Do you believe it is fair or reasonable that snapshot photos of famous Essay

Do you believe it is fair or reasonable that snapshot photos of famous or well-known people taken for personal reasons become open to public scrutiny - Essay Example The other approach towards accomplishing this is through the establishment of a establishing a monitoring system aimed at solely monitoring for legitimate and stated personal-related reasons. For this reason, the monitoring policy will have to be to be given sufficient support of their respective users with the intent of monitor, as well as the reason for the same. This will also include a form of monitoring to be used. Good monitoring approach will have to address computer, Internet, and e-mail use with the sole purpose of eliminating any possible mishaps where the privately meant pictures remain confidential. The state privacy laws keep varying hence the need to keep consulting with relevant attorneys with sufficient experience in employment law while a company is drafting electronic communication monitoring and usage policies. Even as it remains critical that the individual’s right to privacy for personal pictures do not negatively affect the public image and loyalty. Furth er, rigid policies for personal application of communication platforms translate into sustainable relationships. Concerns exist in determining the professionalism of social media handlers. It is because posted content today could alter the public views to such degrees that they are not recognizable. Legislators in United Kingdom suggest that such online platforms should be held liable in preventing users from being in a position of to posting anonymously (Vermaat 34). It is aimed at effectively tracking down the issue. Ethical issues at the technology keep arising with regards to gathering information, disclosing, assessing its accuracy, and correcting it including the issues that are related to the substance of the information by itself. The simple knowledge that an individual is entitled to personal pictures will generate an understanding that one feels overly

Women rights in Saudi Arabia Research Paper Example | Topics and Well Written Essays - 1000 words

Women rights in Saudi Arabia - Research Paper Example In this case it spells out that countries which have ratified the international conventions should take special measures and ensure that their governments take strict measures on the main actors who interfere with the rights of the women. Women bring a lot of contributions in the economy of the country in this case their participation in the development arena will only be enhanced if their rights are protected. Saudi Arabia is one country on focus when it comes to women rights. As an Arab country, women have been subjected to inhuman treatment. The government strictly abides by the strict Islamic laws which have continued to suppress women and placed them in subordinate positions. Despite the country ratification of the convention against torture, their still continues to be high cases of torture experienced by the minorities of which women fall under this category. In Saudi Arabia, women have been subjected to inhuman treatment in several ways. Women in Saudi Arabia are not given th e same preferential treatment as that of men. For instance, women in Saudi Arabia are not allowed to drive freely as men do. ... King Abdullah once quoted that by the year 2015 women would be allowed to participate in the elections process which is yet to be realized. With these attempts women in Saudi have continued to form organizations so as to address the issue of voting. In 2005 at a municipal elections women attempted to vote but it was established that majority of these women did not have identity cards. In this case the process of involving women to take part in elections has a long way to go for it to be realized (Macfarquhar, 2011). Submission is one important aspect of a Saudi woman, women seen as minors who are supposed to submit themselves to their husbands. According to their custom, a male figure has more authority as compared to the females. In this case the females tend to seek for permission from their husbands before engaging in any activity. In the field of education they have to seek permission first before making a decision to attend schooling. Women in Arabia are also not allowed to trav el outside the country without the consent of their husbands. Currently the country introduced a cellphone monitoring system to monitor the movements of women this was put in an attempt to alert men in case their wives attempt to leave the country without their permission. Justice that is administered to children and women in South Arabia is very severe, women and children are normally subjected to detention without trial and they are not informed of the crimes that they have committed. In detention, the women are tortured and majority of them have been killed as a consequence. The penal codes for criminal activities do not consider the biological make up of an individual before administering the punishment. Physical and sexual harassment has raised alerts among the South Arabia women

ECONOMICS OF THE OTTOMAN EMPIRE Essay Example | Topics and Well Written Essays - 250 words

