There are numerous methods of finding the right candidates for job openings. Traditionally, companies relied on methods like employment agencies and newspaper advertisements. But, today, companies have realized the benefits of using modern methods like Internet recruitment. The Internet presents new options such as job boards, professional/career websites and employer websites to recruiters to find candidates for different job positions (Cabell & Kremidas, 2010). Job seekers are also navigating these platforms to locate job opportunities, which match their skill sets. As Jackson Hotels Inc considers Internet recruiting, it is important to understand the advantages and disadvantages of this technology.
Advantages and disadvantages of Internet recruitment and selection
One obvious advantage of using Internet recruiting is that it saves costs and time. The faster information exchanges help to cut down the whole duration of the recruitment process. The Internet allows applicants to send their applications in a matter of seconds by addressing it directly to the employer’s email or using the employer’s job portal (Reynolds & Weiner, 2009). This also applies to the employer’s response and any further communication exchanges. This serves to save time to the applicant and the recruiter too. Further, electronic job postings are relatively cheaper compared to traditional recruitment methods such as employment agencies and print media.
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Another advantage of Internet recruitment is rich selection of candidates (Cabell & Kremidas, 2010). The Internet pulls together all people across the globe. This means that more people are likely to see the job posting. Therefore, highly qualified individuals will apply. This approach does not confront the geographic constraints imposed by traditional methods like newspapers and local employment agencies. Since many people apply for the job positions, the company enjoys the benefit of choosing the best from a larger pool of candidates. It is possible to choose the most qualified individual from the rich pool of applicants (Reynolds & Weiner, 2009).
This recruitment method has its own share of disadvantages. Because there are no geographic limits, anybody in any part of the world can see the job postings and apply. The employer may be overwhelmed with high volume of responses, some of which may be from unqualified applicants (Graham, 2000). The company may need to spend time, wading through each application.
To minimize the high volume of responses, the company must program its Internet recruitment software such that it automatically eliminates applicants that lack the minimum specifications (Reynolds & Weiner, 2009). This will help the company receive applications only from applicants that meet the minimum qualifications. By doing this, the company will be able to focus on individuals who qualify for the job.
The Most Suitable Online Recruiting Approach
The three main approaches to Internet recruiting are job boards, professional/career websites and employer websites (Cabell & Kremidas, 2010). Of all the three, a good functional professional website can serve as a recruiting hub for Jackson Hotels to engage and interact with candidates about the firm and employment opportunities. Today, most successful companies are using their professional websites to a consistent company and brand image to potential job seekers. In today’s competitive, candidate-driven market, top talents have become particular regarding whom they work for. In this light, a professional website serves as the basis for job seekers’ application decisions (Graham, 2000). To be precise, the best candidates tend to crave for information. They are interested in knowing about the company, its values and culture so that they can make informed choices. Therefore, a professional website is the best platform for Jackson Hotels to control the flow of this information and sell itself to prospective job seekers.
Prescreening Hurdles in Internet Recruitment
To encourage high quality applicants, pre-screening hurdles must be used. In this case, Jackson Hotels will use knock-out questions in its application forms. It is important to be clear about the job requirements and provide a concise view of the job roles. Using knock-out questions will help to directly address this key concern. For instance, if the company needs someone with a Master Degree, it must include a yes/no question asking applicants if they have it. This is the fastest approach of screening out people who are not qualified. In the same vein, this stage will aid in ensuring that applicants with inaccurate details are identified easily. By so doing, the company will largely reduce the time it will take to identify the appropriate person for the job. In Internet recruitment, the hotel will be vigilant to avoid costly errors that often come up during recruitment. Individuals with any form of weaknesses will be identified in time to avoid affecting the hotel’s productivity (Reynolds & Weiner, 2009).
Information that Jackson Hotels Should Provide
Jackson Hotels must provide all information pertaining to the job specification (Reynolds & Weiner, 2009). This includes the required qualifications and employee characteristics necessary for satisfactory performance of the defined tasks and duties. The job specification must give a detailed description of the job function and the responsibilities associated with the job position. Moreover, the company should provide information about the level of experience, knowledge and education required for the job position being advertised (Reynolds & Weiner, 2009). These types of information are important because they make it easier for the applicant to determine whether he/she is a good fit for the job. Also, this information helps the company show why they should choose one candidate over the others.
After Internet recruitment, the next step includes a series of one-on-one interviews scheduled to identify the most qualified applicants (Graham, 2000). Early interviews will be conducted, involving the hiring manager and the applicant. This interview focuses on the applicant’s work history, skills and experience. Additional interviews are scheduled with the executives, management and key staff of the organization. These interviewed are more in-depth as each interviewer focuses on a particular aspect of the job position to discover more about the candidate. The senior leadership conducts the final interview. Generally, these later interviews are extended to a small base of top applicants (Reynolds & Weiner, 2009).
Conclusion
Today, Internet recruiting has become the most preferred means of sourcing for new employees. Consequently, companies such as Jackson Hotels are closely heeding to their online hiring methods, with Professional/career websites proving a particularly effective in scouting for high quality talent. Indeed, Internet hiring has made it easy, fast and cheaper to prescreen and select potential candidates. However, as discussed in this essay,it comes with its own share of disadvantages. Through online platform, the hospitality industry can reach out to jobseekers with the appropriate qualifications they need. The hotel puts out all the job details, which allows all the interested parties to check on it and apply online. Even so, online recruitment is an informal method, which makes it stands a higher chance of attracting bad individuals.
References
Cabell, C. H., &Kremidas, J. (January 01, 2010). Internet Recruitment. Applied Clinical Trials, 19, 4, 68-72.
Graham, D. M. (2000). Online recruiting: How to use the Internet to find your best hires . Palo Alto, Calif: Davies-Black Publ.
Reynolds, D. H., & Weiner, J. A. (2009). Online recruiting and selection: Innovations in talent acquisition .Chichester, U.K: Wiley-Blackwell.
