E-Recruitment & Selection Process
E-Recruitment & Selection Process
The use of information and
communication technologies has transformed many organizations’ e-recruitment
and selection functions, particularly by transforming it into a time- and
space-independent process of sourcing and evaluating candidates. Organizations
use websites, social media, and job portals to source candidates, and
computerized and online assessment tools are used to select the best-qualified
candidates. Similarly, their communication with job seekers has moved to
cyberspace and is frequently performed through applicant tracking systems,
where hiring managers track and evaluate candidates using mobile technologies (Holm and Haahr, 2018).
Evolution
of E-Recruitment
E-recruitment has been a topic of
discussion for the past ten years. The internet is regarded as the most recent
tool for hiring. It is a global revolution that is rapidly spreading the world
of job hunting and hiring. The terms online recruitment, e-recruitment, cyber
cruting, and internet recruiting all refer to the formal sourcing of job
information through the internet. E-recruitment has two applications: corporate
web sites for recruitment and commercial job boards (such as monster.com) for
posting job advertisements. Corporate websites are a company's own website with
a link for job postings/career options where candidates can log in to see what
positions are currently available. If
a company advertises its open positions on websites that specialize in
recruitment, such as naukri.com, timesjob.com, monster.com, and so on, the
company is using commercial job boards for recruitment
Goals and Importance of the
E-Recruitment and Selection Process
Following
gives some of the goals that could be attributed by E-Recruitment &
Selection (D’Silva,
2020).
·
Attract
and energies an increasing number of job seekers to apply to the organization.
·
Create
a talent pool of potential candidates to aid in the selection of the best
candidate for the organization.
·
Assists
in determining the organization's current and future requirements in relation
to its faculty arranging and employment investigation exercises.
·
E-Recruitment
is the process that connects businesses with representatives.
·
Increase
the pool of occupation up-and-comers at the lowest possible cost.
·
Begin
identifying and preparing potential job candidates who will be suitable
up-and-comers.
·
Increase
the association and individual adequacy of various enlisting methods and
hotspots for a diverse range of occupation candidates.
·
The
cost of preparation is reduced when the right applicants are chosen.
·
Proper selection also reduces faculty issues
in the association such as: labor turnover, non-attendance, and tedium will not
be aware of the association's seriousness.
·
It
also assists the board in successfully completing the work of individuals.
Research Study on Use of Social
Network Sites as an E-Recruitment Tool
According to a study by Melanthiou,
Pavlou and Constantinou (2015), the focus was to present a preliminary
exploratory study on e-recruiting and the role of social network sites in the
process. The goal was to determine whether companies use social media to
attract and screen applicants during their recruitment processes. The research
was guided by three critical elements: the use of social media to attract and
screen applicants; the legal implications of e-recruitment and social network
screening; and the possibility of using e-recruitment as the primary hiring
strategy. In addition to the information gleaned from the literature review,
primary data were gathered from Cypriot organizations.
The findings of this research
project indicated that while online recruitment has many advantages, it also
has some drawbacks that recruiters should be aware of. Furthermore, it appeared
that the modern practice of employee screening via social media can have a
significant impact on hiring decisions, and legal ramifications are likely if
information is misused. On the contrary, a well-designed system and strategic
use of available information about potential candidates can greatly aid in the
recruitment of employees with the most appropriate skills and competencies.
Moving
Forward with E-Recruitment
With the advancement of
enterprise information systems and techniques deployed and used for recruitment
purposes, e-recruitment has expanded to include candidate management technology
and the recruitment process in general, such as tracking applicants, selecting,
offering jobs, and rejecting. These definitions imply that the term
e-recruitment can be interpreted in two ways: as the use of an Internet-based
recruitment source and as technology-enabled recruitment management practices(Holm and Haahr, 2018). To conclude it can be said that due to the obvious
increased use of information technology by human resource departments in many
organizations around the world, electronic recruitment (E-recruitment) has
become a common phenomenon which has become a modern trend nowadays
References
·
D’Silva,
C. (2020) ‘A Study on Increase in E-Recruitment and Selection Process’, International
Journal of Research in Engineering, Science and Management, 3(8), pp.
205–213.
·
E-recruitment:
A Social Media Perspective by Sajjad Hosain, Abu Hena Mohammad Manzurul
Arefin, Md. Altab Hossin: SSRN
(no date). Available at:
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3740302 (Accessed: 27
April 2022).
·
Holm,
A.B. and Haahr, L. (2018) ‘e-Recruitment and selection’, in e-HRM.
Routledge.
·
Hosain,
S., l Arefin, A. H. M. M. & Manzuru, A. H. M., 2020. E-recruitment: A
Social Media Perspective. Asian Journal of Economics, Business and
Accounting, 16(4), pp. 51-62.
·
Kapse, A. S., S. Patil, V. & V. Patil, N., April 2012.
E- Recruitment. International Journal of Engineering and Advanced
Technology (IJEAT), 1(4), pp. 82-86.
·
Melanthiou,
Y., Pavlou, F. and Constantinou, E. (2015) ‘The Use of Social Network Sites
as an E-Recruitment Tool’, Journal of Transnational Management, 20(1),
pp. 31–49. doi:10.1080/15475778.2015.998141.
·
Okolie, U. C. & Irabor, I. E., Nov 11-2020.
E-Recruitment: Practices, Opportunities and Challenges. European Journal
of Business and Management, 9(11), pp. 116-122.
