Advantages & Disadvantages of E Recruiting

The emergence of the Internet has revolutionized not only the way people communicate and interact with one another, but also how companies outsource manpower. Online recruitment—more commonly known as “e-recruitment”—has become prevalent with the proliferation of websites specifically made for job postings and recruitment.

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Global Reach
Perhaps the most commonly cited advantage of electronic recruiting is its ability to reach a wider range of audiences. Reaching a larger target means a greater number of job seekers. The larger the number of applicants, the greater the chance that one of those is the most competent applicant for the job position.

Cost-Effective
Aside from doing companies a favor in terms of a larger applicant pool, e-recruiting is cost-effective. Rather than paying for newspaper space that only reaches a limited number of people, posting job openings on the Internet costs less, while reaching a broader audience. Even paying for postage, gas costs when dropping off a resume and calling phone numbers in job openings have been eliminated with the advent of e-recruiting.

Faster Recruitment Cycle
Posting a job opening—complete with all the specifications—on the Internet takes only a few minutes. With a global reach, job seekers often respond to e-recruitment postings on the same day with their resumes. The moment human resource departments receive resumes, the recruitment process starts; initial screenings through virtual tests and interviews can be immediately conducted at the discretion of the employer.

Executive Talent
Even though e-recruitment has the advantage of being cost-effective and having a faster recruiting cycle, it is not always a feasible way of recruiting executive talent for top company positions. Traditional, personal contact is still needed to gauge talent and skills. Interpersonal skills, years of experience and even professional work ethic are not easily assessed through virtual screenings.

Access
While it may be true that e-recruiting provides a larger applicant pool, it might exclude other groups who do not have Internet access. This is particularly true to less affluent groups who, due to demographics, might not be able to access computers or the Internet.

 

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