HRM Monster.com
•
0 likes•69 views
Monster.com is a global online job portal that connects job seekers and employers. It was founded in 1999 and now operates in over 40 countries. The document discusses Monster.com's history, services, and traditional versus online recruitment methods. It also provides an overview of the registration and application process for both job seekers and employers on the Monster.com platform.
Report
Share
Report
Share
Recommended
Trends impacting HR in 2018 - Research by Lanteria HR
The document discusses several likely trends that will impact HR in 2018, including an increase in sexual harassment complaints due to recent high-profile cases, continuing tight labor market putting upward pressure on wages and making recruiting more difficult, and demand for increased workplace flexibility. Health care costs are also expected to continue rising significantly. HR departments should review policies like anti-harassment and assess their benefits, recruiting practices, and flexibility options in light of these trends.
8 Biggest HR Trends to Follow in 2018
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
Tactical HR: Trends for 2018
The HR Trend Institute follows, detects and encourages trends in the people and organization domain, and in related areas. "Megatrends" are influencing work and the workplace. What will the future of work look like, and how can organizations use these trends for their benefit?
Source In London; Big Data for Recruiting
Lindsay Ahearne, Senior Insights Analyst at LinkedIn takes the SourceIn London audience through the importance of using data to manage clients, create talent pools and accelerate your recruiting efforts, featuring best in class examples from recruiters throughout the UK.
Designing Your Social Media Recruitment Strategy
The document provides guidance on developing an effective social media recruitment strategy. It recommends that the strategy focus on transparency with candidates, engaging in conversational interviews, leveraging the wisdom of crowds, using data strategically, prioritizing speed, reusing candidate information, and providing a rich user experience. It cautions that the challenge is implementing these ideas effectively in practice.
Consultnet
The document provides information about Consult Net, a technical consulting and staffing company. It discusses the company's vision, history since being founded in 1996, services offered, and CEO Don Goldberg's background and leadership. It also lists current engineering and IT job openings and quotes from satisfied contractors about their positive experiences working with Consult Net.
7 Trends Impacting Your Staffing Firm in 2018 and Beyond
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Bhavin My Story @Isb
The document outlines the career journey and lessons learned by Bhavin Turakhia, CEO of Directi, from 1989 to present day. Some key points are:
- He started two failed businesses in 1996-1997 before founding Directi and registering the domain name.
- Directi grew rapidly in the late 1990s and 2000s through a focus on automation, products over services, and gaining customers.
- Today Directi is a $300 million technology enterprise with over 500 employees and millions of customers globally across 6+ business units.
Recommended
Trends impacting HR in 2018 - Research by Lanteria HR
The document discusses several likely trends that will impact HR in 2018, including an increase in sexual harassment complaints due to recent high-profile cases, continuing tight labor market putting upward pressure on wages and making recruiting more difficult, and demand for increased workplace flexibility. Health care costs are also expected to continue rising significantly. HR departments should review policies like anti-harassment and assess their benefits, recruiting practices, and flexibility options in light of these trends.
8 Biggest HR Trends to Follow in 2018
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
Tactical HR: Trends for 2018
The HR Trend Institute follows, detects and encourages trends in the people and organization domain, and in related areas. "Megatrends" are influencing work and the workplace. What will the future of work look like, and how can organizations use these trends for their benefit?
Source In London; Big Data for Recruiting
Lindsay Ahearne, Senior Insights Analyst at LinkedIn takes the SourceIn London audience through the importance of using data to manage clients, create talent pools and accelerate your recruiting efforts, featuring best in class examples from recruiters throughout the UK.
Designing Your Social Media Recruitment Strategy
The document provides guidance on developing an effective social media recruitment strategy. It recommends that the strategy focus on transparency with candidates, engaging in conversational interviews, leveraging the wisdom of crowds, using data strategically, prioritizing speed, reusing candidate information, and providing a rich user experience. It cautions that the challenge is implementing these ideas effectively in practice.
Consultnet
The document provides information about Consult Net, a technical consulting and staffing company. It discusses the company's vision, history since being founded in 1996, services offered, and CEO Don Goldberg's background and leadership. It also lists current engineering and IT job openings and quotes from satisfied contractors about their positive experiences working with Consult Net.
7 Trends Impacting Your Staffing Firm in 2018 and Beyond
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Bhavin My Story @Isb
The document outlines the career journey and lessons learned by Bhavin Turakhia, CEO of Directi, from 1989 to present day. Some key points are:
- He started two failed businesses in 1996-1997 before founding Directi and registering the domain name.
