HOW E-RECRUITMENT (ELECTRONIC RECRUITMENT) IMPACT ON ORGANIZATIONS RECRUITMENT PROCESS?
Today, Technology development is growing rapidly in the field of business. It has led to major change in the organization. Most important world of internet has changed our life enormously and the way of handling and dealing with our work (Bhupendra & Swati, 2015). In the organization the development of human capital and resource management completely depends on the organizational recruitment and it plays a significant role. (Cober, et al., 2004). Moreover, recruitment has become a major task for hiring the best employee for the organization in the competitive work. The emergence of the internet has improved the traditional method of recruitment with the modern way of e-Recruitment. This technological way of recruitment is rapidly increasing in the business world (Bartram, 2000)
Moreover,
e-Recruitment has helped to increase the efficiency the traditional application
method for all kind of job seekers, as it’s low cost, less time consuming and
easily approachable for inclusive job offers (Avinash, et al., 2012). However, web-based recruitment is now
abundantly wide spread to represent drawback for companies that had been
delayed incorporation in their own corporate information systems and strategies
(Anand & Chitra, 2016)
What is e-Recruitment
Armstrong (2009) defines e-Recruitment as a process that utilize the internet as a medium to publish about organization vacancies and provide jobs related information to interested candidates. Organizations use email communication to connect employer and candidate to initiate the recruitment process. Internet has changed the practices of a recruiter during recruitment process (Dhamija, 2012). according to Malik & Mujaba (2018) e-Recruitment is latest way of recruitment and internet will be the key component method. Khan et.al., (2013) stated e-Recruitment is more effective and efficient for the employers.
Process of e-Recruitment
e-Recruitment
is well known for more organized and productive with cost effective and time
management (Omolawal, 2015). This method enables for broader search and deeper
pool of employees and employers for working smoothly driving the recruitment process.
According
to Ugo & Ikechukwu (2017), e-Recruitment has automation of the sentiment
from start to end as follows.
- Corporates advertise their vacancies on the web. This can be published this in the corporate or third-party recruitment web sites.
- Candidates those who are interested to apply for the job can send the applications electronically
- Smart systems match the suitable candidates and provide summarized lists based on recruiter requirements
- Filtered candidates with the matching profile will be contacted electronically
- Interviews are conducted using technology where candidate and interviewer can interact from remote locations or candidate visit to specific location to connect through computer
- Negotiations happen through telephone, mail or conference dialing
- Both parties agree on terms and conditions
- After final confirmation job will be offered
Figure 1.0: Landscape of e-Recruitment
(Source: Linda,
2006)
As illustrated
in Figure 1.0 in the new landscape e-Recruitment, Organization is directly
connected to the candidate through internet which had less workload to HR and
line managers organizations and candidates are clearer in the picture of their
requirements. Many organizations are connected to web page directly for
searching the best candidate.
Another
point is to consider is latest trend of using mobile in today’s life, it has become
more simple because using of mobile application is one of source of job seekers.
part from mobile app even blogs are getting popular through web tool it has
become easier for organization for searching the candidate. Many organizations
are opting for e-Recruitment due to major reasons. e-Recruitment is cost effective,
save time, improve the quality, less paper work and hardly administrative work.
(Bhupendra & Swati,2015)
However,
organizations have to work in a systematic way for posting about recruitment on
the web page. recruiter has to work on the web tool for pulling the vacancies
in the various social network such as Facebook, LinkedIn. According to Shahila
and Vijayalakshmi (2013), the modern trends of e-recruitments are as follows,
Fast Communication
Vodcast
and Podcast has played major role for communicating between employer and employee’s
easiest way to be connected.it is no more one-way of communication between
organization and candidate.
