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Over last two decade the Internet has had a significant impact on modern life, the use of organizational web sites for recruitment has become increasingly common. In demonstrating approaches of internet recruiting and the advantage and some other concern of using it, this paper aiming to find out how does Internet recruitment have effect on recruitment performance.
Recruitment known as having the right person, in the right place, at the right time, is the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. It is crucial to organisational performance and also a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. Internet first emerged as a recruiting tool in the mid-1990s, and sooner it became the driver behind a 'recruiting revolution' (Boydell, 2002). Because of internet, a remarkable revolution has taken place in process of recruitment. Indeed, the Internet has revolutionized the way of companies and recruitment agencies looking for talent.Â The Internet makes huge numbers of Job Seekers available to Recruiters as millions of Job Seekers surf the Web to search for jobs, post their CVs and fill out job applications daily. According to Yahoo, the term of 'jobs-employment' is one of the top 10 hottest in yahoo.
However, there is something cannot be ignored, that the Internet has created a new challenge for recruiters. While it is more convenient than it used to be, it is growing rapidly, and finding the needle is as difficult as ever. According to Peter Cappelli (2001), Internet recruiting is a two-edged sword. On one hand, it's much easier for employers to hire experienced workers; on the other hand it is also much easier for competitors to hire away employees from other companies. Employees can forget the advice that they need to market themselves, to develop their personal identity that can fairly advance their careers, and let recruiters find them, if they are good at what they do.
Internet is probably the most straightforward way that available to both job seekers and Recruiters. More and more HR managers and recruitment agencies are recruiting on the Web whether through online job boards, corporate recruitment websites or E-Recruitment solutions. The immense power of the web enables Recruiters to make use of online recruitment solutions like recruitment websites or job boards to ensure that the recruitment process becomes simplified and cost-effective.Â The growing Internet recruitment industry is growing explosively, but how to tap into the power of recruiting over the Internet may be crucial thing to be figure out.
So, how does internet to be an influential part of hiring process?
The worldwide economy has been shifted from the industrial age to the information society, due to the using of digital technologies and increasing global competition. Recruiting talent is one of the most important objectives in today's competitive employment environment. Lievens et al. (2002) asserted it is the time to fight for talent. Those factors directly result in the high demand of talent as well as increase productivity and widen market reach, which require companies pay fully attention to E-businesses, and taking maximum advantage of internet, and more importantly to strategically restructure company's framework - HR planning.
Since company have a clear HR planning, recruitment, the stage of hiring process should be applied as follow:
Firstly, identify what kind vacancies are needed and then company should think about how to attract candidates and sort out those applicants who are more likely to be the right capable person for those job, once the decision is made, it is the time about to have contact to be done.
From this we can tell the internet and some other new technologies could be a vehicle to short the hiring process. Internet plays a role of conjunction that actively inspiring the interaction between labour markets.
Internet exists in today's recruitment in forms like: job boards, recruitment agencies, companies' recruiting web page. The emphasis in organisations moved from the selection to the attraction of employees. The Chartered Institute of Personnel and Development (CIPD) (2007) reported that 84 per cent of organisations experienced recruitment difficulties, indicating the continuing tight labour market conditions and the need to choose appropriate ways to access labour markets. Companies are looking to hire high-quality people quickly and cost effectively. That makes on-line recruitment becoming extremely popular.
Generally, traditional recruiting methods included referrals, rehires, and self-initiated walk-in by jobseekers, also employment agencies and such media advertisements like television and newspapers (Breaugh, 1992). Today, however, many organizations use the Internet in addition to or instead of traditional recruitment media, and that will to some extent enhance an organization's recruitment image. Once job agencies collect these resumes in their databases, they forward those data to the appropriate organizations. Other companies make use of their own web pages to attract applicants (Zusman & Landis, 2002). This enables organizations to post relevant job and organizational information. Moreover, many companies use recruiting software and establish electronic databases that automate various. The databases may facilitate the collection and maintenance of resumes, they may select applicants on the basis of criteria established by the organization, and they may automatically submit particular replies to job candidates (Web Recruiting Advantages, 2001). In short, the Internet permits the automatic completion of many functions previously accomplished by recruiters and job advertisements.
Benefit of using internet recruiting medium
The two most important benefits of Internet recruiting are reducing expenses and enhancing efficiency. One of the potential benefits of Web-based recruiting for organizations is the ability to reduce recruiting costs. According to Kay (2000), by using the Internet the cost of recruiting staff is approximately $1,200 less per employee than recruiting with traditional media. Similarly, Marcus (2001) reported that using the Internet as a recruitment medium costs $1,400 per hire, as opposed to $4,000 per hire when using newspaper advertisements. Although the exact costs may not perfectly accurate, the savings associated with Internet recruiting can prove that internet mediums decrease the cost of posting various job advertisements in newspapers. Web-based recruiting greatly speeds the hiring process (Crispin & Mehler, 1997) as job openings can be advertised instantly. In turn, resumes and applications maybe received from prospective employees more quickly and employers can respond to the applicants with equal efficiency. An electronic job listing can also remain posted for an indefinite amount of time and be accessed by interested applicants at any time.
Internet recruiting also enhances the efficiency with which organizations operate. This is achieved primarily through expediting the recruitment process. For example, organizations can spend less time gathering and sorting application materials (Web Recruiting Advantages, 2001), they have the luxury of posting jobs on their web pages shortly after a position becomes vacant (Crispin & Mehler, 1997), and applicants can respond to recruitment messages much more rapidly than in the past, because they can submit their resumes electronically. Finally, it has been suggested that Internet recruiting significantly reduces the amount of paper that must be processed by organizations, which providing a positive corporate brand image. (Zall, 2000).
