Post by Habiby on Sept 10, 2023 5:12:27 GMT -5
Interesting fact: Recruitment is divided into two types: external and internal. External recruiters work in recruiting organizations (which have a common name - recruitment agencies), acting as intermediaries between customer companies (employers) and job seekers. Recruiters of internal recruitment select personnel only for their own organization (the non-moral name for internal recruitment is “work in-house” (literally in English: work in your own home)).
Some experts see the Uberization of recruiting in the creation of services that bring together an employer and a private recruiter. Popular JOB sites today actively promote such projects and convince the community that such services are the future.
However, the self-employed recruiter is expected to also be a Phone Number List client of the recruitment site. This means that it is in the interests of the creators to prevent possible price dumping among potential contractors by establishing a pricing policy on the platform themselves. Such “uberization” does not make the service more accessible or in demand.
Another innovation in mass recruitment is job aggregators. Their appearance on the global network made recruiters realize that the rating and effectiveness of any promoted JOB site is also the result of their painstaking work in compiling and posting vacancy texts. Aggregators are gradually replacing classic personnel search sites from search engines. They successfully broadcast on their platform both vacancies from JOB sites and vacancies from corporate websites of companies.
Some experts see the Uberization of recruiting in the creation of services that bring together an employer and a private recruiter. Popular JOB sites today actively promote such projects and convince the community that such services are the future.
However, the self-employed recruiter is expected to also be a Phone Number List client of the recruitment site. This means that it is in the interests of the creators to prevent possible price dumping among potential contractors by establishing a pricing policy on the platform themselves. Such “uberization” does not make the service more accessible or in demand.
Another innovation in mass recruitment is job aggregators. Their appearance on the global network made recruiters realize that the rating and effectiveness of any promoted JOB site is also the result of their painstaking work in compiling and posting vacancy texts. Aggregators are gradually replacing classic personnel search sites from search engines. They successfully broadcast on their platform both vacancies from JOB sites and vacancies from corporate websites of companies.