Candidate
preferences
Now
organization and job seekers have clear picture about their preferences and
requirements. Candidates have many options for applying for the job as per
their skills and talents because organization have put up clear picture about their
culture status and requiremnts.it has proved to be wide scope for the both the
parties
Search Engine Advertisement
Print
recruitment advertisements no more attractive since search engine ads are
getting more popularity. One click on
the search engine thousands of ads pop out on the web page which has become
more convenient for everyone to get know about job requirements
Rss
Feed
Rss feed
allows a usage to keep track of many different web sites in a single news
aggregator.it is more standardized and computer readable format which is useful
for the organization and candidate
Challenges in e-Recruitment
According to Armstrong
(2009), while having many benefits e-Recruitment comes with a number of
challenges. In getting broader exposure, employers also may get more
unqualified applicants e-recruitment can create immediate stress, but it could
end up costing for both organization and candidate. every job seeker is not
necessary updated with the computer knowledge. Due to fast and cheapest method huge
number of candidates apply for a job (Nasreem, et al., 2016). Due to this
reason this will increase in the number of applicants. The surplus of
unqualified applicants needs to spend lot of time sorting it. Online source
strategies are less personal and lack of face to face communication this can
lead to unexpected candidate when approach for personal interview complete
waste of time and cost again. the organization have to go through the same
process for hunting the candidates. These are some of major tasks for job
portals to filter and remove the fake job offers and the job seekers. (Bhupendra
& Swati, 2015). internet privacy also plays role of disadvantage in e-Recruitment
use of information about the organization and candidates may lead to ethical
issues and violate discrimination (Omolawal, 2015).
Furthermore
e-Recruitment should be updated with web-based tool, quality and quantity used
by the applicant also matters. In process of e-Recruitment, the organization
should also have updated HR and line managers and vice versa because many times
HR and senior managers have lack of communication and access to e-Recruitment
this can lead to major challenge for the organization (Shaukat & Assad, 2018).
likewise, the candidates have issue regarding the privacy and the confidential
matters to share the online. again, this is hind sauce for the candidates and
organization (Bartram, 2000).
Usage of e-Recruitment
As I’m
working for reputed organization in Sri Lanka, organization required to attract
talented and quality employees to achieve the corporate objectives. HR recruitment
process includes sourcing candidates by advertising or other methods, screening
potential candidates using tests and interviews, and selecting candidates based
on the results of tests or interviews, and on boarding to ensure that the
candidates are able to fulfil their new roles effectively. Company uses traditional
method of recruitment as well as e-Recruitment.HR circulates emails to internal
and external users about new vacancies. These positions will be published in
corporate web site for public. Partnered up with third party job sites to
advertise the positions. Internally all the new recruitments are traditional
and line managers do the request from HR via telephone or mail.HR spends more
time to sort all the applications and it’s time consuming effort. Even though
they use e-Recruitment process in some point all will be processed in a
traditional method.
However,
according to my observation key challenge of implementation of e-Recruitment is
a cultural change.as a part of change management both in terms of a shifting
external view of what the organization offered, but also in terms of the roles
and tasks that are required of HR staff. Management also should provide extra
support and ensure e-Recruitment systems delivered outcome in order to
encourage it’s use in the future. Always better to get quick wins and easy
hires through the use of the technology to use sell the idea internally
In a
global perspective, as per Ruchi (2016) installation of software like ‘active
recruiter’ has helped Nike to innovate their recruitment process to make it
more productive. with the e-Recruitment to appointment the candidate has become
much easiest and simple. according to Du Plessis & Frederick (2012) earlier
it took 62 days to appoint and fill vacant position but now it has reduced to
42 days. moreover, less burden for the HR and line manager, less paper work, information
stored and retrieved from globally.Nike has active recruiter from beginning
and it has helped company to save data of the applicant and use it as required
for future job opening with use of active securities. Nike has saved 54 percent
of their recruitment cost (ICIME, 2013).
Conclusion
In today’s world e-Recruitment has become indispensable tool for the recruiting managers. Strategizing the e-Recruitment for the recruitment helps to introduce best practices to hire best talent in the market. e-Recruitment is not just a technological solution. properly implemented system being able to attract the right candidate and create more visibility to track the recruitment process.
