Recruitment refers to the
process of attracting, screening, selecting, and hiring the best employee based
on skill, experience, and organization fit. It takes extensive time and cost
effectiveness is essential for its success (Marchington & Wilkinson, 2012;
Orlitzky, 2008;). Marchington & Wilkinson (2012) implies that the right
employee at the lowest cost possible contributes toward an effective and
efficient workforce and a strong competitive advantage. Independent from size,
all companies worldwide use recruitment strategies, either formal or informal,
in order to find and attract applicants and strengthen their human capital
(Marchington & Wilkinson, 2012; Orlitzky, 2008).
With the development of
the World Wide Web most of the jobs and vacancies were advertised globally and
it allows to job seekers to apply online for particular jobs. (Opus Recruitment
Solutions, 2018). There are many researches implies the important of online
recruitment which makes recruitment process more cost and time effectively.
E-recruitment is a fast-growing method of
hiring employees as more and more individuals post their resumes online in
search for a better future. The success of e-recruitment mainly derives from
the fact that now companies have the ability to reach a larger potential
applicant pool, since the geographical constrains are non-existent (Tong &
Sivanand, 2005)
Boyd and Ellison (2008) imply that
e-recruitment dependent on and utilizes social media network. Social media
categorized as a web based services which allows users under three main
functions;
(1) Create a profile on the system;
(2) Create and share connections with
other users (friends)
(3) View the profiles and
connections of others in the network.
The connections between the users vary
from network to network as they may be bi-directional (Friends), professional
(Links= Contacts), or one-directional (Followers). Social media focus on
creating communities of people who want to interact and communicate with each
other and share content (Boyd & Ellison, 2008).
According to the Armstrong
(2014) there are advantages and disadvantages in e-recruitment;
Table 1: Advantages and Disadvantages of
e-recruitment
|
Advantages |
Disadvantages |
|
minimize their costs and time
spent |
volume of responses including
large number of unsuitable candidates |
|
Attract higher calibre candidates
than those following the traditional approach. |
Technology issues to reach
selected audience |
|
User friendly |
Different legal implications |
|
Address to a bigger audience |
|
|
Shortens hiring process |
|
Source - Armstrong (2014)
A formal recruitment and selection
procedure, however, articulated as follows, is a multidimensional, long, and
time-consuming procedure involving many important decisions, which unavoidably
equally affect the future of the employee and employer (Armstrong, 2009;
Taylor, 2010). Before the introduction of the Internet, all of the steps have
been adopted and executed throughout the firm premises via private conferences
and interviews. Today, however, as highlighted by Parry and Tyson (2008), with
the ability offered by social media, SNSs, on-line communication, and
recruitment software, the normal recruitment course of is now executed largely
online, leading to what is usually known as the ‘‘e-recruitment’’ approach.
E-recruitment is an outline of the method
corporations observes in order to uncover and recruit talented people from the
world wide web (Allden & Harris, 2013). Minton-Eversole (2007) explains,
e-recruitment is a fast-growing approach to hiring staff as increasingly more
people put up their resumes on-line in seek for a greater future. The success
of e-recruitment primarily derives from the undeniable fact that prepared to
jot now corporations possess the power to succeed in a bigger potential
candidate pool, because the geographical constrains are non-existent (Cappelli,
2001, cited in Tong & Sivanand, 2005), and individuals are more willing to
travel overseas for employment. Today, there are two types of online
recruiters: the corporate recruiters, who are ordinary companies seeking
employees online, and the third-party recruiters, who are companies offering
expert services. The third-party recruiters act as a medium between the pool of
potential applicants and the companies. They collect all the resume’s posted
online in a database and then provide to client companies those that are most
relevant to the position available.
E-Recruitment
revolutionary mix up with Srilankan construction industry human resource
management. As an example Maga Constructions which made an indelible
imprint as the market leader and a model construction company of the Sri
lanka now in the practice on E-Recruitment. In of Maga constructions web
page, Maga invites employees to join with them and required send CV’s through E
mail (Maga Engineering (Pvt) Ltd. Sri Lanka |, 2020) It seems that
more of the youth getting with Maga and it is full with young energy. With
Internet Maga have address to the younger generation more towards them by addressing
to a bigger and selected audience.
References
Armstrong,
M., and Taylor, S., (2014) Armstrong’s handbook of human resource management
practice. (13th Ed) London: Kogan Page
Boyd,
M. D., & Ellison, B. N. (2008). Social network sites: Definition, history,
and scholarship. Journal of Computer-Mediated Communication, 13(1), 210–230.
Gimhan,
A., Zainudeen, N. and Pandithawatta, S. (2019) ‘SWOT Analysis for Large Scale
Contractors of Sri Lanka’, MERCon 2019 - Proceedings, 5th International
Multidisciplinary Moratuwa Engineering Research Conference, pp. 163–168.
doi:
Marchington,
M., & Wilkinson, A. (2012). Human resource management at work: People
management and development. London, UK: CIPD.
Maga.lk.
2020. Maga Engineering (Pvt) Ltd. Sri Lanka |. [online] Available
at: <http://www.maga.lk/> [Accessed 1 December 2020].
Parry, E., & Tyson, S. (2008). An
analysis of the use and success of online recruitment methods in the UK. Human
Resource Management Journal, 18(3), 257.
