Monday, November 18, 2013

Drawbacks of Online Recruitment

With many of the benefits of online recruitment, businesses are using the Internet for recruiting purpose. There are, however, certain drawbacks that limit any company for recruiting and hiring online. Besides the drawbacks of recruitment, company may face the challenge of communication. In this article, we will discuss the drawback of online recruitment.

Following are the drawbacks of online recruitment
  • Large volume of responses: As the websites can be viewed by anyone across the world, there are large volume of responses for which you need time to go through each application. For avoiding unsuitable applications, you should be careful when posting job description and try to be specific particularly about the duties and responsibilities of one in the  job and the qualifications required.
  • Technological issues: If the process of hiring involves applications to be filled, you may be missing out the qualified candidates who will just send a resume. Many applicants do not like the time taken online after submission of the resume, as there is a probability of slow-down of operations during submission process. Therefore, they might not be serious about the job especially when the company is recruiting online.
  • It involves competition on large scale: As there are numerous jobs posted online and many people on the look out for jobs can miss out your job ad. Thus, they apply for other jobs.
  • Less direct contact: As recruiting happens online, interviews are usually conducted on telephones by which human resource professionals can't read and judge the candidate's personality and attitude.
  • Dissatisfaction of candidates: Many candidates prefer for traditional methods of job searching such as news papers, employment agencies etc. If the company is relying entirely on online recruitment, then probably they will miss out talented candidates.
  • Specialized jobs: Many jobs need specific experiences and skills that a company can't reach them through online recruitment process. In this case, more proactive approach is required like head hunting for jobs.
  • False information: This can be dangerous for the recruitment process. Whatever the candidate specified in the resume might not necessarily match the skills and experiences they actually have. The skills that they mentioned in the resume may not be verified until they meet the candidate in person.
  • Limited scope: The company is not not able to reach candidates that do not log on to websites. This makes the scope of online recruitment limited.
Considering these practices, companies should plan their hiring strategies so that they do not face the constraints in the process.

Thursday, November 7, 2013

Pre-employment Drug Screening

Nowadays, most of the organizations are implementing pre-employment drug screening program in hiring process. As it helps in preventing and protecting the organization from drug abused employees. And it also saves the cost of healthcare and compensations that are lost in the drug abused employee.

Methods of  pre-employment drug screening:
  • Laboratory test: It is one of the most basic method of drug testing. In this method, it requires specimens (hair, urine, blood) of the applicant and then the samples are send to the certified laboratory.
  • Drug testing kits: In the market, many instant drug test kits are available. So, this could be the best option for the employer to find the job applicants drug habits.
Requirements for the pre-employment drug screening:
  • Written drug testing policy: Employer should have a written drug testing policy to have a drug free job applicants.
    • When to do drug screening
    • Type of drug screening tools to be used
    • Timing of the drug test
    • What to do if the results are positive
    • Procedure to follow to conduct drug test
    • Drug abusers are not entertained
  • Notify the job applicants: This is very important part in hiring process. Employer should notify the job applicants through the employment application form at the interview time.
    • Notify in advance: Employer should give prior written notice of "employment drug screening" to the job applicants before testing. Because many drug testing laws says that the job applicants should be notified in advance about the test and under what condition.
    • Written notice details: It contains about the type of drug testing will be carried out on the applicant.
  • Employer should do the same drug testing program for all the job applicants in a particular job category. There should be no bias or discrimination while conducting the drug test.
  • Know your state and industry's regulations: It is suggested to know changes happening in the states and federal laws. Example: Certain type of background screening procedures should be followed.
Americans with Disabilities Act, a federal law that protects the individuals with the disabilities from discrimination. So, employer should offer conditional job offer letter to the job applicant which should indicate that job offer is conditional on completion of a drug test with positive results. And also employer should not discriminate job applicant in the hiring process based on use of prescription medication.
  • Get the job applicant's consent: Employer should get the written certification from the job applicant about that he got notified about the background check, drug testing and others. Because, if the employer test the applicant without his knowledge or consent then this could lead to a legal problem.