A Study Of Online Recruitment Essay Example

the market, there is also room for internet recruiting. However, some studies suggest that paper-based job posters perform better than web-based ones. Despite recognizing the advantages of online recruiting, there are limitations such as encountering unsuitable candidates. Many companies face challenges in this aspect. While some labor markets in North America still rely on paper-based methods alongside web-based recruiting, organizations have recognized the benefits of combining online and traditional methods (Parry and Tyson, 2008). Current research focuses on the efficiency and effectiveness of e-recruitment in HRM operations.Research has demonstrated that online recruiting can result in cost savings by reducing employee turnover and staffing expenses, while simultaneously improving hiring efficiency (Buckley et al., 2004). For instance, Cisco Corporation managed to decrease their recruitment costs by 45% through the adoption of a web-based system as their primary platform (Fankland, 2000). Nevertheless, doubts have been raised regarding the effectiveness of online recruiting. Although it allows for a larger pool of applicants, the quality of candidates tends to diminish (Chapman and Webster, 2003). Consequently, studies have been conducted to evaluate the quality of online recruitment. Some propose evaluating applicant qualifications and job fit as indicators of recruitment quality. Furthermore, personal networking has been found to be more effective than either traditional methods or relying solely on the internet when selecting suitable candidates (Feldmann and Klaas, 2002).

In addition to these findings, other research has explored factors that contribute to positive attitudes among applicants towards online recruiting. Sylva and T.Mol conducted a survey which revealed that applicant satisfaction with online recruiting is primarily influenced by perceived efficiency, followed by user-friendliness. Additionally, ease of navigation and time-saving procedures also enhance the applicant

experience. Conversely, websites that are difficult or unfriendly can lead to frustration and negatively impact an organization's image.Additionally, Cober et al. (2003) suggest that feedback on fit with the organization and valuable content related to career development and compensation also contribute to positive attitudes among applicants. This section presents a case study involving two companies: Nike EMEA solely uses online recruitment, while three web companies in the UK revamped their existing e-recruitment process to enhance their brand image. Despite being at different stages of implementing online recruitment, these companies share similar objectives like achieving efficiency and cost reduction while promoting a positive brand image in their respective industries.

Nike approved the adoption of e-recruitment due to the high volume of applications received during its rapid expansion. However, reviewing every resume and responding to candidates proved challenging due to limited staff resources. To address this issue, Nike implemented a rational recruitment process that replaced traditional methods and minimized time and cost spent on filling positions. The ultimate aim was to enhance overall talent quality.

To manage the entire recruitment process, Nike partnered with Jobpartners ActiveRecruiter, enabling candidates to apply directly through their website or obtain additional information through external job sites and advertisements. Nonetheless, headhunting organizations are still relied upon for senior roles.The ActiveRecruiter system has automated the matching of candidates with job profiles, resulting in reduced workload for HR staff and allowing them to offer more consultancy services. Online recruitment has led to cost savings, shorter hiring time, and lighter workloads for the team. Since its introduction in July 2002, ActiveRecruiter has reduced recruitment costs by approximately 54% and achieved return on investment within 6 months. The

average hiring time has decreased from 62 days to 42 days. Each team member can now handle 15 simultaneous processes while also fulfilling their advisory role for hiring managers. In the future, Nike EMEA plans to continue updating ActiveRecruiter to monitor the overall quality of the recruitment process.

Regarding future plans, the recruitment team at Nike EMEA intends to dedicate more time to developing interview methods that will help them meet their recruitment targets and attract high-quality individuals with the necessary skills and qualities.

In a separate case study, telecom company 3 faces strong competition in their industry and aims to establish a reputation for innovation and efficiency among clients. Recognizing the importance of having a well-known employer brand in attracting valuable talent, they implemented a web-based recruitment system in 2002 as an upgrade from traditional methods like emails and Excel files. This streamlined process benefits both external candidates and internal staff.The online application process used to take approximately 30 minutes, which was not convenient for a mobile web company focused on efficiency. To simplify and speed up the process, 3 partnered with Jobpartners ActiveRecruiter to revamp their e-recruitment system. The new system allows applicants to complete the entire application in just 10 minutes and track their application status at each stage. It also makes it easier for applicants to search for vacancies using various criteria such as categories, geographical areas, and internal/external portals. In addition, 3 has added short video clips of current employees on their website to showcase career opportunities. These changes have made 3 stand out in the industry and attract top talent, resulting in an improved employer brand. Moreover, these improvements have reduced

