Internet as a source of Recruitment

The vast majority of companies worldwide carry out their recruitment process using Internet. It happens because Internet offers many advantages, compared to traditional sources. Those advantages include the following:

 It´s cheaper. Using Internet is almost 15 times cheaper than counting on headhunters´work, and about 8 times cheaper than publishing offers in the press.

Less time and resources invested in the process. You can save up to 40% of time invested in the process which is complicated: job definition, planning where to publish the offer, calculating the estimate for that, receiving candidate, updating the database, screening, matching the profiles with the offers, interviews, calls and sending letters to the accepted candidates (and sometimes those not accepted, too). The problems multiply if the process has been managed by only one person.

By using online applications, the candidates can introduce the data themselves, and those data can be automatically introduced into the company´s database, which allows (during the recruitment process) an easy access to candidate details, and a possibility to match a candidate with the position using filters etc. It is also easier to send automatic replies to the accepted and rejected candidates.

Moreover, all this information can be shared with all company employees, which reduces the cost of communication between team members.

It´s faster. Internet or Intranet allows to accelerate the recruitment process. It is very important, since due to a long duration some processes have negative consequences (higher cost, loss of interesting candidates).

 Possibility to offer more information to potential candidates. Due to the work websites structure, and including the corporate websites structure, it is possible to give much more information about the jobs and companies that offer them to potential candidates. Some big companies allow the candidate to contact the company employer directly through the website, and ask him/her whatever question and in this way get to know the company ¨from the inside.¨

5.    Possibility to publish more targeted ads. Due to communication possibilities offered by Internet, it is easier to publish job ads on websites with a more specific target, allowing recruitment of candidates matching the profile that we are looking for.

If, for instance, we are looking for a manager, we can publish an offer on a website related to business management, and the results will be much more satisfactory than if we were to use a massive job portal with e more general target.

There exists a large number of websites, national and international ones, devoted to linking the companies and the candidates. They operate in a following way: the companies publish their ads in an area specially designed for it. Those ads are either sent to the interested candidates from the database, or the very candidates request contact while the company receives their information.

In any case, although recruitment on Internet is a powerful process, it also has its disadvantages:

·         Not all job seekers are connected to the Internet

·         Not all Internet users search for a job through it

·         There is still a lot of work to be done by the HR departments to redefine the company processes and the information systems to be able to make the most of all the opportunities offered by the Internet