Theoretical Framework
Information Technology or IT is the system of utilizing the computers for storage, retrieve, and transfer and handle the information, mostly for the business or company. Though it is synonymous with computers and computer networks, TVs and phones are also included in this system. Many products are connected with IT like hardware, software, electric items, internet, telecommunications tools, and e-commerce. Internet recruitment is that process of using the Internet, which finds both active candidates who are searching jobs and also those passive candidates who are satisfied with the present job. IT and the Internet help the employers and HR managers to find and hire the right employee for the companies. The paper will analyze the use of Information Technology and the Internet to recruit new employees. It will also examine the effectiveness of Internet recruitment to target the labor market. In other words, the use of technology has been accepted to enhance the desired growth of different business work processes across various sectors.
The companies used to depend on traditional methods like newspaper advertisements and employee referrals to find and attract talented individuals. But, recently, the recruitment processes have undergone dramatic changes due to Information Technology (IT) (Pape, 2016). Very few markets have been influenced by web networks and E-commerce than the recruitment sector. There are still more changes to come, but it is clear that web networks have very rapidly and vividly transformed the systems and works of the recruitment sector. The Internet is the most popular methods among the IT processes utilized in hiring candidates for jobs (Song, 2018). It would be hard to find out the actual use of the internet for recruitment, but it is perceived to be the second largest income source for the providers. The internet has changed every aspect of the business in the world. From the business managers up to HR managers, all are searching and hiring new employees, and the internet has proven to be an essential instrument for them. A recent survey has revealed that searching for jobs is the rapid developing search category on the internet. They could utilize this method in the business for the recruitment of the employees.
The role of recruitment is one of the most vital functions of HRM. The aim of the hiring process is to find and attract the right candidates to fulfill the vacancies of the jobs. The critical matter is to choose the proper candidates, as considerable resources might be wasted behind improper candidates. Systematic HR strategic method is followed in the hiring process. The recruitment process goes simultaneously with the selection methods, where the companies analyze suitable candidates for different jobs (Borlikova et al., 2018). So, without efficient strategies, companies might hire the wrong kind and numbers of candidates, and without efficient hiring process, companies might recruit and select candidates who might not be best for the jobs and markets. The hiring methods start with the identification of a job vacancy, after that the HR manager get the authority to fill up the vacancies (Huang, Balaraman and Tarbert, 2015). The job is then carefully evaluated, and the information, skills, capability and work experiences are needed to efficiently perform the task are recognized. The HR manager might also take the work atmosphere into consideration, and the culture and policy of the company, to decide whether the chosen candidate is fit for the job or not. The hiring process is then made and executed and as a result, it will bring more number of potential candidates within the firm.
Use of Information Technology and the Internet to Recruit New Employees
The recruitment methods, as well as practices, can effectively take place in various ways depending on their particular formality, cost as well as subtlety. These processes can be effectively carried out using internal or external ways for recruiting the new candidates within the organization. The theoretical framework critically reveals the form can be informal ways of recruiting new candidates within the firm. The use of online recruitment has been improved to a larger extent, and it helps in saving the effort, time and costs of hiring the suitable and skilled candidates for the concerned organization (Paillé et al., 2014). The use of electronic recruitment is not only meant for receiving job applications from various candidates, but it is considered for including several different areas of recruitment (Albrecht et al., 2015). The use of the Big Data Analytics plays a vital role in evaluating the effectiveness of hiring and recruiting the potential candidates within the firm. The use of AL techniques can be effectively applied for recruiting by using information extraction techniques which automate the procedure of resume generation and different identification specialization of the employees. It is essential to create or develop a list of attributes for the ideal employee such as identifying their abilities and their process of decision-making in cares.
