Hrm 520 Human Resource Information System
HRM 520: Human Resource Information System
Assignment #4: E-Recruiting
By: Lynette Woods
May 26, 2012
Strayer University
Retaining and acquiring talent with high qualities is critical to an organization’s success. As the labor force becomes more competitive and the available skills grow more diverse, HR professionals need to be more selective when choosing the right candidate. Poor recruiting decisions can result into long-term negative effects for the organization. Among this it would also contribute to high training and development cost, the incidence of poor performance and high turnover which in turn, can impact employee’s morale. Therefore many organizations have turned to E-Recruiting.
E-Recruiting is the latest trend …show more content…
Using e-recruitment software in search of top talents helps organizations with the following: cost reduction in recruitment, improvement of the company profile and image, reduction in administrative burdens/problems, and greater opportunities to the recruitment team. HR professionals can use online recruiting to fill open vacancies fast. Jobs will be filled fast because of real-time interaction and 24x7 hiring/job search activity. The recruitment team can post a job in as little as 30 minutes on a career site such as Monster.com with no limits to ad size and start receiving CVs in response immediately. E-recruiting can be utilize to reach candidates of any career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. Companies need to ensure the databases are diverse, updated regularly, relevant and high quality. They should also ensure that affiliations are established whereby the portals are always prominent and top-of-mind with the relevant candidates and are visited by the target job seekers regularly. HR professionals can use their job ads to promote and brand company image/values to prospective job …show more content…
Adverse Impact and invasion of privacy are two potential consequences that organizations and job applicants may be faced with. E-recruiting may have an adverse impact on people of different ethnic minority groups (Hispanic Americans, African Americans, and Native Americans). Therefore, employers and HR professionals need to understand potential discrimination issues associated with recruitment websites and incorporate e-recruiting as part of an integrated selection strategy that can yield huge decision-making efficiencies. Organizations need to ensure the system is in compliance with civil rights laws. Organizations need to make their recruiting site easy to navigate through. Also when using assessments they need to make sure the questions are not bias. A need also exists for HR professionals to better understand the principles for developing a truly effective e-recruiting source. It has been evidence that more job seekers have rejected job opportunities merely based on complicated designed websites and on poorly designed websites and that company-designed websites. Job advertisements should present equal opportunities to potential application in Internet environment. The website should have a well-designed search engine; applicants should have the same opportunities on job openings, and on finding the job positions that fit their
Assignment #4: E-Recruiting
By: Lynette Woods
May 26, 2012
Strayer University
Retaining and acquiring talent with high qualities is critical to an organization’s success. As the labor force becomes more competitive and the available skills grow more diverse, HR professionals need to be more selective when choosing the right candidate. Poor recruiting decisions can result into long-term negative effects for the organization. Among this it would also contribute to high training and development cost, the incidence of poor performance and high turnover which in turn, can impact employee’s morale. Therefore many organizations have turned to E-Recruiting.
E-Recruiting is the latest trend …show more content…
Using e-recruitment software in search of top talents helps organizations with the following: cost reduction in recruitment, improvement of the company profile and image, reduction in administrative burdens/problems, and greater opportunities to the recruitment team. HR professionals can use online recruiting to fill open vacancies fast. Jobs will be filled fast because of real-time interaction and 24x7 hiring/job search activity. The recruitment team can post a job in as little as 30 minutes on a career site such as Monster.com with no limits to ad size and start receiving CVs in response immediately. E-recruiting can be utilize to reach candidates of any career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. Companies need to ensure the databases are diverse, updated regularly, relevant and high quality. They should also ensure that affiliations are established whereby the portals are always prominent and top-of-mind with the relevant candidates and are visited by the target job seekers regularly. HR professionals can use their job ads to promote and brand company image/values to prospective job …show more content…
Adverse Impact and invasion of privacy are two potential consequences that organizations and job applicants may be faced with. E-recruiting may have an adverse impact on people of different ethnic minority groups (Hispanic Americans, African Americans, and Native Americans). Therefore, employers and HR professionals need to understand potential discrimination issues associated with recruitment websites and incorporate e-recruiting as part of an integrated selection strategy that can yield huge decision-making efficiencies. Organizations need to ensure the system is in compliance with civil rights laws. Organizations need to make their recruiting site easy to navigate through. Also when using assessments they need to make sure the questions are not bias. A need also exists for HR professionals to better understand the principles for developing a truly effective e-recruiting source. It has been evidence that more job seekers have rejected job opportunities merely based on complicated designed websites and on poorly designed websites and that company-designed websites. Job advertisements should present equal opportunities to potential application in Internet environment. The website should have a well-designed search engine; applicants should have the same opportunities on job openings, and on finding the job positions that fit their