RECRUITMENT AND SELECTION

ASSIGNMENT NUMBER: 1

SUBMITTED TO:
DR. RAJA WAQAS

SUBMITTED BY:
DILSHAD JAN

ROLL NUMER:
29279
Statement: The students have to discuss the online recruitment and selection
methods compared to traditional methods of recruitment and selection. You have to
give arguments the advantages and drawbacks of online recruitment and selection
with reference to applicant and the firm

Answer: First I will explain what online Recruitment is and what is traditional
Recruitment?

.Traditional Recruitment:
Recruitment and traditional selection is a term often used to define the process when
people apply for jobs using traditional paper applications and resumes, compared to
people who apply online and companies that use modern interviewing and recruiting
techniques, such as social media.
.Traditional recruitment methods:

 Putting print ads in newspapers with good circulation.

 Putting up vacancies at the gates of the factory. Mean advertisement paper.
 Sourcing candidates from the database of employment exchanges set up in
different states. Employment exchanges maintained data base on the basis of
educational qualification details submitted to it by people seeking jobs.
 Asking existing to refer suitable candidates for existing vacancies.
 Campus hiring by visiting campuses for filling
.Traditional selection methods:

 Candidates shortlisted from received application were interviewed and those

clearing interview were selected. (In case of selection for managerial and
higher posts final interview was preceded by preliminary interview which in
some organizations was preceded by group discussion. Group discussions
and preliminary interviews were tools to screen eligible candidates in terms
of job profile.
 Depending on the importance of the position to be filled, more than two
number of interviewers interviewed candidates before final selection.

. Online Recruitment:
E-recruitment, also known as online recruitment, refers to the use of web-based
technology for various processes to attract, evaluate, select, and recruit job candidates.
Through electronic recruitment, employers reach more potential employees.
.Online recruitment methods:
Besides the use of some of the above mentioned methods following methods are used
keeping in mind where the likely candidates can be reached:

 Posting vacancies on job portals and social media e.g. LinkedIn, Facebook.
Some organizations post vacancies on What Sapp also.

. Online recruitment Selection methods:

Besides above mentioned selection methods ,modern selection methods include, but are
not limited to following methods :

 With advent of technology now some companies leverage Skype and video
conferencing to conduct preliminary interview with the objective of saving
on time, money and other resources of not only organization but also that of
the candidate.
 It is also common for interviewers to meet the likely candidates in informal
settings to evaluate the personality and knowledge and skills of candidates. In
informal settings it is easy to get a peek into the psyche of candidates as
informal settings help in breaking ice between the interviewer and
interviewee which paves way for the candidate to open up and share his/her
thoughts frankly.

 Some organizations conduct written test before preliminary interview to

evaluate the aptitude, reasoning, comprehension ,and other skill based
knowledge if the candidates. Written test are a good way to screen out
candidates who lack basic reasoning, comprehension and other job related
skills. This helps interviewer to focus only on suitable candidates for further
selection processes.

 Depending on importance of the position to be filled in the organization or

for filling top level vacancies , nowadays organizations take help of
behavioral interviews as preliminary interviews to screen suitable candidates.
These screened candidates are also subjected to psychometric test in to
evaluate the personality of candidates keeping in mind the job profile. These
psychometric or personality testing ensures that only those candidates who
possess required personality traits are considered for the final selection
interview which is conducted by specialists from different fields to judge and
evaluate the candidate for the final selection.

 Some companies hire professional agencies to do the background check up of

the candidates to know his character and past personal/ professional history
 before deciding to issue final selection letter to the candidates. This
precaution is taken to ensure that bad apples don't get entry into company.

 It has become common for companies HR staff to check social profiles, posts
of the shortlisted candidates on social media sites e.g. Facebook, LinkedIn,
Twitter to have a peek into the psyche and quality of social circle of the
candidates. This information helps a lot in knowing a great deal about the
background of candidates.

