E-Recruitment

Rudman, Härtel & Fujimoto (2010) states that e-recruitment is applying for employment through Intranet and Internet (internal or external) to select a prospective candidate is known as electronic recruitment. Based on an advertised vacancy a candidate will apply for the position electronically by sending his/her resume with a covering letter attached, the employer or the Publicist of the advert will then screen the resume with other resumes received by different applicants (Finn,2000). The Internet has made the biggest impact on the recruitment landscape from a channel for Employers and Applicants seeking Employment (Epstein et al., 2003; Feldman et al., 2002; Warner 2005). With the emergence of new technology, it has empowered employees, corporate websites and suppliers to be more innovative and interactively connected 24/7 feather more e-recruitment has become one of the rapidly growing modern recruitment methods. New Landscape of E-Recruitment As illustrated in fig...

According to Ruel et al (2007), Web-based technology used for HRM Practice and Policies in Organisations is called e-business system and e-recruitment also falls under this. The model given in figure 1 below illustrates the online model proposed by Ruel et al (2007) . Job seekers, employers and online recruitment methods recruitment websites, blogs, intermediaries, online groups. 4 characteristics of online recruitment are recommended by this model being Initial Recruitment Strategy, E-recruitment Goals, e-recruitment types, and e-recruitment outcomes. Figure 1: E-recruitment model Source: Bondarouk, Ruel and Looise, 2011 Initial Recruitment Strategy: there are 3 main strategies where all organizations recruit candidates and these strategies are Profit strategy, dynamic growth strategy and managerial strategy (Lee, 2005). W ell established Organisations with mature growth use profile strategy this has standard recruitment processes where explicitly and compr...

In strategic human resource management and in developing human capital, organizational recruitment plays a significant part (Cober, et al., 2004; Lievens & Chapman, 2010; Millmore, et al., 2007). Drawing and identifying prospective employees are the key objective of recruitment (Barber, 1998), Main determination of identifying, attracting, identifying and influencing the vacancy choice of skilled applicants by practices and actions are defined as Recruitment (Barber, 1998; McKenna & Beech, 2008, p.178; Ployhart, 2006). This is driven by the business objective and a standard structure in place for the companies. Mainly executed based on Internal customer requirements.     Traditional Recruitment A resume of the applicant will be placed to the employer via alternative methods such as career fair, referral basis, and post, the resume will be screened manually by the employer based on its call is made or an invitation will be sent to the applicant to attend ...

E-Recruitment Process Based on recruitment objectives and sources chosen the complexity & degree of difficulty of the recruitment process can vary (Breaugh & Starke, 2000). newspaper ads, private and public employment agencies, Internet job boards, corporate websites, employee referrals, search firms, some of the most common use external sources of recruitment (Ployhart, Schneider, & Schmitt, 2006, p. 280). For External recruitments, internet-based sources are mainly being for users such as eg. corporate websites, job portals, and, most recently, social networks (SHRM, 2008a, 2008b). Candidate recruitment through the internet is being replicated as a definition of the term e-recruitment (Heery & Noon, 2001). Due to new techniques such as enterprise information systems and techniques deployed and used (Lee,2005), techniques such as candidate management has also been further elaborated and included on e-recruitment with recruitment process (Parry & Tyson, 20...

Corporate Websites: corporate websites are where a job seeker initially visits looking for available vacancies, the corporate website includes beneficial information on any available vacancies, description of the vacancy and the company information.  Almost all the companies at present have their own website and a well-maintained website plays a major part in making a candidate applying for a job, 69% of Candidates are likely to apply (Glassdoor survey, 2016). Online Job boards: one of the commonly used forms of online recruiting methods. This has a larger reach in search of candidates due to being globe (Dhamija, 2012). Resume listing for vacancies is very high, Apart from this it also available 24/7, open for globe candidates and vary cost-effective (Boehle, 2000). Mobile Recruitment: e-recruitment is introducing creative methods with the rapid growth of the mobile across the world, such as “mobile recruiting campaigns”. Mobile apps, websites which supports mobile fo...