Analyzing the Impact of IT and Internet on HR Recruitment Methods

This essay delves into the significant impact of information technology and the internet on modern human resource recruitment practices. It explores the rise of e-staffing, illustrating how online platforms and social media are revolutionizing the way companies find and attract new employees from the external labor market. The essay examines the advantages of internet recruiting, including cost-effectiveness, wider reach, and faster response times. It also discusses the application of globalization and liberalization theories to e-staffing, highlighting how technology enables companies to connect with a global workforce. Furthermore, it analyzes the use of e-psychometric evaluations, machine learning in interviews, and the role of analytics in refining recruitment strategies. The essay also addresses barriers to implementing e-recruitment tools, such as digital discrimination and challenges in recruiting executive-level talent, and the potential for overloading of resumes. Ultimately, the paper emphasizes the importance of adapting to these technological advancements to enhance efficiency and achieve organizational goals.

Running head: Managing Human Resource
Managing Human Resource

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“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

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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).

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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).

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It suggests that the employers can be reliant on upon ‘interview assistant’ by which there is a
alteration in the type of queries as per the reply of the applicants. It is the technical assistance
which can support in driving the suitable interview does thereby safeguarding a decent match for
the businesses (Kashi and Zheng, 2013).
The e-recruitment practices and social media help in enhancing the productivity of the
companies which leads to its greater economic growth. The technology comprises of automation
which minimizes the time taken for completing the tasks. Automation aligns numerous qualities
such as social distribution, a allocation of tasks, gathering, an association of data and controlling
the e-mails (Mello, 2015).
Theories, models, topology and outline on e-recruitment
Under the conditions of liberalization and the globalization, the boundaries of global labor
market continue to expand it alongside with bringing new opportunities and challenges. The
workforce has become geographically more mobile and is looking for well-salaried works and
improved circumstances of life (Aboul-Ela, 2014).
So, in this context, the theories of globalization and the liberalization might be applied to e-
staffing. The increase in relocation of labor has directed to the creation of surplus labor resources
in the international scenario (Kapse, Patil ,and Patil, 2012).
The rapid growth of electronic setting over the previous decade has directed to the development
in e-staffing subdivision along with given that chances to the companies that they were not
delivered before.

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With the help of e-recruitment , the companies can ensure effective communication with the
potential employees located all over the world. It also helps the companies to promote the
services in the international market.
Researches reveal that the suitable application of present technologies may add to the growth of
the companies. Kotler and Drucker maintained that two parallel markets exist and develop in the
current scenario. They are the traditional markets and electronic environment. The electronic
environment or e-recruitment can be used for various needs like trade, communication,
advertisement, marketing, training etc (Wozniak, 2015).
Application of the theory on e-recruitment
Liberalization and globalization have impacted the recruitment styles in the modern scenario.
With help of Linked In and Facebook along with various other e-recruitment sites, the company
has been benefitted by acquiring the personnel from the global labor market.
It has also been facilitated by online recruitment facilities along with enabling it to snatch key
personnel from its competitor firms and attracting a diverse workforce. With the help of
recruitment through electronic sources, the HR department can upgrade the skills, use new
techniques like audio visual and powerpoint presentations in the online training of its employees.
It has been observed that the large benefits have been obtained by the companies which integrate
the e-recruitment process in their recruitment methods. With the help of adopting e-recruitment
policies in its recruitment structures, the HR department can forecast its staffing needs, plan its
human resources by evaluating the objectives of the company.

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It can modify the methods applied for defining the company’s human resources of. It may
additionally assess the necessities associated to human resource grounded on the output of the
employs. It can also examine the responsibilities for job depiction and light wind the conditions
of the employees obligatory for employing from the worldwide labor market.
With the assistance of e-staffing sources, the corporation can plan the staffing content of the own
and usage marketing approaches for fascinating a suitable number of the labor force for the trade.
The HR subdivision can also apply inner as well as outward sources for casing the obligatory
positions and use modern and inventive approaches for recruitment.
The HR department has the opportunity to discussion with the team of economists, sociologists
and psychologists for understanding the behavior and thoughts of each candidate. With the use of
Facebook and LinkedIn, the employee turnover can be reduced by avoiding bad matches in the
recruitment process.
The e-recruitment technology can help in discarding the unqualified resumes with the help of
application tracking systems. It comprises of resume parsing. It supports in take out info from
resumes and taking it into related layouts.
Through this facility, the qualifications of each candidate can be compared. As a result, those
applicants who do not appropriate according to the standards can be disallowed by the system. E-
Staffing schemes have ended it stress-free for the business to access the applicants.
The usage of social media sites, email methods and employment board can assist the applicants
to connect in a quicker method as linked to creating telephone calls and sitting for face-to-face
interviews.

