Imagine this: It’s a Sunday and you are in a cafe having a nice brunch before heading out to do what you have planned for the day. You have been thinking for a while to change jobs and find one that suits you better. While you are sitting down you begin to read the newspaper and decide to give an eye to the “Jobs” area. In there you find many jobs but only two that spark interest. You circle the ad in the newspaper and you do an appointment with yourself to call on Monday to the offices. When Monday comes, you call the office and they tell you to pass by the front desk and leave your resume or CV. One day pass, you go to the offices and you deliver your resume with a smile and all hopes. For two weeks you get no calls until one day out of the blue you get a call to be interviewed. After the interview you are promised to hear back from them in two weeks. Then, you do hear from them but is not good. You have not been selected for the position. Now you have to go back and follow this whole process again with another job. Sounds exhausting doesn’t it? If it has taken you as an applicant all of this process, imagine what it’s like for the company who wants to hire one person but has over a hundred that have applied for the same spot. How exhausting can that be?
Yioula Melanthiou, Fotis Pavlou and Eleni Constantinou (2014) explain the process of recruitment (general sense) as a process of attracting, screening, selecting and, possibly, hiring the best employee that meets the skills and experience that the organization is looking for. Going through all of this process can be extensive and at the same time have a high cost. Not only companies have to attract but they have to find the mediums from which to attract people; that costs money. Depending where your “job ad” is exposed the cost can be higher or lower. For big companies a department is designed especially for this process but small companies that don’t have the revenue to spend on a separate department have to adapt informal and “ad-hoc” approaches. This creates a problem between the hiring process of big and small companies.
Nevertheless, a recruitment process is a multidimensional, long and time-consuming procedure that involves many decisions which at the end will affect the future of the company (Melanthiou, et al., 2014). Therefore, each company should have methods that meets the general method of the hiring process. Melanthiou et al. (2014) suggest the following methods as general hiring methods. These are:
- Job Analysis – Details the job description and specification.
- Job announcement- determines the medium where the job will be communicated and the amount of individuals it will reach.
- Development of application and acceptance of applicants- Procedure of necessary information and the collection of each.
- Final assessment and hiring decision- the best applicant is chosen.
- Induction and initial training- the last stage.
As we can see the traditional process is a long and tiring one, at the same time that it is cost consuming. As Melanthiou et al. (2014) argues, the process is a time-consuming, expensive and a risky task. Just imagine how time-consuming the process is if after going through it all, the applicant that was chosen decides to leave the company after one month. Before the internet, this was the process used for every company that wanted to find a new employee. Now with the help of the internet and the creation of social media the method has evolved to one we like to call: “E-Recruitment”.
How do you find this method? Do you prefer this method of hiring? If you were working in a hiring department for any company, how do you feel this method of hiring benefits?
⇒⇒⇒Want to know where I took my information from? Here, follow my references!⇐⇐⇐
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The Use of Social Network Sites as an E-Recruitment Tool. Journal of Transnational Management, 20(1), 31-49. http://www.tandfonline.com/doi/abs/10.1080/15475778.2015.998141?journalCode=wtnm20