netrashetty
Netra Shetty
News Corporation (NASDAQ: NWS, NASDAQ: NWSA, ASX: NWS, ASX: NWSLV), often abbreviated to News Corp., is the world's third-largest media conglomerate (behind The Walt Disney Company and the Time Warner Company) as of 2008, and the world's third largest in entertainment as of 2009.[5][6][7][8] The company's Chairman & Chief Executive Officer is Rupert Murdoch.
News Corporation is a publicly-traded company listed on the NASDAQ, with secondary listings on the Australian Securities Exchange. Formerly incorporated in South Australia, the company was re-incorporated under Delaware General Corporation Law after a majority of shareholders approved the move on November 12, 2004. At present, News Corporation is headquartered at 1211 Avenue of the Americas (Sixth Ave.), in New York City, in the newer 1960s-1970s corridor of the Rockefeller Center complex.
News Corporation (NASDAQ: NWS, NASDAQ: NWSA, ASX: NWS, ASX: NWSLV), often abbreviated to News Corp., is the world's third-largest media conglomerate (behind The Walt Disney Company and the Time Warner Company) as of 2008, and the world's third largest in entertainment as of 2009.[5][6][7][8] The company's Chairman & Chief Executive Officer is Rupert Murdoch.
News Corporation is a publicly-traded company listed on the NASDAQ, with secondary listings on the Australian Securities Exchange. Formerly incorporated in South Australia, the company was re-incorporated under Delaware General Corporation Law after a majority of shareholders approved the move on November 12, 2004. At present, News Corporation is headquartered at 1211 Avenue of the Americas (Sixth Ave.), in New York City, in the newer 1960s-1970s corridor of the Rockefeller Center complex.
should be the most relevant to the field in which he requires candidates. Most of the organization just compromise in this regard that whatever the education or experience a candidate have, they just select him due to some special references or salary compromise by candidate.
In our country and other developing countries, these cases are very common. Its not with the whole picture but the exceptions are always present at every stage. Small scale businesses and to some extent middle scale also does this for just to save some money on the cost of company image, productivity and the efficiency. It should not be there in real means, we must ensure the right man for right job , not the wrong choice for right place.
5.6 The sources…
The sources of recruitment became very advanced due to the technological emergence in our businesses. The sourcing for candidates has been significantly enhanced with the use of the internet. Organizations like recruiters online network are able to advertise job openings and reach many more individuals than was thought possible. And an online recruiting effort can reach more potential job candidates at a lower cost. Moreover, Internet is rewriting all the rules. Jobs at all levels can be advertised on the internet, and access to literally millions of people is possible.
There are certain sources of recruiting that might be effective for a recruiter.
The Internal search can occur through current employees, who have either bid for a job, been identified through the organizations human resource management system, or even been referred by a fellow employee. The employee referrals are another type of internal search that is like the current employee referring to his known person or unknown but with some know how recommends him for some vacancy. The external searches may include the advertisement in news paper, internet and other source of information that interacts with external environment of the company. It may include the ads in universities, employment agencies and a blind box ad.
5.7 Recruiting & technology
Recruiters have typically been slow to adopt technology. Probably less than 30% of all organizations use applicant tracking systems, although they were the first of the tools available more than a decade ago. Though most large companies have put them in place, in many cases they have done so to deal with the administrative recordkeeping that is required by Federal law.
Job boards are the next most commonly used form of technology. Perhaps because they are cheaper and easier to understand than applicant tracking system, even more organizations are using them. Recruiting websites are also common now, but most organizations have implemented very simple ones that do not use much technology.
Candidate or talent relationship management software, workforce and succession planning tools, screening and assessment software, and communication tools such as instant messaging (IM) are used by only a handful of the leading companies.
Most organizations recruit essentially the same way they did 30 years ago. The only obvious difference between recruiting today and then is the increased use of job boards and email and the decreased use of newspaper advertisements and paper resumes.
Organizations have successfully lowered the cost of corporate banking by using the Internet more effectively. They have decreased the cost of computing, the cost of accounting and bookkeeping, and the cost of janitorial services. But the cost of recruiting is the same, and in some organizations, higher than it was just a few years ago.
Why don't recruiters adopt technologies more quickly? Can technology make a difference or is recruiting something that has to done face to face?
The answer is that technology can and will over time significantly improve the efficiency and the quality of recruiting, but it must be adapted with care and only after a strategy and implementation process is in place.
Technology bought because it is in favor at the time, because the recruiting manager or director likes it, or because the IT department thinks it would be a good idea will most likely fail to be widely accepted. Technology should be implemented according to a master plan that will move the organization down a logical and flexible path toward a technically advanced recruiting function. Random approaches and attempts to implement software, as it is available or according to a fad, inevitably lead to failure.
Well-implemented software can reduce the number of recruiters you need or let you deploy them more effectively where humans still have an edge — in sourcing, branding, and selling your organization to candidates. Let the technology assume the responsibilities for screening and initial assessment. Technology can improve candidate quality, reduce the number of candidates you have to produce before a hire happens, and let you know more about your successful candidates so you can find more of them.
