决定在线招收一个描述性的研究[文献翻译].doc

1、本科毕业论文（设计）外文翻译外文题目THEDECISIONTORECRUITONLINEADESCRIPTIVESTUDY外文出处CAREERDEVELOPMENTINTERNATIONAL,2002P243251外文作者ELEANNAGALANAKI1原文THEDECISIONTORECRUITONLINEADESCRIPTIVESTUDYELEANNAGALANAKIONLINERECRUITMENTISANEWTOOL,ATTHEDISPOSALOFTHEHRDEPARTMENTS,WHICHHASKNOWNAPHENOMENALSUCCESSINVERYSHORTTIMETHISPAP

2、ERPRESENTSTHEFINDINGSOFSOMEDESCRIPTIVERESEARCH,INVOLVINGUKITCOMPANIESTHERESEARCHTRIESTOIDENTIFYTHEEFFECTTHATTHEPERCEIVEDATTRIBUTESOFTHEPRACTICEHAVEONTHEDECISIONOFCOMPANIESTORECRUITTHROUGHTHEINTERNETTHEATTRIBUTESTESTEDARECOSTEFFECTIVENESSRECRUITMENTCYCLETIMERESPONSERATEQUALITYOFRESPONSEIMPACTONTHEIMA

3、GEOFTHECOMPANYTARGETINGOFSPECIFICNICHESTARGETINGOFTHEPASSIVEJOBSEEKERWORLDWIDECOVERAGENECESSARYRESOURCES,TIMEANDEFFORTTOIMPLEMENTATTRACTIVENESSOFTHEMEANTOTHEJOBSEEKERSESPECIALLYITPROFESSIONALSANDYOUNGGRADUATESRISKOFOVERLOADOFANSWERSANDIMPACTOFTHESIZEANDREPUTATIONOFTHECOMPANYTHEPAPERPROVIDESANINSIGHT

4、ONHOWTHECOMPANIESPERCEIVEANDVALUEONLINERECRUITMENTINTRODUCTIONALTHOUGHONEOFTHELATTERSTEPSINTHERECRUITMENTPROCESS,THECHOICEOFITSRECRUITMENTTOOL,REMAINSFUNDAMENTALFORANYCOMPANYTHECHOICEOFTHERECRUITMENTMETHODREQUIRESTHATTHEORGANIZATIONGOESTHROUGHANELABORATEPROCEDURECONSIDERINGTHECOSTOFREACHINGTHETARGET

5、GROUP,THETIMESCALESINVOLVED,THEFITWITHTHEORGANIZATIONALCULTUREANDTHEOPPORTUNITYPRESENTEDTOENHANCETHEORGANIZATIONSPUBLICRELATIONSONEOFTHENEWESTRECRUITMENTTOOLSATTHEDISPOSALOFEMPLOYERSISONLINERECRUITMENTONLINERECRUITMENTDEFINEDTHETERMSONLINERECRUITMENTOR,ERECRUITING,CYBERRECRUITING,ORINTERNETRECRUITIN

6、G,IMPLYTHEFORMALSOURCINGOFJOBINFORMATIONONLINEITISAFAIRLYNEWPRACTICETHEFIRSTREFERENCESTOORAPPEARINARTICLESOFTHEMID1980SGENTNER,1984CASPER,1985,WHILESYSTEMATICREFERENCETOTHEORINTHEHRJOURNALSBEGINSALMOSTADECADELATER,INTHEMID1990S,WHENITCOMPANIESANDUNIVERSITIESBEGINTOUSETHEINTERNETEXTENSIVELYSINCETHEN,

7、THEORINDUSTRYHASBEENDEVELOPINGANDITISESTIMATEDTHATINEUROPEITWILLHAVESOAREDINVALUEFROMJUSTOVER50MILLIONIN1999TO38BILLIONBY2005TAYLOR,20012DUETOTHENOVELTYOFTHETERM，DIFFERENTAUTHORSHAVEDIFFERENTCONCEPTSOFWHATORCONSISTSOFINTHISPAPERWETAKEAVIEWONORTHATHASBEENPROMOTEDBYTHECHARTEREDINSTITUTEOFPERSONNELANDD

