Attendance at these sites is constantly increasing

Unavoidable. Frédérique Chemally, Sephora HR Development Manager, is formal: the Internet has become "an essential tool for the job search." Most of the major groups have in recent years of a topic in employment on their site, where candidates can apply online. Fast, free, the formula has what charm employers as applicants. The cosmetic company, which will recruit about 700 people this year, even strengthened its launching a cat of recruitment. "This allows all questions on our hiring policy, and get immediate answers," says Frédérique Chemally. Through the Web, the firm was able to incorporate shortly a pool of 30,000 candidates.

According to a survey of the Appei (1), TNS Sofres (2), employment sites arriving in third position of the means used by the candidates, behind personal relationships and unsolicited applications. The phenomenon is even more pronounced among young graduates: adept at the intricacies of the Web, they seized more often on Monster, Mandy or framework ' employment, "job boards" to view thousands of online offers, deposit his CV or receive alerts by e-mail. Attendance at these sites is constantly increasing. According to Olivier Fécherolle, DG, Mandy, "the 21-24 years represent 35 of these users and 40 have less than two years of experience." Today, all sectors are concerned.

But the e-recruitment also began to be a victim of its success. Number of companies who had thought to reduce the cost of their hiring procedures begin to realize. "Internet has promoted transparency, i.e. the ease of access to information, the immediacy, the NPISH." But he also reinforced the "noise", i.e. the proportion of non-relevant information, explained Yannick Fondeur, researcher at the Ires (3) and specialist in the Internet job market. "The non-targeted CV flow generated by an offer is one of the big problems today for employers."

Avalanche of nominations

After a period of euphoria in 2000-2001, companies are somewhat returned from their illusions on the e-recruitment. "If the Internet has enabled a quantitative increase, the reverse of the medal has been qualitative," concedes Thanh Nguyen, Director of the e-service department at Publicis Consultants HR. For example, Air France, know more how to deal with thousands of applications that flooded on its site. "Some companies were believed to protect themselves by proposing very complicated application forms." "But it did stop as the most sought-after candidates, when the desperate persisted", says Olivier Fécherolle. A frequently adopted solution is to select resumes based on certain requirements: are you bac 5 Do you have a car Are you mobile on the France In the case of negative answer, the CV is automatically retoqué. A process which lacks finesse clearly. "Companies are tempted to resort to a formal criteria selection." "But it may penalise the candidate whose experience compensates largely for the diploma", analysis Yann Fondeur. The best way to avoid the avalanche of applications is to organize a natural selection in explaining to at the outset its requirements. "The most advanced companies have realized to be thinking in public target and provide a minimum service, recognizes Thanh Nguyen. Result, the e-recruitment is not so rapid that this.