With the increase in the role of IT and ICT tools in people’s personal and professional lives, opportunities for remote work and, respectively, remote recruiting have emerged. Internet recruiting is a comparatively new addition to tan HR manager’s inventory, yet it already conceals a plethora of inspiring opportunities for streamlining the staffing process, particularly, recruitment, selection, and performance measurement. Since internet recruiting suggests exploring a tremendous talent pool while saving a substantial amount of costs, it needs to be seen as a perfect opportunity for companies operating in the present-day global market.
As a rule, the process of internet recruiting includes seven key stages. Starting with the identification of essential requirements and competencies, followed by the publishing an advertisement for a job on a corresponding site, the process continues once a candidate response. After the resumes of respondents are considered, the screening calls begin, an interview takes place, during which a recruiter decides whether the candidate meets the set criteria for the job. If the key criteria are met, an extended job offer is provided, with the following onboarding of a newly recruited team member and the following integration into the workplace setting (Sauter et al., 2020). Although the specified process may include additional stage in some cases, the general framework remains the same in most cases.
internet recruiting has a range of benefits that make it significantly more profitable and effective for the majority of modern organizations. Specifically, it implies taking lesser costs due to the absence of costs for transportation and the sue of traditional interview-related resources (Brandão et al., 2019). Moreover, internet recruitment allows expanding the pool of potential candidates for the job significantly, to the point where experts from abroad can be hired for remote jobs. Since the described benefit also implies additional opportunities for saving costs, internet recruitment can be viewed as a major tool in cost leverage in HRM.
To address the issues in question, active education of HR managers must be promoted within a company. Specifically, the skills for scouting the target environment for qualified employees, as well as creating a well-developed job advertisement that appeals to the target demographic. For this purpose, a careful analysis of the selected audience will be required. additionally, training opportunities should be seen as a necessary step in assisting staff members to adjust to the new organizational setting.
However, the specified tool for hiring new staff members also has a few disadvantages. First, without excellent internet skills and the related competencies, the HR team may fail to recruit experts with the necessary level of competency in the target area (Mahmood & Ling, 2017). Indeed, due to the expansion of the pool of potential candidates, the quality of the labor force and the range of skills that applicants have may drop extensively. In addition, internet recruitment requires being able to use keywords and relevant SEO tools in order to scan for potential employees (Mahmood & Ling, 2017). Since the development of the skills in question takes time, a company may fail to hire an expert promptly.
Due to the opportunities for minimizing costs for employee recruitment while expanding the talent pool to an impressive extent, internet recruiting must be viewed as a vital tool in improving selection, staffing, and performance measurement. Specifically, the use of internet recruiting allows contracting staff members from remote areas while saving on the transportation and the related issues, therefore, improving the logistics of the HRM to a large extent. Additionally, the proposed framework offers a more subjective management of the selection process. Therefore, the use of internet recruiting should become an important aspect of any company’s HRM.
References
Brandão, C., Silva, R., & dos Santos, J. V. (2019). Online recruitment in Portugal: Theories and candidate profiles. Journal of Business Research, 94, 273-279.
Mahmood, N. A., & Ling, N. F. (2017). Theoretical framework for factors influencing jobseekers’ intention to use online recruitment websites. International Journal of Academic Research in Business and Social Sciences, 7(11), 479-489.
Sauter, M., Draschkow, D., & Mack, W. (2020). Building, hosting and recruiting: A brief introduction to running behavioral experiments online. Brain Sciences, 10(4), 251.