CASE ON INTERNRT RECRUITING HIRING AT ABC Ltd ABC Ltd is a small marketing company of about 50 employees.

As the number is small people are the most important asset of our company. They are the heart and soul of our business. The field is challenging and creative so we constantly need to acquire and nurture talent. We traditionally recruited employees using newspaper media advertisements. These advertisements were circulated in Hindustan Times, The Times Of India and The Mint, keeping in mind their popularity. We expected good response as we thought its a popular source of recruiting. But things are taking different turns now. We are facing a shortage of applicant pool which has squeezed our hiring process. The labour market components are filtered as follows

Labour force population Applicant Population Applicant Pool Individuals selected

So we can notice that if the applicant pool is small, the number of individuals selected automatically reduces. Moeover as our company has a less employees, internal hiring would also not be a good option. Hence, we are looking forwad to the new souces of external hiring. A more servere issue : Our President has expressed a concern over employees analytical and quantitative skills. So he has mentioned that a competencies test that measured candidates quantitative and analytical skills, should be conducted before calling them for final interviews. He wants brightest minds work for him. In view of above mentioned problems we are looking forward to Internet recruiting. Reasons to transit to internet recruiting: To attract a large pool of applicants. Saves time and post mails take long time to reach the office. We can also target specific and passive employees. We need to move with time as internet recruiting is giving a strategic advantage our competitors, so we should also reap the benefits of the same technology.

Jigyasa Gautam 13DM086 Section -B

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 We can use new approaches such as casting a story (video) about our firm ,as we are new in the bushiness it will help applicants in being familiar about our work and processes. If we use careers option in our website for applying to jobs, will add value to it. As more people will visit it more people will know about us. Eventually, help in energising our brand. Taking the competencies test online will also reduce the cost of conducting and organising multiple tests and interviews. It will reduce the multiple replication of employee data that at the time of joining, The database can retrieve the information from the application form. COST-BENEFIT ANALYSIS: Though introduction of internet will be a costly affair us but its a one-time investment and its benefits realised will soon payback the investment with added profitability. Moreover to reduce the cost at beginning we would limit our scope to the most popular monsterjob.com and yahoo.com, applicants will be directed for application to our company website, careers option. Our site will also display the details of on-going recruitments. We will move to niche websites in second phase of our development. There may also be concerns that some applicants with limited access of internet may not be able to apply, but keeping in mind that we are based in a cosmopolitan city where more than 80% population uses internet. We presume that we would not lose out on any deserving applicant. Hence we can go for internet technology to proactively and effectively propel talent through the pipelines to fulfil our company needs.

Jigyasa Gautam 13DM086 Section -B

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Question 1: What will your company need to do to differently to actively use Internet recruiting as you compete with other employers for qualified applicants? We can think of some strategic move to give competitive advantage to our process: We will increase the frequency of our advertisements on the social networking sites eg. faceboook, twitter etc.

Frequency will be maximum, during the time when people usually use internet that is late afternoon and night. Deploying a simple application process with limited steps will also help saving applicants
time.

Better communication and timely information to candidates. Also some small journals and
articles about our company will be mailed to them for gaining their interest. Our website will also host small video (1-2 minutes) of our employees expressing the energy, enthusiasm and vibrancy of our workplace. We will also give a link to career-planning below our advertisement which will redirect to the career-planning page of our site and will show the certifications and trainings we offer to our employees. Internally we would use the data collected over for analytics which will allow us to quickly see if our efforts are paying off and what sites we should be investing our efforts in. Develop key metrics about our company to improve our performance on these sites and will use the data to proactively predict what future HR technology we should begin using to gain better results. Q 2. As you recruit marketing professionals, identify the niche websites that you recommend be used for your internet postings. 1. https://www. authenticjobs.com It helps in finding jobs true to given description so an add on this site will improve applicants trust. 2. Beyond.com - It is a career network that helps in focussed search so will make reduce the efforts of sorting and selecting data. 3. CollegeRecruiter.com - Newest job posting ads from the leading job board for students searching for internships and recent grads looking for entry-level jobs. 4. Coroflot.com- We can use it to recruit outstanding creative talent. Jigyasa Gautam 13DM086 Section -B

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5. http://marketing.careercast.com- It is for people looking for bright career in marketing.

Jigyasa Gautam 13DM086 Section -B

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Jigyasa Gautam 13DM086 Section -B

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