Different Methods of Recruitments - Essay Example

The power of the internet can be emphasized by the fact that it has found widespread application in nearly all aspects of human lives. From grocery shopping to international import/exports, the usefulness of the internet cannot be denied. The aspect of online recruiting is one of these, and it seems that the internet has to a great extent molded the face of modern recruiting activities. The process of shortlisting the candidates has greatly been simplified as seen in the selection process of very famous firms like Coopers & Lybrand where one-fourth of the applicants are eliminated during the initial process of selection online (College Press Service, 1997).

The HR management teams identify a number of parameters for which the applicants have to be tested. Once this is done, it becomes possible to conduct the test online and manage the selection of eligible candidates (Vecchio, 1996). Another important benefit of using online recruitment systems is the widespread availability and accessibility of the internet. This has removed the concept of international borders to some extent as employers are free to hire capable individuals from all around the globe for the specific job at hand.

Similarly, in the virtual world, nearly everyone is able to promote and sell his/her skills online, and employers have the choice of limiting their selection to the most appropriate employee. One of the negative aspects of internet recruiting is the fact that for the demanding jobs on the internet, HR managements of companies are flooded with applications once a job is advertised, this makes it impossible for humans to manage such huge amounts of data thereby making it possible for computers or software to replace humans in the future. 3. Do you incur any legal issues in Internet recruiting?

A number of legal issues are likely to arise as the practice of internet recruiting is given more importance. First and foremost will be the fact that when the internet is used for job selections, it becomes mandatory for applicants to be computer-literate to apply (Barber, 2006). This directly deprives the computer-illiterate of his right to apply for a given job, for which he is otherwise eligible.Moreover, when selection software takes into account the racial, religious, or ethnic inputs from applicants, the representatives of such groups may object by saying that the employer is promoting social, religious, racial, or ethnic discrimination.4. What do you think is the most challenging issue facing the HRD field today?

Many expert businessmen prefer to employ a diverse workforce which promotes and enriches the working environment of their companies. However, it is impossible for them to maintain a workforce that fails to meet their company’s objectives (Cascio, 1998). So far no clear-cut legal guidelines for the world of the internet exist for the numerous legal conflicts that have arisen over time. It is therefore advisable, that employers be extremely careful about their hiring processes via the internet, as more and more legal clarification of issues continues to arrive.

This will prevent them from future predicaments with EEOC as well as courts.A number of other problems have also been identified. This process of online recruitment limits the possibility of person-to-person interaction, which can be disastrous for the employer. Applicants may have a feeling that their application has fallen into a ‘black hole’; the hope of getting a response from such a place is negligible. Breach of private and personal information is another grave issue. Hacking of computers is an act which aggravates the problem of privacy.

The stolen personal information of individual applicants can then be used for phishing scams. Moreover, the ‘digital divide’ between the economically disadvantaged and sound may widen (Condrey, 1998).