Technology and the Internet has made many functions easier, faster, and expanded the reach of many processes. Recruiting has benefited greatly from technology. Recruiting has been made easier and the number of potential candidates that could be reached has uncreased; not only individuals actively looking for a job but also inactive candidates willing to accept a better job. Unfortunately, there are unintended consequences that come with the advances in technology. Not everyone can afford access to computers and technology and businesses are not looking for the best candidate that can afford new technology but rather the best candidate. Another issue related to e-Recruitment is that information that once was only available in a locked filing cabinet; can be accessed over the Internet by unscrupulous hackers and identity thieves. As businesses embrace the advantages of e-Recruiting, they must also protect themselves from viruses and other vulnerabilities that affect the organization and those whom apply for job opportunities. This paper will discuss how HR professionals can use online recruiting to more effectively, recommend strategies to mitigate the unintended consequences associated with e- Recruiting, discuss an approach to ensure the employee’s psychological contracts are fulfilled, discuss strategies that can attract high-quality candidates and members of diverse groups, discuss the attributes of a website can affect a applicants motivation to apply for a job, and finally propose security controls that would prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems. Online Recruiting There is no question that organizations see the benefits of online recruiting. In fact, a rece... ... middle of paper ... ...ng, Retrieved November 29, 2013 from Internet site http://hbr.org/2001/03/making-the-most-of-on-line-recruiting/ar/1 Gail, S.F., (2013, June 05). In e-Recruiting, There's a New 'Recruit', Retrieved November 29, 2013 from Internet site http://www.workforce.com/articles/in-e-recruiting-there-s-a-new-recruit Hipps, C., (2012, August 16). Promoting diversity through recruitment, Retrieved November 29, 2013 from Internet site http://www.personneltoday.com/hr/promoting-diversity-through-recruitment/ Kavanagh, M. J., Thite, M., Johnson, D. J., (2012). Human Resource Information Systems, Thousand Oaks, CA; SAGE Publications, Inc. Ravi, A. and Lakshmi S., (2013, February). Evaluation of the Satisfaction Level of E-Recruitment Process for it Industries at Bengaluru, Retrieved November 30, 2013 from Internet site http://www.theglobaljournals.com/ijar/file.php?val=MTAzOQ==
Companies used various methods for recruitment, such as online job search engines, job data bases, in house advertising, billboards, employee referrals, and word of mouth. These methods have both caused company growth and company regression. Some methods hinder certain groups from completing an application and others promote an equal playing field for potential recruits. Company’s typically use various metrics to consider employment for available positions. An initial method used by companies is cost-per-hire which contributes to the money spent on recruiting, training, developing, travel costs, and company equipment cost. Staffing efficiency ratio is also a major metric which is the firms recruiting cost divided by the total starting compensation of new
The web has in recent years brought new concerns about privacy in an age where technology indefinitely stores and records all social media aspects, every online photo posted, every status update, blogs and twitter posts by and about us will be stored forever available for future generations to see. At the heart of the Internet culture is a force that wants to find out everything about you. In 2010 Microsoft published a report that stated that 75 percent of United States recruiters and human resource professionals that they surveyed are not only checking online sources to learn about potential candidates, but they also reported that their companies have made online screening a formal requirement before hiring any candidates. Of the recruiters and human resource professionals surveyed 70 percent say they rejected candidates based on information found on social media site. This has lead so many people’s awareness about online privacy and the need to control public access to private accounts by online privacy settings in order to protect they online and real world reputation. There have been legal suits against many sites and employer’s over the invasion of privacy on the internet. The authenticity of what the recruiters find on these social media sites should be questioned.
Gardenswartz, Lee Ph. D., Rowe, Anita. Human resource focus, July 1998. V. 75 N7. PS1 (3) Why diversity matters.
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Roberson, Q. M., Collins, C. J. & Oreg, S. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology, 19 (3), 319-339).
