It's hard to survive in the environment without the word 'E'. Everything and every activity is being conducted electronically especially in working environment. May it be e-mails, e-ticketing, e-billing, e-shopping, e-learning, e-purchasing etc. consumers of e-environment are enjoying a great deal of convenience locally and internationally. With other E-Milestones there is another milestone of E-Recruitment.
E-Recruitment: also referred to as Internet recruiting, online recruitment, and e-recruitment, is the use of the internet for attracting, hiring and retaining job seekers. This involves matching candidates and validating their skills and qualifications. As the number of people searching online for jobs increases, companies are taking advantage of e-Recruiting software to manage the entire recruitment process and reduce recruiting-related costs.
Revolutionizing changes has been made by e-recruitment in the recruitment system that is both equally useful for both employers and job seekers. The efficiency in the talent management system is also remarkably increased and complements traditional hiring methods as there has been a paradigm shift in the way companies recruit.
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Many researches have been done inorder to identify the importance, advantages and disadvantages, effects and consequences of e-recruitment. The purpose of this research article is also to identify that how internet will help further in recruitment of employees.
Emma Parry and Hugh Wilson (2009) "Examine the reasons behind an organisation's decision to use online recruitment, and reports on the development of a model of the factors affecting the adoption of this recruitment method. This study has provided some insight into how recruiters make decisions about which recruitment methods to use." (p.655; 670). The methodology of in-depth interviews and survey of HR (Human resource) managers that have recruitment responsibility. The factors are explored that affect the adoption of e-recruitment. The factors are also related with Rogers's diffusion of innovation theory (DIT) and Ajzen's theory of planned behaviour (TPB). The results show that recruiters select the recruitment channel on the basis of subjective norms, and on their negative beliefs towards the method. They didn't select the methods that are most successful, effective and efficient in terms of cost. This article point out an important area that is under research academically and further research is required for how organizations may adopt online recruitment (e-recruitment) successfully.
Emma Parry and Shaun Tyson (2009) "Investigated the potential of technology to transform the HR function into one that is both efficient and strategic by focusing on a single process area, recruitment." (p.202). Three casestudies in three organizations (Cancer Research UK, Marks and Spencer and BOC Gases) were conducted in order to explore the impact of the use of technology on the recruitment process in detail. The framework of the four goals suggested by Ruël, Bondarouk and Looise (2004) is used in this paper to examine the evidences. The case studies consisted of interviews with
HR Directors and Managers, HR and Resourcing Administrators, Resourcing Specialists and Line Managers, as appropriate to the case. The information collected from the casestudies was analyzed using NVivo content analysis software, in order to draw out themes that emerged in the data. Through the use of three detailed case studies the authors showed that using e-recruitment can potentially put an impact on strategic role and efficiency of the resourcing team. Future research should analyze how e-HRM can be used in conjunction with these processes in order to achieve the transformation of the HR function.
Jonas F. Puck et al. (2009) "Empirically analyses the influence of the cultural context on the comprehensiveness to which companies in different countries make use of applicant information and selection strategies in corporate web site recruiting. The elements of informing and selection are discussed as critical elements of corporate Web site recruiting in the literature." (p.187). Seven hypotheses are developed that were based on Hofstede's 4-Dimensions model of culture and tested against sample data from 420 companies in 14 countries. The results indicate that cultural effects are relevant even though a management technique is provided on the World Wide Web. From a practitioner's perspective, the results of this study have implications on at least three different levels. At first, companies have to train both their HR- and IT-personnel with regard to the influences of culture. Secondly, job applicants have to be aware of the different intensities of corporate Web site recruiting across countries. Thirdly, companies developing corporate Web site recruiting software should consider the development of culture-specific applications to allow for a culture-consistent implementation.
