Recruitment and job hunting is a game process between recruitment enterprises (RE) and job hunting talents (JHT) in talents and human resource market. Since neither of two parties can get full information from the other side, some recruitment website servicers (RWS) appeared. But few studies have addressed that how to select the best suitable RWS.
In this study, a website advertising cooperation model between service providers and recruitment companies is developed which can be used to forecast expected utility of recruitment enterperises, service providers and service supply chain.
Recruiters can select one or several website recruiting service providers and build a service supply chain for long -term cooperation on recruitment (RSSC) which will be helpful for the ability complementary, advertising cooperation,utility maximum and profit sharing amongst these partners. The recruiters and website recruiting service providers can attract talents to submit resumes and improve the effect of recruitment by cooperating and releasing advertisements. In a RSSC, different RWS offers talents resumes from different industries, and resumes matching rates differ from each other according to RE's requirements.
A parameter (ρ_i) is introduced for RE's preliminary judgment on website resumes fit from different RWSs. There are six independent variables:ρ_i(website resumes fit),x_i (advertisement intensity), r_i(advertisement effect), t_i(discounting rate of advertising), w_i(cost of vacant position), and p_i(searching price of vacant position). There are four dependent variables such as y_i(the amount of expected talents resumes),u_Ei(the effect of RE), u_Wi(the effect of RWS), u_Si(the effect of RSSC). Supposing y_i is a decreasing function of p_i, we will have increasing function of r_i and increasing function of x_i with diminishing-marginal effect, i.e. y_i(p_i,x_i)=ρ_i(y_ij-αp_i+r_i√x_i). A Steinberg game is designed in which RWSs make decision first and then REs make decision. With the method, 6 propositions are found for the reference of RE's decision making.
The results of our study show that when the effect of website advertisement is bigger, which makes it more convenient for the talents to submit their resumes, the recruitment effect of RE will be better. When website resumes fit is bigger, which bringing more resumes of talents, the effect of recruitment will be better. If the discounting rate of advertising and the price of positions are redetermined, the other parameters and the corresponding recruitment effect can be predicted.
A case study is provided in which our model was used to assist an enterprise successfully select two ideal website service providers and build a parallel supply chain for long-term recruitment service. All the data are from practical investigation. It proved that our proposed model has practical application value in real world.