Online Job Portal- A Better Way for Finding Jobs in the COVID-19 Pandemic

Due to the COVID-19 pandemic unemployment broke all the previous records. Due to the pandemic students cannot go to colleges and have no option of campus placements. The only option available for them is to find a job through online job portals. In this paper we present the online recruitment framework that enables different companies to post their job vacancies, which jobseekers can consider while searching for jobs. This portal can also capture job requirements dependent on employers’ needs. A survey was conducted to identify the problems and requirements of the users with the current job portals and the findings of the survey are incorporated in this portal. The main aim of this job portal is to connect the employers and jobseekers as an e-recruitment to help jobseekers find the right jobs. Keywords: Job Seeker, Employer, Online Job Portal, Online Recruitment, Knowledge Sharing, COVID-19 Pandemic

Precise Position Intelligent Matching System of Online Recruitment Platform Based on Data Mining Technology

With the rapid development of Internet technology and computer technology, network applications have been developed more and more, and have penetrated into all walks of life in society. The emergence of the networking of the talent market has made the scale of online recruitment increase, and the amount of data on the Internet has become larger and larger, and online recruitment has become the main channel for corporate recruitment. Therefore, how to use the massive online recruitment data to quickly and accurately find the corresponding information and explore the hidden knowledge mode is a very valuable research topic. Data mining (DM) is a technology for data analysis for large amounts of data. It can discover hidden, hidden, and potentially useful knowledge hidden in the data from the vague, noisy, and random mass data, and build relevant Model, realize prediction, etc. The characteristics of data mining technology (DMT) are very suitable for the analysis of online recruitment information, research on large amounts of information, and find out the knowledge in it for decision support. This article aims to study the accurate job matching system of the online recruitment platform based on DMT. Based on the analysis of the advantages of online recruitment, related DMT and the design principles of the online recruitment platform system, the data collected by Weka DM tools are analyzed. Analyzing and getting useful job positions is just to provide job seekers and corporate-related recruiters with useful job information. The experimental results show that the online recruitment platform system can complete the collection of online recruitment position information, and can realize the DM function, which has good practical application value.

Effectiveness of Online Recruitment Practice: A Statistical Analysis on Selected Organizations of Bangladesh

One of the prime functions of Human Resource Management is Recruitment. A recruitment process that enables a business to attract the right people for the right position. In this era of globalisation, businesses are constantly expanding. Online recruitment typically specifies the use of technological knowledge and web-based capital for inviting, screening, cross-examining and choosing the best candidates. Organisations prefer online-recruitment to reach a diverse pool of candidates with less cost and time to reduce workload. According to Khan et al. (2013), online recruitment brings effectiveness and efficiency for employers in finding the right candidates for the right positions. The main objective of the study is to measure the effectiveness of online recruitment in the context of Bangladesh so that many organisations that haven’t adopted online recruitment can be encouraged. A survey questionnaire was designed to measure the effectiveness of online recruitment from a recruiter’s perspective.

Online Recruitment Website is Significantly Influence the Job-Seekers to Apply Job Online

The Malaysian Employer Federation or MEF (2015) are expected to have around 350,000 jobs offered in the various sector that relevant in the area of trade, restaurant and accommodation. The previous record showing some growth on the hire in the industrial segment by 58,000 jobs. These are the two key areas that contribute to the employment activities in the market. According to Jackson and Shuler (2003), recruitment involves looking and finding competent candidates that best fit for an organization with regards to huge demand from the market imperatively for Human Resource Management (HRM). Therefore, this research is to evaluate the factors influencing job-seekers’ intention to use online recruitment websites, with the hope that the recruitment portals and organizations that want to use online recruitment websites for their recruiting purposes will be able to make use of the information gathered from the study to enhance user experience when using online recruitment websites for job-seeking activities. For the purpose of this study, information pertaining to users’ attitude intended action to use, continue using, and recommending others to use online recruitment websites is gathered. A total of 208 respondents are required to specify the degree to which they strongly agree or strongly disagree. Three statements involving to Intention to Use online recruitment websites using a 5-point Likert scale (1=strongly disagree, 5=strongly agree). Analysis of data using SPSS. The outcome showed there is a significant relation between DV and IVs.

Recruiting Cancer Survivors to a Mobile Mindfulness Intervention in the United States: Exploring Online and Face-to-Face Recruitment Strategies

Cancer survivorship research faces several recruitment challenges, such as accrual of a representative sample, as well as participant retention. Our study explores patterns in recruited demographics, patient-reported outcomes (PROs), and retention rates for a randomized controlled trial (RCT) utilizing a mobile mindfulness intervention for the well-being of cancer survivors. In total, 123 participants were recruited using traditional and online strategies. Using the chi-square test of independence, recruitment type was compared with demographic and clinical variables, PROs, and retention at Time 2 and Time 3. Online recruitment resulted in almost double the yield compared to traditional recruitment. Online-recruited participants were more often younger, from the continental U.S., Caucasian, diagnosed and treated less recently, at a later stage of diagnosis, diagnosed with blood cancer, without high blood pressure, and with less reported pain. The recruitment method was not significantly associated with retention. Online recruitment may capture a larger, broader survivor sample, but, similar to traditional recruitment, may also lead to selection biases depending on where efforts are focused. Future research should assess the reasons underlying the higher yield and retention rates of online recruitment and should evaluate how to apply a mix of traditional and online recruitment strategies to efficiently accrue samples that are representative of the survivor population.

Pengaruh online recruitment dan persepsi pencari kerja terhadap niat melamar pekerjaan (studi pada mahasiswa semester akhir di kota malang

penelitian ini