Global Web-based Recruitment Market Overview:
Recently, information and communication technologies have introduced new practices in human resource management functions such as electronic recruitment. Job seekers submit their résumé online or send it directly to a company. The e-recruiting sector is faced with a growing number of these documents, which are available in various formats and contain a large amount of information. Then it has become imperative to use automated techniques to identify, extract, and use information from résumés to find the most appropriate one for a given post. The idea behind e-recruiting is simple. Potential candidates post their résumés on a database on the Internet where companies can search thousands of résumés from people looking for a job that matches their qualifications. CV analysis is therefore an essential feature in electronic recruiting technology as the recruiter needs to find the most suitable candidate. However, there are several issues that hinder the e-recruiting process on several levels. It is difficult to manage a large number of resumes that come in various forms on the internet. These problems can lead to the exclusion of interesting candidates due to the variety of broadcast media.
- Increasing the Efficiency in the Hiring Process
- A Rise in Outsourcing of Employee Hiring Processes through E-Recruitment Platform Partners
- Rising Globalization, And Innovations in the Hiring Process
- Growing Usage Company Websites, Online Advertisements, Job Listings, Social Media and Other Means on the Internet to Find and Hire Suitable Employees
- Rising Usage of Big Data Applications and Analytics for Web-Based Recruitment
- A Decline in Profitability Due To a High Level of Competition
- The Increase in the Use of AI-Powered Searches, Changing Dynamics of the Recruitment Process
- Rising Digital Transformation and the Industrial Revolution Has Created a new wave of Job Opportunities
- Difficulties in Scalability
The companies are now exploring the market by adopting mergers & acquisitions, expansions, investments, new developments in existing products, and collaborations as their preferred strategies. The players are also exploring new geographies and industries through expansions and acquisitions so as to avail a competitive advantage through combined synergies.
Some of the key players profiled in the report are Recruit (Japan), LinkedIn Corporation (United States), CareerBuilder LLC (United States), Monster (United States), Seek Limited (Australia), Zhilian (China), 51job Inc. (China), Naukri (India), StepStone (Germany), DHI Group, Inc. (United States), Glassdoor (United States), Simply Hired Inc. (United States), TopUSAJobs.com (United States) and 104 Job Bank (Taiwan). Analyst at AMA Research see United States Manufacturers to retain maximum share of Global Web-based Recruitment market by 2025. Considering Market by Industry Vertical, the sub-segment i.e. Secretarial/Clerical will boost the Web-based Recruitment market. Considering Market by End-User, the sub-segment i.e. Graduates will boost the Web-based Recruitment market. Considering Market by Features, the sub-segment i.e. Assessments will boost the Web-based Recruitment market.
On 10th October 2018, LinkedIn had launched a new product so as to help the employers to manage the sourcing, interviewing, and hiring of the candidates. LinkedIn has also made a foray into helping the businesses improve their diversity, by allowing the recruiters to assess the gender proportions in a pool of candidates.
Data related to EXIM [Export- Import], production & consumption by country or regional level break-up can be provided based on client request**
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The top-down and bottom-up approaches are used to estimate and validate the size of the Global Web-based Recruitment market.
In order to reach an exhaustive list of functional and relevant players various industry classification standards are closely followed such as NAICS, ICB, SIC to penetrate deep in important geographies by players and a thorough validation test is conducted to reach most relevant players for survey in Web-based Recruitment market.
In order to make priority list sorting is done based on revenue generated based on latest reporting with the help of paid databases such as Factiva, Bloomberg etc.
Finally the questionnaire is set and specifically designed to address all the necessities for primary data collection after getting prior appointment by targeting key target audience that includes Providers of Web-based Recruitment, End-Users, Potential Investors, Market Research Firms and Others.
This helps us to gather the data related to players revenue, operating cycle and expense, profit along with product or service growth etc.
Almost 70-80% of data is collected through primary medium and further validation is done through various secondary sources that includes Regulators, World Bank, Association, Company Website, SEC filings, OTC BB, USPTO, EPO, Annual reports, press releases etc.