- Directi grew rapidly in the late 1990s and 2000s through a focus on automation, products over services, and gaining customers.
- Today Directi is a $300 million technology enterprise with over 500 employees and millions of customers globally across 6+ business units.
CareerBuilder’s Road(map) to the Future
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
AI in Talent Acquisition - Talent Connect 2017
Artificial intelligence is disrupting talent acquisition in several ways: (1) AI can automate tasks like screening resumes, conducting video interviews, and scheduling appointments; (2) Advanced AI uses techniques like deep learning and neural networks to personalize candidate outreach through targeted messaging and chatbots; (3) As AI assumes more roles, recruiters' jobs will change to become AI trainers, career engineers, explainers, and sustainers who ensure proper AI functioning. The document discusses these changes and recommends recruiters stay updated on technologies, identify skills gaps, experiment with AI tools, and adopt AI to help in their daily work.
The Game of Business v2.0
This is a presentation I have delivered at various B-Schools (the likes of ISB, IIM etc), conferences and other venues. At Directi, we believe that Business is like a game. This presentation covers principles that embrace this philosophy and that have been instrumental to the success of Directi.
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...
Perceptions around gender are changing rapidly. Companies must understand how to navigate this universe, but that's easier said than done. In this session, Lisa Kenney — CEO of Reimagine Gender — will be your guide, explaining what gender is (and isn't) in the first place. Lisa will provide concrete tips on how to create more inclusive processes, policies, and practices. Furthermore, Lisa will address topics including pronouns, training, and job application forms, and will also share broader insights about how gender affects every person at the company. There will also be plenty of time to answer your questions on gender.
CareerBuilder's Empower 2017
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
LinkedIn Recruiter: New Product Enhancements
LinkedIn's gurus for LinkedIn Recruiter will share new advancements with the product and tips on getting more out of your InMails and recommended profiles.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Coffee Fest - St. Louis - What your employee's want and how giving it to them...
This document discusses what hourly employees really want from their jobs and how providing those things can benefit employers. It summarizes research showing that employees value appreciation, involvement, empathy, purpose, goals and recognition over just wages and benefits. It argues that technology can help employers empower employees, communicate goals, recognize contributions and streamline tasks like scheduling to improve engagement. Higher engagement leads to lower turnover and higher productivity, customer satisfaction and profits.
2018 HR Trends | Paycor Long Island New York
See the top Trends that are impacting mid-sized companies how Paycor support that strategic growth. Paycor Long Island NY, Adam Brier HCM Consultant
Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind
Jennifer Seith & Leigh-Margaret Stull tell us how recruiting has evolved because of friction and the top 3 reasons friction is hurting your hiring goals.
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...
One of the toughest parts of identifying trends is getting caught up in what the "cool" companies are doing. Every firm doesn't have the budget of a Google, Facebook, or Apple, so what are the real trends in talent acquisition? In this webinar we will examine the research that supports key trends in the world of recruiting, from the increased focus on hiring from within and greater exploration of experience design to the expansion of the recruiting technology "stack" beyond the applicant tracking system, and how AI is losing its luster for some employers.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
2018 hr trends
Unemployment is at its lowest rate in 16 years, tightening the labor market and impacting pay increases. Millennials now make up a large portion of the workforce and expect work experiences and individualized career development. Companies are moving away from email communication to more immediate responses through social media and instant messaging. HR should explore non-traditional sources of talent like interns, consultants, and crowdsourcing to attract candidates in this competitive environment. Analytics and predictive data can help companies measure and react to trends to optimize employee productivity, engagement, and retention.
5 Keys for Creating a Modern Employee Experience
The document discusses five keys for creating a modern employee experience: 1) Focus on improving the overall employee experience by mapping all touchpoints. 2) Audit relevant employee data to understand what is known. 3) Personalize the employee experience to make it more consumer-like. 4) Connect communications to organizational purpose and understand employee concerns. 5) Align internal digital and mobile strategies to plan for the future of mobile access. The presentation provides strategies for addressing each of these keys to improve employee engagement.
Employee onboarding in the 21st century.
