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Assessing the Use of Internet in the Recruiting Process
Abstract
The scope of this article is to conduct research into the influence of the Internet on processes of personnel recruitment, in light of the growing number of companies seeking to attract candidates for employment onto their staff and the enormous number of professionals who currently use this technology in their search for employment or professional placement. The exponential growth of the Internet in the world is a direct result of the technological facilities inherent to its usage and the fascination exerted by the richness and reach of information available on the Web (Evans & Wurster, 2000). Evans et al. (2000) refer to a basic law of the information economy: “There is a universal trade-off between richness and reach.” (p. 23) To the authors, “richness” signifies the quality of the information de- fined by the user: accuracy, bandwidth, currentness, personalization, interactivity, relevance, security, and so forth, while “reach” signifies the number of people who share and have access to this information. In the former industrial economy, it was only possible to share extremely detailed information with a mere handful of people. The old technology did not allow the same desired degree of richness and reach to be attained simultaneously. In the labor market, the concepts propounded by these authors may be used to good advantage, adding to what they refer to as “asymmetry of information.” By applying this concept to recruiting and taking the company as the interested party, one can see how Internet technology may harmonize the ability of companies in general in their search for professionals, with the impetus of qualified professionals seeking a new position or change in profession (Zambos & Salazar, 2001).
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