Online recruiting has become a very popular means of current recruiting for potential candidates. This paper will seek to determine the benefits of online recruiting and some of the drawbacks and also compare and contrast some of the current sites used.

Sections/ headings:

Find 3 articles that relate to online recruiting and clearly provide a summary for each article. Please state the articles when you are providing summaries.

What is your opinion of online recruiting

1. What are some of the advantages of online recruiting as opposed to traditional recruiting. Please use a reference in addition to the ones in part (1)
2. What are some of the disadvantages of using Zip recruiter specifically as compared to other online recruiting or traditional recruiting.
3. Conclusion: Discuss whether or not you think that traditional recruiting still has a place in H.R. and clearly state why.

 

Discussion

1. Find 3 articles that relate to online recruiting and provide a summary for each article. Please, state the articles when you are providing summaries.
   1. “Recruiting large online samples in the United States and India” by (Boas, Christenson, & Glick, 2020)

This article by (Boas et al., 2020) studies internet recruitment in the United States and India. The examination uses three platforms for recruitment, i.e., Qualtrics, Facebook, and Mechanical Turk (MTurk). It finds a comparison of responses from more than 7300 people from each platform and nation. In the United States, the less costly and quickest recruitment platform is MTurk. Qualtrics deals with politics and demographics, and Facebook allows for sampling. In India, the samples are less similar to the population; Facebook covers geography.

Surveys via the internet are becoming common in many nations, especially in social sciences (Boas et al., 2020). The surveyors usually take convenient samples to gauge the viability of recruitment. Most professionals like cheap and self-service platforms such as Facebook and Amazon. Though in the United States, surveyors commonly employ MTurk in surveying politics. Nowadays, Facebook is the common site where experts recruit students based on other nations. There are several pros and cons of online platforms. These advantages and drawbacks are due to the availability of many recruitment tools. This article adds flesh on available methods of research on online sampling. The best online sampling choice depends on the area of the study and its aims. The study also gives the advantages and drawbacks of online recruitment (Boas et al., 2020).

The recruitment methods involve alerting the study population and inviting people to participate in the survey. The platforms above are distinct in cost and methodology of task accomplishment. MTurk hires workers to finish Human Intelligence Tasks (HITs and get compensated after completing the jobs. Every time one clicks to do a HIT, he is directed to the survey site and gets paid after completing. MTurk users also depend on Facebook by buying advertisements that link them to the survey platform. Moreover, Facebook uses its users’ behavior to alter the advertising strategy depending on the online surveys that the individuals take.

The research in this article employed a Qualtrics survey website to issue questionnaires to over 3000 people from each country via MTurk, Facebook, and Qualtrics panels. The researchers used similar recruitment tactics in each nation and equally distributed the recruited among the different methods. Other recruitment methods focused on balancing drawing board goals, cost management, standardizing the action before the study. There were variations in the recruitment time and cost methods per country. In the United States, the survey took ten days on Facebook and cost $2.55 for each completed task. In India, each activity did cost $ 1.43. The study took 15 days. MTurk was quicker in the United States but slower in India. MTurk's cost per completed survey was higher than that of India. A Qualtrics sample was less costly in the United States than in India (Boas et al., 2020). Other recruitment tactics aimed at finding the demographics, political knowledge and attitudes, and subject cooperativeness.

Replicating experiments were vital for experiment justification. The convenience of a survey diminishes when surveyors undersample a study.  Replicating several experiments can help to avoid the issue of sampling hence improving a study's relevance. In this article, the researchers performed replication of their surveys in each nation. In India, their convenience samples were biased in the direction of social acceptance. In the United States, there were effects on sample averages and also breaking them by partisanship (Boas et al., 2020).

In conclusion, professionals choose convenience samples depending on the type and objectives of the research. Also, a Qualtrics panel can give transparent advantages even when it does not use quotas. In the United States, Facebook recruitment is an alternative for the sapling. MTurk is cheaper but slower. In India, Facebook is the best option for reliable samples. MTurk in India is as advantageous as in the United States since it is relatively cheaper. Qaurltrics in India has fewer advantages for it is less convenient, slow, and expensive (Boas et al., 2020).

2. “Detecting Online Recruitment Fraud Using Machine Learning” by (Tabassum, Ghosh, Atika, & Chakrabarty, 2021)

This article discusses how scholars can employ technology in combating online job liars. It states how technological advancements have changed the way employers and employees do things today. The way organizations recruit employees has changed since it is tiresome for employers to check massive curriculum vitae (Tabassum et al., 2021). In this research, the authors employed several algorithms for the prediction of real and fake jobs. They have used voting, LightGBM, Adaboost, Gradient boosting, decision tree, random forest, and logistic regression classifiers.

