In a society where business is significantly shifting to the online sector, getting applicants can be executed through posting job ads online and getting applications online. In the present-day, a majority of employers receive applications in the online form from applicants. Applying for jobs online contains several advantages, such as a wider range of applicants, but it also contains disadvantages such as unqualified applicants and limited information about applicants. The pre-hire assessments technology helps employers manage large application volumes and make hiring decisions based on a seemingly more objective tool than an in-person interview. Nevertheless, there are several ways these applications pose challenges to certain groups of job seekers.

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The Internet has impacted the nature of human resource management. Back before the Internet became a commonplace in society, human resource management used to set job advertisements on newspapers each time there is a job opening. Nowadays, human resource management efficiently utilizes a platform on the Internet for online applications and hiring candidates. Furthermore, the innovation assists human resource management in the storage of a tremendous amount of resumes and candidates online for reviewing and screening by hiring departments. The impact of online job applications to employers is that they are able to directly form a connection with applicants via online job application and hiring process. Online job applications allows employers to connect with applicants at broader areas or worldwide. It is not like the early days when less technology exists, job advertisements were posted on local news for local job seekers.

Applying for jobs online generates outcomes quicker than mail responses to job posts. Employers use online job applications methodically for recruiting techniques overtime. They can see applicant submissions immediately and 24/7 (“The Pros and Cons of Using Electronic Employment Applications”). Nevertheless, recruiters might have to deal with a significant learning curve. A situation like this could come into existence if recruiters are not yet familiar with the concept of applicant tracking. The application tracking system offers recruiters a low cost and versatility tracking applicants. The job posting tools online and track recruiting performance all in one platform aids in finding applicants. Employers are able to captivate the attention of future applicants without squandering much of their time. The system does necessitates training in order for recruiters to utilize the system efficiently.    

Online applications and resumes may be screened out quickly if employer’s online screening program decides that you are unqualified for the job. It is a convenient way to find out if a candidate is a good fit for the job position. Employers utilize online screening tools to reduce and sort applicants against benchmark and aptitude that are essential to their organizations (“7 Ways to Screen Potential Candidates Online”). For instance, the online screening tools look for keywords and if they do not come upon the keywords, they dismiss the application.

On the contrary, online applications pose as a challenge towards job seekers. Online job applications require some form of internet access to fill out. Internet access is a crucial part in job hunting, and the probability of getting a job with online applications weakens for those without internet access. Due to possessing a PC or laptop and internet access, applicants are able to apply for a job online anywhere they are. When utilizing a mobile phone to apply for jobs, it utilizes more time for completing job applications, exposes people to problems relating to internet security, or causes it to be impossible to accomplish the duties they were eager to achieve. Furthermore, there comes an existence of issues with using a mobile phone to submit a job application and resume because applicants typically do not notice the entire Web page of the recruiter on the cellular phone. The resume’s layout when uploaded by mobile phone may contain distortion and may be lost which results in not hearing back from the recruiter.

Online applications sometimes present an obstacle for people attempting to come into the labor market. Online applications expect a post-secondary literacy level to view and fill out, even when the job or position does not expect such a high level of skill. In a few situations, test questions may be bombarded against people who may be different from the job hunters, such as people who do not have enough education or training of some form, college students, or working adults.  Companies may alter their testing scale to increase or decrease the applicant pool depending on their hiring needs. A majority of job seekers are also deficient in clarity about what the recruiters expect from applicants. A minimum of computer expertise and knowledge of computer programs is expected, such as knowing the process of downloading material from the website and uploading resumes to the website in order to fill out an online application. A majority of people, who come into the work force for the first time in over a decade, are not aware with the concept of online application and how job hunting works.

Not all people on Earth possess access to innovation such as computers and internet. Cost is definitely an aspect when it comes to whether or not a household will maintain a computer and an internet connection at home. For instance, in central or southern areas of Long Beach, which report the highest rates of poverty and lowest rates of home internet access, a majority of persons have to utilize public computers to fill out online applications and look for more suitable jobs. “I felt like it was hard to give up the Internet because, after that, there was no access to look for work,” claimed the Long Beach mother of three, whose family relied on the income of her husband to make their living after her former employer eliminated her position in 2014 (“The Challenges Of Job Hunting Without The Internet”). While online job applications ease things for applicants, not all people are finding it to be for them because they are unable to afford a computer, laptop, and internet access with a pricey service cost. Positions set online do not typically utilize much time to be completed; therefore, people who do not possess computer and internet at home often rush from place to place for internet access and their opportunities to get the job listed online are weakened. Innovation takes up an excessive amount of space in some people’s lives, but access to digital resources is still limited for many people who are disabled. Disabled people embrace innovation at lower rates, and are less likely to utilize the internet daily. People who do possess decent internet access often discover that some sites are unreachable to disabled persons.

Looking for the right position can pose a challenge. Finding and applying for the perfect job online can be even more difficult. A majority of recruiters utilize the internet to advertise openings and attract applicants to apply for jobs. Job seekers are also using a tremendous amount of time online looking for the right job since there are hundreds or thousands of job search sites to use. An abundance of sites expects candidates to manually input information about themselves, such as their education and job history. Perhaps the biggest issue with searing for jobs online is that it takes a lot of time. For every opening, there is typically a long application that expects to reenter information already contained on the resume. Doing this over and over for every job is not only time-consuming, but also frustrating and mentally exhausting. Another problem is an excessive number of other applicants have applied for the same position. Because it is so easy for job seekers to apply online, recruiters collect dozens of applications for every position (Mayhew, 2016). Most candidates will not qualify for the job, but the sheer volume can make finding the right person more burdensome (“Advantages and Disadvantages of Online Recruitment”).

When applying for any job, people want to stand out from the competition. This is especially true online, where recruiters do not get to see you face-to-face. Another essential component is to be the first to apply or at least one of the very first. Instead of attempting to upload your resume on every job search site out there, stick to a few that are more likely to get you results. Furthermore, employing particular keywords for each job opening when completing an application online would help get attention or get selected. Sites such as Monster or Indeed are also good options if you want to cast a wide net, as these sites feature position openings around the world.

Online job applications are a handy means for both the recruiters and applicants. It proves more beneficial for the employers than the job seekers. Employers can receive hundreds of applications in a short amount of time for the same position and can keep a tremendous number of applications online for screening. On the contrary, online job applications can promise nothing for the applicants except they can search and find more online jobs compared with a limit finding in the classified ads on newspaper in more conventional way. Furthermore, this innovation may have given no benefit for people who are poor, has no electronic devices, has no access to internet, and with disabilities.

Works Cited

“7 Ways to Screen Potential Candidates Online.” Undercover Recruiter, 12 Jan. 2017, theundercoverrecruiter.com/screen-online/.

Mayhew, Ruth. “Advantages & Disadvantages of Online Applications for Employers.” Small Business – Chron.com, Chron.com, 26 Oct. 2016, smallbusiness.chron.com/advantages-disadvantages-online-applications-employers-25100.html.

“The Pros and Cons of Using Electronic Employment Applications.” HR Daily Advisor, 12 Feb. 2015, hrdailyadvisor.blr.com/2015/02/19/the-pros-and-cons-of-using-electronic-employment-applications/.

“The Challenges Of Job Hunting Without The Internet.” Long Beach Media Collaborative, 24 Nov. 2017, longbeachmc.org/the-challenges-of-job-hunting-without-the-internet/.

“Advantages and Disadvantages of Online Recruitment.” Top Echelon, 28 Nov. 2017, www.topechelon.com/blog/advantages-disadvantages-online-recruitment-methods/.