p to thirty days. Internet services also provide immediate results, where as newspaper ads can take as long as one week for the company to receive any responses. Lastly, utilizing the internet provides an employer access to a greater number and range of applicants . Disadvantages include a greater amount of responses to review, which can be very time consuming, many of which may not be qualified skill wise or geographically for the positions advertised (Dessler, 2000).There are pros and cons of incorporating the use of the internet in the pursuit of qualified applicants. Millions of resumes and various data is posted on the web for other reasons than the search for employment. It is possible to search the internet for resumes of employees in any company, and according to Peter Capelli at the Wharton Shchool, a division of the University of Pennsylvania (2000) anyone can flip the URL...[and] follow links back through websites and get into a companies intranet to get lists of employees. [this isnt considered] hacking into the sites. These sites are legally accessible, but were never intended for outsiders to see. These are called passive applicants, prospective employees that are not currently looking for a change of employment, but are able to be enticed if approached (para. 3),. According the University of Pennsylvania, 36% of employees are happy with their jobs, but would move if something better came along (2001, para. 4). This opens up a whole new market for those companies looking for new people, as they are not limited to only those actively searching for employment. This also brings up the issue of privacy and the internet, aand according to Capelli (2001) thats the essense of the internet...information is free[ly available] and cheap (para. 12). On the other hand, employee loyalty is at an all time low due to layoffs and mergers, and the time where employees received job security and a defined career track for ...
