Evolution in Recruitment: E-recruitment
Today’s world is technology based in
every aspect of our lives.
The process of e-recruitment allows
businesses to be cost-effective, update job offers at any given time, shorten
the recruitment cycle, and help to identify potential candidates from a wide
range of audience
- Job databases
- Career portals
- Social networking sites
- Corporate website or intranets
A fundamental point in e-recruitment
is that it is helpful in tracking the status of a candidate with regards to the
job application applied. Furthermore, by the use of social media networking
sites it helps in building networking and finding other career opportunities. According
to
However, the advantages to e-recruitment,
its access to a wider range of candidates, its flexible and adaptive process,
and the low cost. E-recruitment is more about the system being able to attract
the right candidate rather than its adoption to technology. Furthermore, it is
about the cultural and behavioral change within the organization.
References
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.
Bhupendra,
S. H. & Swati, G., 2015. Opportunities and challenges of e- recruitment. Journal
of Management Engineering and Information Technology, 2(2), pp. 1-4.
Holm, A. B.,
2012. E-recruitment: Towards a Ubiquitous Recruitment Process and Candidate
Relationship Management. Journal of Human Resource Management, 26(3),
pp. 241-259.
Lee, I.,
2011. Modeling the benefits of e-recruiting process integration. Decision
Support Systems, 51(3), pp. 230-239.
Okolie, U.
C. & Irabor, I. E., 2017. E-Recruitment: Practices, Opportunities and
Challenges. European Journal of Business and Management, 9(11), pp.
116-122.
Tong, T. Y.
K. & Sivanad, C. N., 2015. e-Recruitment service provider review. Employee
Relations, 27(1), pp. 103-117.
Nicely presented Onita. Furthermore, According to Klepić (2019) the best recruiting method improves the organization's improvement and operational facilities since better personnel boost the company's reputation according to worldwide business standards.
ReplyDeleteAgreed. It can also be stated that over the years recruitment has shifted towards the new paradigm of e-recruitment (Mohammed, 2019)
DeleteAgree with the content Onita. in addition (Avinash, Vishal, Nikhil 2012) According to mid-1980s articles, there are two main purposes for e- recruitment: corporate websites for hiring and commercial jobs boards for posting job adverts. Corporate websites are a business's own website that has a link for career possibilities and job postings, where applicants can sign in to view open positions. Companies would be using commercial job boards for recruitment if they posted advertisements for their open positions on other websites that focus on recruiting.
ReplyDeleteAgreed. Furthermore, a study conducted by Holm (2014) concluded that due to automated e-recruitment systems, candidates can be immediately updated or notified of the application receipts.
DeleteVery informative article Onita. It is interesting to note Kapse et al., (2012) argues that e-recruitment should supplement traditional methods of recruitment rather than replacing them as the loopholes of e-recruitment can be covered by the traditional methods, ultimately making the entire process faster.
ReplyDeleteAgreed Nelushan. Furthermore, a study conducted by Lee (2011) concluded that organizations adaption to e-recruitment leads to increased connectivity among departments of the organization and as a result reinvents the organization.
DeleteGood article Onita. Furthermore, social media, of which Facebook, Twitter, Blogger, WordPress, and LinkedIn are some of the well-known examples, enables the development of user-generated content and ideological and technological foundations based on internet-based applications (Broughton et al., 2013). The primary goals of social media include communication and interaction with others who may have similar interests (Bondarouk & Olivas-Lujan, 2012). In modern environment using online media for recruitment will provide more benefits than using it in a disjointed way (Gentle, 2014).
ReplyDeleteAgreed Romeda. Anderson (2003) study's findings are that attracting applicants is the most reliant on e-recruitment sources, tools and techniques. The use of professional networks such as LinkedIn can be considered as an additional recruitment source.
DeleteFurthermore, one of the primary benefits of E-recruiting is the ability to reach a large number of qualified candidates at a low cost (Gueutal et al., 2005; Stone et al., 2005). E-recruitment allows you to reach applicants wherever they are using their mobile devices. According to a recent survey, 68% of active job seekers use their mobile phones to search for jobs at least once a week (Glassdoor, 2013) (Lievens & Chapman, 2019)
ReplyDeleteAgreed. Further to that it can be argued that e-recruitment results in several managerial implication and positive results for the organization which are reduced paperwork and speeding the recruitment process (Elfi et. al, 2011).
