Internet
influences the traditional recruitment methods in the present and has highly
changed the figure of human resource recruitment. The latest method of
recruitment via the internet has spread to the entire world of hiring and
hunting (Kapse, Patil and Patil, 2012). E-recruitment is the process of using
the internet to find individuals to fill vacant positions in organizations. E-recruitment
increases the competency of the overall recruitment process (Okolie and Irabor,2017). There
are two types of e-recruitment; cooperative websites for recruitment and
commercial job boards for job advertisements (Kapse, Patil and Patil, 2012). Job boards, company websites, and
professional websites are the most important methods of e-recruitment (Karim, Miah and Khatun ,2015). E-recruitment
is the use of internet technology to increase the efficiency of the recruitment
process. Furthermore, a competitive advantage against businesses in the same
industry can be gained through better and faster recruiting (Anand and Chitra, 2016).
E-recruitment has famous among both large and small scale organizations at
present. A CIPD survey states that e-recruitment has become the fourth most
popular recruitment method among employers. Web 2.0, Artificial
Intelligence (AI), HR software, and Application Tracking System (ATS) are some
of the most common software used in e-recruitment. (Okolie and Irabor, 2017).
Trends of e-recruitment
E-recruitment,
often known as internet or online recruitment, is a recent recruitment trend in
which the recruitment process is automated (Karim,
Miah and Khatun, 2015). According to Okolie
and Irabor (2017), e-recruitment is advantageous for both employers and
employees. Mobile applications for job search, company websites, and various
social and networking sites are recent trends in e-recruitment. Resume scanners have become a trend and assist
employers in screening and shortlisting resumes based on the qualifications and
experience of candidates, as well as specific talents and salary information. These
scanners are provided by major portals in Nigeria. As a new trend, the
utilization of e-recruitment suggests a shifting landscape in which the
candidate is connected to the central system in the future and the line manager
is involved in the process (Okolie and Irabor, 2017) exhibits in figure 01.
Figure 01: The e-recruitment landscape
Source: (Okolie and Irabor, 2017, p. 119)
Advantages and disadvantages of e-recruitment
Advantages
Lower
recruitment costs, shortening the time in hiring, widespread of companies to
apply for candidates, companies can reach widespread of job seekers, opens the
way to secrecy, opens the way to initiatives, and create a reference database
are advantages of e-recruitment (Al-Zagheer and Barakat, 2021). The reference database will be used to select
candidates for future job vacancies in organizations (Okolie and Irabor, 2017). There is a word limit on
advertisements in job news, other newspapers, and magazines, which can lead to
misinterpretation. The advertisement did not explain the
entire profile well enough. On the internet, there is no word restriction; an
idea, an opinion, or a profile can be communicated easily (Karim, Miah and Khatun ,2015).
Disadvantages
Only
candidates who are computer literate are eligible to participate in the
process. Because the search is dependent on many websites, their screening, and
keyword application, it necessitates the use of a computer-educated individual
and firm (Karim, Miah and Khatun, 2015).
E-recruitment creates additional work for human resource staff in terms of
reviewing more CVs and emails. Human resource staff has to install expensive
apps to deal with e-recruitment (Okolie
and Irabor, 2017). Candidates who are from lower socio-economic regions
and specific locations of the world can face problems while accessing the
internet. Problems related to privacy, ethical concerns, and violation of
discriminatory laws are other disadvantages of e-recruitment (Omolawal, 2015).
E-recruitment in some regions of the world
New Zealand organizations use more than three
e-recruitment methods to improve the chances of finding the best candidates for
open positions. New Zealand organizations have used technology at every level
of the recruitment process. Video conferencing and mobile apps are recent
e-recruitment practices used by New Zealand organizations. AI is used with a
limited capacity (Dhurandhar and Dai, 2021). In the context of Pakistan’s
private sector, job seekers are more confident and at ease when applying. They
prefer to apply for jobs online since it is easier for them to upload their
applications and receive a rapid response from possible employers. Pakistan has
well-established HR departments that rely on modern technologies to help with
recruitment (Malik and Mujtaba, 2018). As a developing country, many people of Bangladesh
have less technical knowledge with regard to e-recruitment. Despite the fact
that e-recruitment is lowering the use of traditional recruitment systems,
traditional recruitment is still used to some level in private organizations,
banks, and multinationals in Bangladesh (Mindia and Hoque, 2018).
Video: 01
E-recruitment: Experience
A reputed supermarket chain in Sri Lanka also incorporates e-recruitment in the recruitment process. Websites (xpress.jobs) and social media (Facebook and Linkedln) are used for external recruitment. This supermarket chain has developed its own app for employees to give information about transfers as an internal source of recruitment.
Conclusion
E-recruitment is the most recent trend in
recruitment. There are several e-recruitment techniques. E-recruitment has both
advantages and disadvantages. An organization can use the most recent
e-recruitment methods to get the maximum from the recruitment process. Organizations
in developing countries must use e-recruitment as a supplement for the
traditional recruitment methods rather than replacing them.
References
1. 01. Al-Zagheer, H. and Barakat, S., (2021). ‘E-Recruitment as Application Solution during Corona Pandemic’. Annals of the Romanian Society for Cell Biology, pp.5051-5058.