However traditional method has its own benefits for organization, it’s not recommended to replace traditional recruitment by the e-Recruitment, this has to be used as supplement. combining two methods allow to wider the search and organizations get opportunity to reach potential and talented candidates effectively. The gaps of e-Recruitment can be bridged by the traditional recruitment methods. organizations should work on cultural change to adopt e-Recruitment as a method to meet the prospective employees. The outcomes display that e-Recruitment has important role to maintain the consistency in the recruitment process. The impact of e-Recruitment in recruitment process is positive. This is proved with the studies of Pin et.al., (2001).The impact of e-recruitment on creating opportunity for job seeker is also positive. The same finding has reported by Khan et.al., (2013)
References
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This comment has been removed by the author.
ReplyDelete
ReplyDeleteCyber recruiting / Internet recruiting/ e-recruiting is a turning point over the career world. As per the history E-recruitment was published in mid-1980's articles.
Corporate web sites (Company's own websites) and Commercial job advertising web sites are the main types of E-recruiting. Kapse et.al.,(2012)
Faliagka et. al.,(2012) mentioned e-recruitment(E-r) can be manipulated in two ways. First one is Seeker oriented E-r system that provides a list of jobs which matching with the candidate.
Secondly the company oriented E-r system means the company advertises the available job vacancies they have and candidates can apply as their wish.
Thanks for your comment and would like to add few more to points your feedback. Modern world brought new view and methods in recruiting. The World Wide Web, or Web 1.0, reduced the search time and cost which offered clear way to get information of candidates (Salmen, 2012). So, candidates can easily search vacancies in various organization, can apply directly in their website with their profile, along with their covering letter and required documents. . Two-way communication rarely occurred as it was an uncommon strategy in recruiting (Salmen, 2012). Online recruitment makes job easy for both recruiters and candidates, candidates can easily upload the details for suitable positions. (Bhupendra & Swati, 2015). E-Recruitment plays very important role in the process of recruitment as it gives a suitable number of applicants who fulfilled the criteria set by the companies, by that companies can easily select the candidates for suitable position. (Bhupendra & Swati, 2015).
DeleteEffective recruitment and selection provides benefits for an organization to perform the duties effectively. Recruitment and selection is important aspect for every organization in getting the right employee for the right job (Noe, 2012). According to (Stewart and Carson 1997) the goal of recruitment and selection process should get suitable employees with minimum cost.
ReplyDeleteE-recruitment options include the techniques for identifying and attracting potential employees, including the practices involved in using web technology-based technologies. E-hiring employs more employees to more employees, and recourse facilitates the process of recruitment, such as the use of assessment tools included in the Recruitment Software.
Thanks for your view point of selecting right employees. Many companies using internet services for recruiting new candidates, since it gives opportunity for more candidates to respond, also manual and direct approach takes lot of difficulties in recruiting, also it takes more time to respond in both ends. So many software is now available for screening candidates (Omolawal, 2015). Online attitude and aptitude tests are becoming more popular as a means of selecting the right candidates. Companies using so many tests and methods to filter and to choose right candidates like Online attitude test, aptitude test, general English test (Yazdani, 2010). this kind of process will speed up recruiting process, also give people to choose their opportunity based on their qualification and ability (Elkington, 2005). Recruitment of employees by organization includes new methods and practices to identify and attract eligible candidates ( Parry & Wilson 2009).
DeleteSuccess of the e-recruitment process not only depend on implementation of e-recruitment front-end platform. Also proper planning and implementation of the HR system are important for success e-recruitment process (Pin et al., 2001). According to a research carried out by Subhani, et al., (2012), found that candidates was mentioned fake certification and experience in their CVs via online recruitment systems. Therefore, proper validation systems is critically important to select best-suited and right candidate.
