A Basic Guide to Job Search Resources on the Internet

2020 ◽  
pp. 19-29
Author(s):  
Vivian Catherine Jones
Keyword(s):  
Job Search ◽  
The Internet

scholarly journals Freelance in Modern Russian Society: Job Search Through the Internet and by Means of the Internet

2021 ◽  
Vol 93 ◽  
pp. 03003
Author(s):  
Anatoly Gretchenko ◽  
Alexander Gretchenko
Keyword(s):  
Job Search ◽  
Structural Changes ◽  
Negative Attitude ◽  
The Internet ◽  
Russian Society ◽  
Remote Work ◽  
Russian Economy ◽  
Stage Of Development ◽  
The Moment ◽  
Modern Russian

Freelancing is largely based on finding a job through the Internet and by means of the Internet, which allows you to open up new opportunities for the Russian economy and make structural changes to it. But the attitude of Russian society to the new form of employment is still poorly understood. At the moment in Russia, freelancing is at the stage of development and its further development depends on the attitude of the society towards this type of employment. Today, Russian society is undergoing especially important changes in connection with the pandemic, which turned out to be an unexpected test for every person, as well as for the whole society. The self-isolation regime has strongly affected the economic spheres of life, confronted companies with remote work, and people with an understanding of all the positive and negative aspects of working outside the office. The hypotheses put forward have been partially confirmed. In modern Russian society, the attitude towards the freelancers is rather neutral, but the share of positive assessments is also high. A small proportion of respondents expressed a negative attitude towards the freelancers, which indicates an overall good attitude towards freelancing. Therefore, the main goal of this article is to identify the attitude towards freelancing in modern Russian society.

scholarly journals Graduates Perception on Job Search: A Critical Review

2019 ◽  
Vol 1 (2) ◽  
pp. 308-317
Author(s):  
Sumi Maharjan
Keyword(s):  
Job Search ◽  
Empirical Studies ◽  
The Internet ◽  
Job Seekers ◽  
Job Searches ◽  
New Graduate ◽  
General Skills ◽  
The Right ◽  
Different Sources ◽  
Comprehensive Study

Background:The impact of the increased popularity of the internet as a platform to search for jobs may benefit every job seeker as an alternative to generate employment opportunities. Graduates that emphasize on general skills have a higher likelihood of disparitywhile searching for jobs. Objectives:This paper explores graduates’ perceptionson  the knowledge of how to search for jobs from relevant sourcesr. Methods:The theoretical review focuses on job search strategies, job choices and job accessibility through different sources, highlights the usefulness of  job portals for job seekers to find the right job as per their skills and requirements. The existing literature has observed that many job search behaviors through different sourceshas been performed and these behaviors indicate that awareness level affects job seekers’ intentions to apply for jobs. Empirical studies indicate that thechoice of job search by graduates match between a worker’s education and job offered.General skills have a higher likelihood of mismatch at job searches in different countries. Findings:Still in many developing countries, due to lack of awareness of job portals, people are not getting the right jobs and alternatives of their current jobs by different sources. Conclusions:A comprehensive study on applicability of the internet job search is useful for employers, considering the introduction of new graduate recruitment programmers. It is also useful for those wishing to improve their existing ones as well as for institutions of higher education, to reconsider the type of knowledge and skills they provide in order to prepare their students for the real world of work. Implications: Graduates require proper awareness on job search sites and the concerned industry should focus on it as well.

scholarly journals Employees Opinion on Various Job Search Methods with Special Reference to Afghanistan

2020 ◽  
Vol 8 (6) ◽  
pp. 4731-4735
Keyword(s):  
Job Search ◽  
The Other ◽  
Primary Data ◽  
The Internet ◽  
Job Seekers ◽  
Job Market ◽  
Search Methods ◽  
Secondary Sources ◽  
The Right ◽  
Job Search Methods

