Is Internet Job Search Still Ineffective

Sarah Boersma
Literature Review #2
Human Resource Management 590

Literature Review #2 The Recruitment Method that a company chooses is hugely important to the potential success of the position. When you recruit you need to think not only about placing your advertisement where a wide selection of qualified individuals will be able to access it, but also about cost of the advertisement and length. I chose to go with an all Internet based recruitment plan partially because I want to specifically target applicants that are very comfortable with computers and the internet and partially because it is a very cost effective way to post your opening for a longer period of time. I based my decision largely upon an academic article “Is Internet Job Search Still Ineffective” by Peter Kuhn and Hani Mansour (2011) published by Germany’s Institute for the Study of Labor. The basis for the paper is that the Internet has made many industries faster and quicker to navigate, but that had not translated to the job market until just recently. The article states that there is a significant increase in using the Internet for job search activities with people who have the Internet at home. Data shows that in1998-2000 about 28.6 percent of people polled used the Internet and there is a staggering jump to 61.2 percent in 2008-2009. I was especially interested in this statistic because I wanted to make sure that my recruitment choice was going to be accessed by a large amount of people. After going through the recruitment process we were asked to come up with Employee Selection Methods to use to weed out potential employees and narrow the field down to the one applicant with the best fit. I chose an Application, Ability Test, Panel Interview, Background Test, and Drug Test. I was especially focused on the Interview because that is the one selection tool that has the most room to change to the personality of the interviewer. “A Systematic Approach of Conducting Employee Selection Interview” by MD Ullah published in the International Journal of Business Management (2010) provides specific steps an interview should follow based on research of effective methods. Ullah broke the interview into two portions the “discussion” phase that consists of the face-to-face part of the interview and the “decision” that is made after the candidate leaves. During the “discussion” Ullah gives the following steps: establish a rapport, describe the company, and ask the questions to gather predicative information. I found establish a rapport to be a personal light bulb moment as Ullah suggests that our first goal is to act as good hosts. So often when I run interviews I only focus on it as the applicant’s chance to impress me, but it is also incredibly important for me to impress the applicant if I want to attract high quality talent. The “decision” portion breaks down into the following: evaluate the applicant’s suitability for employment, check the references, be aware of the bias of an interview, make the hiring decision based on the participation of the members of an interview-board,

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