Just like anything else, there is learning curve involved in using the internet as a hiring tool. At first, you may doubt the benefits of hiring online. But, with a little practice and the right information, you might quickly discover hiring over the internet is the best thing that has happened to your business in a very long time.

Here are some tips to help make your learning curve as short as possible.

1. Go big or go home.

There are a multitude of recruiting websites in cyberspace. Not surprisingly, all of them claim they are the biggest and the best. However, you'll need to make sure the one(s) you choose can back up their claims with results.

It is almost always advantageous to market your job openings to a larger applicant pool rather than to a smaller one. The reason is obvious. More applicants mean you'll have a broader pool of candidates to choose from.

In the world of recruitment websites, size matters. Monster (www.monster.com) is the undisputed king of recruitment websites, followed by CareerBuilder (www.careerbuilder.com) and Yahoo's HotJobs (hotjobs.yahoo.com).

2. Be specific.

Size is important, but so is specificity. It's one thing to have a large number of candidates. But it's another thing to have a large number of qualified candidates.

When placing a job listing, be specific about the job description. Give prospective candidates the information they need to assess whether they would be a good fit with your company and whether they meet the necessary requirements in terms of education and experience.

Additionally, prospective applicants will need to know where the job is located and if the employer is willing to assist with relocation, if necessary. A prospective candidate might be a perfect fit for the position. But if she lives in Singapore, she's probably not going to want to move halfway around the world to work for you, especially if the job is not an upper-level position.

One more word about specificity. Many employers are hesitant to provide salary information in their job description because they would rather discuss remuneration in the interview process. That's fine. But it might help the applicants if you at least specify a salary range in the job description.

3. Don't forget your company website

Many employers forget that they already have a web connection to the world through their company website. And it's virtually guaranteed that prospective applicants are going to check out your company's website before they apply for the position.

By listing job openings on your website, you will expand your applicant pool to include people who already have an interest in your company. You may also be able to list a more detailed job description on your website than you are able to list on your listing at the recruitment site.