Advantages of Online Recruitment

1. Cost Effective – usually free to use! Not only is it cost effective because
most platforms allow you to post your job openings for free but it also
minimises labour cost. And if you invest a little bit of money in candidate
screening software, you might be able to save even more money during the
hiring process.

2. Immediacy – most posts and replies appear in real time. It can help you
either increase your efforts to attract more candidates, a different set of
candidates (early instead of mid-career professionals, for example) and
even stop candidates from applying if you’ve found the right person for the
job. This further reduces the number of labour hours spent screening and
informing job applicants about the status of their application.

3. More Effective – online recruitment is easily accessible to individuals

making it a more effective method of getting your posts noticed. Online job
ads can be quickly shared on multiple platforms.

4. Reach a Bigger Audience – you can target a far wider audience without
having to pay extra or alter your recruitment strategy. 46% of the entire
world’s population uses the internet, in developed countries up to 80% of
people have an internet connection. If you are looking for younger recruits,
than e-recruitment is probably the single most effective and efficient
strategy possible, because almost 100% of the 18-29 age group are daily
internet users.

5. Easy – almost everyone can use online recruiting methods with very little
training because it is clear, easy to understand and user-friendly. Many job
posting websites work with the familiar functionality of social media
platforms and email providers. They also help you categorise and set the
region where you would like your job posting to be displayed.

6. Dynamic Content – posting jobs online and via social media platforms
gives you a chance to be more creative with your content and appealing to
job seekers. Implementing technology can say a lot about your company
and its culture and help attract a specific type of candidate. Businesses that
use technology effectively prove that they aren’t afraid to innovate and that
they embrace new technology and solutions.
7. Flexibility – the internet gives you much more flexibility with regards to
controlling your posts and the applications you receive. If you post in a
newspaper, however, and want to amend the job advert, it is tough, and in
most cases, you would need to pay for an entirely new ad. With online
posts, most platforms will allow you to edit, update and remove your job
post whenever you wish.

8. Longevity – newspapers or other forms of printed media have a very

limited lifetime, dependent on their publishing cycle. Most classified
publications have a bi-weekly publishing cycle, meaning that your ad will
only be seen for that relatively small amount of time. Online job posts on
the hand will stay live until the author or the website removes it.

9. Accessibility – no matter where you are if you have an internet enabled

device and connection, then you can do everything that I mentioned above.
You can modify your job posting, see how many replies you have and even
answer candidates.

10. Expedited Hiring Process – all of the previous advantages, lead to the
biggest one of all; a shortened hiring process. Instead of waiting for a group
of candidates to build up and then choosing from them, you will be able to
access an enormous amount of applicants which will inevitably lead to
hiring a capable individual sooner.

Disadvantages of Online Recruitment

1. Hard to Target – often, with online recruiting, it can be difficult to target
a specific group of candidates, and your job post will be seen by many
other people who will waste your time. Also trying to geographically define
the application can be hard especially if it’s shared on social media.

2. Expense – depending on the online platform you use, you may have to
pay a subscription fee or other costs to post your vacancy. Some sites
might even require a membership fee or charge for extra services like
application tracking or analytics to manage your advert.
3. Difficult to Measure Effectiveness – when implementing several online
recruitment strategies, it can be difficult to measure their effectiveness. If
you choose a bare bone service, then it is doubtful that you will have any
metrics to examine and modify your posting accordingly. Job posts can
also become lost due to ineffective search engine optimisation, denying it
any kind of exposure.

4. Informal – with regards to social media recruitment, some companies

find that it gives off the wrong image about them as it is an informal
recruiting method. This can be a disadvantage especially if your company
is trying to reinforce and promote a professional company culture to future
employees or the public in general. It may also prompt an informal
response from applicants via the company’s social media channels,
complicating the screening and hiring process.

5. Large response rate - by posting a job in an industry trade journal, you

can almost guarantee that the applicants will be relevant and not time
wasters. But, posting online will increase the chances of getting hundreds
of job applications, many of which will not be relevant.

