THE UTILITY OF ON-LINE RECRUITING

THE UTILITY OF ON-LINE RECRUITING



THE UTILITY OF ON-LINE RECRUITING

Introduction

Online recruitment, also referred as (e-recruitment) is the process of utilizing the World Wide Web or the internet to attract and recruit applicants from a global pool of talent to aid the recruitment process. The recruiters can use a variety of sources to aid the recruitment process i.e. a third party web portal, firm's own website, search engine marketing, CV data base or job board. The online recruitment systems are used to facilitate and improve human resource management. They address the needs of employers and job-seekers via internetworking means, which increase the speed of employment, and improve the quality of recruitment and services. They become vital assistance to human discrimination to put right people in right places. Because of the rapid change in jobs demands and the required specialization and experience, it becomes more and more difficult for recruiters to find employees that are right for their business. Recommender systems have become valuable resources for job seekers and employers. They are considered as seeking ways to search through the enormous volumes of information available to them.

Organizations can considerably decrease costs to publish job openings by using third party job boards (e.g., Monster.com) or through company websites. The economic nature of online recruitment process allows the conveyance of extensive information to probable candidates at a minimum cost comparative to conventional marketing mediums such as newspapers .Media content can be significantly richer, including animations, photos, videos, graphics and text (Allen et al., 2004). The possibility also exists for the instant tailoring of recruiting details to cater the needs of prospective candidates (Dineen et al., 2002).

Discussion & Analysis

Pros & Cons of Online Recruitment

This section examines the prevailing issues related to the practices of online recruitment. The first issue is primarily concerned with problems currently experienced by organizations utilizing the online recruitment facility i.e. the failure to verify suitable quality candidates. While conducting a non-vigilant screening and testing session, firms typically do not have a clear view as to who they are appraising, and whether the applicant is using other sources as an aid in solving the screening test.

Moreover, anonymity factor offered by the Internet has also deteriorated the effectiveness of online recruitment process. Since the applicant is not physically present, he or she has the option of manipulating personal identities as well as exaggerating certain personality characteristics, while hiding ...