Use of the Internet for recruiting
Internet recruitment helps HR professionals avoid being overwhelmed at big hiring events.
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The Internet has transformed the way many people work, including business managers and human resource professionals, who have to weigh the advantages and disadvantages of using this medium to recruit employees. According to statistical data from ComScore in 2008, job searches were the fastest growing Internet category. People "shop" for advertised online job openings, using criteria such as pay and location, similar to finding the best deal on electronics or real estate. As a business you want to make sure the job opening is being effectively marketed, and you can start by examining some of the advantages and disadvantages of Internet recruiting.
Human Resources Expenses
HR professionals commonly have to put forth budget proposals for recruiting. HR directors and managers can save the department and the overall business recruiting expenses by using the Internet. There is potentially less of a need to hire and pay HR "generalist" personnel, who commonly greet job applicants face to face, answering questions, proctoring employment pre-tests and accepting resumes. The department spends less on copying and printing supplies as well. The disadvantage to the HR department is that if personnel is not competent in dealing with web-based technologies, then the business could lose out on valuable, fully trained and qualified candidates - human capital. Human resource information systems (HRIS) is a common course in HR training and degree programs.
Applicant Personality and Quality
HR professionals have to assess how well a new hire will fit into the company's culture and structure. The advantage of using the Internet is that hiring employers can conveniently pull up an applicant's "online personality, " generally without having to meet face to face or ask for responses on a test, saving time and money on psych-testing programs. Social networking websites, such as Facebook, Twitter and Linked In, provide a window into the personal and professional lifestyle of candidates. However, disadvantages occur when business professionals might misinterpret an applicant's ability to separate home and business conduct. The organization could miss out on hiring a valuable candidate because of misunderstanding pop culture in younger people or established traditions and behaviors among older individuals.
Keywords and Scanning
HR personnel can easily scan through several digital applications and resumes, using only keywords that relate to a job opening. The applicants that best match the keywords have increased chances of being called in for an interview. However, keywords can be tricky, because of how quickly careers and industries change over time. The HR professional types in the "current" industry-specific skills and qualifications in the database that a candidate should possess. The disadvantage happens if seasoned, well-qualified candidates with years of experience are excluded from the selection process because of using older terms to describe skills and qualifications on an application or resume.
HR professionals can effortlessly increase the talent pool through advertising job openings virtually everywhere in the world. This is helpful when there isn't enough local talent to meet business needs. When business demand increases, qualified applicants are contacted via email or telephone. In some cases people will relocate to a new city to get hired. The disadvantage, however, is that by casting a wider net for hiring, the business might expose itself to far too many or simply undesirable candidates. Higher education standards differ from state to state and country to country, and so determining if a person's degree-granting program was of good quality can be a challenge to hiring professionals. Social and culture norms may differ as well.