Internetjob sites must change if they are to meet the challenges of an ever-decreasingworkforce. By Prof Ray WildThereis a “talent drought” and it is likely to get worse. Organisations are findingit increasingly difficult to get and keep the people they need. TheAppointments sections of newspapers have multiplied and grown as a result. Evenmore significant has been the development of Internet job sites. The use ofsuch sites was up by almost 100 per cent last year. Eighty per cent of companies increased their spending onweb-based recruiting and budgets are set to grow dramatically as companies tapthe Internet in the increasingly difficult search for good people.Thereare now more than 40,000 employment-related websites. Some are the giants. Forexample, Monster.com now has boards for 13 countries with a total of 430,000job vacancies listed. There are many other big, international sites. There is,however, a great deal of database duplication with the same jobs and candidatesappearing on numerous sites. For example, individuals can have their CV emailedto potential employers. Fora modest fee, Monster’s ResumeZapper will send your CV to up to 8,800 potentialemployers. Algorithms – some very simple – are increasingly used to matchvacancies to individual job requirements. This enables sites not only to “zap”CVs to potential employers but also new vacancies to potential candidates. So,enthusiastic candidates can get a steady and substantial e-flow of potentialjobs, and employers can get a regular flood of candidates “matched” to theirrequirements. Butthe services seem to have done little to solve the recruitment problem and agreat deal to increase the load, effort and general information “churn”.Nevertheless,companies need help, and the Internet sites could provide an answer and alsoprovide a better service to individuals. We will surely see changes in thescope and focus of what is now an indiscriminate service. Giventhe internationalisation of business and managers, international recruitmentsites will have increasing value. They will also be more focused, concentratingon specific sectors and groups of employers and those with particularskills. The MBA’s jobs site is a goodexample of an international niche service (www.MBAjobs.net). Employersknow that the best people are not necessarily those who have put themselves onthe open market. They are “passive” candidates, content in their present jobsbut potentially interested in the right move. Recommendationsystems will therefore evolve through which individuals are rewarded by sitesfor recommending individuals for particular appointments for companies. Oneexample is www.refer.com. In this way, job sites will begin to enter theexecutive search territory.Developmentssuch as video clips of candidates will improve services to employers andcandidates. But these could be just an overture to really significant changes.Good people no longer look for permanent employment commitments. They are notrecruited – they make themselves available to employers. Theypick and choose – and are very willing to move on – to further their careers.They, rather than employers, drive the employment and recruitment process. Jobsites should encourage and support such behaviour by providing forums andcommunities for individuals. Individuals who identify with their peers, nottheir employers, seek to congregate in order to debate, network, offer andreceive advice. Increasingly such communities will be facilitated andsupported. Websites which can provide this may begin to replace the role traditionally filledby some professional bodies and there will be scope for considerable overlapwith education and development activities.Inthe emerging situation employers will, increasingly, be marginalised. They willlose the ability to look after themselves in recruitment. They will becomedependent but not on the types of job site or executive search that predominatenow. Services which provide not just an employment marketplace and searchcapabilities but also support and cultivate professional communities, and theprofessional development of their individuals, may become the fulcrum in thisnew world.RayWild is principal of Henley Management College Comments are closed. Sites must offer more than jobsOn 27 Feb 2001 in Personnel Today Previous Article Next Article Related posts:No related photos.