Online recruitment began 4-5 years ago in the U.S. but is still relatively new phenomenon in Europe. It began in Scandinavia and now has become a Pan-European tool. More and more HR Departments are using online recruitment - often combining their own intranet and Web Sites with the services of external Online firms.
According to a study conducted by Atelier Paribas, in July 2000 there were more than 11,000 recruitment sites on the web. In Europe, the market has seen a dramatic growth in the past years, with an estimated 800 sites in UK alone.
The Development in the market has been phenomenal, but it is still held back by the slow development of broadband access, which has been limited because of the slow pace of telecom deregulation.
Almost two thirds (64%) of organizations are now using e-recruitment, according to a recent survey from the Chartered Institute of Personnel and Development (CIPD). CIPD research also shows that despite almost half (47%) of organizations agreeing that e-recruitment will replace paper based applications in the future, the same number believe online recruitment is increasing the number of unsuitable applicants.
Every organization wants talented and hard-working employees who can generate revenue in a competitive market. Online recruitment services companies are bridging the gap between the employer and employee by developing a path between them. Like other countries of the world, it is becoming a new emerging industry in Pakistan, which is successfully running its business throughout the country.
Rational of study
This research is going to answer several questions related to the above mentioned matters. It should help the HR managers to make the recruitment process faster, more accountable and standardized. It should also help them decide whether or not to use the online recruitment methodologies while recruiting the workers and management staff. They might also find it suitable for them to increase the diversity of applicants.
This survey has been applied to filter out the organizations of the Pakistani market into call centre industry, with application of the survey on two most sophisticated Business Process Outsourcers, Ovex Technologies and Touchstone Communications. The Human Resource Departments of the companies have been analyzed to reflect Technology in their recruitment, screening and selection processes.
What are the implications of internet on the call centre industry in Pakistan in perspective of recruitment?
Scope of study
The scope of the analysis is the Call Centre Industry of Pakistan. The aims of this research include:
Employment challenges faced in Pakistan.
The contribution of e-recruitment tools in the recruiting strategies.
The implications are based on the call centre industry of Pakistan, among which the leading multinational industrialists, Touchstone Communications and Ovex Technologies have been included for the study.
Objectives of study
The main objective of this research paper is to focus on the uses of technology in the recruitment process. This is given the name of e-recruitment or online recruitment by management experts. We'll study the recruitment but with an online perspective, it's advantages and disadvantages and with some suggestion as in why should the companies go for online recruitment. For the betterment of this study we'll be using the reference of several researches which have already been done by scholars in this area.
An important factor of a process is the time it takes to finish it. A possible benefit of Internet recruiting is that it could speed up the recruitment process. Recruiters can post jobs 24 hours a day and to more than one recruitment source at a time, and also potential job applicants can post their resumes 24 hours a day.
The objective of the study has many perspectives. It can create the awareness of the enhancements internet has made over the years in the field of recruitment.
The most important factor that is considered over here is time. E-recruitment can be useful in several other ways also for instance; it can help the employers finding people from a wide area. Recruitment websites and software can make possible for managers to access information that is crucial to managing their staff, which they can use for promotion decisions, payroll considerations and succession planning and so on.
But apart from this, this should also be analyzed that can a company located in Pakistan use e-recruitment? Will it be beneficial for companies stated in Pakistan to use e-recruitment? What should be the factors that must be taken into consideration by the companies who want to use this technology? For this, we will have to look for the internet development in Pakistan and also the level of awareness among the general public for internet usage.
Recruitment refers to the process of sourcing, gathering, and attracting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid and large size organizations generally retain professional recruiters.
Recruitment is defined in many ways. Harris defines recruitment 'as the process of attracting candidates and persuading them to join organizations'. Daft defines recruiting as 'activities or practices that define the desired characteristics of applicants for specific jobs'. The definition that best reflects the view in this research is of (Breaugh, 2000).
According to the survey results conducted by the IRCO-IESE business school, the main advantage of online recruitment is time saving for the process of hiring. Nearly two out of every three companies stated that this was the most meaningful advantage they had seen in e-recruitment. 'Recruitment includes those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees'. (Daft, 2000)
There are some assumptions that are associated with inter net.
Recruitment first is to persuade and attract the candidates to apply and accept the job that is being offered, instead of checking their legal documents and qualification. Second assumption is that internet is faster and easier for the candidates to apply for the vacant post. But previously the candidate had to search for jobs by looking in the newspapers, contacting people, mailing resumes etc.
