Online recruiting: easy and reliable, right? Sure if you use it correctly and you don’t solely depend on it. There are a few issues that come along with online recruiting that you need to be aware of before you use it regularly.
In order to reach different groups, avoid discrimination and maintain diversity, make certain that your recruiting strategy includes a few different methods. By relying on the internet, you narrow your search audience down and also open yourself up to discrimination accusations.
Also, you need to make sure to protect yourself from online viruses. Make sure that whatever host receives your candidates online has a more stringent anti-virus filter as well as a dedicated individual or team of individuals regularly checking up on the host. Be on the lookout for corporate employment sites seeking writing samples or other outside attached documents.
While you must keep an eye out for malicious incoming viruses, you must also hamper your urge to immediately delete the obvious discards. Again, by automatically deleting the first wave of obvious rejects, you open yourself up to discrimination accusations. Before deleting these applicants, print them off or save them in a file for at least a year along with any necessary paperwork. Your company needs to clearly define an “applicant” and practice that policy.
Because e-mail is so easy, we sometimes become less formal in our communications with potential candidates. However, e-mail is your paper trail in any legal case or as evidence of discrimination. E-mails between recruiters and potential candidates need to remain formal, succinct and clear. Most companies develop standard responses to the more frequently asked questions from potentials.
Lastly, make sure your “default” settings for the copy in your ad is compliant with your state regulations. Generally, this default is set to federal standards regarding equal opportunity. Check the settings and amend if necessary.