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David Yoon Kin Tong (2008) "Examine the employed jobseekers' perceptions and behaviours of third-party e-recruitment technology adoption in Malaysia." (p.281). E-recruitment potentially changes some of the 'traditional' recruitment sources. With the continuous growth of job seekers population using e-recruitment technology for job search, the aim of this research is to analyze and predict jobseekers' perceptions of e-recruitment technology adoption.The spread of e-recruitment business in South-east Asia, particularly in Malaysia seem to be desirable to test the local jobseekers' perceptions and experiences about e-recruitment. Using the validated modified Technology Acceptance Model (TAM) without the attitude construct as the core research framework and identifying Perceived Privacy Risk (PPR), Performance Expectancy (PE), Application-Specific Self-Efficacy (ASSE), and Perceived Stress (PS) as key external variables that form the research model for the study of e-recruitment technology adoption. The snowball sampling (Patton, 1990) strategy as non-probability sampling is adopted. 262 participants (136 male and 130 female) in this study were asked to complete a six-page questionnaire that consisted of 31 items. All items were measured on a 5-point Likert type scale and respondents were asked to indicate their perceptions and experiences of the e-recruitment usage on each item ranging from "1 = strongly disagree" to "5 = strongly agree." SPSS software version 12.0 is used to conduct exploratory factor analysis and descriptive statistics and to identify the graphical relationship among the constructs AMOS 4.01 version is used. Non multicollinearity assumption was checked through correlation matrix which shows that there is no significant violation of the assumption. Reliability analysis is also conduct to test all scale and the internal consistency reliabilities are all above 0.7.for validity test the instrument relatively passes in the three tests, which suggests strong convergent validity for the research variables. The results identify few key determinants to this technology adoption. Moreover, the weak evidence of the behavioural intention indicates that e-recruitment has not replaced some of the conventional recruitment methods. The practical implications which this study implies is that the policy makers of the third party e-recruiters and human resources practitioners need to improve the e-recruitment system and services to attract "passive" talented groups of candidates for employment.
Helen Verhoeven and Sue Williams (2008) "Discuss the advantages and disadvantages of Internet recruitment and selection as identified in literature and consider those against the views of employers in the United Kingdom. This paper reports on a study into Internet recruitment and selection in the United Kingdom. "(p.364). Data is drawn from the survey (questionnaire) conducted for PhD-research purposes and forms part of a larger study into establishing practices and perceptions of Internet recruitment. The questionnaire contained close-ended (list type or scale type questions) and open-ended (required short answers) questions. Initially 385 organisations were selected from the University of Gloucestershire's Development Centre Database for the UK and the questionnaire was distributed but only 31 questionnaires were returned which was too low. Again additional questionnaires were distributed which gave 52 additional responses and thus gives total of 83 responses. Now the sample size for this study was 83 organizations for this study are used. From the 83 organisation, 69 organisations indicated the use of the Internet in the Recruitment process. The results shows that the majority of the advantages and disadvantages as identified in the literature are also experienced by UK employers. However the findings also reflect that the perceptions of UK employers are also involved. Further research can also be carried out inorder to verify the identified advantages and disadvantages by using empirical tools such as time studies and document reviews. Nevertheless, the current study is a good starting point for future research as it describes the phenomenon which, according to Christensen and Sundahl (2001) is the starting point for theory development.
Steven D. Maurer and Yuping Liu (2007) "Explores six development implications for creating an effective "e-recruitment" websites. The practice to recruit job applicants through corporate websites has been increased so rapidly. However approximately 75% of job seekers considered to be complicated to use these sites and about 20% rejected the poorly designed websites' job opportunities (as shown by studies). Focusing this problem, this article considered jointly internet marketing and employee recruitment research and offers six development implications for creating an effective "e-recruitment" websites. The authors' present consideration importance to create an online recruiting websites (based on job marketing approach to recruitment process and consumer behaviour research on persuasive communication and decision making) that influences effectively the search behaviours and decisions of a target market of desired job candidates.
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Rosita bt. Mohamed Othman and Nadianatra bt. Musa (2006) "Gives a brief introduction on e-government and e-recruitment and its practice by government agencies in Malaysia. There will also be a discussion on the pros and cons of e-recruitment practice broadly taken from literatures." (p.35). Traditional recruitment has been revolutionized because of the emergence of internet. Internet has changed dramatically the HR recruitment and the ways of recruiting employees in the organizations. In future it was expected that digital recruiting and hiring will continue to grow. Now-a-days many organizations from large to small have been adopted the e-recruitment even in Malaysia. E-recruitment will bring benefits to the organizations. Also the pros and cons as explained in this study are:
PROS OF E-RECRUITMENT:
Identify and reach large of qualified candidates
Advertise with dispersed location
Provide cost effective method
Save the recruiting process time
Increase image of organization
CONS OF E-RECRUITMENT:
Discrimination issue forward to Internet nonuser
Difficult to recruit executive-level talent on the Internet
Digital divide gap between computer literate and illiterate
Risk of overload of resumes