What are some advantages and disadvantages of internet recruiting?
I believe that internet recruiting can attract a large quantity of applicants, but it could also attract a large number of disqualified applicants as well.
Any other input would be greatly appreciated.
Thanks,
ddgarrett-scott
From United States, Minneapolis
I believe that internet recruiting can attract a large quantity of applicants, but it could also attract a large number of disqualified applicants as well.
Any other input would be greatly appreciated.
Thanks,
ddgarrett-scott
From United States, Minneapolis
Hi Scott
I believe that Internet is one of the best channels for getting large number of applicants...
As far as recruitment is concerned it also includes other processes like screening and interviewing....
Interviewing on the internet is still not an advisable system as it can lead to lot of frauds.
So if you require large number of applicants from larger geographical boundaries, internet is the best medium.
From India, Ahmadabad
35I believe that Internet is one of the best channels for getting large number of applicants...
As far as recruitment is concerned it also includes other processes like screening and interviewing....
Interviewing on the internet is still not an advisable system as it can lead to lot of frauds.
So if you require large number of applicants from larger geographical boundaries, internet is the best medium.
From India, Ahmadabad
Hi,
I think with the current models of internet recruiting that you are right, there can be a disadvantage because you cannot evalutate the candidate on anything except what is posted in their resume, but with a new video recruiting technology such as Flashvue Video Recruiting, the hiring process via the internet can be much more effective and efficent.
With the current model of Flashvue an employer decides that they like a candidate enough to send them to one of the Flashvue kiosks (located internationally in China, and nationally within HQ Global offices) to make a video. The video can be done in either a 1-2 minute profile in which the candidate just speaks about themself, or the other option is a Question/Answer Video Interview in which they are presented with questions from the employer and answer them on video. This would save the time and money involved with flying a potential candidate in to interview from across the country/world. The Question/Answer video actually can be set by the employer to have the candidate given only one chance to answer the question or the employer can allow them to redo questions after the candidate reviews, so it can in fact simulate a live interview. All of the videos once complete, result in a URL link that can be attached or sent to anyone else from the employer (candidate account manager).
Flashvue is in development of a retail model in which candidates may sign up with Flashvue to just go and make their own video to send to employers. This development should be done within the end of August- latest.
There is also interview training software in development for the US Government, so that should be avaliable soon as well.
We are currently in a reseller model for the China market, and are looking to bring Flashvue everywhere else internationally, so if anyone on this board is interested please let me know!
Thanks!!
Michelle
www.flashvue.com
From United States, New York
I think with the current models of internet recruiting that you are right, there can be a disadvantage because you cannot evalutate the candidate on anything except what is posted in their resume, but with a new video recruiting technology such as Flashvue Video Recruiting, the hiring process via the internet can be much more effective and efficent.
With the current model of Flashvue an employer decides that they like a candidate enough to send them to one of the Flashvue kiosks (located internationally in China, and nationally within HQ Global offices) to make a video. The video can be done in either a 1-2 minute profile in which the candidate just speaks about themself, or the other option is a Question/Answer Video Interview in which they are presented with questions from the employer and answer them on video. This would save the time and money involved with flying a potential candidate in to interview from across the country/world. The Question/Answer video actually can be set by the employer to have the candidate given only one chance to answer the question or the employer can allow them to redo questions after the candidate reviews, so it can in fact simulate a live interview. All of the videos once complete, result in a URL link that can be attached or sent to anyone else from the employer (candidate account manager).
Flashvue is in development of a retail model in which candidates may sign up with Flashvue to just go and make their own video to send to employers. This development should be done within the end of August- latest.
There is also interview training software in development for the US Government, so that should be avaliable soon as well.
We are currently in a reseller model for the China market, and are looking to bring Flashvue everywhere else internationally, so if anyone on this board is interested please let me know!
Thanks!!
Michelle
www.flashvue.com
From United States, New York
Hi,
It's one of the best way to reach talented work force around the globe. As the companies required skilled workforce to search the best talent personnel around the globe, Internet recruitment will help them.
There are few demerits in this process, but it's all company/human resource policies, how to achieve the 100 percent accuracy in evaluating the candidates.
thanks
shravan
From United Kingdom, London
It's one of the best way to reach talented work force around the globe. As the companies required skilled workforce to search the best talent personnel around the globe, Internet recruitment will help them.
There are few demerits in this process, but it's all company/human resource policies, how to achieve the 100 percent accuracy in evaluating the candidates.
thanks
shravan
From United Kingdom, London
Hi,
Internet recruitment has some advantages as well as disadvantages.
It help you drive targeted, quality traffic directly to your corporate Web site or niche job board through cost-effective search engine optimization and marketing strategies.
It saves money as well as time .
Outsmart your competition.
Reduce marketing costs.
Better measure results.
Improve candidate flow.
Increase brand awareness.
access to more people and a broader selection of applicants
the ability to target the type of people needed
access to people with a technical background who know computers
convenience
quicker response and turnaround
ease of use
Disadvantage:
Using the Internet to recruit poses a dilemma with respect to attracting the 'passive job seeker' -- the person who is not actively searching on the Internet, but may nonetheless be interested in openings in your organization..
To find these passive job seekers, companies might consider setting up their own Web sites which welcome applicants.
An increased volume of applicants may also become a problem if Internet recruiting is used. An organization must ensure that it uses an adequate tracking mechanism to deal with this increased volume.
A further disadvantage is that not everyone has access to or uses the Internet.
From India, New Delhi
Internet recruitment has some advantages as well as disadvantages.
It help you drive targeted, quality traffic directly to your corporate Web site or niche job board through cost-effective search engine optimization and marketing strategies.
It saves money as well as time .
Outsmart your competition.
Reduce marketing costs.
Better measure results.
Improve candidate flow.
Increase brand awareness.
access to more people and a broader selection of applicants
the ability to target the type of people needed
access to people with a technical background who know computers
convenience
quicker response and turnaround
ease of use
Disadvantage:
Using the Internet to recruit poses a dilemma with respect to attracting the 'passive job seeker' -- the person who is not actively searching on the Internet, but may nonetheless be interested in openings in your organization..
To find these passive job seekers, companies might consider setting up their own Web sites which welcome applicants.
An increased volume of applicants may also become a problem if Internet recruiting is used. An organization must ensure that it uses an adequate tracking mechanism to deal with this increased volume.
A further disadvantage is that not everyone has access to or uses the Internet.
From India, New Delhi
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