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Information Technology and Internet Impact on Recruitment

Critical Comment On The Effectiveness Of Internet Recruiting

Essay 2018 9 Seiten

BWL - Personal und Organisation


Assignment question: Critical assessment of how the Information Technology and the Internet have revolutionized methods of recruitment of new employees from the external labor market. Critical comment on the effectiveness of internet recruiting.

Word count: 2420 words

Internet and information technology is what has altered the way of recruitment. In addition, the social media with all its characteristics and features has an enormous role to play in a rapidly changing environment, characteristic of the recruitment process (Banfield and Kay, 2010). Nowadays, human resource managers have the opportunity to advertise at a great number of platforms and to find the right people for their open roles.

Hence, the writer of the present essay will aspire to make a critical assessment of the question placed at the beginning; namely, the e-recruitment theories and surveys will be used as a foundation in order to estimate the effectiveness of Internet recruitment for all the participants in the process. Additionally, specific and detailed information will be presented as well as the importance of the quality workforce for the organization will be in the spotlight.

In the new digital era, the recruitment of qualified workforce represents an essential organizational goal (Bauer, 2004). As is acknowledged by several studies (Banfield and Kay, 2010; Foot and Hook, 2011) the mere process of the recruitment of employees is of utmost importance in increasing the progress of the organization in an exceptionally aggressive and unstable business environment. Seen as a precious asset and an invaluable competitive advantage the workforce is what makes an organization prosperous. Recently it has been confirmed that technology innovations such as e-recruitment and candidate rating are being utilized and at the same time are revolutionizing the recruitment process (Banfield and Kay, 2010).

A recruitment strategy involving the attraction of an external workforce is often a difficult task to be pursued. Paradoxically, better external workforce is also highly unlikely to seek for new or additional employment; namely, the reasons standing behind this are connected with facts such as being valued by employers, enjoying satisfying jobs, captivating the attention of a great numbers of recruiters, receiving counteroffers, as well as being hard to be persuaded that it is beneficial to move to a new position in a strictly unfamiliar organization (Banfield and Kay, 2010). In brief, that makes recruitment of external force a demanding task, involving the adoption of novel approaches and sticking to the challenges of the digital era.

The basic usage of the Internet as a recruitment medium have totally reshaped the process; namely, the usage of social networks such as LinkedIn, allowed both employers and employees to be more flexible in the process. It has been outlined that by using LinkedIn prospective employers may post job vacancy directly to the potential candidate's profile (, 2018). Notwithstanding that job seekers could acquire more detailed information about a job in particular, without the word limitations typical to the newsprints. Additionally, via the social network, the job applicant is capable to have a profound knowledge of the chosen organization culture and work atmosphere.

Indeed, via the usage of professional networking websites such as LinkedIn, the candidates for a particular vacancy are selected on the grounds of their expertise, experience and relevant competencies (, 2018). Further, that type of professional platforms is oriented towards business so candidates enlist their professional attainments and receive feedback from previous clients, suppliers, and employers (, 2018). The greater transparency in the recruitment process is one of the ways the use of information technology has revolutionized the recruitment of external labor force. Eventually, LinkedIn as a platform provides better service than the strategies mouth to mouth used, before the advent of Internet. Simply put, nowadays people use LinkedIn in order to look for other professionals (, 2018).

Since 2008, the Internet Advertising Bureau declared 32.9 percent of recruitment advertising in the territory of the United Kingdom, making £ 1.7 million ( Banfield and Kay, 2010). As a matter of fact, the move to online adverts so as to recruit potential candidates occurred so fast that studies on the subject do not even convey the scale of this change. As stated by CIPD research (2009) respondents were not even asked about online adverts and social media, they were only asked about the reason they utilize organizations’ websites in order to advertise job vacancies (, 2018). In fact, the latter shows the extent to which Internet recruitment advances.

Recruiting via the Internet makes a company independent from the geographical limitations and provides it with an access to a great number of talents, often possessors of specific skills. For instance, an organization based in the United States may recruit job applicants from Europe and even Asia in speed and efficient manner. In turn that reflects the recruiters’ flexibility and desire to adhere to a previously identified, but unknown job market; namely that permits a broader scope of prospective applicants to apply for the position in the global market (Smith and Nair, 2005). Additional advantage of including e-recruitment into the recruitment strategy and an essential factor in its augmenting popularity as a starting point is the capability for organizations to execute recruitment activities online, in opposition to the traditional recruitment process (Lee, 2005), thereby avoiding the long hiring cycle.

Moreover, the Internet and especially social media usage is practical complementary source of information on prospective applicants, mostly since some type of information may not be produced for the purposes of the recruitment. It is a controversial theme that similar type of collection of information is morally defensible, however, the pure fact is that recruiters use it in order to underpin their recruitment decisions (Banfield and Kay, 2010). In confirmation of this fact is the idea that Internet is also regarded as a method to label certain market niches via posting of job vacancies on particular interest group websites, on Internet forums and even discourse groups, as well as on niche sites referring to specific industries, or special language speaking participants (Galanaki, 2002).

Not only Internet recruitment goes beyond geographical limitations, but it also reaches broader pool of active and at the same time passive job seekers. It has been acknowledged that the usage of Internet for some economic sectors, the technology in particular, could be better as it recruits applicants from distant locations, possessors of specific skills (Berry,2014). Besides, passive candidates could be discovered by methods such as: recovering competitive organizations’ list of employees, or by direct participation in the so-called chat rooms. Interesting is the fact regarding passive job seekers; namely they are not looking for a position at the present moment, however, certain conditions, or renumeration, associated with job posting may avert their position and transform them into active job seekers.

Furthermore, the usage of social networks for recruitment creates benefits for both employee and employer. For the job candidate, it prospectively proposes several sources of information concerning the employer and the likelihood of contact with present employees in order to receive an authentic job preview (Foot and Hook, 2011). Definitely, the costs and the faster speed of the recruitment process are regarded as a supreme benefit for the recruiters utilizing social media in order to fill in vacant job positions (Banfield and Kay, 2010). Nonetheless, the construction of a capability to recruit online is a significant investment; however, after setting it up the costs of placing a vacancy are minimal as being compared to posting in newspapers or even job centers.

Regarding the human connection, the usage of social media to recruit, places invaluable insights into the process; namely, huge and prominent organizations (Aloft Hotels, 2018) use the social networks in order to represent their working atmosphere and employees’ career path through photos, personal CVs and the option for a live contact on the company’s website. Not only that type of experience is considered pleasant by the people using it, but it is also regarded as making smoother the process of recruitment (Banfield and Kay, 2010). Meanwhile, it is considered as a mechanism of significant importance for generating the image of a preferred employer. Simply put, the objective of similar types of communication is to guarantee that the organization values are delivered and at the same time experienced by the prospective employees.

In addition, by utilizing online application procedures, organizations may check fundamental requirements electronically and in this way perform the first filtering of candidates (Deal, Altman and Rogelberg, 2011). In turn, this takes less time, than the conventional recruitment, as well as possesses the capacity to post an update immediately. Also, the other actor in the recruitment process the candidate might send resume and CVs with minimum effort and time. What is more, saving time for the organizations means fewer resources in the recruitment process, as less human power and less financial means, will be needed.



ISBN (eBook)
Institution / Hochschule
Anglia Ruskin University
5.50 (UK-System)
recruitment LinkedIn online web sites




Titel: Information Technology and Internet Impact on Recruitment