Strengths and Weaknesses of E-recruitment

The latest development in Human Resources management in regard to recruitment practices is the phenomenon of online recruitment. As a matter of fact, the invention of online recruitment has revolutionized the recruitment landscape for both employers and potential employees and largely increased the efficiency with which hiring decisions can take place. However, the outstanding question for many human resources managers today in this era of revolutionized recruitment through online means remain to be the effectiveness of online or e-recruitment.
In other words, how effective is e-recruitment as a human resource recruitment strategy for organizations? In order to respond to this puzzle; there is need to examine the pros and cons of e-recruitment to both job seekers and the employers. In this regard, this paper shall examine the strengths and weakness of online recruitment as a human resource strategy for recruiting new employees for the organization. Introduction The use of online recruitment by employers skyrockets each and every day as more organizations find it useful to advertise vacancies on their website or through application websites.
According to Rankin (2006), online recruitment also known as e-recruitment is the process whereby human resources function of the organization use technology especially internet means to attract candidates and aid the recruitment process. The use of online recruitment is on the rise because of technological advancement. As a consequence, the use of technology in human resource management has grown considerably in recent years.

For instance, Ronly (2007) notes that from 2005 to 2007 organisations that used human resources information system accounted to over 77%, while organisations that used their technology systems for recruitment and selection purposes were 51% (CIPD 2008). On the other side of job seekers, it is estimated that 84% of the job seeking persons have made greater use of e mail applications in the last three years (CIPD 2008). The efforts have been enhanced by many organizations that have advertised jobs on their corporate websites or/and using online applications.

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