ECONOMICS OF THE OTTOMAN EMPIRE - Essay Example The Ottomans had a system that allowed them to enforce orders in the market place by ensuring that goods were sold at fair prices (Bulut 47). Since commerce was central to the triumph of the empire, the Ottomans controlled prices as well as the influx of foreign goods into the market. The markets were always patrolled by supervisors who administered strict control and justice. This control while allowed merchants to be rich, improved the organization of commerce in the market place. The Ottoman government introduced the use of coins from western countries. This was due to the demand for the use of coins in local transactions, as well as in the purchase of foreign goods. The use of coins expanded trade across the empire and improved the administration of justice and security by the government personnel (Agoston and Master 192). The use of coins and precious metal also changed the way trading was done across the empire as goods could be sold easily. Trade policies were also implemented in the Ottoman Empire, in order to restrict both the export and importation of goods. The Sultan was concerned with ensuring that its citizens had been enough goods. Because of this, the Sultan made policies that discouraged the exportation of goods to foreign nations. This was possible through the use of taxes and custom duty (Agoston and Master 192). On the contrary, the Ottoman government encouraged imports by granting foreign merchant privileges for selling goods within the empire. In order to stimulate economic growth and development of infrastructure, the Ottoman government allowed foreigners to invest in the empire, but restricted their level of benefits. This strategy was accomplished by policies that restricted the involvement of foreigners in various projects. For instance, the Ottomans stipulated that all projects done in the empire were to be of

Women rights in Saudi Arabia Research Paper Example | Topics and Well Written Essays - 1000 words

Women rights in Saudi Arabia - Research Paper Example In this case it spells out that countries which have ratified the international conventions should take special measures and ensure that their governments take strict measures on the main actors who interfere with the rights of the women. Women bring a lot of contributions in the economy of the country in this case their participation in the development arena will only be enhanced if their rights are protected. Saudi Arabia is one country on focus when it comes to women rights. As an Arab country, women have been subjected to inhuman treatment. The government strictly abides by the strict Islamic laws which have continued to suppress women and placed them in subordinate positions. Despite the country ratification of the convention against torture, their still continues to be high cases of torture experienced by the minorities of which women fall under this category. In Saudi Arabia, women have been subjected to inhuman treatment in several ways. Women in Saudi Arabia are not given th e same preferential treatment as that of men. For instance, women in Saudi Arabia are not allowed to drive freely as men do. ... King Abdullah once quoted that by the year 2015 women would be allowed to participate in the elections process which is yet to be realized. With these attempts women in Saudi have continued to form organizations so as to address the issue of voting. In 2005 at a municipal elections women attempted to vote but it was established that majority of these women did not have identity cards. In this case the process of involving women to take part in elections has a long way to go for it to be realized (Macfarquhar, 2011). Submission is one important aspect of a Saudi woman, women seen as minors who are supposed to submit themselves to their husbands. According to their custom, a male figure has more authority as compared to the females. In this case the females tend to seek for permission from their husbands before engaging in any activity. In the field of education they have to seek permission first before making a decision to attend schooling. Women in Arabia are also not allowed to trav el outside the country without the consent of their husbands. Currently the country introduced a cellphone monitoring system to monitor the movements of women this was put in an attempt to alert men in case their wives attempt to leave the country without their permission. Justice that is administered to children and women in South Arabia is very severe, women and children are normally subjected to detention without trial and they are not informed of the crimes that they have committed. In detention, the women are tortured and majority of them have been killed as a consequence. The penal codes for criminal activities do not consider the biological make up of an individual before administering the punishment. Physical and sexual harassment has raised alerts among the South Arabia women

