Using online vacancies and web surveys to analyse the labour

market:

Introduction
Internet-based data collection and research are growing research areas with a
strong potential to deepen and widen our knowledge about various socio-
economic issues. A particular area of increasing interest is the use of
innovative data sources and analytical methods for the study of the labour
market (Amuri and Marcucci 2010; Askitas and Zimmermann 2015). Many
aspects of job search have been transformed due to the availability of online
tools for job search, candidate search and job matching (European
Commission and ECORYS 2012). Indeed Kuhn (2014) and Kuhn and Mansour
(2014) provide evidence of the prominent role of online tools in job matching.
This also presents new opportunities to collect and analyse web-based data
about labour market demand and supply, which can enrich our micro-level
understanding of pertinent issues such as skill and task requirements of
employers, occupational change, wages and working conditions.

The debate over whether these new data sources should be used more
extensively and to what purpose is still open. Two data sources that have been
used most frequently for analysis are job vacancies posted online (via
dedicated portals or the employers’ websites) and voluntary web surveys (e.g.
Wageindicator). One of the most prominent qualities of data collected or
generated online is the large number of observations one can obtain. However,
the potential value of such data sources goes beyond the sample size.
Collection of vacancy data offline is costly and time consuming and online
availability provides opportunities to access and analyse the content of job
advertisements to better understand what employers require in a way which
would not be practically feasible using traditional newspaper sources of the
past. Advantages such as time and cost effectiveness and the easy variability of
survey questions also apply to voluntary web-based surveys (Wade and
Parent 2001; Steinmetz and Tijdens 2009; Mang 2012). Voluntary web-based
surveys collect information about wages and working conditions, which are
problematic in representative surveys where people do not report their wages
or where more detailed information about the working environment is absent.

Several methodological issues persist, however, which are predominantly

related to the quality, reliability and representativeness of such data as well as
generalisability of findings (Gosling et al. 2004; Steinmetz et al. 2009; de
Stefánik 2012). These concerns are especially pertinent in research fields such
as political science, economics and sociology, where the core quantitative
analytical tools are based on representative 1 data and inferential statistical
analysis. Despite these possible limitations, studies using online data and
advancing research methods with new technologies have been published in
leading social science journals, suggesting that the field is likely to expand
rather than decline (Bellou 2015; Edelman 2012; Sappleton 2013; Taylor et
al. 2014). Given the increasing reliance on Internet-based recruitment and the
spreading access to the Internet across socio-economic groups and countries,
it is highly likely that reliance on such data will grow. Indeed, Askitas and
Zimmermann (2015) argue that as the Internet population becomes more and
more equal to the total population, sampling may even become obsolete in
cases where researchers would have access to the full data.

OVERVIEW OF ONLINE JOB PORTAL

Internet has created to become a popular advantage to most organizations and companies.Many compa
nies have designed websites to be used to advertise their jobs. It came to myawareness that a portal can 
be far better to use in job advertisement than websites because a portal can be a gateway to access web
site information whereas a website just displays onlinecontent.A portal improves functionality and flexib
ility to cater for various classes of users . Manycompanies have realized the need to change employment 
or recruitment process in order tocope up with the increasingly changing technology and the large num
ber of job seekers.(Midiwo,2015).The internet therefore has become a popular way to recruit people. Th
e Human ResourceInformation System (HRIS) is a system which has been used previously to manageemp
loyees. The efficiency and effectiveness of the Human Resource Information Systemenables staff to form
at their profile, strengths and weaknesses(Rawat,2010).When such asystem is used it is easy to have the 
quality personnel in the right place. It is clear that froman HRIS more advancements can be made so that 
the recruitment process is done online and

from their the user will continue updating his/her resumes online even after employment andcompanies 
be in a position to download the resumes.A well developed web-based portal is a top cost reducing strat
egy to be applied or used byorganizations because efficiency is improved within the organization (Kemei
,2016).Withcloud computing, it is easy to maintain data and applications using remote servers and thein
ternet (Anitha and Aruna,2013). New technology is currently changing the way we carry out business ev
eryday the way weisolate, recruit and hire or employ the best candidates/applicants. Traditionally it was 
allabout paper resumes, newspaper advertisements, television or radio advertisement andtraditional sit 
down interviews.

