The Components of e-Recruitment
According to (Cappelli, 2001) E-Recruitment has three important steps, which are Attracting, Sorting and communicating candidates. Attracting includes designing of web pages, advertising through electronic sources and locating ideal candidates on the databases and web. Sorting includes online exams which aids the recruiter to screen the eligible candidates. Finally, the communicating step involves automated communication tasks and other mediums such as email, social media with the assistance of sophisticated e-Recruitment systems.
We – find – you approach and you – find – us approach can be called as various kinds of e-Recruitment approaches, according to (Carter, 2001, Harris, 2005, Haudof & Duncan, 2004). Under the We-find-you approach, Organizations find candidates through job websites and Company career websites. You-find-us approach let the applicants to apply through advertisements posted by the Organization. These various approaches help the Organization to reach a large pool of candidates consisting of active and passive applicants. Active participants and Passive participants can be found easily under You-find-us and We-find-you approaches respectively (Carter, 2001, Harris, 2005, Haudof & Duncan, 2004).
According to (Nafia, 2017), an efficient e-Recruitment shall have the following components to be analyzed:
1. The Faster mode
2. Cost
3. Time
4. Accessibility
5. Reduced workload
6. Larger pool of candidates
7. Filling specified requirements
8. Attracting passive job seekers
9. Reducing staff turnover
10. Increasing Organization performance
Advantages & Disadvantages of E-Recruitment
Advantages
According to (Sayel, 2018) the advantages of e-recruitment is as follows,- Cost-effective and faster: - Advertising jobs on the internet are faster and cheaper compared with traditional type Media. Ex- Newspapers, Radio, and others.
- Clarity of Communication: - There are no limits on words or figures to be used on the Internet compared with limitations on other media. Hence, an automated application process can provide immediate response for the candidates who are under eligible r not suited for the job positions.
- Broader reach: - With the Internet’s capability to reach globally, it provides the Organizations to reach out for a larger pool of candidates, which ultimately helps them to find the best candidates.
- Data capturing: - e-Recruitment tools also help the candidates to store their CV’s under the organization pool. This enables the Organization to reach potential candidates as and when the job requirement arises.
- Uniqueness in Application formats: - This enables the Organizations to get CV and Applications in a unique format, which helps to compare easily among a pool of Applications. Hence, leading to conduct audit and compliance requirements of the same.
- Environment-friendly: - Very less paperwork needed for gathering, processing, recording and other works for recruiting than traditional methods since the Internet can store large volumes of storage within less space and much minimized cost.
According to Social Recruiting Survey Results, their study found that recruitment using social media have the following improvements; (Jobvite, 2013)
• Time to hire - 33%
• Candidate quality – 49%
• Candidate quality – 43%
• Employee referral quality and quantity – 32%
Disadvantages & Challenges
According to (Maureen, 2014), the disadvantages of e-recruitment is as follows;- A lot of CV’s to be reviewed: - Challenge to choose the ideal among many.
- Candidate’s expectations: - Candidates expect feedback quickly since the Internet source is one of the fastest medium of communication and the availability of recruiters is very high for the candidates.
- Tough competition: - Due to the nature of the source of gathering a larger pool of possibilities, ultimately this can lead to high competition among recruiters to attract potential and prospective candidates.
References :
Carter, (2001), Harris, (2005), Haudof & Duncan, (2004), cited in Nafia, S, Nahida, S., (2017) Analyzing the Effectiveness of Online Recruitment: A Case Study on Recruiters of Bangladesh, Asian Business Review, 7(2), p. 80.
Cappelli, P. (2001), is making the most of on-line recruiting, Harvard Business Review, viewed 10 August 2019, <https://hbr.org/2001/03/making-the-most-of-on-line-recruting>
Jobvite, (2013), Jobvite Blog: The place where recruiters gather, The 2013 Social Recruiting Survey results are here, viewed 10 August 2019, <https://www.jobvite.com/jobvite-news-and-reports/2013jobvitesocialrecrutingsurvey/>
Flatworldsolutions.com, viewed 08 September 2019, <https://www.flatworldsolutions.com/articles/advantages-disadvantages-outsourcing.php>
Maureen, S, (2014), E-Recruitment: A comparison with traditional recruitment and the influences of social media, BBA Thesis, Helsinki Metropolia University of Applied Sciences. p. 25.
Nafia, S, Nahida, S,. (2017), Analyzing the Effectiveness of Online Recruitment: A Case Study on Recruiters of Bangladesh, Asian Business Review, 7(2), p. 82.
