Advantages And Disadvantages Of E-Recruitment

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Introduction:
Recruitment is defined as “the process of identifying and attracting potential candidates and selection is the process of making final decisions to select from those candidates through some selection tests” (Mondy & Noe, 2008) and it plays a crucial part of the competitive labour market. With the emergence of the internet, recruitment had evolved from the traditional method into E-recruitment. “E-recruitment is the use of the Internet to identify and attract potential employees” (Breaugh & Starke, 2000). By applying E-recruitment, job seekers may be delivered better job opportunities. In Vietnam, this phenomenon has widely been adopted by many job seekers. This study will analyse the trend of E-recruitment use and practice, whether its benefits or drawbacks influence job seekers’ perception.
Literature review:
The development of the Internet had revolutionized the traditional recruitment method. The Internet had a dramatic impact on the way that organisations recruit and select potential employees. Thus, E-recruitment has been adopted in both large organisations as well as in small-medium enterprises. A discussion of advantages and challenges of E-recruitment has been taken
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The impacts toward employees are summarised in figure X. There are few points to note, “Using E-recruitment sites can widen working opportunities and it has a larger scope to gain. An applicant can be chosen for a job even when it is not advertised”, said by interviewee U1. However, he was worried about high competitiveness because there are so many applicants applying for a job, called “War for talents”. Meanwhile, interviewee U2 added that the mobility (time and travelling cost) and interaction between those two targets may be enhanced significantly. Nevertheless, U2 argued that “it is challenging to assess the hidden side of candidates in terms of morality or cultural

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