Disadvantages of Online Recruitment

As a way of reducing hiring costs and reaching a wider variety of qualified candidates, many companies have turned to online recruitment as a resource for filling open positions. Online recruiting allows an employer to advertise a vacant position quickly, and often inexpensively. However, some disadvantages may also be associated with this recruiting method.

High Volume of Responses

Because anybody in the world with internet access could potentially see your job posting, you may be inundated with responses, many of them from unqualified candidates. You'll have to take time that you may not really have to wade through each application. To avoid unwanted applications, you'll need to be careful as to how you word your job posting and be as specific as possible about the job duties and the qualifications you're seeking.

Logistical Problems

What if the best-qualified candidates for your opening live halfway around the world? If that's the case, you'll have to consider conducting screening interviews by telephone or email, which limits the expense of an in-person meeting. If the process moves forward, it poses the dilemma of whether it is really worth bringing the person in for an interview. If it turns out the candidate wasn't serious about relocating, you've wasted valuable time and possibly money.

Technology Issues

If your hiring process involves filling out an application, you may miss out on qualified candidates who would rather send a resume. Some candidates may not want to take the time or may not be confident enough with the security of an online application, especially if they are attempting to complete a lengthy application with a mobile device. There's always the possibility that your application system may operate slowly or lose information during the submission process.

Poor Website

In many cases, candidates who see your job posting will be relying on you website to gain additional information about your company, its mission and method of operation. If your website is poorly designed or out of date, the candidate may not even bother to respond. There's also the possibility that the site won't have relevant information regarding the candidate's area of interest. You could even fall foul of discrimination legislation if your site isn't fully accessible.

Too Impersonal

Because much of the online recruiting process may involve emails and possibly telephone interviews, it can be viewed as somewhat impersonal. Without the opportunity for the employer to hold multiple in-person interviews, it can be difficult to determine if the candidate will be a good fit for the company and its culture. The candidate may also have a hard time gauging whether the company is the right place for her.