Although E-recruitment is a perfect option to identify the best candidate for free positions, some organizational structure and technological advancement issues could appear. Phillpott states that E-recruitment and E-selection processes have several disadvantages, including the variation in cost, informal representation of the company, a significant number of unfavorable applicants, and increased competition. Depending on the platform or software, E-recruitment companies could set high prices or require a membership, limiting advertisement and analytics of the profiles.
Phillpott highlighted that an additional fee could be a severe issue if the organization does not introduce any financial support for the given purpose. Additionally, E-recruitment could decrease the prestige of the company by presenting it in an informal environment. Phillpott asserts that high-caliber organizations could experience adverse effects and speculation by posting their vacancies on questionable and unreliable platforms. To keep their influence and professional corporate culture, reputable organizations should carefully select the venue for vacancy publication.
The problems related to E-selection arise from the two main perspectives. The system settings could attract unsuitable or unpreferable applicants with inadmissible personal and professional qualities. The issue is that it could be complicated to pinpoint such candidates, as in their application, candidates could provide misleading personal information. This could make the application process more complicated, as a human manager must determine the reliability of personal data.
Job seekers also experience challenges associated with E-recruitment and E-selection platforms. Okolie and Irabor claim that the main problem is that candidates commonly receive no response from the company due to outdated job postings or managers’ ignorance. Furthermore, it is a privacy concern, as the personal data of employees could be easily accessible.
Both employers and employees could experience technical problems in conducting recruitment. E-recruitment and E-selection platforms have specific technical requirements that need to be followed. For example, during the online interview, both parties could experience connection issues that negatively impact the entire course of further actions. Okolie and Irabor stated that applicants could have limited internet access or unavailable technical equipment. This especially applies to the applicant with low seriocomical status. The absence of equal opportunities could lead to discrimination and the prioritization of one social group over another. Okolie and Irabor declare that these limitations raise ethical issues and adversely affect the image of the company. These potential problems with technologies could be a significant concern for many job seekers and organizations.