E – RECRUITMENTAN ORGANIZATION ASSET

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MODULE - CONTENTS

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S.No Contents Page No

1 E – Recruitment 03

2 E-Recruitment Process 07

3 Modern Trends Of E-Recruitment 07

4 Criteria For Effective E-Recruitment 08

5 Online Recruitment Techniques 09

6 Scope Of The E Recruitment 13

7` E-Recruitment Websites 14

1. E – RECRUITMENT

The recruitment and selection is the major function of the human resource department

and recruitment process is the first step towards creating the competitive strength and the

strategic advantage for the organizations. Searching for, and obtaining, potential job

candidates in sufficient numbers and quality, and at the right cost, for the organization to

select the most appropriate people to fill its jobs. Selection is the process of gathering

information for the purposes of evaluating and deciding who should be hired, under legal

guidelines, for the short and long term interests of the individual and the organization.

Recruitment refers to the process of attracting, screening, and selecting qualified people

for a job at an organization or firm.

Recruitment is a process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of applications from which new employees are selected.

Recruitment is an important tool in an organization's HR kit to make organization

competitive in today's global market. The right recruitment strategies hold the key for

success for any organization.

The traditional method of recruitment has been revolutionized by the emergence of the

Internet. In the past few years, the Internet has dramatically changed the face of HR

recruitment and the ways organizations think about the recruiting function. In the coming

years, digital recruiting and hiring are expected to continue their explosive growth.

Presently, e- recruitment has been adopted in many organizations either from large

organizations to small size companies. Most organizations are already using e-

recruitment to post jobs and accept resumes on the Internet, and correspond with the

applicants by e-mail. It brings the benefits to the organizations.

E - Recruitment is the process of personnel recruitment using electronic resources, in

particular the internet. E-recruitment is the latest methodology most business

organizations adopt for finding suitable candidates. According   to Flippo " Recruitment

is the process of  searching  for  prospective  employees  and  stimulate  and  encourage

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them  to apply  for jobs in the organization." 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.

E - Recruitment is also known as “Online recruitment”, it is the use of technology or the

web based tools to assist the recruitment processes. E-recruiting, embracing the term

web-based recruiting can be described as any recruiting processes that a business

organization conducts via web-based tools, such as a firm’s public Internet site or its

corporate intranet. We use the terms online recruitment, Internet recruitment, and e-

recruitment interchangeably.

We are living in the computer age and organizations are beginning to increasingly depend

on the Internet for all types of business activities including online recruitment of

candidates – more popularly referred to as E-recruitment. The human resources

departments are taking advantage of the advancing technology and deploying web-based

tools for inviting and comparing resumes.

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.

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. There is growing evidence that organisations are

using Internet technology and the World Wide Web as a platform for recruiting and

testing candidates. E-recruitment is the latest recruitment trend and is increasingly being

adopted by small and large corporate as well as placement firms.

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As recruitment get more and more challenging by the day, most HR managers and

executives are on the lookout for ways shorten recruitment cycles. Most of them have

moved away from manual recruitment processes and adopted e-recruitment that is backed

by the latest technology to streamline and simplify all recruitment related activities.

Adopting e-recruitment is a good way of empowering your recruitment process and

recruiters with the latest and the best in recruitments. It not only helps you manage

recruitment but also improves the efficiency of your system and considerably reduces the

cost involved in the entire recruitment procedure.

There are a number of e-recruitment options available. Recruitment software, candidate

tracking applications, ERP’s, job portals, etc. is the most commonly used e-recruitment

methods. The most preferred of these methods is deploying recruitment software that

takes care of the recruitment cycle right from sourcing candidate profiles till the

candidate finally joins the company.

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.

Many business enterprises are using Internet as a source of recruitment. They advertise

job vacancies through the worldwide web. Quite often, the job seekers also place their

curriculum vitae (CV) on the various job sites where prospective employers may pick

them for a personal interview. It is reliably reported that over 18 million resumes are

currently available online across the world and this figure is steadily increasing.

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In today's world e recruitment has become an indispensable tool for the recruiting

manager. To  get the best out of this  emerging medium it is  essential that it is used  to

complement the traditional means  of  recruitment Growth  and relevance of this medium

are dependent  both on the accessibility  of net to  people as well as ability of job portals 

and other  networking sites  to differentiate  and offer value added services  both to the

prospective  employer  and the candidates.

The terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, imply

the formal sourcing of job information online. The first references to online recruitment

appear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematic

reference to the online recruitment in the human resource journals begins almost a decade

later, in the mid-1990s, when IT companies and universities begin to use the Internet

extensively( Galanaki E, 2002).

When looking for a job, the Internet may be a source of help for some, as websites such

as Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting. In

recent years, job recruitment websites have undergone considerable growth and the

number of job seekers who conduct job searching over the Internet has increased (Tong

2002)

This increase may be due to the added convenience provided by e-recruitment websites.

