Categories of E Recruitment

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, 2009) e.g. tracking applicants, selecting, offering jobs, or rejecting (Armstromg, 2006, p. 420). The Fortune 100 company’s corporate websites have essentially changed the corporate requirement process from batch mode to continues mode, which indicates a major milestone change in the business process. E-recruitment allows 24/7 job application processing, unlike the Old-fashioned paper-based recruitment process. Thus, according to Lee (2005), the contemporary e-recruitment process is a web-based, time and space-independent two-way communication ubiquitous system for the recruiter and job seeker (Singh and Finn, 2003).  

Cappelli (2001) different service providers, new technologies, the company recruitment strategies are examined. Three significant steps: attracting, sorting, and contacting are considered in his view of the e-recruitment process. Designing of the webpage appropriately using electronics network and promotions is considered the first step, which also include potential candidates on the Internet should be tracked. Using online sophisticated tests to screen the candidate or applicant is sorting and it is the next step. Since e-recruitment systems are automated this will be a big help in aiding the third step to contacting candidates (Cappelli, 2001).  

E-Recruitment and Selection Process

Using the internet for recruiting and selecting people has increased significantly (Hopkins &Markham, 2003).  Saving cost & time has become easy due to e-recruitment, this is based on reach evidence done (Hart, Doherty & EllisChadwick, 2000). E-Recruitment can be categorized into two methods one being corporate recruitment and the other being third party recruitment. Third-party recruitment is not limited to jobs compared to corporate recruitment this is the main difference between these (Tong & Shivanand, 2005). 

To perform different HRM practices such as recruitment & selection, training & development, performance appraisals different advanced methods have been adapted by organizations.

In terms of effectiveness, faster information collection and time saving for giving detailed and uniform data applicants online recruitment is ideal (Internet Recruiting: Is It Right for you, July 2001). 

Tesco E-recruitment and selection process

A UK based grocery retailer called Tesco follows the online recruitment as illustrated in figure1 E-recruitment process at Tesco (Tesco Careers, 2011). The corporate website is used for recruiting external candidates for management positions and hard to recruit jobs such as bakers, pharmacists are published in the internet by Tesco. Tesco saves around 50% cost of recruitment saves around 35% cost for time to hire and 75% in recruitment administration due to online Recruitment (Candidate Manager). Much of the focus of Tesco is shifted from traditional recruitment like magazine, television and radio to Online recruitment which will save the cost involved in external hiring.

    Figure 1: e-recruitment process at Tesco

    Source: e-recruitment and selection and Tesco

Conclusion 

E recruitment and selection process has been more effective compared to the traditional recruitment process, whereas the Fortune 100 company’s corporate website has changed its requirements process to continues mode from batch mode since e-recruitment allows the 24/7 Job application processing, unlike traditional recruitment methods. paper-based processing method. Therefore, E-recruitment and Selection process is ideal In terms of effectiveness, faster information collection and time saving for giving detailed and uniform data applicants. As an example, one of the leading retail grocery retailers in the UK has adopted the e-recruitment and selection process and reaped benefits such as Saved 50% cost of recruitment, around 35% cost for time to hire and 75% in recruitment administration due to online Recruitment. However, only limited research has been conducted on the e-recruitment and selection Process. A bigger scope is available to do further research. 

References

Armstromg, M. (2006). Human resource management practice. London, UK: Kogan Page.

Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: so many studies, so many remaining questions. Journal of Management, 26(3), 405-434.

Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 79(3), 139-146.

Hart, C., Doherty, N & Ellis-Chadwick, F. (2000). Retailer adoption of the Internet Implications for retail marketing. European Journal of Marketing, 34(8), 954-974.

Heery, E., & Noon, M. (Eds.). (2001). Dictionary of human resource management. Oxford: Oxford University Press.

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

Internet Recruiting: Is It Right for You? (July 2001). Contractor's Business Management Report, 2001(7), 6.

Lee, I. (2005). The evolution of e-recruiting: A content analysis of fortune 100 career web sites. Journal of Electronic Commerce in Organizations, 3(3), 57-68.

Parry, E., & Tyson, S. (2009). What is the potential of e-recruitment to transform the recruitment process and the role of the resourcing team? In T. Bondarouk, H. Ruel, K. Guiderdoni-Jourdain, & E. Oiry (Eds.), Handbook of research on e-transformation and human resources management technologies: Organizational outcomes and challenges (pp. 202-): IGI Global.

Ployhart, R. E., Schneider, B., & Schmitt, N. (2006). Staffing organizations: Contemporary practice and theory (3rd ed.). Mahwah, New Jersey: Lawrence Erlbaum Associates, Publishers.

 SHRM (2008a). Online technologies and their impact on recruitment strategies: Using social networking websites to attract talent. Society for Human Resource Management. SHRM (2008b).

SHRM Staffing research: Online technologies and their impact on recruitment strategies. Society for Human Resource Management.

Singh, P., & Finn, D. (2003). The effects of information technology on recruitment. Journal of Labor Research, 24(3), 395-408.

Tesco Careers. (2011). Retrieved February 4, 2011, from http://www.tesco-careers.com/home/aboutus.

Tong, D.Y.K. & Sivanand, C.N. (2005). E-recruitment service providers review: International and Malaysian. Employee Relations, 27(1), 103-117.