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
Reduce your hiring cost by using LinkedIn Solutions
The document discusses how to decrease costs per hire using LinkedIn solutions. It defines costs per hire and explains that LinkedIn can help reduce costs through tools like Talent Direct campaigns, Job Slots, and Recruiter. These solutions allow for mass outreach, personalized job matching, and increased efficiency. The document concludes with a success story of a company that reduced time to hire by 30% and costs of recruitment by over 50% using LinkedIn.
Employment Branding on Zero Dollars
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
Your vibe attracts your tribe: Create an experience that secures top talent |...
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?
Webcast recorded August 25, 2011.
Topic: Sourcing - Got Networks, Nodes and Hotspots?
Featured speaker: Lou Adler
Glen Cathey "The Current and Future State of Sourcing" from Talent42
Sourcing will always be necessary to find talent, but current sourcing methods rely too heavily on tips and tricks rather than rigorous methodologies. While unprecedented amounts of data are available, simply having access to data does not provide a competitive advantage. Future sourcing will focus more on disciplined approaches to analyze human capital data from both traditional and emerging sources. Machine learning and predictive analytics will enhance sourcing capabilities, but human judgment will still be needed.
HTC wine party_2011
This document summarizes an invitation and agenda for the Haas Tech Club Wine Party. It includes:
- An introduction welcoming 348 active and over 400 past members to the event.
- Brief bios of 13 members of the HTC leadership team organizing different aspects of the event and club activities, such as company visits, alumni networking, and speaker events.
- Words of wisdom from Meg on effective networking, including connecting with the right people, becoming conversational, and maintaining credibility.
Monster.com
INTRODUCTION
A global leader in connecting people
Time period: 20 year
Services provided: 40+ countries
Founded: 1999 Founder: Jeff Taylor
Headquarter: New York, U.S.
Website: www.monster.com
www.about-monster.com
HISTORY
It is one of the most visited employment websites in the United States and one of the largest in the world.
Jeff Taylor founded and served as CEO and “Chief Monster” for many years.
IN 1999 by the merger of The Monster Board (TMB) and online career centre(OCC).
MONSTER.COM IN INDIA
Established in 2003.
Headquartered in Hyderabad and present in 11 other cities of India.
In 2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com.
Global rank 866 and rank in USA is 247.
Rating: 1.96
Traditional v/s Online Recruitment
Traditional Recruitment Method
Recruitment- new concept
Print media are mostly used
But this was long process and time taking as there was no filtration
Therefore,
Online Method is better:-
Fast acting
Efficient
Cost effective
Any place, anywhere
Online pre-employment screening
SERVICE MECHANISM
Registration Information
For Applicants:
Non-Paid
Paid
&
For Recruiter/ Employeer
ADMINISTRATOR
Should be able to create a new applicant.
Should be able to change any of the editable details for the applicant.
Should be able to search on applicant number and vacancy number.
Attach an applicant to a vacancy-The relationship between applicant and vacancy.
BENEFITS of signing up with Monster.com
Protect your personal information by never providing credit card , bank account number
or any other information.
help.monster.com > faq
BENEFITS of e-recruitment
A new approach – very common these days
Easier to find and get job – for job seekers
Cost- effective
Less time taking.
RESTRICTIONS
In violation of any applicable law or regulation,
In a manner that will infringe the copyright, trademark, trade secret or other intellectual property or proprietary rights of others.
That belongs to another person and to which the user does not have any right to,
Harm minors in any way,
COMPETITORS
CONCLUSION
Job matchmaking is an important issue in today’s global , distributed and heterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented.
We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits to humanity.
Human Resource Management:Recruitment and Selection, Placement and Induction)
The document discusses various methods that organizations use to recruit new staff and how recruitment methods have changed over the past 10 years due to technological advances.
Traditional methods like newspaper ads, employee referrals, and temp agencies are still used but have been supplemented by new online methods. Automated online applications and social media platforms like LinkedIn, Facebook, and Twitter allow organizations to more efficiently source and engage candidates.
Of the newer methods, employee referral programs and social media, especially LinkedIn, have been among the most effective at generating quality hires. However, many HR directors remain skeptical of social media's effectiveness and prefer traditional methods. Poorly designed recruitment processes that fail to properly target candidates or promote organizational benefits have proven
More Related Content
What's hot
CareerBuilder’s Road(map) to the Future
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
AI in Talent Acquisition - Talent Connect 2017
Artificial intelligence is disrupting talent acquisition in several ways: (1) AI can automate tasks like screening resumes, conducting video interviews, and scheduling appointments; (2) Advanced AI uses techniques like deep learning and neural networks to personalize candidate outreach through targeted messaging and chatbots; (3) As AI assumes more roles, recruiters' jobs will change to become AI trainers, career engineers, explainers, and sustainers who ensure proper AI functioning. The document discusses these changes and recommends recruiters stay updated on technologies, identify skills gaps, experiment with AI tools, and adopt AI to help in their daily work.
