Online Recruitment Service
Online Recruitment Service
This paper will assess Monster.ca (an online recruitment service), evaluate the pros and cons of dealing with virtual résumé 's, identify the advantages and disadvantages of online recruitment, and develop a criterion that an organization can use for selecting an online recruitment service.
The internet offers a direct interface between organizations and it is a marketplace for a variety of services, which we use in our offices and in our homes. Online recruitment service provides a marketplace for candidates to market their skills and for employers to market their job vacancies.
Monster.ca is part of the worldwide Monster network, the Number one career portal in the world, serving job seekers and employers in 22 countries ("About monster.ca", 2004). Monster.ca has an average of 25,000 job postings available at any given time (Dessler et al., 2004, p.143). Monster.ca is easy to use, convenient, fast and user friendly online recruitment service. It allows companies to post job vacancies and the job seekers to search through the job postings ("About monster.ca", 2004).
Within a few clicks of my mouse I was able to search through jobs and get some information on employment laws in British Columbia ("About monster.ca", 2004). This site is very easy to navigate. The job seekers can search jobs, post their résumés, and get career advice and employer 's can post, track and screen applications ("About Monster.ca", 2004).
The organizations and job seekers using online recruitment websites have to be careful of the pros and cons of virtual résumés. Pros of virtual résumé 's are: this method of sending out résumé is both efficient and cost effective. Job seekers can send out hundreds of résumés to employees in a fraction of time. For employers, it gives them the opportunity to choose from a larger number of applicants. Virtual résumés can be managed efficiently as there are no actual résumés to be filed, they can be stored and managed
This paper will assess Monster.ca (an online recruitment service), evaluate the pros and cons of dealing with virtual résumé 's, identify the advantages and disadvantages of online recruitment, and develop a criterion that an organization can use for selecting an online recruitment service.
The internet offers a direct interface between organizations and it is a marketplace for a variety of services, which we use in our offices and in our homes. Online recruitment service provides a marketplace for candidates to market their skills and for employers to market their job vacancies.
Monster.ca is part of the worldwide Monster network, the Number one career portal in the world, serving job seekers and employers in 22 countries ("About monster.ca", 2004). Monster.ca has an average of 25,000 job postings available at any given time (Dessler et al., 2004, p.143). Monster.ca is easy to use, convenient, fast and user friendly online recruitment service. It allows companies to post job vacancies and the job seekers to search through the job postings ("About monster.ca", 2004).
Within a few clicks of my mouse I was able to search through jobs and get some information on employment laws in British Columbia ("About monster.ca", 2004). This site is very easy to navigate. The job seekers can search jobs, post their résumés, and get career advice and employer 's can post, track and screen applications ("About Monster.ca", 2004).
The organizations and job seekers using online recruitment websites have to be careful of the pros and cons of virtual résumés. Pros of virtual résumé 's are: this method of sending out résumé is both efficient and cost effective. Job seekers can send out hundreds of résumés to employees in a fraction of time. For employers, it gives them the opportunity to choose from a larger number of applicants. Virtual résumés can be managed efficiently as there are no actual résumés to be filed, they can be stored and managed
References: Anonymous. (2004). About Monster.ca. Retrieved on Feb 13, 2005, from http://english.monster.ca/about/ Dessler, G., Cole, Nina., & Sutherland, V.L., (2004). Human Resources Management in Canada. New Jersey: Prentice Hall Inc. Harvey, F., (2004). Online recruitment: Screen out wrong candidates. Retrieved on Feb 12, 2005, from http://news.ft.com/cms/s/c03d4c6c-1dfb-11d9-82ec-00000e2511c8,dwp_uuid=c6729666-184f-11d9-8963-00000e2511c8.html