The 21st century has seen a shift from the current way of recruiting to online recruiting. The introduction of Information Technology and the world wide web has brought about changes in the way we live and work and in the case of human recruitment this is no different.
In today's Competitive environment Organisations are looking to hire people quickly and cost effectively. Along with other business functions, Companies, are turning to the Internet for a competitive edge (Hatcher 2002 83-84). Online recruitment method have become increasingly popular with both employee and employers alike. If used properly the internet can help the company to hire top talent at a lower cost, which reduces time and recruiting cost. Across the Globe, candidates are able to apply for a job regardless of the Geographical region. By attaching their C.V. and submitting an application form by the click of a mouse, their application could reach anywhere in the world to the potential employer who will be able to access the application form (Felstead Ashton Green and Sung 2004 58).
The aim of this project is to investigate the weakness of the traditional recruitment process within organisation and try and come up with a solution that is cost effective, user friendly, allowing them to hire top talent and which will give them a competitive edge using the concept of Soft System Methodology (Dore 2003 91-102). In order to gain access to information, I will be speaking to a number of organisation within East London that are still using the traditional recruitment process, ones that have moved on from this process and ones that are thinking about moving on from this process. I will also be speaking to employment agencies in and around East London and from the internet.
It's unfortunate that the recruiters are sometimes in a situation that is not always simple. Rather many elements are there that enter their decision making in assuming the candidate being a good fit for the organization. Even though the interviews are part of any job search process, summaries of research or interviewing have concluded that the reliability and the validity of the interviews are generally low. In spite of its popularity, the interview is expensive, inefficient, and usually not job related.
Most specifically, a review of the research concludes that the prior knowledge concerning the applicant can bias the interviewer's evaluation and that the interviewer time and again holds a stereotype of what represents the best fit. Furthermore, the interviewer more often than not tends to favor applicants who share his or her attitudes and views about different things and the manner in which the applicants are interviewed is more often than not influences the evaluations. Furthermore, bias is also observed in the order wherein the information is obtained after which too much weight is given to negative information. Also, the interviewer may make a decision as to the applicant's suitability in the first few minutes of the ...