The recruitment and selection process refers to where organizations use various methods to generate a pool of candidates who are suitable for the job at hand and aligned with the organization's objectives . As technology is used and relied upon by many in the business world, it is important that organizations remain relevant by implementing both web-based application methods and scientific testing to attract the best possible people for the job. Both have their advantages and disadvantages when used in the recruitment and selection process, but with some modifications, they would further help organizations attract the best possible employees to fit the job. The key concept of a recruitment and sectioning process is to create a pool of talented candidates suited to the available job. There are several reasons why it is beneficial to include them in a recruitment and selection process. First, Chapman and Webster (2003, pp. 113-120) reveal that electronic systems generate a greater quantity of candidates, with research by McManus and Ferguson (2003, pp. 175-183) reinforcing this finding and explaining that the more educated and computer literate are likely to use electronic systems that are better suited for higher positioned jobs (Stone, 2013, pp.51). “Candidates rarely talk to anyone, even via email, during the hiring process” Article. On the other hand, some candidates may feel out of touch using computer-based programs and turn them away from the job (Stone, 2006, pp. 229-244). However, a larger number of candidates is not always beneficial to an organization. Web-based systems have been shown to provide basic skill requirements and streamline the process to provide a detailed job description and to attract a higher quality of… middle of paper… text and cases, Harlow, UK : FT/Prentice Hall. pp. 89-93Scientific and technical. (2006). Recruitment Process: The Recruitment Process Retrieved May 24, 2014, from http://www.scitechrecruit.co.nz/Employer+Services/Recruitment+Process.htmlStone, D., Lukaszewski, K. Stone-Romero, E., & Johnson, T. (2013). Factors influencing the effectiveness and acceptance of electronic selection systems, Human Resource Management Review, 23: pp.50-70Stone, D., Stone-Romero, E.F., & Lukaszewski, K.M. (2006). Factors influencing the acceptance and effectiveness of electronic human resources systems. Human Resource Management Review, 16, pp.229-244Reiter-Palmon, R., Brown, M., Sandall, D. L, Bublotz, C., & Nimps, T. (2006). Development of ONET web-based job analysis and its implementation in the US Navy: Lessons learned. Human Resource Management Review, 16, pp.294-309