The Game of Business v2.0
This is a presentation I have delivered at various B-Schools (the likes of ISB, IIM etc), conferences and other venues. At Directi, we believe that Business is like a game. This presentation covers principles that embrace this philosophy and that have been instrumental to the success of Directi.
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...
Perceptions around gender are changing rapidly. Companies must understand how to navigate this universe, but that's easier said than done. In this session, Lisa Kenney — CEO of Reimagine Gender — will be your guide, explaining what gender is (and isn't) in the first place. Lisa will provide concrete tips on how to create more inclusive processes, policies, and practices. Furthermore, Lisa will address topics including pronouns, training, and job application forms, and will also share broader insights about how gender affects every person at the company. There will also be plenty of time to answer your questions on gender.
CareerBuilder's Empower 2017
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
LinkedIn Recruiter: New Product Enhancements
LinkedIn's gurus for LinkedIn Recruiter will share new advancements with the product and tips on getting more out of your InMails and recommended profiles.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Coffee Fest - St. Louis - What your employee's want and how giving it to them...
This document discusses what hourly employees really want from their jobs and how providing those things can benefit employers. It summarizes research showing that employees value appreciation, involvement, empathy, purpose, goals and recognition over just wages and benefits. It argues that technology can help employers empower employees, communicate goals, recognize contributions and streamline tasks like scheduling to improve engagement. Higher engagement leads to lower turnover and higher productivity, customer satisfaction and profits.
2018 HR Trends | Paycor Long Island New York
See the top Trends that are impacting mid-sized companies how Paycor support that strategic growth. Paycor Long Island NY, Adam Brier HCM Consultant
Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind
Jennifer Seith & Leigh-Margaret Stull tell us how recruiting has evolved because of friction and the top 3 reasons friction is hurting your hiring goals.
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...
One of the toughest parts of identifying trends is getting caught up in what the "cool" companies are doing. Every firm doesn't have the budget of a Google, Facebook, or Apple, so what are the real trends in talent acquisition? In this webinar we will examine the research that supports key trends in the world of recruiting, from the increased focus on hiring from within and greater exploration of experience design to the expansion of the recruiting technology "stack" beyond the applicant tracking system, and how AI is losing its luster for some employers.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
2018 hr trends
Unemployment is at its lowest rate in 16 years, tightening the labor market and impacting pay increases. Millennials now make up a large portion of the workforce and expect work experiences and individualized career development. Companies are moving away from email communication to more immediate responses through social media and instant messaging. HR should explore non-traditional sources of talent like interns, consultants, and crowdsourcing to attract candidates in this competitive environment. Analytics and predictive data can help companies measure and react to trends to optimize employee productivity, engagement, and retention.
5 Keys for Creating a Modern Employee Experience
The document discusses five keys for creating a modern employee experience: 1) Focus on improving the overall employee experience by mapping all touchpoints. 2) Audit relevant employee data to understand what is known. 3) Personalize the employee experience to make it more consumer-like. 4) Connect communications to organizational purpose and understand employee concerns. 5) Align internal digital and mobile strategies to plan for the future of mobile access. The presentation provides strategies for addressing each of these keys to improve employee engagement.
Employee onboarding in the 21st century.
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
Reduce your hiring cost by using LinkedIn Solutions
The document discusses how to decrease costs per hire using LinkedIn solutions. It defines costs per hire and explains that LinkedIn can help reduce costs through tools like Talent Direct campaigns, Job Slots, and Recruiter. These solutions allow for mass outreach, personalized job matching, and increased efficiency. The document concludes with a success story of a company that reduced time to hire by 30% and costs of recruitment by over 50% using LinkedIn.
Employment Branding on Zero Dollars
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
Your vibe attracts your tribe: Create an experience that secures top talent |...
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?
Webcast recorded August 25, 2011.
Topic: Sourcing - Got Networks, Nodes and Hotspots?
