With an increasing reliance on
electronic communications, the traditional practice of applying for a job
position with conventional methods has been slowly but steadily changing in the
past few years. As we all know, when we apply for a job online, for example, we
are prompted to fill out an application on the employer’s website, and, If we
meet certain criteria, we may have to take a test to measure our basic skills
and knowledge. This is a very standard
practice that is followed today.
It’s important to mention that when
we apply for a job online, in most cases, we’re also asked to submit a resume
and a cover letter. This method ranks the most outstanding applicants,
considering relevant experience, education and achievements. Once the basic pre-employment
screening process has been successfully completed, an interview invitation is
extended to further discuss the position and the employer’s needs and
expectations. This approach creates an interactive, one-to-one, physical
connection between the two parties to ensure that all the information exchanged
online is still reliable and viable for the company once the applicant
communicates it in person.
In recent years, with social and
professional networking sites such as YouTube and LinkedIn respectively, for
example, the traditional physical approach has been shaped in a way that an
applicant can go through the process previously mentioned without having to
interact physically with the potential employer. For example, hard-copy resumes
and cover letters are becoming an antiquate practice that is fading away, as
some employers are now requesting a link to your LinkedIn profile instead of a
copy of your resume.
In order to optimize time, many companies have
adapted a new method of interviewing applicants without having to have them
physically present to conduct the interview. For example, before making a final
decision about a candidate, some employers require that a video presentation,
detailing education, experience and objectives to be uploaded to YouTube as
part of the application process. This information allows the company to screen
candidates on the basis of personality and ability to respond to very generic
and specific questions at the same time. In conclusion, social and professional
networking sites are an efficient, time-saving and effective way to externally
recruit a company’s workforce.
References
http://online.wsj.com/news/articles/SB10001424053111904537404576554943587087926
