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Benefits and drawbacks of internet recruiting

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Five years ago, online recruiting was only good for filling specialized technical positions. Today it's an integral part of the recruiting strategy for companies of all sizes and many industries. It's a fast, convenient way to find potential candidates, and it's cheaper than using newspaper ads or employment agencies. And because there are no space constraints, Web want ads can be any length, giving even the smallest companies the opportunity to craft clever ads that will capture the interest of prospective candidates (WorkForce, 2012)

I (Kahlen) have been looking for jobs for a few months. I have looked online @ craigslist and set my resume through sites such as Monster and CareerBuilder. According to the text book on page 150 it shows an iPhone that allows someone to search nearly 2 million jobs on Careerbuilder.com. I know personally how this works because I too have an account with CareerBuilder through my Gmail account and when a potential job opens up it is sent to my email which notifies me through my phone. You are able to read the job title, description and the location. Employer's user other forms of social network such as Twitter , Face book and LinkedIn. There is even a website called www.goto.jobs.com and its a one click feature that allows an applicant that is seeking a specific job at a certain company full and direct access to the company's website (Dessler, 2103).

I believe web site recruiting generates more responses quicker because almost everyone has a computer or a laptop. Even if they don't they can find access to a computer (school, library). However, certain people such as certain minorities and older people do not have access or use the internet, so online recruiting can exclude disproportionate numbers of older people and minorities (Dessler, 2013). Secondly, internet overload becomes a problem because employers end up deluged with resumes (Dessler, 2013). I find online recuiting hard because I have sent numerous applications via internet and have heard little back. I have gotten more bites and feed back when I reply to a job posting on craig's list. Im not to sure how frequently employers check resumes posted online. I also find it to be a long drawn up process. I have to sign on to a website such as CareerBuilder.com, set up an account, obtain a user name and password, fill out my information, attach my resume, all while trying to navigate the web site, understand the job position and requirements (its not always clear), and sometimes I cant find a specific person or number to call to follow up.

One thing I do like about internet recruiting is- they will send you a list of job positions that have just opened up making it easier to walk in personally and grab an application. Also resumes stay on the internet longer, allowing an employer to contact you in later months if needed.

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I agree that online recruiting has changed the job search process. It is easier than ever to know what jobs are available, salary range, and benefits. Glass Ceiling includes information from past and current employees so that a job searcher can better understand corporate culture and decide if the potential employer sounds appealing before applying. It is also easier to apply for jobs, all from the ...

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This solution discusses the pros and cons of Internet recruiting/job searching.

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Pros and cons of internet recruiting

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For a discussion topic, there is a lot of information out there to discuss internet opportunities and problems for organizations that use the internet. Not to worry, I will keep mine pretty short.

For the opportunities I would think that the big one has to be that web-based recruiting generates more responses quicker and for a longer time at less cost than just about any other method (Dessler, p.151). Advertising on known sites across the internet will land you a lot of applicants; you will need to do word searches to narrow them down. Another opportunity is to be able to cut costs, you can pay less in finders fee's for example as many firms find it's simply much easier to recruit centrally now that so much recruiting is on the Internet (Dressler, p. 146). Companies can target potential employees by placing their company value statement on the web portal prior to getting to see potential job postings. The value statement can say what is expected of you and what you can expect from the company. If you don't think you a good fit for the company, you will likely not waste time applying. Companies can save a lot of money using the internet to facilitate employment by eliminating travel expenses. Finally I will say that companies can use the internet in helping facilitate the staffing process by researching the needed job description against the unemployment rate for that particular region. This information could help the company hire more quickly or see that there will be fewer applicants due to low unemployment (Dressler, p144). Employers need to be careful using this technique though, employers reported in the slowdown of 2003-2004 it was hard to find good candidates even though the unemployment rate was at nine percent.

For the problems associated with organizations in using the Internet I think right off the bat there is the issue of personal information. A growing problem is that peer-to-peer-file-sharing applications jump firewalls and give outsiders quick access (Dressler, p. 144). More and more information is constantly being jeopardized in this manner. A lot of potential employees submit applications knowing that they didn't meet the minimum hiring requirements or lack the knowledge, skills and abilities. Furthermore, fewer and fewer older adults and minorities are using the internet making it possible for Equal Opportunity Laws to come into effect. There will be a lot of applications leading to internet overload (p.151) where there are just too many applicants that they can't all be screened. Finally, I would say that there is less face to face interaction with perspective employees and hiring managers alike. Sometime not having interaction can lead to a bad hire or a company that doesn't match the employee's values.

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