RECRUITMENT

1. When I enter www.monster.co.uk, the first things to grab my attention are the colours of the site. They are attractive and fit well together. The layout of the site is with a job search at the top of the page, just below choices section, which is a good place to place the job search as in case a person cannot find something in choices section, they can easily find the job search. There are also featured jobs, which is helpful because it also helps people with finding what they want. When I type in the job that I want to find, the job search immediately takes me to another page with a list of places where the job is available. After clicking on one of the places from the list, I end up on another site with very detailed explanation of the job. Also, there is a button at the bottom of the page that says ‘Apply’, helping the person who is looking for a job actually apply for it.

www.fish4jobs.co.uk at first glance looks complicated and gives an impression that it is hard to find anything on this site. The colours are mostly orange and white but unfortunately, the site is not very well organised. The search engine does not give many results and when I click on one of the results, the description of the job is minimal and there are two ‘Apply Now’ buttons which is hard not to notice.

The site www.prospects.ac.uk looks messy and also unorganised. The search engine is not very visible and there is only a couple of descriptions/type of job you want in a scrollbar. After I’ve chosen a category from the scrollbar and the next page loaded, I have noticed that there is a small rounded button saying ‘Immediate Vacancy’ or ‘Graduate Scheme’ which is a good thing as it gives a person a description even before they click on one of the places. It saves time. After clicking on one of the places, there is some information about the job description. The amount of description isn’t a lot, but it gives just enough information for a person to decide if this is the job they want to do.

2. The advantages of on-line recruitment;

· It is faster to find a job.

· Better descriptions of the job, gives a person a better idea of what it is like.

· Easy to search.

· Easy to apply and send CV.

· More jobs to check, therefore a person can compare, easier and faster.

Drawbacks of on-line recruitment;

· Sometimes there is not enough description of the job.

· No questions can be asked as there is no fast Q&A only ‘Apply Now’ or a telephone number.

· It can take a while to find something that will suit a person well.

· Some people are not that good at search using the internet therefore it can be a struggle for them to find anything on these sites.

· There might not be enough offers.

3. The campaign which has interested me is www.monster.co.uk because it has a lot of information. On this site, there are things such as ‘Career Advice’ which are very important especially for people that are not from the UK or young adults that are seeking a job for the first time. There is also ‘Expert Career Advice’ which guides a person step by step on how to get the job they want and develop their career. The site also offers a ‘Virtual Job Interview’ which gives practice before the actual job interview.

4. According to CIPD (2010) the new popular term after the economical downtown in 90’s is called as “psychological contract”. What I understand by Psychological contract is that it is the relation between the employer and the employee. The better the Psychological contract the better the relation is. Psychological contract might be that both the employer and the employee would expect each other to behave or to do something that could influence both to have a stronger relationship, which could help to achieve their goals, but if one of them does not behave as expected then the psychological contract breaks down and their emotions are negative in that situation one of them could like or need leave the company.

References:

1. CIPD, The Charted Institute of Personal Development (2010). The psychological contract- online source.

Available from:

http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm

(Accessed 30 April 2010)