Essay Sample on Online Recruiting: Leveraging the Power of the Internet to Reach a Talented Pool

Introduction

Online recruiting is an emerging trend that helps employers reach a broad talent pool for recruitment. This process leverages the power of the Internet to have people from various places to apply for jobs efficiently. Also, using the Internet enables companies to cut costs significantly that are incurred through traditional recruitment processes (e-thicHR, 2012). Online tools contain screening capabilities that ensure only qualified applicants are shortlisted for potential employment. This approach also can screen numerous applicants in a short time, thus helping to fast track the recruitment process. The benefit of fast-tracking the process is that organizations get to hire their desirable staff in good time to ensure that company activities do not stop.

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Advantages and Disadvantages of Online Recruitment

Advantages

Internet recruitment has several advantages that make it a desirable alternative for most recruiters. One of these advantages is that the process is cost-effective (e-thicHR, 2012). Traditionally, job advertisements were placed on media and other advertising channels that cost a fortune to run. Therefore, companies needed a hefty budget to advertise job vacancies and had limited time to run the campaigns. However, with the Internet, the company can place the advertisement on its website at no cost. From there, applicants can get the information and details about the vacancy and send their applications to the company.

Another advantage of online recruitment is that it is quick (e-thicHR, 2012). The platforms offer the capability to receive and screen applications faster than it would take in the traditional recruitment process. Therefore, companies take lesser time to review applications and identify the potential candidates for the job. The faster the companies get the new members on board, the earlier they get to learn the business processes and help in the resumption of services for cases where the vacancy had caused them to stall. Online recruitment reduces the time taken for the recruitment process, further contributing to cutting costs incurred in the hiring process.

Disadvantages

The process of online hiring, however, has some drawbacks. One of the disadvantages is that it attracts a lot of applicants, some of whom do not fit the profile. Such candidates strain the resources used to facilitate the process. The other disadvantage is that low Internet penetration in some regions locks out some potential candidates from applying for the job (e-thicHR, 2012). However, there are ways to mitigate these disadvantages through proper planning. For instance, an effective screening mechanism can help filter out unqualified candidates and maintain a list of those suited for the job. Low internet penetration can be addressed by exploring other tech-based options, such as messaging.

Recruitment Methods

Since older employees have unique work requirements, attracting such employees requires consideration of these needs for proper recruitment. One of the approaches to attracting older workers is targeted recruitment. This strategy ensures that the process focuses on older people, thus encouraging them to apply for jobs. After settling on a targeted campaign, the organization should then formulate an appropriate recruitment message. The message should contain the following key elements; diversity staffing policy and job and organizational characteristics (Lievens, Hoye, & Zacher, 2012). After developing a message, the company should find a recruitment source that would attract older workers. Some viable options for this source include newspapers and journals.

Prescreening Hurdles

One of the prescreening hurdles to impose on Internet recruitment is to indicate the academic or experience required for the advertised job. This requirement provides a criterion to prequalify those that meet the needed qualifications. Another hurdle would be to ask for recommendation letters from previous employers. These letters would give an insight into the quality of a candidate, which depends on the remarks provided.

Website Information

The company should indicate their company values that demonstrate the kind of fabric that makes the hotel. Secondly, Jackson's hotel needs to provide the mission and vision of the organization at the hotel. This information helps the applicants to understand the goals and purpose of the organization. Lastly, the organization should conspicuously place the job advertisement on the website with a clear indication that there is a job vacancy. Further, there should be instructions to help applicants with the application process.

The Process to Identify Qualified Candidates

After a thorough screening of the applicants to ensure that they meet the outlined job requirements. An oral interview of the candidates provides further details about their suitability for the job. The interview should be conducted by a panel that should be keen to assess how well the candidates fit for the job.

Behavioral-based Interview Questions

• Tell us about a time you had a work-related challenge and how you handled it.
• Tell us about how you made an unpopular decision in a team setting.
• Tell us about how you handle conflict with peers.

These questions are appropriate because they assess the decision making of the candidates and their contribution while working with others.

Conclusion

In conclusion, the recruitment process is essential to find the right talent to fill the available job vacancy for a company. Online recruitment is a quicker process that saves organizations money spent on advertising. Organizations need prescreening hurdles such as a requirement for academic qualification to prequalify candidates and narrow down the candidates.

References

e-thicHR. (2012, February 10). Advantages & Disadvantages of Online Recruitment. Retrieved March 11, 2020, from https://www.e-thichr.com/en/2012/02/10/advantages-disadvantages-of-online-recruitment/

Handler, C., & Hunt, S. (2015, July 23). Guidelines for the Effective Use of Online Pre-Screening Tools. Retrieved March 11, 2020, from https://www.ere.net/guidelines-for-the-effective-use-of-online-pre-screening-tools/

Lievens, F., Hoye, G. V., & Zacher, H. (2012). Recruiting/Hiring of Older Workers. Oxford Handbooks Online, 380-391. doi: 10.1093/oxfordhb/9780195385052.013.0121