ReplyDeleteFurther, another lack-developed area is outdated job posting platforms. Legacy job posts and website designing, where jobs portals are not properly visible to the visitors created barriers for job seekers (Khan, et al., 2012). The organizations may find success with online recruitment if they will adopt an appropriate strategy for their use and implementation for effective E-System (You and Ash, 2014)
Thanks, Dharshana for your valuable insight on e-recruitment. As you correctly said, Organization need to bring new concepts for recruiting strategies to attract new target group of candidates. (Highhouse, 2003). open to new target group of candidates Online or web-based recruiting is most capturing and cost-effective method (Cappelli, 2001). E-recruiting uses a wide variety of marketing measures to attract candidates via the World Wide Web by job advertising via email, organizational websites, online newspaper, employment websites or online communities to for job recruitment process. Due to unusual and new concept in recruitment process awareness of applicants is still under question (Ployhart, 2006), So many studies deal with concepts to design recruiting websites and way to attract candidates to react. (Allen et al., 2007).Feldman and Klaas (2002) states that there were so many negative aspect of issues arising due to slow feedback or technology problems, so applicants are dissatisfied, this can lead organization to lose qualified candidates because of discontent of process (Chapman & Websters, 2006) or to lose potential applicants because of complicated processes (Rynes, et al., 1991). On the other hand, when there are positive applicant reactions, their attitudes toward the organization are more positive (Hausknecht, et al., 2004)
Deletee -Recruitment taking some challenges,Online recruiting has emerged as one of the viable options of recruitment. But, there are some challenges with this form of recruiting. Here are some of the disadvantages of online recruitment.
ReplyDeleteOnline recruitment or e-recruitment is the new buzzword in business organizations these days and has helped organizations with their recruitment strategies. Online recruiting helps a company to save time and capital, apart from helping them to widen their reach.
Online recruiting has taken off in a big way and there are some organizations that totally rely on e-recruitment to hire new employees. However, there are some challenges associated with e-recruitment, one of the prime challenges being the lack of communication(Rahul,2019)
In other hand the disadvantage of e recruitment is there is no surety, whether the uploaded or forwarded resumes contains real-time information or truthful information, that challenges are the quality and the quantity of candidates through the web-based recruitment. Many organizations have reported getting large number of applicants from unqualified people. In other thing if there is no internet, candidates cannot check any portal, or they are not aware of new opportunities. (Bhupendra Swati, 2015) So job portals facing challenges in filtering right candidate from fake profiles. (Bhupendra & Swati, 2015). Armstrong (2009) states that internet recruitment associated with so many positives with several challenges. So, there may be chance of getting unqualified candidates through web-based recruitment. Internet recruitment creates hectic work for HR staff members who now need to review ,analyze and filter the resumes, more e-mail and the need to install expensive software to track the numerous applications privacy is another potential disadvantage of this new process: So information sharing is being done in ways that raise ethical issues and violate discrimination (Omolawal, 2015).
DeleteRegarding e-Recruitment, you have fully covered the area. In addition, I would like to list some drawbacks in e-Recruitment according to Chand (2014).
ReplyDelete1. Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.
2. There is low Internet penetration, no access and lack of awareness of internet in many locations across India.
3. Organizations cannot depend solely on the online recruitment methods.
4. In many countries (specially in 3rd world), the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.
Added few more drawbacks to strengthen your argument, Different scientists have accented the importance of research on both applicant reactions in general (Hülsheger & Anderson, 2009) and in online interpretation (Bauer et al., 2006). Mostly web-based procedures used by an organization and named process attracted by Applicants reported generally positive reactions to the fairness which gives more satisfaction (Sylva & Mol, 2009). Some websites in E-recruiting application forms are asking technically poorly designed or making them to entry of unnecessary information, which leads frustrating to use. In addition, there is a high potential that applicants experience internet-based preselection instruments as unfair because they are not based on personal contact (Harris, 2006). Also, there is a designing standardized forms more does not guarantee that this is in accordance with the applicants’ fairness perceptions (Harris, 2006).
DeleteHuman resource is the key role of the organization therefor it is important to have fruitful method to acquire the human capital for the organization. Currently recruitment process moving towards the online recruitment process to improve the speed by which job candidates can be matched with live vacancies (Galanaki, 2002).
ReplyDeleteHowever, Organizations must think how, and why online Recruitment increases performance for organizational recruiting, and what is the contribution of specific Internet recruitment methods to organizational development (Kinder, 2000). Organizations must concern about the affect organization of E-recruitment and it utilization, for external environment and a society when adopting E-recruitment process (Lievens, 2002).
