Comparison between traditional and online recruitment

Online recruitment, unlike conventional recruitment is fast acting, efficient and cost effective.  Online recruitment varies from traditional recruitment in many ways. According to Coronas TT and Oliva M A (2005, p 88) the process of traditional recruitment consists of iterative concepts  such as:

  • Submission of job request and its approval.
  • Recognition of recruitment needs.
  • Applications or resume screening.
  • Job posting.
  • Job applications submission.
  • Pre-employment screening.
  • Interviewing and employment contract and job offers.

Both recruiters and hiring managers depend on conventional delivery mechanisms and hard copy documents to finish the process of recruiting.

Advantages of online recruitment

Conversely, online requirement is purely based on computers and make use of documents in the form of soft copies. The online recruitment system is a web enabled anyplace anytime ubiquitous system for both recruiters and job seekers (Foster, 2005). In online recruitment all the recruitment activities and practices are carried out by acquiring different electronic means to fill open positions efficiently and effectively. The process of online recruitment consists of several steps such as:

  • Submission of applications by applicants directly into the database.
  • Online self assessment or online pre-screening.
  • Submission of job requisition.
  • Online job posting.
  • Approval of the requisitions of jobs through a database.
  • Online search of database by job seekers.
  • Online evaluation of applications or resumes.
  • Online search of the applicant database for selection of candidates.
  • Interviewing by recruiters or hiring managers.
  • Online evaluation of applications or resumes.
  • Online pre-employment screening and offer of employment contract or job offer online.

Disadvantages of the traditional recruitment process

Conventional recruitment process adapted a step by step consequent process in which one phase initiates a set of activities only after the previous phase is completed (Lee, 2005).  Labor intensive components of hiring like pencil and paper tests, job previews and interviews were used vastly in traditional recruiting. The traditional process has been fraught with delays of mis-communications and activities which resulted in high cost of hiring. Conversely, online recruitment is a continuous process. In online recruitment, all process takes place concurrently.

Online recruitment saves time

Hence, traditional recruiting is still known as consequent batch process (Martin and Hetrick, 2006). On the other hand, online recruitment is described as an online and continuous process in which all tasks of recruitment are performed concurrently. Online recruitment is accomplished with the wide usage of centralized databases of job and an array of web enabled software applications. Online recruitment, when compared with traditional recruitment, saves time and cost for an organization, thereby improving its productivity, efficiency and effectiveness.

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References

  • Foster L (2005), Confronting the global brain drain, Knowledge Management Review, New York, p 28.
  • Coronas T T and Oliva M A (2005), e-Human resources management: managing knowledge people, Idea Group Publishing, UK, p 88
  • Martin G and Hetrick S (2006), Driving corporate reputations and brands from the inside: A strategic role for HR,  Global Reputation Institute Conference, USA
  • Lee I (2005), The Evolution of E-Recruiting: A Content Analysis of Fortune 100 Career Web Sites. Journal of Electronic Commerce in Organizations, p 57-68.
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