Online recruitment sites have two major features: job boards and a resume or Curriculum Vitae (CV) database. Job boards provide the member companies with the opportunity to post job vacancies. On the other hand, candidates can upload a résumé to be integrated in searches by member companies. Fees are charged for job postings and access to look for resumes.

Online recruitment websites can be very useful to find candidates that are very enthusiastically searching for work and post their resumes online, but they will not appeal to the “passive” candidates who might respond fortunately to an opportunity that is accessible to them through other means.

Not so long ago the recruitment website has went forward to encompass end to end recruitment. Websites take over candidate details and then pool then in online client accessed candidate management interfaces. The main players in this sector offer e-recruitment software and services to companies of all sizes and within various industry sectors, who wish to e-enable entirely or partly their recruitment procedure in order to improve business performance.

The online software offered by those who specialize in online recruitment assists companies attract, test, recruit, hire and retain quality staff with a least amount of administration.

Traditional recruitment agency that are also known as employment agencies have historically had a physical location. A candidate comes to a local branch for a brief interview and an evaluation before being taken onto the agency’s books. Recruitment Consultants then endeavour to correspond their pool of candidates to their customers’ open positions. Appropriate candidates are with possible employers.

The recruitment industry has four major types of agencies. Their recruiters goal to channel candidates into the hiring application process.

Recruitment is the procedure of identifying that the company needs to hire someone to the point at that application forms for the position have arrived at the company. Assortment after includes the processes implicated in choosing from candidates a appropriate applicant to fill a post. Training includes of a range of procedures concerned in making sure that job holders possess the required skills, understanding and attitudes needed to help the company to achieve its gains. Recruiting individuals to fill exact posts within a company can be done either internally by employment inside the firm, or externally by recruiting candidates from outside.

After the short-lists are combined the selected candidates should be invited for the interview. After that it  is strongly recommended for a company to examine the references of the candidates who seemed to be appropriate. In case if the candidate’s qualifications and abilities match the job description and if he or she is oriented towards career development and perfection of his or her professional and personal skills then the candidate would be a perfect match.

It is also very important to inform all the rest candidates that they had been unsuccessful.

As a rule, as soon as an employee informs his employer that he is leaving how should the company act? First of all they should discover the reason why the employee had resigned, whether there are any unsatisfactory conditions of working, problems in the team or anything that could be improved. Secondly the company should go in for internal promotion and establish whether there are any candidates to be promoted to the vacant position.

If  there are no internal candidates to be promoted the company should advertise the vacancy or turn to a recruitment agency. The next step would be examination of the applications, resumes and covering letters as well as combination of short-lists of preliminary selected candidates.