Online
recruitment is one of the fastest growing areas in contemporary recruitment
(Listwan 2010). E-recruitment is the current trend in the recruitment process
and it has been now adopted by many organizations. Rudman, Härtel &
Fujimoto (2010) states that e-recruitment is applying for employment through
Intranet and Internet (internal or external) to select a suitable candidate is
known electronic recruitment.
Almost
all business operations have been streamlined with Technological advances
including recruiting. The emergence of computer technology and the Internet has
changed the way businesses compete. One area that has changed drastically with
the use of information technology is e-recruitment. E-recruitment is an
important part of the recruitment strategy for an organization. E-recruitment
is also known as “online recruitment”, “web-based recruitment”, “recruiting on
the internet” and electronic resumes.
Video 1
The
video discusses online and mobile recruitment methods.
Source:
(Techno Creats, 2017)
The model given in figure 1 below illustrates the E-recruitment model proposed by Ruel et al (2007). Four characteristics namely Initial Recruitment Strategy, E-recruitment Goals, e-recruitment types, and e-recruitment outcomes are recommended by this model.
Figure 1: E-recruitment model
Source:
(Bondarouk, Ruel and Looise, 2011)
With
the increase in competition among organizations, recruiting talented staff is
vital for the company’s success and maintenance (Anand, 2016). Barriers in the
traditional recruitment process can be overcome through the e-recruitment
process where candidates have easy access to the published vacancy. This will
increase the rate of attracting capable employees as through online recruitment
foreign candidates will also have the chance to access the published post. This
will also help the candidates to recognize the job opportunities where the
demand is high irrespective of the geographical location (Rana & Singh,
2015).
The
advancement of the internet and new evolving technology has made both employers
and candidates highly interact with each other irrespective of geographical
location. This has aided to change the traditional recruitment landscape of
E-recruitment as well by involving line managers in the recruitment process. Therefore,
it has eliminated the complexity of the HR initiatives, examples such as
reducing HR workload and cost-efficiency. According to (Zając 2012)
education level does not have a direct impact on the types of job vacancies
published online, for example, 600,000 advertisements published in 2012 online
are for drivers, cashiers, and salespersons. However, the effectiveness of
e-recruitment will have a greater impact based on the internet penetration of
the region or country where places like Europe, and North America will have a
better rate of access when compared to African countries.
References
Anand J, D. C.
(2016). The Impact of E-Recruitment and challenges faced by HR Professionals.
International Journal of Applied Research, 410-413.
Listwan, T. (Ed.) 2010. Zarządzanie kadrami [People management]. Beck Warszawa. 442 p.
Rana,
T., & Singh, N. (2015, May). SOCIAL MEDIA AS A TOOL FOR RECRUITMENT-A
CRITICAL STUDY. International Journal of Science Technology and Management, 5(5), 203-210.
Rudman, R. (2010). Human Resources Management in New Zealand. (5th. ed.) Auckland. Prentice-Hall. Ruel H J M, Bondarouk T V, Looise J C (2004), E-HRM: Innovation or Irritation? An Exploration of Web-Based Human Resource Management in Large Companies, Purdue University Press/Lemma Publishers, Utrecht.
Techno Creats (2017) E-Recruitment [online video] Available at:< https://youtu.be/84KCfGYFc2I> [Accessed 18/08/2022].
Zając,
J. 2012. Technologie informacyjne i komunikacyjne a zarządzanie personelem,
raport z badań „Trendy rozwojowe i zmiany gospodarcze w regionie” finansowanych
przez EFS, [ICT and HR] Wyd. MGG Conference, Warszawa.
Hi Isuri, Galanaki (2002) carried out a descriptive study on
ReplyDeletethe decision to recruit online, involving 99 UK IT professionals
companies whose shares were traded in London stocks
exchange. A survey was carried out, in the form of a mail
questionnaire, followed by an interview to which 34
companies responded. The author found that internet agencies
provide the company with less, but substantially better
candidates than traditional recruitment agencies.
In the bright side Reshan, It has become very easy to short-list the required technical persons through e-recruitment (Wang et al., 2013). Employers will need to keep profile of employee data and information, and for this purpose database, management is very important. Such databases will store information regarding candidates' contact, qualification and referees. Database will verify the candidates‟ background, education, driving license, criminal records and previous employment. This will be helpful in consistency and efficiency in recruitment process (El-Gohary, 2012).
DeleteIts an interesting write up Isuri, I would like add a little more thought into it. According to Gairola, ( 2015) The fundamentals of e-recruitment are as follows:
ReplyDelete• Tracking: Helpful in tracking the status of candidate with respect to the jobs applied by him/her.
• Employer’s Website: Provides details of job opportunities and data collection for same.
• Job portals: Like CareerAge, Indeed , Monster, Naukri, timesjobs, etc these carry job advertisements from employers and agencies.
• Online Testing: Evaluation of candidates over internet based on various job profiles to judge them on various factors.
• Social networking: Sites like google +, twitter, facebook, linkedin, etc helps in building strong networking and finding career opportunities.
Yes, Rumaiz, Through e-recruitment employers reach a larger number of potential employees. Companies may build their e-recruitment platforms in-house, use e-recruitment HR software or employ recruitment agencies that utilize e-recruitment as part of their package (Armstrong, 2014).
DeleteThis comment has been removed by the author.
ReplyDeleteA survey conducted by Williams (2009) on E-recruitment showed dwindling recruitment spends focused on web-based recruitment at the expense of traditional methods. The author also reported that online methods proved far more popular, as two-thirds (66 per cent) of the HR professionals surveyed said that the jobs section of their own company's website was used as a recruitment tool for most jobs.
ReplyDeleteAlso, recent research shows that applicants tend to view a company's use of social networking as an invasion of privacy in screening and selecting candidates, leading to negative reactions to the company. Because of this potential negative reaction, recruiters should create mechanisms to warn candidates when and if they access their social media data and provide a cogent explanation of how and why candidates are using this information. For example, locating and contacting potential recruits through social media may be acceptable but unacceptable to search for candidates through social media information (Nikolaou and Oostrom, 2015).
DeleteHi Isuru,
ReplyDeleteWith globalization all the countries including Sri Lanka, are facing some challenges in recruitments to reach the best applicant. Using efficient systems like e-recruitment is a one solution but still Sri Lankan organizations haven’t fully adapted to e-recruitments. There are only few large companies in Sri Lanka who are using online platforms for recruitments (Ekanayaka, Gamage, 2019)
Yes Dulshan, the adoption of the E-system effectively and its proper
Deleteimplementation is a basic requirement for increasing the productivity of the organization and the performance of employees (You & Ash, 2014).
Nicely explained Isuri. When considering the history of E- Recruitment, it started in the 1980s in the form of autonomous job sites called bulletin board systems. A new global trend was initiated in U.S. when Jeff Taylor Launched Monster in 1994 with 20 clients and 200 job
ReplyDeleteopenings At present, around three-fourth of the fortune 500 companies use online recruiting and also currently the usage of mobile application for uploading of resumes and searching jobs on portals (Okolie and Irabo, 2017)
The term, online recruitment, e-recruitment, cyber recruiting, or internet recruiting imply the
ReplyDeleteformal sourcing of job information online (Vistal, Patil & Patil, 2012)
i agree The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Recruitment and Selection, 2016).
ReplyDeleteHi isuri ,The purpose of recruitment is to seek out or explore, to evaluate, to induce and to obtain commitment from the prospective employees so as to fill up positions required for successful operation and organization. )Raghavi and Gopinathan 2013
ReplyDelete