Thanks, Himashi, as you commented now organizations are started to think on E-recruitment. Lin and Stasinskaya (2002) report that applicant using company websites for recruitment process and it is stated to be different from other method since it is more clear, interactive and more positive. In other words, websites constructed with many features and a highly developed human-computer interaction (Agarwal and Venkatesh, 2002). Cober et al. (2000) says that in designing of company’s website, should give consideration to attract candidates, easily accessible and verifiable after apply for the position posted in the website. Therefore, some issues are there in organization recruiting websites (Cober et al., 2003). role of privacy perceptions and internet knowledge (Harris et al., 2003), website orientation and outcome expectancy (Williamson et al., 2003), aware of website usability due to its peculiar usability (Agarwal et al., 2000) and ease of use (Agarwal and Venkatesh, 2002). According to Borstorff et al. (2005), online recruiting sites showing fast, convenient, and inexpensive in process. Perry (2002) states job seekers searching jobs online easily getting their result in quick, convenient, reliable and timely manner. Without the restrictions from a geographical aspect, any candidates can reach recruiters who are employment professionals and organizations. Lee (2005) By online application candidates can apply for any position and job at any time of the day resume with all the necessary information and application for multiple jobs can be done.
DeleteRapid improvements evidenced during past 2 decades and followed by globalization has substantially affected and changed the life of human (Khan et al. 2013). As per latest available statistics, Internet penetration rate as a percentage to global population is 56.8% as of March 2019 (source – International Telecommunications Union (ITU)), which evidences that Internet has become household requirement for survival. Along with this progression of Internet, e-recruitment brought lenience and is effective way to search for a job. As a result, candidate and organizations became more closer through e-platform comparing to the conventional method of recruitment. Moreover, e-recruitment process effectively broke the geographical boundaries for job seekers (Khan et al. 2013).
ReplyDeleteIt has been further discovered that key drivers of e-recruitment are a) improve corporate image and profile, b) Reduce recruitment costs, c) reduce administrative burden, d) employ better tools for recruitment team and e) ability to target better and wide pool of candidates (Barrber, 2006).
Since you have touched on internet on recruitment, would like to another side on internet-based recruitment usage. Generation Y are those born between the year 1981 to 2000. They are regarded important because they are the current generation entering the workforce making them the highest number of recruitment source. A study by Society for Human Resource Management or SHRM in 2004 indicated them to be technologically savvy, since they have more practical knowledge. Palfrey and Gasser (2008) saying that this generation are called as digital natives. In addition, Generation Y having more knowledge in natural aptitude for electronic forms of communications including e-mail and social media plat forms by Coopers (2013), Due to this, e recruitment will be highly recommended to them, also need to identify the factors affecting Therefore, it is critical to identify what are the factors that effectiveness of e recruitment. Generation Y job seekers are more respondents by identifying and understanding these factors a more effective e-recruitment system can be implemented.
DeleteDear Kanth, Well structured and informative blog. I wish to add by stating that future generations who are growing up with computers are unlikely to use the traditional methods of recruitment; they will probably rely only on the e-recruitment method. Companies in the future will see e-recruitment as their main business tool; a tool with which they can control the job market. It will most likely also give them the competitive advantage in the tough labour market. Simplicity, stability and speed will be the three key features of e-recruitment in the future (Taylor, 2001).Over the last ten years, the Internet has changed the way that organizations do business (Lievens & Harris, 2003). One way that countless companies are using Internet technology as a platform for recruiting and selecting candidates. Recruitment websites allow organizations to process large numbers of applicants and also allow the organization to save time and money (Anderson, 2003). The trend to turn to the Internet for recruitment has been on the rise in the last five years, with an estimated 90% of large US firms utilizing established organizational recruitment websites (Capelli, 2001), and this trend is likely to increase in the future (Bartram, 2000).
