Internet Recruiting Effectiveness: Targeting Labour Market Analysis

This report provides a comprehensive analysis of the effectiveness of internet recruiting in today's labour market. It explores how information technology and internet tools, including social media, job portals, and application tracking systems, have revolutionized the hiring process. The report delves into the advantages of using IT in recruitment, such as cost-effectiveness, wider reach, and improved connectivity. It also examines the challenges and drawbacks, including potential for fraud, the difficulty of assessing candidates remotely, and the importance of maintaining secure and transparent communication channels. The report highlights the evolution of recruitment practices, from traditional methods to the utilization of mobile technology and geo-location services. It also discusses the impact of social media platforms like LinkedIn and the need for organizations to adapt to the changing landscape of e-recruitment. The conclusion summarizes the key findings and emphasizes the importance of leveraging internet capabilities to accurately target and attract skilled labour while mitigating associated risks.

EFFECTIVENESS OF INTERNET
RECRUITING TO TARGET THE
LABOUR MARKET ACCURATELY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
How Information Technology and the Internet have revolutionised methods of recruiting new
employees from the external labour market................................................................................3
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
With digitalization and onset of global economy, organisations are adopting internet and
information technology tools for hiring their employees. These have helped in making the entire
procedure faster with better calibre joiners and also assist in lowering the operating costs by
reaching the external labour market conveniently and in all over the world. This assignment is
based on the overall assessment of employing information technology techniques with adoption
of internet tools like social media sites, e-mail, online tests etc. for expanding their horizons in
the field of both internal and external type of recruitment. It will include about the advantages as
well as the disadvantages of the utility of IT with internet in order to target the labour market
concisely and appropriately.
MAIN BODY
How Information Technology and the Internet have revolutionised methods of recruiting new
employees from the external labour market.
Information Technology (IT) comes under sector of business that mainly deals in
transmissions of computer systems and computing for facilitating the integrated communication
in the form of telecommunications, software and hardware. Its widespread reach has entered
people lives in the most personal order, that has been continued in the most proliferating realm.
This IT has played significant role in shaping the hiring process effectively through internet,
which is playing a crucial role as a recruitment tool.
With advent of privatisation, globalization and liberalization, it accelerated the
momentum of internet in exponential manner for the developmental stages in all sectors and
walks of lives. It not only enhanced the entire process in terms of cost-effectiveness and time-
efficiency but also improved the inter-connectivity between people from diverse backgrounds
and bridged the gap of geographical arenas (Hunter and Keller, 2017). Nevertheless, the labour
market can be considered as the supply chain in external pool of job seekers by providing a
broad scope to aid in understanding of the recruitment process by combating the external factors
faced by organisations.
In recent times, mostly large corporations and businesses depend heavily on the
management of information system that vary from the employees' e-mail to e-commerce and
including others aspects like database administration, networking, data analytics etc. Moreover,

its transformational assistance with respect to recruitment process is fascinating. Job seekers are
in great trouble for this passive process of recruitment through company's website, various job
portals and usage of social media platforms.
Recruitment being an utmost important consideration of almost all set of organizations is
together influenced by today’s evolving technicalities. It is basically on considering the fact of
advanced technology in today’s business world that has duly necessitated the recruiters as well as
the hiring managers to differently do their respective jobs of selecting efficient people. However,
it has led to equal number of benefits and opportunities apart from the increased level of
expenses. It is especially in context to the newly introduced techniques of hiring and appointing a
talented set of workers at the workplace. A frequent use of Skype and telephone depicts a live
example of such kind of advancement. Also, a growing significance of transferable skills
illustrates yet another true instance of a progressive world adopting advanced technical means.
Lastly, the growth of advertisements on social media sites like Twitter also permit the companies
to get potent candidates who are competent enough to attain their set organizational goals.
In addition to the above, there has been an estimation done by the Global Workplace
Analytics in which nearly half of the labour workforce gets compatible job by establishing a
partial telework networking for keeping the tab on the vacancies posted by companies through
online mode and approximately 20 to 25 percent of total employees work with the same
frequency through traditional methods (White, 2017). Moreover, there has been a pool of
suitable job seekers to reach out companies through many methodologies and approaches, which
has been discussed below in the next section.
In addition to the above, there have many approaches adopted by organisations as
technology has paved a modified creative hiring process. This process can be complicated with a
degree of complexity but establishment of sources has supported organisations, especially the
Human Resource Management. These include corporate websites, recruitment agencies and their
websites, different job portals, social media sites like LinkedIn, Facebook, etc.
In regard to this, the companies can post about the vacancies with job description on their
authorized website and other official pages on various platforms to provide all the necessary
details to candidates. They can even contact the suitable job seekers through filtering on job
portals like monster, ascent and more (Green, 2017). These websites have a provision to contact
the candidate directly or indirectly by sending them separate emails or messages on their

