Employment 2.0

Employment 2.0, similarly to Web 2.0 is a derived concept of an already known term, by adding 2.0. In general, employment 2.0 refers to the movement of standard employment processes (attracting, recruiting) to the World Wide Web. Generally the term includes the creation an evolution of job search engines and job boards. It also includes the fact, that the outlook to employment has been constantly changing as a focus on long term employment is moving towards changing positions, workplaces, and moving from full-time to part-time employment.
Origins
The term itself is derived from the usage of 2.0 in such terms as Web 2.0. It, alongside with Job Search 2.0 was officially used in an article written by Robin Eads. He defines employment 2.0 as the transfer of traditional job search and employment methods to the World Wide Web. This transition also had to do with the fact that the outlook to traditional employment has also been changing, as people no longer tend to stick to only one position and workplace, and also the trend to take up part time positions instead of full time.
Job search process
This was one of the first things that started the era of Employment 2.0. It was started by the appearance of employment websites. Those websites allowed to upload electronic job resumes and for companies to add job advertisements for potential employees. This allowed the employers more flexibility, as they could skim through applicants much faster and thus find the most relevant ones for the position. The first website that appeared on the web was Jobserve. They were rather simplistic job boards, for posting advertisements and job offers. However, with the constant development of the internet, such places as job aggregators - search engines appeared. They served the function of collecting various job advertisements from the web, according to certain provided keywords.
Crowdsourcing
The term crowdsourcing was coined in an issue of Wired magazine, in an article called The Rise of Crowdsourcing. The first examples of crowdsourcing mentioned in the article were online picture sharing websites, such as iStockPhoto. One of the most mentionable cases of crowdsourcing in the world is , an online encyclopaedia, which is edited by free will volunteers. Shireen Smith refers to crowdsourcing as employment 2.0 as well, as she gives examples why - different industries, such as the games industry, which sometimes uses crowdsourcing to develop the gameplay of their products.
Freelancing
Freelancing, or being a freelancer also has a lot in common with the transformation of employment. With the help of modern technology, and of course with outsourcing and crowdsourcing becoming more and more popular, people started leaving their constant workplaces to pursue freelance careers - working at home, managing their own accounts and budgets, searching for clients and completing tasks. This was especially noticeable in the web development industry - as larger or smaller clients focused to the fact, that it is much more efficient to outsource a project instead of hiring a new employee for the development of a certain web related project.
Due to the growth of the trend, websites dedicated to the freelancer way of life were also created. Those were platforms, where project managers or clients could simply post job offers for freelancers, who then could offer their services to the employees. This transformed how projects are sought for in the internet, and those platforms played a valuable role in the transformation of the whole job search process.
Problems
Needless to say, all of the processes that transform employment to employment 2.0 have some slight problems. One of the most significant is the somewhat lack of clarity and inability to prove the necessary experience. Especially in the case of freelancers. Inability to provide quality samples, inability to finish projects on time or even maintain normal communication with the project managers sometimes maims the whole image of freelance profession and sometimes refrains the same clients to trust the services of even competent freelancers. Problems with job search websites are also inevitable. Human resource managers and head-hunters might find suitable candidates on the existing job search platforms, however it is also hard to find proof of credibility.

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