Online Hiring Process

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

Modern recruiting methods in the world is growing and changing, and so is the world of recruiting. Technology has changed the way people do things, like the internet and smartphones have made information available at anytime and anywhere, it is also

The Candidate-first Experience: Erasing the lines between career sites and candidates with a consumer-grade recruiting experience

Job applicants no longer actually visit businesses to complete an application. Resumes and other documents can be uploaded and easily accessible to the Human Resource Manager. Online postings, applications, and screeners provide applicants the luxury of completing this process from their own home. Likewise, businesses are able to obtain a great deal of information and select qualified applicants for further evaluation.

While this process seems to be a world of help to interviewers, some debate does exist over whether or not it's beneficial to use computers in screening new hires. While most feel it streamlines the hiring process, others feel this is nothing more than in-depth electronic profiling. The biggest fear here is that a candidate who does posses skills that could prove valuable to the company would be screened out for not falling within the desired response range (Thornsburg 79).

This paper explores the hiring process, specifically the complications and success of recruiting, interviewing, hiring, and training employees. Recruiting has become relatively simple in modern times due to technology and the internet. Employers are now able to post ads for job opening online for free, which can save their company money. Advertising can vastly spread a job listing to attract many potential hires to a company. School recruitment can be convenient because it allows employers to attract the best students from all over the country to work for their companies. Each method has its own strengths and weaknesses that make them appealing depending on the needs of an employer. Interviewing can be a difficult task but if done correctly, employers can weed out those who they feel do not meet their standards and keep the best of the best. The problem with some interviews is that different methods provide different results which means that using the incorrect method may accidentally weed out a perfect candidate. Actually hiring an employee is the most important part of the process and selecting the right candidate may appear to be simple, but it can be a difficult task. More and more applicants are exaggerating their credentials to get a job which makes it difficult for hiring managers to properly

Most people today go online to look for jobs. One survey found that on a typical day more than 4 million people turn to the web looking for jobs.3 Many managers do keyword searches on the sites like HotJob’ resume database rather than placing their own internet ads on their own sites. For example when the HR manager of one Hydraulic products company placed a Sunday ad in his local newspaper, it cost $3,000 and produced about 30 resumes,10% of which were relevant.4 By comparison he found that the keyword search for HotJob database produced 52 resumes, many of which included the necessary industry experience.

When looking for a job it can be confusing and even downright puzzling at times. It is hard trying to apply for a job that you don’t know what the title means or even if you’re qualified for, thus bringing a mountain of frustration and even a sense of anger. Sometimes the hardest part of the whole job searching process is when you have to answer specific questions about yourself to a total stranger who is essentially judging you for the job opening. Lastly, waiting for the results of your interview with either a job offer or not can be nerve racking. This can be an agonizing experience for the applicant, but also a more stressful one for the company and

With the internet now being used in all aspects of Human Resources, anyone can apply to almost all job openings electronically. The businesses themselves can also search through thousands of applicants and hand pick who they would like to interview. Not only does this streamline the application process, it allows business owners to be more selective in who they choose in order to keep their turnover rates low. Once the applicant is hired, everything pertaining to their

The current and future economic and workforce environments are precarious and territories in which job seekers will seek work. It is a certainty that the view methods and processes associated with job seeker activities during these times need serious scrutiny. For that purpose, our goal is to explore an element of that needed conversation.

Having the best talent in any industry is paramount. Successful companies create strategic plans to find and develop the best talent available. This strategic process is referred to as Talent Management. The Project Management Institute explains that “proper talent management is a strategic competency - a blend of recruitment, professional development, succession planning and execution of best practices” (“Organization Talent Management,” n.d., para. 2). A segment of talent management includes recruiting internal and external candidates for current and future job openings. Many organizations are finding that e-recruiting or online recruiting is the most efficient and effective method of recruitment. Online recruiting is “the process of using the internet to find and recruit talented candidates” (“Online Recruiting,” n.d., para. 1). Indeed, online recruitment is an effective method for reaching large candidate pools without geographic boundaries. However, accessing a global candidate pool requires preparation and planning. To this end, organizations should prepare for the administrative burdens that come with online recruiting and plan to fulfill the recruitment needs of both the candidates and the organization. This paper will explore the planning, design, and management of online recruitment to provide an organization with a competitive edge in talent management.

The problem is that utilizing technology based recruiting (including Social Networking Sites and Applicant Tracking Software) for selection of candidates may result in a detrimental fit between employee and organization. When considering organizational fit; “The concept Person-Organization Fit (POF) deals with the congruence between the employee’s own personal values and the values of the organization, according to the employee’s perception” (Farooqui & Nagendra, 2014, p. 123). These limitations could culminate into a poor fit, resulting in diminished job satisfaction as well as poor job performance (Farooqui & Nagendra, 2014). The population that is affected by this problem is Human Resource (HR) management. The research will specifically focus on talent acquisition that will reduce problems through strategic recruitment.

Many people even use the internet to search for jobs. It has become a popular thing nowadays to job search online. It is very convenient and sometimes easier than physically job hunting in my opinion. Not to mention, it saves gas and a lot of time. “One of the major advantages of job hunting on the Internet is convenience. From the comfort of your home, you can access thousands of job openings. You needn't drive to employers' offices to ask whether they have job openings. You can search for jobs in your geographic area or you can explore opportunities in the next city, across the country or on the other side of the world. In addition, if you embark upon a long-distance job search, some employers conduct video interviews, which make it easy to interview for jobs that are outside your region.”(Ruth Mayhew).

Social media has changed the way businesses work and recruit for new employees. Once hiring managers get a hold of resumes, they look for ways to exclude

Interviews remain a widely used selection technique in contemporary industries despite the relative unreliability of this method. Dipboye reports that approximately 70% of organizations in the United States utilize interviews as the main selection strategy in both promotion and recruitment ( Dipboye, 1992). A selection interview can be broadly delineated as “a dialogue initiated by one or persons to gather information and evaluate the qualifications of an applicant for employment (Dipboye, 1992).” The exclusion of other specific qualifications such as interpersonal skills, personal motivations and career objectives is apparent in this definition,