Business mangament Essay Example | Topics and Well Written Essays - 500 words

Business mangament - Essay Example The underlying objective is to meet client demand with the desired tastes and preferences. Resource utilization is a critical aspect to monitor in operations management. The operations management purvey herein can take a number of forms, with the most commonly employed being strategic, tactical and/or operational. Activities that characterize each of the three depend on the operational decisions reached at an individual organization level. This is done by evaluating and assessment the market, customer base and the industry trends. The aim is to strike a long lasting relationship between stakeholders, so that the operational aspects of the firm are effective and efficient prior to the firm’s product and/or service line. The focus of operations management is primarily rooted in fundamental players in the business environment. These players highly influence the functionality and success of firms’ business aspects. Operations management focuses on the customers, suppliers, shareholders, employees and the society (Kumar, 2006, p.153). Customers are the main driving factor in the market. This is because they create market demand, prompting supply of products and services. In the case of shareholders, organizational welfare consequently influences shareholder wealth. The employee aspect of operations management accounts for working conditions at the workplace. Through corporate social responsibility, operations management integrates the society into the firm’s operations. This is done to ensure that business activities by a firm do not affect the society negatively. Based on the interests and the focus of operations management, five specific objectives are pursed. These are: quality, speed, dependability, flexibility and cost (Khanna, 2007, p.382). Quality addresses product and/or service specifications conformity. In other words, the quality of

Film Critique The Queen Essay Example for Free

Film Critique The Queen Essay Movie roles performed by high caliber actors and actresses of living icons are always the hardest to portray. Helen Mirren’s portrayal of HRH Queen Elizabeth II, has given us an amazing resemblance (although without as much effects and make-up the resemblance ended) and an in-depth visual and emotional recognition of the British royal who was considered to be so distant and ethereal. I am more than glad that the Reston Multiplex Movie Theatre was comparably filled with older adults than the usual teenage movie goers so I was afforded the chance to concentrate on the film. Generally, the film may not appeal to the younger audience for its lack of pound for pound action and intrigue. However it does gives us an idea of how the British monarchy behaves, as the apex of the British class system. We seldom see portrayals that are free from bias especially when the subjects are as famous and influential as the Queen and her family. But the events that catapulted them into the public eye may have relieved them of their tight bond to maintain their feelings to themselves. Diana’s death has given us glimpses into their private lives which the Queen vehemently tried to seclude her family from the curious and even blatant questions of the public and the press. We see how the Queen reacted and tried in earnest to maintain her stance and tradition to shy away from the camera and the public even as the image-conscious PM Tony Blair continued to cajole the Queen and her family out of their shells. It has also given us an insight to the life the British Royal couple has led all these years which shows support for each other and a husband who is willing to stay behind the shadow of his wife and yet live admirably together in harmony. The family’s traditional and puritan values saw the British monarch trying to distance herself away from the prying eye of the media upon news of Diana’s death. The queen’s immediate concerns were for the â€Å"boys† alone after learning of the tradgedy while vacationing at Balmoral Castle, Scotland. Apparently Diana had fallen off from the royal family to warrant the kind of behavior and almost distant hatred even after learning the news of her accidental death. Public sentiment against the monarchy grew as the Queen and family continued to be absent from the public eye even as Britain grieved for the death of their princess. Seemingly, Diana had been closer to the Britons because she showed what it was like to live a fairy tale life in the beginning and showed to the world that the monarchy was not as invincible as it seems. Profoundly Diana has created a breathing, real life princess capable of feelings thereby creating a certain link of reality to the masses and thereby showing that the monarchy was no different from anyone. Eventually as grief poured, sentiments against the monarchy grew, which PM Tony Blair handled superbly thereby surging his popularity in tune with the national mood. He became closer to the British public and the world. His continued calls for the queen and the family to at least make statements were left ignored at first with Lord Mountbatten (James Cromwell) seemingly disgruntled over PM Blair’s (Michael Sheen) insistence. The Queen explained her position to Blair that Diana lost her relation to the royal family when she divorced her son, the Prince of Wales and insisted that mourning should be a private matter handled by her own family and not by the British Crown. Later on, the Queen who was known to stick to her principle gave in after mistakenly assuming that the public sentiment will slowly ebb over time. After so much criticism from the British tabloids for failing to offer any sign of condolence, and advice from Blair on how the royals should conduct out of public respect, the Queen finally gave in despite disagreement from her mother and gave a speech praising Diana’s life and work. The British flag was also allowed to fly at half mast and a public funeral was hosted in memory of Diana. The queen was then pushed into public view as Mirren’s brilliant performance showed her exact reaction while coming out to look at the flowers in front of the curious British public who was equally assailed with mixed emotions. It was a moment that I held my breath because I had seen the actual a dozen times on television and hardly noticed any difference. The scene showed Elizabeth’s graceful human side and strength both at the same time. Her candid response to the flowers given to her showed her awe that revealed her human nature that no amount of pretense a queen could mask. In effect, the movie was critical of the monarchy but candid and transparent in its portrayal that was sometimes funny and empathic. It evoked the true nature of the royal family’s behavior and sometimes leaves us questions of their simplicity or sarcasm in public statements. Martin Sheen’s portrayal of a young and enthusiastic Tony Blair also showed a generous amount of political set-up reminiscent of the time when PM Blair suddenly gained massive popularity following Diana’s death. His behavior was indeed fitted with the contemporary mixture of grief that called for human decency and respect during Diana’s death which the royal family had mixed initial feelings of. In summary, the movie showed to the world the importance of adapting to change as opposed to the views of rigid tradition which could have led to stagnation. It also showed us that family traditions and values are being questioned in the face of common contemporary behavior and modes. Public figures are always subjected to observation and ridicule because the public always love to know how public icons behave in the face of adversities and criticize any actions for consumption. The Queen (2006) Movie. Starring Helen Mirren as the Queen Elizabeth II; James Cromwell as Lord Mountbatten and Martin Sheen as PM Tony Blair.

