E-Recruitment Comparisons, Case Study Example

In the article by John Sullivan (2005),”How a Former CEO Built A World-Class Recruiting Department” describe success characteristics of a recruitment company. The Varero company was listed as the number 4 on the Fortune 500. The Varero Recruiting agency listed one the number one reason for success was branding, professionalism, and image. The secondary reason for success listed by Varero Recruiting agency was the ability to adapt to recruiting paradigm shifts. The third reasons for success are operational excellence at all cost and market dominance. This article clearly shared that the smaller companies will be at a disadvantage because they do not have the funds to invest in branding, operational improvements, and image (Sullivan, 2005).

The Sullivan(2005) article indicated the excellent e-recruitment strategies utilized by the Varero Recruitment company has created an e-recruiting model that successful founda study pool of qualified and talented applicants. They contributed to their success was access to thousands of applicants that could be tracked, monitored, and streamlining the HR departments hiring processes. The Recruting.com meets these standards because they have invested in multiple job search engines to build their talent pool while creating a full-service e-recruitment model. The smaller e-recruitment companies like ApplicantStack could gain their share of customers, however, when competing with larger e-recruitment companies that are investing millions in infrastructure, branding, Internet, mobile applications, and Social Networking is difficult for the smaller companies to compete.

The e-recruitment industry for small, medium, or large companies hasadvanced technology that allows businesses to reach potential candidate with a click of a button. The Recruiting.com e-recruitment organization has a 14-yearrecord of accomplishment of providing staffing needs for organizations. They are one of the industry’s leaders in video recruiting while producing over 200,000 employer videos (Recruiting.com, 2014).The Recruiting.com has diversified acquiring 12 companies specializing in job boards and recruitment software platforms. They market to employers as an all-inclusive system that finds the best candidates with their full-service e-recruitment platform. In addition, Recrutiing.com boast being the leader in reaching potential talent using the best social network platform while utilizing a robust mobile option integrated with the Internet. Recruiting.com can reach the right candidates in minutes with easy to use Internet, tracking and analytical tools.

The Recuriting.com has an advantage over small e-recruitment organizations because larger e-recruitment has all the recruitment needs integrated into one product. Secondly, the larger companies have venture capital or private-equity funders that have big pockets allowing the bigger companies to dominate the industry. The larger e-recruiting companies like Recruting.com have dominated the market with branding and other acquisitions such as Jobing.com,Outplacing.com, CRM, Recruitingjobs.com, HRjobs.org,Diversityjobs.org, and Veteransjobs.com.In comparison, to a smaller recruiting company such as ApplicantStack, Recuriting.com has over 10 job posting websites reaching thousands more qualified applicants. ApplicantStack is inexpensive e-recruitment business that has only a few tools to track the applicant’s progression through the hiring process. However, Recruiting.com has a full-fledge e-recruitment business that has consultant support, customer support and technical support.

In contrast, to a smaller e-recruiting company such as ApplicantStack that is a cloud based e recruitment solutions for smaller businesses.ApplicantStack is an e-recruitingorganization that only concentrates on the applicant tracking system at an affordable rate. The primary difference from Recruiting.com is ApplicantStack does not require any long-termcontracts while they allow the customer to control month-to-month membership. The Recruting.com promotes their stellar technical department that is available 24 hours to troubleshoot any technical issues. In contrast, ApplicantStack can fully implement a set-up in a matter of days or weeks that does not require any IT resources. The smaller companies have difficulties competing because they do not have the financial backing to develop a robust and all-inclusive product for e-recruitment.

The proficiency and success of e-recruitment can be achieved at the small, medium, and larger organizations. However, in the age of technology advancements and advent of Social Networking. The technology is changing so rapidly that the smaller companies have difficulties responding financially to the paradigm shifts. However, some of the recruiting market believes that just because the big companies that have deep pockets do not always get the best talent. The smaller companies can create a more personal touch to potential applicants because they have the time to personalize each personals profile (Moore, 2012). The bigger companies can make ripples in the water but never make a personal connection while the smaller company can create services that are more personalized. The smaller companies can build long lasting relationships with their potential applicants because they do not have 100,000 applicants to sift through to find that diamond in the rough.

Some industry professionals and e-recruiting marketing specialistbelieve the smaller e-recruitment can complete with the larger e-recruiting organizations using mobile applications, personalization, and Social Networking platforms. The phenomenon of mobile networking has leveled the playing field allowing smaller companies to compete with the larger e-recruitment companies. The e-recruitment is about experienced staffing professional that can qualify the potential candidate that may impress the HR department. The smaller company can save the company money by streamlining there hiring processes with a strong Social Networking presence and a technical well informed team. The primary problem for large full-scale e-recruiting companies is not every business wants a full-scale takeover of their hiring processes, tracking and controls. The companies that shift to technology and Social Networking using tools like Twitter, Linkedin and Facebook. In addition, the smaller companies can compete with the larger e-recruitment companies by using mobile applications to real the best talent (Mihelich, 2014).

The Varero Recruiting agency clearly provided the roadmap to success requires branding, large financial commitments, operational excellence and innovate products to stay ahead of the competitors. The overall approach by Varero company listed this corporate tenents for success:

1. Operational excellent is the key to success.
2. The company must dominate the market which takes revenues
3. The company that can change with the paradigm shifts will stay at the top of the Fortune 500 list.
4. The effective branding can lead to success in the recruiting field.

The tenents confirm that the smaller companies need operation excellence, market dominance that takes financial backings, innovative products like the Recruiting video interviews over 20,000 and branding. The smaller companies can compete with the new technology; mobile networking and joining Social Networking however, the larger companies with more revenues to invest that have made it to the top of Fortune 500.

Works Cited

ApplicantStack. (2014). E-recruiting: Overview. Retrieved November 27, 2014 from www.applicantstack.com

Mihelich, M. (2014, May).Special Report: E-Recruiting Dead and Alive

Recruiting.com (2014).History. Retrieved November 27, 2014 from http://www.recruiting.com/about/

Sullivan, J.(2005).How a former CEO built a world-class recruiting department. Retrieved November 27, 2014 from http://linkhumans.com/blog/online-recruitment-employer-branding-microsoft-case-studyhttp://www.ere.net/2005/09/19/how-a-former-ceo-built-a-world-class-recruiting-department/