Below you will find the results of my research regarding the
priorities and concerns of candidates and companies recruiting online.
The most often cited concerns for recruiters included:
- managing applicant volume,
- integrating electronic and overall college recruiting,
- effective and timely applicant screening, and
- personalizing the recruiting process.
Concerns of students:
?While many of the undergraduate and graduate students recognized the
value of information access afforded by the use of the Internet in
their job searches, many also complained of the dehumanizing nature of
the electronic recruitment process.?
?Students also commented about the amount of time required to complete
online applications and the generic nature of the response or lack of
any follow-up or feedback. Some students expressed concern that the
applicant could not ever really get a good feel for the organization
and that face-to-face contact with people is the best way to convey
the organizations' values.?
National Association of Colleges and Employers
Two other aspects most frequently mentioned by the total group were:
"Creating an overall recruiting brand to convey a positive image to
potential candidates (33 percent)"
"Providing background information on your organization to potential
candidates (32 percent).
?Overall, electronic recruiting was most important in "Providing
listings of current job openings for which you are actively
recruiting," with 81 percent reporting this aspect was very
The survey also asked recruiters to indicate their top three concerns
from a list of challenges associated with electronic recruiting.
Overall, four concerns were most frequently mentioned:
"Managing the volume of applications and potential candidates (39 responses),"
"Integrating electronic recruiting technology in overall college
recruiting effort (30 responses),"
"Effective and timely screening of candidates based on electronically
submitted applications (28 responses)," and
"Developing approaches that use recruiting technology to personalize
rather than depersonalize the process (27 responses)."
According to the results of a 2003 survey of online job seekers
conducted by Transformation Systems Inc. titled The Transformation
Systems Inc Survey of Online Recruitment Perceptions: Job Seekers
Speak about Privacy, Trust, and Use of the Internet for Employment
?Concerns about privacy are pervasive as 85% of job seekers are at
least somewhat concerned about the privacy of the personal information
they submit while searching for jobs on the Internet.?
? Employer Web Sites are viewed more positively with regards to
Privacy and Trust Perceptions than Internet Job Boards.?
? 69% of the Job Seekers reported the best way to obtain a job
interview using the Internet was through employer web sites?
? 68% of the Job Seekers reported that Internet Job Boards are the
best mechanism for learning about available jobs?
? 83% of Job Seekers felt Internet Job Boards were a more likely
source of spam resulting from a job search than a typical employer's
own employment web site.?
?We've heard from job-seekers who are worried about listing their
unlisted phone numbers on resumes and cover letters. Some are even
concerned that employers have sold phone numbers to telemarketers.?
?A recent survey of 416 U.S. recruiters by Manchester Inc., a
staffing firm based in Jacksonville, FL, found that 82 percent of
respondents prefer to receive resumes by e-mail, reports Bari Faye
Siegel in Collegejournal.com. Of those preferring e-mailed resumes, 44
percent prefer to receive resumes as attached Word documents.?
?The single, most important tool that job seekers reported using in
their job search is online job listings/career sites (94%.) Other
tools survey respondents noted using in their job searches included
corporate websites (59%), networking (58%) and classified ads in
newspapers (58%). Cold calling and classified ads in trades were
listed as the least important at (11%).?
?One of the largest concerns for job seekers involves whether their
current employer can discover that they are contemplating a career
change. Typically, any company can purchase the services of a career
site to gain access to the resumes of job seekers. This means that a
job seeker's employer could potentially be a customer of the career
site, and thus discover the individual's resume online.?
?A study by Web development and Internet marketing firm Hanrick
Associates found that corporate recruiting Web sites have become the
leading influence on job seekers' perceptions of a company. The study,
"E-Recruiting: Using the Internet to Win Top Talent" found that more
than 90 percent of graduating MBAs check company Web sites before
submitting their resumes, and that nearly 70 percent say
recruiting-specific material on the Web influences them "very much" or
?Other attributes prized by Web surfing job seekers include simplicity
and hard news over flashy multimedia and softer features like employee
testimonials and company culture. Also, regularly updating the
material drew strong approval, suggesting that many job seekers return
to company Web sites multiple times as they move through the
IT Career source
Employers and job seekers don?t always agree on the essential elements
of effective job
advertisements or on career features that make job opportunities most
attractive. These are some of the findings of a poll conducted by
CareerBuilder Inc., and POWER Hiring Inc.
"The poll suggests that employers may be too focused on big picture
issues when searching for new employees while job seekers want to know
how the job will impact their day-to-day lives,"
?The poll suggests that job seekers and employers have perceptual gaps over
essential elements of job advertisements. Employers were most likely
to rank company vision (35 percent) and job responsibilities (34
percent) as the most important elements of a job ad. While a large
number of candidates rank job descriptions as most essential (28
percent), a large number also care a great deal about compensation (25
percent) and job skills/education (20 percent). Only 8 percent of job
seekers rank company vision as most essential.?
"Top candidates are most interested in what they will be doing on the job?
?The poll uncovered other gaps between job seekers and employers. When
choosing between two positions with identical salaries, job seekers
(28 percent) were most likely to rank job locations and telecommuting
options as the most important determining factors. Employers perceive
job location and telecommuting as low job-seeker priorities (chosen by
only 4 percent). Instead, the largest number of employers ranked
corporate culture and quality of coworkers (36 percent) as benefits
they would promote first to win over candidates.
However, both groups agreed that employee testimonials are the best
way to evaluate potential companies (chosen by 52 percent of job
seekers and 39 percent of employers). A large number of employers (40
percent) and candidates (39 percent) also agreed that the Internet is
the most preferred job searching method.?
?Job seekers and employers value testimonials, but a much greater
percentage of job seekers value testimonials. More employers value PR.
More seekers value client and customer testimonials.?
?More employers placed "description of the company and vision" at the
top of the list than job seekers. While few employers rated
"compensation" as essential in attracting candidates, it was high on
the list for many seekers.?
The Recruiter?s Marketing Handbook
In a 1998 survey recruiters strongly preferred free sites for their
job posting and resume sourcing; just a year later, the survey
revealed a dramatic opinion shift with most recruiters now favoring
for-fee sites. ?It seems they?ve decided that you get what you pay
for, at least in the employment space on the Web.?
?64% of Recruiters prefer Niche Boards?
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Recruiting online concerns priorities
Survey study results percent internet job search
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I hope you find this information helpful!