Analysis of Information Technology and Internet in HRM Recruitment

This report delves into the significant impact of Information Technology (IT) and the Internet on Human Resource Management (HRM), specifically focusing on employee recruitment. It begins by outlining the shift from traditional methods to modern, technology-driven approaches, highlighting the i...Read More

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Table of Contents
Table of Contents........................................................................................................................................1
Introduction.................................................................................................................................................2
Theoretical framework................................................................................................................................2
Use of Information Technology and the Internet to Recruit New Employees..........................................2
Effectiveness of Internet Recruiting To Target the Labor Market...........................................................5
Conclusion...................................................................................................................................................7
References...................................................................................................................................................9

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Introduction
Information Technology or IT is the system of utilizing the computers for storage,
retrieve, and transfer and handle the information, mostly for the business or company. Though
it is synonymous with computers and computer networks, TVs and phones are also included in
this system. Many products are connected with IT like hardware, software, electric items,
internet, telecommunications tools, and e-commerce. Internet recruitment is that process of using
the Internet, which finds both active candidates who are searching jobs and also those passive
candidates who are satisfied with the present job. IT and the Internet help the employers and HR
managers to find and hire the right employee for the companies. The paper will analyze the use
of Information Technology and the Internet to recruit new employees. It will also examine the
effectiveness of Internet recruitment to target the labor market. In other words, the use of
technology has been accepted to enhance the desired growth of different business work processes
across various sectors.
Theoretical framework
Use of Information Technology and the Internet to Recruit New Employees
The companies used to depend on traditional methods like newspaper advertisements and
employee referrals to find and attract talented individuals. But, recently, the recruitment
processes have undergone dramatic changes due to Information Technology (IT) (Pape, 2016).
Very few markets have been influenced by web networks and E-commerce than the recruitment
sector. There are still more changes to come, but it is clear that web networks have very rapidly
and vividly transformed the systems and works of the recruitment sector. The Internet is the most
popular methods among the IT processes utilized in hiring candidates for jobs (Song, 2018). It
would be hard to find out the actual use of the internet for recruitment, but it is perceived to be
the second largest income source for the providers. The internet has changed every aspect of the
business in the world. From the business managers up to HR managers, all are searching and
hiring new employees, and the internet has proven to be an essential instrument for them. A
recent survey has revealed that searching for jobs is the rapid developing search category on the
internet. They could utilize this method in the business for the recruitment of the employees.

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The role of recruitment is one of the most vital functions of HRM. The aim of the hiring
process is to find and attract the right candidates to fulfill the vacancies of the jobs. The critical
matter is to choose the proper candidates, as considerable resources might be wasted behind
improper candidates. Systematic HR strategic method is followed in the hiring process. The
recruitment process goes simultaneously with the selection methods, where the companies
analyze suitable candidates for different jobs (Borlikova et al., 2018). So, without efficient
strategies, companies might hire the wrong kind and numbers of candidates, and without
efficient hiring process, companies might recruit and select candidates who might not be best for
the jobs and markets. The hiring methods start with the identification of a job vacancy, after that
the HR manager get the authority to fill up the vacancies (Huang, Balaraman and Tarbert, 2015).
The job is then carefully evaluated, and the information, skills, capability and work experiences
are needed to efficiently perform the task are recognized. The HR manager might also take the
work atmosphere into consideration, and the culture and policy of the company, to decide
whether the chosen candidate is fit for the job or not. The hiring process is then made and
executed and as a result, it will bring more number of potential candidates within the firm.
The recruitment methods, as well as practices, can effectively take place in various ways
depending on their particular formality, cost as well as subtlety. These processes can be
effectively carried out using internal or external ways for recruiting the new candidates within
the organization. The theoretical framework critically reveals the form can be informal ways of
recruiting new candidates within the firm. The use of online recruitment has been improved to a
larger extent, and it helps in saving the effort, time and costs of hiring the suitable and skilled
candidates for the concerned organization (Paillé et al., 2014). The use of electronic recruitment
is not only meant for receiving job applications from various candidates, but it is considered for
including several different areas of recruitment (Albrecht et al., 2015). The use of the Big Data
Analytics plays a vital role in evaluating the effectiveness of hiring and recruiting the potential
candidates within the firm. The use of AL techniques can be effectively applied for recruiting by
using information extraction techniques which automate the procedure of resume generation and
different identification specialization of the employees. It is essential to create or develop a list of
attributes for the ideal employee such as identifying their abilities and their process of decision-
making in cares.

