The Concept Of E Recruitment
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Published: Thu, 27 Apr 2017
E-recruitment Issues and Challenges in HRM has become a buzz word and is being used in various contexts the world over especially in HRM E-recruitment has changed the way in which recruitment is conducted. In this
All these functions are affected by changes in the Business Environment, Technology, and potential
Keywords: E-recruitment, challenges, techniques, brick-and-mortar
1]. Introduction and to understand the concept of E-recruitment
Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about advertising vacancies on either job sites or corporate websites. At this very basic
The tool can be either a job website like naukri.com, the
2]. To study the kinds of E-recruitment
a]. browse general recruitment sites
b]. find vacation work and placements
c]. look at sector specific recruitment
d]. search the local
e]. search the graduate schemes and closing dates
4. By approaching companies and offering candidates from their own files
5. Advertising jobs on behalf of companies and producing a shortlist of candidates for interview
6. Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the
Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the
(a) email recruitment through 2 types 1]. emailing lists and 2]. email snowballing
(b)website recruitment through 2 types 1]. notices placed on websites and 2]. postings on online forums.
(c) Internet advertising through 2 types 1]. keyword search and 2]. content-related placements.
3]. To study the need and importance of E-recruitment.
The aim of this research is to examine the impact of the e-recruitment on the quality of
applicants, cost and time involved in acquiring applications,
and employees job search
Lower costs to the
Reduction in the time for recruitment (over 65 percent of the hiring time).
Facilitates the recruitment of right type of people with the required skills.
Improved efficiency of
Gives a 24*7 access to an e-collection of resumes.
E-recruitment helps the
Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.
To support the
To be certain about the present and future manpower needs of the
To recruit competent employees who can achieve
4]. To understand the process techniques of E-recruitment
Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
E-recruitment should be incorporated into the overall recruitment strategy of the
A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
Along with the back-office
5]. To study the Statistics on E-recruitment in HRM
Statistics between 2003 and 2005 indicate the progressive adoption of online recruitment.
For ease of review, the statistics have been divided into
1]. International research
Borrell Associates found that online recruitment advertising revenues hit $3.1 billion in 2003 and IDC forecasts that the world market will be worth $13 billion by 2005. Year on year the value of online recruitment is growing as both job seekers and recruitment agencies continue to adopt this method of recruitment.
iLogos Research investigated the Global 500 companies with corporate Web sites and found that, in 1998, 29% recruited online (with 14% having no Web site) in comparison to 2003 where 94% of the Global 500 recruited online.
According to the UK National Online Recruitment Survey (Winter 2004), 45% of job seekers use the Internet as their preferred method of looking for a job, 75% have applied for a job online and 59% have obtained an interview as a result. 44% of these have actually obtained a job through the Internet.
2]. Local findings.
The Sunday Times Business Times Work In Life Survey of September 2004 reported that 34% of respondents use online job sites to look for jobs, while 46% will go directly to a recruitment agency, 77% look for jobs in newspaper recruitment pages, 36% through trade and other magazines, 57% have found jobs through word of mouth and 33% approach companies directly.
Local findings indicate that while job seekers continue to use the Net, but this has not cut into the newspaper employment pages niche. Alliances between sites and newspapers have resulted in extended reach where companies and recruitment agencies still place ads in newspapers but give the Web address of a job advert rather than requiring an e-mail or written response
Career Junction concluded a survey in March 2005, of just over 10% of the recruitment agents that use their Web site.. Part of the focus was on the relative importance of online recruitment as a medium for advertising job vacancies. The survey was conducted telephonically with a balanced mix of small, medium and large agencies.
