文档介绍：本科毕业论文(设计)
外文翻译
外文题目 The decision to recruit online: a descriptive study
外文出处 Career Development International,2002:P243-251
外文作者 Eleanna Galanaki
原文:
The decision to recruit online: a descriptive study
Eleanna Galanaki
Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal ess in very short time. This paper presents the findings of some descriptive research, involving UK panies. The research tries to identify the effect that the perceived attributes of the practice have on the decision panies to recruit through the . The attributes tested are cost effectiveness; recruitment cycle time; response rate; quality of response; impact on the image of pany; 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 pany. The paper provides an insight on how panies perceive and value online recruitment.
Introduction--Although one of the latter steps in the recruitment process, the choice of its recruitment tool, remains fundamental for pany. The choice of the recruitment method requires that anization goes through an elaborate procedure considering the cost of reaching the target group, the time scales involved, the fit with anizational culture and the opportunity presented to enhance anization’s public relations. One of the newest recruitment tools at the disposal of employers is online recruitment.
Online recruitment defined--The terms online recruitment (OR), e-recruiting, cyber recruiting, or recruiting, imply the formal sourcing of job information online. It is a fairly new practice. The first references to OR appear in articles of the mid-1980s (Gentner, 1984; Casper, 1985), while systematic reference to the OR in the HR journals begins almost a decade later, in the