ReplyDeleteThanks for your appreciation Upul. Let me add few stats on E-Recruitment to support your argument. Online recruitment or e-recruitment is growing at a rational way. A huge number of companies practices online recruiting (Feldman and Klass, 2002). over 52 million Americans use online job searches to search for job (Jansen et al., 2005). According to Cober and Brown (2006) more than 50 per cent of new employees were recruited from e recruiting way and this will be expected to become higher. Girard and Fallery (2009) found in 2007 Monster France had more than 3 million CVs on their databases, on other hand over 36 million members were in LinkedIn’s social network in early 2009. Among recruiting cost is cheaper than traditional way of recruit (Buckley et al., 2004) More choices are there to choose since the number of resumes is much higher (Chapman and Webster, 2003) and now it was considered as main mode of applying for jobs (Chapman and Webster, 2003)
DeleteThe rapid growth in technology has brought many changes in each department of an organization (Awang et. al, 2013). Many employers are adopting the modern techniques for
ReplyDeleterecruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).
According to Bartram (2000), in the modern world, the recruitment activities are incomplete
without the word of "internet‟. In early 2000, the concept of "job boards‟ were introduced into
the job market. Monster.com was the first recruitment site established in same year (Ensher et.
al, 2003). E-recruitment is the latest method of recruitment. Internet can be used as the latest
equipment for recruitment and selection. It is a real technological innovation for job seekers
and employers. (Parry, E. & Wilson, H. 2009). The concept of e-recruitment started in HR
journals from the mid of 1980. Later on, the development in technology makes HR more
effective. The concept of E-HRM was introduced in market in 2000 Sills, M (2014).
Khan et al., (2011), reported internet has been widely used in social, education, economics and business field. Businesses adopted internet in their business to have huge development. In 2011 Khan stated that Internet was widely used for easy access for job portal and all websites, also to get success in online job market which supersedes traditional job requirements. E Recruitment bring easiness and efficient to find a job because of this electronic progression platform bring job seeker and employer closer. E-recruitment reduces the geographical boundaries for potential job seeker, anyone can reach anywhere from the globe. Internet has potential ability to bring more faster changes in recruiting processes. Moreover, e-recruitment plays a vital role increasing organizational survival and success (Parbudyal and Dale, 2003). Khan et al. (2011) found e recruitment is time saving; browsing wide area of employment and global employment pool are the appropriate which motivates job seekers for online searching of job. Recently 94% of Global 500 companies are using e-recruitment, as compared to just 29% in 1998 (Greenspan, 2003). As Bush and Gilbert (2002) found that So many organizations incorporated Web based recruitment process as a medium than other processes.
DeleteTechnology has provided supportive role to achieve organizational goals in contemporary dynamic environment. To get quality of human resource and raise talented workforce, e-recruitment has been an emerging practice. The e-recruitment has been an effective tool for hiring and motivating effective human resource in a wide geographic region. Iinfluence of e-recruitment practices on the effectiveness of organization. Today’s knowledge centered markets are subject to fast changes, which require efficient and effective recruiting methods to satisfy the demand of organizations to react to the new and growing challenges with competency based products by getting the right employees into the right jobs. Effective recruitment is all about bringing talented individuals or groups to the organization in a mean time to attain the organizational goals. The role of e-recruitment is not only hiring talented individual but it has to provide useful information and aware fresh blood with a realistic job preview, which assist them to plan career and involve in the organization. (Rachel W. Y. Yee, 2010). In response to the pressure of globalization, increasingly competitive markets, and volatile market dynamics, many organizations are actively seeking ways to get competitive advantage by investing more in human resource.
ReplyDeleteHelen and Sue (2008) stated that adapting hiring time cycle for recruitment process is important which shortens waiting time period in job application process. Organization and Job portals jointly create or use specific effective system that should give information in timely manner. This will encourage talented applicants to use and apply for jobs. Accessibility of information is also giving effectiveness in e-recruitment (Cappelli, 2001). to attract jobseekers the organizations should incorporate the values and benefits to establish organizations and career opportunities among others (Lievens et al., 2002). Since job seekers need this information in order to apply for jobs (Fountain, 2005). Thus, organizations and job recruitment portals who want to attract a qualified candidate to recruit should decide and incorporate positive information in e recruitment system.
DeleteI agree with what you have said about the e-recruitment process. Even if I do agree, Top performers need involvement, and typically stay where they have a voice and a responsive ear. With exceptional performers, however, it is mandatory that they be involved in key decision making. If your top performers aren’t involved, they’re gone. This is true at every level in organizations, so ensure the executives you hire also have the emotional intelligence to lead in this manner as well(Perry & Haluska, 2016).
