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OBJECTIVE OF THE STUDY
This e-recruitment study set out to answer the following questions, using evidence-based research:
• What are the overall trends in e-recruitment use and practice? Which parts of systems are web-enabled and what are the related benefits and challenges?
• What is happening in practice? What are the e-recruitment methods that are being used, and what are the real experiences from organisations attempting implementation?
• Does it work? How do organisations evaluate the success of their e-recruitment initiative?
SCOPE AND IMPORTANCE
• It is much faster than traditional modes of recruitment.
• One can post a job online in just 20 minutes and receive resumes within minutes of the job going live.
• Access an online pool of resumes on a 24X7 basis.
• It allows the hiring manager to screen out unqualified candidates in an automated way, which saves over 65 percent of the hiring time.
• One can track the progress that the candidate is making in various stages of the hiring process.
INTRODUCTION
e-recruitment is the process of personnel recruitment using electronic resources, in particular the internet. Companies and recruitment agents have moved much of their recruitment process online so as to improve the speed by which job candidates can be matched with live vacancies. Using database technologies, and online job advertising boards and search engines, employers can now fill posts in a fraction of the time previously possible.
The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisation’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an 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.
The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.
The two kinds of e- recruitment that an organisation can use is –
• Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation.
• Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.
The term e-recruitment means using information technology (IT) to speed up or enhance parts of the recruitment process. It ranges from the applicant interface for advertising vacancies and making job applications, to the back office processes, which allow a liaison between human resources (HR) and line managers to set up a talent pool or database of potential recruits.
Used correctly e-recruitment can:
• enhance the applicant experience
• communicate the employer's image and culture better
• make the recruitment process faster, more accountable and standardised
• increase the diversity of applicants
• provide better management information on applicants
• find the right candidate for the job
According to one survey, internet postings result in nearly ten times as many hires as newspaper advertisements.
E-RECRUITMENT In the era of globalization anyone who is interested in corporate world is aware of these sites.
Using internet prospective applicants could search for positions in which they were interested. Contact with employers directly is viable. Feasibility of email overruled the use of telephone, fax or mail and the companies started accepting application through email. Today Organizations have their own sites or job postings are given in the placement sites. Again the candidates can visit the sites, post resume, contact the company directly without any delay. All these are just one ‘click’ away. E-recruitment is a tool for many employers to search for job candidates and for applicants to look for job. Recent trend of recruitment is e-recruitment or the internet recruitment or on-line recruitment, where the process of recruitment is automated. The automation began in 1980 but was systematized in 1990 with the release of Restrac’s initial product. E-recruitment simply means the recruitment process through internet. Various methods can be used for it.
There is no doubt that today online recruiting has overpowered traditional methods of recruitment. If you are going to be considered 'out of date' if you are not using erecruitment, then you can imagine how much of change the HR industry has seen because of IT.
10 COMPELLING REASONS TO CHOOSE ERECRUITING
A leading survey says that 73% of the world's largest companies would adopt an erecruiting strategy. Thinking why erecruiting is becoming so popular and is considered to be the most efficient way of recruiting? The following are the reasons:
• It is highly cost efficient and promises increased ROI
• It gives accessibility to a big pool of resumes compared to other methods like newspaper ads
• Erecruitment brings in an organized and proactive recruiting process
• Easy and efficient way of recruiting
• Shortened recruiting time span
• Reduced complexity, reduced paper work and streamlined workflow
• Establishes efficient communication channel between recruiter and candidate
• Helps in establishing a relationship between the recruiter and the candidate
• Dependable database applications available to support your recruitment process
• You cannot ignore the efficiency that internet brings in