CURRENT TRENDS IN JOB RECRUITMENTSOCIAL MEDIA
Social media sites become most popular in 2014 and they have been currently in employing people. Soci
al media sites facilitates the development of personal relationships for hiring,networking and employee 
referrals. This sites include Linked In, Facebook, WhatsApp,twitter etc (KR Wanjiku,2015).With millions o
f people using social media sites, the largefragment that is available for talent acquisition is so attractive 
for any known human resourcedepartment to pay no attention to (Pfeiffelmann,2010). The supremacy o
f social media is avery prosperous interactive waterway for personalizing and contextualizing thecommu
nication at individual level (Dutta D, 2014).Job seekers have are using the internet to make themselves a 
commodity on Amazon to makecampaigns for their future jobs. The known employers will then scoop th
e person up fromAmazon because they display what they can bring the application process.A story in (U
SA TODAY) says, some companies are now taking to the twitter sphere to findemployees

Enhancing the Performance of the Philippine Public

Employment Service Office (PPESO): Drawing Lessons

from Japan’s Public Employment Security Office (JPESO)1/

Section I

A. Introduction/Backgrounder

For the last three years, the incidence of unemployment in the

Philippines has remained at a static rate of 11.4 percent. The bleak

employment performance can be attributed to the interplay of internal

(e.g., peace and order situation, El Nino phenomenon, local political

scandals, etc) and external factors (e.g., Iraq conflict, September 11

tragedy, SARs outbreak). But aside from these aggravating factors, the

persistence of these concerns can be traced to the perennial problems of

mismatch of skills and evolving economic restructuring.

To address the escalating number of unemployed and

underemployed, the Philippine government embarked on several

employment strategies, one of which is improving the delivery of

employment services subsumed under the public employment service

offices or PESOs – a non-fee charging entities intended to facilitate job

exchanges in key localities of the country. The establishment of PESOs

through its array of job placement and counseling services, therefore,

aims to contribute in the reduction in the incidence of unemployment

and underemployment in the country by addressing the problem of

mismatch of skills.

To date, there are about 1,765 network of PESOs nationwide.

However, only 1,531 are considered functional or active. Based on a

1 / This paper is presented by Ms. Jeanette D. Tana, Chief Labor and Employment

Officer of the Employment Research Division of the Institute for Labor Studies

(Philippines) in relation to her participation as Visiting Researcher to the Foreign

Researcher Short-Term Invitation Program of the Japan Institute for Labor Policy and

Training (JILPT), held in Tokyo, Japan from 12 May-12 June 2004 mid-year 2003 report of the Philippine
Department of Labor and

Employment, the network of 1,433 PESOs have facilitated the local

placement of only 285,000 job seekers, accounting for 7.2 percent of the

total unemployed.

In cognizance of its limited contribution to ease the pressure in

the local labor market, there have been plans in the offing to strengthen

the job search and placement, and career counseling services of PESO.

One way of tackling such challenging tasks is by drawing lessons from

the frontrunners.

Japan’s job introduction and career counseling system as

facilitated by its conglomerate of Public Employment Security Offices

(JPESOs) is indeed a showcase of one of the best practices. Though the

Philippines and Japan PESOs are incomparable given the advancement

and comprehensiveness of the latter’s PESOs, there are indications that

some of its features can be adopted to improve and strengthen the

Philippine job search and placement, and career counseling services.

Local study
JobStreet launches online job-seeking event
for Filipinos

Online job search website JobStreet launched “Job To Cart,” an online event that will
make more than 73,000 career opportunities accessible to Filipino applicants via their
website and Facebook page. 

From July 26 to 30, in addition to shoutouts of jobs available on the platform, there will
be chatbots that can guide jobseekers through the application process and live chat
features allowing direct, on-the-spot communication with hirers. 

As of this April, 4.14 million Filipinos are still looking for jobs because of the impact of
the pandemic, according to JobStreet Philippines’ country manager Philip A. Gioca, who
zeroed in on the word “languishing” as a descriptor for those struggling from the loss of
income the past year and a half.

“However, we see that there’s a surge in jobs as we move forward, especially in the
beginning of this year,” he added during the event’s press launch. 

