HR Solutions: Internet job recruiting can help shorthanded employers

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The Internet is an extremely viable way for southwest Missouri employers to fill all levels of job openings. Many job seekers will use the Internet but not even scan a Sunday newspaper. |ret||ret||tab|

The best job Web sites on the Internet allow both job postings and access to a resume database.|ret||ret||tab|

To maximize the recruiting dollar, it is critical to be able to access the myriad Web sites available. Six key statistics enable employers to make an informed decision :|ret||ret||tab|

First, determine the number of unique visitors, which tells you if enough candidates will enter the site to look at employers' ads. A unique visitor is an individual who hits the site one or more times a day and visits one or more pages in the site. Statistically this is counted as one person. Do not let the organization simply tell you the tally of visitors, or hits, which can be very misleading. If an applicant goes into a site 50 times in one day, he may be counted as 50 people. If the same applicant views 50 pages each time he is in the site, he may be counted as 250 people.|ret||ret||tab|

Second, learn the reach, or the percentage of all Internet users visiting the Web site. This statistic also reflects the amount of exposure your ad will receive, which translates into the probability of success in filling your job opening.|ret||ret||tab|

Third, discover the average number of pages viewed at the Web site. The longer an individual stays, the more likely he will drop in again and the employer's posting will have better exposure.|ret||ret||tab|

Fourth, find out the power ranking, or popularity, of the Web site. The more famous the site, the greater potential for a high return on the investment.|ret||ret||tab|

Fifth, ascertain the number of current job openings. The fewer the job postings, the fewer applicants will visit the site. Be sure to inquire about current ads or an organization might be tempted to tell you the total number of job postings accepted since the business started.|ret||ret||tab|

Sixth, find out the number of current resumes in the database. The more candidates an employer has to choose from, the more likely he will find just the right person to fill the opening, and find him faster and more cost-effectively.|ret||ret||tab|

At a minimum, be sure to take advantage of this month's top job Web sites:|ret||ret||tab|

|bold_on|http://monster.com continues to hold the No. 1 position, with close to six million unique visitors per month, a reach of 7.1 percent, 29 page visits per month, a power ranking of 204.5 and close to 12 million resumes.|ret||ret||tab|

A single job advertisement is $295 and runs for 60 days. Job packages start with 10 ads for $2,350. A resume database membership is annual, starts at $9,700 for one year and includes 15 job ads. A special 30-day membership for $2,500 authorizes admittance into the database and encompasses five job ads.|ret||ret||tab|

|bold_on|http://HotJobs.com ranks number two, with two million unique visitors a month, a reach of 2.7 percent, 10 page visits a month, a power ranking of 28.1, 160,000 ads and 2.7 million resumes. One job posting costs $195 and runs 30 days. An annual resume database membership starts at $8,400.|ret||ret||tab|

|bold_on|www.HeadHunter.net maintains the third position, with more than 1.5 million unique monthly visitors, a reach of 2.1 percent, an average of 13 monthly page visits, a power ranking of 28.1, 250,000 job postings, and 1 million resumes. One ad is $125 and lasts 30 days. A database membership begins at $3,600.|ret||ret||tab|

Employers shouldn't miss the boat in using the Internet to fill vacancies and they shouldn't be misinformed when selecting a Web site. They can benefit from this vast resource today.|ret||ret||tab|

|bold_on|(Lynne Haggerman is president/owner of Haggerman & Associates, a retained search, outplacement, management training, and human resources consulting firm.)|bold_on||ret||ret||tab|

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