8、EVELOPMENTCIPD,1999THISSTATESTHATTHEMOSTCOMMONWAYSTOUSETHEINTERNETASAMEANSTORECRUITARETOADDRECRUITMENTPAGESTOTHEEXISTINGORGANIZATIONSITEITISAVERYCOMMONPRACTICEATTHEMOMENTANDITSMAJORADVANTAGE,NAMELYTHEMINIMALCOSTASSOCIATEDWITHDEVELOPINGAPAGEONTHECORPORATESITE,PUTSITFORWARDASTHESMARTESTWAYTORECRUITONT

9、HEINTERNETSCHEYERANDMCCARTER,1998TOUSEWEBSITESSPECIALIZEDINRECRUITINGEMPLOYEES,LIKE“ONLINERECRUITERS”,“JOBPORTALS”,“ONLINEJOBBOARDS”OR“JOBAGENCIES”THOSESITESULTIMATELYACTASMEDIUMSTHATCONNECTTHECOMPANIESWITHPOTENTIALAPPLICANTSTHEDEDICATEDRECRUITMENTWEBSITESCANTAKETHEFORMOFJOBLISTINGWEBSITES,WHICHAREV

10、ERYSIMILARTOPRINTEDCLASSIFIEDADVERTISEMENTSWORKWANTEDSITES,WHICHEMPHASIZETHEPROSPECTIVEEMPLOYEESSIDEAND,FINALLY,ONLINERECRUITERSWHOMAKEUSEOFOTHERWEBSITESASARESOURCEFORFINDINGCLIENTSANDCUSTOMERSRUDICH,2000TAYLOR,2001TOUSEAMEDIASITEINTHISCASE,ELECTRONICADVERTISEMENTSAPPEARSIMILARLYANDSIMULTANEOUSLYWIT

11、HTRADITIONALPRINTEDADVERTISEMENTSINTHEORIGINALPAPERNEWSPAPERORMAGAZINECLASSIFIEDSONTHENEWSPAPERSWEBSITESARESOMETIMESOFFEREDFREETOANYONEPAYINGFORAPRINTADVERTISEMENTTHESCOPEOFORALSOINVOLVESPROVIDINGTHEPOSSIBILITYTOCONDUCTREMOTEINTERVIEWSANDASSESSMENTS,SUCHASPSYCHOMETRICORAPTITUDETESTSONLINE,ANDUSINGBA

12、NNERADVERTISEMENTSANDSMARTAGENTSTOSEARCHTHEWEBINTERACTIVETOOLS,WHICHLINKTHECORPORATEDATABASESWITHTHEWEBSITE,LIKESEARCHENGINES,INTERACTIVEAPPLICATIONFORMS,EMAILAUTORESPONDENTSANDELECTRONICMAILINGLISTS,AREALSOATANEARLYPRACTICESTAGEDYSART,1999TAYLOR,2001FACTORSAFFECTINGTHEDECISIONTORECRUITTHROUGHTHEINT

13、ERNETINMOSTRELEVANTLITERATURETHEREARESOMECOMMONLYIDENTIFIEDBENEFITSANDDOWNSIDESFORTHECOMPANIESUSINGORTHECOMMONLYCITEDADVANTAGESANDDRAWBACKSOFORINTHELITERATUREAREASFOLLOWS3ADVANTAGESOFONLINERECRUITMENTLOWCOSTTHEECONOMYACHIEVEDDEPENDSONTHEEMAILINGAPPROACHAPPLIEDPUBLISHINGVACANCIESONTHECORPORATEWEBSITE

