Aim of internet recruitment is not to replace traditional recruitment, but to use it in a different way.

This can be done through an external recruitment agency or internally by the firm.

History - from 1980 to present time

Current trend: Social Media

Why it is important: to connect globally

2 key benefits of social media recruitment:
* Social media evaluates cultural fit

Allows a company to conduct background research and determine of the applicant will be suitable for the company and adjust to the corporate culture.

* Social media is used to promote the business, mission and goals

In using social media actively, the recruiting comapny are able to attract like minded candiates as well as influence their decison and where to work.

http://blog.capterra.com/top-15-recruiting-statistics-2014/

https://business.linkedin.com/talent-solutions/blog/2014/11/the-global-trends-that-will-shape-recruiting-in-2015?u=0

HR directors and managers can save the department and the overall business recruiting expenses by using the Internet.

·  Easy to asses applicants personality and quality through the available social networking websites

By using websites as Facebook, Twitter and LinkdIn you can easily access candidates "online personality" and without meeting face-to-face you can window their personal and professional lifestyle.

·  Using keyword and scanning when going through applicants resumes makes it easier to target specific skills

HR personnel can easily scan through several digital applications and resumes, using only keywords that relate to a job opening. The applicants that best match the keywords have increased chances of being called in for an interview.

·  Increasing the talent pool by being able to advertise everywhere in the world

HR professionals can effortlessly increase the talent pool through advertising job openings virtually everywhere in the world. This is helpful when there isn't enough local talent to meet business needs.

Inflated resume keywords: As mentioned earlier, recruiting online means using tracking systems to sort through resumes, which are designed to filter out relevant key words to choose the best candidates. While it is useful to have these systems in place, it is likely that a majority of resumes exaggerate the use of these keywords, enabling the system to pick and choose candidates who often don't meet the requirements. This is also a waste of time for both the applicant and the employer.

Overestimate the applicants: It becomes increasingly difficult to get to know a candidate through just their online profile (e.g. LinkedIn). The candidate could have all the necessary requirements and experience for the job, however, unless the employer is able to meet them in person, it becomes difficult to see if they would suit the company culture, for example.

Outdated job postings: With technology, incidents happen where old postings are not always removed for positions that are now filled. This can be unfortunate for the candidate, who took the time to apply, only to find out the position was already filled. Therefore, it is important to ensure that all postings are managed by the firm to avoid this problem.

Privacy: There are still many people who do not trust being online. This could be a disadvantage to them, as they could miss out on a great job opportunity. For some, not wanting to disclose personal information online can become an issue, as firms could potentially miss out on the best candidate for their job listing.

94% of recruiters are active on LinkedIn, but only 36% of candidates are. Job seekers, by a wide margin, prefer Facebook; with 83% reporting they are active there, compared to just 65% of recruiters. (Source: Jobvite)

This doesn't mean you should be using Facebook as the number one place to recruit online. However, this means employers should figure out where their candidates spend most of their time and tailor their social recruitment strategy to match these findings.

·Logistical problems

If the best-qualified candidates for your opening live halfway around the world you'll have to consider conducting screening interviews by telephone or email, which limits the expense of an in-person meeting. If the process moves forward, it poses the dilemma of whether it is really worth bringing the person in for an interview. If it turns out the candidate wasn't serious about relocating, you've wasted valuable time and possibly money.

·Technology issues

Some candidates may not want to take the time or may not be confident enough with the security of an online application. There's always the possibility that your application system may operate slowly or lose information during the submission process.

·Poor website – poor response

Candidates who see your job posting will be relying on you website to gain additional information about your company, its mission and method of operation. If your website is poorly designed or out of date, the candidate may not even bother to respond.

·Too impersonal

Because much of the online recruiting process may involve emails and possibly telephone interviews, it can be viewed as somewhat impersonal. Without the opportunity for the employer to hold multiple in-person interviews, it can be difficult to determine if the candidate will be a good fit for the company and its culture.

·  It is better to source candidates through a range of different channels

·  Search candidates, post job ads, join groups and promote the organisation

·  Video is good way to attract candidates by building a profile and sharing the personality of the company

·  Video interviews – live interviews verses recorded interviews – where the candidates get blind responses to questions via webcam

·  Psychometric testing which tests behavioural, leadership and decision-making traits before hiring a candidate. However this is not a decision making tool, it should only be used as a pragmatic interpretation tool to be reported by a qualified psychologist

·  Reference background checking

·  Social media checking

·  Skills testing

·  Important part is keeping employees satisfied, engaged and productive

·  Ongoing engagement

·  Performance tracking

·  Recognition

·  Internal collaboration