Bachelorarbeit aus dem Jahr 2009 im Fachbereich BWL - Personal und Organisation, Note: 1,3, Technische Hochschule Wildau, ehem. Technische Fachhochschule Wildau, Sprache: Deutsch, Abstract: The recruitment of highly qualified experts and graduates increasingly confront enterprises with problems. First of all the classic methods of the recruitment are presented. Many of them are not up to date any more and don't address to the correct target group. Based on that statement, the Web 2.0 offers good possibilities to integrate new technologies like Blogs, Podcasts or also virtual job fairs into the recruitment draft. Besides, Blogs and Podcasts have a great potential for the use in the context of passive recruitment and personnel marketing. Social networks, as well as virtual personnel fairs are suitable for the active recruitment. With both the potential applicants can be addressed directly and sounded out. Especially the social networks can be searched very precise for fitting applicants whose deposited profile fits best to the vacancy to be filled. As an instrument of the IT-supported applicant's selection the different variants of the E-Assessments are suitable. Bigger amounts of applications can be also treated by E-Assessments and sounded out based on highly objective criteria. The risk to overlook a capable applicant decreases clearly. The methods of the Web 2.0 will change and affect the recruitment during the next years. Also more and more non-technical enterprises need to present themselves in the Internet appropriately to be able to consist in the „war for talents".
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