ONLINE SCREENING AND SHORTLISTING

The era of social media and the extent of its approach has facilitated the recruiter to delve into

the digital world and hunt for talent. With ever increasing significance of internet, companies are

paying close attention on online recruitment strategies. Many social media websites has provided

platforms that can facilitate the easy access to the pool of candidates. Recruiter find and choose

the most suitable candidate by judging their online profiles. However, every tool has its own

advantages as well as disadvantages.

ADVANTAGES:

Cost effective: advertisement on Facebook and other social media websites, the payment is very

less as compare to the other sources of advertising and it can reach to a wider audience in a very

little time as possible. It can also help in managing the campaign effectively while attracting the

applicants which would be most suitable for the job.

Easy and changeable: almost anyone can post an advertisement and anyone can see it. The

process is very clear, easy and swift. It is painless and efficient and can be posted immediately.

For the applicants, they can apply immediately as compared to the traditional methods of writing

and posting by mail. Other than that, the advertisement can be made more attractive and dynamic

as well as changeable at any point of the time. It can be posted in the form of video, animations,

graphics and different styles.

DISADVANTAGES:
Spiral costs: other than few platforms, most of the online advertising websites are very

expensive. They have different subscription fee and it might needs to be renewed after a period

of time. some websites even charge for extra services or require membership charges before the

advertisement publication. It can be detrimental when the recruiter can not find the required

audience through that particular platform.

Competition and fraud: The more access has become easy, the more competition it gets. Many

recruiters are following the same strategy to gather applicants. It also incur more charges on the

account of more visibility on the website. It also means that your advertisement and statistics is

at the hand of someone else. Other than that, it can pave way for the frauds very easily.

STRUCTURED INTERVIEW:

A structured interview is also known as standardized interview. Structured interview questions

are job related and provides equal opportunity to all the candidates since all the questions are

same in nature and pattern. They are twice as efficient as unstructured interviews. They work

very efficiently when the main goal is to avoid bias interference.

ADVANTAGES:

Reliable and standardised: The questions can be written down and the data collected can be

compared in order to choose among the candidates. All the respondents get the same questions

and the criteria of evaluation become standardised.

Quick and cheap: it saves time of the interviewer to search other questions. They only have to

ask questions and develop the data. It becomes cheaper and less time consuming. It can cater

larger audience in less amount of time.

DISADVANTAGES:

Inflexibility: the questions are repetitive and cannot be changed. It sometimes also results in

forged answers and cause distortion in the data and end result. Interviews can only be good as the

questions are. Answers might be contrary to the personality as the people do not want to appear

bad in front of others.

Validity: The accurate and valid data is only possible when the interviewer is capable and

competent. He/she must be competent enough to extract the most honest answer as possible and

reduce distortion in the end result.