ABSTRACT:
Now- a- days the
traditional recruitment method has been revolutionized by the wave of internet.
E-Recruitment is the latest trend and it has been adopted by large &
small-sized organizations. Significance of internet can be seen as searching
for best suitable job is just a click away. Even most organizations are already
using E-recruitment to post jobs and accept resumes on the internet, and
correspond with the applicants by e-mail. E-recruitment or online recruitment
is the process of recruiting personal with the use of technology and web based
resources. The practice of E-Recruitment has made the process more efficient
and effective. In this paper, there will be an introduction on E-Recruitment
and also be a discussion on the various importances, disadvantages of
E-Recruitment. This paper aims to explore the effectiveness of E-Recruitment
and its impact in the organization.
KEYWORDS:
E-Recruitment, internet, online
recruitment, organization
INTRODUCTION:
Employees are the most
important resource of any organization. They are responsible for each and every
decision taken, each and every work done and each and every result. Such a kind
of employee are been taken carefully by the managers for the success of future
organization. But advancement of technologies made much easier for the global
HR managers not only to believe on agencies but also they believe on Internet.
Holding a tablet or laptop on the hand with internet connection managers can do
all activities while they are in roaming too. Today acquiring and retaining the
employees is the biggest challenge and internet has proved to be a boon to
recruitment process. E-recruitment is a process or recruiting candidates for
filling vacant positions in the companies through use of internet. Recruitment
plays very vital role in the process of recruitment as it provides a suitable
number of applicants who fulfilled the criteria set by the companies.
E-Recruitment started in
the form of autonomous job sites called bulletin board systems in the 1980s. A
new global trend was started in US when Jeff Taylor launched Mnster.com with 20
clients and 200 job openings in 19994. Today more than three-fourth of the
Fortune 500 companies use online recruiting and also now people use mobile
application for uploading resumes and searching jobs on portals. E-Recruitment
has proved to be a very convenient mode for both company and the job seekers as
both can upload the necessary details required and can find a suitable
opportunity there.
E-RECRUITMENT:
E-Recruitment can be understood as recruitment
carried out by the use of various electronic means. Online, Internet, or
web-based recruiting can be defined as the use of the Internet to identify and
attract potential employees e.g. advertising a vacant position and attracting a
pool of applicants through corporate websites and Internet job boards. An
e-Recruitment system is a back-office system for administrating the recruitment
process, and is normally designed to allow applicants to submit their data
electronically. E-Recruitment can thus be perceived as an umbrella term
covering recruitment activities performed using various electronic means and
the Internet, including online recruitment and E-Recruitment systems.
E-Recruitment can be divided into two types of uses: Corporate web site for
recruitment and commercial jobs boards for posting job advertisements.
Corporate websites are a company’s own website a link for job posting/career
options where candidates can log into for current openings. If the company
advertises its vacant positions on other website that specialize in recruitment
such as- naukri.com, timesjob.com, monster. Com, etc., the companies would be
adopting commercial job boards for recruitment.
The fundamentals 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 CareerAge, Indeed, Monster, Naukri, Timesjobs,
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, Facebook,
Linkedin, etc. helps in building strong networking and finding career
opportunities.
OBJECTIVE:
·
To study the efficiency and performance of
E-Recruitment process in the organization
·
To find out how the E-Recruitment process
have an impact on organization.
·
To outline the criteria for effective
E-Recruitment.
RESEARCH
METHODOLOGY OF THE STUDY:
The primary focus of this
study is to determine the effectiveness of E- Recruitment program and its
impact in the organization. This study is based on secondary data which is
collected through books, internet and research papers.
REVIEW
OF LITERATURE:
Effective management
development of human resources has long been acknowledged by both scholars and
practitioners as being a key component to the overall success of the business.
Recruitment is just one element of human resource management and development;
however it is of significant importance to this success as it is the method
used to acquire the human capital for the organization. Recruitment and
selection is necessary human resource processes initiated by organization where
the constant balancing and is to find and retain quality staff that meet the
needs of the position and the company whilst minimizing expenditure in the
process of hiring manpower.
