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Essay / Research Paper Abstract
A 20 Page paper. The writer begins with an introduction that discusses executive recruitment and the importance of recruiting the right candidates is also discussed. The writer than discusses trends in executive recruitment and the move towards utilizing the Internet as a source to recruit executives. This is followed by a discussion of the advantages/benefits of using the Internet as well as the disadvantages/limitations of the Online recruiting. Finally, tips are provided to make one's recruiting Web site more appealing. Finally, a discussion on how to screen candidates who apply over the Internet, including the use of video conferencing. Data are included. Bibliography lists 11 sources.
Page Count:
20 pages (~225 words per page)
File: MM12_PGnetrf.rtf
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Unformatted sample text from the term paper:
a great deal over the last ten years or so. Today, it is a global marketplace for products, services and for recruiting and retaining human capital, i.e., employees and executives.
The changes make the quality of a companys leadership team even more important than in the past. As Barner said: "Many organizations have been blown off course by complex international
market forces, the birth of entirely new technologies, and the emergence of competitors from unlikely fields. Faced with this unpredictable and highly fluid work environment, corporate boards and stockholders depend
more on the abilities of executives who can navigate them safely through the turbulent market" (2000, p. 35). This is a good summarizing statement regarding the extreme importance of
a company having the right executives working with them. Even the stock market is not immune to the leadership in corporations. Stock prices may fall or rise when
an executive leaves or a new one joins the company (Barner, 2000, p. 35). For instance, when James Dimon resigned from Citigroup in late 1998, the stock price for
the company fell by almost three points in two days (Barner, 2000). Worse, perhaps, investment firms on Wall Street subsequently downgraded the stocks for Citigroup (Barner, 2000) -
all because one key executive left the firm. Analysts at investment firms now watch the movement of high level executives carefully and act upon changes that are made within the
high level executive ranks (Barner, 2000). Over time, analysts have recognized that key executives can make the company prosper or fail (Barner, 2000). Analysts have also learned that the
performance of a company can shift dramatically with a change at the key executive level (Barner, 2000). So, how do companies recruit their executives? Once, corporations typically used head-hunting firms
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