Technology and the Internet have made many functions easier and faster and have expanded the scope of many processes. Recruiting has benefited greatly from technology. Recruitment was facilitated and the number of potential candidates that could be reached increased; not only individuals actively looking for a job but also inactive candidates willing to accept a better job. Unfortunately, there are unintended consequences that arise from technological advances. Not everyone can afford access to computers and technology, and companies are not looking for the best candidate who can afford the new technology, but rather the best candidate. Another issue with e-Recruitment is that information that was once only available in a locked filing cabinet; they are accessible on the Internet by unscrupulous hackers and identity thieves. As companies take advantage of the benefits of e-Recruiting, they must also protect themselves from viruses and other vulnerabilities that affect the organization and those who apply for job opportunities. This paper will discuss how HR professionals can use online recruiting more effectively, recommend strategies to mitigate unintended consequences associated with e-Recruiting, discuss an approach to ensuring employee psychological contracts are respected, discuss the strategies that can attract high-quality candidates and members of diverse groups, discuss the features of a website can influence the candidate's motivation to apply for a job and finally propose security controls that prevent unauthorized data access and disclosure unauthorized data when using e-Recruiting systems. Online Recruiting There is no demand for organizations to see the benefits of online recruiting. In fact, a rec...... half of the document ......ng, Retrieved on November 29, 2013 from the website http://hbr.org/2001/03/making-the-most-of- recruitment online/ar/1Gail, San Francisco, (5 June 2013). In e-Recruiting, There's a New 'Recruit', Retrieved November 29, 2013 from http://www.workforce.com/articles/in-e-recruiting-there-sa-new-recruitHipps, C., ( 2012, August 16). Promoting Diversity Through Recruitment, retrieved November 29, 2013 from http://www.personneltoday.com/hr/promoting-diversity-through-recruitment/Kavanagh, M.J., Thite, M., Johnson, DJ, (2012 ). Human Resources Information Systems, Thousand Oaks, CA; SAGE Publications, Inc. Ravi, A. and Lakshmi S., (2013, February). Satisfaction rating of e-recruitment process for IT industries in Bangalore, retrieved on November 30, 2013 from http://www.theglobaljournals.com/ijar/file.php?val=MTAzOQ==