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New Trend on Recruiting and Selection



Today’s world is mainly technology based world and can feel its presence in every sphere of our lives. Conception of internet has transformed our lives tremendously and it has also changed the perception of people towards their work (Bhupendra & Swati, 2015).
E-recruitment is a part of electronic Human Resource Management (e-HRM). It is known as one of the most popular e-HRM applications used by organizations (Sills, 2014). E-recruitment could be defined as the use of the internet to attract possible employees to an organization and hire them with skillsets (Parry & Tyson, 2008). Online recruitment is also known as e-recruitment, is the practice whereby the online technology is used particularly websites as a means of assessing, interviewing, and hiring personnel (Dhamija, 2012).
Organizations recruiting via the Internet have two primary paths to attract audiences into the applicant pool. First, organizations can depend on upon third-parties that distribute job advertisements on a job listing website. Second option is for an organization to create and maintain its own official website to current job advertisements and further information about the company (Braddy et al, 2006).
E- Recruitment process reduced the risk on the employee background, qualification and its experiences and due to E-recruitment stress and cast has reduced (Scholz, 2017). E-recruitment has increased job satisfaction and drastically reduced the burden of work of HR manages and recruitment agencies (Parry & Tyson, 2008).

Following video showcase the E-recruitment process steps


(Source : dgtalworld 2014)

According to dgtalworld (2014), following are the steps of e-recruitment,
  • Job Announcement
  • Select position and apply
  • Collect CVs
  • Filter – shortlist – select
  • Schedule interviews
  • Select right candidate
Following example video showcase how easy to apply for a job.


(Source : NCDOTcommunications (2012)

According to Newell & Shackleton (2000), following are the advantages of E-Recruitment
  • It lowers costs to the organization.
  • Posting jobs online is much cheaper than advertising in the newspapers.
  • It does not involve intermediaries.
  • There is reduction in the time for recruitment comparing to traditional requirement (over 65% of the hiring time).
  • It facilitates the recruitment of right fits of people with the mandatory skills.
  • It gives a 24 hours access to an online pool of resumes.

According to Anderson (2003), following are the disadvantages of E-Recruitment
  • Checking and screening the skill mapping and authenticity of millions of resumes is a problematic and time consuming exercise for organizations.
  • There is low internet usage and no access and lack of awareness of internet in many locations across the world.
  • Organizations cannot be dependent solely and totally on the online recruitment methods since the employers and the employee still prefer face-to-face interaction rather than sending emails.

Conclusion

Moreover, this method of recruiting is done on a larger scale as people nowadays find it difficult to go through newspapers with their busy schedules. The methods of E-Recruitments needs to be specific and has to be there for the betterment of both employer and employee's but the traditional method should not be replaced by the online recruitment system, it should be a supplement (Ramaabaanu & Saranya, 2014). In E-Recruitment, advantages attributed that cost-effectiveness, speed, ease of access while disadvantages as lack of personal touch, a high number of applicants and security problems (Feldman & Klass, 2002). As new technologies, such as big data analytics and artificial intelligence (AI) are emerging rapidly recent past and most organization are using Big data analysis and AI in their recruitment and selection process (Albert, 2019).


References
  • Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and selection. Strategic HR Review.
  • Anderson, N. (2003). Applicants and recruitments’ reactions to new technology in selection. International Journal of Selection and Assessment, 2(5), 121-136.
  • Bhupendra, S.H. & Swati, G.(2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), 1-4.
  • Braddy, P. W., Meade, A. W., & Kroustalis, C. M. (2006). Organizational recruitment website effects on viewers’ perceptions of organizational culture. Journal of Business and Psychology, 20, 525-543.
  • dgtalworld (2014). Dgtal E-Recruitment Process. [video] Available at: https://www.youtube.com/watch?v=v780wqrbNGM [Accessed 15 Oct. 2019].
  • Dhamija P., 2012, E-RECRUITMENT: A ROADMAP TOWARDS E- HUMAN RESOURCE MANAGEMENT Journal of Arts, Science & Commerce, Volume 3, Issue–3(2).
  • Felderman, C.D. & Klass, B.S. 2002. Internet Job Hunting: A Field Study of Applicant Experiences with On-line Recruiting. Human Resource Management, 41(2): 175-192.
  • NCDOTcommunications (2012). E-Recruit Tutorial. [video] Available at: https://www.youtube.com/watch?v=-BjWkobAMZk [Accessed 15 Oct. 2019].
  • Newell, S. & Shackleton, R. (2002). Recruitment and selection, in S. Bach and K. Sission (eds), personnel management: A comprehensive guide to theory and practice. Oxford: Blackwell
  • Parry, E., & Tyson, S. (2008). An analysis of the use and success of online recruitment mehtods in the UK. (C. S. Management, Éd.) Human Resource Management , 18(3), 257-274.
  • Ramaabaanu, R. & Saranya, M. (2014) Importance and Problems of E-Recruitment.
  • Scholz, T. M. (2017). Big Data in Organizations and the Role of Human Resource Management
  • Sills, M. (2014). E-recruitment: A comparison with traditional recruitment and the influences of social media: A qualitative and quantitative review.

Comments

  1. Nadeeranga PathiranaDecember 1, 2019 at 2:25 AM

    Adding to your analysis on disadvantages of E-Recruitment, Sameen & Cornelius (2013) points out that using social media websites such as Facebook may lead to bias when the recruiter looks at the prospective candidates profile picture which they might believe reflects the personality of the person. The author also discussed that the usage of social media websites might be a violation of the candidates privacy.

    ReplyDelete
    Replies
    1. Thilana RajamanthriFebruary 1, 2020 at 12:18 AM

      Hi Nadeeranga. Valid point but Sameen & Cornelius (2013) also stated when you post a job ad on Facebook, you can pay for as much or as little exposure as you want, as well as target it to a very specific audience. Indeed, if you manage your campaign effectively, you can save plenty of precious cash, while attracting applicants who are the perfect fit for your vacancy.

      Delete
  2. Mizni FarookDecember 5, 2019 at 3:01 AM

    Agree with your comments, furthermore with e recruitment job seekers will be visible for all the organization who seek applicants to fullfill there vacant positions, therefore the potential customer can be located from anywhere in the world (Devaro, 2017).

    ReplyDelete
    Replies
    1. Thilana RajamanthriFebruary 1, 2020 at 12:19 AM

      Hi Mizni, Yes and Devaro (2017) mentioned the internet is a global phenomenon, with more and more users gaining access every day, while in most developed countries, internet usage is extremely high. Therefore, you are gaining exposure to a huge potential pool of applicants..

      Delete
  3. Anton Kalum GalaganaFebruary 2, 2020 at 7:15 AM

    Important and contemporary topic. As early as in 2007 Erica Marr conducted a detailed study on e-recruitment. And her conclusion is "Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source" (Marr, 2007).

    ReplyDelete

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