Recruiter IT@Work says online recruitment is “extremely cost effective” in comparison with former print advertising. Internet advertising lets the Auckland-based firm build up a profile and advertise roles in depth for minimal money, even if it can mean firms can dispense with agencies altogether.
Director Sally Breed says its in-house developed system, similar to ResMan business management software, is more flexible than traditional manual systems, offering IT@Work the facility to build its own templates, edit, delete and archive positions almost instantaneously. It is also quicker than dealing with print ads.
For a recruiter, the issue now is not whether to use the web, but which website. Online advertising speeds-up the recruitment process dramatically. Jobseekers and employers can search and match more effectively and tools offer psychological profiles and ask questions to qualify responses in more detail, says Breed.
“The ease of accessibility of the internet can be a tremendous bonus, but the huge volumes of response can have a major impact. It is very important that we, as advertisiers, we have mechanisms in place to deal with response. Not acknowledging response within a reasonable period of time is a sure way to lose credibility for an organisation,” she says.
Frequently, Breed continues, in recruitment, there is often a compromise on the harder skills in favour of the soft skills. ‘Hire for Attitude, Train for Skills’ is widely acknowledged among employers.
“There is a danger [however] with e-recruitment that potential candidates who may have the softer skills are screened out. This is less of a danger with more traditional methods of recruitment where response is dealt with at a personal level earlier in the recruitment process, and a great cultural fit can be traded with some shortfalls on the technical side,” she says.
Breeds adds online recruitment is expected in the world of IT, but it must be combined with a human element as people are not numbers being through a totally automated process.