Personalbeschaffung im Web 2.0

Bachelorarbeit aus dem Jahr 2009 im Fachbereich Führung und Personal - Recruiting Note: 13 Technische Hochschule Wildau ehem. Technische Fachhochschule Wildau Sprache: Deutsch Abstract: The recruitment of highly qualified experts and graduates increasinglyconfront enterprises with problems. First of all the classic methods of therecruitment are presented. Many of them are not up to date any more and don'taddress to the correct target group. Based on that statement the Web 2.0 offersgood possibilities to integrate new technologies like Blogs Podcasts or also virtualjob fairs into the recruitment draft. Besides Blogs and Podcasts have a greatpotential for the use in the context of passive recruitment and personnel marketing.Social networks as well as virtual personnel fairs are suitable for the activerecruitment. With both the potential applicants can be addressed directly andsounded out. Especially the social networks can be searched very precise for fittingapplicants whose deposited profile fits best to the vacancy to be filled. As aninstrument of the IT-supported applicant's selection the different variants of theE-Assessments are suitable. Bigger amounts of applications can be also treated byE-Assessments and sounded out based on highly objective criteria. The risk tooverlook a capable applicant decreases clearly. The methods of the Web 2.0 willchange and affect the recruitment during the next years. Also more and morenon-technical enterprises need to present themselves in the Internet appropriatelyto be able to consist in the „war for talents.