ADVANTAGES AND DISADVANTAGES OF NEW RECRUITMENT STRATEGIES

 

 THE ADVANTAGES FOR THE RECRUITERS

New recruitment strategies have opened up a whole new universe of advantages and rewards for recruiters. Some are more evident and visible, while others are less obvious but nonetheless important (Rehman & Mazhar, 2016).

·         Operational Improvement:  Adopting new recruitment strategies has numerous advantages, but recruitment process management has substantially improved. These new strategies allow for a more controlled approach. The recruitment process is streamlined and standardized at every level, as opposed to traditional, paper-based recruitment. Because of automation of formerly manual screening activities such as sorting, coding, filing, and routing of application materials, the average length of the recruiting cycle has been reduced (Azmy & Abeng, 2019).

 

·         Employer Branding:  Every day, the recruiter has the opportunity to actively promote the corporate brand. Corporate branding occurs before a position is actually listed whenever a recruiter uses social media to discuss the usual workday, significant company events, or company culture in order to establish a pipeline of enthusiastic, talented young people interested in a similar work environment (Rehman & Mazhar, 2016), The benefits of the new recruitment strategy extend beyond HR and benefit the firm in other areas as well. Innovative recruitment strategies can be a low-cost, vital aspect of a comprehensive brand management plan in the era of branding. Growth in brand awareness is an intangible but critical aspect for success in today's dynamic and extremely competitive business world.

·         Significant Cost Reduction: In addition to boosting the efficiency of the recruitment process, the new social media recruitment strategies significantly increase cost-effectiveness, which is a significant advantage (Nazari, 2014). Although developing and maintaining a comprehensive recruitment system for the company's corporate website is costly, recent industry studies show that expenses have decreased dramatically with the implementation of these new recruitment methods and systems. Most social media platforms are free to use. To improve applicant recruitment, other web sites might be vetted and cross-checked. This notion is extremely beneficial to even small organizations with limited employment capabilities (Muduli & Trivedi, 2020).

·         Reduces the Average Work Load of the Recruiters: Job seekers are now responsible for the information they provide in their profiles as well as making their social media platforms appealing to potential employers, thus a portion of the effort has been transferred to them. The incorporation of many cutting-edge tools into the new recruitment strategies boosts their effectiveness even further. Candidates can get fresh applications through the Internet in real time, including eligibility maps, rapid "fit" assessments, skill-based evaluations, and other metrics. They aid in the automatic identification of qualified candidates, greatly reducing the typical strain on HR specialists (Rehman & Mazhar, 2016).

 

THE DISADVANTAGES FOR RECRUITERS 

The new recruitment strategies may have many advantages and benefits, but they may also have some severe drawbacks and limitations. Even though many of today's challenges will be remedied by technology improvements in the future, they must still be taken seriously (Nazari, 2014).

·         The majority of candidates are not serious: Due to the enormous popularity of social media, there may be an abundance of applicants. The traditional procedures' constraints, which limited such disingenuous candidates, have been significantly eased. Nowadays, almost anyone and everyone may apply online, including some inexperienced and unprofessional candidates, which presents a logistical challenge for certain organizations (Rehman & Mazhar, 2016).  A startling percentage of entry-level candidates enter the job market right after graduating from college. The majority of firms claim that the number of incorrect applications is manageable as a result of automated applicant screening, and that it is a minimal cost to pay for the overall efficacy and cost-effectiveness that these new recruitment strategies have brought about (Rehman & Mazhar, 2016).

·         Negative publicity: Some people argue that organizations that utilize social media for recruitment are not as fair as those that use more traditional methods. Recruiters may interpret information about candidates posted on social networking sites unfavorably, which may result in premature rejection decisions on occasion. Job applicants regard this as a violation of privacy and believe it is unfair, giving the HR procedures and the firm as a whole a negative name (Nazari, 2014).

·         Authenticity and reliability of information: The information shared on social media platforms is unlikely to be well-organized or trustworthy. There isn't much proof to back up the truth and correctness of this material (Muduli & Trivedi, 2020). Because of the significant disparities in data collected on social media networks, it may be difficult to compare prospective employees consistently.

·         Job seekers may become frustrated and stop from posting job applications owing to the lack of confidentiality and security of information on social networking platforms.

 

References

Azmy, A. & Abeng, T., 2019. RECRUITMENT STRATEGY TO HIRE THE BEST PEOPLE FOR ORGANIZATION.

Muduli, A. & Trivedi, J. J., 2020. Recruitment methods, recruitment outcomes and information credibility and sufficiency. Benchmarking: An International Journal, 27(4), pp. 1615-1631.

Nazari, K., 2014. Talent Management and Recruitment Strategies. Mediterranean Journal of Social Sciences.

Rehman, S. & Mazhar, S. S., 2016. A Study On New Hiring Strategies To Manage Talent Crisis At Entry Level From The Perspective Of Recruiters And Fresh Graduate Engineer Job Seekers. International Journal of Research - GRANTHAALAYAH, 4(9), pp. 14-29.