6. Free Isn’t Always Ideal – sure this might contradict both

aforementioned “cost” points, but if you do choose to go with a free to use
platform you might run into an entirely different problem; oversaturation or
your post becoming buried under a mountain of other job offers. This will
compound the already large response rate from social media channels (if
you are using them in conjunction with your e-recruitment campaign).

7. Impersonal – this is especially true if you are trying to attract top-tier

talent. Creating an e-recruitment ad can seem like a catch-all, and be off-
putting to people that don’t feel like they should compete with candidates
that have less experience or knowledge. It can even prove damaging if
your ad is offering an executive position in certain industries and
professional circles.

8. Lost Labour Hours – if you are using an online platform to promote

your job posting and the system happens to be complicated or too technical
you might need someone to manage the recruitment campaign or even
worse you might need to pull someone off a project to oversee the hiring
process.
9. Fraudulent Applicants – some applications might be fake to get
information about the company or hiring officer. Spammers might use the
information posted online to promote a service or product to your company.

The biggest risk though is posed by professional hackers that might use the
job posts’ information to gain access to the company’s intranet or even to
pose fraudulently as a member of staff. This can be a logistical nightmare
or even worse damage your company’s reputation and credibility.

10. Post Maintenance – another factor that may cost labour hours is
maintaining the original job ad. Granted being able to modify the post
dynamically is a huge benefit of e-recruitment, the caveat is that someone
will need to modify and oversee these adjustments. Although this will help
to filter out applicants that might not be appropriate for the position; it’s an
investment of labour hours.

The concept of diversity encompasses acceptance and respect. It means understanding

that each individual is unique, and recognizing our individual differences. These can be
along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic
status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is
the exploration of these differences in a safe, positive, and nurturing environment. It is
about understanding each other and moving beyond simple tolerance to embracing and
celebrating the rich dimensions of diversity contained within each individual.
Diversity is a reality created by individuals and groups from a broad spectrum of
demographic and philosophical differences. It is extremely important to support and
protect diversity because by valuing individuals and groups free from prejudice, and by
fostering a climate where equity and mutual respect are intrinsic.
"Diversity" means more than just acknowledging and/or tolerating difference. Diversity is
a set of conscious practices that involve:

 Understanding and appreciating interdependence of humanity, cultures, and the

natural environment.
 Practicing mutual respect for qualities and experiences that are different from our
own.
 Understanding that diversity includes not only ways of being but also ways of
knowing;
 Recognizing that personal, cultural and institutionalized discrimination creates
and sustains privileges for some while creating and sustaining disadvantages for
others;
 Building alliances across differences so that we can work together to eradicate all
forms of discrimination.
  Diversity - All of our human differences
 Diversity Training - Understanding how our differences may effect or influence
our relationships at work (peers, subordinate, boss, and customers - intentionally
or unintentionally)
 Relationship Between Diversity and an Inclusive Work Place - The intent of
looking at the diversity in your workplace and customer ranks is to create
(impact) a more inclusive work environment for all employees and in the process
attract more customers
Culture is the lens with which we evaluate everything around us; we
evaluate what is proper or improper, normal or abnormal, through our
culture. If we are immersed in a culture that is unlike our own we may
experience culture shock and become disoriented when we come into
contact with a fundamentally different culture. People naturally use their
own culture as the standard to judge other cultures; however, passing
judgment could reach a level where people begin to discriminate against
others whose “ways of being” are different than their own—essentially, we
tend to fear that which we do not understand.
Cultural diversity is the quality of diverse or different cultures, as opposed to monoculture, the
global monoculture, or a homogenization of cultures, akin to cultural decay. The phrase cultural
diversity can also refer to having different cultures respect each other's differences. The phrase
"cultural diversity" is also sometimes used to mean the variety of human societiesor cultures in a
specific region, or in the world as a whole. Globalization is often said to have a negative effect
on the world's cultural diversity.

