Advantages And Disadvantages Of E-Recruitment

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Recruitment includes those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Breaugh & Starke, 2000). Heneman et al (1997) defined recruitment as part of the staffing process where the individual and business become mated to form the employment relationship. By encompassing these definitions they can be seen as bringing a ‘technological neutral’ perspective.

The traditional methods can be seen as time consuming and long winded resulting in high cost and waiting times (Lee, 2005).

From the above definitions of recruitment we can outline E-recruitment as the ways organisations carry out activities that utilizes a variety of electronic means to fill open vacancies efficiently and quickly. They imply the formal sourcing of jobs online (Ganalaki, 2002). Dhamija (2000) suggested that E-recruitment is the use of Internet to attract high quality candidates.

The use of online recruitment methods can be seen as widespread in organizations worldwide. Some would say this is not dominated as the popular media predicated it to be. The use of it has grown rapidly over the past 10 years, and is now adopted as the medium between the recruiters and the job seekers. Casper.
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However for these main points it does depend heavily on which sector of industry the organization competes in. An example of this is within small and niche markets such as waitered work or pub work. These types of job roles, the businesses employing wouldn’t want large pools of people applying as there would be limited jobs available. These jobs would be more suitable advertising in the local newspapers or local shops. However, for large organisations that have jobs available and have more specific job titles, it may be more applicable to use the method of
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