The five-day event will showcase thousands of available jobs in an organized manner,
giving a different focus each day. The first day is dedicated to Luzon-based jobs; the
second, Visayas-Mindanao jobs; the third, entry-level jobs; the fourth, overseas
opportunities; and the final day, government support and services. 

“JobStreet understands that moving forward can be a challenge this pandemic, so we

want to make searching for a job feel like online shopping,” said Ryan C. Tordesillas,
JobStreet’s senior sales manager for small and medium enterprises (SMEs).  

UPSKILLING
JobStreet also shared key findings on the Filipino workforce’s view on reskilling,
upskilling, and digital learning from their 2021 Decoding Global Talent Survey released
this May.  

A majority of Filipinos (77%) are willing to be retrained for a different job as needed,
with the number even higher for blue collar workers (82%), said Mr. Gioca. Meanwhile,
traditional on-the-job training remains the preferred form of training at 70%, followed
by self-study at 63
The report also featured jobs most and least at risk in terms of being affected by
automation. JobStreet’s recommendation was for companies to expand the skills of
workers in Customer Service, the Service Sector, and Administration and Secretariat,
which are most at risk. 

Mr. Gioca also maintained that learning new skills was relevant no matter what the
sector or circumstance, saying, “We can see that automation has become a key factor
in the workplace, so it is an advantage to learn digital skills regardless of your job
role.” 

On the expanding pool of vacancies, he added, “Large companies are now beginning to
hire. SMEs are starting to pop up in different modes. Now, we are at 73,000 jobs, which
means many more companies are accepting people because they’re trying to go back to
business as usual.” — Brontë H. Lacsamana

Local Studies

Trabaho.com

Trabaho.com has been the Filipino job seeker's partner since 1996, the year
when it became the premiere online recruitment site in the country.
Conceptualized and developed by the creative minds of Web Philippines, Inc.,
the site aims to provide global Filipinos with an accessible venue for limitless
career opportunities, for corporate organizations to receive time-saving and
cost-effective online recruitment solutions, and to support government
initiatives for improving the employment situation in the country.

Now empowered with a roster of highly competitive services and a better

design, Trabaho.com is set to fulfill its role of being the jobseeker's your
"Complete Online Career Resource." Thanks to the help of its strategic
partners today, job seekers can expect to be greatly empowerment in charting
their career path.

Trabaho.com's unique advantage is that its goals are governed under Web
Philippines Inc.'s mission to improve its services. Web Philippines, Inc. (WPI),
founded in 1996, is an Internet Business Solutions Provider that focuses on
three strategic areas: website assessment/planning, design and development,
and management.

Web Philippines, Inc., Trabaho.com. http://www.trabaho.com.,July 17, 2009

Online Application East West Center

East West Placement Center, Inc. is duly authorized and licensed by POEA
under license no. NCC-03-0234 (renewed licensed no. POEA-574-LB-121302-
R) to recruit, hire and process manpower for its accredited foreign.

EWPCI's operation is computerized. In 1993, it had developed it's own

proprietary system (program) to manage the entire manpower recruitment
process dubbed the Recruitment Management System (RMS). Both the POEA
and the Royal Embassy of Saudi Arabia recognize the fact that it was the first
of its kind to be implemented in a recruitment agency in the Philippines. In
2000, the RMS was augmented to support the expansion of the company.
Currently, the company is completely redeveloping the RMS for the third time
to integrate our corporate interactive.

Since its inception in 1993, the company has deployed thousands of workers
and to date, have been consistently ranked by POEA as having the highest
deployment.

Online Application East West Placement Center.,

www.eastwest.com.ph/ewapplication.php., July 17, 2009

Job's Online.com.ph

In a world in which the average consumer is exposed to thousands of media

messages a day, there is no room for guesswork. That is why companies are
relying more and more on targeted advertising campaigns.
Jobsonline.com.ph can develop a targeted web and email marketing campaign
for your company targeting either the corporate Human Resource Department
decision maker or career oriented jobseekers.

Jobsonline.com.ph is owned and managed by Systema Computer Solutions

Corp.,

http://www.jobsonline.com.ph, July 17, 2009