The Advantages And Disadvantages Of The Human Resource Online

People are living in the century of technology. Society relies on technology whether desired or not. Technology is everywhere such as: cell phones to keep up with information, laptops to work, and cars to move every day, etc. Technology is the modification, usage, and knowledge of machines and systems to solve problems. Besides, there are a thousand companies that are using their own technology as well as social networking sites to looking for their potential candidates. The human resource online has become one of a popular tools using by companies all around the world. However, there are not only advantages but also disadvantages.
First of all, human resource can briefly summary as the division of a company that is focused on activities relating

First of all, it can improve business reputation and client base with minimal use of advertising. Instead of spending a lot of money to hire a good marketing department for up to 15 people to do company’s marketing, within 5 people who qualified as expert in technology, and work with computers, it can reduce their budget as well as their time in marketing function. Although people use social networking sites for enjoyment, such as Facebook, they also have their targeting website like LinkedIn, which provide professional networking opportunities for users. For example, “a recent research found that 45% of U.S. employers were using social network sites to find information about job candidates” (Chang & Madera, 2012). Moreover, employees’ profiles or especially their fantastic resumes offer the best chance to reach potential employers to go through job seekers’ biographical information. Based on the understanding between both party in their social sites, companies can reduce their time recruit candidates. More importantly, by expanding market research through social network, it can help companies deliver their message worldwide. Therefore, social networks provide employers with additional information they can use to screen potential

According to Nikolaou, recruiters typically check their candidate’s background, percentage of truth worthy, and additional information via social networking sites to know more about them before make decision (2014). Their misuse may cause problem on candidate’s privacy and also discrimination. For example, some recruiters use Facebook as a channel for them to check their candidate’s background, or they searching candidate’s Twitter to see how connect company to them. Recruiters usually rate the negative information that they gathered from the Internet to judge candidates than their positive information (Nikolaou, 2014). It is very easy to see that LinkedIn is the world largest business external online networking platform with over 180 millions members who are searching their potential job over the world (Korzynski, 2014). However, the problem on communication between leaders and their candidates such as lack of understanding each other that leads to complexity demands interaction. Moreover, these activities can destroy the feeling of support and togetherness that is very important to candidates and recruiters’ feeling. Consequently, despite the fact that social networking has attracted much attention from recruits today, they are prefer to use the traditional method as face-to-face