Should a company go in for recruitment through Web 2.0 job portals..??

I strongly agree with Web 2.0 recruitment.Most of the companies, especially all IT companies, have started recruiting through social media networks and blogs. Earlier we had blogged about social media sites being a threat to job portals. This is a very good trend coming up as recruiters get a chance to make a background check of the person they are recruiting. Websites like Orkut, Facebook and other social media websites are the new haunting places for HR Teams these days to scout for talent that can deliver very good results.
Social media sites are places where professionals are looking forward to build relationships with other professionals. There are many communities on both facebook and orkut which professionals join in order to increase their knowledge of their respective fields. Many professionals exchange a lot of crucial notes on these communities which helps them build a reputation of their own. This certainly leads to recruiting from these social networking sites.
There are even specialized professional networks like LinkedIn , ERE and Ryze which cater to the needs of professionals only. These professionals mainly register these sites in order to already keep in touch with past as well as present colleagues. Thus, this is clearly an opportunity for HR agencies and HR teams to collect relevant data, reputation and other crucial data relating to the prospect in question through contacting the colleagues connected to the prospect on the site.
Nowadays, even senior professionals are catching up fast on the blogging scene and writing content that develops a rapport with a lot of visitors. These senior professionals write on blogs to develop a reputation for themselves and establish themselves as experts in their respective areas of work. This way they are attracting companies to recruit them by initiating them to read the quality of content that is put up on their blog.

i completely agree to u n i think if one is a recruiter ,he can very well understand this.

in hiring process challenges are w.r.t. time. n web 2.0 cannot take this challenge in its early stage bcoz one cannot ignore privacy terms on such portals.

just to add this something new by combining job portals n network site , may b more precise .

• The company’s more prepared, and can conduct better interviews and be better at selection. If every interviewer, from recruiter to manager to senior management (if they’re involved), has read the candidate’s blog, viewed his/her videos, or perused their Tweets, they’re better prepared going in.
  
  
• The candidate’s more prepared. If the candidate has read about a company on Glassdoor.com, connected with current employees on LinkedIn, looked at what company employees are saying on Facebook, kept up with a company blog, and so on, they know more than they would by looking at company marketing-speak. They can decide themselves that they do or don’t fit.
  
  
• Onboarding. No more nervously asking random people, “tell me where the bathroom is again?” Life’s easier on the new employee because they know a lot of people on Day 1 — or at least recognize them from their Twitter photos.

Nikhil using Web 2.0 facilities for recruitment is not a new concept in west but for this neglecting Job Portals & Staffing consultants can harm recruitment procedure. Even the recruitment firms are also using this platform but response time is too low there are lots of pros & cons of web 2.0 communities.

you cant be solely dependent on this. jobs portals can give you rich database via which you can search them and contact them immediately but you cant do this in web 2.0 communities bcos 90% users hide their contact info for strangers.

Neglecting Staffing consultants over web2.0 and job portals can more harm the recruitment procedure bcos they dont have only readymade rich database, job portal access but also apart from that they have very good social contacts in market for diferent fields via which they recruit their 40% staffing and expertise in head hunting which you cant get from web2.0 and job portals also.

I feel that Direct Hiring through internal referals, Job Portals, Recruitment Agency services and Manpower outsourcing services will all co-exist in the market place.

Companies will use one or any combination of these depending on the Kind of Positions required, Urgency, availability of their own resources for hiring process etc. All these services satisfy a different need.

Job poratals give you access to large database. You still have to pick up the right candidate like picking up needle from hay stack simply because the search technologies used by them are no way near to Human Brain reading a CV. That is why Recruitment Consultants are in business who knows what fits where & where to find them.

Manpower Outsourcing satisfies a different need of companies. For a very specific One Time Job employees are outsourced from an outsourcing agency for few months to one year. Or simply to avoid legal problems they want to keep their head count low. Some do it for cost reduction, some do it for focussing on their core business activity. Some companies can not access highly specialized manpower because it may be unavailable or available at a very high cost & companies don't want to hire them on permanent basis, so they out source.

So don't worry. They will co-exist.

As the advent of TV did not wipe out Cinemas or CAS / DTH could not finish Cable TV or Mobile Phones could not kill landlines. Similarly none of the services will go away. Only Market share will change.

I am in favour of what Nikhil has suggested. The quality of HR recruitments has deteriorated over the last few years and this does have a great impact on the quality of the employees and their performance. It will be better to use the web portals available to screen and select good candidates.

companies should out source recruitment to portals.

admin officials of the portals , while sitting on the other side of the screens have a bird eye view of the participants of the discussion boards as they are unbiased.

they will make a  psychographic profile of the prospective job seeker and eventually place him in a best fit situation suited both to the company and the job seeker