and recruiters is a great role that online job search portals and career sites perform, which makes the process of hiring a smoother and more streamlined one, bringing greater mutual benefits for all parties involved.

Job seekers can find a plethora of opportunities at an online job portal like Hullo Jobs, seeking positions according to their experience level – may they be jobs for freshers or more experienced professionals. Make your profile here; find the best jobs from top companies!

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