Talent harbour : web career portal
The recruitment function of organizations has evolved from the traditional methods of referrals, print advertisements to the use of digital platforms such as career portals. With the large amount of fresh graduates from various institutions entering the workforce every year, the recruitment function...
Saved in:
| Main Author: | |
|---|---|
| Other Authors: | |
| Format: | Final Year Project |
| Language: | English |
| Published: |
2014
|
| Subjects: | |
| Online Access: | http://hdl.handle.net/10356/58975 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Nanyang Technological University |
| Language: | English |
| Summary: | The recruitment function of organizations has evolved from the traditional methods of referrals, print advertisements to the use of digital platforms such as career portals. With the large amount of fresh graduates from various institutions entering the workforce every year, the recruitment function has become crucial for organizations to hire the best candidates who fit their job requirements. Likewise, jobseekers such as fresh graduates will face similar competitions in terms of securing job opportunities in their ideal organizations. With the increasing demands for interns as internships have become part of the school curriculum for most tertiary institutions, this again reflects the high level of competitions that tertiary students face in clinching their desired internships. In addition to the issue of competitive hiring market, the foreign labour quota has been a concern for many local firms and Multi-National Corporations operating in Singapore. Such quota restricts many organizations in maximizing their operations especially when they require a complex and diverse pool of human capital.
The purpose of the project aims to develop an online recruitment portal, Talent Harbour that specifically addresses the mentioned problems. Talent Harbour provides a streamlined job application process for its recruiters and it is entirely managed within the recruiters’ portal. As for the jobseekers, the job listings are categorized by the nature of jobs coupled with LinkedIn integration to allow job applications using LinkedIn accounts for ease of usage. In addition, the delivery of the Recruitpon service allows recruiters from similar nature of industries to share their workforce on an outsourcing basis, a direct approach in addressing the issue of foreign labour quota limitation.
As a new business in the recruitment industry, marketing efforts are necessary to create awareness for Talent Harbour. Both traditional and digital marketing channels which include social media marketing, digital newsletters, search engine optimization, career seminars and student ambassadors’ campaign will be executed to increase exposure and awareness of the services that Talent Harbour offers.
In terms of financing, Talent Harbour requires an initial injection of $80,000 capital which will be funded by its investors. The fund will be used for the development and implementation of the recruitment portal in terms of web hosting costs, marketing expenses, office rentals and utilities, purchasing of equipment such as computers and printers as well as other operational expenses such as wages. The projected payback period is expected to be one year and three months after its implementation.
Finally, this project also foresees areas of recommendation which could be possibly implemented in the upcoming years with greater financial capacity. These areas include regional expansion plans, providing targeted recruitment services as well as exploring other recruitment related services such as conducting trainings and workshops on career development. These recommendations could be potential avenues for Talent Harbour to enhance its brand equity and increase its financial capacity. |
|---|