At this time of hyper-competition and rapid environmental changes, one of the most critical sources of competitive advantage is to attract and retain talented workers. Erecruiting is one of the most rapidly growing e-commerce areas. Since the mid-1990s, a number of e-recruiting methods such as job boards, corporate career Web sites, and e-recruiting consortia have been introduced into the labor market. Recruiting through corporate career Web sites has been touted as the most efficient and cost effective recruiting method. While most of large- and medium-sized organizations have deployed corporate career Web sites, many of them have failed to achieve the maximum benefits because they do not have the appropriate architecture and business practice in place. While e-recruiting methods have been widely used since the mid-1990s, no formal classification system has been developed for a wide variety of e-recruiting sources. This study proposes six categories of e-recruiting sources and presents the architecture of the next-generation, holistic e-recruiting system. This architecture consists of eight distinct yet interrelated subsystems: (1) applicant tracking management subsystem; (2) job requisition management subsystem; (3) job agent management subsystem; (4) prescreening/self-assessment management subsystem; (5) e-recruiting performance analysis subsystem; (6) candidate relationship management subsystem; (7) workflow management subsystem; and (8) database management subsystem.
Cost-Effective Hyperspectral Transmissometers for Oceanographic Applications: Performance Analysis