[8].E-Recruitment: Practices, Opportunities and Challenges
Introduction
Today's world is based on technology, and we can feel its influence in
every aspect of our life. The internet's conception has drastically altered our
lives, as well as people's attitudes regarding their jobs.
(Bhupendra & Swati, 2015). Now, the entire world is just a click away, and
we can communicate with people from all over the world. Obtaining and retaining
personnel is the most difficult task nowadays, and the internet has proven to
be a godsend to the recruitment process. E-recruitment is a new technological
method of selecting one of a company's most important
resources, namely, its people resources. Using the internet, this technical
breakthrough improves the process of hiring knowledge sources. It allows
businesses to save money, update job offers and status at any time, decrease
the recruitment cycle time, identify and pick the best applicants with the most
knowledge potential from a larger pool of candidates, and improve their image
and profile (Anand & Chitra, 2016).
E-recruitment is the process of using the internet to find individuals
to fill open positions in businesses. E-recruitment is the integration and
application of internet technology to increase the recruitment process'
competency. Furthermore, superior and speedier recruitment might provide a
competitive advantage over competitors in the same market. Web-based
recruitment, on the other hand, has grown so prevalent that companies that
haven't integrated it into their corporate information systems and strategy are
at a disadvantage. (Anand & Chitra, 2016).
The goal of e-Recruitment is to make operations more productive while
also lowering costs. Online recruitment can reach a bigger pool of candidates
and streamline the hiring process.
According to Okolie and Irabor (2017), following are the fundamental of e- Recruitment are as follows:
- Tracking: Helpful in tracking the status of candidate with respect to the jobs applied by him/her
- Employer’s Website: Provides details of job opportunities and data collection for same.Job Portals: Like career Age, Indeed, Monster, times job, etc these carry job advertisements from employers and agencies
- Online Testing: Evaluation of candidates over internet based on various job profiles to judge them on various factors.
- Social Networking: Sites like google+, twitter, fakebook, linked in, etc helps in building networking and finding career opportunities.
The steps of the E-recruitment process are demonstrated in the video 1 below.
Video1-Digital E-Recruitment Process
(Source : dgtalworld 2014)
According to dgtalworld (2014), following are the steps of e-recruitment,
- Job Announcement
- Select position and apply
- Collect CVs
- Filter – shortlist – select
- Schedule interviews
- Select right candidate
According to Newell & Shackleton (2000), following are the benefits
of E-Recruitment.
- It is cost effective
- Internet job postings are far less expensive than newspaper adverts.
- There are no intermediates in this transaction.
- There is a reduction in the time necessary for recruitment when compared to standard standards (over 65 percent of the hiring time).
- It makes it easier to locate individuals who are a good fit for the position and possess the skills required.
- It gives you access to a resume database online 24 hours a day, seven days a week.
According to (Anderson, 2003; McCurry, 2005, Mathis & Jackson, 2006) and , following are the drawbacks of E-Recruitment.
- Organizations have a difficult and time-consuming task in checking and verifying the skill mapping and legitimacy of millions of resumes.
- Many parts of the world have limited internet usage, no access, and little awareness of the internet.
- Employers and employees still prefer face-to-face connection over sending emails, so organizations cannot rely only on online recruitment strategies.
- According to Armstrong (2009), the benefits of internet recruitment are accompanied by a variety of drawbacks. Employers may receive more unqualified applicants as a result of increased exposure. Internet recruitment adds to HR staff's workload by requiring them to analyze more resumes, send more e-mail, and install pricey software to track the numerous applications.
- Organizations cannot rely exclusively and completely on internet recruiting strategies. Employers and employees in nations such as India and Nigeria still prefer face-to-face interactions over sending emails.
- The amount and quality of candidates using web-based technologies, the lack of awareness about e-Recruitment within the HR community, and senior managers' limited commitment to e-Recruitment are all important issues with e-Recruitment.
References
Armstrong, M. (2009). Armstrong’s handbook of human resource management
practice. (11th Edition), London: Kogan page.
Anad, J. & Chitra, D.S.(2016). The impact of e- recruitment and
challenges faced by HR Professionals. International Journal of Applied
Research, 2(3), pp.410-413.
Anderson,
N. (2003). Applicants and recruitments’ reactions to new technology in
selection. International Journal of Selection and Assessment, 2(5),pp. 121-136
Bhupendra, S.H. & Swati, G.(2015). Opportunities and challenges of
e- recruitment. Journal of Management Engineering and Information Technology,
2(2), pp.1-4.
dgtalworld (2014). Dgtal E-Recruitment Process. [video] Available
at: https://www.youtube.com/watch?v=TnUlNYGCVZE&feature=emb_rel_end
[Accessed 15 August. 2019].
Mathis,
L.R. & Jackson, H.J (2006). Human resource management. (11th Edition), USA:
South Western Corporation. McCurry, P. (2005). Getting the best from e-
recruitment. Third Sector, p.379, pp.28-29.
