Les Rendements De La Formation En Entreprise

The e-recruitment has evolved in recent years. In one hand, this is mainly due to the new challenges faced by recruiters at the quick selection of good profiles, and in another hand, new technologies offer new practices that facilitate the recruitment for both parts. So what are the new technologies of e-recruitment? What is the difference between the model of recruitment and the one of e-recruitment? How can we evaluate the efficient of the model of e-recruitment?

The new standards and technologies used are mainly the standards really Simple Syndication RSS and AJAX development techniques:

 RSS: Really Simple Syndication is a data format that allows for summaries. The information available on the Internet are more numerous every day, requiring users to attend more sites to have a complete and objective information.

RSS technology allows concentrating the sources of information and filtering the data so that provide for the recruiters only the information that they need.

 AJAX: Asynchronous Javascript And Xml, it refers to a new type of web page design for updating some data without making a page to reload this page total.

In recruitment, the adoption of these techniques allows broadcasters and people looking for a job to create a personal environment that enables them to receive information almost instantly. It is a form of automation of the serf.

The Internet use is becoming more prevalent in the business world. It has become an essential tool for managers and employees of administrative and commercial functions. Consultation with jobs is the most common use, followed by searching for information on businesses.

There is a big difference between the standard recruitment and e-recruitment. it allows candidates to go much faster in terms of job search and be so much more responsive to offers better targeted. Indeed, the Internet allows for more complete information about the target position and the recruiter. More that people can be informed in real time of all new opportunities matching their profiles.

Several approaches and practices implemented to facilitate the recruitment on the net. among these new approaches include those for candidates, such as forums employment, which requires monitoring permanent because any user can initiate a conversation thread, blogs of candidates, which is a useful tool for the recruiter who may be interested in a candidate differently and discover atypical patterns that would have excluded solely on the basis of the classical CV. without forgetting social networks like facebook, linkedin or Skyblog.

for businesses, there are other practices internet sites like HR, which are often crucial in linking with the candidates. This tool enables recruiters to have some interaction with the various candidates, thanks to online chats, the event type contest, and the ads in RSS feeds and the HR Blogs.

Another tool, which is the management of online applicants, helps facing the challenge of processing industrial volume of CVs, and provides efficient and fluid information. This program will attract, orient, select, and then meet to decide which the suitable candidate is.

Then we have the program cooptation or the appointment, which is a technical recruitment sponsorship. Fast, cost effective, quality of CVs, this technique has many advantages.

The efficiency of the recruitment model is

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