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Internet Staffing methods versus Traditional Staffing Methods Essay Sample

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Internet Staffing methods versus Traditional Staffing Methods Essay Sample

Introduction:
In light of the drawbacks of traditional methods and ever-increasing reward of innovative technology this intends to wrap up that the use of internet staffing has now become essential in the aggressive environment of organizational behavior for the market. Social media recruitment assists an employer to yield more candidates for vacant positions within an organization. The benefit of implementing the internet as a staffing mechanism has an astonishing influence on the broadened field of information which includes the selection of potential candidates. As traditional mechanisms are utilized in the recruitment and selection practices within an organization, the benefits include the offering of a well-organized and successful tool for availing an organization within the labor market.

The traditional stages of the staffing procedures which are pertinent to decision making within available applicants include the elements of selections (analysis and appraisals), personal/interviewing scores, prospect, and recruitment (recognition). Essentially, the recruiters established within an organization implement tools of their selection and recruitment processes. For all intents and purposes the traditional method of staffing promotes an organization’s ability to get a thorough look into candidates qualities opposed to relying on a computer generated based format to figure out the qualifications of an individual.

Social media recruiting promotes the implementation of technology for employees to be granted the opportunity to find out information pertaining to a potential candidate via social media network sites. The World Wide Web is an interconnected network of experienced professionals from various locations throughout the world, and allows a way to scout qualified individuals with a sense of validity. The overall effect incorporates staffing selection tools (e.g. Facebook, Google, Twitter, and LinkedIn) to provide a sense of competiveness within the realm of internet job marketing.

The search for the right candidate in a diminutive period of time is what many hiring managers strive to achieve. However, hiring the right candidate is a procedure that can’t be rushed as the methods relevant to cost, time, quality, and retention must be thoroughly examined. Traditional staffing methods rely on newspaper ads, word of mouth, and internal advancements were as, technological advances have provided employers the opportunity to divulge into potential candidates via social media networking sites. Collectively, in effort to amplify the networking and employment opportunities, both traditional recruiting methods and internet recruitment must be utilized to target candidates. Problem:

Traditional recruiting methods disregard the benefits offered through internet staffing methods in relation to quality, retention, time, and cost. From the candidates’ viewpoint, there are issues within the recruitment funnel. Initially, as potential candidates enter the recruitment phase there’s a superabundance of insignificant information which is time consuming for the candidate as well as, the organization. Search engines are remain fairly direct instruments that are costly however; the ability to retain an individual based on continually advertising vacancies is a benefit for employees. The problem(s) within strategic staffing involves the choice to rely on internet staffing methods compared to traditional staffing methods as many organizations must choose how to advertise themselves and their openings. Essentially, I take the position that social media has the most effective, least time consuming, and highest retention rate as the recruiting mechanism helps an employer attract more candidates to their open positions.

While social media recruiting offers the largest pool of potential applicants, the troubles of relying on this mechanism is the possibility of violating looming discrimination and privacy laws. The benefit of utilizing social media recruitment is the leverage that this mechanism has over traditional methods of recruitment. The problem with utilizing social media recruitment is that the gathering of candidates from Face books other sites may offer a long list of potential candidates which might prove time consuming. The benefit is the younger demographic will offer a fresh and innovative perspective for a company however; the potential problem is the accusation of ageism might deter experienced candidates as they lack the social knowledge of these sites. While, social media recruitment has the ability to lack the quality of potential candidates due to referrals made through LinkedIn as the candidates’ friends/business associates the overall benefit is that a good employee might yield through the contact.

The challenge of traditional methods of recruitment is the vetting and screening process is time consuming. The problem with the traditional method of recruitment includes the time spent on each applicant’s personal qualities versus allowing the internet to sort it out. Overall due to the time, cost, retention, and quality the traditional staffing methods have lessened favor for granting and utilizing web-based solutions to find the primary source for higher-quality candidates. Social media allows both companies and candidates a way to conduct research, market themselves, and create a superior candidate pool. Essentially, the problem with relying on online job submissions for recruitment is one that leaves candidates waiting for a call or reply back for an interview while traditional methods of staffing allows for an organization to get a closer look into a person’s qualities versus relying on the internet to figure it out. Topical Area:

The problem with internet staffing methods versus traditional staffing methods relies on the topical area facilitating valuable employees. The pivotal and remarkable influence that each staffing method has involves every field of information including the staffing selection of workers. According to information obtained from ‘Staffing in the 21st Century: New Challenges and Strategic Opportunities,’ addresses the modern organizations challenges within staffing struggles stemming from increased knowledge work, competition for applicants, labor shortages, and workforce diversity. While the ability to obtain valuable employees in the recruitment process, the elements rely on a depiction of the recent expansion of the Internet as a mode in commonly utilized staffing and selection methods. “Yet, despite such critical needs for effective staffing practice, staffing researchcontinues to be neglected or misunderstood by many organizational decision makers”. By this, staffing mechanisms entail acquiring the appropriate personnel, with the suitable aptitude, ability and skill, who meet the needs of the organization.