provided information. Here, the Application tracking systems (ATS) have enhanced the
functionality component by tracking the candidates through keywords like skills matching, job
posting, location based, title of post etc. It has helped in extracting the maximum value in
implementing the talent acquisition system by using ATS but also supported in storing their
details for future use.
Along with this, mobile technology has also acted as important tool for browsing and
marking a rotational shift in the communication environment to engage the seekers through
major four elements. These are text alerts, mobile applications, quick response (QR) codes and
finally, mobile optimised websites (Dobbins and Plows,2017). All companies have looked into
this domain as it was overlooked by user's journey but recently gained momentum as part of
recruitment marketing. Subsequently, the ability of identification of Geo-location helps in
recognising the position of candidate from their laptop or computer or phone by using IP
(internet protocol). It is a cost effective way to target the labour market by alerting them with
context to job vacancies. Nonetheless, it brought a revolutionary change by linking HR teams
and recruitment process by adding features that help them find jobs as per their location, salary,
experience and qualification.
Additionally, social media sites are interlinked and ask for details to login which has
given a platform to public to access their details and personal hobbies. In short, it reflects the
candidate's overview in informal manner that has benefited the HR department in filtering the
seekers on the basis of their profile or company's requirements (Chapman and Gödöllei, 2017).
These sites have helped to post advertisements, posters or leaflets in regard to the vacancies or
any openings in interesting way and this help in building their image and viability amongst the
seekers.
On the other hand, there has been also many drawbacks attached with this E-recruitment
because of the darker side prevailed in this sector too. The companies have been on the threat of
fraudery, scam or fooled by candidates through false information (Oikarinen and Sinisalo, 2017).
However, this is a vice-versa sort of situation as seekers also does not get proper opportunity and
might get tested based on few characteristics or how their CV or video and telephonic interview
went. This has always acted as an obstacle for both sides as it leads to ambiguity and dilemma
which can hamper the effectiveness of this medium.

It has also been demonstrated that managers has a tedious job these days in screening
methodology obtained by the establishment. Additionally, scams like sending spam mails to
candidates and asking them to pay a lump sum amount as registration fees has been growing at
alarming rate. Thus, companies need to have secured channel when contacting the candidates
and must have a transparent channel to have a coherent and concise widening of their details and
data. Also, it is difficult to judge a person in online mode as without meeting personally and
understanding its potentiality can be proved risky for company's resources. There are chances of
misguiding or mis interpreting their information to HR department as gauging one's knowledge
through online mode is challenging.
The use of LinkedIn app by business has resulted in reduction in cost. it is a social media
platform and E recruitment app where students and candidates register themselves. Here, they
write their qualification and other details and get connected with company. so, if a company post
job vacancy students can apply for it. also, it becomes easy for business to hire experienced
candidate by viewing their data.
In traditional way of recruitment company has to identify sources of recruitment. Then,
they have to publish ads and wait for candidate application. Also, they have to conduct interview
and various test to determine skills of candidate. This incurred huge cost and time. But in E
recruitment applications are automatically received by company. they just have to view their
website and publish ad there. It results in hiring eligible person at low cost.
Moreover, the new technologies have caused a wave of uncertainty in employers' mind as
there can be chances of double crossing or cheating in terms of how the entire set up has assisted
in laying a professional platform. The form filling is the most affordable method to bluff the job
seekers qualification, skills etc. and has helped in portraying a picture of perfect candidate which
is the far fetched notion from employer's view (Wynnwith, 2018). Organisations need skilled
labour who can optimise their business environment in positive manner and promote with
productivity and profitability in better manner. Henceforth, company has to be careful while
dealing with recruitment agencies as they can con them in hiring the wrong candidates. Alon
with, they must try to avoid use of podcasts, blogs and vodcasts because using of these digital
media files can pose threat to their information systems and can initiate the hacking, phishing
etc.

