Reference no: EM133159151
Sabah (2018) states that E-recruitment is the practice of using web-based technology for finding, attracting, assessing, interviewing, and hiring job-seeking personnel and results in a more efficient, effective, and less expensive hiring tool for an employee seeking organization. As a significant portion of my organization's contract with the federal government involves handling classified materials, recruitment and hiring applicants with US government security clearances is critically important for our company's function and success. Our organization's two frequently used websites are LinkedIn and clearancejobs.com. LinkedIn puts job applicants in touch with organization recruiters and other executive personnel in a networking capacity. It acts as a source of information about our overall organization, organization culture, and announcement of various employment opportunities. By using the application process through LinkedIn, job candidates are redirected to our company career website. Clearencejobs.com's website exclusively targets job candidates who currently possess a secret or top-secret security clearance or seeks candidates who can easily qualify for a government security clearance.
The benefits of online job recruiting are cost-effectiveness for the organization, clear communication and information of job positions, and immediate announcement of successful/unsuccessful candidate hiring. Also, the global reach of qualified candidates thus allowing a more objective determination of candidates for direct comparison and compiling candidate shortlists (Sabah, 2018). Disadvantages of online job recruiting would include a massive number of candidates applying for a single job position, making it difficult for HR recruiters to effectively screen qualified candidates. Sabah (2018) states that another disadvantage of online recruiting could be the failure of recruiters implementing the correct filters on the online recruitment platform to properly screen the desired candidates' characteristics from the unwanted characteristics.
A major drawback of online recruiting for the organization would be the difficulty in identifying a job candidate's past or present negative behavior. A personal, face-to-face job interview would possibly provide evidence of the candidate's job demeanor and give some clue to how a candidate would react if placed in certain stressful job situations.
What can you conclude from the above?