E-RECRUITMENT IN HRM

 E-RECRUITMENT IN HRM

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).

 Recently 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).  E-recruitment has increased job satisfaction and drastically reduced the burden of work of HR manages and recruitment agencies (Parry & Tyson, 2008).

 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).

 

 According to Newell & Shackleton (2002), 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 Newell & Shackleton (2002), 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 some part of 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.

This E 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 need 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).

When my company is going for a E Recruitment process, first we select a electronic media for advertise the vacancy. In this time, we are mainly focus on advertising via social media such as face book and Instagram and WhatsApp. Them the applied applicant will be interviewed through teams or zoom as per the relevant need. Finally, the referral will be checked by the IT and HR team and select the suitable candidate for the vacancy.

 

REFERENCES -

Bhupendra, S.H. & Swati, G.(2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology.

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.

Hopkins, B &Markham, J. (2003). E-HR: using intranets to improve the effectiveness of your people. Gower Publishing, Ltd.

Hart, C., Doherty, N & Ellis-Chadwick, F. (2000). Retailer adoption of the Internet Implications for retail marketing. European Journal of Marketing.

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.).

Ramaabaanu, R. & Saranya, M. (2014) Importance and Problems of E-Recruitment.

Sills, M. (2014). E-recruitment: A comparison with traditional recruitment and the influences of social media: A qualitative and quantitative review.