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In the past, the manager used to depend on traditional methods like newspaper
advertisements and employee referrals to find a group of talented and skilled candidates. One of
the most common procedures, particularly in unionized companies, which was internally
included, was posting the job vacancies inside the company and motivating bids from the
existing staffs (Nwaru et al., 2016). The companies externally depended on referrals from the
employees, newspaper, and advertisements on other print media, employment organizations,
consultancies, college recruitment, and job fairs. In recent years, several companies have started
to utilize IT processes to match the traditional sources. According to some business
professionals, the IT systems consist of hardware like computers, software such as from
programs of the word processor to expert systems, networks like from broadband to narrowband,
workstations, robotics, and chips. The Internet is used as an IT instrument with different systems
like Usenet, email and World Wide Web (WWW) or Web (Holland and Jeske, 2017). The
website of the company is also useful for hiring candidates.
There have been vivid changes in the methods of employee recruitment due rise of the
Internet as an important way of information exchange about the jobs, from the early 1990s. At
present, the Internet is utilized all over the world by companies of all sizes and in every sector.
The job seekers could depend on the Internet by utilizing different online methods to search
nearly any types of jobs, from entry level up to a senior manager, from skill-based works up to
professional jobs (Galán‐Muros and Plewa, 2016). The rise of the Internet has opened a new
door to the industry by helping the companies search and choose candidates for jobs utilizing
different web-based processes. More researches have been done to know the usage of the
Internet by the job seekers to find jobs and the importance of such activities in actually searching
for jobs.
The Internet has come as a vital tool for hiring the staffs as it has an unmatched potential
for helping the candidate to flow to the job opportunities and following decisions among the
applicant, employer, and the job. Internet recruiting has increased the capabilities of the
companies to promote job opportunities to the audience all over the world. There are several
sources to search jobs within WWW (Slavić, Bjekić, and Berber, 2017). The job seekers could
find online job boards which have millions of employment ads, they could use the websites of
the companies or other online mediums, which might have more opportunities of their interest, or

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visit the job websites of any company, where the facts related to the organization, its employees
and employment opportunities could be evaluated, and then they could submit their job
applications.
Effectiveness of Internet Recruiting To Target the Labor Market
Internet provides several options of searching jobs so Internet recruitment concentrates
on two main areas. The first one is analyzing the effect of the Internet on the search of the job
seekers and consequent quality of the decisions of the company on the selection of candidates.
This perception is closely connected with the interest of the employers, who tries to decide the
best investment budgets in recruitment and marketing (Timming, 2015). The second one
concentrates on examining the experiences of the job seekers and their usage of the Internet to
search for jobs. This perception combines the interests of both the job seekers and employers
with the hope of building and improving the experience of the online job search.
The Internet has become the main source for several employers to finds the right
candidates for the right jobs, and the applicants were searching for jobs. The development in
Internet usage is the crucial reason that helps to adjust the hiring processes of the employer to
utilize new systems. It also recognizes new styles of recruitment for particular jobs (Jackson,
Schuler and Jiang, 2014). The Internet also helps to train the business managers and HR
managers on sources, skills, and duties of technical recruitment. The development on Internet has
made both the employers and staffs to utilize the Internet recruiting systems, Internet links,
websites, blogs, Twitter, and other sorts of Internet-based procedures, which has become
essential parts of recruitment (Kureková, Beblavý, and Thum-Thysen, 2015). One research has
recognized many organizations as e-recruiting customers, and some of them work for more than
1,000 companies. There are several recruitment sites which utilize the particular software, but the
most commonly used mediums are Internet job boards, professional or career websites, and
employer websites.
Internet Job Boards – Many Internet job boards like the Yahoo! HotJobs, and Monster,
offer places to the employers to post the jobs or find the candidates. Several candidates are also
provided access to the job boards. Some internet sites permit the recruiters to find one website
like MyJobHunter.com, to get the search links of several other websites of jobs (Bartneck et al.,
2015). The candidates could also utilize these sites to match and send their resumes to all their

