Hrm520 Unit 3 Assignment
E-Recruiting Chantill Toyer Strayer University HRM520 HR Information System Dr. Sue Golabek August 24th, 2014
E-Recruiting
Abstract
As technology continues to advance organizations are able to implement new cost effective ways to do business. Instead of paying various employees a large salary year after year, they can spend a considerable one time amount on software. In turn, the organization can eliminate a few staff members and save on personnel cost. One way an organization can take of technology is through electronic recruiting, because it has the ability to reach a wider range of audiences. By reaching a larger audience the HR division can have access to more talented professionals seeking employment. By having access to a larger number of applicants, one has a greater chance of selecting the most competent applicant for the job position. Aside from doing organizations a favor in terms of a larger …show more content…
applicant pool, e-recruiting is cost-effective. Rather than hiring staffing agencies or paying for ad space in a newspaper that only reaches a limited amount of people, posting job openings on the Internet is more cost effective, as well as one can reach a broader audience. Not to mention, with the advancements of e-recruiting people gas cost has decreased and the purchase of postage, from job hunting, dropping off a resumes, etc. Creating a webpage might be time consuming but posting a job opening, complete with all the required skillsets on the Internet takes only a few minutes. With a global reach, applicants are able to respond to e-recruitment postings on the same day with their cover letters & resumes. Yet, there is also over saturation of employment websites, which makes it difficult for job seekers to find applicable recruitment postings in regards to interest or skillset (Johnson, 2014).
HR Professionals Using Online Recruiting to Reduce Organizational Cost
The process of attaining and retaining the most talented, high quality employees is critical to an organization’s success. As technology advances job seekers with more diverse skills and degrees are available, in which is good due to the job market being more competitive. This enables HR professionals the opportunity to be more selective when choosing the right candidate. When HR professionals do not take employee recruiting seriously the result is under skilled employees slowing down production, in turn it leads to long-term negative effects for the organization objectives. From there the organization can be subject to an increase in organizational cost for additional employee training and development cost. However, if the organization decides to dismiss the under skilled employees due to the incidence of poor performance, retention decreases and/or the company can be looked at as having a high turnover rate. If the public or job seekers perception of the organization is a high turnover company they will see a decrease in talented applicants apply, as well as a decrease in employee morale. With that being said organizations have decided to utilize E-Recruiting to locate talented skilled applicants. Currently, E-Recruiting seems to be the modern version of classified ads for organization to obtain their talent. Online recruiting and/or E-Recruiting are the use of online tools, aids, and/or technology to support the process of recruiting talented professionals. Whether an organization is large (501+ employees) and small (500 or less employees) they are utilizing the web and/or internet as their source of recruitment, in which they are able to advertise job vacancies through their intranet and the worldwide web. Job seekers and/or candidates are able to submit their applications through an HR e-mail using the internet, or they post their resumes on career sites on the internet. Statistics show that E-recruitment of workers has become the new wave of this century for hiring personnel, because it reduces costs while attracting qualified candidates. The major benefit an organization can get from e-recruiting is lower personnel and/or operational cost; this is one of the main reasons for organizations adopting more flexible HR systems. By utilizing e-recruitment software to locate the best talent the organization is able to reduce following: cost reduction in recruitment efforts, improvement in organization branding and image, reduction in administrative burdens/errors, and more opportunities to recruit the best talent for the team. When using e-recruiting HR professionals have the ability to fill job vacancies much faster, in turn helps maintain productions. 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
In example, the recruiters and/or HR professionals can post a job opening within a 30 minute time frame on a career site such as www.ziprecruiter.com with no limits to the size of the advertisement and within minutes start receiving resumes of interested applicants.
According to Heneman, 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 (Heneman, 2006). Therefore, organizations need to ensure the applicant databases are updated with the best diverse talent to select from when vacancies arise. Organizations should also make sure they establish affiliations so that the portals are always prominent and updated with relevant candidates. Not to mention, it is important for various applicants to visit the organizations career site regularly to have a large talent pool to choose
from.
