Advantages and Disadvantages of Online Recruitment, Decentralized Approach and Employer Branding in Human Resource Management

Running head: HUMAN RESOURCE MANAGMENT
Human Resource Management
Name of the student
Name of the university
Author note

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Table of Contents
Discussing the advantages and disadvantages of online recruitment:.............................................3
Analyzing the impact of decentralized approach in influencing the reaction of the applicants:.....5
Identifying the ways of enhancing employer’s brand:....................................................................7
References:....................................................................................................................................10
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Discussing the advantages and disadvantages of online recruitment:
In the highly competitive business environment, appropriate management of human
resources is very much needed in order to accelerate organizational productivity. Noe et al.,
(2017) commented that this is the way, through which an organization can attain organizational
productivity. The rapid advancement of technology is playing a critical role for the employers to
attract highly competent staffs. According to the case study, New Zealand Universities are
following the traditional recruitment method which is making it difficult for them to drag largest
pool of talents. Ekwoaba, Ikeije & Ufoma (2015) observed that the traditional recruitment
method is limited to that of the newspaper advertisement which is restricting them to attract the
global talent. As per the case study, Paul O’Toole, the Director of Human Resources is aiming to
implement online recruitment method through social media.
Cascio (2015) showed that as the degree of competition in the market is increasing in a
rapid manner, online recruitment is the greatest way of hiring the potential candidates for the
vacant job position. As the traditional recruitment is hampering the ability of the New Zealand
Universities to attract extremely competent candidates, it is imperative for them to implement
online recruitment method, which can serve the universities with the ability to figure out the
suitable talents who can satisfy the fundamental goal of the employers.
Online recruitment comprises of multiple tools such as pre-employment screening,
testing and pre-employment screening which can help the employers to select the qualified
candidates by assessing their skills and competencies effectively. With the assistance of the
above mentioned tools, the staffs can select the candidates who can work in accordance with the
organizational values, goals and objectives. Bratton & Gold (2017) shaded light on the fact that
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the inclusion of recruitment software’s such as Zoho Recruit, BambooHR, Interview Mocha et al
which can make it easy for the New Zealand Universities to customize their recruitment method
on the basis of their goals and objectives. However, DeCenzo, Robbins & Verhulst (2016)
contended by saying that as the intensity of accessing internet across the globe is increasing in a
rapid manner, everybody can see the job posting. This is the reason, for which the New Zealand
Universities can get the unqualified candidates which is a great threat towards improving
organizational productivity. In addition to that, using the using the online platform to recruit the
candidates is very costly. The New Zealand Universities have to pay high fees for subscribing
the software. Noe et al. (2015) stressed on the fact that this can make it challenging for the
universities to conduct the recruitment in a cost effective manner.’
According to the case study, the academic recruitment method conducted by the New
Zealand Universities is extremely slow. In New Zealand, the practice of service six months of
notice period is being followed. Therefore, the traditional recruitment method, followed by the
New Zealand Universities is restricting them to place the job advertisement until the resigning
staff is actually leaving. There lies the reason, for which Paul is putting stress on the online
recruitment method in order to recruit the staffs in a timely and cost effective manner. Brewster
(2017) commeted that unlike the traditional advertisement method, online recruitment is the
major way of getting qualified talents and thus attain long term success. Successful
implementation of online recruitment method can help the New Zealand Universities to reach a
larger base of audiences. Through this way, it can be easy to select the right talent with specific
skill.
Still, Sparrow, Brewster & Chung (2016) opposed by saying that the online recruitment
method is not applicable all the time. This method cannot satisfy all the job requirements.
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