14、INVOLVESALMOSTNOCOSTATALL,WHILETHECOSTOFPUTTINGADVERTISEMENTSONDEDICATEDRECRUITMENTSITESDEPENDSMAINLYONTHECOVERAGEOFTHEPARTICULARSITEORALSOACHIEVESCONSIDERABLEECONOMIESOFSCALEINTERMSOFTHENUMBEROFWORDSUSEDBECAUSE,THROUGHTHEINTERNET,THEREISNOLIMITORCHARGEONTHISPARAMETEROVERALL,ONECOULDCLAIMTHATORREDUC

15、ESALLTHREECOSTSGENERATEDFROMRECRUITMENT,NAMELYNOTONLYJOBAWARENESS,BUTALSOCANDIDATESELECTIONCOSTSANDLOSTPRODUCTIVITYBECAUSEOFTHETIMEITTAKESTOFILLAPOSITIONCIPD,1999WILLIAMSANDKLAU,1997WORKFORCE,2000ASHORTERRECRUITINGCYCLETIMEONEOFTHEMOSTWIDELYPROMOTEDASSUMPTIONSONOR,WHICHISGENERALLYCALCULATEDTOFREE25T

16、O30PERCENTOFHRTIMEFORSTRATEGICISSUESWORKFORCE,2000AREACHESAWIDERRANGEOFAPPLICANTSTHISISMOSTLYBASEDONTHEFACTTHATTHEINTERNETCANREACHPEOPLEATWORLDWIDELEVEL,INCONTRASTTOANYNEWSPAPERADVERTISEMENT,WHICHWOULDREACHALOCALORNATALGROUPCIPD,1999WORKFORCE,2000BBETTERQUALITYOFRESPONSEAPPLICANTSTHROUGHTHEINTERNETA

17、REMOSTLYYOUNG,COMPUTERLITERATE,EDUCATEDANDSHOWINGSOMEINTERESTINTHERECRUITINGCOMPANY,ESPECIALLYIFTHEYAPPLYTHROUGHTHECORPORATEWEBSITEBAILLIE,1996FROST,1997,NOTTOMENTION“ACCEPTINGOFCHANGEAND,THEREFORE,MORELIKELYTOHELPTHEBUSINESSGROWANDCHANGE”THALERCARTER,1998,P64RECENTLYTHENUMBEROFOLDER,NONITSTAFFUSING

18、THEINTERNETTOFINDJOBSHASINCREASED,WITHAROUNDHALFOFTHEMEARNINGMORETHAN30,000WHILE60PERCENTAREQUALIFIEDTOATLEASTDEGREELEVELWELCH,1999GIVESTHECOMPANYAMOREUPTODATEIMAGECIPD,2999ESPECIALLYWHENBUILDINGACORPORATERECRUITMENTSITE,ORISCONSIDEREDTOATTRIBUTETOTHECOMPANYANIMAGEOFINNOVATIONANDFLEXIBILITYFISTER,19

19、99THEFEAROFSTAYINGBEHINDINDUCESMANYHUMANRESOURCEMANAGERSTORECRUITTHROUGHTHENETHAYS,1999,P76OPPORTUNITYTOADDRESSSPECIFICLABORMARKETNICHESPRACTICESLIKEPOSTINGAJOB4OPENINGASANEMAILTOTHEDISCUSSIONGROUPSORELECTRONICFORUMSOFSPECIALINTERESTGROUPSENHANCETHETARGETINGPOTENTIALOFTHEMEDIUMBAILLIE,1996,WHILETHEE

20、XISTENCEOFNICHESITESLIKECHRISTIANJOBSCOM,BILINGUALJOBSCOM,CASINOCAREERSCOMFORCASINOWORKERS,NSBEORGFORBLACKENGINEERS,MBAFREEAGENTSCOM,ORASIANETCOMFORASIANLANGUAGESPEAKERSPROVIDESFORUNPRECEDENTEDFRAGMENTATIONOFTHEORLABORMARKETTARGETSGREENGARD,1998THALERCARTER,1998ATTRACTSTHEPASSIVEJOBSEEKERORCANACTASA

