Pros & Cons in Recruitment Methods

 Online Recruitment Method

Advantages: -

1. Armstrong (2012) has stated the below points as advantages of the online recruitment process.
2. The possibility of attracting a wider range of potential candidates
3. Fast and cost-effective compared to the advertising method
4. More details can be provided on the site and collect CV’s and applications electronically which is easy to match
5. Candidates can be attracted by using the corporate website
6. Can be used keywords when searching

As per Kaspe et al. (2012) below points also can be mentioned as advantages.

1. Wider access and geographical spread
2. Good chance to find the right candidate with greater effectiveness
3. Accessible 24/7 hence no waiting time
4. Time-saving and cost-saving
5. Relatively cheap
6. Access passive jobseekers
7. Reduction of unqualified candidates
8. More opportunities for smaller companies

Wilkinson, A et al. (2019) has stated that 68% of job seekers use their mobile to search the internet on this topic also an advantage.

Disadvantages: -  

Below points are some of the disadvantages mentioned by Armstrong (2012)

1. Can receive a large amount of irrelevant and poor applications
2. Creating websites are expensive and still, need to use of other media to direct the traffic to the website
3. Employers must manage their own profiles on social media

Further, Landers, et al. (2016) also have mentioned the issues that can come up with the reliability and validity of the information.  In addition to that Landers et al also mentioned the legal issues that can come up in the information published on the internet.

In addition to the above points, Kaspe et al (2012) also highlighted a few disadvantages of e-recruitment.

1. Screening and checking will be a difficult task since a huge number of applications
2. Difficult to reach candidates who don't have internet facilities and literacy
3. Sometimes Organizations cannot fully depend on this method

Wilkinson, A et al. (2019) has stated that 68% of job seekers use their mobile devices to search the internet on this topic also an advantage.

Advertising Method

Advantages: -

Possible to attract those who are not actively looking for a job (Armstrong, 2012)

Disadvantages: -

Valid for a very short period of time (Armstrong 2012)

 

Recruitment Agencies

Advantages: -

Since they have an established pool of candidates, it is always convenient and saves time if this method is used for recruitment (Armstrong 2012)

Disadvantages: -

If the pool of candidates with an agency is limited, there may be poor quality of selection (Armstrong 2012)

Consultants may be encouraged to submit applicants that do not match the role of the consultant, the role, or the client to provide professional services and earn a fee (Nankervis, 2020).

 

Job Centres

Advantages: -

Armstrong (2012) has highlighted this method as a free option with many choices

Disadvantages: -

Limited to relatively routine jobs is something mentioned by Armstrong (2012) as a disadvantage

 

Recruitment Consultants  

Advantages: -

As per Armstrong (2012) organizations can take the advantage of utilizing the expert knowledge had with recruitment consultants and reduce the workload

Disadvantages: -

Organizations have to pay for the expert knowledge having with consultants and it is expensive (Armstrong 2012)

 

Executive Search Consultants  

Advantages: -

The possibility of reaching top-level people is an advantage of this method (Armstrong 2012)  

Disadvantages: -

Due to the high cost, this method can be used only to fill vacancies having in top-level jobs is a disadvantage highlighted by Armstrong (2012).  

 

Recruitment Process Outsourcing  

Advantages: -

As one of the advantages of this method Armstrong (2012) indicates, that involvement of outside experts to handle the recruitment process can save time for the HR team, and therefore HR team can engage with more value-adding tasks.

Disadvantages: -

One disadvantage may be that the outsourcing company may not be able to understand the real issues and deal with them, which can lead to loss of control (Armstrong 2012)

 

Educational Establishments  

Advantages: -

According to Armstrong (2012), this can be known as the main channel of finding future talents.

Disadvantages: -

The investment to be made to conduct recruitment campaigns is more compared to other methods (Armstrong 2012)

 

 

REFERENCES

 Armstrong, M 2012, Armstrong’s Handbook of Human Resource Management Practice, 12^th edn, KoganPage, UK, ISBN 978 0 7494 6550 6.

Kapse, AS et al. 2012, ‘E-Recruitment’, International Journal of Engineering and Advanced Technology, vol. 1, issu. 4

Landers, RN et al. 2016, Social Media in Employee Selection and Recruitment, Springer, Switzerland.

Nankervis, A 2020, Human Resource Management: Strategy and Practice, 10^th edn, Cengage, Australia

Wilkinson, A et al. 2019, The SAGE Handbook of Human Resource Management, 2^nd edn, SAGE, UK.