E – Recruitment
E-recruitment is a
new technological method for choosing one of a company's most critical
resources which is employees. This technical advancement enhances the method of
finding knowledge sources online. By using E-recruitment process businesses can
cut costs, update job offers and status at any time, speed up the hiring
process, find and choose the people with the best knowledge potential from a
larger pool of applicants, and it gives the company a chance to raise its
profile and improve its image (Okolie and Irabor, 2017). E-recruitment is the
process of finding, attracting, evaluating, interviewing, and hiring new
personnel utilizing online resources. E-recruitment serves the dual purpose of
increasing productivity and lowering costs in the operations. Online hiring can
increase the number of candidates and streamline the hiring process (Hada &
Gairola, 2015).
The recruiter must
make sure the candidates fit the company's aims and characteristics when using
the online recruitment system. This objective occurs in the context of an
increasingly diverse population. The workforce's diversity enables the company
to expand its market reach and enhance its intellectual capital (Ghazawwi &
Accoumeh, 2014). Since the COVID-19 Pandemic, e-recruitment has grown in
popularity as a method of finding new employees. Most businesses use technology
for all conceivable commercial activities, including recruitment as social
distancing measures are implemented in countries around the world (Abbas, Shah
and Othman, 2021).
Opportunities of
E-recruitment
According to Okolie and
Irabor (2017) following are the benefits of E- recruitment.
Benefits to Employer;
· Wide
scope
·
Time saving
·
Cost saving
·
Advertising benefits
·
Keywords make search easier
· Better
Match of candidates
Benefits to job seeker;
· Easy
to apply
·
Specific search of jobs
·
Large number of opportunities
·
Wider geographic search
· Quick
responses
Challenges of
E-recruitment
According to Kapse, Patil
& Patil (2012) followings are the challenges in E- recruitment.
· It is a challenge and a time-consuming process
for firms to screen and examine the skill mapping and validity of millions of
resumes.
·
In many locations there is low Internet
penetration and no access.
·
Lack of awareness of internet.
·
Organizations cannot rely mainly and entirely on
internet recruitment techniques.
· The employers and the employees still prefer a
face-to-face interaction rather than sending e-mails.
E-recruiting can
be done through company websites, social media platforms, and online job portals.
A significant number of job portals are available online. Online recruitment
also heavily relies on social media platforms like Facebook, Twitter, LinkedIn,
and Google+. Online job portals have been essential in assisting businesses to find
the top candidates with the necessary qualifications to fill open positions in
the organization. E-recruiting has proven to be a very practical method because
both employers and job seekers may upload the essential information and can
find a suitable opportunity there (Hada & Gairola, 2015).
Topjobs.lk is among the top online job portals in terms of the quantity of job ads posting in Sri Lanka. Ikman.lk, Jobpal.lk, Observer JOBS, and XpressJobs are some other online job portals in Sri Lanka, along with a range of others. Registered job seekers can apply to online positions offered by registered businesses on the employment marketplaces (Hayashi & Matsuda,2020).
Figure 1 presents
the industrial composition of job postings in topjobs.lk in 2019.
In Sri Lanka, industries with the highest job posting are
professional, scientific, and technical activities (30%); ICT (25%); wholesale
and retail trade (15%); and manufacturing (8%) (Hayashi & Matsuda,2020).
Figure 01: Job posting in Topjobs.lk in 2019
Source: (Hayashi & Matsuda,2020)
References
· Abbas, S.I., Shah, M.H. and Othman, Y.H. (2021) Critical review of recruitment and selection methods: understanding the current practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3) p.48.
· Ghazawwi,
K. and Accoumeh, A. (2014) Critical success factors of the e-recruitment
system. Journal of Human Resources Management and Labor Studies, 2(2),
p.165.
· Hada, B.S. and Gairola,S. (2015) Opportunities & challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), p.2.
· Hayashi, R. & Matsuda, N. (2020) Covid-19 impact on job postings: real-time assessment using bangladesh and sri lanka online job portals. ADB Briefs, 135, pp.2-3.
· Kapse, A.S., Patil, V.S. and Patil, N.V. (2012) E- recruitment. International Journal of Engineering and Advanced Technology, 1(4), p.85.