The majority researchers
agree that recruitment is not a one-way process, but rather a complex, two-way
process. Whilst employers focus on looking attractive to a potential job
applicant, the applicant is continues from the initial recruitment process
through to the final appointment outcome.
Ms. D Shahila (2013)
published an article which helps in explaining E-Recruitment challenges
covering challenges that are faced by companies while using online recruitment.
This article highlights the points like online recruitment is facing challenges
from employers and job seekers point of view and covers points like difficulty
in finding suitable applicant, competition with competitors for good
candidates, negotiation, transparency of system, difficulty in judging
companies working culture.
Avinash s. kapse (2012)
published an article about E-Recruitment which stated 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.
Arundhati Ghosh writes
about E-Recruitment: The recent trend of recruitment practices and highlights
about the recent trend of online recruitment practices and also we can get
ideas about how online recruitment can be beneficial for the organizations.
This article highlighted benefits of recruitment like cost efficiency, time
saving, better scope and wider area of choice, standard way to find a
candidate, less use of paper and along with this some of the drawbacks has also
been discussed like computer technology, enormous applicants and choice is
complex and also candidates are not serious. This article concludes that
E-Recruitment should supplement the traditional methods of recruitment.
Combining E-Recruitment with traditional methods will make recruitment process
faster.
Archana L discussed about
recruitment through social media area. As online recruitment includes use of
social networking for recruitments in companies this articles gives us fact
about how use of social networking sites has increased rapidly for staffing
purpose in companies. It shows that sites like face book, LinkedIn, twitter, Google
are contributing increasingly in recruitment as these sites and 36-505 of the
users are college graduates who are best to contact for job opportunities.
Social networking is also playing major role in recruitment these days.
Smith (1999) had worked
upon E-recruitment where he had tried to conceptualize that internet helps
employer’s 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.
Chapman and Webster
(2003) in their survey research on the use of technologies in recruiting,
screening and selection process 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.
Hadass (2004) in his
research on the effect of internet recruiting on the matching of workers and HR
managers developed a model of recruitment in which job seekers have private
information about their qualification for different jobs and firms possess
imperfect screening technologies. He concluded that firms may adopt
E-Recruitment strategies because of the direct reduction in recruiting costs
and because of competition among HR managers for qualified hires.
A research on Internet
job search and unemployment durations by Kuhn and Skuterud (2004) had tried to
find out which types of unemployed workers looked for work online and whether
internet searchers became reemployed more quickly. The authors concluded that
internet job search is more common among workers with observed characteristics
that are usually associated with faster reemployment and internet job search
does speed reemployed. The authors pointed out that, internet job search might
significantly improve search outcomes on dimensions such as job quality that
they had not measured in their research.
BENEFITS
OF E-RECRUITMENT:
• Quick and easy access to information.
• Post vacancies automatically onto your own branded website
and external job boards.
• Reduce hiring delays-fill vacancies rapidly.
• Reduce recruiting administration by as much as 50%- this
means more time available for
other HR initiatives.
• Easily identify candidates who have applied previously.
• Increase brand awareness by attracting candidates to your
website.
• Reduced cost, compared to print advertising.
• Less or no manual intervention.
• Wide range of job opportunities.
• Flexibility of internet as an attractive source.
• Utility in attracting high quality people who are not
actively searching for job, also
known as passive job seekers.
• It provides verified and technically good candidates.
• For organizations, it provides an opportunity for jobs to
be advertised in global, local or
niche markets.
The utilization of
E-Recruitment as part of the recruitment process has been linked to a number of
perceived advantages from both an applicant and an organizational view point
that are not as applicable to the more traditional recruitment sources.
DISADVANTAGES
OF E-RECRUITMENT:
• Organizations can’t solely depend on E- Recruitment.
