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Form job seekers perspective, e-recruitment gave them the advantage of centralized job search and resume building services. Therefore, job seekers do not have to spend time looking for an opening in multiple newspapers.
Number of options is available to employers for announcing their vacancies on internet. Most simple and cost effective approach is to maintain vacancy page on the employer website. Second, is to use specialist agency that has its operations on internet. These cyber agencies provide various advantages ranging from receiving resumes to short listing candidates. Third category is the jobsites linked to newspapers and journals. These websites republishes the advertisements, printed in careers section of newspapers. Similarly, there are jobsites operated by employment agencies. There are certain employment agents that have their presence on internet. Anyone who has access to internet, can access these channels (Taylor, 2002). It is up to the employers to select the medium he wants to advertise his vacancy. Some of these mentioned sources provide with extra services like online resume building, cover letters etc.
Internet recruitment offers a number of advantages to recruiters. This method costs less than other methods of recruitment. It can save enormous time and efforts spent in recruitment process. Furthermore, internet can gather a large pool of applicants, as recruiting medium. However, it raises some issues for example, as the number of applicant increases, more be the chances of unqualified applicants sending their resumes. Similarly, some qualified candidates who do not have access to internet are not able to apply. Privacy is also an issue because you share your information on websites that can violate certain laws (Mathis, Jackson, 2007). Therefore, sometimes advantages of using internet for recruitment purpose turns into disadvantages. On one hand, e-recruitments save our money and
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