Challenges of Online Recruitment

This assignment delves into the challenges posed by internet-based recruitment methods. It analyzes issues like difficulties in evaluating candidate skills, communication barriers between employers and applicants, and the risk of hiring unqualified individuals. The document proposes solutions such as incorporating face-to-face screenings or video conferencing to mitigate these risks and achieve a more effective hiring process.

Running head: INTERNET RECRUITMENT
Internet Recruitment
Name of the Student:
Name of the University:
Author Note:

1INTERNET RECRUITMENT
Contents
Background of the issue...................................................................................................................2
Importance and extent of the issue..................................................................................................2
Method of research into the issue....................................................................................................4
Results of the research.....................................................................................................................4
Recommendation.............................................................................................................................4
References........................................................................................................................................6

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Background of the issue
Online recruitment is regarded as one of the latest trend in the recruitment process and it
has been widely used by many organizations. An important issue of online recruitment process is
the ambiguity of the employees. There are some advantages of meeting the employees and
employing them via an interview. Although the Internet has made the process much easier and
less time consuming but there are certain hidden traits and characteristics of the people that are
difficult to examine without interviewing the person via a face-to-face interview. In such cases,
there is an increased chance of hiring such an individual who does not fit for that particular job
role. The organization fails to judge the personality and quality of the candidates when they hire
the employees via online mode. The management or the HR professional misinterprets the ability
of the applicants while conducting the interview via online source. In certain cases, the qualified
candidates with relevant years of experience are excluded from the selection process because
they cannot describe their skills and qualifications on their resume (Sivertzen, Nilsen & Olafsen,
2013).
Importance and extent of the issue
It becomes difficult to check the skills of the employees if the organization recruits via
online recruitment. As there are many resumes for a single post, it becomes difficult for the
company to choose the right candidates for the right post. It has also been found that the
recruiters overlook the qualified employees and they focus on those candidates who submit their
resume through online application. It has been found that the increasing popularity of online
recruitment is excluding the potential candidates. The potential candidates have worked through
the traditional method and they are not comfortable with the online process and thus they are

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eliminated from the process (Golder & Macy, 2014). It becomes difficult to check the quality of
the candidates through the use of web tools. There are many organizations have reported that
they are getting unqualified people through online recruitment. As online recruitment requires
less time and money, the candidates who are interested or apply for the job finds its cost effective
and they apply for the post without having the relevant qualifications. The employers receive the
applications from the unqualified candidates who are not ideally fit or interested for the position.
The company must apply the correct screening strategy to select the correct candidates and thus
it makes the application process more efficient. Online recruitment also makes it difficult for the
employers to read or understand the body language of the employees. This is possible in face-to-
face interviews (Brandon et al., 2013).
The employees also have to send detailed information of their personal information and
this will possess a security risk for them. Moreover, many recruiters use encrypted online
application for the promotion of safety and security of the entire process. The companies also
fails o remove the outdated job postings for the positions on their websites that have already been
filled. This happens due to the miscommunication between the human resource personals. Online
recruitment also does not allow the employers to understand the behavior of the candidates who
are applying for the particular position (Kavanagh & Johnson, 2017). This is more evident for
the employers if they recruit the employees through interview process. On the other hand, the
applicant is also not able to speak directly to the representatives of the company if they are
recruited through online process. This communication gap creates confusion and ambiguity and
thus it hamper the morale of the candidates. It is often seen that in certain positions, one-to-one
meeting of the candidates plays an important role and in this case online recruitment is
considered as disadvantageous (Salmons,2014).

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Method of research into the issue
The research will be conducted keeping in view the time factor. The research must be
unbiased and it must not favour the employees or the employers. The researcher must not
disclose the internal information or data of the employers to any third party organizations while
carrying out the research. Confidentiality plays an important role in this aspect. The researcher
must maintain ethical responsibility while carrying out the research (Becchetti, Ciciretti and
Giovannelli, 2013).
Results of the research
It has been found that online recruitment is a challenge for the human resource
professionals. The efficiency and the unparalleled access of the internet is posing a threat for the
human resource professionals. There exists a huge communication gap between the employers
and the employees in online recruitment. The potential candidates are not selected for the correct
profile and the job role because they are not familiar with the latest technological process. It also
becomes difficult to measure the skills of the employees when the employers hire through online
mode (Salmons,2014). The quality of the candidates cannot be accessed through the web tools. It
becomes difficult to judge the body language of the employees as this plays an important role in
the recruitment process. The employees also face the same problem because they cannot speak or
convey their ideas when they are hired through online process. Thus, it can be said that there is
high chance of hiring a candidate who is not fit for the job position through online recruitment
(Kavanagh & Johnson, 2017).

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Recommendation
As it becomes difficult to judge the employees and hire them via the internet, it is
important to conduct a face-to-face screening process before hiring them directly and relying
upon their previous experience or their educational qualification. If the candidate cannot visit the
company, then an interview must be conducted via Skype or other modes of videoconferencing.
Although there is no such direct alternative of face-to-face recruitment, but video conferencing
will be beneficial to some extent. As it is important to know the person before hiring him/her for
a particular position in the company, the recruiter must conduct capability testing. This will help
to test the candidates capability on a realistic basis and the HR can judge the capability of the
employees. Thus, it can be said that it is vital to conduct a close interview of the candidates
before hiring them through online process.

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References
Becchetti, L., Ciciretti, R., & Giovannelli, A. (2013). Corporate social responsibility and
earnings forecasting unbiasedness. Journal of Banking & Finance, 37(9), 3654-3668.
Brandon, D. M., Long, J. H., Loraas, T. M., Mueller-Phillips, J., & Vansant, B. (2013). Online
instrument delivery and participant recruitment services: Emerging opportunities for
behavioral accounting research. Behavioral Research in Accounting, 26(1), 1-23.
Golder, S. A., & Macy, M. W. (2014). Digital footprints: Opportunities and challenges for online
social research. Annual Review of Sociology, 40.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Salmons, J. (2014). Qualitative online interviews: Strategies, design, and skills. Sage
Publications.
Sivertzen, A. M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer
attractiveness and the use of social media. Journal of Product & Brand
Management, 22(7), 473-483.