Effectiveness of internet recruiting to target the labour market accurately
The organization is recruiting the candidates and also targeting the people which
influences the applicants to choose the right option. It is the based on success of organization
hire the efficient employee that has skill and knowledge to manage the entire business process
and their functionality (Breaugh, 2017).
Recruitment method is using the internet and adopt the changes which requires for
reducing the cost, increase the audience reach and higher capital recruits etc. organization has
own official labour website and targeting the people. This website provides the information
regarding the need and requirement. It is also easy for the candidates to apply on the particular
job. There are some effective key factors that considered to be the most beneficial for the
organizations includes staffing, training and development, online recruiting strategy, security,
measuring success reliability, scalability and redundancy etc. companies are leveraging the
abilities and capabilities of the internet for targeting the skilled labour. With the explosive
Illustration 1: E-recruitment Landscape
(Source: Shahila and Vijaylakshmi,2013)

growth and development of internet help for increasing the unemployment growth rate and
maintain the strong economy of country (Chang and Chin, 2018). Companies are expanding the
business with the help for good workers that implement innovative idea in the business
development process. Internet access are always opened to the people and digital techniques
divided through the internet service provider, computer and hardware expensive and access
devices. These are the important process to maintain the position of different industries.
Internet has become a major source for companies to hire right people for right job. It is provided
a platform from where large number of applications can be acquired and then specific one can be
selected. Business are highly dependent on social media to hire people. In recent times, LinkedIn
has emerged as new application for company to recruit people. The effectiveness of using
internet has benefited business in reducing their cost as well time in recruitment. It has provided
a way through which skilled and experienced employees can upload their data and information
and connect with organization. They are also benefited as it has become easy for them to analyze
candidate data and match with their job profile. In addition to this, candidates can be contacted
easily (Stern and et.al ,2017). The main effectiveness of internet in hiring people is it has
provided ease in recruitment procedure. Through this, vacant posts are filled quickly. Moreover,
it has created a platform through which data can be searched in wide areas and efficient
employees can be hired. There are many other things that has given advantage to companies.
On other hand, with help of internet people are also able to search for vacant positions in
many companies. Then, they apply in which they find it suitable. It has also allowed them to
connect with colleagues and other people who are already working in organization.
Critical Analysis on the usage of internet
Internet is the source of information that provide the different types of useful for the
business process. Information technology is the fastest growing sector that expand the business
all over the world. Many organizations use this concept to increase their efficiency to develop the
business all over the world. The companies follow the E-recruitment procedure to hire the
deficient candidates that support towards the growth and development. E-recruiting method is
the widely spread all over the world that increased the speed of hiring the people.
The purpose of E-recruiting method to change the entire system of organization and this
technology is maintained the official website of company (Vooren and Maassen et.al., 2017). It

