I reviewed the www.monster.co.uk recruitment site and found this to be easy to access. The layout and colours used were kind to the eyes and you did not feel put off from searching for information from this site. The site allowed you to build your C.V online which could then be uploaded with a covering letter. I was also able to search for jobs and able to refine the search to narrow this down to areas and postcodes. The career tools function allows you to see a snapshot of the career you are interested in, this career can then be benchmarked against other companies and advice can also be found to develop your career further. The advice function on this site lets you take part in a virtual job interview which is very useful. This function gives you five top tips on building your C.V, five top tips on interview techniques and five top salary tips which would help to negotiate a pay package. In comparison to another site (www.prospects.ac.uk) this was far better to look at and easy for practically anyone to use.
Advantages of Online Recruitment
1) Cost Effective - It is cheaper to put a job advert on own website which costs nothing compared to advertising in a newspaper or paying a recruitment agency fees.
2) Online recruitment is quick - For example a job advert can be placed on the website in the morning and applications can follow in the afternoon and candidate can be interviewed by the end of the day.
3) Online recruitment gives you a wider audience - Online recruitment is not only for young people and is now the norm for most people who are job hunting no matter what their age.
4) Online recruitment is easy - Putting a job on own site is not difficult and you do not need to have much knowledge of IT.
5) Online recruitment gives a better chance of success - A job advert on a website is there 24 hours a day or for as long as you like, unlike placing an advert in the papers which will only be seen on the date of publication.
Disadvantages of Online Recruitment
1) Too many candidates - As the internet is available around the world it would be hard to limit the number of applicants therefore time could be wasted looking through applications.
2) Specialised jobs - If a job requires special skills an employer may not be able to reach qualified candidates through the internet. This may require the use of head hunters.
3) Additional expense - May be incurred if the number of applicants is too much for one person to deal with.
4) Less face to face contact - Because of distance involved interviews maybe carried out on the phone instead of in person. The employer may not be able to a good idea of the candidates attituded or personality without face to face interaction.
5) Candidate dissatisfaction - Some candidates like the traditional way of job hunting so if a company only relies of online recruitment they could miss out on the top person for the job.
Recruitment Campaign which interested me
A recruitment campaign that has really interested me is The British Army. This is because the campaign is very professional and it feels like the army is a large corparate company wanting to recruit new people. The people taking part in the advertisement all look very smart and it seems that everyone is made to feel as part of a team. There seems to be a sense of strong discipline and duty to the country and seeing this would encourage people to sign up.
Understanding of the Psychological Contract
The psychological contract is different from the legal contract of employment. The legal contract may only be clear if it has to be tested in court, whereas the psychological contract is based on the mutual trust of both employer/employee. This probably has more influence than the legal contract in affecting how employees behave on a day to day basis. The psychological contract basically tells employees what they have to do to meet their side of the bargin and what they can expect from their job. The psychological contract can not be enforced in court, although courts may be influenced with the underlying relationship between the employer and employee. (David Guest 2004) suggested:
1) The degree to which employers adopt management practice will have an influence on the state of the psychological contract.
2) The contract is based on the employee's sense of fairness/trust and their belief that the employer is honouring the deal between them.
3) If the psychological contract is positive, the employee will have increased commitment which will have a positive impact on their performance.
Reference list:
Monster [online]. Available from: http://career-advice.monster.co.uk/ [Accessed on 21 April 2010].
CIPD The Psychological Contract [online]. Available from: http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm [Accessed on 21 April 2010].
Army Jobs [online]. Available from: http://www.armyjobs.mod.uk/Pages/HomePage.aspx [Accessed on 22 April 2010].
Prospects [online]. Available from: http://www.prospects.ac.uk/cms/ShowPage/Home_page/p!eLaXi [Accessed on 22 April 2010].
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