6. E-Recruitments

E-recruitment, also known as online recruitment, refers to the use of web-based technology for the various processes of attracting, assessing, selecting, recruiting and onboarding job candidates.

Through e-recruitment, employers reach a larger number of potential employees. Companies may build their e-recruitment platforms in-house, use e-recruitment HR software or employ recruitment agencies that utilise e-recruitment as part of their package.

the use of communication technologies such as websites and social media to find and attract potential job applicants, to keep them interested in the organization during the selection processes, and to influence their job choice decisions. (Chapman & Goddolei, 2017, p. 213)

Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees. It is on important port of human resource management os it performs the essential function of drawing important resources i.e. human capital into the organization. Online recruitment, also known os e-recruitment is one of the worldwide trends for HR functions. It has evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually. The Internet can ease the selection of employees, especially where long distances are involved. E-recruitment has grown rapidly over the post fen years and is now widely used by both recruiters and job seekers across the world. The interne' has proved to be o powerful tool for the delivery of different kind of services like HR planning, HR evaluation, HR rewards and HR recruitment etc. under the umbrella of EHRM. 

E-recruitment elements

  • Applicant tracking: candidate status with respect to the jobs applied by him/her
  • Employer’s website: provides details of job opportunities and collects data for the same
  • Job boards: carry job advertisements from employers and agencies
  • Online testing: some kind of evaluation of candidates over the Internet
  • Social media: quick reach out to potential candidates

Advantages of E-recruitment

The traditional method of Recruitment is far too much paperwork and time. Having the right tools and implementing e-recruitment software has many advantages, some of them are,

  • Time-Saving

In this way, you can forget about the paperwork and the action of entering data manually. In other words, No matter where you are, you can send out job postings anytime with Internet access. 

  • Effective

Online recruitment is easily accessible to individuals

  • Accessible

Job ads can be released through various social media platforms to get to a specific target group.

  • Flexible and easy

It is easy to use and give a platform where all HR peoples could follow the recruitment process. There is no struggle in learning how to use an e-recruitment system.

  • Minimized hiring cost
  • Reduce hiring process
  • Extensive for candidates

Disadvantages of E-recruitment

Apart from the various advantages, e-recruitment has a lot of inadequacies and burdens, some of them are,

  • Organizations cannot depend on only online recruitment methods.
  • Might face technological problems.
  • Sometimes the Internet penetration will be low, so can't access, and an absence of familiarity with the internet among many individuals.
  • High Volume of Responses.
We know little, however, about how the impact of displaying recruiting messages on small mobile phones in distracting environments compare to more media-rich websites and traditional recruiting media viewed in quiet surroundings (Chapman & Goddollei, 2017).

Traditional methods should not be replaced by e-recruitment, it should supplement. The loopholes of e-recruitment can be covered by the traditional methods and the recruitment process will be faster, global due to e-recruitment. One method should not replace the other. When two vacancies are there and two candidates are available the companies do not have much choice, thus they prefer to widen their search and attracts numerous applications. But, when for two vacancies a company receive 2000 application, the in-depth screening process is not possible. While other methods like campus interviews, internal search has a personal touch. But receiving applications in hand, communicating with candidates becomes time-consuming without the internet. (Swamy, Beloor and Nanjundeswaraswamy, 2021)

Reference

Chapman, D. and Gödöllei, A., 2017. E-Recruiting. The Wiley Blackwell Handbook of the Psychology of the Internet at Work, pp.211-230.

Swamy, C., Beloor, V., and Nanjundeswaraswamy, D. 2021. Recruitment and selection process in the IT firms. Journal is required!, 8, p.343-356.

Comments

  1. Jayashi SilvaSeptember 2, 2021 at 4:04 AM

    Agreed. Smith (1999) argues that career web is less expensive compared to multiple newspaper ads and conceptualize that the internet assist a company to reach better prospects.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 2, 2021 at 1:17 PM

      Furthermore, E-recruiting provides the opportunity to reach applicants wherever they are through their mobile devices. For example, a recent survey found that 68% of active job seekers used their mobile phones at least once a week to search for jobs (Glassdoor, 2013)

      Delete
    2. Diyanada J. GunawardenaSeptember 2, 2021 at 1:19 PM

      In addition, the inexpensive nature of online recruiting permits the conveyance of large amounts of information to potential applicants at a minimal cost relative to traditional advertising venues. Media content can be substantially richer, including graphics, photos, interactive text, and video. (Allen, Van Scotter and Otondo, 2004)

      Delete
  2. Nuwan Randika WijesingheSeptember 2, 2021 at 4:55 AM

    Agreed. According to Ghazzawi & Accoumeh (2014), one of the main areas of concerns with e-recruitment would be privacy. The sensitive personal information can be misused if gone in to the wrong hands, hence online recruitment platforms should take necessary precautionary action to ensure information security & validity of job postings. Another aspect of the same issue is that scammers may use e-recruitment platforms to deceive candidates in to paying them for bogus job openings.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 2, 2021 at 1:27 PM

      Furthermore, Alike other recruitment sources, this source also should be aware of the words used in the advertisements otherwise it may lead to the charge of discrimination. (Kumar, 2019)

      Delete
  3. Thushari SenevirathneSeptember 2, 2021 at 11:15 PM

    agreed with the arguments. The organizations may find success with online recruitment in this COVID-19 Pandemic situation. 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).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:29 PM

      Agreed Thushari,
      However E-Recruitment is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount remain there for periods of thirty or sixty days or more - at no additional cost and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically (Margaret, 2019).