Key findings show that the main reasons for agencies using online recruitment
According to the respondents, online recruitment is used by agencies to equally search the resume database (between 40-50%) and place job ads (also between 40-50%)
6. To study the Advantages and Disadvantages of the topic
1. it will spread to whole Geographical Area
2. it will reach Larger Audience
3. it gives Greater chance to find right candidate quicker/with greater effectiveness
4. it access for 24/7 – no waiting for issue dates
5. it access in Quicker turn-around time/cost saving
6. it Relatively cheap
7. it gives Higher quality of applicants
8. it gives Better match of workers – vacancies
9. it Shift from manual screening to using ‘HRM expertise’
10. it gives Positive effect on corporate image/up-to-date image
11. it is Efficiency gain work
12. it is Cost saving/saving personnel costs
13. it Access for passive
14. it target candidates/ Address niche markets
15. it reduce the unqualified candidates
16. it gives more opportunities for smaller companies
17. Automating the application process also gives a level playing field to all candidates
1. it needs
2. the Development fees will effect for small companies
3. Name recognition required (buy banner space etc.)
4. it creates outdated résumés
5. it crosses discrimination/privacy factors
7. it gives overwhelming number of candidates
8. it gives huge number of unqualified candidates
9. it is a
10. it gives poor segmentation of the market
11. the transparency of data will damage
7]. To find the problems in E-recruitment process
Apart from the various benefits, E-recruitment has its own share of shortcomings and disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of million of resumes is a problem and
In India, the employers and the employees still prefer a face-to- face interaction rather than sending e-mails
With the convergence of greater connectivity, more cost effective software solutions and ever more competitive business environments, HR departments face a new challenge.
The proliferation of Internet job-hunting resources makes finding, attracting & retaining the best people more difficult than ever. The operational imperative in leading
To succeed in this environment,
Best of breed application forms, back office recruitment systems and insightful reporting tools are needed to cope with the volume of electronically submitted job applications
“The growth in the E-recruitment industry has been fuelled with the adoption of technology by prospective employers and Internet penetration.
8]. To suggest the
solutions to overcome the problems of E-recruitment
The cost of software for E-recruitment solutions has to be economically
There is a necessity of screening and filtering of the data by different job groups which helps the employees to select easily and economically
The employees have to learn the process of Internet and uses
The brochures, invitation and tools of E-recruitment must be advanced and easily understandable
The performance has to improve
The greater connectivity of software
The employees has to get the advanced training for this
To solve the various problems in
Rajesh Siddesh Hiremath
Rajesh Siddesh Hiremath experience in
â€¢ Around 11.5 years of industry experience including 7.5 years in SAP HR.
â€¢ More than 4 years of sound onsite experience at
â€¢ Excellent understanding of the critical business processes coupled with exceptional functional experience
â€¢ Possess sound analytical and
â€¢ Passionate attitude towards work with good interpersonal skills
â€¢ Possess exceptional ability to independently conduct business blueprint workshops, solution demos, review sessions, application testing, acceptance testing, business users training and process management to potential customers
â€¢ Currently employed with Wipro Technologies, Bangalore as a Project Manager – e-Recruiting and Nakisa
â€¢ Positions Held: Project Manager, Consulting Manager, Senior Architect, Solution Consultant, Project Engineer.
â€¢ Core competence: SAP HCM E-Recruiting, Talent Management and Succession Planning.
â€¢ Primary focus on e-Recruitment and SAP Talent
â€¢ Other competencies: Project Management, Delivery Planning, Business Planning, Application Support & Management, Solution Architecture Planning, Solution Delivery and Incident Management.
â€¢ Challenging roles have included firefighting “Very High” SAP HR Issues, Upgrades, Training, User Acceptance Testing and Handholding during project takeover and maintenance and documenting the best practices.
â€¢ Provided training on SAP HR e-Recruiting and Talent Management and Succession Planning.
â€¢ Ability to clearly articulate suggestions, solutions, ideas, and vision to all levels of customers and internal management.
“Recruiting e-would ideally be more focused, fast paced, effective and give a higher RoI (Return on Investment)” Raghuveer Sakuru, Managing Director Kenexa Technologies
The objective of any recruitment is to recruit the right candidate for the right slot. The means of recruitment is also equally important. Keeping the current trends in view,
The days of manual recruitment are fading away gradually as
Globally online recruitment has shown consistent growth, in terms of commercial value as well as adoption by job seekers and recruitment agencies. Companies are also beginning to use their Web sites as part of the solution to recruit staff. Local findings show that there has been a consistent and growing move to use online recruitment, one that echoes international trends. However,
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