|
Published by: Key Note Publications Ltd
Published: Apr. 1, 2003 - 100 Pages
Table of Contents
Executive Summary
- Dotcom Bubble? — What Dotcom Bubble?
- The Infant Has Started To Talk
- Clicks And Mortar — The Dominant Business Model
- The Growth Driver
- The Future Is Bright, But Not All Will Survive
1. Introduction
2. Strategic Overview
- Market Dynamics And Segmentation
- E-Recruitment Expands Among Companies
- Table 1: The Proportion Of Employers Using Electronic Methods For Job Advertising (%), 1998-2002
- Figure 1: The Proportion Of Employers Using Electronic Methods For Job Advertising (%), 1998-2002
- Table 2: Recent Trends In Online Recruitment Activity Among Human Resources Professionals (Number, £ And %), 2001 And 2002
- Jobsite Metrics
- Table 3: The Number Of People With Internet Access And Using The Internet To Look For Work In Great Britain (Million And %), July 2000-February 2003
- Table 4: Jobsite Metrics (Million), 2002
- From Pureplay To Clicks And Mortar
- Disintermediation Yes, Disintegration Definitely Not
- Table 5: The Usage Of Electronic Methods Versus Employment Agencies (%), 1999-2002
- Figure 2: The Usage Of Electronic Methods Versus Employment Agencies (%), 1999-2002
- Offline Is Dead, Long Live Offline
- Table 6: Methods Used By Online Jobseekers (%), Winter 2002/2003
- Nevermind The Width, Feel The Quality
3. Competitive Structure
- Main Types Of Site
- Table 7: Breakdown Of UK Jobsites (Number And %), February 2003
- The Major Jobsites
- Table 8: The Top 15 Jobsites Ranked By Unique Users (%), 2002
- Table 9: The Leading Jobsites Ranked By Average Page Impressions (%), 2002
- Table 10: The Leading Jobsites Ranked By Average Jobs Advertisements On Site (%), 2002
- Advertising And Promotion
- Media Used For Job Advertisements
- Contacting Clients
- Table 11: The Main Reason Jobsite Users Use A Particular Site (%), Winter 2002/2003
- The Jobsite Users
4. Market Drivers
- It's The Economy, Stupid!
- Table 12: The UK Labour Market (000 And %), Spring 1998-2002 And Autumn 2001-2002
- Key Sectors Will Influence The Picture
- Table 13: The UK Recruitment Market By Turnover (£Bn And %), Years Ending April/May 1997-2002
- Figure 3: The UK Recruitment Market By Turnover (£Bn), Years Ending April/May 1997-2002
- The Search For A New Business Model
- Go Where The Jobseekers Are
- Table 14: The Number And Proportion Of Households In Great Britain With Internet Access (Million And %), 1999-2002
5. Swot Analysis
- Strengths
- Weaknesses
- Opportunities
- Threats
6. Pest Analysis
- Political Factors
- Economic Factors
- Social Factors
- Demand
- Supply
- Technological Factors
7. Recruiter Strategies
- Introduction
- Advantages Of E-Recruiting
- The Internet Reshapes The Agency Business Model
- Disintermediation — Should Jobsites Worry?
- Table 15: Sources Of Candidates (%), 2001 And 2002
- Figure 4: Sources Of Candidates (%), 2001 And 2002
- Table 16: Methods Used To Recruit Staff (%), 1999-2002
- Table 17: The Most Important Issue Facing Online Recruitment (%), 2001 And 2002
- The Job Advertisement Continues To Rule
- Table 18: Advertising And The Best Source Of Candidates (%), 2002
- Figure 5: Advertising And The Best Source Of Candidates (%), 2002
- But Opportunities Are Being Missed
- From E-Recruiting To E-Hr
- Greater Familiarity Leads To Less Site Loyalty
8. Site User Dynamics
- Introduction
- Who Are Online Site Users?
- Table 19: Characteristics Of Internet Users (% Of Adults And Index All=100), February 2002
- Why Are Jobsites Used?