Job seekers are able to view multiple openings and post their resumes for businesses to

view without leaving the comfort of their homes.

E-recruitment websites are designed as a powerful medium that brings employers and job

seekers together and allows them to interact in a fast, efficient, and effective way. For job

seekers, an e-recruitment website provides a unique opportunity to explore constantly

updated employment opportunities through an extensive database of jobs. Job seekers can

then post their resumes online and announce their availability to potential employers.

For employers, e-recruitment delivers a convenient, low cost, and efficient solution by

providing direct access to a continuously expanding database of resumes. In general, the

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recruitment service provided on these websites is free for the job seekers, who can enjoy

the service once they have become members of that website.

2.E-RECRUITMENT PROCESS

Fig – E Recruitment Process

3. MODERN TRENDS OF E-RECRUITMENT

● Speedy communication: Company and the prospective employee can communicate

with each other via the blogs. Thus blogs, podcasts are being considered a tool of e-

recruitment. No more the process can be blamed for being one way communication like

mails, faxes only being speedy as done electronically. Podcasts are the services of digital

media files. Vodcasts are the video podcasts.

● Candidate’s preference: History states that employers had the privilege to be selective

in hiring process, especially in screening resumes but were not always fair. Because of

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Candidates filling the form online

Attending the test and interviews

Receiving/AcceptingOffer letter

Candidate joins theOrganization

Joining date conveyed

Backend work on moving the profile to different stages

Batching for joining done

Scrutinizing the profile

the time constraint it was not possible to go through all the applications. Today the

candidates can choose their employers as not only the financial state is known to them

but also the culture is known.

● Search engine advertisement: Print ad is phasing out due the popularity of search

engine ads. Pay-per-click is not only convenient but also more attractive.

● RSS feed: Job boards are embracing RSS feed. Hot jobs, Google deserves special

mention. Google offers one to upload the jobs on Google Base even when one doesn’t

have their own site. RSS can be read using software “RSS reader”. It is a family of web

feed formats use to publish frequently updated works. Such as blog entries, news

headlines in a standard format.

Fig : The E-Recruitment Landscape

4. CRITERIA FOR EFFECTIVE E-RECRUITMENT

The requirement for it is to benefit the selection procedure. Thus to make the

process effective, the Organizations should be concerned about various factors.

Among them most important are- Return on investment (ROI) should be

calculated to compare the costs and risks. It facilitates to evaluate benefits and to

calculate the estimated return.

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Recruitment policy should be flexible and proactive, to adapt market changes.

The companies will have their own mix and match sources according their

objective.

Unemployment rate, labor turnover rate are considered. As the whole process

depends on the availability of candidates in the market. For every post, position it

is not viable to spend too much of time.

Impact of supplying compensation details to be considered. That is the wage,

salary, benefits, when disclosed on line then it should follow the legal norms.

Chance for negotiation will not be there. Compensation rate of the company not

only reaches to the candidates but will be known to all.

Precautions to be taken for resume screening. Words that discriminates gender,

age, religion etc to be avoided. For an example, ‘recent’ college graduates only in

an ad are not preferable.

Review the results periodically and also update regularly to achieve a better

result. Otherwise pool of candidates will remain static and will not serve the

purpose.

Organizations need to selective while choosing the sites. It refers to whether it is

required to be giving to the job search sites like www.monster.com or in their own

site. When special skill candidates are searched then generic job search sites to be

avoided.

The primary factor determining the level of demand for Internet recruitment will be the

number of educated unemployed population.

5. ONLINE RECRUITMENT TECHNIQUES

Giving a detailed job description and job specifications in the job postings to

attract candidates with the right skill sets and qualifications at the first stage.

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E-recruitment should be incorporated into the overall recruitment strategy of the

organization.

A well defined and structured applicant tracking system should be integrated and

the system should have a back-end support.

Along with the back-office support a comprehensive website to receive and

process job applications (through direct or online advertising) should be

developed.

Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of

recruitment.”

Advantages of E-Recruitment are

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring time).

Facilitates the recruitment of right type of people with the required skills.

Gives a 24*7 access to an online collection of resumes.

Cost efficient: Advertisements in internet when compared to newspaper,

magazines, and employment agencies is considerably cheap. As in the other

sources continuously one has to revise the advertisement, for example a company

wanted their ad to appear on every Sunday for a month thus was suppose to pay

for four advertisements. But for internet it is not applicable.

Time saving device: Time to deliver; to communicate is minimized by this.

Response is direct and immediate without any delay. Beforehand the postal

services, fax was one way communication and was time consuming. Phones

provided two way communications but resume management, communicating

worldwide were not possible.

