There have been many debates in recent weeks over the demise of traditional recruitment methods. More and more companies are using the internet as a solution to their recruitment needs. However, research has shown that only 1% of recruiters view it as an appropriate method for professional positions.
Taylor Harrison agrees that it would be foolish not to consider new technology and how it can be incorporated into an organisation's recruitment strategy. However, the internet should be seen as an enhancement not as a replacement for more traditional approaches.
The key factor in the search-and- selection approach is that the candidate is not actively looking for a change of role. In these circumstances the internet would not be appropriate. What it does do is improve the speed of communication, proving a valuable asset when working globally.
Undoubtedly the electronic age is taking away the drudgery of recruitment – aiding the processing of CVs, taking care of the response to candidates, handling diaries and so on. It cannot however replace the assessment process. Questions like “Is the candidate suitable for the job?” or “Will they fit into the organisation's culture?” are still reliant on a human decision.
Organisations will continue to rely heavily on the expertise of search-and-selection specialists. Recruitment firms need to be aware of the value that the internet can add to clients' recruitment processes and advise them accordingly. The whole issue is one of speed, which can be vital when trying to source a particular candidate for a senior specialist role. The use of the internet alleviates the difficulties experienced with time differences and the exchange of important information when working world-wide.
It does not replace human interaction and even videoconferencing cannot replace the one-to-one interview process.
With investment firm Weisel's suggestion that the worldwide market for online recruitment within three years will grow to $30bn. It would be wise not to discount the importance of these technological advances. As part of the recruitment industry we should see erecruitment as an opportunity to enhance the whole process not as a threat to our futures!