Technology In Recruitment Selection Business Essay

Technology In Recruitment Selection Business Essay Introduction In a world that is constantly changing and evolving, technology surrounds us all. This essay identifies and evaluates the use of technology in the HR department in general and in the recruitment selection process in particular. Technology, E-Human Resources and E-HR systems will de be defined first. Then, the recruitment and selection process will be described along with the different recruitment tools. The different methods of online recruitment will be evaluated along with e-selection methods. The pros and cons of the uses of technology in the recruitment selection processes will be discussed in depth. Finally, a conclusion will be made. Human Resources Technology Technology according to ENCYCLOPEDIA BRITANICA (2010) is  the application of scientific knowledge to the practical aims of human life or, as it is sometimes phrased, to the change and manipulation of the human environment. The past decade has seen the introduction, application, and merging of technology in the workforce or as some may label it the information revolution. The information revolution has changed the whole work environment. Most of the tasks are computerized and companies rely heavily on their computer systems. The Human resource department was not immune to such a revolution, the adaptation of technology in HR lead to the birth of E-Human Resources. E- Human Resources ENTREPRENEUR (2010) defines Human Resources as The department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. The Human Resources department is the hub of the company. It acts like an advocate for both the company and the employees and is responsible for the employees well-being, benefits, payroll, hiring, team building, coaching, recruitment and selectionetc. E-Human Resources on the other hand refers to the application of technology like the internet in the transactions of the human resources department. (Lengnick-Hall and Moritz, 2003). E-HR aims at running the operations of the HR department smoothly and efficiently, by keeping all necessary information readily available to all managers and employees when needed. E- Human Resources Systems The mixture of the vast growing information technology and the need for continual improvement of work efficiency was among the major drivers for the development of the E-Human Resources systems. (Stanton and Coovert, 2004; Fletcher, 2005). In other words E-HR systems are a merger between HR activities and information technology. Human Resources systems are created by vendors like Oracle and Ascentis, they usually include four modules: Payroll module, Time and Labor Management module, Benefits Administration module, and finally the HR management module. The Payroll module manages and controls all employees salaries and payrolls, while the Time and Labor management modules control attendance, absences issues. Benefit Administration model deals with employees benefits and entitlements. While the HR management module helps in the selection and recruitment process, more on this module will be explained later. Moreover, E-HR systems also include enterprise resource planning system (ERP), HR service centres, interactive voice response, manager and employee portals and web applications. (Panayotopoulou,Vakola and Galanaki 2007). Enterprise resource planning system is used to manage financial, materials and human resources both internally and externally. Overall, HR systems cater for the different needs of the HR department and helps automate many aspects of human resourcing. Recruitment and Selection Every business, enterprise and organization goes through the recruitment and selection process. It is the most important aspect of the human resource management department, as it provides the organization with the essential resources needed for its operations the human capital (Barber, 1998). Recruitment is defined as the activities an organization undertakes in order to identify and attract potential employees (Breaugh and Starke, 2000). Selection is what comes after recruitment of choosing the best candidate for the job out of all the applicants. The recruitment and selection process Getting the recruitment and selection process wrong is not an option for recruiters, the wrong person for the job will not only affect the companys productivity but it will also result in business losses (book reference). That is why most companies follow a somewhat standardized recruitment and selection process, shown in the figure below. Recruitment Organizations mold their recruitment processes or strategies according to the job they want to occupy. In order to attract the right candidates, HR professionals advertise in a certain way, seek professionals or graduates, contact agencies or use the Internet. Recruitment tools In a study by Bernthal and Development Dimensions International, data was collected from members of the Electronic Recruiting Exchange. Among the survey questions was a question about the recruitment strategy and its effectiveness. The findings of the study show that