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interested jobs. But, there are many individuals those who access these websites are only job
seekers, and they are not at all serious about changing their jobs. They only try to check out the
levels of compensation and job availability in their interested fields. In spite of all these
concerns, HR managers find the job boards beneficial for getting the responses of the candidates.
Professional or Career Websites – Several professional organizations have employment
places on their websites. Many private companies have maintained particular career websites to
emphasize the areas of IT, business, telecommunications, medicine, and many other areas. The
usage of these sites might save time and efforts of the recruiters to search the candidates.
Moreover, posting job on these sites has the possibility of attracting those candidates who are
series in the job and might decrease the applications from uninterested candidates.
Employer Websites – In spite of the popularity of job boards and professional websites,
several employers have understood that their websites could be the most efficient way to recruit
employees. The most effective websites are made by highly successful companies and take
public actions to direct the job searchers to their companies. The employers involve the job and
career information on their websites. This is the location where both internal and external
recruitment is often carried on. Out of these sites, the job seekers are motivated mail their
resumes or complete the online applications.
Advantages of Internet Recruiting
1. There are many advantages has been found by the employers for utilizing Internet
recruiting. The primary benefit is that many employers have been able to save money by utilizing
Internet recruitment. Other recruitment systems like newspaper advertisement, employment
agencies, and search companies, all of them are more expensive than Internet recruitment.
2. Another important benefit is that a very large group of candidates could be created by
Internet recruitment. The individuals might more positively perceive an employer and get more
valuable information that might lead to more applications from the candidates (Manjula et al.,
2016). A large number of applicants might get certain job listing, though disclosure depends on
used Internet sources. Another benefit of Internet recruitment is that jobs are posted all over the
world, so talented candidates in other nations could also see the job openings which would be
posted on the Internet (Hartmann et al., 2016). It develops the capability to aim for particular
audiences, with more different individuals, by utilizing the categories, facts, and other aspects.

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3. Internet recruitment is also able to save time. The jobs posted by the employers could be
fast responded by the candidates through e-mails instead of snail mail. The recruiters are also
quick to respond to desired applicants to get more information about the candidate, request some
more details and fix the time for future interaction comprising of an interview.
4. Some inactive job seekers, who has a good job and are not interested in changing their
current jobs, but may consider if there is a better opportunity, are also pursued by the employers,
by a good website and useful internet sources. The job seekers are not in the list of job boards but
may have visited the website of a firm for another reason and looks out the career or employment
segments. Some inactive job seekers and also other qualified applicants become interested in a
well-designed website of a company.
Disadvantages of Internet Recruiting
1. Along with the benefits, there are many drawbacks of Internet
recruitment. Due to wider exposure, Internet recruitment often builds extra pressures for the HR
members and other internal employees. Many more jobs posts have to be sent, more resumes
have to be examined, more emails have to be dealt, and expensive sophisticated software is
required to keep on track on the increasing number of candidates, which has arisen from the
efforts of Internet recruitment.
2. Another problem with Internet recruitment is that access to the Internet
might be limited to some candidates, specifically the individuals from poor social and financial
background and some racial groups (Melanthiou, Pavlou and Constantinou, 2015). Moreover,
various persons access the sources of Internet recruitment through browsers. They might post
their resumes just for fun, and are not seriously searching for new jobs.
3. Internet recruitment is one of the many processes of the new generation
for recruitment, although its usage is increasing every day (Pollard et al., 2015). It is important to
gain more knowledge about the procedures of Internet recruitment in comparison to traditional
recruitment methods. The performance of the resources of Internet recruitment has to be
evaluated while comparing with the efficiency and combination of other external and internal
sources of Internet recruitment.

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Conclusion
The usage of Information Technology and Internet as a revolutionized processes of hiring
new employees from the external labor market had been critically assessed. The recruitment
processes had undergone dramatic changes due to Information Technology. The efficiency of
Internet recruitment in targeting the labor market had also been evaluated. The Internet has
become the main source for several employers to finds the right candidates for the right jobs, and
the applicants were searching for jobs. The development in Internet usage is the crucial reason
that had helped to adjust the hiring processes of the employer to utilize new systems. The
Internet has made both the employers and staffs to utilize the Internet recruiting systems, Internet
links, websites, blogs, Twitter, and other sorts of Internet-based procedures, which has become
important parts of recruitment. The use and the evaluation of the recruitment framework will
help in bringing the most skilled and potential candidates towards the firm which will contribute
towards the growth and development of the organization.

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