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).
Hence, table 1.0 comparing of Generations construes why e-Recruitment has become a phenomenon in HRM.
* Not enough evidence for this characteristic to be determined.
(source: Hammill, 2005)
In Sweden, a Robot called, Tengai helps to conduct the interview, which is unbiased based on gender, race, ethnicity, age, relationship or any other things which can judge or create a preconceived image. The Robot gives feedback along with human gestures like smiling which helps to elaborate on their true views (Henry, 2019).
Hence, table 1.0 comparing of Generations construes why e-Recruitment has become a phenomenon in HRM.
Table 1.0 Personal and Lifestyle Characteristics by Generation:
|
|
The Veterans (1922-1945)
|
Baby Boomers (1946-1964)
|
Generation X (1965-1980)
|
Generation Y (1981-2000)
|
|
Work is...
|
An obligation
|
An exciting adventure
|
- A difficult challenge
- A contract
|
- A means to an end
- Fulfillment
|
|
Communication Media
|
- Rotary phones
- One-on-one
- Write a memo
|
- Touch-tone phones
- Call me anytime
|
- Cell phones
- Call me only at work
|
- Internet
- Picture phones
- E-mail
- Social media
|
|
Leadership Style
|
- Directive
- Command and control
|
- Consensual
- Collegial
|
- Everyone is the same
- Challenge others - Ask why
|
- *N/A
|
|
Interactive Style
|
Individual
|
- Team player
- Loves to have meetings
|
Entrepreneur
|
- Participative
|
|
Communications
|
Formal Memo
|
In Person
|
- Direct
- Immediate
|
- E-mail
- Voice mail
|
(source: Hammill, 2005)
The above diagram illustrates, how the habits of people changing from generation to generation. According to that, it is clear that the era we live in is digitalized and the current generation mostly prefers e-methods comparing with previous generations. The main mode of Recruitment is communication. The communication today is almost influenced by the Internet and Social Media. This is why to get the best of the employees, most Organizations switched or switching to the E-Recruitment system in recruiting.
Video 1.0: Human less Interview
(source: Tengai unbiased, 2019)
Figure 1.0: The e-recruitment landscape
(Source: IES, 2003)
The above diagram illustrates that system checks the CVs and shortlists eligible criteria which help Applicants to get immediate results if basic qualifications met or not. Ex: - Basic educational qualifications, age, and at the same time protects confidentiality, data protection hence, encourages diversity of candidates (IES, 2003). According to figure 1.0, the applicant is connected to a centralized system where a Line Manager is involved in the process. In addition to this, the HR and Job Agency at the above diagram play an important role to recruit suitable candidates within the strategic objectives of the Organization (IES, 2003).
Example of e-recruitment
The Bank I work for, recruit people through online Company career website. However, Job advertisements posted through traditional (newspapers) and contemporary electronic methods (social media, online advertisement) to reach a larger pool of electronic active and passive applicants. In accordance with the above diagram, Applicants are requested to post their CVs through our Company’s career website. Thereafter the Online screening tool assists the Bank to automatically filter out via expected qualifications and select the applicants through basic requirements expected. This helps the Bank to avoid going through a large pool of incomplete and non-qualified forms and immediate feedback for candidates about the vacancy applied.
Thereafter the HR Dept will call upon eligible candidates for further evaluation. Finally, they recruit candidates in line with Management expectations.
Conclusion
The numbers of Organizations engage in online sources are increasing day by day, irrespective of the Business they are engaged with. It is because of the globalization trend and the influence of the Internet in today’s society. Therefore recruiting people has become much easier to select people from anywhere in the world. The Organization can get recognized around the globe and further it helps the Organization to maintain employee records, performances when handling employee’s promotion, transfer, and grievance handling. (Ankita, J, Ankita G, 2014).
References:
Ankita, J, Ankita G (2014), E-Recruitment & E- Human Resource Management Challenges in the Flat World: A Case Study of Indian Banking Industry (With Special Reference to ICICI Bank, Jaipur), International Journal of Scientific and Research Publications, 4(1), p.3.
