Disadvantages of recruitment websites

1. Low information authenticity

Online recruitment faces the same problem as traditional recruitment, that is, the authenticity of information. How to authenticate online identities to avoid the intrusion of false information and non-serious behavior is currently the biggest problem plaguing the development of online recruitment. Untrue information in online recruitment comes from employers, recruitment websites and individuals.

Some recruitment websites do not have sufficient information sources, so they resort to "stealing" information from well-known recruitment websites. In this way, it is clear that a company's recruitment has ended, but expired recruitment information and invalid email boxes are still hanging on a website that has not been officially commissioned by the company, becoming invalid information garbage and misleading applicants. At the same time, due to limitations in technical capabilities, most domestic recruitment websites are unable to screen the authenticity of each piece of information one by one. The registration of website members has not yet implemented a "real-name system", and there are no mandatory verification and punishment measures. Therefore, companies can publish false information at will to defraud registration fees and training fees, and individuals can also fill in false resumes and information at will.

2. Narrow application scope and weak basic environment

my country’s overall network environment is not yet mature, and network technology is not popular among domestic enterprises and ordinary people. At present, the job positions suitable for online recruitment are relatively single. Those companies that may use online recruitment are mostly limited to industries with high computer application penetration rates, and the recruitment targets are mostly limited to personnel with higher educational levels. In addition, among the existing people, those who use the Internet more are young people or people engaged in high-tech industries, which limits the number of applicants. For people who do not use the Internet or use the Internet less, the role of online recruitment is not obvious.

The current weak network infrastructure in our country is also an important reason that limits the development of online recruitment. On the one hand, due to limited computer resources, there are relatively few groups with Internet access conditions; on the other hand, my country's network bandwidth is limited and the Internet speed is relatively slow. Therefore, under the current technical level, it is difficult to collect job information through the Internet, conduct electronic assessments and electronic interviews (for example, the confidence level of some electronic interviews cannot be guaranteed and the cost is high).

3. The technology and service system are not perfect

Online recruitment is not simply about moving recruitment information online and getting rid of the problem. In addition to having the necessary technical strength, recruitment websites must also have a deep understanding of human resources and strong market planning and promotion capabilities to attract more applicants. However, at present, most recruitment websites are still weak in in-depth services, and their consulting services in terms of analysis of the talent market, market supply and demand trends, salary levels, changes in related personnel systems, etc. are also very limited. The online recruitment service system is still in its initial development stage and needs further development and improvement.

In addition, garbled codes caused by different or incompatible software versions, viruses widely spread on the Internet, etc. also restrict the development of online recruitment. At the same time, online job hunting involves privacy issues. Information entered by individuals or companies on the Internet may be stolen and used by others, resulting in reputational and economic losses. Although we have some Internet management agencies, there is no department responsible for online recruitment, and there is a lack of policies and regulations to regulate online recruitment. Therefore, the order of the online recruitment market is relatively chaotic, and malicious behaviors occur from time to time. Victims have nowhere to complain online and no idea how to take them to court.

4. The difficulty of information processing and the low success rate of online recruitment

The great abundance of information also means the great proliferation of information. Advanced network technology has greatly increased the speed of information transmission, and many job seekers will be generated for one position at the same time. When recruiting organizations receive an extremely rich resume, there will also be a phenomenon where the number of resumes is too large and the human resources department has to spend a lot of time screening and is overwhelmed. Additionally, a large amount of invalid information increases the likelihood that truly qualified candidates will be missed. Statistics show that some larger companies that conduct online recruitment receive 500 to 1,000 new resumes every week. Faced with so many resumes, human resources managers usually delete 80% of them after browsing them in a hurry. Generally, the time spent browsing each resume does not exceed half a minute. You can imagine how difficult it is to get a company to become interested in an applicant through an email within half a minute. 75% of people who have applied for jobs online have experienced failure.