      Delete
  4. Amila WijayanthaSeptember 3, 2021 at 9:56 AM

    Agreed with you. , In addition, the Internet is the most famous element in this era becomes one of lifestyle. Electronic service is not limited to recruitment; it influences organizational culture (model and optimize opportunities) and improves relationships and market opportunities; further, E-recruitment collaborates with resource-based theories (Alateyah, 2018).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:35 PM

      Well said Amila. Moreover,
      that online recruitment has many advantages to companies like low cost, less time, quick, wider area, better match and along with this they have highlighted some points of disadvantages of online recruitment like scrutinizing applications is a problem, lack of internet awareness in India in some places and they said that employers want to have face to face interaction with candidates (Kapse, 2012) .

      Delete
  5. K G B SampathSeptember 5, 2021 at 1:40 AM

    I agree with your views, and the use of e-recruitment tactics has progressed to the point that, in the future, firms will need automated resume screening and searching equipment to be competitive in their particular industries (Du Plessis & Fredrick, H 2012).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:31 PM

      Agreed, The Organization can get recognized around the globe and further it helps the Organization to maintain employee records, performances when handling employee’s promotion, transfer, and grievance handling. (Ankita J and Ankita G, 2014).

      Delete
  6. Khalid HumayuniSeptember 6, 2021 at 11:25 PM

    Smith (1999) had worked upon e-recruitment where he had tried to conceptualize that internet helps employers better target prospective employees. The author mentioned that the career web, which small companies may consider expensive, could still be less costly than multiple newspaper ads. 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).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:40 PM

      Yes Khalid,
      E-Recruitment, though, is faster and cheaper than many conventional recruiting approaches. Jobs can be placed on blogs for a modest amount days at no extra cost and twenty-four hours a day are available. Candidates can see detailed job information and then respond electronically to the company (Margaret, 2019).

      Delete
  7. Hemachandra KrishnachandraahSeptember 7, 2021 at 10:18 PM

    Agreed, and according to (Torrington, Derrick, & Hall, 2005), recruiting throughout from internet is definitely the most growing recent development within the organizations and E–Recruitment not only saves cost but also enables organizations to provide much more information to applicants, which can easily be updated. 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.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:38 PM

      Agreed Hemachandra,
      E-recruitment is the latest method of recruitment. Internet can be used as the latest equipment for recruitment and selection. It is a real technological innovation for job seekers and employers. (Parry and Wilson. 2009)

      Delete
  8. Udaya PereraSeptember 8, 2021 at 10:59 AM

    Further supporting your arguments made on e-recruitment, websites and social media platforms enable organizations to produce prospective candidates with each job description and alternative data regarding the organization (Braddy, Meade, & Kroustalis, 2006).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:32 PM

      Thanks Udaya.
      Corporate Social Media proved to be an effective advertising medium with many advantages over traditional media. With unemployment rates higher than ever mainly due to financial crises in recent years, people turn toward social media to seek new opportunities of international recruitment (Eurostat, 2013).

      Delete
  9. Samuddhi Menaka AlawattaSeptember 8, 2021 at 12:27 PM

    E- recruitment job seekers will be visible for all the organization who seek applicants to fullfill there vacant positions, therefore the potential customer can be located from anywhere in the world (Devaro, 2017).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:34 PM

      Yes Menaka, Moreover,
      The cost factor compared with other mediums for recruitment. The minimal cost involved for posting advertisement for reaching the number of candidates has been a strong advantage cited by many authors (Bussler et al., 2001, Cober et al., & Wyld, 1997).

      Delete
  10. GajendranSeptember 8, 2021 at 3:46 PM

    Interesting post Diyananda, according to Listwan (2010), online recruitment is considered as one of the fastest growing areas in modern recruitment and it can remove the barriers between potential employees and employers since the recruiting process carried out through internet.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 1:33 PM

      Thanks Gajendran. Also,
      online recruitment has proven to be up to 30% faster than other hiring methods due to the elimination of intermediaries and a shorter recruiting cycle (Workforce, 2000)

      Delete
  11. Diyanada J. GunawardenaSeptember 9, 2021 at 1:36 PM

    Agreed Nimna,
    it is evident that e-recruitment systems have become important means of helping organizations establish a brand identity, attract talented workers, and retain valuable employees comparing to traditional recruitment method (Khalil and Abeer, 2014).

    ReplyDelete
  12. Diyanada J. GunawardenaSeptember 9, 2021 at 1:52 PM

    Moreover,
    e-recruitment the fasted growing method in the current labor market. Cost effective and reliable way of recruiting people. Stability, fast and easy to use are 3 main features of e-recruitment in the future (Taylor, 2001).

    ReplyDelete

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