A career search is a long process which requires effort. It can take months before you can find a job that suits your unique needs almost everyone is well aware of the fact that finding a job in Afghanistan is difficult and requires an iron shoe. For recruitment any candidate is required to go for interviews with different companies, it doesn't matter if you've just graduated from a reputable university or have decided to enter the job market after finishing high school, finding a job with the right income and conditions is a challenge. Finding a job is difficult for many job seekers because they choose the toughest way to find a job. There are generally different ways to look for a job that anyone can choose from depending on their abilities. Traditionally, job-search approaches have been broken down into' formal' and' informal' approaches. Formal approaches such as jobs agency services or reacting to advertising published in magazines, journals, newspaper and, more recently, the Internet. The use of personal contacts is one of the informal job-search techniques most studied.in this survey In order to meet the objective; both quantitative as well as qualitative research technique has been used. On the other hand both secondary as well as primary data used for this research paper. For primary data collection, a semistructured questionnaire designed to collect the information. Books, articles, journals and database are used as secondary sources. Therefor the outcome of this research will help to understand more about employee job search opinion of on various job search methods in Afghanistan.

scholarly journals E-Recruitment in Practice: A Study on Jobseekers’ Perception in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 33-42
Author(s):  
Mohammad Rezaul Karim ◽  
Md. Shelim Miah ◽  
Asma Khatun
Keyword(s):  
Human Resource ◽  
Job Search ◽  
Perceived Usefulness ◽  
The Internet ◽  
Job Seekers ◽  
Human Resource Department ◽  
Online Recruiting ◽  
Search Tool ◽  
Use Of The Internet ◽  
Behavioral Intention To Use

The rapid growth and use of the Internet over the last several years has changed the way companies’ conduct of business activities, including the activities of human resource management. To attract and recruit best employees is one of the great challenges for Human Resource Department. Today online recruiting has become a significant tool for Human Resource Department. Bangladeshi companies also can recruit with their websites, job boards or resume banks, newspaper classified ads, and job boards. Online recruiting processes increase firms' competitive advantage through increased efficiency and lower costs and offers benefits and opportunities to jobseekers. This paper investigates the perceptions and behaviors of job-seekers concerning the use of the Internet as a recruiting source. 204 survey questionnaires were distributed to job seekers who are almost regularly using Internet for various purposes. The results showed that perceived usefulness and perceived enjoyment are positively and significantly related to the behavioral intention to use Internet as a job search tool. The study implies that the developers of online job sites need to provide additional useful functionalities or tools in the sites to help users for job search. The paper provides an insight for jobseekers to find employment by using Internet as a job search tool.  

scholarly journals Clinician Job Searches in the Internet Era: Internet-Based Study (Preprint)

2018 ◽  
Author(s):  
Shalu Gillum ◽  
Natasha Williams ◽  
Brittany Brink ◽  
Edward Ross
Keyword(s):  
Job Search ◽  
Rank Order ◽  
Academic Medical Centers ◽  
The Internet ◽  
Web Based ◽  
Medical Centers ◽  
Academic Medical ◽  
Job Searches ◽  
Job Openings ◽  
Internet Searches

BACKGROUND Traditional methods using print media and commercial firms for clinician recruiting are often limited by cost, slow pace, and suboptimal results. An efficient and fiscally sound approach is needed for searching online to recruit clinicians. OBJECTIVE The aim of the study was to assess the Web-based methods by which clinicians might be searching for jobs in a broad range of specialties and how academic medical centers can advertise clinical job openings to prominently appear on internet searches that would yield the greatest return on investment. METHODS We used a search engine (Google) to identify 8 query terms for each of the specialties and specialists (eg, dermatology and dermatologist) to determine internet job search methodologies for 12 clinical disciplines. Searches were conducted, and the data used for analysis were the first 20 results. RESULTS In total, 176 searches were conducted at varying times over the course of several months, and 3520 results were recorded. The following 4 types of websites appeared in the top 10 search results across all specialties searched, accounting for 52.27% (920/1760) of the results: (1) a single no-cost job aggregator (229/1760, 13.01%); (2) 2 prominent journal-based paid digital job listing services (157/1760, 8.92% and 91/1760, 5.17%, respectively); (3) a fee-based Web-based agency (137/1760, 7.78%) offering candidate profiles; and (4) society-based paid advertisements (totaling 306/1760, 17.38%). These sites accounted for 75.45% (664/880) of results limited to the top 5 results. Repetitive short-term testing yielded similar results with minor changes in the rank order. CONCLUSIONS On the basis of our findings, we offer a specific financially prudent internet strategy for both clinicians searching the internet for employment and employers hiring clinicians in academic medical centers.

