Recruitment is an important function of any business
that needs qualified candidates to stay competitive. Online recruitment has
become commonplace in the market and provides some advantages for organizations
that work in a global environment that recruit from geographically dispersed locations.
As tools for online recruitment develop and become more sophisticated,
employers will reap rewards in terms of saving costs and attracting diversified
candidates.
Technology has advantages for international companies
that recruit from multiple locations (“Technology Impacts”, 2012). With modern
technology virtual interviews afford the ability of employers to raise
awareness of positions, pre-screen candidates, conduct assessments, and meet
with candidates in video conference settings.
Employers know that the costs of conducting an
interview can be expensive in terms resources and time expended. When recruiting
for geographically dispersed companies it can provide airplane trips, hotels,
and other arrangements. Any time an organization can reduce these costs they
are likely to move in that direction and implement new technology.
Online recruitment also attracts candidates who
may not have applied otherwise. American citizens felt more comfortable with
online recruitment, resulted in higher amounts of job searches, and encouraged
minority recruitment (Borstorff, et. al. 2007). The process of applying becomes
more convenient but also more competitive.
Online recruitment is still in the process of development
but does work well in multinational firms that need to attract candidates and
interview them from multiple locations. As these technologies become more
common place the advantages of recruiting online can save significant
resources. Implementing modern recruitment technologies can enhance candidate
selection and placement.
Borstorff, P. et. al. (2007). Online recruitment:
attitudes and behaviors of job seekers. Journal
of Strategic E-commerce, 5 (1).
Technology Impacts (2012). Technology impacts in
organizational recruitment and retention. Franklin Business & Law Journal,
1.
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