The Decision to Recruit Online: A Descriptive Study
The Decision to Recruit Online: A Descriptive Study
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在线招聘的决定：描述性研究
DOI：
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发表时间：
2002
期刊：
影响因子：
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通讯作者：
E. Galanaki
中科院分区：
文献类型：
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作者：
E. Galanaki
在线招聘是人力资源部门可以使用的一种新工具，在很短的时间内就取得了巨大的成功。本文介绍了一些涉及英国 IT 公司的描述性研究的结果。该研究试图确定这种做法的感知属性对公司通过互联网招聘的决策的影响。测试的属性是成本效益；招聘周期时间；回复率；响应质量；对公司形象的影响；针对特定的利基市场；以被动求职者为目标；全球覆盖；实施所需的资源、时间和精力；对求职者（尤其是IT专业人士和年轻毕业生）的吸引力；答案过多的风险；以及公司规模和声誉的影响。本文提供了有关公司如何看待和重视在线招聘的见解。
Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. This paper presents the findings of some descriptive research, involving UK IT companies. The research tries to identify the effect that the perceived attributes of the practice have on the decision of companies to recruit through the Internet. The attributes tested are cost effectiveness; recruitment cycle time; response rate; quality of response; impact on the image of the company; targeting of specific niches; targeting of the passive job‐seeker; worldwide coverage; necessary resources, time and effort to implement; attractiveness of the mean to the job seekers (especially IT professionals and young graduates); risk of overload of answers; and impact of the size and reputation of the company. The paper provides an insight on how the companies perceive and value online recruitment.