Mitigating Unintended Consequences
Although there can be many benefits to utilizing e-recruiting, there can also be some mitigating unintended consequences. The advancements in technology can be an advantage to many organizations and/or people but it can also have adverse effects and be an invasion of privacy. An example of E-recruiting having an adverse impact on people would be applicants ethnicities and/or minority group (Blacks and/or African Americans, Native Americans, Asian Americans, and Hispanic Americans). With that being said, employers and HR professionals need to keep affirmative action in the forefront of their minds when selecting applicants, because there are potential discrimination issues that can be associated with recruiting from websites. In turn, organizations need to implement an integrated applicant selection process when utilizing e-recruiting. HR professionals within the organizations need to ensure that their selection process stays within compliance of the civil rights laws. A great way for an organization to obtain more traffic on their website is by making their site more user-friendly. It is important for HR professionals to understand why it is imperative to develop a user-friendly e-recruiting career site. It has been proven that job seekers will not apply for a career opportunity simply because the site is too complicated to navigate through. Also when adding assessments to the application process on the organizations e-recruiting site HR needs to make sure the questions are not perceived as prejudice. As well as, job advertisements should be perceived as equal opportunities to all potential applicants applying via organization or career site. Yet, with the advancements in technology and skilled professionals and/or thefts privacy protection is a major concern for applicants and employers. Over the past decade identity theft has increased tremendously throughout the years. Whereas organizations need to implement policies to safeguard the privacy of current employees and job applicantsHRM 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
. Organizations should have various firewalls or virus protection software on computers, as well as system notifications for employees to change passwords at least every three months. Lastly, employees should be required to attend training sessions on why it is important to properly exit out of programs and/or company databases to prevent hackers from obtaining information.
Employees Psychological Contracts
According to Kavanagh, Thite, & Johnson (2012), psychological contract fulfillment is equivalent to employee satisfaction and retention rates, in which are important goals of applicants in the recruitment process. Employees’ like to share the vision of their employers’ and the beliefs of the organizations, as well as the commitments they made to them when they were hired. The information that is gathered and dispersed during the recruitment process determines the probability of a fulfilled psychological contract, which directly affects employee retention and satisfaction. The various beliefs that help to shape the psychological contract include the the role an employee holds, job performance evaluations and/or praise; social relations, i.e. customer and/or peer interactions; economic praises, i.e. raises, monetary incentives, and the culture of organization. According to Heneman and Judge (2006), one approach to use to ensure psychological contracts are fulfilled is a realistic recruitment.
Three Strategies to Attract High-Quality Diverse Candidates
With the technology advances today social media would be the first strategy organizations could use to attract candidates, i.e., LinkedIn, Instagram, Facebook, & Twitter. These social media sites would be a great avenue for organizations to announce expansions, job vacancies, mergers, etc. For Example when AT&T was going to buyout T-mobile the merger and/or acquisition could have announced as well as any vacancies due to the merger. Yet, another method that some companies have already implemented is applicant surveys in relation to the qualifications, the survey’s help to eliminate applicants that don’t have all the necessary skills needed for the position. Lastly, a strategy that a number of organizations use to help them stay within equal opportunity hiring practices would be diversity surveys based upon disability, ethnicity, gender and veteran status. Of course the survey if completed or not would not and cannot have an impact on whether or not the applicant is interviewed or ultimately hired. This strategy allows the organization to see if and how many people from diverse backgrounds are applying.
Two Websites With Attributes That Motivate One to Apply For a Job At That Company In my opinion, what attracts me to apply for a job on a website is the simple application process and the user-friendly website. A user-friendly website is a good branding tool that will attract more applicants to apply. It also demonstrates to candidates that the company is interested in new diverse talent. Chances are that if the website is user-friendly even if I am not selected for an interview for the first job I applied for I will still revisit the site and apply for other jobs. Two websites that I’m familiar with are www.ziprecruiter.com and www.careerbuilder.com. Recently, I have been using these two websites more frequently than others, because they post various up to date jobs and they email me regularly with any new postings. Both sites have a simple profile set-up process and you can few various job listings in other states. From there one can read the job title, the description of the job, company name, and sometimes a salary will be listed as well.
Security Controls
Most secure websites require that each applicant set-up a profile with a user name and password to protect their identity or personal information. This method seems to work, so I would implement this strategy to safe guard applicants as well. Another security measure I would adopt that is similar to banking websites is the time out screen. If the application is idle for a certain period of time the applicants information is saved where he/she left off, but they are locked out and must use his/her user name and password to get back in. The third security measure I would use is password reset; if the applicant has not revisited the site within a 3 month period his/her password will be automatically reset. A email will be sent to the applicant letting them know due to no activity on the site there password was reset and to access their application again they will need to click forgot/reset password upon visiting again. The last security control that I would implement would be the security questions software where you select personal questions from your past or present to be asked of you to access your application or information (Zeidner, 2007).
References
Heneman, H.G., Judge, T. A. (2006). Staffing Organizations (5th ed). Boston: McGraw Hill
(nd). Introduction to Online Recruitment. HRM: Guide Human Resource Management.
Retrieved August 23rd, 2014, from http://www.hrmguide.co.uk/recruitment/introduction_to_online_recruitement.htm Johnson, S. Advantages and Disadvantages of E-recruitment. Retrieved August 28th, 2014, from http://www.ehow.com/list_6049860_advantages-disadvantages-recruiting.html
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human Resource Information Systems. (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc.
Zeidner, R. (2007). HR Magazine: Making Online Recruiting More Secure.