Studies show that solving these dilemmas requires staffing scholars to expand their focus from “individual-level recruitment and selection research to multilevel research demonstrating the business unit/organizational-level impact of staffing”. Internet Staffing Methods versus Traditional Staffing methods vary on the ability to interconnect a network of experienced professionals from those that are found valuable employees within an organization. This staffing variation focuses exclusively on the identity of the entire scope of management of internet staffing methods versus traditional recruitment methods. It represents a major subcategory of valuable employees and distinguishing the integrated staffing solutions. Job candidates must be found, recruited, and selected and the entire scope of utilizing validated screening and selection assessments, via social media versus traditional staffing recruitment methods. Next, according to ‘Internet Research and Recruitment Testing: Current Status and Future Directions,’ the question is raised pertaining to internet selection and the ability to integrate staffing solutions to yield a valuable employee.

Research insists that potential employees view internet selection methods as the connection or lack thereof between social media within an organization and the lack of finding a meaningful employee. Valuable employees can be found through traditional methods versus the mentioned internet methods as the best practice in recruitment and selection is most efficient and effective according to the information obtained through this article. Several assumptions have been made pertaining to the traditional recruiting methods as they miss the benefits of internet mechanisms in selecting a valuable employee. One assumption associated with Internet recruitment and the outcome that a valuable employee will prevail is that the internet can assess the candidates’ qualifications. According to the research from this study, the internet recruiting methods makes it easier for the candidate however; evidence is lacking in the ability to produce quality employees. Essentially, while the internet facilitates the recruitment of high numbers of applications as they can attract to a posted position however; the guarantee that the employee will prove valuable isn’t granted. “Although the cost ratio is likely to differ from situation to situation, and internet recruitment and traditional recruitment aren’t monolithic approaches, a researchable estimate is that internet recruitment is 1/10 of the cost of traditional methods.

By this, there isn’t a clear and concise mechanism that validates that one selection method (i.e. assessment) will correspond with higher quality of workers or performance. There are no such said perfect predictors. Essentially, it is clear that internet technology is one of the methods utilized within recruitment however; the social media recruiting attraction doesn’t guarantee that a quality employee will result from the large pool of said applicants. Next, the article ‘Traditional Recruiting Methods versus Modern Recruiting Methods’ realizes the importance of recruitment as one of the most vital tools that a company does. The element of recruitment and the hopes of excelling surpass the competitor through yielding a quality employee is questioned. The overall goal is to ensure that the organization continues on strong, long after “you’ve moved on, by taking the time to attract, screen and secure the best job candidates” (http://tribehr.com/blog/traditional-recruiting-methods-vs-modern-recruiting-methods).

Traditional Recruiting Methods rely on placing job vacancies in the local paper, postings at the local employment Office, and Using Temp agencies in hope to find quality employees through an extensive candidate database. Unfortunately, the mechanism tested within this study states that “hiring internally is a time-tested way to ensure you have the right person for the job, and is also probably one of the easiest. Making a decision can be difficult, and hiring internally can cause problems, but the savings in recruitment and training costs can be significant” (http://tribehr.com/blog/traditional-recruiting-methods-vs-modern-recruiting-methods). Hiring internally is a time-tested way to ensure you have the right person for the position, and it also probably one of the easiest. Finally, the internet recruitment strategy versus traditional recruitment strategies state that recruiting participants in research studies “can be unbelievably difficult and frustrating at times, for many studies, no participants means no data, which means no study”.

The question remains on how to solve the problem of successful recruitment strategy and as the nature to employ internet based on internet mechanisms and the quality of potential valuable employees. The primary consideration, within the study is the collection of data and information as the benefits are afforded by the Internet in terms of anonymity was important. According to the text, “the core staffing process has several components that represent steps and activities that occur the course of these flows. The initial stage in staffing is recruitment, which involves identification and attraction activities by both the organization and the applicant.” By this, even if optimal recruiting and selection mechanisms occur they will be of minimal value to an organization if the valued employee departs their position. Causes:

According to the text, “each recruiting source has strengths and weaknesses. Determining the best method for an organization entails assessing the costs and benefits of each method and then selecting the optimal combination of the sources to meet the organization’s strategic needs.” Identifying the cause of recruiting metricsinvolves an organization’s ability to continually promote job vacancies using promotional formulas from 10 years ago is applying old style thinking and mechanisms to this new era of recruitment sources as it will not produce optimal results. Of the potential recruiting metrics for different sources (e.g. applicant initiated, employee referrals, employee networks, advertisements, employee websites, colleges and placement offices, and employee agencies) each will provide conclusive data pertaining to the type of applicant drawn by each method compared. Despite computerization there are still significant processing problems as the internet has widened the recruitment stages and allowed more applicants to enter, those applicants can’t offer useful data in how the application procedure works and the efficiency.

