Online Recruitment
With the increasing use of technology, the internet has become an integral tool on which to advertise vacancies. Before considering whether you should use application forms or CVs, you need to consider if you want to allow candidates to apply for the vacancy via the internet or via paper based applications
Benefits of online recruitment
- the wide accessibility of the internet means the selection pool is broadened
- recruitment costs are reduced
- recruitment time is reduced
- vacancies can be advertised across several websites
- it can provide up to date information about your company as well as company culture (See CIPD website).
- vacancies are available 24 hours/day thus increasing accessibility
- for more information see CIPD website
-
Back to top
Limitations of using online recruitment
- although the selection pool is widened, it is still important to bear in mind that not everyone has access to IT; hence, online recruitment could be regarded as an unfair employment practice towards those without access to IT
- it has been found that young white males are more likely to use company brochures for information as well as application forms; women and ethnic minorities, on the other hand, tend to find the same information online (See R.L. Hogler, C. Hencle and C. Bemus, "Internet recruiting and employment discrimination: A legal perspective", Human Resource Management Review, Volume 8, Number2, 1998, pages 149-164).
- because of its easy accessibility, you could attract unsuitable and/or inappropriate candidates
- you could exclude suitable applicants who do not want to apply for vacancies online due to security fears
- you could exclude those who are not familiar with technology or cannot fully use technology, for example, groups with disabilities
- the process can become/feel impersonal, which can in turn put some people off
- candidates can be turned off by applying if the website is poorly designed or if they encounter technical difficulties
- candidates can be lost if your website doesn't show up above the search engine ranking of your competitors.
-
For more information see the CIPD website
-
Back to top
Tips for using online recruitment
evaluate and monitor your online information; you can also ask for applicants to provide their feedback on how they found the process, which could help refine the recruitment process
vacancies should be up to date; if there are no vacancies, that should be stated
simplify language and avoid jargon where possible. However, this depends on the type of job; some jobs require you to be well versed in the jargon and aware of legal expressions
spend the same amount of time on the online copy as for the printed copy
you should consider having a policy for dealing with unsolicited applications
important phone numbers and emails should be provided and made accessible for technical problems
consider the appropriate places to advertise vacancies (see Outreach)
consider what key words applicants will use to search for jobs on search engines, making it easier to find your vacancy
ensure that enough information regarding the recruitment guidelines are provided to your candidates keep other website material up to date
a secure information policy is required to prevent theft of personal information
ensure that your website complies with the W3C Web Content Accessibility Guidelines (WCAG 2.0) in order to achieve maximum accessibility
Social networking sites
- It is becoming more common for employers to use various social networking sites e.g. Facebook, Bebo, to find personal information about prospective employees. However, if social networking sites are being used to determine the appropriateness of a prospective employee, there are also guidelines to be followed (see CIPD website).
Potential problems
- the Data Protection Act (DPA) can be breached if candidates' personal information is not being processed fairly
- candidates' trust and confidence can be breached
- claims for discrimination on any unlawful grounds
- does it fit your organisation's image?
Tips for using social networking sites
consider whether the information can be obtained through alternative means
consider if the information provided on the candidates’ social networking sites are relevant for the job they are applying for
if the information is relevant, it is advisable to make candidates aware that their profile will be checked as part of the vetting process
Legal issues
Accessibility
Failure to meet Web Accsessibility standards will put you at risk of action under the Equality Act. The relevant provisions relate to organisations as providers of goods and services, rather than as employers. However, it is good practice to ensure that any company website meets the W3C Web Content Accessibility Guidelines.
