The Most Important Medium for Organizational Recruitment

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 DATE \@ "d MMMM yyyy" 14 March 2015
The Internet: the Most Important Medium for Organizational Recruitment
Organizational research has increasingly focused on how to effectively recruit job seekers to create an optimal pool of applicants to fill job vacancies (Carlson, Connerley, & Mecham III, 2002). Various economic and organizational factors, including low unemployment, increased workforce diversification, and globalization have made the competition for quality labor increasingly fierce (McConnel, 2002). In the face of these developments, a new tool has emerged to facilitate organizational recruitment efforts, the Internet. The Internet has now become the most important medium for organizational recruitment (Anderson, 2003).
Galanaki (2002) defines online recruiting (or cyber recruiting, e-recruiting, or Internet recruiting) as “the formal sourcing of job information online” (p. 243). According to Galanaki, this “formal sourcing” generally consists of 1) adding recruitment pages to existing websites that can be navigated by job seekers, 2) purchasing job advertisements in traditional media that will also appear on their websites, and/or 3) purchasing space on dedicated online job boards (e.g., CareerBuilder, Monster) that act as intermediaries between the job seeker and the employer. A fourth aspect of online recruiting that should potentially be considered is the use of social media (e.g., Facebook, Twitter, LinkedIn) to share information about job openings, which is on the rise among organizations in the past few years (Kaplan & Haenlein, 2010). Internet Recruitment Preference
Two major reasons that individuals prefer the Internet as a recruitment method is the ability to look through a large number of jobs with dramatically reduced exit costs, and that the job search is less likely to interfere with current employment (Kaplan & Haenlein, 2010). These job seekers are considered “passive” job seekers in that they are not necessarily in need of a new job, but they would be willing to take one. Prior to the use of the Internet as a recruiting tool, it was tough to access this group of passive job seekers because they would be less likely to actively contact an organization about employment opportunities even if they were qualified and would be interested in the position. Boehle (2000) noted that the ability to reach these passive job seekers is a major benefit to employers. Another major benefit of online recruiting is the removal of geographic restrictions to one’s job search (Feldman & Klaas, 2002). The Internet makes it possible for individuals to look for jobs both in and outside of their immediate local geographic area. This opens up the potential applicant pool for employers to an enormous number of candidates who may be outside the immediate employment region and interested in their jobs for any number of reasons (e.g., no available jobs in their current location, interest in moving to new part of the country, general curiosity).
Heuristic Model of Onl...