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Location: , KW
Website: http://t.co/dqAEkfJyBs


In 2000 I wrote a dissertation (when I was at a university in the UK) on Internet recruitment — and 11 years later all my dissertation conclusions have been proven correct. In the 2000 tight labour market it was mandatory for organisations to use additional tools to recruit and open up to a broader spectrum of candidates while at the same time creating competitive advantage. I said in my dissertation: • Recruitment was/is a key component for success • The difference between traditional and modern recruitment was largely due to technical advances in today´s recruitment, diverse ways of working, and behavior at work. • An increase in using online recruitment • A balance between human and technological interaction must be found • Stories of security breaches and resume fraud The development from a traditional to an Internet recruitment approach attitude-wise meant that organisations had to deal with changing competences. It involved changing attitudes and behaviour company-wide, re-enforcing the need for the newest recruitment approaches. WHAT HAPPENED AND WHAT THIS MEANS TODAY An increase in usage of online recruitment while a balance between human and technological interaction was achieved by the implementation of a well-planned company strategy: • Online recruitment is seen as a strategic supplement to the HR department • Applying for vacancies more a lottery for potential candidates • HR professionals adhere to ethical considerations and value technology • Knowing how to attract the right candidate online; just-in-time recruitment approach Contact me at nicole@humanresourcesglobal.com with questions about Human Resources strategic solution consulting.