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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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I agree that web based recruiting generates more responses quicker for less cost. I also agree that this method may not lead to the most qualified applicants, however, and it is important to have a method to quickly weed out candidates that are not qualified or less qualified than others. Our text mentions finders fees, which is a great way to encourage employees to spread the word about job opportunities to friends. Those working in an organization are likely to tell others who they would enjoy working with ...

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This solution discusses benefits and drawbacks of Internet recruiting.

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