is required for organization to provide the facilities to the candidates those who are applying for
particular job profile. In this way, All the data can be stored on the database system of
companies.
The recruitment process is a complex and difficult which depending on the objective of
recruitment of candidates. There are different ways to hire the people such as employee referrals,
colleges, job boards, website and employee agency etc. these are the main source of elements
where the organization can be hired the efficient candidates. Internet is basically used for the
business process that perform different logical tasks which is beneficial for companies as well as
employees. Online recruitment is part of task where the human resource management handle the
situation and condition in proper manner. HR department is the main part of organization to
organising all the programs according to the requirement of organization. The Companies follow
the modern recruitment process where the manager assist the HR department to carry all
necessary task that performed by human resource officer. Annually they handle recruitment
process that's why, it is required for used the e- recruiting method that help for managing the
entire business process effectively and efficiently (Zikmund and et.al., 2017). Companies give
the advertisement on the website regarding the job vacancy all over the world. Job seekers can
send their application to the recruiter by suing email technology. There are different e-
recruitment technique that useful in the organizations by internet.
Resume Scanner- this is the process of organization to scan the resume of candidates by using
the job portal of company. In this way, employee can easily filter and screen the resume
according to the need and requirement because each and every organization has some specific
criteria for particular job profile.
The job sites are available 24 hours to access the database of resume to the employee and
facilitating to the just in time recruiting by the companies. It is cheaper method that' why,
company used this method for the advertisement. This online recruitment process will help for
providing automate services that can save the time and cost of recruitments. This modern method
should follow the effective strategies which is beneficial for the organization.
CONCLUSION
It is summarized that role of IT and internet has definitely brought radical changes in the
field of selection and hiring of new employees. Moreover, it has put insights on the loopholes of

this procedure which affected the resource's allocation with financial hit faced by organisations
in terms of productivity and profitability. This internet has assisted the Human Resources
Department in proper filtration of candidates through legalised framework setup and reduced the
consumption of time, money and energy which has improved the overall growth and progress of
companies. Lastly, it laid the path of techniques and tools which affected in both aspects, that is
negatively and positively; however, it has become the deal of the hour to move in forwarding
direction by employing the entire utility in proper manner.

REFERENCES
Books and Journals
Breaugh, J.A., 2017. Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Chang, E. and Chin, H., 2018. Signaling or experiencing: Commitment HRM effects on
recruitment and employees' online ratings. Journal of Business Research, 84, pp.175-185.
Chapman, D.S. and Gödöllei, A.F., 2017. to Attract Job Applicants. The Wiley Blackwell
Handbook of the Psychology of the Internet at Work, 7696, p.213.
Dobbins, T. and Plows, A., 2017. Labour market intermediaries: a corrective to the human
capital paradigm (mis) matching skills and jobs?. Journal of Education and Work, 30(6),
pp.571-584.
Green, A.E., 2017. Implications of technological change and austerity for employability in urban
labour markets. Urban Studies, 54(7), pp.1638-1654.
Hunter, S.T and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist, 72(3), p.242.
Keller, J.R., 2017. Posting and Slotting: How Hiring Processes Shape the Quality of Hire and
Compensation in Internal Labor Markets. Administrative Science Quarterly,
p.0001839217736045.
Oikarinen, E.L. and Sinisalo, J., 2017. Personality or skill: a qualitative study of humorous
recruitment advertising campaign on social media. International Journal of Internet
Marketing and Advertising, 11(1), pp.22-43.
Stern, M.J., Bilgen, I., McClain, C. and Hunscher, B., 2017. Effective sampling from social
media sites and search engines for web surveys: Demographic and data quality differences
in surveys of Google and Facebook users. Social Science Computer Review, 35(6), pp.713-
732.
Vooren, M. and et.al., 2017. THE EFFECTIVENESS OF ACTIVE LABOR MARKET
POLICIES: A META‐ANALYSIS. Journal of Economic Surveys.
Zikmund, W.G and et.al., 2017. Marketing Research: Asia-Pacific Edition. Cengage AU.
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