21、TOOLTOATTRACTTHEINTERESTOFHIGHLYCOMPETENTINDIVIDUALSWHOARENOTCURRENTLYSEARCHINGFORAJOBTHOSEARECONSIDEREDASTHEMOST“HIGHLYPRIZEDCATCH”BYRECRUITERSSHAND,2000HANSEN,1998,WITHTHEIRMAINQUALITYBEINGTHEINTERESTTHEYSHOWFORTHECOMPANYSACTIVITIESONTHEOTHERHAND,ITISALSOSUSTAINEDTHATSCARCELYWOULDTHEHIGHLYQUALIFIE

22、D,ALREADYEMPLOYED,PEOPLE“READWANTADS”,OR“POSTTHEIRRESUMESONTHEINTERNET”HAYS,1999,P79PROVIDESGLOBALCOVERAGEATACONSTANTBASISBAILLIE,1996THEINTERNETHASNOBOUNDARIESBUTLANGUAGEBARRIERS,WHICHCANBEOVERCOMESOMECOMPANIESHAVEALREADYTAKENADVANTAGEOFTHISASPECT,TOFACILITATETHERECRUITINGPROCESSFORTHEIROVERSEASOPE

23、RATIONSINSTRUMENTSLIKEONLINEQUESTIONNAIRESANDPSYCHOMETRICTESTSORVIDEOCONFERENCINGFORTHEINTERVIEWSCANBEUSEDATTHEFIRSTSTAGESOFTHESELECTIONPROCESS,TOEASETHEWHOLEINTERNATIONALSTAFFINGEFFORTFROMADISTANCEDISADVANTAGESOFONLINERECRUITMENTNEEDSTOBEAPPLIEDASPARTOFANINTEGRATEDRECRUITMENTPROCESSMANYORGANIZATION

24、SLACKTHERESOURCESORTHEEXPERTISETOACHIEVETHISCIPD,1999COMPANIESNEEDTOBEREADYTODEALWITHTHERELEVANTITTOOLS,SUCHASSEARCHENGINES,DATABASESORCVSCREENING,ANDTOUNDERTAKEAWHOLECHANGEMANAGEMENTEFFORT,INORDERTHATPEOPLEGETFAMILIARWITHTHEIMPLEMENTATIONOFTHENECESSARYTOOLSWORKFORCE,2000BFORTHEMAJORITYOFJOBSEEKERS,

25、INTERNETSTILLISNOTTHEFIRSTOPTIONCIPD,1999GIVENTHEDISTINCTIVELYQUICKRAISEOFINTERNETUSEGLOBALLY,THISSHOULDNORMALLYBEEXPECTEDTOCHANGEINSHORTTIMEISMAINLYPERCEIVEDASSUITABLEFORITJOBSANDFORYOUNGGRADUATESTHISREDUCESITSEFFECTIVENESSINTHEQUESTFOROTHERSPECIALLYAND/ORFORHIGHLYACHIEVED5PROFESSIONALSCIPD,1999THI

26、SPREOCCUPATIONHASITSROOTSINTHEBEGINNINGANDMID1990S,WHENSCARCELYCOULDANYONEELSE,BYLACKOFEXPERTISEORACCESSTOTHEINTERNET,EFFECTIVELYSEARCHFORWORKONLINEBAILLIE,1996STARCKE,1996CONCERNINGTHEGRADUATERECRUITMENT,THEREISANASSUMPTIONTHATERECRUITMENTWORKSBESTFORINITIALASSESSMENTATJUNIORLEVELS,WHERELITTLEEXPER

27、TISEISNEEDEDINSHIFTINGCANDIDATESPEOPLEMANAGEMENT,2000,ANDMORETHANAQUARTEROFTHEFIRMSTHATHAVEARECRUITMENTWEBSITEFOCUSEXCLUSIVELYONTHEIRGRADUATEINTAKELAMB,2000AINTHECASEOFPROFESSIONALANDMANAGERIALPOSITIONS,PUBLICAPPROACHES,LIKEOR,FORHIGHLEVELMANAGEMENTPOSITIONSARESTILLSTIGMA,AS“ITMIGHTGIVETHEIMPRESSION