Their proposed methodology included data collection, data processing, data scaling, and splitting. Firstly, they would visit several websites like deshi job, bd jobs today, BD jobs, job.com.bd, etc. Secondly, they would use several visualizations for the processing, plotting of axes, heat maps, etc., to realize characteristics of valid and fake jobs. Thirdly, they would apply varied scaling techniques like normalizer and MinMax to find the best scaler. They would also categorize data into testing and training sets. Finally, they would use seven classifiers for modeling (Tabassum et al., 2021).

The researchers followed their proposed steps of the research to the latter. In their dataset, they used Bangladesh job advertisements from July to September 2020. Data collection was manual where they visited BD jobs site, deshi job, bd jobs today, and job.com.bd websites for the same. They applied EMS CADEMS CAD for dataset formation. After data collection, they proceeded to the process analysis. Here, they eliminated unnecessary data like "Stop words." Next, they used TF-IDF, a natural language processor. They computed the resulting values using IDF and TF values and then formed another column with features extracted from each text value column. The next step was preprocessing the remainder for labeling the encoder.  Lastly, the authors employed the standard scaler in the scaling process (Tabassum et al., 2021).

In the results, they collected 4000 jobs; 3699 were real jobs while 301 were fake. The percentages were 92.47% for genuine and 7.5% for fake (Tabassum et al., 2021). Also, there were 88.58% real jobs and 6.00% fake. Moreover, 5.42% of work had not indicated the salaries; out of them, 1.52% was not genuine. Also, 97.9% had mentioned their company's name in the posts; 6.1% were fake posts. They did the same analysis for the job description part, the benefit column, etc.

Furthermore, they researched the accuracy of various algorithms like decision Trees, KNN, Naïve Bayes, and Random forest and SVM on the EMS CAD datasheet. Here the accuracy was around 98%. However, the accuracy of Gradient Boosting and LightGBM was 995 on the same platform.  The authors say that they got a better accuracy for using the recent algorithm. Also, they trained their model using seven distinct algorithms for better results (Tabassum et al., 2021).

In conclusion, their research compared the working of several ML algorithms such as Decision tree, Gradient Boosting, Random forest, LGBM, Logistic regression, and voting classifiers. They selected the best algorithm for them. In addition, they used both common and latest algorithms. Their model aims to choose genuine from the massive jobs that individuals and organizations post on the internet. In addition, their model can also aid online recruiters in identifying fraud in online platforms. Finally, the authors intend to improve their model by incorporating more features (Tabassum et al., 2021).

3. “The recruitment market as it stands today” by (Westgarth, 2020)

The article concentrates on the effects of the emergence of the covid-19 pandemic on online recruitment. Peoples' lifestyles have significantly changed since the declaration of Covid-19 as a global pandemic. Social distancing is now part and parcel of everyone’s lifestyle on the globe (Westgarth, 2020). Specifically, the article concentrates on the effects of the Covid-19 pandemic on online recruitment of jobs. The demand for dentists has drastically decreased due to the closure of some dental services. The need is also due to the reduction in the number of dentist staff from the usual number. Also, ewer dentists look for jobs due to the fear of contracting the coronavirus (Westgarth, 2020).

During the lockdowns on the cities, towns, sporting centers, etc., job applications decreased even though work reviews increased. Also, jobs on sites reduced as the pandemic took over. As a result, the disease affected the world economy greatly. In the dental sector, the recovery of its recruitment may be slower due to the nature of the job since it cannot operate as usual. However, as things seem to be returning to their normal state, the economy's recovery looks to be possible. Job seeking and work postings have increased hence shooting a green light to the recovery of the world economy, though there are fewer applications in the dental sector (Westgarth, 2020).

The article also discusses sectors having job demands. In the dental scenario, the job demand is more in the independent sectors. Most dentists have more interest in private corporations than before (Westgarth, 2020). However, many resources can advise jobseekers to find the right employers. For those who are jobless in the United Kingdom, there are many opportunities on the BDJ Jobs site. In the BDJ Jobs platform, one can browse many job opportunities and sign for alerts. One can also filter results to get whatever they are looking for on the website quickly. Moreover, an employer can employ the Search Recruiter to upload features of their job. The site also has the Curriculum Vitae(CV) database that allows job applicants to upload their Curriculum Vitae for suitable positions (Westgarth, 2020).

2. What is your opinion of online recruiting?

Online recruitment has many advantages with a few drawbacks. E-recruitment saves on budget. Organizations do not need to hire personnel to check massive resumes of job applicants or organize meetings with applicants for submissions are online. However, this technique challenge organization on getting suitable candidates for a job. Companies may miss out on great talents since most rely on keywords to filter out valid candidates. Other advantages of online recruitment include many talents' reaching, faster analysis of applicants, faster communication with employees and jobseekers.  Compared to the slow and tiresome traditional methods, online methods are a superior technique. Therefore, online recruitment is a good step though it requires improvement to avoid limitations like fake job postings and online fraud.

