Online Testing for Recruitments

{draw:rect} Online Testing For Recruitment
Institute of Management Technology
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INDEX
THE RECRUITMENT AND SELECTION PROCESS
Job Analysis defines the duties, and human requirements of the company’s job. The next step is to recruit and select employees.
  Decide what positions to fill, through personal planning     and forecasting.
      Build a pool of candidates for these jobs, by recruiting internal     or external candidates.
      Have candidates complete application forms and perhaps     undergo initial screening interviews.
      Use Selection Tools like tests, background investigations,     and physical exams to identify viable candidates.
      Decide who to make an offer to, by having the supervisor and     perhaps others interview the candidates.
    Recruiting Centrally has its own advantages, like it reduces the duplication( having several recruitment offices instead of one), and makes it easier to spread the cost of new technologies( such as INTERNET BASED RECRUITMENT, and PRESCREENING SOLUTIONS) over more departments.
Firms cannot always get all the employees they need from their current staff, and sometimes, they just don’t want to, for which, they consider outside candidates.
The most important step source to select outside candidates is RECRUITING VIA THE INTERNET.
RECRUITING VIA THE INTERNET
Most people today go online to look for jobs. More than 4 million people turn to the web looking for job every typical day. Surveys show that for most employers, and most jobs, internet based ads and recruiting is far and away the recruiting source of choice. Ex. The Cheesecake Factory, get about a third of its applicants via the Web.
Rather than place their own internet ads on their own sites or sites like Monster.com, many managers do keyword searches on the sites like Hot Jobs’ resume database. New sites are now capitalizing on the popularity of social networking to provide recruiting assistance. Ex.... [continues]

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