Study: Online recruiting should diversify, not replace, traditional hiring

Instead, job seekers are directed to the Internet, where their applications are automatically assessed for attitude and availability. Managers then can focus on interviewing only those candidates that are highly rated and predetermined to be a good fit with Good Times' culture, said human resources director Gary Staton.

But while the decision to screen candidates online puts Good Times among a growing group of restaurant operators that are using the Internet to streamline the application process and identify better-qualified candidates, human resources experts warn that the process does have limitations and should supplement, not replace, more traditional methods of employee selection to ensure that a diverse array of applicants has access to job opportunities.

For that reason, Staton insisted on finding a screening service that had an alternative to Internet applications. Good Times' job seekers can also apply by dialing an automated phone service.

'I was uncomfortable just using the Internet,' Staton said. 'What about people who do not have access to the Internet? What are they going to do?'

Industry analysts report that Internet recruiting is up, particularly among quick-service operators that have yet to be stung as badly as casual-dining chains by current drops in consumer spending and traffic. But while Internet recruiting is less expensive and can help screen candidates better, operators still need such traditional recruiting methods as referrals, walk-ins and community outreach to maintain and encourage a diverse workforce, observers said.

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Source - Nation's Restaurant News

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