Sayel, S. (2018), Impact of Online recruitment on recruitment. International Journal of Education and Research, 6(4), p. 50-1.
Though e-recruitment brings in more opportunities to grow at the level of Human Resource Management, its disadvantages are not to be neglected. Some of these challenges would be Budget limitations, Risk of project failure, Quantity and quality of the candidates, cultural change, Increased labor force mobility among competitors, potential discrimination, data security and confidentiality, carelessness of personal interaction (Tyagi, 2016).
ReplyDeleteThank you for your comments Anjula. My view is that the advantages of E-Recruitment outweighs the disadvantages of this system. This is why many Organizations have started adopting same. Lower cost, No intermediaries, Reduction in the time for recruitment (over 65 percent of the hiring time), 24 X 7 access to an online collection of resumes (Smriti, 2019), are some of the strengths this system has.
DeleteAs Shahila (2013) describes, e-recruitment faces considerable challenges and obstacles on the road to success. Some people can't provide the right information online because they don't come from the computer literature background. They often make mistakes, such as filling in their names, filling in their hometown, filling in their qualifications, and so on. Online resumes are easy to copy, so the chances of ignoring a true job seeker rather than repeating will increase.
ReplyDeleteThank you for your comments Sahan. However, this system outweighs the disadvantages through its advantages such as; Global reach, cost effective, faster processing, can build a talent pool of candidates through wider reach and easier access through Internet (UKEssays, 2013).
DeleteHi, Chandran
ReplyDeleteWould like to include another drawback that is important. Internet recruitment has also brought a new class of applicants into the job pool; active job seekers. Although they do not pursue jobs purposefully they may be eager to find a job with better working conditions, higher salaries, or perhaps even a different social experience.This is also an indication of a trend amongst the workforce of today(Kinder, 2000).
Thank you for your comments Indika. Further, checking the authenticity of resumes is a problem and time consuming. Also in Sri Lanka, Internet service has not reached widely among the public. Therefore low internet penetration, no access and lack of awareness of internet is a disadvantage for E-Recruitment system (naukrihub, 2019).
DeleteMoreover, another main disadvantage of e recruitment is cultural background of the applicant does not suite with the organization's culture(Especially with the huge companies).Because e recruitment is very broader tool and job seekers in different countries with different cultural background can apply for the job.It may have unfavourable impact on organization culture or the applicant may leave the job very soon (du Plessi and Frederick,2012).
ReplyDeleteThank you for your comments Oshantha. Further, as its easy to apply for job through online, chances of attracting many bad candidates are high and at the same time, competition will be very high due to the large number of participants (Phillpott, 2019).
DeleteAgreed, e-recruitment the fasted growing method in the current labour market. Cost effective and reliable way of recruiting people. Stability, fast and easy to use are 3 main features of e-recruitment in the future (Taylor, 2001).
ReplyDeleteThank you for your comments Shakir. Further, another significant advantage is, one of diminishing the administrative burden of the HR department (Kerrin & Kettley, 2003).
DeleteLack of knowledge and no internet accesses in many locations across Sri Lanka there for, organization cannot totally depend on the E requirement method are main disadvantages of E requirement process ( Kapse, Patil and Patil, 2012).
ReplyDeleteThank you for your comments Sankalpa. Adaptation to Internet is growing. Specially among young candidates. In a January 2012 survey by UK market intelligence company Key Note, 43.9% of respondents said they had used the Internet (via mobile or traditional Internet connections) to search for jobs. In Key Note’s survey, 16.9% of those who applied for a job online received a resulting interview. Considering that 18.5% of respondents used the Internet to apply for job online, this is a very high success rate (Sayel, 2018).
DeleteYou have well identified the advantages & disadvantages of E-Recruitment. The world is now moving with the globalization and in order to achieve the goals and objectives in a proper manner, the organization needs to be adhered the modern methods mainly in their day to day operations. In such context, it is the responsibility of the HRM to make the E-recruitment processes according to the organizational strategies while minimizing the said disadvantages.
ReplyDeleteWheeler, K. (2001, 09 05). Some Emerging Trends in e-Recruiting. Retrieved 11 19, 2019, from https://www.ere.net/: https://www.ere.net/some-emerging-trends-in-e-recruiting/
Thank you for your comments Yohan. E-recruitment is faster, lower cost, minimum manual intervention, wider range of scope and job opportunities and flexibility of accessing the Internet make it as one of the best recruitment method for present environment (Sneha, 2017).
