查看完整版本: Year of the New Online Job Search

Year of the New Online Job Search

”So far, I am still looking for a Web 2.0 application which will help make ‘job’ searches and trusted resume submissions, better. In my world it works for both the job seeker and job finder.” (From Marketing Me)
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-f&i,D tc"Bp1Q*Z 2007 looks to be a big year in every aspect of the job search. We know that more people than ever are unhappy with their current positions, and we know that a large percentage of employees consistently look for new jobs, basically just biding their time until something better comes along. With so many candidates and potential candidates, the online job search will most likely attract record numbers of recruiters, hiring managers, and people who just want to get something more out of work:a2[W0n1dD9{
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m~!tk LH$jh ”A forecast by Borrell Associates about the potential for a lucrative year in online classified advertising called for strong growth among job boards…Potential employees are hitting those job boards already. Online research firm Hitwise said traffic has moved upward with the start of 2007.” (From Internet Financial News)oTyF;^
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In order to keep up with the growth and to best serve all parties involved, a new type of online job search is needed; one that best allows candidates and companies to communicate, one that enables quiet working professionals to conduct truly anonymous searches, and one that creates a clear picture of the job market for candidates and gives companies a true sense of the talent pool.
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Even at the end of 2006, we began to see a commitment to the online job search, as more companies saw better retention and reduced costs when using online talent searches:
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“The report found that Job Boards and Employment Websites are number one – with companies spending over 80% of their talent acquisition budget on job boards and company employment websites (according to the Enterprise Talent Management study), which is probably due to the fact that job boards have an increase in the quality of hire (48%), a decrease in the cost per hire (38%), and time per hire (44%).” (From Sourcing Innovation)
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"\2aw0D4h%y"P-z]XS An effective online job search doesn’t need to eliminate the “face-to-face” work that recruiters do, and it shouldn’t further separate those looking for a job from those looking to hire somebody for a job. The best “2.0” job searches are those that return the focus back to the human side of business, enabling faster and more effective matches between the job candidate and the job.