Newell,
S. & Shackleton, R. (2002). Recruitment and selection, in S. Bach and K.
Sission (eds), personnel management: A comprehensive guide to theory and
practice. Oxford: Blackwell.
Okolie, U and Irabor, L,
No.11, 2017. E-Recruitment: Practices, Opportunities and Challenges. European
Journal of Business and Management, Vol.9(No.11).
Globalizations and the enhancement of the technology, especially in Millennium, E-recruitment, is a highly demanding way to recruitment mentioned by the article, and I agreed with it. Organizations immense use to websites, social media similarly, candidates as well. Further, Evaluating and selecting the best candidates can use computerized algorithms (Holm and Haahr, 2018).
ReplyDeleteYes, I agree with the remarks. With the advancement of technology and the growing popularity of social media, change is unavoidable. For example, 91 percent of employers use LinkedIn, and despite the fact that there are a number of social media platforms available, LinkedIn is the most popular (Chu, 2019).
DeleteAgreed with you since the Avinash S. Kapse., et.,al. (2012) says most powerful and cost effective way to recruit staff to organization is Online recruitment/e-recruitment. And methods are company own website, third party job site or social media.
ReplyDeleteFurthermore, in terms of cost savings, an anticipated time savings for a single transaction is 1.03 hours, which equates to a labour cost savings of $ 17.74. (Rahul, 2012) As a result of technological advancements and speedier processing, e-recruitment cost savings have a better chance of improving.
DeleteThe organizations may find success with online recruitment if they will adopt an appropriate strategy for their use and implementation Nasri,W. &Charfeddine, L. (2012). The adoption of E-system effectively and its proper implementation are basic requirement of increasing the productivity of organization and performance of employees (You & Ash, 2014).
ReplyDeleteAgreed, according to Lee (2005), a fundamental shift has occurred for Fortune 100 corporate job websites, from batch mode to continuous mode, as a result of e-recruitment technologies.
DeleteAgreed. Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity. The recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association. Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019). The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. Recruitment is the process of discovering and catching qualified or appropriate applicant to fill the vacant position (Anwar & Abdullah, 2021)
ReplyDeleteAgree Chandana, while adding more points. Recruitment procedures must be fair and compliant with applicable legal and regulatory frameworks, and activities must contribute to corporate goals, reflect the brand and values of the organization, while also being efficient and cost effective (Foot & Hook, 2008).
DeleteAgreed. Further would like to note the following benefits as well;
ReplyDelete-faster information exchange between potential employees and employers (Singh and Finn, 2003),
-reduced costs of communications (Lin and Stasinskaya, 2002),
-improved organizational attraction (Ployhart and Schneider and Schmitt, 2006)
Thank you Jayashi.The effective adoption of E-systems and their right deployment are essential for enhancing an organization's productivity and personnel performance (You & Ash, 2014).
DeleteAgreed. In fact, The recruiting process begins with raising awareness of openings among possible candidates using various ways, and the attitude of users has a significant impact on the intention to employ a certain recruitment method (HO et al.,2012).
ReplyDeleteThank you Sampath.E-recruitment is the most recent trend, and it has been used by both large and small businesses. Many businesses utilise e-recruitment to advertise job openings, accept resumes, and communicate with applicants via e-mail. The value-added services supplied by job sites, cost effectiveness, speed, delivering customised solutions, assisting in the establishment of relationships with HR managers, and facilitating company brand promotion are the primary success elements of e-recruitment (Okolie, and Irabor, 2017).
DeleteAgreed with your points. E-recruitment or online recruitment open door to more candidates and streamline the recruitment process. E-recruitment has both pros and cons. Thus, if an organization has a better combination between both online recruitment and traditional recruitment methods, organizations can have a perfect balance in their recruitment process (Echelon, 2021).
ReplyDeleteThank you Iresha.“94 percent of recruiters use or intend to utilise social media for recruiting, and 78 percent have made a hire via social media.” “Employers who used social media to hire saw a 49 percent improvement in candidate quality over prospects acquired only through traditional recruiting channels,” according to the study. (Results of the Jobvite social recruiting survey, 2013, p2).
DeleteAgreed with the points. Results of an analysis suggest that applicant quality can vary substantially within and across job families, the survey research on the use of technologies in recruiting, screening, and selection processes for job candidates conducted in USA found that most organizations implemented technology based recruitment and selection tools to improve efficiency, enable new assessment tools, reduce costs, standardize systems and expand the applicant pool (Chapman and Webster, 2003).
ReplyDeleteThank you Khalid.Technology advancements have had a significant impact on many organisational operations, including financial systems, sales, marketing, and production. We've only recently witnessed an upsurge in interest in using information technology (IT) in Human Resource (HR) activities including personnel screening and selection. Nike, for example, screens applicants over the phone using Interactive VoiceResponse (IVR) technology, then conducts computer-assisted interviews with selected candidates, and then conducts face-to-face interviews (Thornburg, 1998). Other companies, such as Home Depot, BI-LO, JCPenney, and the US Department of Defense, use a range of screening and selection technologies, including the telephone, interactive voice response, and computer adaptive testing (Frost, 1997).
