HR professionals' strategies for effective online recruiting and cost reduction

E-Recruitment

The use of technology and computer aided assistance in the corporate world has fulfilled many of the needs of this area of society. Human resources management has also begun to use computers and information technology to assist in performing their role within an organization who is seeking to maintain or promote a competitive advantage within any given industry or market. The purpose of this essay is to explore and discuss several key issues dealing with Human Resources Management (HRM) and this subject's application of knowledge towards administering proper behaviors and rules.

This essay will first discuss how managers can use online recruiting to perform their jobs at a higher level and support the company mission. The essay will then investigate four strategies to mitigate the unintended consequences associated with e-Recruiting. To help explain the rationale behind these ideas, the essay will next propose an approach that seeks to meet the psychological contracts of employers. Specific website details will also be mentioned to help contextualize the arguments. Before concluding, this essay will propose security controls to protect the privacy and information that is inherently contained within any given e-recruitment plan.

Effective Strategies

Any effective human resources management initiative must be thoroughly aligned with the larger organizational goals set out by leadership and executives that create such strategies. HRM is essential piece of how this strategy plays out and when used in its most effective manner can provide recruiting methods that reduce organizational costs and produce a time efficient model of hiring that can be implemented.

To accomplish this objective, human resource professional need to streamline their activities that reflect their own branch or divisional goals The Human resources department of any organization must be sufficiently trained to identify these methods whether through software assistance or not. The hiring processes is perhaps the single most important thing a HR department does for the larger organization. While other tasks important, the initiating of a new hire is a very important and transcendent event for both the person being hired and the company itself. Jobs and careers give many people their roles in life to play out in a manner they see fit, and performing this act with humility is essential to having a solid ethical approach.

Dhamija (2012) explained how e-recruitment is useful model in the hiring process for several reasons. He wrote " It is an important part of human resource management as it performs the essential function of drawing important resources i.e. human capital into the organization. Online recruitment, also known as e-recruitment is one of the worldwide trends for HR functions. It has evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually. The internet can ease the selection of employees, especially where long distances are involved. E-recruitment has grown rapidly over the past ten years and is now widely used by both recruiters and job seekers across the world. The internet has proved to be a powerful tool for the delivery of different kind of services like HR planning, HR evaluation, HR rewards and HR recruitment etc. under the umbrella of EHRM."

Unintended Consequences

There are many declivous people in the world who do not always tell the truth on their resume. This is well-known in HRM circles, however using e-recruitment poses new challenges. The nature of the internet is often mysterious and attracting unwanted people is always a risk. To mitigate this problem it is essential that HR staff are well trained to identify such problems.

Sometimes there are too many applicants and too many people to choose from. This is problematic because these types of searches can take many hours to perform. If the hiring process is important than this is not a problem, however, due to the nature of time and its relationship to money and profits, it is usually in the best interests of the HR department to fill the necessary job openings as soon as possible. "Organizations often adopt online systems because they believe e-recruiting is more likely than traditional recruitment sources to uncover individuals with unique talents and skills. It is evident that e-recruitment systems have become important means of helping organizations establish a brand identity, attract talented workers, and retain valuable employees comparing to traditional recruitment method," (Ghazzawi & Accoumeh, 2014).

4 Strategies:

1. Know the objective.

2. Know the position.

3. Know the environment and team.

4. Vet your knowledge

Psychological Contracts Fulfillment

As stated before, the new job for a person is a very important change in their life and a certain psychological expectation or contract with the new employer is dealt with through the human resources department of the organization. An upfront and honest approach should always work, but in some instances stealth and clandestine bidding wars may occur. It is important that knowing the employee's personal goals and objectives can be helpful in maintaining the critical covenant between employer and employee that rests upon HR departments and human resources professionals to manage and control.

Diversity Inclusion Strategies

Failing to adhere to certain diversity laws and rules can mean big trouble for HR departments who do not include them within their e-recruitment approach. Finding diverse and high quality candidates can be difficult. It is important in doing this type of job serarch to place the opening in a diverse number of places. Certain employment websites cater to different segments of the population. Widening the search to those areas can assist the HR professional in this effort. Placing certain restrictions within the opening is another strategy to accomplish this mission as well. Another strategy would to be crate multiple openings for the same job. Having this diverse approach can attract different types of people. Having more than one approach can serve HR departments well if they can use their creative capacity to make these changes and execute them in a proper and lawful manner.