E- RECRUITMENT
The recruitment and selection of high-quality employee remains a fundamental goal for organization as researchers and practitioners recognize the need to understand the manner in which prospective applicants are attracted to organization and jobs (Thompson, Braddy & Wuenschc et al., 2008). E-Recruitment is a new technological means for selecting one of the companies most crucial resource which is the human resource as recruitment has become an important process in the highly competitive labour market (Okolie & Irabor, 2017).E- recruitment is applying for employment through Intranet and Internet in order to select and recruit a prospective candidate (Rudman, Hartel & Fujimoto, 2010)E- recruitment is one of the worldwide trending HR which has evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually and it also makes the selection of employees easy when it involves long distance or time constraints (Tyagi, 2016).
The fundamentals of E recruitment is are tracking which is helpful in tracking the status of the candidate with respect to the jobs applied, employers website which provides details of job opportunities and data collection, job portals like career age, indeed, monster, times job mainly which carry job advertisement, online testing where candidates are evaluated over the internet based on various job profiles and last but not least is the social networking which are sies like google +, twitter, Facebook, linked in which can help network while finding the candidate career opportunities (Okolie & Irabor, 2017). (Tyagi, 2016) describes E- recruitment in three steps, firstly the candidates need to be attracted and this concerns using the organization reputation, product image, online technology and other methods to draw as many applicants as possible to the organization’s website. The second step in this process is to sort out applicants where sophisticate candidates are employed using standardized online tests. Thirdly the contacts need to be managed quickly and this is easier due to the use of the internet where organizations can respond more quickly to a desirable candidate.
There are four generations of e
recruitment which has four different distinguishing feature and types of internet.
The following table by (Jacek, 2014) shows the four generations of e
recruitment.
|
Generation of E recruitment |
Distinguishing feature |
Types of e recruitment |
Most important quality for the organization |
|
1 |
Unilateral
communication between a company and a candidate |
Company
website; employment websites |
Potential
to place a lot of 'recruitment' information on one's own website |
|
2 |
Companies
observe communications between potential candidates |
Search
engines; social networking sites |
The
possibility of appraising a candidate without informing him or her of the
fact |
|
3 |
Multilateral
communication between a company, candidates, and the groups to which the
candidates belong |
Social
networking sites; image building tools: games, blogs |
Maintenance
of a network of brand ambassadors in various communities |
|
4 |
Realization
of recruitment tasks by persons in a company's circles at the request of the
company; that is, communication with the firm is indirect |
All
the above, including the instruments for creating communities and,
additionally, rewards for recommenders (and possibly for those recommended as
well) |
Possibility
of reaching large and varied social groups with recruitment information |
(Jayachandran, 2020) states that e recruitment is a more
creative and a less expensive and it also attracts a larger pool of potential
candidates which in turn smoothens the selection process. E recruitment helps
organization to be equipped with competent staff and it can be used to track
and maintain candidate applications .
REFERENCES
Author links open overlay
panelLori FosterThompsonaPersonEnvelopePhillip W.BraddybKarl L.Wuenschc et
al. (2008) E-recruitment and the benefits of Organizational Web Appeal,
Computers in Human Behavior. Pergamon. Available at:
https://www.sciencedirect.com/science/article/abs/pii/S0747563208000393
(Accessed: December 3, 2022).
Hartel, C. E. J & Fujimoto,
Y. (2010). Human resource management. Transforming theory into practice. NSW.
Pearson Education. Australia.
Jacek, W. (2014) “On
e-recruitment and four ways of using its methods,” The 8th International
Scientific Conference "Business and Management 2014" [Preprint].
Available at: https://doi.org/10.3846/bm.2014.084.
Jayachandran, A. (2020) E-RECRUITMENT:
AN ADVANTAGE OVER TRADITIONAL RECRUITMENT [Preprint].
Okolie, U.C. and Irabor,
I.E. (2017) E-Recruitment: Practices, Opportunities and Challenges ,
9(11). Available at: https://doi.org/ 10.4314/rjeste.v4i1.8.
Rudman,
R. (2010). Human Resources Management in New Zealand. (5th.
ed.) Auckland. Prentice-Hall.
Tyagi, A. (2016) Impact
of E-Recruitment on Human Resource. Horizon Books.
Agreed on the content Joel. Further, the organizational success and maintaining it are predicated on the essential necessity of hiring competent people, which has become more difficult as competition has increased (Anand, 2016). Through e-recruitment, candidates will have simple access to apply for the posted position, removing hurdles in the hiring process (Lievens & Harris, 2003). Additionally, by expanding the pool of applicants from various countries, it will be possible to minimize the aggravation of not finding a suitable applicant (Anand, 2016). In addition, regardless of location, it aids applicants in finding areas where there is a need or deficit for a certain skill set and applying appropriately (Rana & Singh, 2015).
ReplyDeleteThank you for your comment and recruitment is categorized in two, one is centralized and the other is decentralized. Centralized recruitment is in action when the organization is having a centralized power structure and the departments are not involved in decision making, it is only concentrated in one central department. Decentralized recruitment is having authority to each department to choose their staff (Kumar, 2019).
DeleteGreat Blog, in addition to that Rudman, Härtel & Fujimoto (2010) states that e-recruitment is applying for employment through Intranet and Internet (internal or external) to select a prospective candidate is known as electronic recruitment. Based on an advertised vacancy a candidate will apply for the position electronically by sending his/her resume with a covering letter attached, the employer or the Publicist of the advert will then screen the resume with other resumes received by different applicants (Finn,2000).
ReplyDeleteGreat & furthermore, 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)
ReplyDeleteThank you for your comment and recruitment is categorized in two, one is centralized and the other is decentralized. Centralized recruitment is in action when the organization is having a centralized power structure and the departments are not involved in decision making, it is only concentrated in one central department. Decentralized recruitment is having authority to each department to choose their staff (Kumar, 2019).
DeleteInteresting read Joel. To add further, Hada & Gairola (2015) argues that competent staff helps in
ReplyDeleteincreasing organization productivity and that E-Recruitment helps organizations to be equipped with competent staff and thus, E-Recruitment has proved to be important part of the modern recruitment strategy. They further explain that E-Recruitment makes it possible to keep track and maintain candidate applications more efficiently and provides some remarkable benefits in terms of cost and efficiency.
Thank you for your comment an i agree. Also, e recruitment brings in many benefit such as a higher diversity in the applicants, recruitment becomes a faster process and it reduces administrative burdens thereby reducing time consumption (Rathee& Bhuntel, 2017)
ReplyDeleteAgreed. Further, E-recruitment is broadened to include candidate management technology, and the recruitment process in general, for example, tracking applicants, selecting, offering jobs and rejecting (Parry & Tyson, 2009). During the past twenty years, e-recruitment has been an issue of interest, and today, many organizations use the internet to recruit.
ReplyDeleteGreat content Joel, E-recruitment is the latest development in recruitment with less cost and more efficiency. E- recruitment overcome the challenges in traditional recruitment process of interviewing. E-recruitment opens for the niche market and helps to suit the ight candidate with lesser time consumption (Dr. Ajay Tyagi, 2016).
ReplyDelete