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demise of the hand-written application form This re ects the growing trend to move away from the posting of CVs and resumes to the use of structured application forms systematically covering biographical data, experience, skills etc The Internet provides more than just a replacement for the traditional recruitment process Online applicants can be responded to very quickly (within minutes by automated email, and within hours by recruiting managers) They can access sites where there is information about the company, the jobs it has, realistic job previews and so on It is not just an online application process Internet recruitment has clear advantages for both applicants and recruiters For recruiters, it provides the following:  Larger applicant pools  Job pro ling tools to set competency benchmark pro les against which to assess candidate t  Very signi cant reductions in time to hire Typically, times are reduced from four to eight weeks down to two weeks or less  Reduced cost per hire  The capability to email to candidates invitations to attend an interview or further assessment within hours of completing an application This speed of response is likely to be critical for success in hiring for organisations competing for a limited talent pool  The potential for higher validity early sift leading to more cost-ef cient selection For applicants, the advantages are:     better feedback and advice on career and company choice good information about the available jobs and organisations access to a wider range of jobs and employers more rapid feedback and the ability to track one s progress
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Well designed sites can help candidates make sensible decisions about whether they are quali ed to apply and therefore increase the average suitability of the pool that go on to submit an application Candidate management and tracking are key features of Internet-based recruitment systems These allow both candidates and hiring managers to know where a person is in the process and what their status is People no longer have to post off an application form and then wait for weeks for a possible reply The key to making best use of the Internet for recruitment lies in using the new technology to apply valid objective assessment techniques to the initial sift process Despite the fact the majority of large organisations now recruit over the Internet, most of them sift on the basis of purely demographic criteria and simple checks on relevant experience (Stanton & Rogelberg, 2001) What is
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more, in a large number of cases they do this by printing out an applicant s CV or resume, and then carrying out a traditional paper sift!
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The future lies in developing structured assessments that can be completed online by job seekers and that can be shown to be job relevant By doing this, it becomes possible to re-position online recruitment as a process of matching the competencies and capabilities of the applicant to the requirements of the job vacancy, and so produce a high quality shortlist Changes in technology need to be considered together with changes in recruitment practice A major trend in personnel management has been the decentralisation of many operational responsibilities to staff at business unit, departmental or line-management level A survey by the UK Institute for Personnel and Development (IPD, 1999) showed that in the UK line-managers are involved in determining recruitment criteria 974% of the time The gures for central personnel staff (552%) and local personnel staff (366%) are much lower This trend to shift responsibility for recruitment and selection out to line management has implications for the design of selection systems It is no longer safe to assume that a small number of highly trained personnel professionals will oversee the recruitment and selection procedures within their organisation Thus, while needing to increase the sophistication of the recruitment and selection tools (to counter the increasing volumes of applicants available through online methods), we also need to de-skill these tools from the point of view of the user While it may be desirable, it is not practical to expect line managers in organisations to complete formal test user training courses before they begin to recruit personnel Given such realities, the challenge for occupational psychologists is to design tools that are objective and job relevant but also easy and safe to use by relatively unskilled users
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