Internet Recruiting in the Banking Industry

2001 ◽  
Vol 64 (1) ◽  
pp. 9-18 ◽  
Author(s):  
C. Glenn Pearce ◽  
Tracy L. Tuten
Keyword(s):  
Job Search ◽  
Commercial Banks ◽  
Banking Industry ◽  
The Internet ◽  
Application Process ◽  
Corporate Website ◽  
Diversity Programs ◽  
The Us ◽  
Job Site ◽  
Internet Recruiting

The Internet has brought about changes in the job search and application process. For this article, recruiters at several large commercial banks in the US were inter viewed on the usage of Internet recruiting tools. The interviews identified a number of trends that are fairly uniform across these banks, including the following: 1. Recruiters are using the Internet at an increasing rate. 2. While job site services are popular, most recruiters we interviewed preferred using the corporate Website. 3. The percentage of Internet-recruited applicants actually hired varies widely and is still a small percentage of the whole. 4. Diversity programs are not hampered by Internet recruiting.

Conducting a job search on the Internet

Computer ◽  
1997 ◽  
Vol 30 (2) ◽  
pp. 131-133
Author(s):  
D. Maltais
Keyword(s):  
Job Search ◽  
The Internet

scholarly journals EFFECT OF PERSONAL BRANDING EFFORTS ON JOB PROSPECTS OF A LINKEDIN USER

2021 ◽  
Vol 9 (2) ◽  
pp. 323-332
Author(s):  
Arghyadeep Basu, Et. al.
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Job Search ◽  
Social Networking Site ◽  
The Internet ◽  
Handheld Device ◽  
The Core ◽  
Personal Brand ◽  
Personal Branding ◽  
Job Prospects

In this article, the authors examined the relation between Personal Branding efforts in LinkedIn and their job prospects. While there are other social media sites which can be taken into consideration for the study, LinkedIn is deemed to be a purely professional social networking site with content relevant to jobs, industry, economy etc. The authors found that sizable LinkedIn users do not post, share or visit content with the intent of “Building Personal Brand”, however wishes to attract the attention of potential recruiters on the platform. While the term “Personal Branding has been discussed in numerous papers, journals and articles, broader clarity is guaranteed on the same. Additionally, it was duly noted that a person looking for a job doesn’t trust LinkedIn entirely and thus signs up on various other established job portals or seek suitable referrals at the same time.   “Your brand has moved online. That means you need to translate who you are in the real world into a congruent bits-and-bytes version of you. First impressions are important to your career success, so whether they take place with a handshake or on a handheld device, you need to make sure yours is authentic, compelling, and relevant.”, said Mitch Joel in his book ‘Ctrl, Alt, Delete’.   “It is much more than a style of dress, a particular degree or credential, or the associations to which you belong. Mainly it is the unique “stamp” you put on everything you say or do. Because no one will do things and present themselves in exactly the same way that you do, your uniqueness is what people notice”- Annabelle Reitman and Caitlin Williams on Personal Branding in their periodical journal ‘Distinguish yourself and excel in the profession’.   Author Neal Schaffer in his journal “LinkedIn or Left Out” shares his view on LinkedIn by stating- “It is much more than a style of dress, a particular degree or credential, or the associations to which you belong. Mainly it is the unique “stamp” you put on everything you say or do. Because no one will do things and present themselves in exactly the same way that you do, your uniqueness is what people notice.”   Further legal trainer Avery Black feels “The most effective way to start your job search is by developing relationships with people. The Internet, through professional websites like LinkedIn and social media sites like Face-book and Twitter, allows people to start a dialogue with each other.”   The above quotes individually bring out the core pointers of this literature- “LinkedIn” and “Personal Branding” and “Job Search”. “Branding” which audiences still relate to tangible products have slowly seeped into individuals. Individuals are making informed decisions and suitable actions in order to attract the attention of a specific set of people which in this case are job recruiters.

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