 Online recruitment software

 Newspapers
 Local Employment office
 Internal hiring
 On and off campus recruitment
 Job fairs
 Social network

Recruitment is a stressful process for both and online recruitment helps reduce some of the
stress on the entire process. Before diving into the benefits that online recruitment offers
compared to its counterpart, we need a clear understanding of the two types of recruitment
process
One is where companies need to hire freelancers, and it is here that all testing and additional
communication takes place online or by live interview or test
The second is where online recruitment constitutes only one part of the entire process, in such
cases once the applicants pass the online test, they are invited for further interviews.
Here is the caparison of online Recruitment vs. traditional Recruitment:
1. Applicants:
Attracts more applicants than traditional applicants. Since the majority of candidates
prefer online means to search for jobs, there are always more applications that you
receive from interested candidates which mean that the filtered candidates who you
will eventually meet are more capable than the audience they have to hit.

2. Extended Access:
When a company publishes its vacancies online, it is not restricted by regions, which
means that candidates who are located anywhere around the world may look at a
vacancy, and if they are interested, they can apply for it, while in the hiring process.
Traditional, not the same and you will receive requests from limited regional borders
 3. Save time:
In the traditional method of recruitment, you will go through every CV you receive
but by following the methods of online recruitment, you will be able to filter the
candidates by searching the CVs according to the keywords you entered and thus the
overall load of the process becomes lighter weight.

4. Communication:
With online recruitment, there is no longer a need to talk to candidates over the
phone, unlike traditional hiring. Other methods can be used via emails, message boxes
for various job portals, etc. You do not need to contact each of the candidates one by
one in case of any adjustments to the job requirements, instead, group emails can be
sent out to notify them of any change.

5. Fast results:
When job ads are published in newspapers, or relying on the expertise of recruitment
agencies, the overall hiring process is greatly expanded. For those companies that have
few employees and are looking to hire as quickly as possible, this can be a major
breakdown. Fortunately, with online recruitment, everything is real-time and in your
hands, which makes it easier for you to ensure that everything happens when and how
you need it.
6. Cost effectiveness:
Let's face it - recruitment agencies charge a small fortune for their services, and it is often the
case that placing an advertisement in a newspaper and / or magazine is ridiculously
exaggerated. On the other hand, e-recruitment is more expensive, with one-time packages and
fees available, all designed to suit your needs and budget.
7. Wider reach:
The World Wide Web is a huge place, full of amazing talents and skilled professionals. While
newspaper ads limit your access to the people who actually buy and read that particular
newspaper, and recruitment agencies limit your access to people they actually communicate
with, e-recruitment allows you to reach a variety of individuals from different backgrounds
with different skills and with different career goals and aspirations. This means finding the
"perfect fit" is easier than ever.
8. Digital advertising:
Facebook ads or paid banner ads are an effective part of online recruitment, and they attract
even those potential employees who haven't looked for a job or haven't considered a specific
company.
. Advantages of Traditional Recruitment as Applicant and Firm:
. The advantage of traditional is that it has been proven and tested for a long time now. People
are compelled to still rely on traditional recruitment methods because of the sense of security
that comes with it.

. Traditional recruiting practices have employment agency support. These agencies have
specialists who see to it that everything is done successfully without wasting any time. They
facilitate strategic candidate pre-qualifications and are skilled in reaching professionals with
longer experiences in the industry.

.That's the only edge traditional recruitment has these days. Modern recruitment methods have
a broader reach since they are not limited to newspapers and other traditional media. The costs
of print ads also accumulate a huge budget portion.

.With limited reach and expensive means of headhunting; traditional recruitment will soon
disappear from the picture. It does sound like a sure-win strategy but only within certain
groups.

. In this method internal staff have also chance that they can apply for the seat and promote
their designation.

. You can judge applicant more in this method by their body language. Facial expression and
nonverbal communication.

. this method give you to face -to -face conversation including job - interviews which can give
you much more authentic impressions and ideas about the job applicants. For example, online
recruitment may fail when it comes to identify true professionalism of the applicant because
the simultaneous and real - life situation have their own code of norms such as person’s
proper reactions and emotions about a specific authentic real life task or questions that the
artificial online hiring cannot identify.

. Disadvantages of Traditional method as Applicant and Firm:

.Process:

The process most employment agencies use is outdated and ineffective - which may explain
why they continue to charge such a high amount. Recruitment is all about targeting the right
markets, yet many still use basic job boards that are ineffective and time-consuming, and have
little guarantee of success.

 Candidate:
Many traditional recruitment companies also find a few good candidates in advance and
try to pawn them off on available companies, paying little attention to whether or not they
meet your needs and instead focusing on the fact that they are “good candidates.” They are
good candidates, which allow them to get away with it, but they’re not GREAT
candidates, and that means that you’re being matched with an acceptable, but not
excellent, solution to your needs.