DeleteHi Onita, agreed with you and further more The virtual recruiting environment will vary in level of sophistication depending on the level of technology used and the scope of activities it covers. It depends on the size, needs, and recruitment budget of the organization which method to adopt. (Parry, 2009).
ReplyDeleteAgreed Nirosha. E-recruitment has the ability to generate a large applicant pool and thus, allowing the organization to be more selective in the hiring process (Singh & Finn, 2003).
DeleteGreat post Onita. In addition to above, as stated by Sivabalan, Yazdanifard and Ismail (2014), organizations can enhance their visibility to potential applicants by using websites as the Internet becomes a more widely used medium for communication and business. Companies competing for the top candidates in a high speed employment market need to use the most up-to-date hiring methods and online technologies, but the personal touch is still important.
ReplyDeleteAgreed. However, it can also be seen that web-based recruitment or online recruitment sends positive signals about the organization's image which as a result can attract more potential candidates (Thompson et. al, 2008).
DeleteNicely written Onita. And making predictions about potential behavior is a component of recruitment and selection. so that judgements regarding who will be most fit for a given job can be made. The future is uncertain; hence predictions must always be expressed in terms of probability. However, rather than making educated predictions, decisions might be made (like when actuaries determine insurance premiums).
ReplyDeleteIt is crucial to pick competent candidates, and this depends on efficient recruiting and selection processes that aim to choose the "right" people and evict the "wrong" ones. The significance of this should not be understated because a subpar hiring choice can cost an organization 30% of the employee's first-year salary. Reduced productivity, potential client loss, training expenses, advertising expenses, recruitment fees, and redundancy benefits are a few examples.
Agreed with you Onita. And furthermore I would like to add that traditional methods should not be replaced by the e-recruitment, it should supplement. The loopholes of e-recruitment can be covered by the traditional methods and recruitment process will be faster, global due to e-recruitment. One method should not replace the other. While other methods like campus interview, internal search has a personal touch. But receiving application in hand, communicating with candidates becomes time consuming without internet. Job Portals are the most popular and widely used tool by companies and recruitment teams to facilitate the smooth flow of recruitment process in the competitive world. Job Portals provide a platform for the employers to meet the prospective employees (Kapshe, Patil & Patil, 2012)
ReplyDeleteGreat Post also todays world i think the most effective way is e recruiting social media, of which Facebook, Twitter, Blogger, WordPress, and LinkedIn are some of the well-known examples
ReplyDeletegreat artical! According to Ghazzawi & Accoumeh (2014), one of the main areas of concerns with e-recruitment would be privacy. The sensitive personal information can be misused if gone in to the wrong hands, hence online recruitment platforms should take necessary precautionary action to ensure information security & validity of job postings.
ReplyDeleteE-recruitment has many labels that include; internet recruitment, online recruitment, web-recruitment and many others. Unlike traditional recruitment, e-recruitment makes use of information technology to handle the recruitment processes. Breaugh et al. [1] defined a recruitment model that presents the recruitment process at a macro level with the following activities: Setting recruitment objectives, developing a strategy, performing the recruitment activity and obtaining and evaluating recruitment results. Recruiters compete with each other for candidates (jobseekers suitable for available jobs), while jobseekers compete for jobs; which drives both groups to adopt information technologies at accelerated rates in order to take the strain out of some of the recruitment activities [2,3,4,5,6,7]. “For most job seekers, the Internet is where the action is” [3, p. 140]. Thus, to get candidates, recruiters need to move swiftly to locate and hire, which may require use of a multitude of information technologies in the process [8, p. 130].
ReplyDeleteStrategic management involves employing selective and specific processes across all aspects of the business to help the business achieve optimal profit and success (Gupta & Kumar, 2014). For a small business, the recruitment and selection of the right employee for each position can lead to reduced costs, thus leading to an improved bottom line (Mohammad, 2020).
ReplyDeleteThe consequences of the global pandemic have made a permanent impact on workplace practices. Remote working and tele working is now the new trend and together with this, e-recruitment is more popular in today’s industry (Holm and Haahr, 2018). As you have presented in detail, there are many advantage to businesses including: cost efficiency, improve the efficiency of the recruitment process, access a wider range of candidates and so on. Hence e-recruitment now holds a significant importance in HRM operations.
ReplyDeleteGood article Onita. Further, E-recruitment is a topic that is frequently covered in specialized literature. In the mid of 1990s the Internet appears for the first time as a recruitment tool, giving rise to a phenomenon called in that time recruiting revolution (Boydell, 2002).
ReplyDelete