DeleteAgreed. Social networks connect the world and connect people. Because of the extensive membership database of social media, it can be used as an excellent advertising tool, and most companies use it for recruitment(Charlesworth 2017).
ReplyDeleteThank you Nuwan.Within the realm of Electronic Recruiting, the most common methods of using the internet to recruit and locate other online initiates are referred to as Threefold (Galanaki, 2002).
DeleteYes, furthermore, In E-Recruitment practice, there is more scope to present the ‘employment proposition’ in terms that increase the attractiveness of the organization as a place in which to work. The other big advantage in view is speed. Candidates could be able to respond within seconds of reading about an opportunity by e-mailing their CV to the employer (Armstrong , 2006).
ReplyDeleteThank you Hemachandra. Recruiters plan a higher percentage of recruitment using social media (94 percent) than traditional approaches, making e-Recruitment the fastest growing recruitment method. With the advancement of the internet and new evolving technology, which has made employers and applicants more innovative and interactively connected 24/7, this has aided in changing the traditional recruitment landscape of E-recruitment by involving line managers in the recruitment process, thus eliminating the complexity examples such as reducing HR workload and cost-efficiency (Jobvite social recruiting survey results, 2013, p2).
DeleteWorld becomes too smaller with the technology. With this pandemic, e-recruitment has become more popular in world. According to Listwan (2010), e recruitment is fastest growing areas in present-day recruitment.
ReplyDeleteThank you Menaka.In this context, organizations that were experiencing financial difficulties as a result of the pandemic have downskilled by limiting recruitment of high-skill jobs more than low-skill jobs in order to cut costs and keep their businesses afloat (Campello, Kankanhalli, & Muthukrishnan, 2020); they have frozen or reduced all recruitment; or they have laid off their employees (Campello, Kankanhalli, & Muthukrishnan, 2020).
Delete"The utilisation of ICT for the conduct of this function is referred to as online or e-recruitment, and not only has it led to generation of expanded pool of applicants and making the whole world its catchment area, but has also led to remarkable improvement, efficiency and effectiveness of the recruitment process" (Omolawal, 2015).
ReplyDeleteThank you Udaya.E-recruitment is the process of using the internet to find individuals to fill open positions in businesses. E-recruitment is the integration and application of internet technology to increase the recruitment process' competency. Furthermore, superior and speedier recruitment might provide a competitive advantage over competitors in the same market. However, web-based recruitment has become so common that firms that have delayed incorporating it into their own corporate information systems and strategy are at a disadvantage.
Delete2016 (Anand & Chitra)
A good and a timely article which gives insights to HR professionals post Covid. Weighing the pros and concerns related to e-recruitments, In my opinion e-recruitment is merely not a system and that it’s something beyond technologies deployed and needs. Robertson (2001) elaborates that lack of personal interactions during the recruitment process limits the interactions between potential employees and the employer, leading to frustration for candidates and unexploited opportunities for employers to gather information.
ReplyDeleteThank you Shanil.Many organisations are now incorporating the internet into the following steps of their recruitment process: vetting acceptable individuals can take a lot of time and resources, especially when there are a lot of applicants. Application screening software is now available (Omolawal, 2015).
DeleteAgreed with you. According to Ajayi, (1996) and Held, (2003), "the rapid changes taking place in the world economy and industrial development are driven by three technological waves: information and communication technology (ICT), biotechnology and materials." Therefore E- recruitment is much effective and time saving as it reduces most of the unwanted processors. Further its a green concept as everything runs online.
ReplyDeleteThank you Roshini. According to Armstrong (2009), e-Recruitment is a procedure that uses the internet to market or post job openings, give information about the jobs and the company, and allow employers and candidates to communicate via e-mail. The goal of e-Recruitment is to make operations more productive while also lowering costs. Online recruitment can reach a bigger pool of candidates and streamline the hiring process.
DeleteAgreed. The challenge facing organizations irrespective of the sector, however, was that of frequent labour turnover and the inability of organizations to achieve their goals arising from inadequate competent workforce. (Daniel Eseme GBEREVBIE, 2008)
ReplyDeleteThank you Nilmini.Our argument is that the topic of E recruitment is deviating.
DeleteYes Agree menupa, According to Islam (2008), automated system greatly increase efficiency of the traditional recruitment methods and selection tools and it is more efficient and less expensive. He also stated that by using e-recruitment, HR managers can reach a larger pool of potential employees and speed up the hiring process.
ReplyDeleteRecruiting the right participants is crucial if your user research is to get your design anywhere. Your research participants must be able to represent your target group or end users; otherwise, your results will not translate into something you can use. On the boardsi platform you can schedule your onboarding and interview calls at times and days that work best for you. When it comes time to create your professional executive page, you are able to do it at your own convenience.
ReplyDelete