The use of online recruiting is growing and, according to a survey by the Lampen Group, people are satisfied with the results.
As part of its 1998 salary survey, Lampen asked respondents about their use of the Internet for recruitment.
Of the Wellington organisations surveyed, 72% have Internet sites and 22% of those are used to advertise job opportunities, while just under 20% of organisations had used specialist job sites to advertise vacancies.
The figures in Auckland were lower, with 52% of organisations having their own Inter-net site, and only 12% of those advertising job opportunities on their site, with 5% using specialist sites.
Of the Auckland companies that hadn’t advertised on their own Internet site, 14% indicated they were considering it as a means of attracting staff. More than three-quarters of organisations using the Internet found it moderately to highly successful in terms of attracting interest.
Lampen group marketing manager Karen Steans says even though the survey indicates the uptake of Internet job advertising has been slow, Lampen still predicts solid growth both by candidates and -organisations.
The most common positions advertised on the Internet were in office support/admin/clerical, information technology, accounts, customer service, general management and human resource roles.
The most popular job-specific sites to advertise on were nzjobs.co and industry-specific or association sites. Of those advertising this way in Auckland, 79% found it moderately to highly successful in terms of attracting appropriate interest.
The survey findings are backed up by Canterbury University, which uses its Web site for advertising job vacancies. Assistant registrar (human resources) Richard Porter says it has revolutionised the way he does his job.
“In the space of three years with email and the Web, it’s been a complete about-turn. It saves an enormous amount of time, it’s prevented small problems becoming big problems — especially to do with -immigration.”
It has been so successful the university is reviewing its print advertising expenditure. “The proportion of applications quoting the Web page has been increasing noticeably over the past two years.”
The site has advertised university jobs for the past three years. The site also has a vast array of information on areas such as accommodation, relocation allowances and immigration.
Once someone has a job, the university then provides them with Web site addresses on New Zealand, such as Christ-church’s The Press newspaper, local ski-fields and car sales.
Porter believes it makes sense for the university to use its own site to advertise jobs, because people who specifically want a university position in New Zealand are likely to know of Canterbury University and look specifically at that site. However, the university is experimenting with using recruitment site Monster Board for a year to see what response it gets.
A local general recruitment site, nzjobs. co.nz, has been running since February. General manager Tessa Stewart believes a specific recruitment site is best for companies wanting to target a broad range of people, rather than just those who happen to look at their Web site.
“On your own home page, you’re reaching only a market of people that are aware of your organisation and are coming to your site because of products and services that you offer. Only a small portion of those people are going to be job seekers.”
Stewart says there are about 220 jobs on the site at present. She says it’s not just IT roles that have brought a response, but also engineering, accounting and finance and sales and marketing.
Relevant sites: www.canterbury.ac.nz/staff/index.cfm?code=2&page=job.cfm, www. nzjobs.co.nz, www.monsterboard. co.nz.