Online Recruitment Term Paper

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¶ … Online Recruitment Study

Recruitment is a continual concern for companies in both periods of strong economic growth and weak economic cycles. Periods of rapid expansion require a large pool if qualified candidates (Lee, et.al.) (Smyth et.al) while strategically important roles including research and development, design and software engineering, and financial accounting and auditing are critical during a downturn to keep an organization competitive (Lee, et.al.) (Smyth et.al). Existing research in the area of online recruitment has centered on the usability, aesthetics and navigational aspects of recruitment websites and the marketing of both the company's culture and the open positions to potential applicants (Jensen, et.al.). Both empirical and theoretical research also center on the perception of navigational tools and applications, and the use of color, sound, motion including videos, and the existence of blogs and other forms of social media including participation on social networking sites to attract young and qualified workers (Smyth, 40). All of these forms of attracting potential applicants however ignore the more fundamental issues of using online recruitment, and these include ensuring a high degree of personal skills and strengths to organizational needs, often called the personal-organizational fit (PO Fit) a concept extensively used to evaluate all forms of recruitment, both in-person and online (Vuuren, Veldkamp, de Jong, Seydel, 1736). There are also the critical issues regarding safeguarding the security of applicant's information and the need to ensure a high level of compliance to security and auditing standards for content management systems (Lin, Stasinskaya, 3, 4). What organizations are increasingly finding is that there is a need for managing relationships online through both personalization and the ability to earn and retain trust of the organization itself and its use of the Web for recruiting employees (Rubaii-Barrett, Wise, pp. 25, 26, 28). On this latter point, there is the warranty online recruiting sites make of providing hacker-proof data repositories and data warehouses, and the emerging group of legal precedents also specifically state that any recruiting website that sells any personal information of an applicant without their approval is liable for personal damages and could be considered guilty of a federal felony

Lin, Stasinskaya, 8). The ability then to create websites that have a high level of security and also abide by these specific legal requirements takes more forethought than merely creating a search engine with job descriptions, and the use of attractive graphics to show the benefits and positive aspects of the corporate culture. Being in compliance to these applicant policies and also ensuring a high level of security for recruiting websites is critical in earning and keeping a higher level of trust over time with recruiting prospects globally (Ruiz, 10).

Empirical and theoretical research has also been completed that attempts to measure the effectiveness of varying levels of personalization applied to recruitment websites and the sections of a given company's websites as well. The findings show that the ability to create alerts that are sent automatically when a potential position of interest is posted is the most used application ((Jansen, et.al.) followed by the use of online resume building tools that resemble the commercially available uses of guided selling and sales configuration technologies (Bruyere, et.al.). These technologies are increasingly being used for the development of recruitment websites that are accessible by those with handicaps and are disabled (Bruyere, et.al.).

The uses of these navigational applications are also used in conjunction with online job listings, where the listings are considered to be parts of a "job catalogue" that is queried through these search engines by applicants. Monster.com's approach to this technology has gone through several generations where today the "catalog" of entries can be traversed using multiple taxonomies, depending on what the job searcher is looking for. This support of multiple taxonomies to organizing job descriptions and content is considered the state of the art in terms of managing recruitment content online. Having this functionality is made possible through the use of enterprise content management systems to manage the recruitment entries. This is part of the it infrastructure of the world's leading recruitment sites (Bruyere, et.al.). The implications of a recruitment website based on an enterprise content management system are the ability to deliver consistently accurate and precise searches, the ability to traverse its entries using any criteria included in the catalog of jobs, and the support of defining customized taxonomies of entries all contribute to a high level of personalization (Bruyere, et.al.). Enterprise content management systems are part of a more pervasive development of it infrastructures that are more pervasive in their support of development environments that allow for the creation of new, applicant-based applications and ensure a higher relative to security and confidentiality as well (Lee, 82). Resembling Service Oriented Architectures (SOA) these rapidly evolving it infrastructures that are used for creating recruiting websites that can quickly change to reflect the needs of job searchers and applicants by streamlining application development (Lee, 84) and also provide for the definition of entirely new taxonomies for organizing job openings, in addition to support for scalability.

How all these technological developments of recruitment platforms and it infrastructures relate to understanding the process of online recruitment is the ability of recruiting websites to align with the online processes applicants prefers to use in searching for a position. Empirical research has shown that the ability to offer employees multiple paths in terms of navigation through a recruiting site and also allow them to define simplistic processes including broadcasting their resume to companies of interest has significant potential in driving loyalty to a given recruitment website (Yakubovich, et.al).

Despite the many technological advances and the development of recruiting websites and the growing importance of it infrastructure, there is a corresponding requirement of making sure there is a strong connection between personal interests on the one hand and their fit to the organization on the other. This is often called the personal-organizational fit (PO Fit) and is critical for the long-term mutual satisfaction of both the applicant and the hiring company (Vuuren, Veldkamp, de Jong, Seydel, 1736). This research proposal will now define the advantages and disadvantages of online recruitment, implications of using online recruitment for finding applicants, and how both organizations and applicants or job seekers seek out positions.

Aims and Objectives

The processes used by job applicants and job seekers to find and apply to specific positions is the primary purpose of the proposed research project, concentrating on the use of online 3rd party recruitment websites and company-specific websites as well. Implicit in these processes is the interviewing of the job applicant by the hiring company, and an assessment of the company by the job applicant. Much of the cited research in this field has concentrated on the development of websites with intuitively-used and easily understood navigation, quick accessibility to job entries through online search and guided search tools, and the use of alerts for new jobs of interest. All of these technological features are being driven by enterprise content management systems that are in turn based on more pervasive SOA-like data and system architectures. This is certainly the case with Monster.com and other 3rd party recruitment sites.

What is missing however from all these applications and their personalization to job applicants is an assessment of the fit between a person's interests and the needs of the organization. The P-O Fit is the term used to define this variation and is a first objective of this research. Secondarily, there is the need to measure if personalization, in conjunction with the ability to re-define taxonomies quickly by applicants' interest levels, and re-defines the online applications for the specific preferences of the applicants. Third, the need for measuring how job applicants determine if a website is trustworthy or not from a data and identity security standpoint is also critical, and a maturity model of how job applicants over time grant trust to online sites is also a critical dynamic this research must address. Taken together, these three objectives form the foundation of this research effort. From an assessment of the P-O Fit, performance of personalization and its effectiveness, and the development of a model regarding how job applicants develop and continually grant trust to a job search website, the proposed research will capture specific insights into the advantages and disadvantages of the online recruitment and job search process. There are also insights to be gained from the implications of using online recruitment and its effectiveness, and ultimately how companies seek job applicants and how applicant perceive the match of companies to their interests and preferences.

Methodology, Including Research Methods

The methodology will be broken into two phases, concentrating on a pre-screening questionnaire delivered entirely over the Internet to a respondent base of graduate college seniors in business and engineering, two professions that have a dominance of job listings online. Recruitment will be completed on the college campus, and will be randomized in terms of selection of respondents so as to minimize sampling bias and the tendency of socially desirable response bias… [END OF PREVIEW] . . . READ MORE

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https://www.essaytown.com/subjects/paper/online-recruitment/40090.