THE STUDY OF TECHNOLOGY CREATE A PARALLAX EFFECT WITH THE HELP OF A WEB BROWSER
Initially, the world wide web was developed to store and retrieve data in the form of documents, but with the development of technologies such as HTML markup language and CSS…

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Work in the field of Internet
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THE STUDY OF TECHNOLOGY CREATE A PARALLAX EFFECT WITH THE HELP OF A WEB BROWSER
Initially, the world wide web was developed to store and retrieve data in the form of documents, but with the development of technologies such as HTML markup language and CSS…

Continue reading →

The Internet as one of the key methods of employee search

Today, the majority of Ukrainian companies that recruit personnel are technically ready to use the Internet in the search process. Half of the companies involved in the selection of personnel, be sure to visit the sites.

To ask today whether it is worth using the Internet for search and selection of personnel, looks ridiculous, because the answer to it is known in advance: of course, it is. Thus, according to a study conducted by Forrester Research, the majority of enterprises engaged in personnel leasing are satisfied with the results of the Internet search engines. However, more than half of the employers who use the services of such sites are going to spend more money on finding new employees through the network.

If three years ago through the Internet looking for work mainly computer specialists, today the job market and resume is more than diverse. Also diverse and technologies of search of candidates on the Internet. Modern recruiters seek help in the selection of personnel in the space of paid resources, the owners of which carefully “filter” incoming information to the database, as well as offer their users an Arsenal of additional services. Detailed forms of search in the database, distribution of vacancies by target groups, publications on several dozens of target resources, targeted advertising and much more. What do these results say? They only confirm the idea that, despite its main advantages: efficiency, breadth of audience coverage, focus, cheapness, etc., recruiting still can not solve many practical problems. In the first place among the complaints is – optional candidates, the second – inadequate resumes, and the third, with a large margin from the first two – the difficulty in finding a suitable candidate. Of course, it is possible to a lot of talk about the fact that not all experts read the jobs and post a resume.

A special article of e-recruitment is corporate websites, which are actively used by companies “brands” to search for personnel. Most of the leading companies on corporate websites have pages dedicated to the recruitment and vacancies of the company. And if ten years ago, a third of the world’s largest companies used corporate websites to hire personnel, now such companies – almost 90%. At the same time, in search of work on corporate websites are not only young professionals. The popularity of the Internet as an information search channel is growing: more than half of the surveyed companies began to use the Internet more often to search for personnel.

First of all, the Network preys on mid-level specialists (47.8% of the surveyed companies). For tops prefer direct search (headhunting). And vacancies of low-skilled workers are closed with the help of ads in Newspapers, educational institutions, employment centers and applications to recruitment agencies. For many, the Internet is the main source of information about potential candidates. The Internet has all the sites on the banking forums, social networks, websites. For Internet search of employees the Bank uses passive, active and semi-active types of search. Passive means posting information about vacancies on the Internet. Active involves searching for information about potential working professionals from other organizations. Semi-active direction — search for candidates ‘ resumes posted on the websites.

A third of companies (34.8%) search the Internet for employees at all levels, from low-skilled professions to top positions. “We use the Internet to search for all kinds of personnel. The only exception when other search sources are preferred is the need to find consultants. In such cases, often resort to headhunting.

For managers, the Internet is not the main source of job search, but they also do not neglect it. Continuing to work in any company, they periodically review the proposals of employers in the Network, if necessary.

Specialists whose work is not connected with the computer, it is much harder to find through the Internet. If you need candidates for working specialties, the announcement on the Internet will not give the same effect as when searching for a financial analyst.

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