the internet is the most popular and most effective recruitment method while employee referrals came second. This shows that although the internet is new and more effective, it did not replace the traditional recruitment methods. Figure showing Berthals results: Taken from Recruitment Selection paper by Barthal and Development Dimensions International Online Recruitment The internet was not acknowledged as a recruitment tool until the mid 1990s. With the benefits it brought to recruiters, the media described it as the driver behind a recruiting revolution (Boydell, 2002). Many companies now have a new position in the HR department; Online recruiter. Online recruitment is growing rapidly; both recruiters and job seekers around the world use it. It can be defined as the use of the internet to match job seekers with appropriate jobs. In other terms, using the internet to attract potential employees. Studies were carried out to understand and quantify how much recruitment exactly is done online. These studies include: a study by total jobs 2004 that shows that two thirds of the organizations in the UK use job boards. While HR focus (2001) indicated that more than 75% of HR professionals use job boards in addition to the traditional recruitment methods. In the USA, Cober and Brown (2006) found out that 50% of the recruitments were carried online and this figure is expected to increase. Moreover, a study by Capelli (2001) stated that 90% of the Fortune 500 use online recruiting. A poll carried out by The Recruiters Network (website) showed that 45% of the companies filled 20% or more of their positions through online recruitment (Charles 2000). The most effective and popular online recruitment methods are: Talent Management Systems The HR management module mentioned previously pursues talent management. Talent management is the process of attracting and hiring skilled employees, or retaining current employees while helping them work on their own talents. Talent Management systems perform the following tasks: analyze the use of personnel within the company, post job vacancies online, review applicants credentials, track demographic data of candidates, store information, automatically communicate and provide information to applicants and many more, depending on the company. Thus talent management systems are used in the recruitment process. Advertising on the companys site The first, cheapest step a company can take to recruit people is to advertise about the job offer on its on website. In a study by Bartam (2000) figures showed 88% of companies recruiting 50 or more graduates per year advertise on their own website. Advertising on the companys website slashes advertisement costs in newspapers, magazines, and recruitment agenciesà ¢Ã¢â€š ¬Ã‚ ¦etc. the internet is global medium, thus making it very much easier to spread the word, while being much more cost effective. The company can also use Google ads as a way to advertise for job vacancies within the organization. Job Boards Job boards are recruitment websites that match recruiters with the most appropriate applicants (also called job hunters) through advertisements and job postings. There are plenty of job boards on the world wide web; the most popular include Monster, CareerBuilder and HotJobs.com. Since these websites are similar and offer the same service, monster.com will be used as an example in order to evaluate and understand job boards. Monster.com Monster.com is a global online recruitment website. Its network consists of 22 local content and language sites. The traffic on the website is estimated to be over 25 million job seeking users and over 100,000 member companies. Its rà ©sumà © database contains more than 17 million rà ©sumà ©s. Two separate studies by Gutmacher (2000) and Leonard (2000) both confirmed that the emergence of monster.com and rà ©sumà © as frequent search words indicates the influence of job boards (monster.com) on web job searching or in other words online recruitment. According to monster.coms employment index, the month of September 2010 showed a 131 employment index the highest so far. More interestingly, Wales showed the highest employment in the UK region. From the figures and information above, it is safe to conclude that job boards are doing well and play a vital role in online recruitment. However, a significant number of job seekers continue to search in general search engines (reference) while other studies highlighted the role of social media websites play in job recruitment. Social media websites The past decade has seen the rise of social media websites. It is now not enough to post your resume on a job board. Social recruitment is now beginning to over shadow the use of job boards and other traditional recruitment methods at some companies (Levinson 2010). Moreover, recruiters are spammed with hundreds of applications of unqualified personnel when posting on big job boards which forces them to look for qualified applicants elsewhere. Findings from a survey conducted by Jobvite (a recruitment software maker) showed that 73.3% of the companies use social networks for