E - Recruitment (Blog 2)

Definition of E-Recruitment

E-Recruitment is a web based online recruitment methodology for the process of attracting, selecting and managing the recruitment in a company. Armstrong (2006) defined e-recruitment is an online recruitment uses web-based tools such as public internet site or its own intranet to recruit employees and the e-recruitment process is to attracting, screening and tracking applicants, selecting, and offering jobs or rejecting candidates.

E-Recruitment Process

The method of e-recruitment is getting more and more popular and companies develop their own websites and form corporation with online work boards. Top companies use social media and refer social accounts to analyze the behavior and skills of a candidate (Sharma, 2014). A research conducted by Neha Sharma (2014) on e-recruitment, there are range of e-recruitment options available to make recruitment process effective and the entire process is developing strategies to attract candidates and choosing the best candidates.

E-recruitment is the use of technology or the web based tools to assist the recruitment process whereby the online technology is used particularly websites as a means of assessing, interviewing, hiring personnel and  it is noticeable that E recruitment may include an element of job seekers seeking opportunities online (Dhamija, 2012). Furthermore Dharmaja says that, “Internet is a link between employers and job seekers which completely changed the role of the traditional way and revolutionized the complete recruiting process”. These major changes in the recruitment filed, besides having greatly improved the work methods, they have created new work tasks for the recruiter. Internet based employers provide cost effectiveness fewer but quality applicants than traditional recruiting employers and provides the access to passive job seeker and company image building ( Chapman and Webster, 2003).

Cappelli (2001) also stated that Internet had brought radical change to corporate recruiting and online recruiting leads to saving cost, wide open market, no geographical boundaries, speed up the process of tracking and has the potential to reach a larger audience. In his study on Internet recruiting, Cappelli examines different recruitment strategies where the e-recruiting process consists of three major steps: attracting, sorting, and contacting candidates.

Recruiting higher standard staff is fundamental to be a successful Organization and to maintain the position. By the use of internet, advertising for candidates has become cheaper while at the same time appealing to the wider audience and it course the e-recruitment become popular.

(Source: Institute for employment studies)

Advantages of E-Recruitment

• Reduced time - faster than traditional hiring methods and the recruiting cycle is speeded up at every stage from posting

• Reduced cost - Costs of posting jobs, searching for candidates, lower than the costs of using traditional search firms and advertising methods.

• Wide geographical coverage - the candidates can be hired from any part of the world

• Branding opportunity for employers - Employers can use their job ads to publish the company Image.

• Find correct candidate - Right people for the right job can be easily found through E-Recruitment, by matching the candidate’s CVs with the job profile

• Convenience - Employer can find the prospective candidates through their CVs attached online and similarly the candidates can search the employer through their job vacancy advertisement posted on the internet.

• Sophisticated management tools - job seekers similarly can track the progress of their application at every stage of the hiring process allowing both employers and job seekers to maintain their confidentiality.

Disadvantages of E-Recruitment

• Require being computer survey - As the search is based on various websites, their screening, keywords application demands for a computer survey person and company

• Legal consequences - recruitment sources should be aware of the words and meaning used in the advertisement.

• Non-serious applicants - the candidates are not checked thus whether they are serious is not known.

• Disclosure of information - Candidates profile and company details are available to public.

• Outdated job postings - Occasionally, human resource representatives fail to remove old postings for positions from the website that have been filled.

• Website malfunctions - Breakdown of company websites when attempting to submit documents. Some website layouts find difficult to navigate around the site. 

References:

• Armstrong, M. (2006) ‘A Handbook of Human Resource Management Practice’, 10th edn., London, Kogan Page, p. 420.

• Cappeli, P. (2001) ‘Making the most of online recruiting’, Harvard Business Review, Vol. 70(3), pp. 139-148.

• Chapman, S. and Webster, J. (2003) ‘The use of technologies in the recruiting, screening, and selection processes for job candidates’, International journal of selection and assessment, pp. 113-120.

• Dhamija, P. (2012) ‘E- recruitment: a Roadmap towards eHuman Resource Management’, Researchers World - International Refereed Journal of Arts Science & Commerce Research (RW-JASCR), pp. 33-39.

• Neha, S. (2014) ‘Recruitment Strategies: A power of E-Recruiting and Social Media’, International Journal of Core Engineering & Management, Vol. 1.