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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
  • Technology helps to filter the applications
  • 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 simpler 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 paperwork 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

References

Bhupendra, S.H. & Swati, G. (2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), pp.1-4.

Omolawal, S.A. (2015). E- recruitment: practices, benefits and challenges. Journal of the Institute of Personnel Management of Nigeria, 7(2), 76-86. [online]. Available at:
 <https://www.researchgate.net>. [Accessed on 20th April 2019].

Shahila, D. & Vijayalakshimi, R. (2013). E- recruitment challenges. International Journal of Social Science and Interdisciplinary Research, 2(5), pp.118-123.

Ugo, C. O & Ikechukwu, E. I. (2017). E-Recruitment: Practices, Opportunities and Challenges. European Journal of Business and Management, 9(11), pp.116-118
Linda, B. (2006).e-Recruitment Developments.[Figure].Available at
<https://www.employment-studies.co.uk/>. [ Accessed on 17th April 2019]

Comments

  1. Darshana BandaraDecember 16, 2019 at 2:03 AM

    Success 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.
    Further, 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)

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