Featured speaker: Lou Adler
Glen Cathey "The Current and Future State of Sourcing" from Talent42
Sourcing will always be necessary to find talent, but current sourcing methods rely too heavily on tips and tricks rather than rigorous methodologies. While unprecedented amounts of data are available, simply having access to data does not provide a competitive advantage. Future sourcing will focus more on disciplined approaches to analyze human capital data from both traditional and emerging sources. Machine learning and predictive analytics will enhance sourcing capabilities, but human judgment will still be needed.
HTC wine party_2011
This document summarizes an invitation and agenda for the Haas Tech Club Wine Party. It includes:
- An introduction welcoming 348 active and over 400 past members to the event.
- Brief bios of 13 members of the HTC leadership team organizing different aspects of the event and club activities, such as company visits, alumni networking, and speaker events.
- Words of wisdom from Meg on effective networking, including connecting with the right people, becoming conversational, and maintaining credibility.
What's hot (20)
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...
Coffee Fest - St. Louis - What your employee's want and how giving it to them...
Coffee Fest - St. Louis - What your employee's want and how giving it to them...
Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind
Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...
Reduce your hiring cost by using LinkedIn Solutions
Reduce your hiring cost by using LinkedIn Solutions
Your vibe attracts your tribe: Create an experience that secures top talent |...
Your vibe attracts your tribe: Create an experience that secures top talent |...
Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?
Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?
Glen Cathey "The Current and Future State of Sourcing" from Talent42
Glen Cathey "The Current and Future State of Sourcing" from Talent42
Similar to HRM Monster.com
Monster.com
INTRODUCTION
A global leader in connecting people
Time period: 20 year
Services provided: 40+ countries
Founded: 1999 Founder: Jeff Taylor
Headquarter: New York, U.S.
Website: www.monster.com
www.about-monster.com
HISTORY
It is one of the most visited employment websites in the United States and one of the largest in the world.
Jeff Taylor founded and served as CEO and “Chief Monster” for many years.
IN 1999 by the merger of The Monster Board (TMB) and online career centre(OCC).
MONSTER.COM IN INDIA
Established in 2003.
Headquartered in Hyderabad and present in 11 other cities of India.
In 2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com.
Global rank 866 and rank in USA is 247.
Rating: 1.96
Traditional v/s Online Recruitment
Traditional Recruitment Method
Recruitment- new concept
Print media are mostly used
But this was long process and time taking as there was no filtration
Therefore,
Online Method is better:-
Fast acting
Efficient
Cost effective
Any place, anywhere
Online pre-employment screening
SERVICE MECHANISM
Registration Information
For Applicants:
Non-Paid
Paid
&
For Recruiter/ Employeer
ADMINISTRATOR
Should be able to create a new applicant.
Should be able to change any of the editable details for the applicant.
Should be able to search on applicant number and vacancy number.
Attach an applicant to a vacancy-The relationship between applicant and vacancy.
BENEFITS of signing up with Monster.com
Protect your personal information by never providing credit card , bank account number
or any other information.
help.monster.com > faq
BENEFITS of e-recruitment
A new approach – very common these days
Easier to find and get job – for job seekers
Cost- effective
Less time taking.
RESTRICTIONS
In violation of any applicable law or regulation,
In a manner that will infringe the copyright, trademark, trade secret or other intellectual property or proprietary rights of others.
That belongs to another person and to which the user does not have any right to,
Harm minors in any way,
COMPETITORS
CONCLUSION
Job matchmaking is an important issue in today’s global , distributed and heterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented.
We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits to humanity.
Human Resource Management:Recruitment and Selection, Placement and Induction)
The document discusses various methods that organizations use to recruit new staff and how recruitment methods have changed over the past 10 years due to technological advances.
Traditional methods like newspaper ads, employee referrals, and temp agencies are still used but have been supplemented by new online methods. Automated online applications and social media platforms like LinkedIn, Facebook, and Twitter allow organizations to more efficiently source and engage candidates.
Of the newer methods, employee referral programs and social media, especially LinkedIn, have been among the most effective at generating quality hires. However, many HR directors remain skeptical of social media's effectiveness and prefer traditional methods. Poorly designed recruitment processes that fail to properly target candidates or promote organizational benefits have proven
Northwest Indiana SHRM Keynote
This document summarizes a presentation given in 2010 about the evolution of online talent acquisition over the previous 10 years and what may come in the next 10 years. It outlines how recruiting has shifted from relying heavily on print ads in 1997 to relying on the internet for 45% of hires by 2009. The presentation discusses both what has worked with the transition to online recruiting, such as increased candidate pools and communication automation, and challenges such as maintaining up-to-date information and minimizing legal risks. It also considers how recruiting may continue to change with further technology advances and shifting candidate and employer behaviors.
