- Posted by Vidcruiter
- On October 10, 2012
- 0 Comments
- future of recruiting, online interview, talent hiring system, talent management system
The impact of the internet on recruiting is bigger, deeper than you think. Many organizations take for granted the wide realm of the Internet. They simply forget how the Internet changed the playing field of recruitment and lose the initiative in exploiting it to their advantage. The Internet has some positive and negative impact to recruitment. It is however better to talk about these items on neutral grounds for the sake of objectivity.
Lower cost of online recruitment
Millions of people are getting into the Internet every day and the trend will only appreciate in the coming years. The very people that organizations want to hire are already online (a lot of them to say the least) and the best way to get to them is no longer exclusive to job fairs, classified ads, and even headhunters. Job posts can be circulated through social media networks, blogs, corporate websites, and job seeker websites. This would mean lower costs as advertising jobs through conventional channels are pulled out and the recruitment team that administer the hiring process are also right-sized cutting recruitment costs in many levels.
Higher efficiency in processing applicants
Internet recruitment is fast, paperless, and time efficient. Today companies (through their websites) and third party sourcing websites are using intelligent online programs that make sourcing, pooling, and processing of applicants super-fast. Resumes are moved to appropriate databases, applications are received and categorized as soon as they come in, and keywords on job openings are used to “crawl” the Internet with possible candidates that might just be interested to the job offerings posted by the company online. This high level of automation makes it easy for hiring specialists to spot promising candidates and get them into the selection and staffing pipeline quick and easy. Recruitment people also have the ability to prioritize hiring across different positions for different organizational departments depending on pressing needs. This would mean that the organization gets the right applicants just at the right time – a feat that was deemed difficult in the past.
The Internet together with the right online technologies made it possible for the organization and the applicants to communicate in real time. Acknowledgement email is automatically sent out as applications are received. Further updates can then be through online mediums (Skype, email) and mobile phones making communication smooth. There is no downtime in receiving and sending out application feedback. This makes recruitment faster and with higher turnaround on each job post.