3. What are some of the advantages of online recruiting as opposed to traditional recruiting?  Please, use a reference in addition to the ones in part (1)

One of the advantages of online recruitment is its time-saving capability. Posting jobs on online platforms consume less time compared to traditional techniques. Also, filtering and employing artificial intelligence to find the best matches saves job seekers' time. Secondly, online platforms offer a broad pool of talents. Traditional techniques relied on advertising on televisions, newspapers, or radio. Employers place their job posts on social media platforms, job sites, etc., thus reaching most individuals in online employee searching (In Pathak & In Rana, 2021).

Thirdly, online recruitment covers a larger geographical area. With the growth in the number of companies globally, online allows organizations to search for employees worldwide. In addition, we also have digital advertising. Organizations pay for ads on social media platforms to attract employees from all parts of the world. This action improves the effectiveness of the recruiting techniques for job seekers who can identify genuine employers. Lastly, but not least online recruitment is cost-effective. Advertisements reach a big audience on online recruitment than traditional ones. The outdated tactics worked in specific geographical areas; hence e-recruitment is less costly (In Pathak & In Rana, 2021).

4. What are some of the disadvantages of using Zip recruiter specifically compared to other online recruiters or traditional recruiting?

Compared to an online recruiter like Indeed Pricing, ZipRecruiter does not offer a free plan to employers. It fixed to two payment strategies, i.e., daily and monthly billing techniques. The Indeed platform allows for a free usage offer where organizations and individuals can post numerous jobs in the general search feature. In addition, ZipRecruiter auto-renews one's plan hence inconveniencing some of the employers. Auto-renewal of a subscription without a person’s consent may tamper with one's financial strategies. Still, ZipRecruiter’s pricing is expensive to some employers. Finally, compared to Indeed, ZipRecruiter’s free trial requires one to provide credit card details. This requirement means that the billing plans will automatically begin upon completion of the free trial. This obligation may be against one’s wishes and may eat into a person’s financial accounts without permission (Siegel, 2021).  

5. Conclusion: Discuss whether or not you think that traditional recruiting still has a place in H.R. and clearly state why.

Recruiting techniques have changed with technological advancement. Years back organization recruited employees through physical meetings and one-to-one contacts. Nowadays, companies and organizations employ technology to advertise and post jobs via the internet. This change has threatened the existence of traditional human resource techniques. Such traditional tactics may no longer exist in the future as technology continues to improve day by day (In Pathak, & In Rana, 2021).

With the emergence of recruiting online platforms such as ZipRecruiter and Indeed currently, the need for traditional HR has consequently depreciated. Companies prefer online tactics to the earlier methods for they are cost-effective and time-saving. However, some organizations globally still use traditional methods. A higher percentage of these means is in developing countries. In developed nations, such techniques are outdated, and companies in such nations utilize the tactics only in a few instances. The distinction here is due to technological advancement between the countries (In Pathak & In Rana, 2021).

Furthermore, with the increasing cases of online fraud, some employees prefer face-face recruitments. Some of the jobs that one browses for on online sites might be fake. Direct meeting with employers creates trust between the job seeker and the employer. Online fraud is also another reason employers use physical recruitment for specific jobs since it also builds trust. In addition, traditional methods are simple to complement since they only need to write job postings on paper, conduct physical meetings and communicate by word of mouth. Finally, emerging companies may not have ready resources to implement online training tactics efficiently. As a result, such organizations may start with traditional recruitment before preparing for the online option. It is clear, though technology seems to be killing the earlier Human Resource, its extinction may not happen too soon (In Pathak & In Rana, 2021).

Title: Online Recruitment.

Thesis statement: Online recruitment has significantly changed as a result of technological advancements in the current world. Many employers have switched to employing technology in their recruitment programs. However, in some instances, organizations use traditional methods to solve challenges in online recruitment.

1. Introduction

1. Online recruitment has significantly changed with technological advancements in the current world. Many employers have switched to employing technology in their recruitment programs. However, in some instances, organizations use traditional methods to solve challenges in online recruitment.

2. Summaries of Articles

1. Article 1 Summary
2. Article 2 Summary
3. Article 3 Summary

3. My opinion on Online Recruitment
4. Advantages of online Recruiting over traditional Recruiting
5. Disadvantages of ZipRecruiter
6. Is traditional recruiting still having a place in HR?
7. Conclusion

1. Online recruitment has significantly changed with technological advancements in the current world. Many employers have switched to employing technology in their recruitment programs. However, in some instances, organizations use traditional methods to solve challenges in online recruitment.