- Table 20: Summary Of Reasons For Visiting An Internet Careers/Jobsite (% Of Adults), February 2002
- Table 21: Reasons For Visiting An Internet Careers/Jobsite (% Of Adults), February 2003
- Table 22: More Reasons For Visiting An Internet Careers/Jobsite (% Of Adults), February 2003
- Traffic Generators
- Table 23: Summary Of Very Important Features Or Services Available On Jobsites (% Of Adults), February 2003
- Table 24: Very Important Features Or Services Available On Jobsites (% Of Adults), February 2003
- Table 25: More Very Important Features Or Services Available On Jobsites (% Of Adults), February 2003
- Frequency Of Visit
- Table 26: Frequency Of Visiting Internet Jobsites (% Of Adults), February 2002
- Table 27: The Intensity Of Jobsite Visits By The Main Social Groups In The Last 3 Months (Number And %), February 2002
- The Skills In Demand
- Generic Sites (Sites That Deal With Many Different Industry Sectors)
- Specialist Sites (Sites That Deal Primarily With One Industry Sector Or Type Of Job)
- Table 28: What Role Do Jobseekers Have? (%), Winter 2002/2003
- Table 29: In Which Industry Sector Does A Jobseeker's Employer Operate? (%), Winter 2002/2003
- Speed Is Essential
- Jobseekers Are Not Site Loyal
- Table 30: The Number Of Online Recruitment Sites Visited In Order To Look For A Job (%), Winter 2002/2003
9. Site Strategies
- Developments
- Value-Added Services To Jobseekers
- Geographical Diversification
- E-Hr And Vertical Integration
- Consolidation
- Major Jobsites — Mini Profiles
- Fish4 Trading Ltd
- Forgroup Internet Ltd — Www.Careers4a.Com
- Gis-A-Job Ltd — Www.Gisajob.Com
- The Hotgroup Plc
- Jobserve Ltd
- Table 32: Financial Results For Jobserve Ltd (£000), Years Ending 30th September 1999, 2000 And 2001
- Jobsite UK (Worldwide) Ltd
- Table 33: Financial Results For Jobsite UK (Worldwide) Ltd (£000), Years Ending 31st August 1999 And 31st December 2000-2001
- Pharma-Id.Com Ltd — Www.Pharma-Id.Com
- Reed Elsevier Group Plc
- Reed Executive Plc
- S1now Ltd — Www.S1jobs.Com
- Table 34: Financial Results For S1now Ltd (£000), Years Ending 31st December 2000 And 2001
- Tmp Worldwide/Www.Monster.Co.UK
- University Of Warwick — Www.Jobs.Ac.UK
- Workthing Ltd (Guardian Media Group)
- Table 31: Financial Results For Workthing Ltd (£000), Years Ending 1st April 2001 And 31st March 2002
10. The Future
- Key Development Trends
- Forecasts
- Table 35: Forecast Growth In Internet And Jobsite Users (Million And %), October 2002-2007
- Figure 6: Forecast Growth In Internet And Jobsite Users (Million), October 2002-2007
- Table 36: The Forecast Proportion Of Employers Using Electronic Methods For Job Advertising (%), 2002-2007
11. Further Sources
- Publications
- General Sources
- Bonnier Information Sources
- Government Sources
- Jobsites
AbstractSince 2000, the dotcom bubble has well and truly burst; the deflation of that bubble has left in its wake a stream of failed start-ups, stock market failures and investors that got their fingers badly burnt. The Internet business model has taken severe knocks in many markets, but has seemingly gone from strength to strength in the recruitment market. In contrast with many other Internet sectors, online recruitment has a number of profitable jobsites — such as monster and, the example to them all, Jobserve — although it would be wrong to see the sector as awash with spare cash and financial reserves. Indeed, consolidation is badly overdue in this industry and is expected in the future.
However, online recruitment is now firmly recognised as a strategically important medium to fulfil vacancies both by recruitment agencies and, more recently, by employers. The use of electronic recruitment (e-recruitment) is also expanding by industry sector. Originally largely limited to IT, graduate and senior management roles, the Internet is now utilised at every level, across all industry sectors.
For many companies, e-recruitment is still at an early, even infant, stage of development, with the imperative largely driven by a desire to cut recruitment costs. In addition, most recruiters using the Internet are pursuing piecemeal initiatives rather than having a guiding strategy and the Internet has not yet broken into the total jobs market. Instead, it targets a particular type of jobseeker.
However, greater sophistication and maturity in the market are emerging, with companies seeking to use e-recruitment as part of a wider shift of their human resource (HR) operations to an electronic basis. Key Note expects the Internet to penetrate the wider jobs market in the next 5 years. A growing proportion of recruiters are now seeking to develop e-human resources (e-HR) and e-recruitment strategies.
In the early stages of the market, the main priority for recruiters was generating applicants for their job advertisements. Today, the focus is shifting towards improving the quality of candidates that apply for jobs. As e-recruitment becomes part of e-HR, so the focus of recruiters is shifting towards accurately evaluating and comparing the relevant skills of candidates, i.e. screening, filtering, sorting, and ranking of candidates. This, in turn, is reshaping the services and functionality offered to recruiters by jobsites.
Get Full Details About This Report >>
|
|
US: 800.298.5699
Int'l: +1.240.747.3093
|
|
|