Job Search Strategies
Learn how to proactively identify, plan and organize the steps to develop an effective job search strategy.
Zte ppt
1) ZTE is a leading telecommunications company that recruits through websites, social media, job fairs, and referrals from existing employees.
2) The student interned with ZTE and participated in recruitment tasks like screening candidates and conducting interviews.
3) Through this project, the student learned about ZTE's recruitment and selection process firsthand and gained practical knowledge of human resources functions.
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
social-media-partner-proposal
Recruiter.com offers an online recruiting platform and services for employers, recruiters, and job seekers. Their flagship product, the Job Market platform, distributes job postings to thousands of recruiters, providing employers with access to top talent. Recruiter.com has a strong brand in the recruiting industry and a large audience and network of recruiters. They are positioned for growth in the expanding online recruiting market. The partnership proposal outlines Recruiter.com's value proposition and opportunities for partners to earn commissions by promoting Recruiter.com's career services and products.
Top Interview Tips tips
The document provides guidance to employers on creating an effective interview process. It discusses interview best practices based on a panel of experienced recruiting professionals. Some of the key points covered include:
- Assess candidates' values through behavioral interviewing questions.
- Keep candidates comfortable by having informal portions and communicating your process clearly.
- Experiment with different interview tactics and collect feedback to determine what works best for your company.
- Prioritize candidate experience, as a positive experience can influence a candidate to accept an offer over another company.
LPGD JL14 0943 Anmol Ramnani - Project Report - Technology As A Leverage In R...
Technology has brought massive changes to the recruitment process. Modern recruitment techniques like social media, applicant tracking systems, mobile recruiting, and online job boards allow recruiters to reach a wider audience more efficiently. While traditional methods still have value, new technologies provide opportunities for faster information dissemination and two-way engagement between employers and candidates. The recruitment process typically involves identifying vacancies, developing job descriptions, sourcing candidates, screening and selecting applicants, hiring, and onboarding new employees. Leveraging different technologies at various stages can help streamline this process.
Recruitment and Selection- A Comparative Study
This project is a comparative study on the recruitment and selection process of 3 world renowned companies from different industries namely e-commerce, healthcare and IT
Bloomington Workforce Center
This document provides guidance on using social media, particularly LinkedIn, for job searching. It discusses how social media has changed the job search landscape, with networking and connections now more important than just resumes. LinkedIn is presented as the top professional social media tool, allowing users to build a network of millions of professionals and companies. The document provides tips on using LinkedIn effectively for job searching, such as getting recommendations, joining groups, searching for jobs, and answering questions to become more visible to potential employers.
How volume hiring varies from regular recruitment
Best recruitment companies in India use automation to the best possible extent to reduce errors and come up with results in no time! This takes inspiration from volume hiring practices that vary widely from regular recruitment.
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
The document discusses various recruitment methods and processes. It begins by defining recruitment as the process of identifying and selecting job candidates from both internal and external sources. It then provides details on different types of internal recruitment like promotions, transfers, and employee referrals. External recruitment methods include job boards, social media, websites, and networking events. The document also discusses newer recruitment technologies like applicant tracking systems, virtual reality communications, mobile strategies, and video interviewing. It emphasizes finding the right candidates through an effective recruitment process.
How to Recruit for Startups - A Guid for Employers- Maintec.pdf
Recruitment is a tricky process for both companies and candidates. Today, the number of startups - small- to medium-sized businesses has grown tremendously in the last two decades. It is difficult for employers to find qualified candidates who can help their company grow.
Unit - II Recruitment and Selection - Copy.pptx
Recruitment is the process of generating a pool of capable people to apply for employment to an organization.
Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements.
Building a proactive sourcing function to fill Critical Positions
The document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining a clear recruitment charter by collaborating with leadership and recruiters. It also covers creating comprehensive passive and active candidate sourcing strategies, measuring the value of sourcing, and brainstorming solutions.
ATC Building A Proactive Sourcing Function To Fill Critical Positions
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
best practice in RECRUITMENT AND SELECTION
Forward-thinking businesses need to embrace new talent acquisition trends to attract and retain top talent in today's changing workforce. Key trends include focusing on candidate experience through high quality user interfaces, personalizing the application process, leveraging social media and connections, enabling global hiring, and tailoring recruiting to millennials. Adopting solutions that support these emerging trends can help future-proof an organization's recruiting.
