La mobilisation d'Internet pour recruter : aux limites de la sélection à distance

Bessy, Christian; Marchal, Emmanuelle

doi:10.3917/rdli.052.0011

Cited by 9 publications

(4 citation statements)

References 6 publications

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“…Establishment size does not affect Internet use, but being part of a multi‐establishment company or having a Human Resources Department, which are alternative measures of size, increases it. This result is in contrast with that in the previous survey (Bessy & Marchal, 2006), which showed a strong size effect on the posting of online vacancies. This may indicate that the Internet has become more widespread in establishments, regardless of their size.…”

Section: Estimation Resultscontrasting

confidence: 99%

“…The Internet is now widely adopted by recruiters and job seekers in the United States and many European countries, including France (Bhuller et al, 2019; Campos et al, 2018; Faberman & Kudlyak, 2016). More than 90% of posted job vacancies in France now appear online (Bergeat & Rémy, 2017), whereas only half did in 2005 (Bessy & Marchal, 2006). Recruiters' use of online résumé databases has more than doubled since 2005, although their use remains much lower than that of online job postings.…”

Section: Introductionmentioning

confidence: 99%

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What is the best website for recruiting?

Remy¹,

Simonnet

2023

Industrial Relations

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Do employers form higher‐quality matches at a lower cost when they hire via websites such as corporate websites, specialized sites, generalist sites, or the site of the public employment service (PES)? Based on a survey of French establishments, we find that employers who rely on the Internet to look for candidates employ more search channels and selection methods. Of Internet users, the employers who recruit via the PES website consider their match to be less satisfying, whereas those who hire via the company website obtain better matches. There is no relationship between the vacancy duration and the recruitment channel.

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Section: Estimation Resultscontrasting

confidence: 99%

Section: Introductionmentioning

confidence: 99%

What is the best website for recruiting?

Remy¹,

Simonnet

2023

Industrial Relations

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“…In particular, holding a primary, secondary and higher education diploma contributes positively employment access by 0.967, 0.922 and 0.708%. On the other hand, it appears that the effect of ICTs on access to employment is negative, but it is statistically insignificant, which corroborates Bessy and Marchal (2006).…”

Section: Presentation Of the Resultssupporting

confidence: 60%

Use of Icts: What Effect on Youth Access to Employment in Cameroon?

NOUFFEUSSIE

Meka'a

NOUFELIE

et al. 2022

Preprint

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Based on ECAM4 (2014) database, this paper aims at analysing the effect of Information and Communication Technologies (ICTs) based on youth’s access employment aged between 15-35 years old in Cameroun. The cases of employees of more than 15 and thos of more than 35 years old are considered for comparisons. In order to solve the endogeneity bias of the simple probit model, a robust instrumental variable probit model was used, and this gave consistent results with regard to the diagnostics based on the specificity/sensitivity tests. The estimates suggest that: (i) using the internet increases the chances of getting a job, and this for all age group considered; (ii) this increase it between 17-38% for youth, 0.39-1.118% for seniors and 18-40% for all workes; (iii) compared to senior employees, the young internet users are 25 times luckier to find a job. Finally, this result is in accordance with the literature which considers ICTs as the most important component of labor market.

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“…Recent studies have shown that job hunting via the internet is considerably less successful than expected. Despite its expansion, the Web still remains a marginal hiring channel in France (Bessy & Marchal, 2006).…”

Section: Discussionmentioning

confidence: 99%

Job board toolkits: Internet matchmaking and changes in job advertisements

2007

Self Cite

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This article examines the role of Internet based labour market intermediaries in coordinating job seeker/employee interactions. A twofold analysis examines on the one hand the matchmaking tools determining applicants" access to job ads, and on the other, the content of ads posted on the web. Observations reveal that the information available to applicants is subject to a high degree of filtering achieved through the use of pre-defined lists, keywords or more frequently, input fields. A comparative analysis of job offers posted on the Internet with those posted in newspapers shows that search engine toolkits have a considerable impact on ad content which is generally more standardized and quantified in the former than in the latter. Furthermore, a comparison between French and British ads demonstrates that the institutional context influences the actions taken by job boards. In contrast to Great Britain, France more frequently uses matching markers aimed at selecting applicants than those providing detailed information on the job offer. Today, French job boards thus contribute in weakening applicants" position on labour markets.3

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La mobilisation d'Internet pour recruter : aux limites de la sélection à distance

Cited by 9 publications

References 6 publications

What is the best website for recruiting?

What is the best website for recruiting?

Use of Icts: What Effect on Youth Access to Employment in Cameroon?

Job board toolkits: Internet matchmaking and changes in job advertisements

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