Assignment

Online Recruitment

Table of contents

S.no Description Page number

1 Introduction

2 Advantages
 3 Disadvantages

Introduction

Online recruitment

Online recruitment is a recruitment involves sourcing candidates on the Internet. Most recently,
recruiting on social networking sites have received the most attention.

Online recruitment is the process of using the Internet to actively find and recruit suitable
candidates for an organization. The Internet has quickly become one of the best recruitment
tools for both internal recruitment and talent acquisition committees and third-party talent search
companies. With readily available public and niche electronic job boards, social media,
specialized business networking sites, and other forums, the size of the potential candidate pool
has increased exponentially for organizations everywhere.
The primary goal of Internet recruiting is the same as traditional recruiting: to find suitable talent
to employ. However, this emerging recruitment tool is most frequently called upon for a quick
employment solution if, after searching the corporate database for candidates, a recruiter is
unable to find suitable talent.
In addition to the now conventional social networking recruitment tools, recruiters may find the
use of more targeted association sites to help narrow the candidate pool and make sure efforts
are not being wasted on uninterested parties. Local business forums, supported by a city or
regional website, frequently have job boards hosting local businesses and may also keep
member directories and contact information useful to recruiters. Industry sites typically have
databases of resumes and direct discussion forums that can facilitate direct electronic contact
with a candidate.
The trickiest part of online recruiting may be deciding the best way to introduce a job offer to a
candidate. Many individuals may be currently employed or otherwise disinterested in new job
listings. Bothersome emails from a recruiter may lead to complaints and a negative association
with the represented organization. The most effective way to contact any potential employee is
for the recruiter to stand in as an informational resource for the individual to give him or her
reason to respond to your email. Offering material such as career advice, salary information and
other data gives the recruiter added value as a contact point.
Online recruitment is often a practical and efficient way to find qualified candidates to fill
positions in your business. This can be done by posting available positions on job boards and
by reviewing candidate profiles. Websites designed to unite candidates with employers often
prescreen applicants and check references before you even begin looking at those desiring to
be hired.
By creating an online listing for your company you are ensuring that the position is seen by a
larger variety of candidates than traditional newspapers, and is also a likely indicator that the
applicant has at least basic computer skills. With an increased number of applicants you are
creating a wider selection of employees to choose from, ensuring you are locating the
best-qualified individual for the job. When browsing the profiles of potential employees you
should be looking at references, employment history, and the overall quality of a resume.
Because most applications and resumes are listed right on the web it also cuts down on the
paper documents you need to keep track of in the office.
Online recruitment can also be done through a company website. Many businesses now offer
an "employment opportunity" or career page section and have created an online application,
which is sent directly to human resources personnel. These applications can be filed until an
available position is opened and can be a great way to create a database of available workers
before they are even needed.

Advantages of online recruitment.

Quick recruitment process

Online recruitment is much faster than any other method of recruitment. This is because the
vacancy advertisement is viewed as soon as you post it. On the other hand, if you are a
jobseeker, you can send your CV immediately. The process of interviewing prospective
employees can then start in a few hours. It is possible to finish the hiring process within the
same day.

Lower cost of recruitment

There will naturally be some fees involved, but if you recruit through the web, you can save as
much as 90% of the cost as compared to using print media. I think this fact sells the merits of
online recruitment on its own!

Easy process
One of the benefits of online recruitment is that you don’t have to be an IT specialist to post or
apply for a job vacancy. All you need as an employer is the job description, internet connection
and the time to do it. For jobseekers, most job boards are user friendly and you won’t find any
difficulty browsing through the job advertisements.

Wide audience
An increasing number of people are turning to the internet to look for jobs. Age is no longer a
limitation as many people can do the simple stuff online. This means that when you use online
recruitment to fill job vacancies, you are likely to get the best match for the job because of the
wide audience reached by your job advertisement.

Easy access to job advertisements

If you are a job seeker, you will find several jobs that you can fit into 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 them immediately. Posting your CV online also gives you the
chance to be contacted by employers who are looking for your expertise.

Easier management
Being an employer, you can perform all the required activities from the same location. You can
post the vacancy advertisements, receive CVs from job applicants and screen them before
contacting the chosen candidates all from the comfort of your office. For jobseekers, tracking the
progress of your application can also be done from your workspace.

Make offers confidentiality

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

With these benefits of online recruitment, you are sure to find your dream job or the right
employee if you embrace this technological advancement.

Disadvantages of online recruitment.

1. Costs can spiral

Depending on the online platform you use, you may have to pay a subscription fee or other
costs to post your vacancy. Some sites might require a membership fee or charge for extra
services like application tracking or analytics to manage your advert. Also, if you are not getting
the kind of response you’re looking for, the costs of leaving the ad to run longer can accumulate.
2. 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 optimise 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.

3. It’s informal
For some roles, companies perceive that online job postings – particularly on social media – can
give off the wrong image of their company. This is particularly true for executive-level roles,
particularly at firms (or in industries) that have a strong corporate or professional culture. It’s not
uncommon, for instance, for high-calibre firms to advertise C-level roles in reputable print
publications such as The Economist or the Financial Times.
4. It attracts bad candidates
As previously mentioned, it’s very easy for people to apply for jobs online; this can potentially be
a negative point as well, though. Posting a position online usually results in hundreds of
applicants, many of whom will not be suitable for or serious about the role, thus diluting the
quality of your talent pool.
5. There’s a lot of competition
The main downside to following trends is that everybody else is doing the same thing. As a
result, your post can quickly become buried under a mountain of other job offers, forcing you to
either pay more for extra exposure or risk not being seen. When it comes to social media, you’re
also at the mercy of Facebook or Twitter’s algorithms, meaning that who you target is essentially
in the hands of somebody else.

6. It could lead to lost labour hours

If you are receiving large volumes of applications that need to be pruned, there are technical
issues with the platform you are working with, or the job ad itself constantly needs to be
changed, then the process can start to become difficult to manage. This either detracts you from
other aspects of your job or requires somebody else to supervise the process closely.
7. It attracts fraudulent applicants
Some applications might be fake to get information about the company or hiring officer (a
common espionage tactic). Simultaneously, spammers might use the information posted online
to promote a service or product to your company. If you give away too many details in your ad,
malicious hackers can even use the information to potentially gain access to your company’s IT
systems.
8. It can affect communication
Communicating with prospective employees through a screen can lead to misconstrued
messages or wrong assumptions. However, talking to someone face-to-face can clarify what a
person is like (at least by first impressions) while also maintaining clear communication with one
another.

9. It can lead to technical issues

Whether you’re chatting to candidates via Skype chat or Zoom video calls, it can leave room for
possible technical faults. It can be quite embarrassing for a recruiter to be suddenly switched
out of a conversation or call due to an electrical outage, while having an unstable internet
connection can be awkward. If your company hasn’t got a stable internet connection or a good
grip on technology, it can be detrimental to your company’s reputed professionalism.
10. You may miss out on great employees
Online recruitment can sometimes fail to attract good employees if your company’s online
persona isn’t up to scratch. Candidates usually rush to the organisation’s website or social
media to get a sense of its reputation, mission, and overall culture. If they see that yours aren’t
impressive enough, they may turn down the job proposal or just ignore your advertisement
altogether