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 or online recruitment directly affects the Motivation of our valuable human team, specifically to the feeling of worth of the professionals who make up our human resources department. And it's that some human resources experts who have lived through less technological eras may find themselves“threatened”by the automation of business processes related to the recruitment and selection of new talent.
Can we avoid this risk of demotivation and the inevitable loss of productivity Of course, we just need to know this potential disadvantage of 2.0 recruitment in advance and adopt the preventive measures Relevant: ICT training courses or workshops for these senior professionals, information talks on the multiple advantages of incorporating automatic information processing systems for both the company (lower economic cost) and the worker (greater ease of Work-life balance), etc.
A second disadvantage of recruitment 2.0 is our company's exposure to scrutiny and positive or negative reviews What can we receive for 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 each of the millimetre by millimetre corporate comments that we delve into the internet, constantly monitoring negative comments that arise regarding our company's image, building a script of standard responses to each individual appreciation or criticism, managing professionally user engagement on our company social media, maintaining our 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 Information overload that will saturate our company's recruiters.
And one of the most notable advantages of conducting an online selection 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 and they pour daily onto their social networks, their activity in forums and chats, their blog, their interactive CV… All this informational material is within the recruiter's reach and, in fact, it is essential that they review it before investing time in conducting a personal interview, but… Where is the limit? When do we need to stop and stop reading information about those hundreds of candidates who wish to work with us? If we don't stop in time, we run the risk of running the risk of getting lost in a forest of data spending significantly more time on that recruitment 2.0 than on the traditional recruitment process.
As you have seen, all that glitters is not gold, and even though recruitment 2.0 has advantages very interesting for companies, it also has a few disadvantages, such as those we have noted in today's article.
