E - RECRUITMENT

E-recruitment, often known as online recruitment, is a collection of strategies, technologies, and initiatives that in one way or another make use of the internet to identify, evaluate, attract, hire, and onboard job prospects (Patil et al., 2012). This is also known as online recruitment where the use of web-based technology for various processes of attraction, assessing, selecting, recruiting and on boarding job candidate (Okolie & Irabor, 2017).

E-recruiting is regarded to be more effective since it helps us to better manage large numbers of candidates. It is also thought to be more in line with current trends. It is less expensive because the company does not have to spend money on things like in-person interviews and offline advertisements. Additionally, e-recruitment provides access to a bigger talent pool, as the aforementioned figures show (Barber, 2006).

 

Types of Online Recruitment Methods

Online recruiting strategies can be used at different stages of the hiring process. The following is a list of the most widely used online recruiting strategies (Blooma & Nkhoma 2013).

 

•        Place job postings on internet job boards and other websites (including social media websites)

 

•        Utilize an application tracking system to manage resumes, gain access to     employer references, and determine a candidate's status by assessing their credentials and the position they have applied for (ATS).

 

•        Recruit the prospects proactively through specific portfolio platforms or professional-oriented social media sites like LinkedIn.    

 

•        Use video conferencing software to conduct online interviews

 

•        Coordinate online qualifying and testing

 

•        Research and background-check potential candidates.

 

Advantages of E-Recruitment:

1. Cost-effectiveness

The usual hiring process involves a significant financial outlay as it helps to get the greatest results; you may need to pay for advertising, travel expenses in some situations, or even third-party recruitment. It reduces all costs as the amount of process automation assures that you need to pay for fewer people, and the constant flow of applicant’s speeds up the hiring process, which also reduces costs. The advertisement is either totally free or incredibly cheap (Barber, 2006).

 

2. Better Chance of Finding the Best Candidate

This enables to reaches a far bigger audience since they are more candidates and the likelihood of finding the perfect candidate is much higher. The aid of certain HR software may create a detailed profile of the ideal candidate and it will help to identify searching area to create the appropriate job description and job offer on the job board. A deliberate, well-researched approach will be far more successful in attracting people and selecting the finest candidate than simply announcing your job opening (Thompson et al., 2008).

 

3. Easier Recruitment Process Management

The hiring process is managing an excessive number of paperwork and procedures especially when there are more applicants, more resumes, cover letters, letters of recommendation from previous employers, and other paperwork. Therefore, the use of HR software makes managing all of this much simpler. The documents can be accessed whenever necessary, sorted according to a certain parameter, and the unwanted ones can be removed. This is more time to focus on the applicants, pay attention to them, and have more productive conversations opening (Thompson et al., 2008).

 

4. Better Control of the Employer Brand

Employer brand is crucial for luring in the top candidates, and it is much more crucial for electronic hiring. The information that is found online is typically the first impression that prospect will learn about your business therefore managing of the image by using e-recruitment tools is essential for any company to maintain its brand image. This can effectively attract attention to the most important aspects of your employer brand, such as company culture, values, goals, and strategies. This can be further strengthening that impression by making your conversations with potential applicants feel more personal in your own messaging (Barber, 2006).

 

Disadvantages of E-Recruitment:

 

1. A Lot of Unsuitable Candidates

As many people apply for jobs to see whether they have any chance of acquiring one, some of the applicants you will assess might not be qualified to hold the position or recruitment of dishonest applicants and those who are unwilling to retain in one job (Okolie & Irabor, 2017).

 

2. Impersonal and Informal

Online recruiting also has the critical flaw that, despite its effectiveness, it frequently comes out as impersonal, particularly when contrasted to in-person interviews. The closest you can get is through video chatting. Another misunderstanding about internet communication is that it is more informal. As a result, interviews for higher-level positions are occasionally held face-to-face in order to give the company a more reputable impression. Since forced in-person meetings are associated with employers' disregard for job applicants' and employees' health and safety, this belief started to alter with the COVID-19 epidemic (Singh, 2017).

List of References

1)     AS Kapse, VS Patil, NV Patil, 2 June 2012. International Journal of Engineering. Vol 5 p55

2)     Dr John Bloom, Dr Mathews Nkhoma, Dr Nelson Leung, 14 May 2013. Acceptance of new Technology in HR E-Recruitment in organisation.

 

3)     Linda Barber 2006. INSTITUTE FOR EMPLOYMENT STUDIES: e-Recruitment Developments. Vol 1 p 3

4)     Lori FosterThompson^aPhillip W.Braddy^bKarl L.Wuensch, 10 October 2016. Computers in Human Behavior. Vol 24, P2384-2398.

 

5)     Sneha Singh,7 March 2017. International Journal of Advance Research in Computer Science and Management Studies: E-Recruitment: A New Dimension of Human Resource Management in India. Vol 5

 

6)     Ugo Chuks Okolie, Ikechukwu Emmanuel Labor, 2017. European Journal of Business and Management: E-Recruitment: Practices, Opportunities and Challenges. Vol.9