E-RECRUITMENT

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The present internet trend has disrupted traditional internal recruitment. E-recruitment, the most recent trend, has been used by both large and small enterprises. The ease with which you can find the appropriate job for you highlights the importance of the internet (Bej, 2017). Through social networking, corporate websites, and job portals, the recruitment process is facilitated in finding the best match for open positions. Employers and job seekers are increasingly embracing e-recruitment since it allows them to search for openings based on their qualifications as well as their work experience with just a click of the mouse or a tap on the screen of their smartphone or tablet (Kumar & KAVITHA, 2019).

 

Source - (E-recruitment: a roadmap towards e-human resource management by ejaz suleman 2012 )

E-Recruitment is the technique of swiftly and efficiently discovering and recruiting the most qualified applicant (from within or outside of an organization) for a job vacancy (Okolie & Irabor, 2017). Analyzing job needs, enticing candidates, evaluating applications, recruiting, and onboarding the new hire are all processes in the hiring process. E-recruitment is the technique of using internet resources to identify, attract, evaluate, interview, and hire new employee (Hosain, et al., 2020). Online job posting, information about the jobs and the organization, and e-mail communication between employers and candidates are all part of the "e-Recruitment" process. The goal of e-Recruitment is to boost productivity while cutting costs in the operations. Online recruiting can boost the quantity of candidates while also streamlining the hiring process. The term e-Recruitment can also apply to online recruiting, cyber recruiting, or internet recruiting. E-Recruitment is critical to the hiring process since it provides a significant number of candidates who fulfilled the companies' requirements (Bej, 2017).

 

Trends of E-recruitment

Businesses are increasingly embracing the internet and the world wide web to attract and assess potential employees, according to data. According to an IES survey of 50 e-Recruitment businesses, the top reasons why people chose to employ e-Recruitment were:

•      Boost the profile and image of the company;

•      Cut back on hiring expenses;

•      Lighten the administrative load;

•      Provide the hiring team with better tools.

Trends in e-Recruitment usage hint to a future in which the line manager is participating in the process and the candidate is linked to the main system. In this paradigm, HR was perceived as more of a facilitator, providing recruiters time to become involved in strategic issues within resourcing, in addition to the reported benefits such as cost savings (Kumar & KAVITHA, 2019).

 

One of the most recent trends in e-recruitment is the usage of mobile applications for job searching. Using a mobile application simplifies the job search process for job searchers. When looking for potential candidates, company websites are quite crucial. There are several social networking sites available for connecting with job seekers and attracting them to businesses. Blogs are becoming increasingly popular today. Furthermore, resume scanners, which are available through major portals, let companies screen and narrow down resumes based on candidates' qualifications, experience, unique qualities, and pay information (Hosain, et al., 2020). Numerous instances demonstrate how businesses are increasingly using the internet as a platform for attracting new personnel. One of the primary advantages for using e-Recruitment is the opportunity to set up powerful web tools for the recruitment team. To make recruitment more effective, employers must learn to reach out to job seekers by building profiles on Facebook and Linkedin (social networking sites) as well as using job portals. Having a website and leveraging the internet improves business image, reduces employment costs, and reduces paper work and administrative strain. They can also publish job openings with the numerous internet recruitment services to prepare for the talent hunt process (Okolie & Irabor, 2017).

 

Modern trends of e- Recruitment

Rapid communication: Blogs can be utilized to communicate between the company and the possible employee. As a result, blogs and podcasts are viewed as e-recruitment tools. Now, the technique can only be faulted for its speed because it is done electronically rather than through a one-way communication medium such as mail or faxes (Kumar & KAVITHA, 2019).

 

Candidate preference: Traditionally, employers had the option to be choosy during the hiring process, especially when screening resumes, but they weren't always fair. Due to time constraints, it was not possible to review every application. Prospects now have a choice of companies because they are aware of the company's culture as well as its financial status.

Search engine advertisement: Printed advertising is being phased out in favor of search engine advertisements. Pay-per-click advertising is not only more practical but also more appealing.

 

RSS feed: RSS feed is being embraced by job boards. Google merits special notice for hot jobs. Even without a website of their own, Google allows users to publish jobs to Google Base. Software called "RSS reader" can be used to read RSS (Bej, 2017).

References

Bej, T., 2017. Recent Trends and Practices of e-recruitment System in India -A Case Study of Jagdamba Polymers Private Limited. Srusti Management Review, 10(1), pp. 56-63.

 

Hosain, M. S., Hena, A., Arefin, M. . M. & Hossin, M. A., 2020. E-recruitment: A Social Media Perspective. Asian Journal of Economics Business and Accounting, 16(4), pp. 51-62.

 

Kumar, T. S. & KAVITHA, M., 2019. E-RECRUITMENT: THE MODERN TREND OF RECRUITMENT PRACTICES. Journal of Emerging Technologies and Innovative Research, 6(5), pp. 251-254.

 

Okolie, U. C. & Irabor, I. E., 2017. E-Recruitment: Practices, Opportunities and Challenges. European Journal of Business and Management, 9(11), pp. 116-125.

Comments

  1. Ashfaq NazeemSeptember 16, 2022 at 7:50 PM

    Adding to it, Shifting from traditional way of (labor intensive) delivering HRM function towards more efcient, cost effective means (technology intensive) has now become the key consideration of the HRM (Ensher, Nielson, & Vallone, 2002)

    ReplyDelete
    Replies
    1. Saleem Mutaliph September 18, 2022 at 10:34 PM

      Thanks for the comment Ashfaq, however on the other hand, a variety of potential candidate sources have been exposed due to e-recruitment, therefore the organization has the opportunity to locate most potential applicants from anywhere from the world (Kettley, 2003).

      Delete
  2. Virosha AriyawanshaSeptember 16, 2022 at 8:41 PM

    E-recruitment is a faster process. It helps employers and employees in the recruitment and selection process with ease of use and fast process of communication. E-recruitment reduces the administrative burden. E-recruitment sorts the applications and creates ability pool that helps in the HR process (Rathee and Bhuntel, 2017).

    ReplyDelete
    Replies
    1. Saleem Mutaliph September 18, 2022 at 10:35 PM

      Agreed with you Virosha, e advertisements are considerably cheap compared to newspapers, magazines, and agencies for employment. As in the other sources one has to revisit continuously, for example, a company wanted its ad to appear on every Sunday for a month, so it was supposed to pay for four ads Karim et al.,(2015).

      Delete

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