In a society in love with technology as ours is, to speak of recruitment 2.0 is to speak of the multiple advantages that this way of attracting talent has, especially from the point of view of companies. But we always like to offer you both sides of the coin, the different perspectives, nuances and edges of each issue so that you can analyse and decide how to act in your own organisation. So, today we talk about the disadvantages (which it has) of the so-called recruitment 2.0.
One of the main Disadvantages of Recruitment 2.0 o online recruitment directly affects the motivation of our valuable human resources team, in particular the sense of worth of the professionals who make up our human resources department. And the fact is that some of them human resources experts who have lived through other, less technological eras can be seen “threatened”The "new talent" is the result of the automation of business processes related to the recruitment and selection of new talents.
Can we avoid this risk of de-motivation and the unavoidable loss of productivity What does that mean? Of course we do, we simply have to be aware of this potential disadvantage of 2.0 recruitment and adopt the best possible measures. preventive measures The following are relevant: ICT training courses or workshops for these older professionals, information talks on the multiple advantages of the incorporation of automatic information processing systems both for the company (lower economic cost) and for the worker (greater ease of use). reconciling work and family life), etc.
A second disadvantage of recruitment 2.0 is the exposure of our company to the scrutiny and scrutiny of the positive or negative reviews we may receive from our public activity on job search portals, social networks of accepted or rejected candidates, etc.
This disadvantage is unavoidable, but we can limiting its scope measuring to the millimetre every single corporate comments We will be constantly monitoring the negative comments that arise about our company's image, constructing a script of standard responses to each individual comment or criticism, managing professionally user dynamisation on our corporate social networks, keeping our users engaged in the motivated and happy employees to convey a positive image of our company on their own social networks, etc.
The third major disadvantage of recruitment 2.0 and the one that hardly anyone talks about is the digital information overload that will saturate our company's recruiters.
One of the most notable advantages of carrying out an online recruitment process is that our human resources department will be able to analyse each candidate from different points of view previously unimaginable thanks to the information they post daily on their social networks, their activity in forums and chats, their blog, their interactive CV... All this information material is within the recruiter's reach and, in fact, it is essential that they review it before investing time in a personal interview, but... Where is the limit? When do we have to stop reading information about the hundreds of candidates who want to work with us? If we don't stop in time, we run the risk of getting lost in a forest of data spending much more time on this 2.0 recruitment than on the traditional recruitment process.
As you have seen, all that glitters is not gold, and even though recruitment 2.0 has advantages While it is very interesting for companies, it also has a number of disadvantages, such as the ones we have noted in today's article.
