MN7181 - E-Recruitment in Human Resouce Management


E-Recruitment in Human Resource Management




E-Recruitment is the use of electronic resources for the process of selecting & managing the recruitment in a company.

Avinash (2012) conceptualized that internet helps employer’s better target prospective employees. He mentioned that the career web, which small companies consider expensive, could still be less costly than multiple newspaper ads.

Carolien (2013) found from a study that internet agencies provide the company with fewer but substantially better applicants than traditional recruitment agencies.

The e-recruitment includes practices conducted by the company using technology, particularly internet -based technology for the purpose of identifying & attracting potential employees. E-recruitment helps to employers to save resources reaching a huge number of potential employees and facilitation of the recruitment process such as using assessment tools incorporated into recruitment software.

The elements of e-recruitment


01.   Applicant tracking - status of candidate with respect to the vacancies applied by him

02.   Employer’s website - communicate details of job opportunities and collect data for it

03.   Job board - just like recruitment advertising section of a newspaper or magazine, will carry job advertisements from employers and agencies etc.

04.   Online testing - some kind of evaluation of candidates over the internet

05.   Others such as multiple posting tools, intelligent CV parsing etc.

Kinds of E-recruitment

01.   Through Company Web Sites

02.   Recruitment Agency Web Sites

03.   Website Links

04.   Job Portals

05.   Through Social Media

Advantages of E-recruitment

01.   Spread to whole geographical area

02.   Greater chance to find the right candidates quicker

03.   Reach larger audience

04.   Access for 24/7

05.   Relatively cheap

06.   Access to quicker turn-around time

07.   Higher quality of applicants

08.   Better match of workers-vacancies

09.   Positive effect on corporate image

10.   Efficiency gain work

11.   Reduce unqualified candidates



Disadvantages of E-recruitment



01.   Development cost will affect for smaller companies

02.   Name recognition required

03.   Exist outdated resumes

04.   Internet becomes the first option for candidates

05.   Overwhelming number of candidates

06.   Crosses discrimination

07.   Poor segmentation of the markets



References

A research paper by Avinash SK, 2012, on E-recruitment

A research paper by Carolien CH, 2013 on Implementation on E-recruitment














Comments

  1. Nalaka Herath10 November 2019 at 06:06

    quite impressive article and proper explanatory

    ReplyDelete
  2. sanjaya10 November 2019 at 07:57

    Good job Pasad

    ReplyDelete
  3. Lasitha Indrapala10 November 2019 at 08:41

    excellent Prasad,nicely explaind with short article,keep it up

    ReplyDelete
  4. Mahesh Seelarathna10 November 2019 at 17:01

    Presented well in point form & pointed out important things as well. Good job

    ReplyDelete
  5. Anfas Shareef 13 November 2019 at 08:01

    A comprehensive article on e recruitment.

    ReplyDelete
  6. Sajith Abeyrathne21 November 2019 at 08:34

    Clearly explained the topic

    ReplyDelete
  7. Sameera Madhawa Thalakotune 30 November 2019 at 21:48

    Amazingly explained all the parts of the topic,thank you Prasad

    ReplyDelete
  8. Razi Jalaldeen10 December 2019 at 01:13

    Whatever the references listed should have been cited in the main text. In other words, only cited reference should be listed as references.

    Please follow the Harvard reference and citation style.

    ReplyDelete
  9. Dr Amila Shashanka Ratnayake10 January 2020 at 01:16

    Commenting on this blog at a very late stage I can see how basic our initial blogs are. It is much impressive to see the subsequent improvements.

    ReplyDelete
  10. Janith Prabasha10 January 2020 at 11:49

    Thanks for bringing a trending topic. I guess LinkedIn is the most famous and the trending e-recruitment site and according to Anna Cook, (2012) the head of CERN's (The world’s largest particle physics laboratory), has successfully used the social media for their recruitment as these sites provide much more than simple job boards in that they are used as communication tools to interact with the audience.

    ReplyDelete
  11. Nalaka Herath11 January 2020 at 11:48

    Intrext citations and the References are mismatch while “We are witnessing a change in the nature of jobs. Muscle jobs are disappearing, finger and brain jobs are growing or, to put it more formally, labor-based industries have been displaced by skill-based industries and these in turn will have to be replaced by knowledge-based industries.” -Charles Handy (1984)

    ReplyDelete
  12. Rasika MBA 11 January 2020 at 16:40

    As janith argues on the Topic , its agree that quite big scope for recruitment is opening with electronic approach on candidate selecting process and this would be based profitable venture though as discussed in the blog , disadvantages are also noted for some sector of employment such as Sales

    ReplyDelete
  13. Kelum Kasthuri17 January 2020 at 10:42

    Is it practicing in your industry ? Most of the forigne apparel industries are practices this as apparel sector gone global rapidly.

    ReplyDelete
  14. Chandana kumara18 January 2020 at 04:33

    You have clearly explained the topic

    ReplyDelete

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