Ryan Hidayat

5404211428
International Business Administration 4C

TASK 2

1. What will your company need to do defferently to actively use internet recruiting as you
compete with other employers for qualified applicants?
 To actively use internet recruiting and compete with other employers for qualified
applicants, there are several key steps that our company can take:
 Enhance Online Presence: Establish a strong online presence by creating a
professional and user-friendly company website that showcases our brand, values, and
available job opportunities. Ensure that the website is mobile-responsive to
accommodate job seekers who use smartphones or tablets.
 Optimize Job Listings: Craft compelling and detailed job descriptions that highlight
the unique aspects of our company and the specific qualifications we are seeking. Use
relevant keywords and phrases to increase visibility in online job boards and search
engine results.
 Leverage Social Media: Utilize various social media platforms (such as LinkedIn,
Twitter, and Facebook) to actively promote job openings, engage with potential
candidates, and build a network of professionals who may be interested in working for
our company. Regularly post engaging content related to our industry, company
culture, and employee success stories to attract passive candidates.
 Utilize Online Job Boards and Platforms: Advertise job openings on popular online
job boards, industry-specific websites, and professional networking platforms. Take
advantage of features such as targeted advertising, resume search functionality, and
applicant tracking systems to streamline the recruitment process.
 Implement Employer Branding Strategies: Develop a strong employer brand that
showcases our company's unique culture, values, and benefits. Highlight employee
testimonials, showcase employee achievements, and share information about
professional development opportunities to attract top talent.
 Engage with Online Communities: Participate in online communities and forums
relevant to our industry to establish our company as a thought leader and engage with
potential candidates. Contribute to discussions, provide valuable insights, and answer
questions to build credibility and attract individuals who align with our company's
values and goals.
 Implement Employee Referral Programs: Encourage our current employees to
actively participate in the recruitment process by offering incentives for successful
referrals. Leverage their networks and connections to reach qualified candidates who
may not be actively searching for job opportunities.
 Utilize Data Analytics: Leverage data analytics tools to track the effectiveness of
different online recruitment channels, measure the success of job postings, and
identify areas for improvement. Analyze metrics such as applicant conversion rates,
time-to-hire, and cost-per-hire to make data-driven decisions and optimize our online
recruiting strategy.
 By implementing these strategies, our company can effectively utilize internet recruiting
to attract and hire qualified applicants while competing with other employers in the
digital landscape.

2. As you recruit marketing professionals, identify the niche websites that you recommend be
used for your internet postings and the reasons for you recommendations?
 When recruiting marketing professionals, it's essential to utilize niche websites that cater
specifically to the marketing industry. These platforms attract a targeted audience of
marketing professionals, increasing the likelihood of finding qualified candidates. Here
are some niche websites that I recommend for internet postings and the reasons for these
recommendations:
 LinkedIn: LinkedIn is a leading professional networking platform with a robust job
board specifically designed for professionals across various industries, including
marketing. It offers advanced search features, enabling recruiters to target candidates
based on specific skills, experience, and location. LinkedIn also allows for easy
networking, employer branding, and direct communication with potential candidates.
 MarketingJobs.com: MarketingJobs.com is a specialized job board focused
exclusively on marketing and advertising positions. It attracts a large pool of
marketing professionals actively seeking job opportunities within the industry. The
website offers targeted job postings, resume database access, and email alerts to reach
a qualified audience interested in marketing roles.
 Creativepool: Creativepool is a platform dedicated to creative professionals, including
designers, marketers, and copywriters. It provides a space to showcase portfolios and
connect with industry peers. Posting marketing job openings on Creativepool can
attract talented individuals with a creative mindset and a strong understanding of
visual communication.
When selecting niche websites for internet postings, it's crucial to consider the relevance
of the platform to the marketing industry, the size and engagement of their audience, and
the features they offer for job postings and candidate targeting. By utilizing these
recommended niche websites, we can effectively reach and attract qualified marketing
professionals who are actively seeking new opportunities within our industry.

3. How would you do a compete background investigation on applicants to minimize concerns

about negligent hiring?
 To conduct a comprehensive background investigation on applicants and minimize
concerns about negligent hiring, the following steps can be taken:
 Obtain Consent and Legal Compliance: Ensure that all applicants provide written
consent for the background investigation process in compliance with local laws and
regulations. Inform them of the specific types of checks that will be conducted, such
as criminal records, employment verification, educational qualifications, and
reference checks.
 Criminal Records Check: Perform a thorough criminal records check to identify any
past convictions or pending criminal cases. This can be done through a third-party
background screening agency or by directly contacting relevant law enforcement
 agencies. Focus on relevant jurisdictions based on the applicant's residential history,
employment history, and educational institutions attended.
 Employment Verification: Verify the accuracy and authenticity of an applicant's
employment history. Contact previous employers to confirm dates of employment, job
titles, responsibilities, and reasons for leaving. Additionally, seek insights into the
applicant's performance, work ethic, and professionalism. Request reference letters or
contact information from supervisors or colleagues who can provide additional
feedback.
 Education Verification: Verify the educational qualifications claimed by applicants.
Contact educational institutions directly to validate degrees, diplomas, or
certifications obtained. Confirm attendance dates, majors, and any other relevant
details provided by the applicant.
 Professional License and Certification Verification: If the position requires specific
licenses or certifications, verify their authenticity and validity. Check with the
appropriate licensing boards or professional associations to ensure that the applicant's
credentials are legitimate and up to date.
 Reference Checks: Contact references provided by the applicant, including both
professional and personal references. Ask specific questions related to the applicant's
work ethic, skills, and character. Request details about their strengths, areas for
improvement, and overall suitability for the position. It's essential to maintain
confidentiality and respect the references' privacy during these conversations.
 Credit History Check (if applicable and legally permissible): Depending on the nature
of the position, a credit history check may be relevant, particularly for roles involving
financial responsibility. Check credit reports to assess an applicant's financial stability,
payment history, and potential indications of financial irresponsibility. Ensure
compliance with local laws and obtain proper consent before conducting credit
checks.
 Social Media and Online Presence Review: Conduct a thorough review of an
applicant's social media profiles and online presence. While respecting privacy
boundaries, search for any red flags or behavior that may raise concerns about the
applicant's professionalism, integrity, or suitability for the role. However, it's crucial
to consider legal limitations and avoid discriminatory practices during this process.
 Drug Testing (if applicable and legally permissible): Depending on the role and
industry, drug testing may be necessary to ensure a safe and productive work
environment. Follow local laws and industry regulations when conducting drug tests
and maintain confidentiality of the results.
 Document and Maintain Records: Document the entire background investigation
process, including the checks conducted, results obtained, and any relevant
communication with the applicant, references, or third-party screening agencies.
Maintain these records securely and in compliance with data protection regulations.
It's essential to maintain consistency in the background investigation process and apply it
uniformly to all applicants to minimize any potential biases or discriminatory practices.
By conducting a thorough background investigation, employers can make informed hiring
decisions, reduce the risk of negligent hiring, and create a safer and more productive work
environment.