Internet recruitment can provide greater flexibility for candidates, thus matching the job-seeking habits of the contemporary labour market. Organisations recruiting internationally can combine Internet technologies with other technologies, such as video technology, to make it easier and more cost-effective when recruiting in different countries (Personnel Today, 2006).
E-Recruiting is a completely different approach to Internet-based recruiting focuses on the recruiter searching on-line for job candidates (Gutmacher, 2000). The major advantage of this technique is the potential to find outstanding passive candidates. Additionally, because the e-recruiter chooses whom to approach, there will be far fewer candidates and especially far fewer unqualified candidates generated.
In addition Internet recruitment can create opportunities for organisations to use a number of pre-selection tools and tests, thus helping to improve the likelihood of a match between applicants and job vacancies (Redman and Wilkinson, 2006).
Apart from those, internet offered a broader audience, that is better technology and easier access to information may produce more initial encounters between workers and firms, increasing the probability of finding the best match from both different geographic regions and career areas (Freeman, 2002).
Some other concerns of using internet recruiting medium
CIPD (2006) survey findings indicate however that many employers are still reluctant to use online selection: 84% of their survey sample indicated that they do not offer self-selection questionnaires and 74% indicating that they prefer not to use online testing. One concern is that this method appears to generate increased interest from unsuitable candidates (Pilbeam and Corbridge, 2006; CIPD, 2006).
Theoretically, recruitment resources have been classified into two types - formal sources and informal sources. The classification of sources as either formal or informal is based on the amount of realistic information provided to the jobseeker (Breaugh & Mann, 1984; Premack & Wanous, 1985; Saks & Cronshaw, 1990; Wanous, 1992). Rozelle and Landis (2002) stated Informal sources have generally included referrals, rehires, and self-initiated walk-ins by jobseekers, while formal sources have included approaches such as employment agencies and media advertisements (i.e. television and newspapers).
Previous research has suggested that informal recruitment sources are more likely to provide positive, negative, and more detailed information to prospective employees than are formal sources which may contain only the positive aspects of a job in an effort to attract jobseekers (Breaugh & Mann, 1984). Wanous (1992) also argued that informal recruitment sources are more likely to be associated with job candidates' met expectations regarding an organization because of contacts made prior to entry. Specifically, the job seeker has the ability to ask realistic questions about the job and acquire information that would not be provided in a self-promoting advertisement. As a result, new hires have a more realistic picture of the job, are more likely to have their expectations.
A general conclusion from this literature is that greater use of formal recruitment sources (e.g. newspaper advertisements) is associated with less desirable outcomes (e.g. lower organizational commitment), while the use of informal recruitment sources (e.g. referrals) is associated with more desirable outcomes (e.g. higher organizational commitment), unfortunately, internet was being classified as a formal sources.
As important as the benefits just described, Web-based recruiting provides the possibility of reaching an extremely broad base of individuals (Crispin & Mehler, 1997) which may not result in a matchable outcome. Traditional recruiting techniques may reach some relatively targetable audiences, for example, those members of a city who read the particular newspaper in which a company chooses to advertise, such constraints fix the number of qualified employees who may apply, and it may make selector easier to find the one who qualified - the problem of overloading information and the implementation of extra time and effort need to be solved.
Finally, internet medium could be judged as a kind of discrimination of someone does not good at searching information on the websites.
Tips for successful using online recruitment
According to the Parry and Tyson (2008), their study clearly shows that corporate web sites cannot successfully be used to recruit employees in organisations that are not already very well known unless a company adopts other advertising channels such as jobs boards or print media to drive more traffic to their site. It was clear that corporate web sites cannot successfully be used to recruit employees in organisations that are not already very well known unless a company adopts other advertising channels such as jobs boards or print media to drive people to the site. Commonly, jobs boards were used to drive traffic to a company's corporate web site through the use of a web link.
If company have their own a talent pool could capture talent automatically (rather than needing to be keyed into the system). Information about candidates could then be kept by the organisation as a kind of 'talent pool' and searched at a later date should another vacancy arise. Many of the companies who had found success in using online recruitment methods had used the Internet in this way to become more than just an advertising point.
Branding and the provision of information to candidates
Successful organisations have also minimised the number of unsuitable applications by taking advantage of the ability to include vast amounts of information in different formats on their corporate recruitment web sites. Potential employees can therefore learn more about the company and job role by reading text, watching videos and listening to audio files. This allows candidates to self-select as to whether they are suitable for any particular role. One of the interview respondents had even included a short self-selection test that was scored automatically in order to advise respondents whether or not they should apply for a particular role. As already noted, the use of Internet technology also allows a company to promote their employer brand. Those companies interviewed who had used the method successfully believed they had created attractive advertisements or web pages that were in accordance with the company brand.
As the main goal of Web-based recruitment is to enlarge the potential qualified candidate pool, Recruitment web sites can be oriented towards accomplishing three functions: (1) promoting or selling the company to prospective applicants, referred to as a recruiting-orientation, (2) evaluating and screening job applicants based on their qualifications, referred to as screening-orientation, or (3) both recruiting and screening individuals, referred to as a dual-purpose orientation (Rynes, 1989).
While internet is a common way for individuals and recruiters sort out job opportunities, many organizations engage.