- Posted by Vidcruiter
- On May 3, 2013
- 0 Comments
- applicant hiring system, applicant recruiting system, automated hiring, automated recruiting
Overcoming the lies and wrong expectations of online hiring
There are many online recruitment myths that are blindly leading many organizations to hiring over the Internet. This is often the reason why online hiring is making it worse for some organizations to source people. They are doing it for the wrong reasons and with the wrong process. This article will try to dispel the top three common myths about online hiring and how can you steer clear from the false claims and misguided “advantages” of online recruitment.
Online recruitment works all the time
The belief that online hiring works best all the time is not true. It must be done right first of all for it to provide great results for hiring organizations. How can you do it right? First, you have to understand your human capitalization needs and how your organization actually operates. There are different ways in getting into online hiring and your success with it depends on how well you align this hiring outlet to the direction of your company, as far as hiring is concerned. Is the organization seeking to expand in international markets? It is now more prepared to work with a more diverse workforce? Is it now opening to telecommuting? These operational questions can have direct bearing to how online recruitment can be applied to the overall recruitment and selection process of your organization.
Online recruitment is simpler
In many ways it is simpler but if you are not careful the result can be the exact opposite. Many organizations go for the hit and miss approach to the demise of the entirety of their online hiring campaign. Ideally, online hiring should be done right the first time. Screwing it up once can have serious repercussions in the future knowing that online hiring is experiential in nature. If you use the wrong technologies or the inappropriate systems you could end up with a very slow hiring process with multiple bottlenecks along its length. This can easily turn off applicants and with the Internet a closely knit network, news can spread around. This is the last thing you want in the midst of your online recruitment. You must be able to provide the right applicant hiring system. Without this you can complicate further the way you source and pool people.
There is a learning curve in online hiring. It is best to know as much about it before diving into it head first. Research for the right complimenting technologies, understand the online job market, tap into online recruiting tools that match the way you operate your business, and make sure that you do not rush things. Test the waters, assess your recruitment performance always, and understand that online hiring is an advantage only if you use it right.
Online hiring can do all things
Online hiring is not a recruitment panacea. It will never cure your hiring bottlenecks overnight. It is just one of the things you can pursue in recruitment that can improve the way you process applicants. And if you try hard enough to refine your online hiring measures you might just make your hiring success significant enough, a far cry to your present negative slide in hiring. Online hiring can give you opportunities to tap into ideal technological tools that can give you real-time information on your sourcing and pooling activities, or give you the ability to source out resumes of the talents you are looking for at any given time. These online technologies can improve your reach and accuracy in listing down possible candidates for your job openings therefore giving you more hiring options.
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