Tài liệu Hiring and Keeping the Best People 7 pptx

e-mailed directly to them. Fortunately, several companies have

developed recruiting software that allows companies to search

the Web and download relevant prospects to a database, where

they can be managed and evaluated.Thanks to this type of

software, recruiters and HR personnel can spend more time

posting jobs, reviewing online résumés, and matching up appli￾cants with specific positions, rather than slogging through

irrelevant material.

Keep Web Hiring in Perspective

Although two to three million résumés are posted online today,

remember that this is a small fraction of the 140 million people in

the American labor force. So, from the recruiting company’s view￾point, it may be seeing just a small fraction of qualified individuals

in its search.And in terms of individuals picking up your company

on their radar, the numbers are not entirely encouraging either.

Market research firm Odyssey, in San Francisco, estimates that only

12 percent of the 102 million households in the United States

include anyone who has hunted for a job online. Nevertheless,

many of the “right” people from your recruitment perspective may

have posted their résumé online.And as more companies and indi￾viduals get onboard, the online recruiting proportions will become

more favorable.

In terms of quality of recruits, remember that online recruiting

is a broadly cast net. Unlike job postings in targeted trade publica￾tions, online postings are available to all, regardless of qualifications.

Thus, a posting on one of the mega job sites might yield little more

than a pile of résumés that will take you hours and hours to screen.

This reality underscores the fact that the best source of good people

is often referrals from your current employees.

Four Steps

Peter Cappelli, a professor at The Wharton School, advocates a four￾step approach to online recruiting:2

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