28、THATYOUAREDESPERATE”USEEM,1999,P156ISMOREEFFECTIVEFORCOMPANIESALREADYKNOWNGREENGARD,1998,WILLIAMSANDKLAU,1997A1996AUSTINKNIGHTSURVEYEMPHASIZEDTHISEFFECT,HOLDINGTHATTHEREISAPOSITIVECORRELATIONBETWEENORSEFFECTIVENESSANDTHEUSEOFADVERTISEMENTSTOPROMOTETHECORPORATESITESTARCKE,1996ONTHEOTHERHAND,ORHASALSO

29、BEENFORWARDEDASDISTINCTIVELYSUCCESSFULFORSMALLCOMPANIES,ESPECIALLYIFTHEYFORGOMANAGINGTHEIROWNWEBSITEANDAPTFORTHEAIDOFORADVERTISINGORJOBBOARDSHANSEN,1998LEONARD,2000INVOLVESHIGHERRISKOFOVERLOADOFANSWERSTHELACKOFBARRIERSOFTIMEANDGEOGRAPHYANDTHEEASEINSUBMITTINGINFORMATIONFORTHECANDIDATESINTENSIFIESTHER

30、ISKOFOVERLOADWORKFORCE,2000ATHEUSEOFINTERNALSOFTWARETRACKINGRESUMEMECHANISMSMAYHELPTOHANDLETHEVOLUMEOFANSWERSWORKFORCE,2000AHAYS,1999ITSIMPLEMENTATIONIMPLIESEXTRATIMEANDEFFORTINDICATIVELY,SOMELARGEORGANIZATIONSHAVEALREADYFOUNDITNECESSARYTOOFFICIALLYDEDICATEONEORMORERECRUITERSTOFOCUSALLOFTHEIRTIMEEXC

31、LUSIVELYTOINTERNETRECRUITMENTTHALERCARTER,1998CONCLUSIONSMOSTOFTHECONSIDERATIONSONORTHATSURFACEDDURINGTHERESEARCHARENOTNEWINTHERECRUITMENTLITERATUREINFACT,COST,TIME,COVERAGE,REACHOFAPPLICANTS,QUALITYOFRESPONSEANDIMPACTONTHECORPORATEIMAGEARETRADITIONALCONSIDERATIONSINTHEDECISIONONTHERECRUITMENTMETHOD

32、THESUITABILITYOFTHEMEDIA6FORCERTAINSPECIALLYANDTHEBALANCEBETWEENOVERLOADOFANSWERSANDLACKOFANSWERSTOCHOOSEFROM,ASWELLASTHEEFFECTTHATTHEREPUTATIONOFTHECOMPANYHASONTHEEFFECTIVENESSOFANYRECRUITMENTEFFORTHAVEALSOBEENTRADITIONALLYWIDELYDISCUSSEDINTHELITERATURESISSON,1994,P194INFACT,SEVERALFACTORSTHATWHOHA

33、VEBEENPROMOTEDASDOWNSIDESOFORAREMOSTLYSYMPTOMSOFPOORRECRUITMENTPRACTICEANEXAMPLEISTHECONSIDERATIONOVERTHERISKOFOVERLOADOFANSWERSALTHOUGHTHEINTERNETREACHESPEOPLEFROMWIDERGEOGRAPHICALANDSOCIALCONTEXTSTHANANADVERTISEMENTONASINGLEREGIONALORNATIONALPAPER,ITALSOPROVIDESFORTHEPOSSIBILITYTOBETTERINFORMTHEAP

34、PLICANTONTHEJOBDESCRIPTIONTHEEXTENDEDWORDLIMITOFALLORJOBPOSTINGSALLOWSTHECOMPANYTOCOMMUNICATEACCURATEANDDETAILEDINFORMATIONABOUTTHEJOBTOPROSPECTIVEEMPLOYEES,ALLOWINGTHEMTOSELFSCREENANDREDUCINGTHENUMBEROFUNSUITABLEAPPLICANTSTHISEFFECTFALLSINTOTHE“REALISMHYPOTHESIS”,ACCORDINGTOWHICH,THEREALISMOFTHEJOB

