Personalbeschaffung im Web 2.0
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Sprache:Deutsch
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Produktdetails
Format
ePUB
Kopierschutz
Nein
Family Sharing
Nein
Text-to-Speech
Ja
Erscheinungsdatum
12.12.2011
Verlag
GRINSeitenzahl
57 (Printausgabe)
Dateigröße
1350 KB
Auflage
1. Auflage
Sprache
Deutsch
EAN
9783656080992
Bachelorarbeit aus dem Jahr 2009 im Fachbereich Führung und Personal - Recruiting, Note: 1,3, Technische Hochschule Wildau, ehem. Technische Fachhochschule Wildau, Sprache: Deutsch, Abstract: The recruitment of highly qualified experts and graduates increasingly
confront enterprises with problems. First of all the classic methods of the
recruitment are presented. Many of them are not up to date any more and don't
address to the correct target group. Based on that statement, the Web 2.0 offers
good possibilities to integrate new technologies like Blogs, Podcasts or also virtual
job fairs into the recruitment draft. Besides, Blogs and Podcasts have a great
potential for the use in the context of passive recruitment and personnel marketing.
Social networks, as well as virtual personnel fairs are suitable for the active
recruitment. With both the potential applicants can be addressed directly and
sounded out. Especially the social networks can be searched very precise for fitting
applicants whose deposited profile fits best to the vacancy to be filled. As an
instrument of the IT-supported applicant's selection the different variants of the
E-Assessments are suitable. Bigger amounts of applications can be also treated by
E-Assessments and sounded out based on highly objective criteria. The risk to
overlook a capable applicant decreases clearly. The methods of the Web 2.0 will
change and affect the recruitment during the next years. Also more and more
non-technical enterprises need to present themselves in the Internet appropriately
to be able to consist in the "war for talents".
confront enterprises with problems. First of all the classic methods of the
recruitment are presented. Many of them are not up to date any more and don't
address to the correct target group. Based on that statement, the Web 2.0 offers
good possibilities to integrate new technologies like Blogs, Podcasts or also virtual
job fairs into the recruitment draft. Besides, Blogs and Podcasts have a great
potential for the use in the context of passive recruitment and personnel marketing.
Social networks, as well as virtual personnel fairs are suitable for the active
recruitment. With both the potential applicants can be addressed directly and
sounded out. Especially the social networks can be searched very precise for fitting
applicants whose deposited profile fits best to the vacancy to be filled. As an
instrument of the IT-supported applicant's selection the different variants of the
E-Assessments are suitable. Bigger amounts of applications can be also treated by
E-Assessments and sounded out based on highly objective criteria. The risk to
overlook a capable applicant decreases clearly. The methods of the Web 2.0 will
change and affect the recruitment during the next years. Also more and more
non-technical enterprises need to present themselves in the Internet appropriately
to be able to consist in the "war for talents".
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