Online recruitment has been available at the click of a button for people looking out for a job for a considerable amount of time now. It has proven to be very effective and has been a great success among employees and employers alike. There are various views and opinions regarding usage of such recruitment websites. Even HR theories have been developed about online recruitment. These theories suggest the strengths and weaknesses of these internet service agencies.
One of the major HR theories is that it is the trend that will be accepted all over in the future. Since qualified worker ands satisfying jobs and good pay packets are available at the click of a button within seconds, these sites have been an instant hit among everybody. Traditionally, the employers advertise for skilled workers on newspapers which takes some time and a lot of money to get published. After this, there must be many rounds of interviews and constant reviewing of applications before an appointment is made. This must be repeated for each job vacancy which can get tiring.
These theories also predict that a lot of recruiting time is saved by doing it through these online employers. One can extract only applications that pass the qualifying criteria within minutes. The HR reps of a company can contact the applicants directly or indirectly approach them through the referral sites. The greatest advantage of this is only those who are looking for a job at the moment will have their resumes uploaded. In the traditional method, older applicants may have found another job leading to wasted time and effort for the recruiters. Initial interviewing too can be done with the help of these referral agents online and thus even better filtering of resumes can be done before the HR representatives actually conducting the interviews.
One of the sources of concern for the HR departments is that it has to adhere to certain laws on the online recruiter site like being an Equal Opportunity Employer and likewise. There are HR theories that most online companies forget to adhere to these norms under the false belief that it is sufficient when it is posted in the physical job location. Wherever employment is involved, there must be sufficient consideration of legal liabilities.
Though there are many positive reviews about online recruitment, still some theories in HR show that it is not 100% satisfactory. It is the common belief among HR representatives that very few employees are inclined to use these online services and a lot of aggressive campaigning and advertisements are required to push this sites to the main stream and increase the traffic to these sites. Since the applicant and the prospective employer have no direct contact, there is a lot of caution exercised before the actual appointment. The biggest negative of this online procedure is that when money is spent on prospective candidates with a good resume, at times, the person is below satisfactory in the real interview. A person who seems to be good on paper, does not qualify to the industry standards.
Though online recruitment has its weaknesses and negatives, trends in human resource
indicate that it is the way of the future
One of the major HR theories is that it is the trend that will be accepted all over in the future. Since qualified worker ands satisfying jobs and good pay packets are available at the click of a button within seconds, these sites have been an instant hit among everybody. Traditionally, the employers advertise for skilled workers on newspapers which takes some time and a lot of money to get published. After this, there must be many rounds of interviews and constant reviewing of applications before an appointment is made. This must be repeated for each job vacancy which can get tiring.
These theories also predict that a lot of recruiting time is saved by doing it through these online employers. One can extract only applications that pass the qualifying criteria within minutes. The HR reps of a company can contact the applicants directly or indirectly approach them through the referral sites. The greatest advantage of this is only those who are looking for a job at the moment will have their resumes uploaded. In the traditional method, older applicants may have found another job leading to wasted time and effort for the recruiters. Initial interviewing too can be done with the help of these referral agents online and thus even better filtering of resumes can be done before the HR representatives actually conducting the interviews.
One of the sources of concern for the HR departments is that it has to adhere to certain laws on the online recruiter site like being an Equal Opportunity Employer and likewise. There are HR theories that most online companies forget to adhere to these norms under the false belief that it is sufficient when it is posted in the physical job location. Wherever employment is involved, there must be sufficient consideration of legal liabilities.
Though there are many positive reviews about online recruitment, still some theories in HR show that it is not 100% satisfactory. It is the common belief among HR representatives that very few employees are inclined to use these online services and a lot of aggressive campaigning and advertisements are required to push this sites to the main stream and increase the traffic to these sites. Since the applicant and the prospective employer have no direct contact, there is a lot of caution exercised before the actual appointment. The biggest negative of this online procedure is that when money is spent on prospective candidates with a good resume, at times, the person is below satisfactory in the real interview. A person who seems to be good on paper, does not qualify to the industry standards.
Though online recruitment has its weaknesses and negatives, trends in human resource
indicate that it is the way of the future
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