Retrieved August 24th, 2014, from
http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/1207hrtech.aspx
E-Recruiting
Abstract
As technology continues to advance organizations are able to implement new cost effective ways to do business. Instead of paying various employees a large salary year after year, they can spend a considerable one time amount on software. In turn, the organization can eliminate a few staff members and save on personnel cost. One way an organization can take of technology is through electronic recruiting, because it has the ability to reach a wider range of audiences. By reaching a larger audience the HR division can have access to more talented professionals seeking employment. By having access to a larger number of applicants, one has a greater chance of selecting the most competent applicant for the job position. Aside from doing organizations a favor in terms of a larger …show more content…
applicant pool, e-recruiting is cost-effective. Rather than hiring staffing agencies or paying for ad space in a newspaper that only reaches a limited amount of people, posting job openings on the Internet is more cost effective, as well as one can reach a broader audience. Not to mention, with the advancements of e-recruiting people gas cost has decreased and the purchase of postage, from job hunting, dropping off a resumes, etc. Creating a webpage might be time consuming but posting a job opening, complete with all the required skillsets on the Internet takes only a few minutes. With a global reach, applicants are able to respond to e-recruitment postings on the same day with their cover letters & resumes. Yet, there is also over saturation of employment websites, which makes it difficult for job seekers to find applicable recruitment postings in regards to interest or skillset (Johnson, 2014).
HR Professionals Using Online Recruiting to Reduce Organizational Cost
The process of attaining and retaining the most talented, high quality employees is critical to an organization’s success. As technology advances job seekers with more diverse skills and degrees are available, in which is good due to the job market being more competitive. This enables HR professionals the opportunity to be more selective when choosing the right candidate. When HR professionals do not take employee recruiting seriously the result is under skilled employees slowing down production, in turn it leads to long-term negative effects for the organization objectives. From there the organization can be subject to an increase in organizational cost for additional employee training and development cost. However, if the organization decides to dismiss the under skilled employees due to the incidence of poor performance, retention decreases and/or the company can be looked at as having a high turnover rate. If the public or job seekers perception of the organization is a high turnover company they will see a decrease in talented applicants apply, as well as a decrease in employee morale. With that being said organizations have decided to utilize E-Recruiting to locate talented skilled applicants. Currently, E-Recruiting seems to be the modern version of classified ads for organization to obtain their talent. Online recruiting and/or E-Recruiting are the use of online tools, aids, and/or technology to support the process of recruiting talented professionals. Whether an organization is large (501+ employees) and small (500 or less employees) they are utilizing the web and/or internet as their source of recruitment, in which they are able to advertise job vacancies through their intranet and the worldwide web. Job seekers and/or candidates are able to submit their applications through an HR e-mail using the internet, or they post their resumes on career sites on the internet. Statistics show that E-recruitment of workers has become the new wave of this century for hiring personnel, because it reduces costs while attracting qualified candidates. The major benefit an organization can get from e-recruiting is lower personnel and/or operational cost; this is one of the main reasons for organizations adopting more flexible HR systems. By utilizing e-recruitment software to locate the best talent the organization is able to reduce following: cost reduction in recruitment efforts, improvement in organization branding and image, reduction in administrative burdens/errors, and more opportunities to recruit the best talent for the team. When using e-recruiting HR professionals have the ability to fill job vacancies much faster, in turn helps maintain productions. 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
In example, the recruiters and/or HR professionals can post a job opening within a 30 minute time frame on a career site such as www.ziprecruiter.com with no limits to the size of the advertisement and within minutes start receiving resumes of interested applicants.
According to Heneman, 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 (Heneman, 2006). Therefore, organizations need to ensure the applicant databases are updated with the best diverse talent to select from when vacancies arise. Organizations should also make sure they establish affiliations so that the portals are always prominent and updated with relevant candidates. Not to mention, it is important for various applicants to visit the organizations career site regularly to have a large talent pool to choose
from.