Tong, Y. K., & Sivanand, C. N. (2005).
E-recruitment service providers. Employee Relations
Hi Isuru, while I have gone through your blog on e-recruitment and endorse your points, I would like to add that online recruitment offers recruiters one of the most powerful and cost-effective ways to recruit staff for an organization. Online recruitment, e-recruitment, or webbased recruitment is the use of online technology to attract and source candidates and aid the recruitment process ( Kapse, 2012)
ReplyDeleteHi Malika, yes but also there are some conflicts also. Costs Can Spiral, It Attracts Bad Candidates and It’s Informal (Phillphot ,2019)
Delete
ReplyDeleteE-recruitment is a process of recruiting candidates using internet. Better and faster recruiting can constitute a competitive advantage against enterprises from the same market (Okolie, U & Irabor, E 2017). 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).
Agreed with you Asitha, E-recruitment is an outline of the method corporations observes in order to uncover and recruit talented people from the world wide web (Allden & Harris, 2013).
DeleteAccording to the Kapse, Patil and Patil (2012), e-recruitment should not replace traditional recruitment it should supplement it.
ReplyDeleteIndeed, There are plus points and also minus points. It’s Cost Effective, Immediate and Reach a Bigger Audience but also in other hand Costs Can Spiral and It Can Be Difficult to Measure Effectiveness (Phillphot ,2019).
DeleteAgreed. However, not only the employer but also employees are benefited with e recruitment system, since the availability of information about jobs are higher. Therefore it allows applicants to find-out better opportunities allows applicants to find-out better opportunities (Brahmana, 2013).
ReplyDeleteIndeed. Employer get many benefits as you mentioned. Less time, Less cost and also it attract employees from around the globe (Phillphot ,2019).
DeleteAgreed Isuru. Adding something more to your content, the use of e-recruitment methods has advanced so much that in the future, companies will have to have automated resume screening and searching equipment to remain competitive in their respective industries (Du Plessis & Fredrick, H 2012).
ReplyDeleteIndeed, With the development of the World Wide Web most of the jobs and vacancies were advertised globally and it allows to job seekers to apply online for particular jobs. (Opus Recruitment Solutions, 2018).
DeleteRecently there has been significant increase in use of internet to recruit and select people has grown (Hopkins and Markham, 2003). Various research evidences show that online recruitment have become easy way of cost saving and valuable time of firms (Hart et al 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations. Online or e-recruitment uses the internet to advertise/post vacancies which provides information about the job opening and the organization and enables e-mail communications to take place between employers and candidates. (Armstrong, 2014).
ReplyDeleteAs you brief Minton-Eversole (2007) explains, e-recruitment is a fast-growing approach to hiring staff as increasingly more people put up their resumes on-line in seek for a greater future.
DeleteAccording to the Institute for employment studies (2006), online recruitment offers tangible business benefits. However, in such a mechanized process, particularly when a high volume of applications is received, organizations face a number of real challenges. Research in the IRS Employment Review (2005), indicates that nearly one-third of employers surveyed have experienced significant problems with online recruitment. Of these, 74 per cent cited that it generated large numbers of unsuitable applicants; 35 per cent mentioned a difficulty reconciling online and offline processes and 32 per cent cited technical, IT-related problems. Litigation problems have also been reported in the press. For example, the Whirlpool Corporation had to pay $65,000 to settle a claim lodged against it by the US Labor Department that the company had discriminated against a protected group. The unwanted growth of unsuitable candidates are borne out in other research. An increased number of applications results in more time being spent screening CVs, because filtering out unsuitable candidates is very resource-intensive. Therefore, receiving a higher volume of unsuitable applications risks negating some of the expected benefits. This screening challenge was described by Bartram (2000), as needing to ‘kiss even more frogs before finding the princes.
ReplyDeleteUse of modern technologies in the recruitment and selection processes is not just another trend in the changing environment, but it will permanently appear in the area of human resources. Admittedly, this will not involve complete resignation from the recruiters’ work, but any actions that can be supported by algorithms, solutions from the borderline of artificial intelligence will be most welcomed (in this case, the most frequently mentioned is the analysis and verification of the applications received, providing feedback to candidates or even replacing first contacts with the purpose of basic selection) (Ford 2015, pp. 83–86).
ReplyDeleteE-recruitment systems have seen an explosive expansion in the past few years (Terracina,2007) allowing HR agencies to target a very wide audience. The price paid is the uncontrolled increase of unqualified applicants. This situation might be overwhelming to HR agencies that need to allocate human resources for manually assessing the candidate resumes and evaluating the applicants’ suitability for the positions at hand (Faliagka ,2011)
ReplyDeleteE-recruitment should not be considered as a process itself, but more as a web-based assistance that must be integrated into recruiting and selecting methods. A high integration level of e-recruiting is achieved when parts of the online recruitment process are automated by a corporate information system. This type of information system is called Human Resource Information System (HRIS) and is part of the Electronic Human Resource Management (E-HRM). HRIS is an advanced system that allows to support a company in every HR function such as recruiting both internally and externally, testing applicants with web-based questionnaires and e-assessment methods, managing candidates and employee’s information and providing meaningful decision support tools (Dhamija, 2012; Malinowski, Keim, & Weitzel, 2005).
ReplyDelete