In the past, the manager used to depend on traditional methods like newspaper advertisements and employee referrals to find a group of talented and skilled candidates. One of the most common procedures, particularly in unionized companies, which was internally included, was posting the job vacancies inside the company and motivating bids from the existing staffs (Nwaru et al., 2016). The companies externally depended on referrals from the employees, newspaper, and advertisements on other print media, employment organizations, consultancies, college recruitment, and job fairs. In recent years, several companies have started to utilize IT processes to match the traditional sources. According to some business professionals, the IT systems consist of hardware like computers, software such as from programs of the word processor to expert systems, networks like from broadband to narrowband, workstations, robotics, and chips. The Internet is used as an IT instrument with different systems like Usenet, email and World Wide Web (WWW) or Web (Holland and Jeske, 2017). The website of the company is also useful for hiring candidates.
There have been vivid changes in the methods of employee recruitment due rise of the Internet as an important way of information exchange about the jobs, from the early 1990s. At present, the Internet is utilized all over the world by companies of all sizes and in every sector. The job seekers could depend on the Internet by utilizing different online methods to search nearly any types of jobs, from entry level up to a senior manager, from skill-based works up to professional jobs (Galán?Muros and Plewa, 2016). The rise of the Internet has opened a new door to the industry by helping the companies search and choose candidates for jobs utilizing different web-based processes. More researches have been done to know the usage of the Internet by the job seekers to find jobs and the importance of such activities in actually searching for jobs.
Effectiveness of Internet Recruiting To Target Labor Market
The Internet has come as a vital tool for hiring the staffs as it has an unmatched potential for helping the candidate to flow to the job opportunities and following decisions among the applicant, employer, and the job. Internet recruiting has increased the capabilities of the companies to promote job opportunities to the audience all over the world. There are several sources to search jobs within WWW (Slavi?, Bjeki?, and Berber, 2017). The job seekers could find online job boards which have millions of employment ads, they could use the websites of the companies or other online mediums, which might have more opportunities of their interest, or visit the job websites of any company, where the facts related to the organization, its employees and employment opportunities could be evaluated, and then they could submit their job applications.
Internet provides several options of searching jobs so Internet recruitment concentrates on two main areas. The first one is analyzing the effect of the Internet on the search of the job seekers and consequent quality of the decisions of the company on the selection of candidates. This perception is closely connected with the interest of the employers, who tries to decide the best investment budgets in recruitment and marketing (Timming, 2015). The second one concentrates on examining the experiences of the job seekers and their usage of the Internet to search for jobs. This perception combines the interests of both the job seekers and employers with the hope of building and improving the experience of the online job search.
The Internet has become the main source for several employers to finds the right candidates for the right jobs, and the applicants were searching for jobs. The development in Internet usage is the crucial reason that helps to adjust the hiring processes of the employer to utilize new systems. It also recognizes new styles of recruitment for particular jobs (Jackson, Schuler and Jiang, 2014). The Internet also helps to train the business managers and HR managers on sources, skills, and duties of technical recruitment. The development on Internet has made both the employers and staffs to utilize the Internet recruiting systems, Internet links, websites, blogs, Twitter, and other sorts of Internet-based procedures, which has become essential parts of recruitment (Kureková, Beblavý, and Thum-Thysen, 2015). One research has recognized many organizations as e-recruiting customers, and some of them work for more than 1,000 companies. There are several recruitment sites which utilize the particular software, but the most commonly used mediums are Internet job boards, professional or career websites, and employer websites.
Internet Job Boards – Many Internet job boards like the Yahoo! HotJobs, and Monster, offer places to the employers to post the jobs or find the candidates. Several candidates are also provided access to the job boards. Some internet sites permit the recruiters to find one website like MyJobHunter.com, to get the search links of several other websites of jobs (Bartneck et al., 2015). The candidates could also utilize these sites to match and send their resumes to all their interested jobs. But, there are many individuals those who access these websites are only job seekers, and they are not at all serious about changing their jobs. They only try to check out the levels of compensation and job availability in their interested fields. In spite of all these concerns, HR managers find the job boards beneficial for getting the responses of the candidates.
