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The reason of this study is to widen the research on recruitment by considering the development of e-recruitment in Mauritius principally its effects on the recruitment market, employers and job seekers. This chapter will give an overview of the current study in terms of the rationale behind the research based on the identified gaps within the literature. This will be followed by a review of the research design and methodology, and a brief outline of the structure of the thesis.
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME
Recruitment is defined as," the process of discovering potential candidates for actual and anticipated organizational vacancies ". - Yodel.
Recruitment is defined as," the process of searching for prospective employees and stimulating them to apply for jobs in the organization". -Edwin B.Flippo
As stated by Sri (2011), as a result of technological revolution over the years, rapid growth in size and complexities of organizations has been witnessed due to automation, computerization and mechanization. HR personnel have got lot to think, analyse and address the impact of techno-changes on personnel recruitment. It seems that fast track changes in technology and rapid innovation has increased workloads as well as responsibilities of Personnel Managers; therefore we can deduce that this can be one of the reasons behind the fact that over the last decades the HRM practices and strategies are drastically changing.
With the high exponential growth rate of technology utilization in HRM in recent years, as a survey by CIPD (2009) showed that 77% of all organizations adopt efficient HR practices through Information System Technologies. Internet technology is increasingly being used in sophisticated functions such as talent recruitment, training and development as opposed to basic functions such as payroll, benefits or absent management; Moreover stating that technology plays an important role in the 'growing sophistication and effectiveness of talent attraction and management.' (Richard 2011 adapted from Martinsons, 1994).
E-recruitment has been an issue of interest over the past ten years. Internet is considered as the latest tool in hiring. It is a real revolution spreading over the world of job hunting & hiring. The term online recruitment, e-recruitment, cyber cruting, or internet recruiting, imply the formal sourcing of job information online. The first references to e-recruitment appear in articles of the mid-1980s E-recruitment can be divided into two types of uses: corporate web site for recruitment and commercial jobs boards (such as monster.com) for posting job advertisements .Corporate websites are a companyâ€Ÿs own website with a link for job posting/career options where candidates can log into for current openings. If the company advertises its vacant positions on other website that specialize in recruitment such as - naukri.com, timesjob.com, monster.com, etc., the companies would be adopting commercial job boards for recruitment.
The internet has become an important tool for all human endeavour including business and management and one of such tools is online recruiting. Despite potential benefits of adopting e-recruiting to organisations, recruitment agencies and job seekers. It has therefore become imperative to carry out a diffusion study of e-recruiting to identify the underlying effects on the Mauritian market. In spite of these and other advantages, online recruiting in Mauritius is not presently being extensively using it as a recruiting tool but will eventually become an important tool in a near future. In addition to this there appears to be a dearth of information concerning diffusion studies on e-recruiting in Mauritius. This hopefully will make it possible to anticipate the progression of its use which in turn, will further strengthen the recruitment planning process in organisations. Accordingly, this study could reveal areas that require further research, and provide answers that until now obscure questions concerning e-recruitment adoption and diffusion in Mauritius. (Odumeru, 2012)
The major goal of this study is to provide better understanding of the impact that e-recruitment have on the three key player of recruitment, i.e., jobseeker, recruitment market and employers.
The scope of this analysis is principally in Mauritius within the Mauritian recruitment market from two different perspective that is, individual perspective and organisational perspective.
This study focuses on three main objectives:
Objective I: To describe current and emerging trends in the Mauritian Internet recruitment market and define key factors.
Objective II: To assess the changes that e-recruitment tools are bringing in the current recruitment practices and strategies of Mauritian's firm.
Objective III: To study the perception of job seekers on the effectiveness of e-recruitment development more specifically related in their job searching in Mauritius.
The three main objectives of this study have been discussed above and the key research questions according to these goals can be summarised as follows:
RQ1: what are the effectiveness of job sites that offer e-recruitment services to both organisation and job seekers?
RQ2: how have the current recruitment practices and strategies of Mauritian's firms change with the development of e-recruitment tool?
RQ3: What is the general perception of jobseekers toward the two internet recruitment sources (corporate websites and job board) in terms of 1) the amount of the provided information about the job, 2) the credibility of the provided information about the job and 3) jobseekers' personal data privacy?
Rationale of Study
Given that this study is conducted principally within the recruitment sector, consequently our findings will benefits those that are concern with the E-Recruitment. As such this might include Employers, Online Recruitment Providers, Recruitment Agencies, Government and Job Seekers.
This investigation will enable firms to have a better in-depth view about the impact of e-recruitment on both jobseekers and employers, to better understand the needs of jobseekers related to online recruitment that they are offering. By having this research this will allow them to benefit largely from all these strengths that this technology can provide and avoid or minimise their disadvantages. Moreover since in Mauritius there is no much research on e-recruitment, government can also take notice about utilising the internet for recruitment purposes, for having more up to date databases of unemployed persons in the Mauritian society.
The research design is presented in Figure 1.2. In this study, three structured questionnaires A, B, C were developed to identify and assess from an organisational and individual perspective the effects of e-recruitment, resources utilized for e-recruitment, and employee job search behaviour respectively.
Job Seekers (50)
Corporate Website (5)
Online Job Board (1)
As has been highlighted in previous section, the current research is evaluating the impact of e-recruitment via two different perspectives, one at the applicant level and the other at the organisational level. In order to source the data from different perspectives the research has been designed into two different studies.
Within the study one, emphasis will be given on two components of the organisational perspective that is, firms that uses their corporate website to attract applicants and the only online job boards operating in Mauritius. This
Study two will examine the jobseekers perceptions and judgment of e-recruitment in Mauritius
An outline of the structure of this dissertation is presented in the figure 1.1 based on the two studies carried out.
Job boards online
Figure 1.1. A model to examine the Impact of E-recruitment in Mauritius
Chapter Two: Literature Review
The second chapter of the study will present a broad review of the widespread literature on e-recruitment as it has been discussed by various authors. We will examine the emerging trends in Recruitment which will bring us to discuss about our major concern E-recruitment revolution. Emphasis will be made on basically two methods of e-recruitment which are Online Job Board and Corporate Website for the purpose of this study. In order to assess the impact of e-recruitment a comparison of the traditional way compare to the e-way will be necessary for the good conduct of the study. Then an in-depth view concerning the perception of job seekers related to e-recruitment is essential to have a broader view on the subject being studied. Subsequently, various benefits and cost of e-recruitment will essentially be discussed. Then the final section will be reserved for the Mauritian recruitment market, in which we will explore various aspects of internet and recruitment in Mauritius and how these two has progressively evolved over time.
Chapter Three: Methodology
For this study, I will make use of both qualitative and quantitative research mainly because both approaches are not completely correct, thus mixing ideas from both approaches into my research will result in a better understanding of the study. One reason why I have chosen qualitative research is that my research comes from real world observation and my quantitative research will aim the impact that e-recruitment in Mauritius. My research will seek to explore the effect that the latter has on the key player when shifting to e-way on the recruitment market.
Chapter Four: Analysis and Findings
This chapter will provide an overview of the analysis of the two studies by presenting the findings obtained from the research. By setting out the results of both, study one and study two from the three questionnaires will then analyse those results obtained from the players in the recruitment market.
Chapter Five: Discussion & Conclusion
The final chapter will conclude with various recommendations that can be given