35、DESCRIPTIONTHATISPROVIDEDTOTHECANDIDATEINCREASESTHEEFFECTIVENESSOFTHERECRUITINGSOURCEGRIFFETHETAL,1997ITSEEMS,THEN,THATTHEEFFECTIVENESSOFTHEMEDIUMDEPENDSMOSTLYONTHEIMPLEMENTATIONRATHERTHANONTHERECRUITMENTSOURCEITSELFANDMANYOFTHECHARACTERISTICSTHATHAVEBEENATTRIBUTEDTOTHEORAREHIGHLYDEPENDENTONTHECALIB

36、EROFTHEWHOLERECRUITMENTPROCESSCONCERNINGTHEFUTUREOFOR,THEMOSTPOPULARPOSITIONHOLDSTHATITSUSEWILLCONTINUETORISEASITHASUPTONOW,FOLLOWINGTHEEXPECTEDRISEOFTHEUSEOFTHEINTERNET,INGENERALINADDITIONTOTHAT,THERECRUITMENTRELATEDSOFTWAREHASBECOMEMOREREADILYAVAILABLEANDCOSTEFFECTIVE,ATENDENCYTHATMOSTPROBABLYWILL

37、PREVAILINTHEFUTURE,WHILETHEHRDEPARTMENTSARESEENASGAININGHIGHSPEEDACCESSTOTHEINTERNETATNOCOST,ASPARTOFTHEOVERALLONLINEADJUSTMENTOFMOSTCORPORATIONSHANSEN,1998TAYLOR,2001ONTHEOTHERHAND,ITCOULDBETHATTHEUPTONOWRISEOFORHASBEENEXAGGERATED,DUETOTHEHIGHLABORDEMANDFORTECHNICALANDPROFESSIONALPOSITIONSAROUNDTHE

38、WORLD，THATMADESUCHRECRUITMENTPRACTICESEEMSUCCESSFULRUDICH,2000GIVENTHEFINDINGSOFTHISRESEARCH,CONCERNINGTHEGENERALSATISFACTIONANDPOSITIVEATTITUDEOFTHECOMPANIESTOWARDSOR,ITWOULDBEEXPECTEDTHAT,EVENIFOR7DOESNOTBECOMETHEMAJORRECRUITMENTTOOL,ORPROVESTOOWNPARTOFITSSUCCESSTOTHETIGHTLABORMARKETCONDITIONS,ITD

39、EFINITELYISHERETOSTAYONTHEOTHERHAND,ADVANCEDTOOLS,LIKERESUMESCANNING,ONLINESELFSCREENING,VIDEOCONFERENCINGANDONLINEPSYCHOMETRICTESTS,WHICHAREALREADYUSEDBYCOMPANIESLIKECISCOPERSONNELJOURNAL,1996USEEM,1999,WILLBEMOREBROADLYUSEDINTHEFUTUREMOREOVER,THEPROVISIONOFINTERNETDIRECTORIESTHATDIRECTCANDIDATESTO

40、ANYSITETHATHASPOSTSMATCHINGTHEIRCRITERIAHASALREADYSTARTEDANDISEXPECTEDTOFORCETHERECRUITMENTWEBSITESTOADAPTANDOFFERMOREDEVELOPEDSERVICESTHANTHOSEOFPURE“MIDDLEMEN”,INORDERTOSURVIVEPEOPLEMANAGEMENT,2000（节选）8译文决定在线招收一个描述性的研究伊琳娜戛纳娜恪很短的时间里，人力资源部门就已经认识到了网络招聘在处理的人力资源部门事务是新工具这一了不起的成就。本文介绍了描述性研究的结果,其中包括英国一家IT

