A2 Online Recruitment Methods
Online recruitment is the process of finding candidates for positions using the internet. This may include
Promotion through websites or social media
Online application forms
Conducting interviews using video conferencing software.
Benefits and Limitations
Cost savings - Organisations are increasingly making use of social media to advertise vacancies. This can be free or as expensive as they can afford based on the level of exposure they need to achieve from the advert.
Wider reach - job adverts posted online are available to anybody with an internet connection. According to the ONS, this was 96% of households in the UK in 2020.
Short recruitment process - more traditional methods of recruitment may have required adverts to be in newspapers longer to ensure good exposure and time lags created by waiting for application forms to be posted out, completed and posted back in. These parts of the process are now more immediate. Online services can also automate the shortlisting process if set up well.
More dynamic and flexible job postings - Due to unlimited space on an online job advert, a lot more information can be provided. This can give candidates a better idea of whether the role is suitable for them and potentially reduce the amount of unqualified applicants. It can also reduce the amount of queries about job details. Adverts can also be adapted at any time if the organisation feel more detail is required after it is posted.
Ease of application - People applying for jobs can apply directly from the job advert. Online forms have been developed which give mandatory and optional fields for applicants to complete. Drop down menus can be added and information stored for multiple applications.
Accessibility - Applicants can access the information about the job role 24/7 as it is available online and they can complete applications anywhere they have an internet connection, whether that is at home on a computer or on their mobile device while travelling.
Increased costs - Online recruitment is not necessarily free and costs can escalate. These include memberships and subscriptions to recruitment sites, online advertising costs and web development and graphic design software.
Perception of informality - The rising use of social media to advertise vacancies can be viewed as too informal by some people. People applying for more senior positions may not look online for job positions or may not take it seriously when they see one.
Inappropriate applicants - The ease of online application and the wider reach can increase the number of people applying for jobs who may not be suitable for the role. As its less effort, people who may not otherwise apply may take chances by applying for many jobs. This may lead to more unsuitable applications which may lengthen the shortlisting process and increase the chances of an unsuitable appointment.
Noise - Due to large levels of online advertising, it is becoming increasing difficult to ensure that online job adverts are seen. This may mean that an organisation has to invest in strategies to make their positions stand out from competition.
Constraints - Online application forms are usually designed so that applicants complete pre defined fields with information the organisation feels they need to know in order to shortlist. In the more traditional method of postal applications, candidates who wished to provide further information about themselves could add it into the envelope.
Technical issues – Some people who may have previously applied for the job may not have good internet access, may not have the compatible software or lack comfort in using online application forms.
Data protection issues - Organisations receiving applications for vacancies will be receiving personal data on each applicant. By law, it is the organisation’s responsibility to protect that data. Therefore, security measures such as firewalls need to be put in place.
