The document compares online and offline recruitment methods. Online recruitment allows businesses to use internet-based solutions like online advertising, job listings on social media and company websites to source candidates. Offline recruitment includes methods like newspaper ads and career fairs. Both methods have advantages - online recruitment is cost-effective and immediate while offline recruitment access more candidates and allows for better interaction. An effective recruitment strategy uses both online and offline methods.

1. OFFLINE VS
ONLINE
RECRUITMENT
HUMAN RESOURCE MENAGEMENT

2. W H AT I S O N L I N E R E C R U I T M E N T –
O N L I N E R E C R U I T M E N T ( A L S O K N O W N A S E - R E C R U I T M E N T O R
I N T E R N E T R E C R U I T I N G ) A L L O W S B U S I N E S S E S T O U S E V A R I O U S
I N T E R N E T - B A S E D S O L U T I O N S – F O R E X A M P L E , O N L I N E
A D V E R T I S I N G , J O B L I S T I N G S , S O C I A L M E D I A A N D C O M P A N Y
W E B S I T E S T O S O U R C E A N D H I R E T H E B E S T C A N D I D A T E S .
WHAT IS OFFLINE RECRUITMENT –
All these methods are considered as alternatives to the traditional or what is. known
as the offline recruitment methods. Offline recruitment methods include techniques
such. as posting jobs in newspapers, attending career fairs, and collecting resumes
through candidate.
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3. METHOD OF ONLINE RECRUITMENT
1. Company website
A crucial part of the online hiring process is developing
a company website that showcases your brand’s unique
personality and workplace culture.
2. Social media
Aside from pay-per-click ads, social media sites have a
crucial role to play when it comes to online recruitment
– and many of the features are either cheap or free to
use.
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3. Online job sites
There are many jobs sites where you can both identify and
recruit candidates (via a database of resumes) and post job
openings. Take a look at sites like CareerBuilder, Monster,
Indeed, Glassdoor, Google for Jobs
4. Video advertising
If one of the main disadvantages of online recruitment methods
is that they are often impersonal, good use of video content
promises to make the process more human.
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5. METHODS OF OFFLINE RECRUITMENT
1. Employee Referrals
Personal referrals help you source the best candidates and using
your networks is the best way to do so. Utilizing your employees’
networks is a great way to source quality talent. Employee
referrals help organizations expand their talent pool.
2. Professional Network Referrals
There are several ways to make good use of your professional
network to source candidates before posting your hiring
requirements anywhere.
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3. Offline Advertising
According to the Internet World Stats, 22% of the U.S. population is
not online. This leaves around 70 million people who cannot be
reached out through online digital platforms. Offline advertising tools
such as the traditional tri-media, TV, radio, and newspaper are
effective techniques to tap talent from such a section
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4. Community Bulletin Boards
Community bulletin boards are often placed in high traffic areas and
ensure better visibility and reach. Bulletin boards can be placed in many
places such as in schools, train or subway stations, government offices.
They are considered good spots for offline marketing and increase visibility
for your company’s job postings

7. ADVANTAGES OF ONLINE RECRUITMENT
1. It’s cost effective:- When you post a job ad on Facebook, you can pay for as
much or as little exposure as you want and target it to a very specific audience.
Indeed, if you manage your campaign effectively, you can save plenty of precious
cash while attracting applicants who are the perfect fit for your vacancy.
2. It’s immediate:- Most job posts – and replies – appear in real-time. This can help
you either increase your efforts to attract more candidates, a different set of
candidates (early- instead of mid-career professionals, for example) or even stop
candidates from applying if you’ve already found the right person for the job.
3. It’s easy:- Posting a job online or via social media platforms gives you a chance
to be more creative with your ad; for instance, you could create and attach a
short video showing off the benefits of working for your company.
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8. ADVANTAGES OF OFFLINE RECRUITMENT
1. Availability of more candidates:- When companies recruit offline, they have access to a
far bigger pool of individuals. This can help them identify a competent and successful
candidate faster. Having more potential hires allows them to be more discriminating in
their hiring, allowing them to locate applicants with the appropriate degree and
experience for the job.
2. Fresh perspectives:- Hiring offline also brings a fresh viewpoint. A fresh perspective can
assist in identifying areas for improvement and making comments. New employees
approach the organization differently than existing employees, which can result in
beneficial improvements in their department and the company.
3. Better interaction:- Recruiting Offline not only gives alternatives but also facilitates a
better discussion amongst the candidate and recruiters. For many senior positions, offline
recruitment is the most viable option due to the risks involved and the higher stakes for
the company.
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9. HOW CAN A COMPANY USE ONLINE RECRUITMENT
 Company website. Your company website is the starting point to showcase your workplace culture and
show people that you should be their employer of choice. You can post job listings on your company
website and let your applicants know about your company culture. Depending on the size of your
business, you can have a simple page dedicated to recruitment or a separate site altogether. To boost
the effectiveness of your company website's career page, include videos or testimonials from current
employees about why they love to work with you.
 Internet ad campaigns. You can use pay-per-click ads on different search engines, like Google, and
also social media platforms to boost awareness of your job openings. These ads can be either in
written form or promotional videos. This online recruitment method enables you to widen your reach to
get the best candidates.
 Social Media. Generally, LinkedIn is thought of as a professional social media site and most people
would think of it when it comes to recruitment. However, other social media platforms, like Facebook
and Twitter, shouldn’t be ignored. The type of social media used for online recruitment depends on
your candidates' demographics. If you’re looking for professional candidates for leadership roles,
LinkedIn is your best bet. However, if you’re seeking on-demand or hourly workers for retail and
the restaurant industry, Twitter and Facebook may be suitable platforms. Instagram is also growing in
popularity as a way to market a business overall and recruit online.
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10. HOW CAN A COMPANY USE OFFLINE
RECRUITMENT
Employee referrals:
Employee referrals help organizations expand their talent pool. You can reach
untapped talent much faster through employee networks. It also improves the
response rate from candidates as they know your employees.
Bulletin Boards:
Advertising your requirements through community bulletin boards ensures wider
reach and higher chances for interested candidates to check out the available
employment opportunity. You can leverage the visibility of the boards by placing them
strategically so that maximum potential job seekers can see the advertisements.
Networking Events & Industry Conferences:
Attending industry-specific events, business conferences, or organizing your own
meetups increases your chances of meeting new candidates. Social networking
events offer opportunities to build your network and amplify engagement with talented
people as well as source new candidates.
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11. THE GREATEST BETWEEN ONLINE
AND OFFLINE RECRUITMENT
At first, Online recruitment helps to better
communication between the candidates and
recruitment staff. It also improves communication
among employees in the organization. Online
recruitment allows for the recruitment staff to
engage with many people at once.
The usage of online recruitment over offline
recruitment depends on the role or position being
hired for and not the function.
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However ,
“A FACE TO FACE INTERACTION CAN PROVIDE AN ACCURATE ANALYSIS OF THE
PERSON, FAR BETTER THAN ONLINE METHODS CAN” said Kinjal Chaudhary.
“TODAY, THE ONLINE METHODS ARE NOT EVOLVED ENOUGH TO BE UNBIASED.
ONLINE AND OFFLINE ARE NOT BLACK AND WHITE. ONLINE MAY BE PREFERRED
BECAUSE THE ERRORS ARE KNOWN BEFOREHAND” said Sunil Singh.
As per those, assumptions , and thoughts, we can consider offline recruitment the more
accurate between these tow.
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THANK YOU
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