ReplyDeleteInteresting argument, Hiring the right person is called effectiveness, while Thomas and Ray (2000) stated that the effectiveness is nothing but ability to attract, to hire, and to develop talents of the candidates. This study clears that effectiveness as the scale of measure of quality and goodness in using E-recruitment. E-recruitment can attract high quality candidates (Vidot, 2000). Some are saying e-recruitment should be applied together with other methods (Rosita and Nadianatra, 2006). This is because internet recruiting will not replace traditional practices of recruiting (Borck, 2000). Hogler et al. (1998) states that e-recruitment may increase the geographical scope of recruitment but not with demographic way. In the demographic hierarchy within the societies e-recruitment method might not be equally effective, in attracting job seekers from all levels was considered as another reason. Also, traditional recruitment is more preferred by major organizations for high positions like managerial level, executive and higher job level recruitment. Arkin and Crabb (1999) says that On the other hand, e-recruitment method is used to attract applicants for junior
DeleteIf we look at the advantages of e-recruitment, in the era of globalization, the search cannot be restricted to one place (Arundhati Ghosh, 2007). So online advertising for recruitment will reach a larger population in a wider geographic location, enabling companies to find a more suitable candidate. Also, the cost to the organization will be much lower. Speed of the job posts reaching potential candidates very fast is another advantage here.
ReplyDeleteE-recruitment helps in getting the exactly required talented candidates and gives full-time access to the resumes. Online recruitment helps companies to eliminate the unqualified CVs in an automated way. Compared to the traditional way of advertisement, online job postings give much clarity to the contents. Much of the information will be displayed and the candidates get aware about the job demanding. The information of the candidates is collected in a standard format. Besides collecting the data it also consolidates information received from various sources (Arundhati Ghosh, 2007). It will lesson paperwork and therefore reduce the cost as well.
Holm, Anna B. (2012) further states it as the organization of recruitment process and activities, which, by means of technology and human causes, enable time-and space dependent collaboration and interaction in order to recognize, attract, and influence capable candidates. Avinash S. Kapse (2012) published an article about E recruitment which stated that online recruitment has many advantages to companies like low cost, less time, quick, wider area, better match and along with this they have highlighted some points of disadvantages of online recruitment like scrutinizing applications is a problem.
DeleteKumar (2014) claims the word ‘E-Recuitment’ as the process of attracting, screening, selecting and on boarding a qualified person for a job. Further, Kumar (2014) insists that E-Recruitment may involve the development of an employer brand which includes an ‘employee offering’ and directly effects the organization and its goals.
ReplyDeleteAccording to Kumar (2014), purpose and importance of E-Recruitment and selection process can be defined and described as follows.
• Attract and encourage more candidates to apply in the organization.
• Creation of a talent pool of candidates.
• Can easily determine present and future requirements of the organization.
• E-Recruitment is the process which links the employers with the employees.
• Increase organizational and individual effectiveness of various recruiting techniques.
• Proper selection of candidates which will reduce the cost of training.
• Proper selection of candidates which also reduce the personal problems in the organization such as labor turnover and absenteeism.
• Helps management to get the work done by people in an effective manner.
Very interesting topic, while e-recruitment has advantages it has challenges as well. Organizations that recruit via social networking sites potentially face the risk of receiving a high number of applicants as it requires minimum effort to apply for a job on these sites. A high volume of applications can be time-consuming for the employer, “the lack of barriers of time and geography and the ease in submitting information for the candidates intensifies the risk of overload” (Galanaki, 2002). Another challenge that organizations have to consider before implementing social networking as a recruitment tool is the risk of discrimination, “an issue that is impossible to escape in the recruitment process regardless of how candidates are sourced and screened” (Doherty, 2010 ). Many of the challenges mentioned in the literature occur when social networking is used incorrectly, which highlights the necessity for an organization to have an effective strategy in place before the tool is implemented (Lewis et al , 2015).
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