41、公司。该研究试图找出影响公司决定通过互联网招募的直觉属性。被测试的属性有成本效益，招聘周期，反应率，反应质量，公司形象影响，特殊生态位，被动求职者，全球覆盖，必要资源，实现的时间和努力，对求职者的吸引力特别是IT专业人士和年轻的毕业生，风险答案，影响规模和公司声誉。本文将给出一个如何看待和评价网络招聘的视角。介绍尽管网络招聘是最近发展起来的,但其招聘工具的选择,仍然是任何一家公司的基本。选择招聘工具需要企业通过严密的步骤，考虑到达目标群体的成本,时间尺度，企业文化适应和提供机会来提高组织公共关系等问题。最新一款独立处理的招聘技术是在线招聘。定义在线招聘在线招聘,又称网络招聘,电子招聘或者互联网

42、招聘，意味着正规就业信息的网上采购。这是一个比较新的实践。第一个可供参考的网络招聘章程只出现在80年代中期根特纳,1984,美国华盛顿州动物园,而系统的网络招聘参考在近十年开始在人力资源管理期刊中出现,80年代中期,IT公司和大学开始广泛使用互联网。自那时以来,网络招聘产业已经发展并且预计在欧洲,它将不断飙升,从只超过了1999年的5000万价值到2005年的38亿泰勒,2001。由于这个词的新颖性，不同的作者对于网络招聘概念有不同的界定。在本文中,我们仔细观察推动英国人事与发展特许协会发展的网络招聘英国人力资源管理协会,1999。它表明最常见的因特网招聘是1、添加招聘网页到现有组织的网站。这

43、是目前一个非常普遍的实践，它的主要优势是以最低的成本与发展中的公司网站页面关联，把网络招聘作为一个最聪明的方式向前推进（沙耶尔和麦卡特，1998）。2、使用专门从事招聘的网站,如“在线招聘人员”、“就业门户网站”、“在线招聘广告”或“工作机构”。这些网站最终作为公司与潜在申请人的连接介质。9专用招聘网站可以采取上市形式，这些网站与印刷分类广告的工作形式非常相似；求职网站,着重强调未来雇员；最后，利用其他招聘网站寻找客户或顾客资源瑞蒂彻,2000；泰勒,2001。3、使用媒体的网站。在这种情况下,电子广告伴随传统印刷品广告同时出现在原来的论文报纸或杂志中。报纸上分类广告的网站有时免费给任何人提供

44、一个印刷广告。网络招聘的范围也可能涉及远程面试和评估,如心理或智力测试,并利用在线广告和智能代理搜索网站。在早期的实践阶段，如搜索引擎、互动申请表格,原始回复的电子邮件及电子邮件列表等交互工具，把公司数据库与网站链接在一起代萨特,1999；泰勒,2001。影响因素决定通过网络去招聘对于公司使用网络招聘，大多数相关文献发现一些常见的效益和负面影响,常见的技术优点和不足如下在线招聘的优点低成本经济取得取决于应用的电子邮件发送方法。在公司网站发布职位空缺几乎没有成本，而在专用的招聘网站发布广告，费用主要取决于该特定网站的覆盖范围。因为单词的使用数量，网络招聘也达到了相当的经济规模。通过因特网,这个参

45、数没有任何限制或需要对此负责。总体而言，可以说网络招聘降低招聘产生的三个成本，即不仅是工作的认识，同时包括候选人甄选费用和生产损失，因为所花费的时间被用来填补职位。（英国人力资源管理协会，1999年；威廉姆斯和卡努，1997；劳动力，2000）。短周期招聘其中网络招聘最广的一个推广是在计算2530免费人力资源战略问题的时候（劳动力，2000。达到更广泛的申请者基于这样一个事实,全球水平下，互联网可以到达每个人,而相比之下，任何报纸广告,将会只到达一个本地或区域集团英国人力资源管理协会,1999；劳动力,2000。更高质量的反应通过因特网申请工作的大多是年轻人,电脑熟练操作者,接受过教育和对招聘