According to the text, the cause of sufficient quality is one that “recruiting methods link employees to a database of employees with exceptional skills that will enable an organization to save money on screening and selection process. But if the search is too narrow, the organization will likely be engaged in a long-term process of looking.” Efficiency and effectiveness are collectively imperatives of any organization and as sourcing candidates becomes more and more complex does the need for metrics that prove which sources and procedures work better than others. Essentially, a considerable amount of time and attention has been conducted on the effectiveness of various recruitment sources and can be utilized in mitigating which sources are more effective. According to the text, there are some disadvantages associated with the technology involved within online recruitment. Some disadvantages are the need for Human Resources staff to have additional training to utilize new tools and be prepared to communicate electronically, as online recruitment is costly as the organization might incur costs if it is not well equipped within the market.

Additional concerns may be high-end work categories are hard to pinpoint on general selections for most work sites and one of the most difficult disadvantages to overcome is the selecting officials’ decision to hire based on a resume versus face-to-face interviews. The problem is especially true where enterprise technology is involved. Requesting upgrades to a recruiting process, such as adding functionality to a career site, can take a long time, perhaps even several budget cycles if there are a lot of competing corporate priorities. “An important source of information in designing and implementing an effective recruitment system is applicant reactions. Both attitudinal and behavioral reactions to components of the recruitment system are important (http://devry.vital source.com).” The clear and concise reason for utilizing on-line recruitment would be instantaneous access to wide pool of applicants. Conclusively, the description of the causes of the problem of internet versus traditional recruitment methods include a lessening of time that it takes to get the message to a targeted area. Additionally, it takes little time to set up an account on the internet and get the job search initiated.

The cost ratio of internet advertisement versus traditional methods (e.g. newspaper, etc.) may also incur greater costs. According to the text, the perfect person/job match is another potential disadvantage of online recruitment is the relationship between the application/interviewer and the first impressions. A resume is the first impression that will help determine whether or not you have the required KSAOs. Most organizations would want the education and the experience listed on the resume that made the potential candidate and valued employee to be the right person/match for the position. The effective recruitment planning activities should ensure that electronic links promote recruitment process as one that’s managed since applicants can view opportunities, look at job descriptions and relative details, and the potential to submit letters and resumes online. Solutions:

Technology has made the biggest impact on the realm of recruitment over the past decade; to include altering the rules of the recruitment process. The consequences to the organization in the next year, two years, or more if nothing is done differently is the continued aspect of the process, ranging from attracting clients, and candidates through advertising vacancies. This is not in the least surprising benefits of on-line recruitment boost efficiencies in time and time and money as well as having a global outreach which might lessen the platform for candidate and client interaction. A more desirable state of affairs (behaviors); compared to attracting online candidates would be to incorporate a professional perception of a more traditional and personal approach, albeit utilizing processes which deliver this perception. To leverage the organization, one should utilize the benefits of on-line recruitment and the efficiencies in time and money through offering a system that focuses on personal communication.

To achieve this staffing process, the staffing system could incorporate a follow up telephone call to the potential candidate to promote a personal touch. This should be done by the hiring manager to the potential candidate to promote a sense of improving a formal talent management strategy. The consequence if changes in recruitment aren’t made will result in ineffective staffing processes and developing how to understand communication message of job vacancies. The first step initiated by the hiring manager is to identify the administrative issues within the recruitment process and implement a process of interacting with the selectees. Research proves that for first time more than half of potential candidates focus on utilizing the internet as their port of call when searching for a position. The consequence of utilizing this mechanism is that the ability to attract the best candidate is often one of the innovative disadvantages of technology. While the web presence alone generated client and candidate traffic, the consequence involved maximizing this through effective content management to optimize the search engine. The second action steps that will leverage the organization toward the more desirable state in recruitment should ensure that visuals, features, content, and functionality draw the user to engage fully.

This should begin during the internal recruiting process as the organization (hiring manager, staffing talent management, and internal recruitment team, etc.) should draw in the user on a regular basis. A content-rich recruitment site should incorporate comprehensive career and interview advice to potential candidates to encourage return visitors with useful links which include a favorable candidate experience. Recruiters need to ensure when presenting the vacant position that the branding is consistent and the message is delivered clearly and concisely. It is pertinent that the job application process is simple and intuitive. Additionally, in a few years the consequence to the organization if nothing is done will communicate much more than the latest list of vacancies. This has the potential to place the candidates’ expectations on online recruitment and ensure that appropriate follow-up contact is another.

It is very early to judge now what effects social networking may have on the online recruitment mechanism but it is definitely an area to watch. It is undeniable that social networking is a phenomenon, but its overall effectiveness over time as a recruitment tool remains questionable. The biggest change in online recruitment as a result to these technologies is therefore on the relationship between candidates and recruiters. To attract the best talent, recruiters need to reach the maximum number of quality candidates with consistently branded and attractive vacancies, all backed up with a visible and persuasive online presence. It is imperative that the internet will not eliminate the human function in recruitment and recruiters will still play a vital role in establishing a rapport with candidates with successful recruitment mechanisms.

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