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Furthermore, like every constituent of the corporate, the employment procedure also needs a plan
for dealing with the responsibilities. Analytics helps in calculating the status of the employing
strategies in the global labor market.
With the help of analytics in recruitment technology, the HR department can be more strategic in
the selection process.
Barriers in the implementation of the e-recruitment tools
One of the barriers to implementing the e-recruitment tools by the company are discriminating
issues forwarded to the non-users of the internet. It is observed that e-recruitment have an
unequal impact on minorities such as people living in rural areas.
They do not have access to computers and lack the skills which are necessary for using online
recruitment. So the employers should consider the fact that through the internet has enhanced the
geographical scope of recruitment and hiring procedures it is still limited in its demographic
scope.
Furthermore, the companies find difficult to recruit the executive level of talent through e-
recruitment procedures. The employees themselves choose to personally contact their employers.
Many of the organizations still want to hire executives through traditional recruitment services .
So, the e-recruitment procedures tend to hire the employees for junior positions and those who
are recent graduates from the university.

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So, this procedure is not considered suitable for hiring top management. It is believed that there
are some positions which can be better resourced with the help of newspapers or by using a
combination of newspapers and websites such as LinkedIn.
Moreover, the drawbacks of lack of accessibility of the employees to computers and information
technology can make it problematic for the company to accomplish its diversified goals and can
represent a probable legal threat for it.
The e-recruitment can prove to be more effective for renowned organizations. Furthermore, there
can be a risk of overloading of resumes on the website of the company as the internet makes it
simple for the candidates to submit their resumes by eliminating all the barriers of geography and
time in communicating between the employers and candidates.
It can result in the generation of huge volumes of non-qualified candidates. The web-based job
sites yield a high volume of candidates who are low in quality. Even though there are more
options for the employees for the company to choose from but it is not always better.
The company has to spend a long period of time sorting the candidates resulting in wastage of its
time and resources. Moreover, if the employee has been accessed through e-recruitment
procedure and he is located into another geographical area, then there are chances that he might
turn down the job because of distance-related problems (Holm, 2014).
The company would be wasting its time it is looking for candidates outside its geographical area.
There are more costs related to e-recruitment. Even if the company is relaxed from immediate
stress, the online strategies are less personal as compared to conversations held on the phone. It

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can result in better turn off for the employees. Communicating through online resources can
paint a different picture of the candidate which can be fake.
Certain language barriers are also confronted by the companies and candidates in case of
international hiring. They cannot understand the languages spoken and written by each other.
Hence the meaning of symbols becomes unclear thereby creating a misunderstanding between
both the parties( Ghazzawi and Accoumeh, 2014).
Evaluation of internet technology for e-recruitment in the global labor market
The Internet is considered to be a resource for providing scope for regional, national and
globalized recruitment. It helps in presenting the companies with opportunity for reaching a
wider audience. E-recruitment helps in attracting greater quality of candidates who are better
educated and web-literate.
The awareness of internet is a skill which is appreciated by the companies. Internet and
information technology lessens the complexity of present manual reporting facilities.
It makes available the best practices of recruitments for the business units without fixed
recruitment assets or personnel. It also helps to develop a cultural shift within the line
management community for new recruitment thinking.
With the help of internet and information technology, the dependability on external agencies and
other hiring techniques is reduced. The internet enables companies to maintain a talent database
for potential future employees (Faliagka, Tsakalidis and Tzimas,2012).

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Through this strategy, the companies can inform all the unsuccessful candidates that they are
intended to keep their names on the file for future vacancies. It helps the employees by giving
them an opportunity for having their details removed from the database.
The implementation of the e-recruitment process and the capability of the technology for
integrating the process has enabled the organizations for looking at the need to end staffing
process as a value and supply chain to the talent flows.
The role of the supply chain is to coordinate all the components by spreading the information
across all the levels of the supply chain. Traditionally, all the hiring managers, candidates and
recruiters along with the process of posting the vacancies, verification of reference’s and
gathering of data are operated independently (Carberry and Cross, 2015).
.
The e-recruitment strategies align the recruitment process thereby enabling better connection
between candidates and hiring managers. It can help in reducing the cost of staffing agency and
promotion cost.
The status of candidate and requisition can be tracked and the gap between the candidate and
recruiter can be shortened. Since the qualified candidates are not available for a longer time, so
internet helps in establishing quick contacts with the candidates and executes real-time
assessments which increase the return of cost of recruitment (Melanthiou, Pavlou and
Constantinou, 2015).

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There has been a change in the recruitment strategies in the recent scenario. So the application of
internet technology is expected to enhance the relationships of the companies with its candidates
(Brewster, Sparrow, Vernon and Houldsworth, 2011).
Conclusion
Hence to conclude, it can be said that the e-recruitment can be a quick and easier method for
accessing the information of the appropriate employees. It can help in reducing cost as compared
to the other modes of recruitment.
The Internet is considered to be the latest tool for hiring. It is a revolution spreading all over the
world of job hunting and recruiting. It implies a formal source of online information of jobs. It
has become one of the significant strategies for recruiting candidates from the global labor
market.