46、公司显示出一些兴趣的人,尤其是当他们通过公司网站（贝利，1996；弗罗斯特，1997）申请，更不用提变革，因此，更容易帮助企业成长和改变接受泰勒卡特,1998,P64。最近,老年人,非IT人员使用互联网来找工10作的数量有所增加,其中大约一半人收入超过30,000英镑，而且至少60的人受教育水平是学位程度韦尔奇,1999。为公司提供更多的最新图像英国人力资源管理协会2999尤其是当建立公司招聘网站时,网络招聘利于树立公司创新和灵活性形象菲斯特,1999。因为害怕落后其他公司，推动许多人力资源经理采用网络招聘海斯,1999,P76。吸引消极的求职者网络招聘还可以作为工具去吸引目前还没有找工作但非

47、常能干的人的兴趣。招聘人员非常珍视那些对公司表现出兴趣的人汉森,2000。另一方面,它也持续搜罗高合格、已就业、经常阅读招聘广告，或在互联网上投过简历的人海斯,1999,P79。在一个恒定的基础上覆盖全球巴耶,1996互联网没有边界,有语言障碍,但这可以克服。一些公司已经利用这方面的优势以方便他们的海外业务。招聘工具如在线调查、心理测试或视频会议可以用于甄选的第一阶段,以减轻整个来自远方国际员工的努力。在线招聘的不足之处需要应用一部分作为一个综合招聘过程很多机构缺乏资源或专家来实现这一目标英国人力资源管理协会,1999。公司需要准备好有关的IT工具,例如搜索引擎,数据库或者简历筛选。为了使人们

48、熟悉必要的实施工具，需要进行整体变更管理工作劳动力,2000年。对大多数求职者来说,互联网还不是第一选择英国人力资源管理协会,1999从全球范围来看网络使用速度明显提高了,这通常应该在短时间内对其改变。网络招聘被认为主要适合IT工作者和年轻毕业生们吗这降低了它在谋求其他专业或高度专业人员的有效性英国人力资源管理协会,1999年。这种观点开始于90年代初期和中期，几乎没有任何专业知识或接触过互联网的人可以通过互联网有效地搜寻工作（贝利，1996年；斯塔基，1996）。关于毕业生招聘,有一种设想是电子招聘适合初级水平，特别是那些没有任何经验的转型人选人员管理,2000年,超过四分之一的招聘网站只专

49、注于成功毕业生地加入拉姆,2000年。在专业管理职位，公开的招聘方法，侧重于网络招聘，但高层次的管理岗位仍然不主张使用，因为它可能起不到招聘合适人选的作用（尤西姆，111999年，第156页）。被认为对公司更有效格林加尔德,1998,威廉斯和柯兰,19971996年一个奥斯汀骑士的调查强调了这一作用，认为网络招聘效果与使用公司网站推广的广告呈正相关（斯塔基，1996）。另一方面，那些放弃管理自己的网站或适当为网络招聘或工作委员会提供援助的小公司，网络招聘已被成功外包（汉森，1998；伦纳德，2000）。涉及到更高危险的超载答案在存在时间和地理障碍时，提交候选人易于加剧信息超载的危险劳动力,2000。使用内部简历跟踪软件机制可能有助于处理超载答案这一危险（劳动力,1999。实施意味着额外的时间和精力一些大型机构已发现有必要安排一个或多个招聘者把他们的时间专门投入到网络招聘服务（泰勒卡特，1998）。结论大多数对网络招聘的顾虑是在研究中没有出现新的招聘文学。事实上,成本、时间、覆盖范围、有效的申请者、质量反应和企业形象的影响都是招聘决策和方法上需考虑的传统因素。媒体追逐报道某些专家对超载答案的平衡，以及该公司采取任何招聘工作所取得的声誉（西森，1994，第194页）。事实上,提炼为网络招聘缺点的因素是缺少征聘的大多症状。一个教训是必须考虑超载答案的风险。然而互联网比一个