The technology is one of the core issues in almost every area of the business. It becomes a very compulsory tool to make ourselves competitive and challenging for future demands. There are some examples and names of different foreign companies who are using different techniques and technology for their recruiting and staffing functions. These are here with their name, function and the information of the technology they are using. Let’s see that to what extent technology have affected recruitment and staffing.
News Corporation is a publicly-traded company listed on the NASDAQ, with secondary listings on the Australian Securities Exchange. Formerly incorporated in South Australia, the company was re-incorporated under Delaware General Corporation Law after a majority of shareholders approved the move on November 12, 2004. At present, News Corporation is headquartered at 1211 Avenue of the Americas (Sixth Ave.), in New York City, in the newer 1960s-1970s corridor of the Rockefeller Center complex.
News Corporation (NASDAQ: NWS, NASDAQ: NWSA, ASX: NWS, ASX: NWSLV), often abbreviated to News Corp., is the world's third-largest media conglomerate (behind The Walt Disney Company and the Time Warner Company) as of 2008, and the world's third largest in entertainment as of 2009.[5][6][7][8] The company's Chairman & Chief Executive Officer is Rupert Murdoch.
News Corporation is a publicly-traded company listed on the NASDAQ, with secondary listings on the Australian Securities Exchange. Formerly incorporated in South Australia, the company was re-incorporated under Delaware General Corporation Law after a majority of shareholders approved the move on November 12, 2004. At present, News Corporation is headquartered at 1211 Avenue of the Americas (Sixth Ave.), in New York City, in the newer 1960s-1970s corridor of the Rockefeller Center complex.
should be the most relevant to the field in which he requires candidates. Most of the organization just compromise in this regard that whatever the education or experience a candidate have, they just select him due to some special references or salary compromise by candidate.
In our country and other developing countries, these cases are very common. Its not with the whole picture but the exceptions are always present at every stage. Small scale businesses and to some extent middle scale also does this for just to save some money on the cost of company image, productivity and the efficiency. It should not be there in real means, we must ensure the right man for right job , not the wrong choice for right place.
5.6 The sources…
The sources of recruitment became very advanced due to the technological emergence in our businesses. The sourcing for candidates has been significantly enhanced with the use of the internet. Organizations like recruiters online network are able to advertise job openings and reach many more individuals than was thought possible. And an online recruiting effort can reach more potential job candidates at a lower cost. Moreover, Internet is rewriting all the rules. Jobs at all levels can be advertised on the internet, and access to literally millions of people is possible.
There are certain sources of recruiting that might be effective for a recruiter.
The Internal search can occur through current employees, who have either bid for a job, been identified through the organizations human resource management system, or even been referred by a fellow employee. The employee referrals are another type of internal search that is like the current employee referring to his known person or unknown but with some know how recommends him for some vacancy. The external searches may include the advertisement in news paper, internet and other source of information that interacts with external environment of the company. It may include the ads in universities, employment agencies and a blind box ad.
5.7 Recruiting & technology
Recruiters have typically been slow to adopt technology. Probably less than 30% of all organizations use applicant tracking systems, although they were the first of the tools available more than a decade ago. Though most large companies have put them in place, in many cases they have done so to deal with the administrative recordkeeping that is required by Federal law.
Job boards are the next most commonly used form of technology. Perhaps because they are cheaper and easier to understand than applicant tracking system, even more organizations are using them. Recruiting websites are also common now, but most organizations have implemented very simple ones that do not use much technology.
Candidate or talent relationship management software, workforce and succession planning tools, screening and assessment software, and communication tools such as instant messaging (IM) are used by only a handful of the leading companies.
Most organizations recruit essentially the same way they did 30 years ago. The only obvious difference between recruiting today and then is the increased use of job boards and email and the decreased use of newspaper advertisements and paper resumes.
Organizations have successfully lowered the cost of corporate banking by using the Internet more effectively. They have decreased the cost of computing, the cost of accounting and bookkeeping, and the cost of janitorial services. But the cost of recruiting is the same, and in some organizations, higher than it was just a few years ago.
Why don't recruiters adopt technologies more quickly? Can technology make a difference or is recruiting something that has to done face to face?
The answer is that technology can and will over time significantly improve the efficiency and the quality of recruiting, but it must be adapted with care and only after a strategy and implementation process is in place.
Technology bought because it is in favor at the time, because the recruiting manager or director likes it, or because the IT department thinks it would be a good idea will most likely fail to be widely accepted. Technology should be implemented according to a master plan that will move the organization down a logical and flexible path toward a technically advanced recruiting function. Random approaches and attempts to implement software, as it is available or according to a fad, inevitably lead to failure.
Well-implemented software can reduce the number of recruiters you need or let you deploy them more effectively where humans still have an edge — in sourcing, branding, and selling your organization to candidates. Let the technology assume the responsibilities for screening and initial assessment. Technology can improve candidate quality, reduce the number of candidates you have to produce before a hire happens, and let you know more about your successful candidates so you can find more of them.
The technology is one of the core issues in almost every area of the business. It becomes a very compulsory tool to make ourselves competitive and challenging for future demands. There are some examples and names of different foreign companies who are using different techniques and technology for their recruiting and staffing functions. These are here with their name, function and the information of the technology they are using. Let’s see that to what extent technology have affected recruitment and staffing.
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