recruitment, while 9.3% are planning to begin next year. Another finding shows that LinkedIn, Facebook and Twitter are among the most popular social media networks used by companies for recruitment. LinkedIn LinkedIn is a professional network, which includes contacts and relationships developed over the years.. LinkedIn provides its users with the means of establishing an authoritative resource on their experience and capabilities, thus making users more attractive to recruiters. Currently LinkedIn consists of more than 80 million members from over 200 countries. LinkedIn from recruiters perspective is a place that provides access to different kinds of reliable qualified talents. The main reason that companies are using LinkedIn is to find passive job candidates. Another reason why companies are using LinkedIn, is because referrals from their employees are highly valued because they typically have a higher success rate (hence the popular employee referral bonuses). LinkedIn helps companies leverage the networks of their employees. Kay Luo, Director of corporate communication at LinkedIn. Hundred of companies use LinkedIn and LinkedIn corporate solutions to post jobs and source candidates for recruitment. The question is: How does LinkedIn work? For example, person x creates a profile, uploads a picture and writes down his skills, capabilities and experiences. A company searching for an employee or a recruitment agency working for that company searches the databases available at LinkedIn, finds person x who has the skills required for the job. The company then looks at his information and if person x is the right person for the job, they contact him. LinkedIn is growing rapidly to the extent to which it is almost unprofessional not to have a LinkedIn profile. Considering that executives and employees from the all the fortune 500 companies have LinkedIn profiles. Facebook Facebook is ranked 2nd among social media sites used for recruitment purposes. It is a social networking site that connects people with their friends, co-workers, family members, and others. Chris Russel, founder of jobsinpods.com thinks that: Facebook is a talent goldmine. Its filled with millions of passive candidates that employers covet. Looking at Facebooks demographics, it has more than 200 million active users. Success recruitment stories, like the Ernest Young Facebook group means: if Facebook is utilized correctly, recruiters can access and select from a wide spread of talented candidates. They key to Facebook recruitment is to create relationships with potential employees in order to make yourself their employer of choice (Facebook Recruitment Tips, 2008) The figure below illustrates how facebook can be used: Selection The selection process is not easy. An executive interviewed by Forrester explained the selection process: We have to sift through lots of resumes, like kissing frogs before you find the prince (Lawrence 1999) Hundreds of applicants apply for the job, companies then have to filter out the suitable ones and filter them even more to find the right person for the job. Technology has made the selection process easier, nowadays there are numerous methods used by companies in order to test applicants. Some of these methods are: Applications Database Applications Database also known as resume database are computer softwares used to keep track of applications. Applications are sent to the database where they are stored, a query containing any keyword the company desires is run to find applicants with the required specifications. This helps in narrowing down the applicants to the most suitable ones. These programs also enable companies to send template emails and set up interviews without the need to manually do it, thus proving to be cost and time efficient. Online testing and assessment Psychometric tests are used to measure the applicants capabilities. It gives the employer an insight into whether the applicant can work well with a group and his ability to handle stress and meet intellectual demands of the job. These tests are usually divided into: Aptitude tests There are several types of aptitude tests as shown in the figure below. The type of test the applicant has to sit through depends on the job he/she is applying for. Taken from psychometric-success.com Aptitude tests measure the abilities of applicants in the area the job requires the most. Personality tests Personality tests include questions about behavior, feelings and thoughts. They are used to analyze the applicants characteristics in order to find out if the applicant has the right characteristics to help him fit into the organization, whether its motivation, discipline, enthusiasmà ¢Ã¢â€š ¬Ã‚ ¦etc. Psychometrics tests are usually presented in multiple-choice formats. The applicant answers directly into the computer or an electronic device. The results are calculated straight away and compared with the results of a control group. Internet Interviews Interviews are an essential part of the selection process. It gives both the employer and the employee a chance to get to know each other and have a face to face