Revolutionizing Recruitment through Information Technology and the Internet

Running head: Managing Human Resource

Managing Human Resource 1
“How Information Technology and the Internet have revolutionized methods
of recruiting new employees from the external labor market”
Internet recruiting is the activity pertaining to scouring the internet for locating active job seekers
and individuals who seek to change their jobs. The objective of internet recruiting is to search for
individuals which the company can present to the human resource managers regarding the
purpose of employment.
Many enterprises have adopted the practical obtaining and software by using the title of
Candidate Relationship Management (CRM) for making and upholding the association with the
work force. The model of Talent Relationship Management (TRM) drives beyond for
surrounding the outside employment force in a holistic method for classifying, constructing and
pleasing the talent systems to recruit labor force with assistance of internet or website from the
international market.
Therefore it can be believed that the internet is changing the way to conduct a business. The
importance of e-commercial and e-business is that they are gradually flattering a norm for the
companies for employing staffs from the outside labor market. Thus, this essay illustrates the
significance of internet and the information technology in the staffing of new staffs from the
outside employment market. It also states the efficiency of internet recruiting for aiming the
employment market in the greatest suitable way.
E-staffing
E- Employment can be distinct as a procedure for hiring probable candidates for vacant job
positions with the help of electronic resources like the internet. The companies practice internet
for getting a large quantity of staffs. E-Staffing and social media like Facebook and LinkedIn

Managing Human Resource 2
help in recruiting the best talent for the company at lower costs as compared to the physical
recruitment procedures (Handy, 1999).
With the help of e-recruitment and internet, the specialized and individual limits are fast
blurring. The qualities of the applicants through their outlines on social media sites can be found
for gathering visions into their job goals , individual goals, the character of the applicant ,
requirements and ambitions etc (Strohmeier, 2014).
Thus the internet provides a wealth of information which the recruiters must tap for finding the
top talent. The main lure of searching for jobs through the internet for the employees is that they
may find the openings in a faster and easier way. They can access a variety of services easily,
instantly and at no cost. The Internet can prove to be an inexpensive method by giving wide
coverage and ongoing access to employers. The minimum time taken for responding to the
vacancy on the internet by the labor force can be 15 minutes from the time when it is initially
posted (Banfield and Kay, 2012).
The development of the internet has led both the employees and employers for using the internet
recruiting techniques. The internet locations allow the recruiters to search multiple websites at a
time in order to obtain information regarding the suitable employee.
Various forms of the internet by which the employers can interact with the new employees from
the worldwide labor market are employer websites, job websites, internet occupation boards and
social media websites (Mankin, 2009).

Managing Human Resource 3
The internet recruiting have proved to be beneficial for hiring the global labor force, The primary
aim of the company is to hire quality candidates and to lessen the costs involved in the
recruitment processes through improving the efficiency of the recruitment sources( Keramati and
Salehi, 2013).
So, the employee e-recruitment program is considered to be the most cost-efficient source of
recruitment. There is a need to focus on it for gaining maximum advantage from this source
(Fred and Kinange, 2018).
The e-staffing websites and social media like LinkedIn and Facebook deliver various pre-
appointment valuations for undertaking higher number of resumes which the employers or
recruiters deal with. The contemporary age selection techniques are determined by artificial
intellect beside with gearing headed for new job duties across many businesses.
They likewise help the selection of huge number of applications precisely with the support of
suitable keyword equals. Many businesses use e–psychometric valuations of similar character
examinations as the initial standards for assortment. The retailers offer precise and intense
assortment techniques for classifying the applicants having the right approaches and standards
for the work (Reees and Smith, 2014).
The vendors involve DSIC, Thomas Profiling, and Myers Briggs Type Indicator etc. These are
grounded on the technology and possess the prospective to prevent concern for the employers or
recruiters. For directing interviews, the corporations are heading towards machine learning for
scheming real-time meeting studies (Tyagi, 2012).