DeleteAgreed on the statements made, like many advantages such as time and cost-saving, Reduction of a load of administrative work, Reaching to a larger pool though the major challenge is higher quantity lower the quality where extremely large applicants many enter but very few will shortlist as quality. This may consume cost and time of the organization (Deilon,2007).
ReplyDeleteThank you for your comments Nayani. Too many candidates applying for a job could ever count as a disadvantage, it is a fact that dealing with inappropriate, irrelevant and bad candidates is the bugbear of many HR managers. Candidate spam can waste a lot of time (Adedayo, 2019).
DeleteHi Chandran, I would to mention that another drawback of e-recruitment is the logistical problems faced by the company, especially if the candidate lives oversees and has second thoughts on relocating. It poses the dilemma of whether it is actually worth the investment and time required to bring the candidate for a face to face interview, since a telephone conversation would seem too impersonal (Joseph, 2019).
ReplyDeleteThank you and I agree with you comments Jehan. However, at the same time many employers now are not limited to attracting candidates from their own country and they can appeal to qualified candidates all over the world (Prabjot, 2015).
DeleteAdding another advantage will be Reduction of the HR workload, where HR workload can be reduced by introducing HRIS (Human Resource Information System) can automate organizations manual HR workload which provides faster processing and cut down significant cost (Kumar & Pandya 2012).
ReplyDeleteThank you for your comments Mizni. Most job posts, and replies appear in real time. This can help you either increase your efforts to attract more candidates, a different set of candidates or even stop candidates from applying if you’ve already found the right person for the job (Phillpott, 2019).
DeleteHi Chandran, there is growing evidence that the organization is using internet technology and the world wide web as a platform for recruiting intestine candidates (Kerrin & Kettley, 2003). As you have mentioned there are so many advantages compared to the traditional recruiting process. Apart from what you mentioned, clear communication can be identified as a benefit of e-recruitment. As an example, press insertions have word and space limits that can lead to unclear messages. On the Internet, there is no word limit and all relevant details can be expressed unambiguously. In addition, the automated application process can immediately provide feedback to candidates who are under-qualified or not suitable for the position.
ReplyDeleteThank you Sithari for your valuable comments. E-Recruitment also provide valuable data and information regarding the compensation offered by the competitors, which helps the HR managers to take various HR decisions like promotions, salary trends in industry. (Smriti, 2019).
DeleteThis comment has been removed by the author.
ReplyDeletePartially agreed, but the recruiting team might get the wrong picture from someone's social media presence. The internet allows an individual to carve an online persona that is nothing like her real self. There are also generational differences in pop culture that can be misinterpreted by the HR team in terms of what can and cannot be allowed.
ReplyDeleteThank you Chathura for your comments. Indeed, E-Recruitment privacy is one of the major threats that could expose people's personal information or it can be misused by other persons, thus providing personal information online can lead to security issues (Khalil & Abeer, 2014).
DeleteIn the bright side on Internet job search and unemployment duration (Kuhn and Skuterud, 2004) unemployed workers looked for work online and whether internet searchers became reemployed more quickly. The internet job search is more common among workers with observed characteristics that are usually associated with faster reemployment and internet job search does speed reemployed.
ReplyDeleteThank you for your comments Sheron. Further, Internet's virtually instantaneous global reach means companies have the advantage of reaching a much broader pool of candidates, which increases the chances of finding the right candidate (Sayel, 2018).
DeleteAs you have mentioned many advantages compared to the traditional recruiting process.Candidate’s expectations & high competing comes as few of them (Maureen, 2014), Further organization cannot depend solely on online recruitment & top recruitment companies use the mix recruitment process.
ReplyDeleteThank you Anne for the comment. Basically, many copies CV’s in an organization would mean more paperwork and the need for more storage space. With e-recruitment, CV's are available 24/7 online and do not occupy office space. This ensures the whole decision process is correct when selecting new employees since there is an easy flow of information (UKEssays, 2013).
DeleteAgree with you Chandran,
ReplyDeleteSince Web-based recruitment tools are now common and a wide range of companies use them with different integration levels (Malinowski, Keim, & Weitzel, 2005).
Thank you for your comments Thilana. This is due to moving toward the second decade of the 21st century, the use of the Internet has become an integrated and vital tool in today’s business world (Yioula et al., 2015).
DeleteA good specialist recruitment consultant is proactive and will regularly find out well in advance about available roles for you before they are advertised on traditional job boards. Read: why use a recruitment specialist?
ReplyDelete