conversation. Based on the interview the employer can decide whether the applicant is suitable or not. There are different types of interviews: screening, selection, group, stress, panel, and most recently internet or online interviews. Online interviews are conducted over the internet using video conferencing, it is like a normal interview, except the interviewee is not in the same place as the interviewer geographically. Online interviews give the employer the chance of conducting the interview without baring the cost of the applicants transportation and the time spent traveling; this is very effective in interviewing people from overseas. Reference checks When selecting a potential employee, companies check the employees background for criminal, medical, credit records and job references (subjected to the presence of the search and access permission). Reference checks are commonly done over the telephone and by email. There are also websites offering to conduct employment reference checks for employment like credit-check-services.co.uk. It claims to verify the employees identity; address; criminal record history; employment history; qualifications and more. Automated reference checks make accessing background information quick and easy. The problem with reference checks is permission and privacy issue; applicants must allow the company to do these checks. Assessment centers With the help of computers and the internet, it is possible to create multi user exercises like business simulations. The users of this exercise dont need to be in the same place to take part. The exercise can be customized in order to include the tasks the employer wants to evaluate the applicants in. The exercise is closely monitored and from it the employer can tell which user is doing a better job and who is having a tough time coping. It is to be noted, that one selection method doesnt replace the other. Different methods have to be applied in order to filter the hundred of applicants to the suitable one. Advantage Disadvantages of E- Recruitment Selection There are two sides to everything. The introduction of technology to recruitment selection might be the best thing that happened to HR, but it also has its setbacks. On one hand, the introduction of technology: Enabled companies to identify a virtually unlimited number of job seekers. Reached people at a global level while traditional methods can only grasp the local job market. (Chaskelson, 2000), (Ganalaki, 2002) Reduced Advertising costs, posting a job vacancy on a companys website or a job board costs less than posting it on newspapers. Reduced the time taken in recruitment; it reduced the time taken to post the job vacancy and resumes can be received on the same day. Technology also speeded up the recruitment process by automating some HR tasks. Provided a wider talent market for companies to choose from. iLogos research 1998 shows that the Internet provides better quality applicants as they tend to be better-educated and more computer literate than non-users. Provides 24/7 access to resumes and applicants can send their resumes at any time. Facilitated the use of databases, internet testing, assessment centers which help in the selection process. On the other hand, the advantages of technology are also its dangers. Due to the ease of looking for job posts and applying online, millions of rà ©sumà ©s are sent which makes the screening process hard and time consuming. The presence of internet testing makes it easy for anyone to create a test and post. Loss of human interaction. A study by Arkin and Crabb (1999) shows that executive job applicants still prefer personal contact to internet contact. It cant replace the traditional recruitment and selection methods. Seminerio (2001) stated many companies might still continue to use traditional recruitment services for hiring executive staff employees. The use of internet could discriminate against non internet users or those who are not good with computers. There are also some legal issues with e-recruitment and selection. For example, manipulation could occur in the use of internet tests the person applying may be different from the person taking the test. Overall, the advantages of e-recruitment outweigh its disadvantages. Conclusion To sum it all up, this essay has discussed and evaluated the use of technology in recruitment selection. Online recruitment has been identified as the most efficient recruitment method, it branches into: Talent Management Systems, Advertising on the companys website, job boards and social media network. There are some privacy and discrimination issues with online recruitment, but it does more good than harm. The use of technology in selection helped automate and make easy the different selection methods. It also introduced new ways of doing the methods like: online interviews, keeping an application database, online assessment centers and internet tests. I will end this essay by stating E-recruitment selection is here to stay and evolve the world into a much more advanced place of recruiting, which can potentially curb down global unemployment rates.