e-Recruiting Business

E-Recruiting
Name:
Institution:
Introduction
Hiring is one of the most sensitive aspects that the human resources has to deal with. Mainly, how well the activities of recruiting new employees, also tend to define how well the firm is going to perform. If the recruitment process is not carried out in a manner that ensures the very best candidates are brought on board, it could prove detrimental (Frost, 1997). It also happens to be quite expensive to hire new staffs to a firm and thus the human resources department has to be very careful not to stretch the budget any further. With majority of the business operations now taking to the online platforms, online recruitment has also become one of the ways that firms bring on new employees. However, this also calls for effective strategies that ensure best practices and cost effective hiring processes. At the same time the online recruitment processes have to make sure that the staffs attracted have the right skills set and fit in perfectly with the objectives of the firm and the responsibilities of the positions offered (Jansen, Jansen & Spink, 2005).
Cost Effective Online Recruitment
Online recruitment has revolutionized how the job seekers interact with the potential employers. The level of efficiency has gone up, with more opportunities for both the employer and the job seekers. For the human resources department there are strategies that they can apply to ensure that they have the most cost effective e-recruitment program while still ensuring that it is supportive. One of most cost effective strategies is through online job boards. These are online firms that specialize with e-recruitment with guaranteed results and quality of the candidates that are offered to the firms. For a small fee companies can contract the online jobs boards and get to a wide range of candidates within the country and globally (Williams & Klau, 1997). The other strategy involves creating a job description that is performance based and with clear requirement. Using this strategy the firm can attract potential applicants to the positions, having clearly indicated the goals of the firm and the responsibilities of the candidate to minimize conflict and unsuitable applicants. Additionally the firm can take advantages of the social media websites such as LinkedIn, which connects professionals in various academic and professional fields (Seitz, 2012). These are websites that have a very wide reach and free to post jobs and connect with the most appropriate candidates. In the digital age using social media websites such as Facebook and twitter is also quite productive if applied with professionalism (Seitz, 2012). Companies can post job opening s and attract a wide range of applicants that use the particular sites. These sites are practically free and will attract quite a number of potential candidates.
Unintended Consequences Associated With E-Recruiting
There are a number of challenges associated the online recruitment, some of which can be easily tackled with sustainable solutions (Frost, 1997). One of the challenges that are associated with e-recruitment is that, sometimes the candidates are too many and a majority may not even be qualified for the position. The best way to deal wit...