Professional or Career Websites – Several professional organizations have employment places on their websites. Many private companies have maintained particular career websites to emphasize the areas of IT, business, telecommunications, medicine, and many other areas. The usage of these sites might save time and efforts of the recruiters to search the candidates. Moreover, posting job on these sites has the possibility of attracting those candidates who are series in the job and might decrease the applications from uninterested candidates.
Employer Websites – In spite of the popularity of job boards and professional websites, several employers have understood that their websites could be the most efficient way to recruit employees. The most effective websites are made by highly successful companies and take public actions to direct the job searchers to their companies. The employers involve the job and career information on their websites. This is the location where both internal and external recruitment is often carried on. Out of these sites, the job seekers are motivated mail their resumes or complete the online applications.
- There are many advantages has been found by the employers for utilizing Internet recruiting. The primary benefit is that many employers have been able to save money by utilizing Internet recruitment. Other recruitment systems like newspaper advertisement, employment agencies, and search companies, all of them are more expensive than Internet recruitment.
- Another important benefit is that a very large group of candidates could be created by Internet recruitment. The individuals might more positively perceive an employer and get more valuable information that might lead to more applications from the candidates (Manjula et al., 2016). A large number of applicants might get certain job listing, though disclosure depends on used Internet sources. Another benefit of Internet recruitment is that jobs are posted all over the world, so talented candidates in other nations could also see the job openings which would be posted on the Internet (Hartmann et al., 2016). It develops the capability to aim for particular audiences, with more different individuals, by utilizing the categories, facts, and other aspects.
- Internet recruitment is also able to save time. The jobs posted by the employers could be fast responded by the candidates through e-mails instead of snail mail. The recruiters are also quick to respond to desired applicants to get more information about the candidate, request some more details and fix the time for future interaction comprising of an interview.
- Some inactive job seekers, who has a good job and are not interested in changing their current jobs, but may consider if there is a better opportunity, are also pursued by the employers, by a good website and useful internet sources. The job seekers are not in the list of job boards but may have visited the website of a firm for another reason and looks out the career or employment segments. Some inactive job seekers and also other qualified applicants become interested in a well-designed website of a company.
- Along with the benefits, there are many drawbacks of Internet recruitment. Due to wider exposure, Internet recruitment often builds extra pressures for the HR members and other internal employees. Many more jobs posts have to be sent, more resumes have to be examined, more emails have to be dealt, and expensive sophisticated software is required to keep on track on the increasing number of candidates, which has arisen from the efforts of Internet recruitment.
- Another problem with Internet recruitment is that access to the Internet might be limited to some candidates, specifically the individuals from poor social and financial background and some racial groups (Melanthiou, Pavlou and Constantinou, 2015). Moreover, various persons access the sources of Internet recruitment through browsers. They might post their resumes just for fun, and are not seriously searching for new jobs.
- Internet recruitment is one of the many processes of the new generation for recruitment, although its usage is increasing every day (Pollard et al., 2015). It is important to gain more knowledge about the procedures of Internet recruitment in comparison to traditional recruitment methods. The performance of the resources of Internet recruitment has to be evaluated while comparing with the efficiency and combination of other external and internal sources of Internet recruitment.
Conclusion
The usage of Information Technology and Internet as a revolutionized processes of hiring new employees from the external labor market had been critically assessed. The recruitment processes had undergone dramatic changes due to Information Technology. The efficiency of Internet recruitment in targeting the labor market had also been evaluated. The Internet has become the main source for several employers to finds the right candidates for the right jobs, and the applicants were searching for jobs. The development in Internet usage is the crucial reason that had helped to adjust the hiring processes of the employer to utilize new systems. The Internet has made both the employers and staffs to utilize the Internet recruiting systems, Internet links, websites, blogs, Twitter, and other sorts of Internet-based procedures, which has become important parts of recruitment. The use and the evaluation of the recruitment framework will help in bringing the most skilled and potential candidates towards the firm which will contribute towards the growth and development of the organization.
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