Third assumption is that a candidate can have much more information bout the company on the internet, before applying for the post. Fourth assumption is that a website attracts and retains a candidate's attention by many methods, for example cookies, favorites etc, so that when the next time a candidate starts a job search he/she can easily visit the website which was visited before. The fifth and final assumption is that internet recruiting cost is 10 times less then that of traditional methods.
There are many approaches for internet recruiting like company websites, job boards, e-recruiting and relationship recruiting.
Recruitment and selection are the two most critical tools to the organization's success. They enable companies to have high performance employees, contributing positively to the firms' bottom line, and are also satisfied with their jobs.
By October 1999 the country was facing many economic difficulties on the grounds of political futile, lack of continuity on policies, and poor governance, along with the May 1998 developments. Thereby, 1990's was a downward slope for Pakistan's economic development.
Per capita economic growth rates had slide to 1-1.5 percent. Investment rates had declined from 20 to 15 percent of GDP, poverty had doubled from 17 to 34 percent, external debt had doubled from $18 billion to $36 billion, debt servicing had risen to a level where it claimed 56 percent of revenues, fiscal deficits were averaging about 6 percent of GDP, Development expenditures, particularly on education and health, were curtailed by one half from 6 percent of GDP to 3 percent. (Ishrat, 2000)
This article aims to provide an overview of the evolution of e-recruitment practices in Australia and New Zealand (ANZ) as well as insight into how the industry is changing. A focus has been placed on the use of job boards for recruitment with comment on how human capital management systems integrate with ERP systems. At the present time, e-recruitment practices are still relatively new and are being adopted in various ways with results that are mostly unquantifiable. Many companies are using job boards to only advertise open positions, but not to attract passive candidates, although this is something they recognize as important. There have been significant changes recently in the job board market in Australia and New Zealand that have many speculating on the future of e-recruitment in the region. (Randall, 2004)
A sample of 100 is taken from the call centre industry, mainly from the organizations leading the call centre Business Process Outsourcing. On this sample the analysis of the hypothesis is applied.
Instrument and measure
The instrument used in the survey type research is the questionnaire. The questionnaire used is having closed ended questions. The scale used in the questionnaire is nominal scale. The questionnaires were distributed to the Human Resource personnel as well the employees of the two organizations randomly. Questions used in the questionnaire are user friendly and easily understood by a layman or the Human Resource personnel.
In this research the first step details the basic definitions and details of the various electronic recruitment details, as the literature review. In the literature review it has been mentioned in comprehensive descriptions the technological aspects can be involved in the recruitment processes.
The second was to develop the relevant questionnaires required to interpret the involvement of technological aspects in the recruitment process. The questionnaires are then required to be filled by the Human Resource personnel of the major Business Process Outsourcers i.e. Ovex Technologies and Touchstone Communications.
The questionnaires filled and attached by the report shows the relevancy of the technological advancements in the recruitment processes. Along with the general questions, specific questions interpret what kind of advancements has brought changes in the recruitment process.
The third step in this research involves interpretation of the database as to how can technological advancements can bring innovations in the process, getting the overall efficiency and effectiveness of the Human Resource to higher levels of the organization.
The sample includes 100 employees of the of the call centre industry as well as their Human Resource personnel presented by Ovex Technologies and Touchstone Communications. The Human Resource officials and the employees filled out the questionnaires developed and accordingly present the use technology by the organizations in their recruitment procedures.
Statistical tools are then applied using SPSS (Statistical Package for Social Sciences) for further deeper analysis as to present the frequencies and percentages of the variances in the application of technology.
RESULTS AND DISCUSSION
The interpretation of the questions is qualitative as well as quantitative. Some of the questions designed to attract the attention towards the growth and the market share of the organization in the analysis. The questions regarding the sales show the above mentioned aspect, i.e. one of the HR personnel stated the sales in the previous years as $250,000. This aspect shows the expenditure and share of the call centre industry in the GDP of the country. Another question mentioned states the statistic of how many people were effectively hired through the internet as mentioned as 40 by a Human Resource officer.
Secondly, the interpretation done is that all the respondents were familiar with the terminologies regarding the internet concerns of the Human Resource Department of the personnel. This shows very clearly the advancements of the internet in the recruitment processes. Some the terms are, Web Address and WAP.