Whitepapers top-five-talent-acquisition-trends
Forward-thinking businesses need to implement recruiting solutions and processes that will attract and retain top talent as the nature of work and the workforce changes. Recruiting needs to focus on creating a positive user experience for candidates through personalized interactions and leveraging social connections and collaboration. Embracing these trends now can help organizations claim the best talent while competitors are still catching up to the changing landscape of talent acquisition.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Similar to HRM Monster.com (20)
Human Resource Management:Recruitment and Selection, Placement and Induction)
Human Resource Management:Recruitment and Selection, Placement and Induction)
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - OnlineHRM-510 Business Employment Law .docx
LPGD JL14 0943 Anmol Ramnani - Project Report - Technology As A Leverage In R...
LPGD JL14 0943 Anmol Ramnani - Project Report - Technology As A Leverage In R...
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
How to Recruit for Startups - A Guid for Employers- Maintec.pdf
How to Recruit for Startups - A Guid for Employers- Maintec.pdf
Building a proactive sourcing function to fill Critical Positions
Building a proactive sourcing function to fill Critical Positions
ATC Building A Proactive Sourcing Function To Fill Critical Positions
ATC Building A Proactive Sourcing Function To Fill Critical Positions
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recently uploaded
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Recently uploaded (13)
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Periodical - Employee Spotlight Kathryn Hillenburg
Periodical - Employee Spotlight Kathryn Hillenburg
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
HRM Monster.com
- 1. HRM Project on Job Portal Monster.com Submitted to: Prof Pratibha Pandey Submitted by: • Afreena Tabassum • Kartikeya Srivastava • Swaraj Madan • Vijayta Singh
- 3. A global leader in connecting people Time period: 20year Services provided: 40+countries Founded: 1999 Founder: Jeff Taylor Headquarter: New York,U.S. Website: www.monster.com www.about-monster.com
- 4. Itis one of the most visited employment websites in the United States and one of the largest in the world. Jeff Taylor founded and served as CEO and “Chief Monster” for many years. IN 1999 by the merger of The Monster Board (TMB) and online careercentre(OCC).
- 5. Established in2003. Headquartered in Hyderabad and present in 11 other cities of India. In2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com. Global rank 866 and rank in USA is 247. Rating: 1.96
- 6. TraditionalRecruitmentMethod Recruitment- new concept Print media aremostly used But this was long process and time taking as there was no filtration Therefore, Online Method is better:- Fast acting Efficient Cost effective Any place, anywhere Online pre-employment screening
- 7. Registration Table Chosenfield (B.E) Advanced filtering for job seekers Company Company requirement (B.E) RecordsTable Logins Stored Match Logins Stored Details of candidate’s sent to company representative SMSnotification for the job seeker(Yes/No)SMSModule Job seeker
- 8. For Applicants: Non-Paid Paid & For Recruiter/ Employeer
- 9. Prepare your CV Get Registered (they askfor Name,Address, Qualification, Area, Typeof Industry, Work Experience) Upload CV and Photo AgeEligibility-18 years
- 10. Prepare your CV Get Registere d (they askfor Name,Address, Qualification, Area, Typeof Industry, Work Experience) Upload CV and Photo Givespecial database& Guarantee for getting jobin 3 months AgeEligibility-18 years
- 11. Prepare PostJDon web-side Job Create screening questions & filter response online Further Recruitm ent and Selection Process Description Setup an account AgeEligibility-18 years
- 12. Should be able to create a new applicant. Should be able to change any of the editable details for the applicant. Should be able to search on applicant number and vacancy number. Attach an applicant to a vacancy-The relationship between applicant and vacancy.
- 13. Monster.com Protect your personal information by never providing credit card , bank account number or any otherinformation. help.monster.com >faq
- 14. A new approach –very common these days Easier to find and get job –for job seekers Cost- effective Less time taking.
- 15. In violation of any applicable law or regulation, Ina manner that will infringe the copyright, trademark, trade secretor other intellectual property or proprietary rights ofothers. That belongs to another person and to which the user does not have any right to, Harm minors in any way,
- 17. Job matchmaking is an important issue in today’s global , distributed andheterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented. We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits tohumanity.