Understanding Internet in People Management - Report Example

People Management Table of Contents Table of Contents 2 Internet as a Means of Recruiting Managers and Professionals 3 Recruiting Through Social Networking Sites 4 References 6 Internet as a Means of Recruiting Managers and Professionals The development and the usage of internet has significantly boosted in the last few years. More and more people are accessing the internet for numerous reasons. Among those reasons, recruiting stands out to be a noteworthy cause. It is being preferred by companies as well as applicants to search for the appropriate options. Bringing down the chances of ineffectiveness in the global marketplace is perceived to be the main benefit of internet. This medium proves to be quite effective because of the improvement in swapping over information among the buyers as well as the sellers. Internet recruitment has characteristically given emphasis to executive, professional as well as for technological designations among numerous industries. However, this form of recruiting is observed to be adopted by the technological sector on an extensive basis. Internet recruiting increases the scope of individual employment choices and also enhances the procedure of recruitment for the companies as well. Internet helps in offering a large database for eligible candidates and thus makes the process more well-organised as well as cost saving. Employers or companies no more require going through the tedious as well as time consuming chore of matching the suitable applicant with the job requirements. Internet recruitment is also considered to be effectual as it removes the geographical barriers. The technology of internet helps to connect and interact with people across the globe. Therefore, the appropriate candidate can be reached to in spite of the geographical differences. Previously, it used to take several months for people to choose the right job, as they had to go and personally visit offices in order to apply for the jobs. However, internet has made the process much easier as jobs can be applied in various organisations engaging minimum time. Internet is said to generate the benefit of offering present information in a proficient and timely method. Internet is also perceived to be a means of advertising which involves quite less expenses and even offers the benefit of real time as well as paperless operations. Internet recruitment is being favoured and adopted by the global companies widely owing to the advantage of trimming down the expenses related to recruitment, accelerating the process of recruitment and saving time and also helps in recruiting highly skilled candidates. Recruiting with the assistance of internet not only trims down the expenses but also makes easy the task of evaluating numerous resumes as well as carrying out huge number of interviews (Maurer & Liu, 2007; Haas & Et. Al., 2001). . However, there are few downsides associated with this system of recruiting. Internet recruitment helps in recognising the suitable candidate but does not make available the assistance of performing background verifications or interviewing the candidate personally. These procedures are significant as these help in evaluating the behaviour along with the attitude which is considered to be crucial in order to select qualified candidates. This form of recruiting proves to be short of the personal touch with the candidate which makes the process of evaluation tough for the Human Resource (HR) professionals. The quantity of resumes needed to be assessed is escalating noticeably. And lastly, one of the major limitations in this kind of recruitment is maintaining discretion. The information of the candidate is posted and available on a number of websites which increase the chances of infringement by the hackers. Although, there are certain drawbacks associated with the process but it can be observed that the advantages surpass the drawbacks. Therefore, internet recruiting can be stated to be the most effectual medium of recruiting managers as well as professionals (Pearson, 2011; Richardson, 2010). Recruiting Through Social Networking Sites Social networking sites are becoming great means of recruitment for companies. Sites like Facebook, LinkedIn, Twitter and Myspace are being used in the process of recruitment as they present fresh means to locate and bond with the inert candidates. These sites especially Facebook, assists in providing an understanding about the character of the particular individual. With the growing use of internet for recruiting, the social networking sites have also developed to be among the strong platforms of recruiting for the recruiting professionals. It was always a tough task to search for suitable candidates according to the job requirements and this problem is just getting tougher. It has been learnt that people tend to change jobs quite frequently which is adding more to the problem. This attitude has been said to give rise to unexpected and abrupt gaps which might interrupt the development as well as productivity of the company. Therefore, the gaps need to be filled immediately so as to prevent the companies from suffering losses in terms of growth and production (Taleo, 2011; Stanford University, 2009). The competition with regards to ability is increasing and so the process of recruiting is being growingly considered to be a crucial function. Therefore, owing to such reasons, the recruitment process needs to be conducted fast. In such impending circumstances, recruiters who comprehend the way to make use of the online graph of social networking sites acquire a great advantage. The fact is that majority of the people look for jobs with the help and assistance of people who are known and tend to agree to job opportunities that are offered by such known people. Making recruitments with the help of online networking sites take into concern the benefit of such mentioned actualities and thus, make the course of selecting candidates according to the job requirements much faster and more proficient as well as well organised. These social networking websites provide chance to an employer to collect initial information regarding a particular candidate being considered for the job prior to any exchange of words. Recruiting with the help of internet can be said to be a random process where the initial selection is made on the basis of the resume. Whereas, recruiting with the help of social network sites helps to assess the candidate on personal as well as professional level because of the access to additional information regarding the candidate. This helps the recruiters to evaluate their attitudes as well as uncover objectionable behaviour characteristics. The social networking sites can also be considered to be resourceful and reliable as suitable candidates can be reffered by known people or rather more information can be collected from people found to be common between the candidate and the recruiter. These websites also help to reach candidates, who could not have been contacted other than this medium, by the recruiters. This method of recruiting is also considered to be less expensive in comparison to the other ways of recruiting. It also makes the job of the recruiters’ simple by helping them to aim at such candidates who have been assessed to possess the particular skill and expertise needed for the job (Fishman & Morris, 2011; SHRM, 2011). References Fishman, N. & Morris, J., 2011. Recruiting with Social Networking Sites: What you do know can hurt you. Employee Screen IQ, pp. 1-4. Haas, C. T. & Et. Al., 2001. Impact of the Internet on the Recruitment of Skilled Labor. Center for Construction Industry Studies, pp. 1-49. Liu, Y. & Maurer, S. D., 2007. Developing effective e-recruiting websites: Insights for managers from marketers. Kelley School of Business, pp. 305-314. Pearson, 2011. Internet Recruiting. Staffing, pp. 1-27. Richardson, M. A., 2010. Recruitment Strategies. Managing/Effecting The Recruitment Process, pp. 1-24. SHRM, 2011. SHRM Research Spotlight: Social Networking Websites and Staffing. Shedding Light on the Business of HR. Stanford University, 2009. Social Recruiting. Transforming the Way We Do Business, pp. 123-142. Taleo, 2011. Social Network Recruiting: Managing Compliance Issues. Social Networking: A Recruiting Revolution, pp. 1-5. Read More