The need for faster and more economic recruiting solutions has led many HR managers to flee from the traditional recruiting process and adopt what is known as online recruitment or e-recruitment. With this method, managers are no longer bombarded with hundreds of printed CV's that are sent by applicants that often do not have the necessary skills and experience to fulfil the organisation's needs. Instead, they can customise their whole screening process online to ensure that only applicants with certain skills are taken to the different stages of their selection process. One of the tools that is being widely used to make this whole process more effective is that of creating career maps.
 
For most people career maps are only useful from an applicant's standpoint and not necessarily from a recruiter's standpoint. However, this effective tool can be used by both to satisfy separate objectives when it comes to online recruitment. With career mapping, online recruiters will have a documented outline of core professions based on these nine considerations: purpose, behavioural strengths, leadership competencies, profession-centred competencies, business competencies, formal education, functional accomplishments, career paths and developmental experiences. By addressing each of these separately in an online recruitment setting, they are able to identify the qualities, talents and experiences that they are looking for in applicants.
 
Online recruitment that is done through career mapping also allows applicants to see how their career will evolve over the years. Gone are the days, when people would just sit in an organisation and wait until it was ‘their turn' to fill a certain vacancy. With the demands that are being placed on businesses and the rapid changes that are happening in certain professions, people are no longer satisfied with just sitting- they want to know how their transition in an organisation will be handled from early. In addition to this, they also want to know how the job in question appeals to their immediate needs, talents and hidden talents.
By using a career map as the basis on which to create an objective job post, recruiters will effectively answer the questions of qualified applicants. They will also increase employee retention, because applicant will see that the organisation has a plan regarding employee ascension and is not merely wrapped up in profit making objectives.

Another advantage with career maps and online recruitment is that organisations will eliminate applicants that are ‘just testing the waters' with their applications. In doing so, they save time and recourses from having to screen these same applications that do not meet up to the standards that they are looking for. By exploring each career path carefully and studying the patterns that other people have followed in a given organisation, HR managers or agencies will provide different sectors in any given business with the right applicants for a given position. In addition to this, they will also shift the focus of those that use online recruitment as a means of comparing compensation. Instead, they will be forced to think about how their contribution and skills will benefit the company in question.

Happy e-recruiting

Todays Recruitment Blog is Thanks to Scott Taylor FIRP