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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. HRM 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 for 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).

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

Du Plessis, A.J & Frederick, H. (2012). Effectiveness of e-recruiting: empirical evidence from the Rosebank business cluster in Auckland, New Zealand. Science Journal of Business Management,2012(126),1-21

Khan, N. R., Awang, M. & Ghouri, A. M. (2013). Impact of e-recruitment and job-seekers perception on intention to pursue the jobs. Management and Marketing journal, 11(1), pp.47-57.

Pin, R. J., Laorden, M., & Sáenz, D. I. (2001). Internet Recruiting Power: Opportunities and Effectiveness, IESE Research Papers No 439, [online]. Available at http://www.iese.edu/research/pdfs/DI-0439-E.pdf.

Ruchi, P. (2016). E-Recruitment Challenges and Methods used in Modern Organization. International Journal of Advance Research in Computer Science and Management Studies, 4 (12). pp.33-41

ICIME. (2013) The 4th Conference international conference on Information Systems Management and Evaluation [online]. RMIT University, Vietnam 13-14 May. Academic conference and Publishing International Limited. ICIME.Available at : 
<https://books.google.lk/bookshl=en&lr=&id=ZkTBAAAQBAJ&oi=fnd&pg=PA344&dq=Nike%27s+successful+erecruitment.Strategy&ots=r8LXYvj4hI&sig=39G5LY9oNhPEPIlMwxdL3yyjKV4&redir_esc=y#v=onepage&q=nike&f=false>  [Accessed on 10th April 2019]


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