2 How should employers handle the benefits and drawbacks of internet recruitment? The use of online recruitment methods is now widespread among UK organisations; however, there is considerable debate as to its benefits and disadvantages. Since its origins in the 1990s, online recruitment has revolutionised the way people search for work and the way employers recruit and hire new employees. The advantages of internet recruitment include cost-

effectiveness, ease of use, speed to hire, broader access and ability to target the right people (Parry and Tyson, 2008). In addition, online recruitment has improved a company’s ability to promote their brand and attract talented candidates more effectively. Cost savings and efficiency have also been achieved due to the verifiability and accuracy of data gathered through online sources.

However, Parry and Tyson (2008) found that the recruitment market has not grown in the way it was predicted by the popular media. While there are many advantages to online recruitment, its success and use are variable. The list of disadvantages with online recruiting include the increased volume of applicants who have to be communicated with and about whom decisions have to be made, a high percentage of whom may not even be suitable for the advertised job, potentially lacking connection between skills and position requirements.

Further to this, many candidates apply who do not have a permit to work in the country, as is often a requirement. There is also some doubt that online recruitment reaches a diverse population of candidates, and concern that those without access to the internet are excluded