02. Anand, J. and Chitra, D., (2016). ‘The
Impact of E-Recruitment and challenges faced by HR Professionals’. International
Journal of Applied Research, 2(3), pp.410-413.
03. Dhurandhar, N. and Dai, B., (2021), ‘TECHNOLOGY-DRIVEN
PRACTICAL EFFICIENCY IN TALENT RECRUITMENT PROCESS IN NEW ZEALAND’. Journal
of Applied Research & Practice, (1), pp. 117-125.
04. HR-ON, (2016). HR-ON e-recruitment. Available at:
<https://www.youtube.com/watch?v=_fIJ_V0bAi0> [Accessed 2 May 2022].
05. Kapse, A.S., Patil, V.S. and Patil, N.V., (2012). ‘E-recruitment’.
International Journal of Engineering and Advanced Technology, 1(4),
pp.82-86.
06. Karim, M.R., Miah, M. and Khatun, A., (2015).
‘E-Recruitment in Practice: A Study on Jobseekers’ Perception in Bangladesh’. Global
Disclosure of Economics and Business, 4(1), pp. 33-42.
07. Malik, M.S. and Mujtaba, M., (2018). ‘Impact
of E-recruitment on effectiveness of HR department in private sector of
Pakistan, International Journal of Human Resource Studies, 8(2),
pp. 80-94.
08. Mindia, P.M. and Hoque, M.K., (2018). ‘Effects
of E-recruitment and internet on recruitment process: An Empirical study on
Multinational companies of Bangladesh’. International Journal of
Scientific Research and Management, 6(01), pp.2321-3418.
09. Okolie, U.C. and Irabor, I.E., (2017). ‘E-recruitment:
practices, opportunities and challenges’. European Journal of Business
and Management, 9(11), pp.116-122.
10. Omolawal, S.A., (2015). ‘E-recruitment: practices, benefits and challenges’. Journal of the Institute of Personnel Management of Nigeria, 7(2), pp.76-86.
Further, Electronic recruitment can be defined in two ways: by using an Internet-based recruitment resource and by technology as active recruitment management practices (Holm and Haahr, 2018).
ReplyDeleteThank you Krishan, I think I must learn about this category of e-recruitment too.
DeleteE recruitment has the ability to target a wider and more diverse pool of candidates,more opportunities for smaller companies (Pin et al., 2001).
ReplyDelete"In Nigeria, e-Recruitment in the public sector is a relatively new phenomenon introduced around 2005
Deleteto hire personnel in the public sector. Agencies like Federal Civil Service Commission, Nigerian Army, Nigerian
Police Force, Nigerian Customs Service, and corporate Affairs Commission among others adopted the use of
the internet in their recruitment process" (Okolie and Irabor, 2017). According to this, not only small companies, e-recruitment can adapt to the public organizations, as well as army forces.
As stated by Holm (2009) recruitment of personnel in organizations is crucial for the organization to perform successfully. E-Recruitment systems allow instant communication with applicants and submission of applications and resumes in real time, increasingly e-recruitment is used in marketing of the organizations and is also integrated in overall marketing campaigns.
ReplyDeleteHolm, A.B. (2009), May. Virtual HRM: A case of e-recruitment. In 11th International Conference on Enterprise Information Systems (pp. 49-68). INSTICC Press.
Even our company is using e-recruitment as a marketing tool to market the company and brand via its own website, and external websites as well as now dealing with the creation of a new app for external recruitment.
DeleteInformative @Ravindu, the purpose of e-recruitment is to make recruiting processes more efficient and less expensive. And, by using e-recruitment, HR managers can reach a larger pool of potential employees and speed up the hiring process as (Ricardo Singh, 2022) stated.
ReplyDeleteThank you, Usama for further information. Online recruitment is a cost-effective and time-saving process of finding candidates. It saved application expenditures and encouraged more applications from underqualified job seekers, motivating businesses to improve their screening processes (Freeman & Autor, 2002). It enables the business to manage all of its records digitally. There are various employment portal providers for both individuals and firms, where employees can post their CVs for free, but employers must pay for CV filtering. E-Recruitment is the use of information technology to hire personnel in order to reach a larger number of people and save time (Sharma, 2014).
DeleteAccording to Edwin cited in Kapse, A.S., Patil, V.S. and Patil, N.V., (2012), “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”.According to Kapse, A.S., Patil, V.S. and Patil, N.V., (2012) online recruitment offers recruiters one of the most
ReplyDeletepowerful and cost-effective ways to recruit staff for an organization. Online recruitment, e-recruitment, or web- based recruitment is the use of online technology to attract and source candidates and aid the recruitment process.
Yes, Rifky, also Cost-effectiveness, quicker processes, access to a greater number of applicants, and improved employer branding are the key objectives for using e-recruitment (Sharma, 2014).
DeleteE-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).
ReplyDeleteI Agreed with you Piyumi. Over the last ten years, e-recruitment has evolved significantly and is now frequently utilized by both recruiters and job searchers all over the world (Cober& Brown, 2006). Rapid technological advancements have profoundly altered the way business is conducted, as evidenced by the growing number of firms and individuals that use the internet and electronic mail (Erica, 2007). In terms of human resource management, the internet has transformed the way firms and job seekers recruit from both sides (Epstein, 2003).
ReplyDelete