HRM 520 Assignment 4

Topics: Human resource management, Employment, Recruitment Pages: 8 (1621 words) Published: May 7, 2014


Assignment #4 – e-Recruiting
Stephanie Keaton
March 2, 2014
Human Resource Information Systems - HRM 520
Dr. Lawrence Green, Instructor

Assignment #4 – e-Recruiting
1. “Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs.” Retaining and acquiring talent with high qualities is crucial to an organization’s success. “As the economy and job market heats up, so has the market for corporate recruiting and recruiting service and consultants” (Bersin, 2013). Therefore, the labor force becomes more competitive and available skills become more diverse, HR professionals need to be more selective when choosing the right candidate. Poor decisions made by recruiters can result into negative effects for the company. Another thing that can impact an organization as well as an employee’s morale is high training and development cost. For this reason alone, many companies have turned to e-Recruiting. “Online recruiting involves less human interaction, reaches a much broader audience, files records electronically, and provides selection tools electronically” (Friend, 2014). Companies can conduct everything online while spending less money sending all employees to a training session or meeting off-site. Just by conducting meetings, training, etc. online saves the company a lot of money. For example, new hires really make up the majority of the cost because they need to be trained in every aspect of the job they are taking on. Also, training occurs with other employees besides new hires when a new product or service surfaces within the company. All employees need to learn about the new products or services in order to promote them to their clients. Online recruiting comes in handy since it’s a real money saver by having employees do everything online via internet instead of meeting each time for different things. Online recruiting is not only cost effective but it’s quick and easy to do. HR professionals can posts job postings anywhere there is an internet connection and receive responses just as quickly. Online recruiting can become very convenient. 2. “Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.” Four strategies to mitigate the unintended consequences associated with e-Recruiting include: Ensuring consistent high customer satisfaction online and maintaining consistent high service When e-recruiting, recruit and select applicants who appear to have out-going personalities that fit within the organizational culture This can be determined from likes/dislikes

Express that training and incentives will be provided in order to encourage loyalty, motivation, and focus on doing whatever it may be to meet the needs of the customer, and create Create a consistent set of HR practices that work together to create a culture of customer service. A strategy is not always planned and HR professionals usually have to adopt this strategic plan. Maintaining excellent service and high customer satisfaction is a good look for the company. Also, it’s a great strategy to have to meet all the needs of the customers to ensure their returned business and for them to spread the good comments about the company to their family, friends, and co-workers. The last strategy to mitigate the unintended consequences is for HR to get their practices to work together for the good of the company. HR needs to put a process in place that will be successful and beneficial to the employees and the company. 3. “Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.” According to Kavanagh, Thite, & Johnson (2012), psychological contract fulfillment, employee satisfaction, and retention rates are three other important goals of the recruitment process. The employees’ beliefs about the obligations and promises between them and their...


References: Bersin, J. (2013, May 23). Corporate Recruiting Explodes: A New Breed of Service Provders. Retrieved from Forbes: http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitment-transformed-new-breed-of-service-providers/
Friend, L. (2014). Advantages of Online Recruiting. Retrieved from Chron: http://smallbusiness.chron.com/advantages-online-recruiting-3093.html
Heneman, H.G., & Judge, T. A. (2006). Staffing Organizations (5th ed). Boston: McGraw Hill (nd). Introduction to Online Recruitment. HRM: Guide Human Resource Management. Retrieved from: http://www.hrmguide.co.uk/recruitment/introduction_to_online_recruitement.htm
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human Resource Information Systems (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc.
Zeidner, R. (2007, December 1). HR Magazine: Making Online Recruiting More Secure. Retrieved from SHRM: http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/1207hrtech.aspx
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