Hammill, G. (2005), Mixing and Managing Four Generations of Employees, FDU Magazine Online, viewed 10 August 2019, <http://www.fdu.edu/newspubs/magazine/05ws/generations.htm>
Henry, B (2019), This robot interviewer is helping Sweden recruit without bias, World Economic Forum, viewed 01 September 2019, < https://www.weforum.org/agenda/2019/07/sweden-robot-remove-bias-from-recruitment?fbclid=IwAR3v9ro8r09x9PwXe_XLsqTZxGpf_lmWCvfEQ8Xz0uSeUOS5HMFsr0HsS98>
IES (2003), cited in Report summary: e-Recruitment: Is it Delivering?, viewed 31 August 2019, <https://www.employment-studies.co.uk/report-summaries/report-summary-e-recruitment-it-delivering>
Salmen, (2012), cited in Maureen, S. (2014), E-Recruitment: A comparison with traditional recruitment and the influences of social media, BBA Thesis, Helsinki Metropolia University of Applied Sciences.
Tengai unbiased, (2019), About Tengai, viewed 09 September 2019, <https://www.youtube.com/watch?v=w-uFAt2FJ_M>
Considering on the trends of E-Recruitment, I agree with you that the E-recruitment are affected by the trends of globalization and the influence of the internet in today’s society. Use of these recruitment methods makes the operations easy within the organization. Adding further, according to Wheeler (2001), it is difficult to recruit without using internet efforts where there needs to be considered on three major trends when developing 21st century recruiting models such as linkages of systems, increasing the collaboration and convergence of functions and roles.
ReplyDeleteThank you for your comments Yohan. 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).
DeleteAdding to your blog due to the interactive design nature of Social media of to the objective of (Bondarouk and Olivas-Lujan, 2012), therefore social media is one of the most popular trends which includes Blogger, Facebook, twitter, WordPress, LinkedIn and Pinterest (Sinha and thaly, 2013).
ReplyDeleteThank your for your comments Mizni. Corporate Social Media proved to be an effective advertising medium with many advantages over traditional media. With unemployment rates higher than ever mainly due to financial crises in recent years, people turn toward social media to seek new opportunities of international recruitment (Eurostat, 2013). This is why the majority of job seekers today have at least one social network profile.
DeleteAdding to your analysis on the e-recruitment trends, an IES survey report noted by Kerrin and Kettley (2003) found out that 67% of the organizations are using online application forms. This indicates, that the organizations are moving away from depending on traditional resumes to get to know the candidates. One of the main advantage of online application forms would be that the employer can set questions to make sure only qualified candidates apply, saving time for both parties. Example, if the position requires a masters degree, one of the questions on the online application would be whether the applicant has a master degree and would request for the information - if it's a no, the application form would end there.
ReplyDeleteThank your for your comments Nadeeranga. Well said. Also, online recruitment has proven to be up to 30% faster than other hiring methods due to the elimination of intermediaries and a shorter recruiting cycle (Workforce, 2000). Time factor is a reason for adopting this method of recruitment.
DeleteHi Chandran. The gain in popularity of e-recruitment within these past few years has been for several reasons. While offering a more cost effective form of recruitment with a broader search and a deeper pool, e-recruitment also improves standardization and compliance (Sayel, 2018). In addition, Myburg (2012) states it presents itself as a greener solution when compared to traditional forms of recruitment via newspapers or magazines.
ReplyDeleteThank you for your comments Jehan. Another is the cost factor compared with other mediums for recruitment. The minimal cost involved for posting advertisement for reaching the number of candidates has been a strong advantage cited by many authors (Bussler et al., 2001, Cober et al., & Wyld, 1997).
DeleteYes Chandran, Avinash s. kapse (2012) published an article about E-Recruitment which stated that online recruitment has many advantages to companies like low cost, less time, quick, wider area, better match and along with this they have highlighted some points of disadvantages of online recruitment like scrutinizing applications is a problem, lack of internet awareness in India in some places and they said that employers want to have face to face interaction with candidates.
ReplyDeleteThank you for your comments Sheron. According to Khalil & Abeer (2014),
Deleteit is evident that e-recruitment systems have become important means of helping organizations establish a brand identity, attract talented workers, and retain valuable employees comparing to traditional recruitment method.
Adding more to your analysis on the e-recruitment trends ,However it appears that Linkedin is still used less than others, more conventional platforms like corporate websites and job boards on carrier portals (Allden & Harris, 2013)
ReplyDeleteThank you Anne for your comments. Further, LinkedIn is a business and employment service that launched in 2003. The site has more than 500 million members in over 200 different countries. Therefore it has the potential to be used for the E-Recruitment activities (Susan, 2019).
Delete