The job market can be a tough place for both employers and job seekers, but one resource is bridging that gap: Internet recruiting.
Internet recruiting is the act of scouring the Internet to locate actively-searching job seekers and passive candidates, or potential candidates who are content in their current position.
Recruiters often use large job boards, such as Monster.com or CareerBuilder.com, to locate potential employees, while job seekers use these same resources to locate potential employers. Apart from this, there also are third party recruiters, which will help an employer fill the gap between job openings and job seekers for a price.
Employers also have begun using social and business networking sites to locate potential candidates. The immediate goal of internet recruiting is usually to find individuals that a recruiter or company can present to hiring managers, and Internet recruiters often have very short-term goals when dealing with online recruiting.
Generally, a recruiter will receive a new job requisite, and if no matches are found on the company's database, the Internet is usually the next step.
According to Gaebler Ventures, online employment sites provide job-seekers with a free venue to post their resume. This has become an increasingly attractive employment resource due to the lack of out-of-pocket expense.
"As popularity with top candidates surges, a great number of employers are also turning to the Internet as a way to fill vacancies with people that will fulfill the needs of their organization," the site explains. "In exchange for acting as an intermediary, companies looking to utilize these sites are required to pay a fee in order to post open job listings as well as for the ability to communicate with candidates."
Some companies even chose to recruit exclusively online because of the convenience and efficiency.
It's noted in "The Effect of Internet Recruiting on the Matching of Workers and Employers," by Yael S. Hadass, that more than 25 percent of unemployed job seekers use the Internet to find jobs.
"The adoption of Internet recruiting is modeled as reducing application costs to workers and improving screening technology for firms," Hadass states. "The reduction in application costs to workers is shown to induce applications from candidates who are relatively less qualified and to decrease the proportion of qualified new hires; however, the improvement in firms' screening technology may offset this effect."
Hadass also states that employees hired through the Internet have similar job durations as those hired through print advertising.