What is e-Recruitment
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 widespread to represent drawback for companies that had been delayed
incorporation in their own corporate information systems and strategies (Anand
& Chitra, 2016)
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 effectiveness and efficiency for the employers
Recruitment process
|
Traditional
|
E-Recruitment
|
Attracting
candidates
|
Using
traditional sources such as advertisement, flyers, Spokespersons, to attract
as many applicants as possible to contact the organization
|
Using
the organization’s brand image, web sites, mob apps, blogs to attract as many
as possible to the corporate website. organization can showcase themselves
there.
|
Sorting
applicants
|
Using
paper-based test for applicants to filter and select the suitable candidates
for next the step
|
Conducting
online tests to filter candidates, and to have a manageable candidate pool
for the next step
|
Making
contact
|
Contact
the candidate via phone and have face to face interview
|
Using
technologically processed recruitment method to identify the most suitable
and talented candidate before moving other companies
|
Closing
the deal
|
Negotiate,
agree on terms and conditions.
|
Negotiate,
agree on terms and conditions.
|
(Source: Pandey
& Mishra (2015).)
References
Armstrong,
M. (2009). Armstrong’s Handbook of Human
Resource Management Practice.11th Ed. Kogan Page Limited: London
Anad,
J. & Chitra, D.S. (2016). The impact of e- recruitment and challenges faced
by HR Professionals. International
Journal of Applied Research, 2(3), pp.410-413.
Avinash,
S.K., Vishal S.P. & Nikhil V.P. (2012) E- Recruitment. International journal of Engineering and Advanced Technology (IJEAT),
1(4), pp. 82-86
Bartram,
D. (2000). Internet recruitment and selection: Kissing frogs to find princes. International Journal of Selection and
Assessment, 8(4), pp. 261-274.
Bhupendra,
S.H. & Swati, G. (2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and
Information Technology, 2(2), pp.1-4.
Cober, R. T., Brown, D. J.,
Keeping, L. M., & Levy, P. E. (2004). Recruitment on the net: How do
organizational web sites characteristics influence applicant attraction? Journal of Management, 30(5), 623-646.
Dhamija,
P. (2012). E-recruitment: A Roadmap towards e-Human Resource Management.
Researchers World. Journal of Arts
Science & Commerce Research,
3
(3(2)), pp.33-39.
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.
Pandey, S & Mishra S (2015). Analysis of the Pros &
Cons of Online Recruitment methods in India. International Journal of Engineering & Management Sciences,
6
(2), pp. 65-67
The 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).
According to Cole (2002), the principal purpose of e-recruitment is to attract sufficient and
ReplyDeletesuitable employees to apply for vacancies in the organization. More so, (Zweig 1991) defines erecruitment as the set of activities an organization uses to select candidates who possess the
abilities and attitude necessary for the enterprise especially with the aim of achieving its
objectives. In the same vein Kuntz and Donnel (1980) saw e-recruitment as attracting qualified
candidates to fill any vacancies. According to them, it is a process of choosing from among the
candidates. It goes further to list three aspects of e-recruitment that must be borne in mind while
recruiting officers, namely the e-recruitment requirement, organizational policies, procedures and
organisational.