The author of this research paper discusses the advantages and disadvantages of using e-recruitment as a form of the job advertisement. It also examines e-recruitment in the context of psychology, of whether or not the principles of the psychometric test are applicable to such e-recruitment…
Download file to see previous pages...
According to Heery and Noon (2001), the application of e-recruitment in generating a pool of candidates was originally practiced or “used mainly for technical and IT [or Information Technology] staff.” In the 1990s, the Web usage was an emerging phenomenon all over the globe; and a new field of technical profession inevitably emerged altogether. In such world-shaking epoch, e-recruitment as an idea and activity historically originated from this rising technical field. For one thing, the use of the computer technology -- both the hardware and the software component -- substantially requires knowledge and expertise of technology application; non-technical people could hardly open (i.e., turn on) the hardware, let alone navigate into its wide array of technological manipulation. In the advent of the 21st Century, however, the world of computer technology (e.g., the Internet) has become accessible and usable dramatically to a large number of people. Heery and Noon (2001), thus, say that e-recruitment has “grown rapidly in recent years,” which goes beyond the application or usage solely for the technical and IT staff. For E-Recruitment Rankin (2003) names two key advantages in using e-recruitment as a method of generating a pool of potential employees: speed and lower cost. His argument heavily relies on the premise that e-recruitment -- as a form of advertisement -- extends itself to the people who “might not see their (i.e., HR personnel) conventional paper-based advertisements” (Rankin, 2003). Saiyadain (2009) further elaborates the speed component of e-cruitment by saying that it.
The author of the essay "The Future of E-Recruitment: With Application of Psychometric Test" describes that the companies are systematically utilizing the medium of a computer -- as well as the Web in general -- in dealing with important business-oriented transactions. Furthermore, electronic recruitment is being employed as a vital mode of generating a pool of potential employees. The primary reason why companies avail for this kind of recruitment method is essential to save the expenditure characterized in the job advertisement. However, there are potential drawbacks in the e-recruitment application within the realm of business and the economy. In the process, it is a wonder whether or not electronic recruitment will be the future mode of soliciting a number of suitable employees. n general, there are five basic disadvantages or limitations in using e-recruitment for attracting a pool of job applicants. Taylor (2005) enumerates three of these four limitations characterized in Internet recruitment: (1) spamming dilemma; (2) fear involving a breach of confidentiality; and (3) problems associated to Internet usage. The fourth limitation or weakness in employing e-recruitment fundamentally challenges the primary purpose or objective of using such type of recruitment procedure. This crucial problem is the fifth disadvantage of employing e-recruitment since end-users accessing the Web are not visible within the watch of the HR personnel -- that is if the test is performed via the Internet without using the camera or video-based component.
...Download file to see next pagesRead More
Cite this document
(“The Future of E-Recruitment: With Application of Psychometric Test Essay”, n.d.)
Retrieved from https://studentshare.org/human-resources/1405319-is-e-recruitment-the-future-discuss-pros-and-cons
(The Future of E-Recruitment: With Application of Psychometric Test Essay)
“The Future of E-Recruitment: With Application of Psychometric Test Essay”, n.d. https://studentshare.org/human-resources/1405319-is-e-recruitment-the-future-discuss-pros-and-cons.
Over the past decade, e-recruitment has exploded in the human resource scene of most organisations, as most have increasingly used internet tools to ensure effective and competitive recruitment of the best in the industry.
The internet has become a medium of connecting the employers and the jobseekers. It has enabled the employers to access a wide range of potential employers that can quickly fill the position with lesser expense. Thus it can be said that worldwide online hiring is becoming a vital part of the recruitment strategy.
The traditional psychometric approach has been used as a test of the emotional, intelligence and other psychological traits of individuals applying for a job. On the contrary, these tests have come under scrutiny particularly owing to the perspectives of researchers who propagate the social exchanges perspective.
The essay makes a clear point of noting that the greatest contribution to unemployment is government regulation of the market, which in this case comes as Psychometric tests to cut down on the numbers seeking jobs. It even brings examples, such as one about an article written by Heidi Shierholz a specialist to CNN and his observations on the matter.
This has made the whole life appear like a "test life".
Tests have been successfully used in recruitments and this trend seems to be the new mode of interviewing potential candidates. Due to the aspect of globalization and with many employment agencies wanting to tap the best talents all over the world, psychometric test have solved the question of interviewing a candidate.
Most institutions in recent times are giving preference to e-recruitment system and are thus able to hire more competent people at a faster rate then before and that also while being able to keep their costs low.
The hot word and the latest inclination in the way organizations recruit potential employees is called the "E-Recruitment".
When a transaction is happening between two businesses, it is termed as a Business to Business or B2B transaction. When a transaction happens between businesses and individual buyers, it is termed as Business to Consumer or B2C transaction. Similarly, when an individual sells services or products to a business, it is called a Consumer to Business or C2B transaction and a transaction between individual consumers is a Consumer to Consumer or C2C transaction.
Having an online deal also requires the online payment. In pervious few years this concern has turned out to be great confront for the online customers. There are lots of cases regarding the online business that have been registered; these embrace
This web based business will offer better support for the product targeting and better access to the market resources. This report will discuss and analyze some of the main aspects of this web based business development and its overall application