 Contracts
many companies also require long term contracts. The problem is that you do not
necessarily need a recruitment company for every job. Many companies only want to
outsource the jobs that they can’t or don’t want to handle in house. Without a long term
contract, you can do that at your leisure. With a long term contract, you’re stuck with that
company.

 Cost
Once again, the cost is something that makes little sense for most companies. few
companies can afford to use a recruitment agency for entry level positions, yet these
companies need experts just like all other companies. In addition, if you can land a top
notch talent even an executive position for something more affordable, then your ROI
is incredible and you’ve given your company a chance at an immense amount of
profit.

. Advantages of Online Recruitment as applicant and Firm

.Quick Recruitment process:

Online recruitment is much faster than any other recruitment method. This is because the
vacancy announcement is displayed as soon as it is posted. On the other hand, if you are a
job seeker, you can submit CV immediately. The process of interviewing the prospective
employee can then begin in a few hours. It is possible to finish the hiring process on the
same day.

.Lower cost of recruitment:

There will of course be some fees involved, but if you recruit online, you can save up to
90% on the cost compared to using print media. I I think this fact is promoting the benefits
of online recruitment on its own!
 .Easy process:
One of the benefits of hiring online is that you don't have to be IT a professional to post or
apply for a job posting. As an employer, all you need is the job description, internet
connection, and time to do so. For job seekers, most job boards are easy to use and you
will not find it difficult to browse job postings.

.Wide audience:

More and more people are turning to the Internet to search for jobs. Age is no longer a
limitation as many people can do simple things online. This means that when you use online
recruiting to fill job vacancies, you will likely get the best job match due to the broad audience
the job ad has reached.

.Easy access to job postings:

If you are a job seeker, you will find many jobs that you can fill from the Internet. These are
jobs that you may not have known about because they have not been advertised anywhere
else. You can then apply for it right away. Posting this CV online also gives you the
opportunity to be contacted by employers looking for your expertise.

. Easier management:

As a business owner, you can perform all required activities from the same site. You can post
vacancy announcements and receive CV announcements from job applicants and screen them
before contacting the shortlisted candidates, all from the comfort of your office. For job
seekers, your application progress can also be tracked from your workspace.

.Make Offer confidential:

Some jobs are too sensitive to be advertised online. In such cases, you can search the database
for potential employees and contact them without posting a job posting. Alternatively, you can
post the job ad without mentioning the company name. As a job seeker, you can also post
your CV online without mentioning your name or the name of the current employer.

.The Disadvantages of online Recruitment as firm and Applicant:

1. It can be difficult to measure their effectiveness:

Not all online recruitment services offer an in-depth analysis of your posting; therefore, it can
be hard to figure out what is and isn’t working and how to optimize your ad. Of course, this is
a common problem in offline recruitment, too, but it’s worth remembering that just because
you’ve posted an ad online doesn’t mean that you will always have access to reams of metrics
and supporting data.

2. There is a lot of competition:

The main downside to following trends is that everyone else is doing the same thing. As a
result, your post can quickly get buried under a mountain of other job offers, forcing you to
either pay more for additional exposure or risk not being seen. When it comes to social media,
you are also at the mercy of Facebook or Twitter algorithms, which means that the person you
are targeting is basically in someone else's hands.

3. It can affect the communication:

Communicating with potential employees through a screen can lead to wrong messages or
wrong assumptions. However, talking to someone face to face can clarify what a person is like
(at least from first impressions) while maintaining clear communication with each other.

4. It can lead to technical problems:

Whether you are chatting with candidates via Skype chat or Zoom video calls, it can leave
room for potential technical errors. It can be extremely embarrassing for a recruiter to be
suddenly pulled out of a conversation or call due to a power outage, while having an unstable
internet connection can be embarrassing. If your company does not have a stable internet
connection or good control over the technology, this could be detrimental to your company's
professional reputation.

5. You might lose great employees:

Online recruiting can sometimes fail to attract good employees if your online company
personality is not appropriate. Candidates usually flock to the organization's website or social
media to learn about its overall reputation, mission and culture. If they see that your offer isn't
impressive enough, they may turn down the job offer or ignore your ad altogether.