· Okolie,
U.C. and Irabor, I.E. (2017) E-recruitment:
practices, opportunities and challenges. European Journal of Business
and Management, 9(11), pp.116-120.
As you mentioned LinkedIn is brilliant resource for Job hunters.
ReplyDeleteAccording to a survey done by Jobvite in 2012, 93% of the companies tap into LinkedIn to find qualified candidates and out of that 89% have made a hire through LinkedIn (Tyagi, 2016).
Agree with you Asitha.
DeleteAlthough private social media network Facebook has the biggest member-base with over 1.3 billion monthly active users, for business purposes, the most popular social media network is LinkedIn. Furthermore, LinkedIn continues to grow and has over 300 million members worldwide. By using linkedin companies can set up coporate pages to interact with audience ( Eseryel, Eseryel and Booij, 2020).
Almost 92% of companies in the USA started using social networks, which includes 93%, 66%, and 54% shares of LinkedIn, Facebook, and Twitter. There is an 85% increase since 2007 in using social sites for recruiting activities (Salmen, 2012).
ReplyDeleteProfiles in Social Networking Sites allow recruiters to gain information about their education and professional career in general. In addition, recruiters have the possibility to contact potential candidates and communicate with them in a noncommittal manner. By using Social Networking Sites,
Deleterecruiters can search for possible candidates and build up long term relationships with them. This can lead to a time reduction for the search of right candidate. These are some reasons for on growing use of social media for recruitment ( Abel, 2011).
According to Kapse (2012), the e-recruitment process should complement existing approaches, not replace them. Traditional methods can close the loopholes created by e-recruitment, while e-recruitment will speed up the hiring process globally. One approach shouldn't take the place of another. Companies do not have many options when there are two jobs, and only two individuals are available, so they want to broaden their search and draw a large number of applications. However, if a company receives 2000 applications for two openings, the depth screening process will become impossible.
ReplyDeleteE - Recruitment uses the internet to advertise or post
Deletevacancies, provide information about the jobs and the organization and enable e-mail communication to take place between employers and candidates. The function of e- Recruitment is to make the processes more productive as well as less expensive. Online recruitment can attract a larger pool of potential employees and
smoothens the selection process ( Okolie and Irabor, 2017).
Good research, Also Gueutal et al.,2005; Stone et al.,2005 mentioned, reaching a big number of potential candidates at a low cost is one of the main benefits of e-recruiting.
ReplyDeleteAgreed Larry.
DeleteApart from that, E-recruitment is a faster process. It helps employers and employees in the recruitment and selection process with ease of use and fast process of communication. And it reduces the time of recruitment. E-recruitment sorts the applications and creates ability pool that helps in the HR process (Rathee and Bhuntel, 2017).
An informative article, but to add E-recruitment is a process of recruiting candidates for filling vacant position in the companies through the use of internet. E-recruitment is an integration and use of internet technology to improve competence of recruitment process. Furthermore, better and faster recruiting can constitute a competitive advantage against enterprises from the same market. However, web-based recruitment is now sufficiently widespread to represent a disadvantage for companies that delayed its integration in their own corporate information systems and strategies (Anand & Chitra, 2016).
ReplyDeleteAgreed Ashfaq.
DeleteE-recruitment covers the following digital Human Resource Management (HRM) practices: advertising of employment opportunities on job databases, career portals, social networking sites,
corporate web sites and intranets, and other online resources; e-recruitment systems for application
submission, tracking, screening and candidate management; résumé databases and search engines. The virtual recruiting environment will vary in the level of sophistication
depending on the level of technology used and the scope of activities it covers (Mohammed, 2019).
Hi Virosha,
ReplyDeleteVery good post, Now a day the standard recruitment technique has been revolutionized by the wave of internet. E-recruitment is the latest trend and it has been adopted by large and small-sized organizations. Significance of internet can be seen as checking out best appropriate job is simply a click away. Job portals, company websites and social networking all makes recruitment speedy and helps in finding best match for vacant positions. E-recruitment is getting trendy among recruiters and job seekers because of its benefits like time, cost, quality(T S Kumar,2019).