costs by decreasing reliance on external bureaus for hiring (down by 21%) and increasing independent hiring (up by 19%). This not only saves money but also allows the recruitment team more time to optimize the process. Looking ahead, the recruitment team plans to utilize cutting-edge methods and advanced technology to further enhance the company's image and attract exceptional talent. However, they acknowledge that online recruitment should be combined with other methods for successfully hiring high-quality candidates.Independent analysis shows that businesses recognize people as their most important asset and therefore strive to recruit suitable candidates and enhance the quality of their workforce. In recent years, online recruitment has gained widespread popularity among businesses as a means to identify and attract potential employees. The advent of the internet has had a significant impact on both job seekers and organizations in terms of their employment practices. Successful examples, such as the Nike case study, highlight the challenges faced by Nike and the solutions implemented while discussing the future of recruitment at Nike. Another case study examines how online recruitment has affected a different company. Both cases underscore the value of online recruitment for companies and its potential for future success.

Online recruitment brings several advantages to businesses, with cost reduction and improved efficiency being key factors driving its adoption in the corporate world (Emma Parry & Shaun Tyson, 2008). This method utilizes advanced internet technology to advertise job openings and attract applicants through either the company's website or third-party job sites. By leveraging online recruitment systems, hiring processes have become significantly faster compared to pre-internet times, with estimates suggesting that average recruitment cycles now take only one-third to one-half

as long.These systems have the capability to handle a large number of CVs simultaneously and swiftly identify suitable candidates. Furthermore, implementing an online recruiting system allows companies to send automated email responses to applicants, saving time and enabling HR staff to conduct remote interviews via email or phone instead of in-person meetings. This not only enhances work efficiency but also reduces costs throughout the recruitment process, resulting in an average savings of ?1,760 per hire by eliminating bureau fees. Additionally, the time it takes to fill vacancies has decreased from 62 to 42 days on average and the cost per hire has been reduced by 54%. The online recruiting system also includes a database where applicants can store their information for future consideration. Even if they are not suitable for a current job opening, they may be considered for future positions. Recruiters can easily access this database instead of advertising through another website when searching for available job positions. Overall, e-recruiting aids businesses in rapidly building talent pools and effectively promoting their brands in today's competitive hiring market which is afflicted with labor market deficits and recruitment challenges (Lievens et al., 2002). The online system provides candidates with efficient and professional service, leaving them with a positive impression. Additionally, business organizations' websites allow job seekers to learn about the company and explore potential career opportunitiesCommunication barriers in real life, such as age, gender, location, and experience, can arise. However, on the internet, individuals can hide behind different online personas. This virtual environment promotes equality in communication, information sharing, idea exchange, expression of emotions, and mutual assistance by eliminating social cues and physical presence. Consequently, face-to-face

interactions will decrease significantly in real life, leading to weakened relationships and social isolation.

Individuals will seek spiritual fulfillment in the digital world but may not evoke genuine emotions solely through this means. This societal shift will eventually create a "modern and lonely" society plagued by interpersonal conflicts and disruptions over time. The internet's global reach is unmatched through media coverage which online recruitment utilizes to surpass traditional methods' effectiveness.

In 2000, IBM demonstrated the power of online recruitment by posting a message on only 14 university websites without engaging in any campus promotions. They received an impressive response of over 1,300 resumes from students worldwide including countries like Britain America Japan Australia exceeding recruiting companies' expectations as the number of schools surpassed the initial 14.

Global statistics indicate that approximately 20 million employment-related pieces of information are released daily worldwide.In addition to traditional recruitment methods like recruitment agencies, job fairs, and direct hiring, online channels have become increasingly popular in China's job market landscape. Around 3,000 people submit their resumes online each day. As the birthplace of the Internet, the United States sees over half of job changers utilizing online means to find new opportunities. Fortune Statistics reveal that a staggering 88% of Global 500 companies use the internet for recruitment purposes. However, most job sites currently lack comprehensive services and only offer limited consulting in talent market analysis, supply and demand orientation, salary levels, and workforce system changes. This highlights the need for improvement in developing an effective online recruitment service system. Nevertheless, China has experienced significant growth in online recruitment over the past decade through an expanding talent network and various service options.