E recruitment offers several benefits to the firms practicing it. Facility to apply online, wide reach often cutting across national borders, reduced cost, decreased cycle time and reduced burdensome administrative processes are some of the benefits of e-recruiting. There are dysfunctional or unintended consequences of using electronic media for recruiting.  Replacing traditional recruiters with computerized systems may the make the recruitment process much more impersonal and inflexible leading to a negative impact on applicant attraction and retention rates. In addition, the use of online recruitment may deny the opportunities to apply to people who have no access to computers and those who lack skills to make use of the electronic gadgets. Further, applicants may perceive that online systems are more likely to invade personal privacy than other recruitment processes. Misuse of confidential information by companies is possible. Consequently, many applicants are less willing to use online recruiting.

The most common practices in e-recruitment are:

  • Adding recruitment to existing organizational websites.
  • Using special recruitment websites.
  • Developing interactive tools for processing applications.
  • Using software for online screening of applications.

Cautions while using e-recruiting: The following guidelines regarding e-recruiting will be highly useful for recruiters:

  1. E-recruiting needs to be aligned with organization’s strategic goals. For example. If a firm has an innovation strategy that focuses on developing new information technologies, e-recruiting shall identify individuals with skills that can help meet these goals.
  1. Organizations that have reputation can benefit from e-recruiting.
  1. Firms need to use e-recruiting as one of the sources but not only sources of attracting talents.
  1. May attract frequent job hoppers.
  1. The websites should be designed for easy use, simple to navigate and attract candidates rather than simply screening them
  1. Organizations should develop online screening systems based on job analyzing and ensure that inferences made from the systems are reliable and valid.
  1. The system should give adequate information about the company and the positions to the candidates.
  1. Organizations should use websites to promote values that will be attractive to most employees rather than just select those that fit with traditional culture.
  1. E-recruiting should not be used as fad but should be measured in terms of successful placements made.
  1. Collect feedback from job applicants on the direct and indirect messages conveyed by the website regarding the climate of the organization.
  1. Companies should use appropriate languages in the website for people with diverse background can use the website.
  1. The system should be simple and should not cause anxiety in the minds of job applicants while navigating the site.
  1. Should meet all legal requirements and without any bias based on caste and religion.
  1. Should attract disadvantages selections of the society.

HR-Professionals 12 Recruitment 12


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