• A large applicant pool can have a negative impact of
increasing costs in administering
recruitment systems.
• In India, employers and employees still prefer a face to
face interaction rather than
sending E-mails.
• People who are from minority groups or geographically
dispersed may not use this
medium to source jobs vacant.
• Screening and checking skill mapping & authenticity of
millions of resumes is a problem
& time consuming.
• Companies cannot reach job seekers who are not on the web.
• Lot of resumes online are overstating qualifications,
while others may not express the real
value of a candidate. Thus, on one
hand the company may waste time to meet a poor
candidate but not give an interview
to a good one.
• It is not useful for jobs for which the relevant labour
market is local.
PROBLEMS
FOR EMPLOYERS:
Abundance
of applicants:
Because the Internet is
accessible to people all over the world, the employer is likely to get swamped
with resumes from interested candidates. And unfortunately, many of the
applicants responding to the ads are not qualified. Recruiters spend a great
deal of time sorting through resumes to discard those that do not qualify for
the position they are seeking to fill.
Inflated
resume keywords:
Because employers rely
upon the applicant tracking system to locate resumes that include relevant
keywords, there is a strong possibility that certain keywords in a vast
majority of job applicant’s resumes are exaggerated. Therefore, recruiters are
deceived into calling applicants for interviews that do not meet the job
requirements. This is a waste of time, for both the applicant and the
employment recruiter. Nonetheless, some job seekers who have been unemployed
for a great length of time are really desperate for an interview that could
hopefully land them a job.
Overestimate
applicant:
It’s difficult for a
company recruiter to determine whether or not an applicant is the right fit for
a job without meeting him/her face-to-face. A candidate can have all the right
credentials on paper but still may not have the right character for the
company. The most effective way to determine if an applicant is suitable for a
particular job and right fit for the company is to meet with him/her
face-to-face in an interview.
Outdated
job postings:
Occasionally, human
resource representatives fail to remove old postings for positions from the
website that have been filled. Sometimes this is due to miscommunication
between the hiring manager and HR or a glitch in the system. Recruiters get
swamped with resumes for jobs that are no longer open. However, employers will
continue to get flooded with resumes from interested applicants until the
posting is removed.
CRITERIA
FOR EFFECTIVE E-RECRUITMENT:
•
Companies use the E-Recruitment process
for simplifying the selection procedure. To make the process effective, the
organizations should be concerned about the Return on investment (ROI), which
should be calculated to compare the costs and risks involved. It helps in
calculating the benefits and measures the estimated return on investment.
•
In the era of globalization, the
recruitment policy should be flexible and proactive, to adapt market changes.
•
Unemployment rate, labour turnover rate
are to be considered. Remember, the whole process of recruitment depends on the
availability of candidates in the market. For every vacant position in the
company, it is not viable to spend too much of time and resources.
•
Impact of availability of compensation
details in the job advertisement should be considered. Also, the wage, salary,
benefits, when disclosed online, should follow the legal norms. Chance for
negotiation will not arise.
•
Precautions to be taken while screening
the resume online, keywords that discriminates gender, age, religion to be
avoided.
•
Company should be selective while choosing
the site for posting the job advertisement. It should be clear whether to post
the advertisement on company’s own website or on a job portal available.
CONCLUSION:
It has been correctly
said that recruitment is not only about hiring the best rather it’s the
question to enroll the right candidate in organization. E-Recruitment has
changed the way jobs are applied for and has become so simple that anyone can
do it. The whole world has become “smaller” with the use of the Internet and
everything is made easier for better application. E-Recruitment helps
organizations to be equipped with competent staff and thus it is linked with
many HR activities of organization. E-Recruitment has proved to be important
part of the recruitment strategy. This study has explored the effectiveness of
using E-Recruitment in organizations. Online recruitment is also effective in
terms of managing talent process that is also considered effective. It has also
found that E-Recruitment will likely to grow in coming years. E-recruitment has
provided some remarkable benefits in terms of cost and efficiency.
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