Thanks for the input, Cappelli (2001) estimated that, the costs for e-recruitment
ReplyDeleteare just 20% from the costs destinated for traditional recruitment.
According to Kapse (2012), An online recruitment agency offers recruiters a more powerful and cost-effective way to recruit staff. Online recruitment, electronic recruitment, or web-based recruitment is the use of online technology to attract and source candidates and assist in the recruitment process.
ReplyDeleteThanks for the input , Bondarouk et al. (2011, p.160) say that "online recruitment can be defined as the use of the Internet to attract potential employees to an organization"
DeleteThe reason for the shift towards online recruitment activities, and use of Web 2.0 technology for more Human Resource Management functions is mostly due to the inadequacy of the paper-based process. Most hiring managers and line managers indicated that the lack of systematic log of information and improper storage of paper applications lead to inevitable delays in application processing time. This increases the time to hire and thus cost to hire, while compromising the quality of hire due to incompetent practices, human errors and biases (Depardieu and Islam, 2008). Findings in a CIPD survey show that e-recruitment sections on employers' own websites is now the fourth most popular recruitment method. More than seven in ten employers advertise vacancies on their corporate websites, while jobs boards are used by four in ten with 73% reporting reduced costs through using e-recruitment in Europe (Omolawal,2015)
ReplyDeleteUsing e-mails and social networking sites, websites have become a new way to recruit prospective employees into the new digital media recruitment (Toepel, 2015).Online job forums and company websites were regarded as reliable sources of employment (Landers and Schmidt, 2016),also E - Recruitment allows organizations to escape from the hassle of going through an enourmous number of CVs (Kamel, 2006).
DeleteThank you for your valuable information about Theekshana about E-recruitment and selection. In addition to that, At this time, e-recruitment is well-known among both large and small businesses. According to a CIPD survey, e-recruitment is now the fourth most preferred technique of recruiting among companies. Some of the most prevalent software used in e-recruitment are Web 2.0, Artificial Intelligence (AI), HR software, and Application Tracking System (ATS). 2017 (Okolie and Irabor).
ReplyDeleteThanks for the input Ravindu.
DeleteE-recruitment is becoming increasingly popular in the corporate world since it allows employers to select a large number of qualified candidates at a cheaper cost (Armstrong, 2006).
E-Recruitment is the process of utilizing web-based technology in selection and recruitment. Most organizations have switched over to e-recruitment due to the following reasons,
ReplyDelete• Web presence and using Internet improve corporate image.
• Minimizes recruitment costs.
• Lessens paperwork and administrative burden.
• Ability to deploy advanced web tools for the recruitment team.
E-recruitment is helping for the betterment of traditional recruitment, traditional recruitment methods should not be replaced by e-recruitment rather it should be used as a supplemental which facilitates the recruitment process (SINGH & SINGH, n.d.)
SINGH, M.S. and SINGH, S., ADVANTAGES & DISADVANTAGES OF E-RECRUITMENT. Advance Management Practices in Business, p.43.
I absolutely agree with you ,As per Williams (2009),E Recruitment expense is significantly less rather than traditional recruitment process and most of the HR professionals saying that the jobs section of their company's website was utilized as a recruitment tool for most vacancies.
DeleteInformative @Theekshana, the purpose of e-recruitment is to make recruiting processes more efficient and less expensive. And, by using e-recruitment, HR managers can reach a larger pool of potential employees and speed up the hiring process as (Ricardo Singh, 2022) stated.
ReplyDeleteAgree with your comment,In comparison to traditional recruitment approaches, e-recruitment is a quick, low-cost, and broad-reaching instrument (Parry & Tyson, 2008). Candidates can also be interviewed online using video interviewing software, thanks to new technology.
DeleteOne of the primary advantages of E-recruiting is the potential to reach a large number of
ReplyDeletepotential applicants at low cost (Gueutal et al., 2005; Stone et al., 2005). Through e recruitment a large number number of potential applicants could be reached where ever they are.
The vast majority of employee selection programs are based upon the successive-hurdle technique. This means that to be hired, applicants must successfully pass various screening steps. At each step or hurdle some candidates get rejected. Psychometric tests can be of great value in employee selection because of their objectivity and validity (Schultz & Schultz,1998). It must however be regarded as only one possible step in the selection process – merely an aid, never to be used on its own, or to replace the whole selection procedure.
ReplyDeleteThe Findings of a CIPD survey showed that e-Recruitment sections on employer’s sites are now the fourth most popular recruitment method. More than seven in ten employers advertise vacancies on their corporate websites, while jobs boards are used by four in ten with 73% reporting reduced costs through using e-Recruitment in Europe (Omolawal, 2015)
ReplyDeleteHi.. Theekshan . Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV‟s in worldwide web, which can be drawn by prospective employees depending upon their requirements (Kapse, A.S., Patil, V.S. and Patil, N.V., 2012).
ReplyDeleteI like to add this , according to (Shahila, D, Vijayalakshmi, R. 2013), E-Recruitment is the act of utilizing innovation and specifically Web-based sources for finding, drawing in, surveying, meeting and contracting new staff. E-Recruitment, which can be called the term e-Enrolling, can be depicted as any selecting procedures that a business associates through electronic instruments.
ReplyDeleteThe main task and purpose of the personnel selection team is not the process itself, but the final choice of a person who meets all criteria and is an exact match for a given position in all the aspects (Borowska, C. S. & Wilczewska, M., 2018).
ReplyDelete