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Challenges in E-Recruitment

According to Armstrong (2009), while having many benefits e-Recruitment comes with a number of challenges. In getting broader exposure, employers also may get more unqualified applicants e-recruitment can create immediate stress, but it could end up costing for both organization and candidate. every job seeker is not necessary updated with the computer knowledge. Due to fast and cheapest method huge number of candidates apply for a job (Nasreem, et al., 2016). Due to this reason this will increase in the number of applicants. The surplus of unqualified applicants needs to spend lot of time sorting it. Online source strategies are less personal and lack of face to face communication this can lead to unexpected candidate when approach for personal interview complete waste of time and cost again. the organization have to go through the same process for hunting the candidates. These are some of major tasks for job portals to filter and remove the fake job offers and the job seekers. (Bhupendra & Swati, 2015). internet privacy also plays role of disadvantage in e-Recruitment use of information about the organization and candidates may lead to ethical issues and violate discrimination (Omolawal, 2015).

Furthermore e-Recruitment should be updated with web-based tool, quality and quantity used by the applicant also matters. In process of e-Recruitment, the organization should also have updated HR and line managers and vice versa because many times HR and senior managers have lack of communication and access to e-Recruitment this can lead to major challenge for the organization (Shaukat & Assad, 2018). likewise, the candidates have issue regarding the privacy and the confidential matters to share the online. again, this is hind sauce for the candidates and organization (Bartram, 2000).

References
Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice.11th Ed. Kogan Page Limited: London

Bartram, D. (2000). Internet recruitment and selection: Kissing frogs to find princes. International Journal of Selection and Assessment, 8(4), pp. 261-274.

Bhupendra, S.H. & Swati, G. (2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), pp.1-4.

Nasreem, S., Hassan, M & Khan, T.A (2016). Effectiveness of e-Recruitment in IT Industry of Lahore. Pakistan Economic and Social Review,54(1), pp. 143-164

Omolawal, S.A. (2015). E- recruitment: practices, benefits and challenges. Journal of the Institute of Personnel Management of Nigeria, 7(2), 76-86. [online]. Available at:
 <https://www.researchgate.net>. [Accessed on 20th April 2019].


Shaukat, M. M. & Assad ul M. M. (2018). Impact of E-Recruitment on Effectiveness of HR Department in Private Sector of Pakistan. International Journal of Human Resource Studies, 8(2), pp. 80-94

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