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Widens the search: In the era of globalization the reach cannot be restricted at

one place. It provides global reach that also within a fraction of second. Truly the

process supports the definition of recruitment by creating a vast pool of potential

candidates.

Scope for better match: Information in detail is provided with clarity therefore

suitable candidate match is possible. The search is widened link with other

websites are possible, these attracts the candidates and after the job profile

matches, the candidates apply.

Standardization: The information of the candidates is collected in a standard

format. Besides collecting the data it also consolidates information received from

various sources.

Reservoir: It acts as the reservoir of information. From the job profile to

candidate profile is available along with past applicant data.

Lessen paper work: As the data collection, filing, administrative work are done

electronically thus paper work or documentation has been lessened.

Lower costs to the organization. Also, posting jobs online is cheaper than

advertising in the newspapers.

Disadvantages of E-Recruitment:

Apart from the various benefits, e-recruitment has its own share of shortcomings and

disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of millions of resumes

is a problem and time consuming exercise for organizations.

There is low Internet penetration and no access and lack of awareness of internet

in many locations across India.

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Organizations cannot be dependant solely and totally on the online recruitment

methods.

In India, the employers and the employees still prefer a face-to-face interaction

rather than sending e-mails.

Require being computer savvy: The process is restricted within computer savvy

candidates. As the search is based on various websites, their screening, keywords

application demands for a computer savvy person and company.

Legal consequences: 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. For example, Disney World was sued for screening the resumes

preferring the key words used by whites.

Vast pool of applicants: This benefits the Organizations as well as it is

disadvantage to them also. Because the huge database cannot be scanned in depth.

Either first few candidates are called for interview or the resumes are screened

based on some key words. On the other hand applicants also face global

competition.

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Fig – STRUCTURAL MODEL

6. SCOPE OF THE E RECRUITMENT

In this scientific era, E-Recruitment is preferred than the traditional modes of recruitment.

Organization can post its available job vacancies online in just 20 minutes and receive

resumes within minutes of the job going live. It helps to access an online pool of resumes

on a 24X7 basis. E- Recruitment process allows the managers in the recruitment

department to screen and eliminate candidates who does not match the job profile in an

automated way, which saves over 65 percent of the hiring time. This helps the

organization to reduce the processing time and cost in a considerable quantity. By

implementing E-recruitment process organization can even track the progress of a

candidate in various stages of his or her hiring process.

A study on E-Recruitment portal will help the organization to identify and hire the best

suitable employees matching its job profile.

In the article - The Economic Times, Kolkatta, January 30, 2008. E- Recruitment in

Indian Scenario.

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Effectiveness of E-Recruitment portal

Enterprise effectiveness

KMS Attributes & Appearance

Feasibility

In the Indian context   e recruitment is also making its inroads in the armor of recruitment

professionals This is evident in the growth of  e-recruitment portals  like  Naukri.com,

Jobstreet.com, Timesjob.com, Monsterindia.com  etc Increasingly job portals  are

recognizing  the need for offering  customized solutions  and value added services

A recent Kelly Services Global Work force Survey 3 has put forth some interesting

findings about online recruitment in India. 78% of the respondents are satisfied with the

results of the E- Recruitment process compared to 54% who were satisfied with the

traditional channel. While 40% of those surveyed in India found their most recent job

online, 22% found a job being directly approached by an employer or recruiter, 13%

through "word of mouth", 9% from newspaper advertising, 8% from directly approaching

an employer and 8% through other methods. This highlights the growing reach of Internet

and importance of E- Recruitment in India.

7. E-RECRUITMENT WEBSITES

The terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, imply

the formal sourcing of job information online. The first references to online recruitment

appear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematic

reference to the online recruitment in the human resource journals begins almost a decade

later, in the mid-1990s, when IT companies and universities begin to use the Internet

extensively (Galanaki E, 2002).

When looking for a job, the Internet may be a source of help for some, as websites such

as Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting. In

recent years, job recruitment websites have undergone considerable growth and the

number of job seekers who conduct job searching over the Internet has increased (Tong

2002). This increase may be due to the added convenience provided by e-recruitment

websites. Job seekers are able to view multiple openings and post their resumes for

businesses to view without leaving the comfort of their homes.

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E-recruitment websites are designed as a powerful medium that brings employers and job

seekers together and allows them to interact in a fast, efficient, and effective way. For job

seekers, an e-recruitment website provides a unique opportunity to explore constantly

updated employment opportunities through an extensive database of jobs. Job seekers can

then post their resumes online and announce their availability to potential employers.

For employers, e-recruitment delivers a convenient, low cost, and efficient solution by

providing direct access to a continuously expanding database of resumes. In general, the

recruitment service provided on these websites is free for the job seekers, who can enjoy

the service once they have become members of that website. In contrast, employers

typically have to pay a subscription fee in order to take advantage of the recruitment

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