Mitigating Unintended Consequences
Although there can be many benefits to utilizing e-recruiting, there can also be some mitigating unintended consequences. The advancements in technology can be an advantage to many organizations and/or people but it can also have adverse effects and be an invasion of privacy. An example of E-recruiting having an adverse impact on people would be applicants ethnicities and/or minority group (Blacks and/or African Americans, Native Americans, Asian Americans, and Hispanic Americans). With that being said, employers and HR professionals need to keep affirmative action in the forefront of their minds when selecting applicants, because there are potential discrimination issues that can be associated with recruiting from websites. In turn, organizations need to implement an integrated applicant selection process when utilizing e-recruiting. HR professionals within the organizations need to ensure that their selection process stays within compliance of the civil rights laws. A great way for an organization to obtain more traffic on their website is by making their site more user-friendly. It is important for HR professionals to understand why it is imperative to develop a user-friendly e-recruiting career site. It has been proven that job seekers will not apply for a career opportunity simply because the site is too complicated to navigate through. Also when adding assessments to the application process on the organizations e-recruiting site HR needs to make sure the questions are not perceived as prejudice. As well as, job advertisements should be perceived as equal opportunities to all potential applicants applying via organization or career site. Yet, with the advancements in technology and skilled professionals and/or thefts privacy protection is a major concern for applicants and employers. Over the past decade identity theft has increased tremendously throughout the years. Whereas organizations need to implement policies to safeguard the privacy of current employees and job applicantsHRM 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
. Organizations should have various firewalls or virus protection software on computers, as well as system notifications for employees to change passwords at least every three months. Lastly, employees should be required to attend training sessions on why it is important to properly exit out of programs and/or company databases to prevent hackers from obtaining information.
Employees Psychological Contracts
According to Kavanagh, Thite, & Johnson (2012), psychological contract fulfillment is equivalent to employee satisfaction and retention rates, in which are important goals of applicants in the recruitment process. Employees’ like to share the vision of their employers’ and the beliefs of the organizations, as well as the commitments they made to them when they were hired. The information that is gathered and dispersed during the recruitment process determines the probability of a fulfilled psychological contract, which directly affects employee retention and satisfaction. The various beliefs that help to shape the psychological contract include the the role an employee holds, job performance evaluations and/or praise; social relations, i.e. customer and/or peer interactions; economic praises, i.e. raises, monetary incentives, and the culture of organization. According to Heneman and Judge (2006), one approach to use to ensure psychological contracts are fulfilled is a realistic recruitment.
Three Strategies to Attract High-Quality Diverse Candidates
With the technology advances today social media would be the first strategy organizations could use to attract candidates, i.e., LinkedIn, Instagram, Facebook, & Twitter. These social media sites would be a great avenue for organizations to announce expansions, job vacancies, mergers, etc. For Example when AT&T was going to buyout T-mobile the merger and/or acquisition could have announced as well as any vacancies due to the merger. Yet, another method that some companies have already implemented is applicant surveys in relation to the qualifications, the survey’s help to eliminate applicants that don’t have all the necessary skills needed for the position. Lastly, a strategy that a number of organizations use to help them stay within equal opportunity hiring practices would be diversity surveys based upon disability, ethnicity, gender and veteran status. Of course the survey if completed or not would not and cannot have an impact on whether or not the applicant is interviewed or ultimately hired. This strategy allows the organization to see if and how many people from diverse backgrounds are applying.
Two Websites With Attributes That Motivate One to Apply For a Job At That Company In my opinion, what attracts me to apply for a job on a website is the simple application process and the user-friendly website. A user-friendly website is a good branding tool that will attract more applicants to apply. It also demonstrates to candidates that the company is interested in new diverse talent. Chances are that if the website is user-friendly even if I am not selected for an interview for the first job I applied for I will still revisit the site and apply for other jobs. Two websites that I’m familiar with are www.ziprecruiter.com and www.careerbuilder.com. Recently, I have been using these two websites more frequently than others, because they post various up to date jobs and they email me regularly with any new postings. Both sites have a simple profile set-up process and you can few various job listings in other states. From there one can read the job title, the description of the job, company name, and sometimes a salary will be listed as well.
Security Controls
Most secure websites require that each applicant set-up a profile with a user name and password to protect their identity or personal information. This method seems to work, so I would implement this strategy to safe guard applicants as well. Another security measure I would adopt that is similar to banking websites is the time out screen. If the application is idle for a certain period of time the applicants information is saved where he/she left off, but they are locked out and must use his/her user name and password to get back in. The third security measure I would use is password reset; if the applicant has not revisited the site within a 3 month period his/her password will be automatically reset. A email will be sent to the applicant letting them know due to no activity on the site there password was reset and to access their application again they will need to click forgot/reset password upon visiting again. The last security control that I would implement would be the security questions software where you select personal questions from your past or present to be asked of you to access your application or information (Zeidner, 2007).
References
Heneman, H.G., Judge, T. A. (2006). Staffing Organizations (5th ed). Boston: McGraw Hill
(nd). Introduction to Online Recruitment. HRM: Guide Human Resource Management.
Retrieved August 23rd, 2014, from http://www.hrmguide.co.uk/recruitment/introduction_to_online_recruitement.htm Johnson, S. Advantages and Disadvantages of E-recruitment. Retrieved August 28th, 2014, from http://www.ehow.com/list_6049860_advantages-disadvantages-recruiting.html
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human Resource Information Systems. (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc.
Zeidner, R. (2007). HR Magazine: Making Online Recruiting More Secure.
Retrieved August 24th, 2014, from
http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/1207hrtech.aspx