Whether you are the owner of a small business or are tasked with human resource hiring responsibilities in a larger company, you understand the challenge of finding the right fit for an open position. There are professional recruiting services that can be used to streamline your hiring process but you may be wondering if the benefits of this service are justified by the cost of services. With a closer look at what recruiters have to offer, you can determine if using recruiters with your own hiring process will be worthwhile.
The internet has opened new avenues for companies in regards to finding new candidates for filling vacant of newly created jobs. Companies now have their own websites where they can list current job opening. In addition, there are multiple job boards such as monster.com and hotjobs.com. There’s even the option of social media sites such like Facebook, Twitter, and LinkedIn where companies can post information about their company and current job offerings. In the past companies would rely on placing a want ad in the local newspaper or in a widely circulated industry magazine or journal, then they would wait for the applications and resumes to arrive via mail or hand delivery. The “old recruiting paradigm, aimed primarily at active candidates, was predominantly a ‘spray and pray’ method. The tools of the trade were want ads, paper applications, resumes, phone calls, face-to-face networking, and so forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large numbers of resumes in the direction of potential employers; both prayed for good results.” (Joos, 2008) While these met...
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
The way future candidates view social media has evolved drastically over the past ten years as technology has evolved. From websites like LinkedIn to Twitter, each website provides a unique opportunity for employers to view a future candidate. According to Media Bistro/Infographic, “92%of companies” use social media as an initial step to recruit future candidates. Another statistic Media Bistro/Infographic provides is that 73% of employees hire using social media and 20% of employers say it takes less time to hire via social media. What do these small statistics mean? Majority of the time if recruiters use social media, it is like an extra step to background checks and screenings before the interviews. Social Media allows for employers to have additional information of their prospective candidate before hiring. These statistics show that employers look at a person’s profile based on the information that is public or accessible; yet the employer uses that decision to hire the future candidate. Based on what a person post, there are heavy consequenc...
Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies. It makes possible to acquire the number and types of people necessary to ensure the continued operation of the organization. In simple terms, recruitment applies to the process of attracting potential employees to the organization or company.
Today, many employers use social media to narrow their options in potential employees, weeding out those who negatively portray
Social network profiles are the most essential tool to judge job applicants because it reflects a good image of the job applicants. For example, if the company is recruiting a writer, it would be better to choose a person who has a blog web page in a blogging website such as Word-Press that shows and reflects his/her ability in writing. In addition to that, a Human Resources manager can check this person’s Facebook and Twitter in order to see his/her grammar and writing skills. This information provides accurate and complete picture about the candidate. (Fish & Lee, n.d). Moreover, social network profiles can prove the application as it shows applicant’s participation in many fields. For instance, when a recruiter enters person’s blog that includes art and design work, it will show his/her passion to work as a designer in the company. Therefore, it is important to judge applicants based on their social media profiles because it shows a good image of the person.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
The changing labour market makes it difficult to determine the size of the applicant pool for the position. However as seen in the Household Labour Force Survey, 2016 March quarter (Statistics New Zealand, 2016) there were around 163,400 people currently employed in the Agriculture, forestry and fishing industry. Obviously not all of these people will have the right qualifications or experience for the position but it gives NatureCare a good idea of what they are working with. To narrow it down, they can look at what different universities in New Zealand offer. The University of Canterbury has the only university department in NZ to offer professional forestry degree programs, so a forestry graduate from UC would be a very suitable candidate, as the incumbent is required to hold a water or forestry qualification. There are around 200 Biological Science (forestry’s category) graduates from UC each year which gives them another idea of the possible size of the labour market. A potential difficulty could be locating where these graduates ended up, however effective advertising, and even contact with the university may help attract these graduates. According to the Ministry of Business, Innovation and Employment, the unemployment rate has slightly increased this quarter. (Ministry of Business, Innovation and Employment, 2016) A higher unemployment rate usually involves more people applying for jobs, making it slightly easier on employers, if they can easily screen unsuitable candidates. The first big decision when recruiting is whether to do it internally, externally or both. Internally involves promoting someone who is already employed by the business, ...