Internet recruitment is being favoured and adopted by the global companies widely owing to the advantage of trimming down the expenses related to recruitment, accelerating the process of recruitment and saving time and also helps in recruiting highly skilled candidates. Recruiting with the assistance of internet not only trims down the expenses but also makes easy the task of evaluating numerous resumes as well as carrying out huge number of interviews (Maurer & Liu, 2007; Haas & Et.However, there are few downsides associated with this system of recruiting. Internet recruitment helps in recognising the suitable candidate but does not make available the assistance of performing background verifications or interviewing the candidate personally. These procedures are significant as these help in evaluating the behaviour along with the attitude which is considered to be crucial in order to select qualified candidates. This form of recruiting proves to be short of the personal touch with the candidate which makes the process of evaluation tough for the Human Resource (HR) professionals. The quantity of resumes needed to be assessed is escalating noticeably. And lastly, one of the major limitations in this kind of recruitment is maintaining discretion. The information of the candidate is posted and available on a number of websites which increase the chances of infringement by the hackers. Although, there are certain drawbacks associated with the process but it can be observed that the advantages surpass the drawbacks. Therefore, internet recruiting can be stated to be the most effectual medium of recruiting managers as well as professionals (Pearson, 2011; Richardson, 2010).Social networking sites are becoming great means of recruitment for companies. Sites like Facebook, LinkedIn, Twitter and Myspace are being used in the process of recruitment as they present fresh means to locate and bond with the inert candidates. These sites especially Facebook, assists in providing an understanding about the character of the particular individual. With the growing use of internet for recruiting, the social networking sites have also developed to be among the strong platforms of recruiting for the recruiting professionals. It was always a tough task to search for suitable candidates according to the job requirements and this problem is just
Fishman, N. & Morris, J., 2011. Recruiting with Social Networking Sites: What you do know can hurt you. Employee Screen IQ, pp. 1-4.
Haas, C. T. & Et. Al., 2001. Impact of the Internet on the Recruitment of Skilled Labor. Center for Construction Industry Studies, pp. 1-49.
Liu, Y. & Maurer, S. D., 2007. Developing effective e-recruiting websites: Insights for managers from marketers. Kelley School of Business, pp. 305-314.
Pearson, 2011. Internet Recruiting. Staffing, pp. 1-27.
Richardson, M. A., 2010. Recruitment Strategies. Managing/Effecting The Recruitment Process, pp. 1-24.
SHRM, 2011. SHRM Research Spotlight: Social Networking Websites and Staffing. Shedding Light on the Business of HR.
Stanford University, 2009. Social Recruiting. Transforming the Way We Do Business, pp. 123-142.
Taleo, 2011. Social Network Recruiting: Managing Compliance Issues. Social Networking: A Recruiting Revolution, pp. 1-5.
Please type your essay title, choose your document type, enter your email and we send you essay samples