1. Understand discrimination
Anyone who supervises employees must understand both the discrimination laws and the
penalties for violating them. Knowledge of this legislation, and also sharing that knowledge
among the workgroup, effectively reduces the numbers of conflicts and behavioral issues. That
same knowledge can prevent employers from making decisions, be they harsh or favorable,
based on color, religion, age, gender, and race.
2. Determine one’s preconceptions
As a leader, you must be able to identify your misconceptions and biases before reaching out to
others or else it’ll only result in conflicting decisions. Understanding your biases helps you think
through and develop workable solutions, which aids in managing a diverse
organization. University of Florida’s official website even highlights the mandate that employers
 outline the bias factors held by managers and employees alike to work up practical solutions to
workforce issues.
3. Invest in diversity training
Companies should hold diversity training sessions to reinforce policies and encourage
appropriate behavior. Only through proper training and professional learning can employees
learn to deal with challenges that may arise among the “melting pot” of employees.
4. Create an empowered atmosphere
Company leaders must infuse the work environment with an atmosphere that welcomes the
diverse skill set and empowers them to work as a team. Meanwhile, it’s also important to equally
contribute in training and awarding without gender discernment. Leaders can be very effective in
helping to establish morale and encourage employees to perform best.
5. Provide orientation
Orientation helps new employees to become familiar with the company, its operations, and
present workforce. Company policies are defined, issues or concerns are addressed, queries are
answered, short and long-term goals are discussed. Orientation is a way to welcome the
newcomers and make them feel home.
6. Outline acceptable job descriptions
Companies must clearly highlight job descriptions and skills required in their employees to hire
the best personnel from the pool. During the interview procedure, managers can quickly
determine an individual’s ability to handle the possible challenges of a diverse workforce. It’s
clear that employeeswho value and understand the significance of diversity are able to manage
better than those who do not.
7. Team building and free flow of communication
For organizations to flourish and enforce trust among employees, team building exercises can be
very helpful and must be implemented by members of the management team. Team building
activities include strategic games, sharing stories and experience, role play and much more.
All employees get a chance to speak out their heart and share something unique. It helps to ease
their nervousness and to blend them in the environment allowing appreciation to work in such a
place.
Free flow of communication is another important factor without which even the sturdiest and
competent organizations couldn’t survive in the long-term. It’s all about sharing ideas, concerns,
queries and solutions to ensure a healthy environment.
Conclusion
Organizations that manage a diverse workforce benefit most and bring out the best of an
individual’s unique skills, creativity, experience and knowledge. Successful management reflects
positively on a company and encourage customers and prospective customers to establish long-
term relationships.

A Human Resources Information System (HRIS) is a software or online

solution that is used for data entry, data tracking and the data information
requirements of an organization's human resources (HR) management,
payroll and bookkeeping operations. A HRIS is usually offered as a
database.

HRIS is geared toward enhancing the capacity of HR management to:

 Absorb new and promising technologies

 Simplify workflow
 Optimize precision, stability and credibility of workforce data
 Simplify the deployment and collection of data

There are several functions of HRIS which HR’s need to perform, but it may not be
possible that all organization HRIS needs every function or all the functions are
managed by HR’s itself. It mainly depends upon two factors which are Size of the
Business and Nature of the Business.

Large Organizations: The roles are divided and well defined as each function have
plenty of work and larger organizations have the resource and money to pay different
people for separate functions and roles.

Smaller Organizations: The roles are not divided and well defined as each function
does not have plenty of work, so in smaller organization HR’s manage most of the tasks.

In both cases the HRIS system needs to be selected carefully and user needs to
understand the system well enough to make a decision. Sometimes little customization
can help you in achieving your goal.

So let’s see what are the key functions of HRIS and see what needs to be covered in it as
a process.

1. Benefiting Administration
2. Payroll Handling
3. Employee Record Handling
4. Recruitment
5. Training
6. Appraisals & Performance Management
7. Attendance Record Management
8. Grievance Handling
9. Bills and Expenses Verification
10. Travel Management
11. Work Environment Management
12. Documents Management, Tracking
13. Compliance and Legal