Needs for an online recruitment services

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Introduction

As the world is changing into a global village and technology is advancing, we need to see how it can have impact on recruitment. Generally speaking, recruitment is the process of using the technology to attract candidate and aid the process of recruitment. Companies and employers used this opportunity to find the qualified candidates and as well saving a lot of time that will be spend in the traditional method that is the old method used before the online method. Shuoiaib, K (2010) defines online recruitment from ehow.com as "Online recruitment is the process of matching people to appropriate jobs, using the Internet. The most common form of online recruitment is the advertisement of job openings on job sites and corporate sites. This may generate a lot of responses, but simply attracting large numbers of potential candidates is only part of the online recruitment process. The real benefit of online recruitment is apparent when recruiters streamline the recruitment process by automation through HR software."

It is therefore essential to know the advantages that are connected when using the online recruitment services because it has become a global phenomenon. (Bartram 2006, Tong and Sivanand 2004) suggests that using the internet rather than using the traditional recruitment channels, employers and applicants will experience certain advantages and disadvantages. Based on some opposing result and research by Pin et al. (2001) suggest that internet provides small scale business with a platform on how large scale business does their daily activities. Some of the advantages of the online recruitment include: easy to apply, that is for the job seekers when they want to apply for a vacancy it is just for them to upload their curriculum vitae (i.e. C.V) and they will send to the organisation that's all. Also, without wasting much time and energy to sit down and write your C.V and then send it to the company and you don't need to go there and queue up for long just to submit your application. That means the company will be over crowded whenever jobseekers wants to apply for a job. But with online recruitment there will be easiness in applying anywhere. The second advantage of online recruitment is larger geographic area within easy reach that is when a vacancy is been posted or advertised, jobseekers can accessed it from anywhere around the world regardless there is an internet connection and it can be possible to get respond at the same time if you are qualified to see the date and venue for the interview. The third advantage of online recruitment is that a lot of time is been saved and it is relatively cheap, this is because the process is automated and at the same time you will not have to pay much to hire a consultant for recruitment. Another advantage of online recruitment is that there will be qualified candidate that will deserve the job which has been posted for vacancy. Similarly, Bartram (2000) suggested that while using the internet for an online recruitment there will be higher quality of applicants within a short period of time. Job seekers also contribute tremendously in the labour market as they make impact to it, (Fieldman and Klass 2002) correctly highlights the fact that 'feel for labour market' also identified as an advantage for jobseekers, this implies that there will be transparency of data; namely awareness of both jobseekers and organisations on what is happening in the market place and in the career progression of the candidate. Subsequently the method of screening is been automated which helps in saving a lot of time and energy. As mentioned by (Bingham et al. 2002, Pin et al. 2001) that shift from manual screening to using 'HRM expertise' that is by using the human resource software that ease the process of recruitment because you need to sign up once and upload your C.V afterward you will just apply for a vacancy and get your feed back as well.

Some of the disadvantages of online recruitment are that there will be higher expectation from job seekers after they have applied for a job, as Brooke (1998) emphasises that there will be higher expectation regarding relocation cost. This issue will bring about a lot of problem when job seekers pay to be given their services that are required and at the end they are not selected for the final screening. Another disadvantage of E-recruitment is that there will be huge number of candidates that will be applying for this job and in order to get the qualified one you need to look at their C.V which will say something about that person, (Brooke 1998; Galanaki 2002, Haley 2000; Lawrence 1999 cited by Bartram 2000) all agreed that there is going to be a overwhelming number of candidates which will attract a lot of responses and that need to be taken in to considerations. In the traditional method, there will be a lot of crowd in the organisation whenever there is a vacancy and this will make a lot of effect to the organisation like distracting other employers from running their daily activities. Yet another problem with this is that there will be a lot of unqualified candidates because different candidates of different class will be applying for the vacancy so if care is not taken they will end up giving out the job to the unqualified person (Kaydon and Cohen 1999; Greenberg 1998; IRS Employment review 2005). Other problem in using the online recruitment services is that there will be discrimination by other people who did not have access to the internet and some are computer illiterate and other problem that arises is when there are user unfriendly tools which will affect (discourage) the candidate while using the web site, (Galanaki 2002; Richards 1999) added that the level and type of job available online also matters because not all applicant will have same qualification and work experience.

Using the internet is cheaper and faster than using many of the traditional methods of recruiting. Most workplaces and homes are now using computerised equipment for communication; the internet is rapidly becoming the method of choice for accessing and sharing information. The internet importance of internet recruitment is that it will provide the following features to the candidates: Search for a job, core detail of the candidate, apply for a job online, set up job alerts (enables the candidate to receive e-mail and mobile notification when specified types of jobs become available), view status of online applications and job basket which will allow you to apply for a single application that will be submitted to multiple job vacancies.

Conclusion

Online recruitment has been considered that surfaced during the research are not new in the recruitment literature. In fact, cost, time, coverage, reach of applicants, quality of response and impact on the corporate image are traditional considerations in the decision on the recruitment method. The suitability of the media for certain specialities and the balance between overload of answers and lack of answers to choose from, as well as the effect that the reputation of the company has on the effectiveness of any recruitment effort have also been traditionally widely discussed in the literature (Sisson, 1994, p. 194). In fact, several factors those have been promoted as downsides of online recruitment are mostly signs of poor recruitment practice. An example is the consideration over the risk of overload of answers. Although the Internet reaches people from wider geographical and social contexts than an advertisement on a single regional or national paper, it also provides for the possibility to better inform the applicant on the job description. The extended word limit of all online recruitment job postings allows the company to communicate accurate and detailed information about the job to prospective employees, allowing them to self-screen and reducing the number of unsuitable applicants. This effect falls into the "realism hypothesis", according to which, the realism of the job description that is provided to the candidate increases the effectiveness of the recruiting source (Griffeth et al., 1997). It seems, then, that the effectiveness of the medium depends mostly on the implementation rather than on the recruitment source it and many of the characteristics that have been attributed to the online recruitment are highly dependent on the calibre of the whole recruitment process.

Given the findings of this research, concerning the general satisfaction and positive attitude of the companies towards online recruitment, it would be expected that, even if online recruitment does not become the major recruitment tool, or proves to own part of its success to the tight labour market conditions, it definitely is here to stay. On the other hand, advanced tools, like resume scanning, online self-screening, video-conferencing and online psychometric tests, which are already used by companies like Cisco (Personnel Journal, 1996; Useem, 1999), will be more broadly used in the future. Moreover, the provision of Internet directories that direct candidates to any site that has posts matching their criteria has already started and is expected to force the recruitment Web sites to adapt and offer more developed services than those of pure "middlemen", in order to survive (People Management, 2000).

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