The increased popularity of E-recruitment services brings some unintended consequences that ultimately impact the job market. Johnson and Stone offer the view that introducing this system leads to the trend of “quantity over quality” related to applicants. Research indicated that the system selects individuals with relatively unfavorable backgrounds for the presented position. Extensive promotion campaigns and new methods of E-recruitment attract less qualified specialists to be offered jobs. This trend force company to choose the best candidate among the significant number of worse rather than selecting the best over the best.
Another unintended consequence of the E-recruitment system is that it reduces costs and performance time. However, this trend could increase the administrative burden directed on human resource managers. Firstly, E-recruitment could lead to a dramatic rise in the number of applicants. Each candidate demands personal revision and analysis of human resource managers elevating their workload. Moreover, Johnson and Stone highlight that software adapted to identify mandatory keywords and criteria in resumes, motivational letters, and other application-related documents does not always determine appropriate information. This questions the whole system making employees’ job performance unpredictable.
Additionally, E-recruitment involves only those applicants who find the given platform available and convenient. So, the company could lose potential talents by considering only offered job seekers. E-recruitment creates an impersonal environment, adversely affecting applicant engagement and interest in the organization. Receiving one-way communication and being restricted from addressing questions and concerns, employees cannot obtain a realistic vision and preview the working process of the organization.
Moreover, poorly designed recruitment websites and platforms do not precisely invent psychological and emotional factors, only professional qualities. Generally, E-recruitment provides insufficient information about the working culture, opportunities, and responsibilities of employees. This process could be successful only if two-way communication were introduced.