Hrm 520 Human Resource Information System

HRM 520: Human Resource Information System

Assignment #4: E-Recruiting

By: Lynette Woods

May 26, 2012

Strayer University

Retaining and acquiring talent with high qualities is critical to an organization’s success. As the labor force becomes more competitive and the available skills grow more diverse, HR professionals need to be more selective when choosing the right candidate. Poor recruiting decisions can result into long-term negative effects for the organization. Among this it would also contribute to high training and development cost, the incidence of poor performance and high turnover which in turn, can impact employee’s morale. Therefore many organizations have turned to E-Recruiting.
E-Recruiting is the latest trend
in how organization attains their talent. E-Recruiting is also known as “Online recruitment”, it is the use of technology or the web based tools to support the recruitment process. Large and small companies are using Internet as a source of recruitment in which they advertise job vacancies through worldwide web. Potential candidates/job seekers submit their applications or curriculum through an e-mail using the Internet. Alternatively job seekers post their CV’s through the internet, which can be gathered by prospective employees depending upon their requirements. E-recruitment of workers has become a popular way to reduce costs while attracting qualified candidates.
One of the benefits to e-recruiting is cost saving benefits; this is one of the reasons why organizations are adopting more flexible HR systems.
Using e-recruitment software in search of top talents helps organizations with the following: cost reduction in recruitment, improvement of the company profile and image, reduction in administrative burdens/problems, and greater opportunities to the recruitment team. HR professionals can use online recruiting to fill open vacancies fast. Jobs will be filled fast because of real-time interaction and 24x7 hiring/job search activity. The recruitment team can post a job in as little as 30 minutes on a career site such as Monster.com with no limits to ad size and start receiving CVs in response immediately. E-recruiting can be utilize to reach candidates of any career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. Companies need to ensure the databases are diverse, updated regularly, relevant and high quality. They should also ensure that affiliations are established whereby the portals are always prominent and top-of-mind with the relevant candidates and are visited by the target job seekers regularly. HR professionals can use their job ads to promote and brand company image/values to prospective job
seekers.
Although there are many benefits in using e-recruiting, there are some potential dysfunctional consequences.
Adverse Impact and invasion of privacy are two potential consequences that organizations and job applicants may be faced with. E-recruiting may have an adverse impact on people of different ethnic minority groups (Hispanic Americans, African Americans, and Native Americans). Therefore, employers and HR professionals need to understand potential discrimination issues associated with recruitment websites and incorporate e-recruiting as part of an integrated selection strategy that can yield huge decision-making efficiencies. Organizations need to ensure the system is in compliance with civil rights laws. Organizations need to make their recruiting site easy to navigate through. Also when using assessments they need to make sure the questions are not bias. A need also exists for HR professionals to better understand the principles for developing a truly effective e-recruiting source. It has been evidence that more job seekers have rejected job opportunities merely based on complicated designed websites and on poorly designed websites and that company-designed websites. Job advertisements should present equal opportunities to potential application in Internet environment. The website should have a well-designed search engine; applicants should have the same opportunities on job openings, and on finding the job positions that fit their
requirements.
Privacy protection is a major concern with job seekers and employer. Identity theft has increased significantly within the past years. A company policy needs to be established to protect the privacy of job applicants and employees. Companies need to make sure that a high level or security is being used on the website. Information submitted through site should be encrypted. Lastly, the company need to conduct random system checks and ensure that the third party company used is conducting random system checks.
Psychological contracts have a significant impact on retention and applicants perception of the company. For instance how different advertising could lead to attracting personnel for short term jobs, stressing instrumental aspects (transactional contracts) and open-ended jobs like career officers stressing non-instrumental aspects (relational contracts). This could also be relevant if the “New Deal” becomes more common among potential candidates. Besides attracting personnel, it would be interesting to explore how the psychological contract can be of use to remaining candidates during the recruitment phase and how it influences the decision to apply. The key matter to be addressed is exploring if applicants already are making assessments concerning mutual responsibilities when they become attracted and when they are in the midst of the recruiting phase. Employers need not to make promises to potential employees and applicants. The information posted need to be clear, fair, and in precise detail. Openness of communications is crucial to within the Psychological Contract and to virtuous and vicious circles. It is critical that organization list all characteristics that are associated with the open position such as: job title, salary, KSA needed, qualification, and duties and responsibilities. The information provided above will bring forth openness of communications which in other terms could produces lots of other organizational benefits, but in terms of the Psychological Contract openness crucially influences trust and mutual awareness.
First, the company website would be the tool to bring awareness to the diverse culture of the organization. The HR professionals can help foster a diverse workforce by recognizing and valuing employee’s unique skills and perspectives. This commitment will bring forth a positive prospective and vision to potential candidates. In terms of outcome it would build core values, respect, integrity, trust, and credibility.
Next, the posted job opportunity would have critical information such as total rewards and compensation information. With today economy and dramatics changes in people lives individual become attracted to companies compensation package along with total rewards program. Many top leaders have transition to other companies because those companies offer a total rewards program that accommodates their needs. Companies need to align their total rewards programs to the company business plan, such as those that focus on culture, challenging work and pay benefits, with top business objectives.

4.Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach. 5.Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (2) business Websites that you are familiar with. 6.Propose four (4) security controls you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.

1.Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. 2.Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting. 3.Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled. 4.Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach. 5.Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (2) business Websites that you are familiar with. 6.Propose four (4) security controls you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting system