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Key Trends Related to E-Recruitment


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 format are implemented by most of the companies already. According to a study conducted by Ericson, mobile (2015), five billion marks of worldwide mobile subscription has been reached and two million mobiles added daily, by 2020, Ericson predicts there will be 50 billion connected devices.

Using online media for brand building: by using online media in a comprehensive manner compared to a disconnected approach will reap more benefits. Linking all elements of online media to communicate with job seekers and strengthening the company brand presence is more suitable than only concentrating on recruitment. With the demand of the potential candidates, the end of the day it is how well the brand potential is to represent or communicate the employees (Gentle, 2014).

Social Media: One of the fastest sources of hiring and quality of the hiring increased 73% for the last 4 years globally (talentnow.com, 2018). Linkedin is the most popular amongst the candidate and employers and has become key place to network. Employers can get information on work samples via social media profiles, whereas on the other hand a vast opportunity is unlocked for job seekers as well.   


Changing Trends of E-Recruitment through social media 

Broughton et.al, (2013) states that allows the formation of user-generated content and ideological & technological foundation built on internet-based applications is social media,  Facebook, Twitter, Blogger, WordPress, LinkedIn are some of the popular once. Social media is mainly designed with the main purpose of Communication and interacting using blogs, content communities, social networking sites, virtual social worlds with other people who may share the same interest (Bondarouk, and Olivas-Lujan, 2012). Employers are planning to invest in a variety of recruitment methods based on the 2014 Jobvite Social Recruiting Survey5 Results, It states that 73% of the companies are planning to invest in social networks, employers who would invest in referral is 63%, companies who would invest in corporate site is 60% and 51% of employers would invest in their mobile career site.

Based on the Jobvite study & survey (Jobvite Social Recruiting Survey, 2014) done below given are the most frequently used social media based on 1855 fortune 100 companies for recruiting.  

 1. LinkedIn (94%)
2. Facebook (66%)
3. Twitter (52%)
4. Google+ (21%)
5. RSS feeds (20%)
6. YouTube (15%)

Also the Jobvite study illustrated in Figure 1 further discovers the recruiters the frequently used tactics associated with the most used social network it indicates the LinkedIn is the most preferred platform sourcing, contacting, screening and job posting. Employer branding mainly preferred via facebook and Twitter. 

    Figure 1: Jobvite Survey Questions and results  
    Source: Jobvite Social Recruiting Survey, 2014

Conclusion

Trends such as corporate websites, online job boards, mobile recruitment, online media for brand building and social media have become the key current trends of today’s day and age. These trends have to evolve, due to the beneficial factors seen on these ex: Corporate websites proved detailed information on the vacancy and the corporate, whereas online job boards have 24/7 access globally for the job seeker. Social media has become one of the main trends of e-recruitment according to Jobvite 2014 Social Recruiting Survey, 73% of corporates are planning to invest in social media and LinkedIn being the highly considered social media platform for recruitment with 94% (based on Jobvite Social Recruiting Survey, 2014). However, e-recruitment trends are evolving and the advancement of technology and the internet, therefore, will be dynamic and change constantly.



References


Boehle, S. (2000). Online recruitment gets sneaky. Training. 5 (May 2000).

Bondarouk T., Olivas-Lujan M. R. (2012). Social Media in Human Resource Management. Emerald, UK.

Broughton A., Foley B., Ledermaier S. and Cox A. (2013). The use of social media in the recruitment process/Acas online panel survey of HR decision makers. Acas Research Publications (www.acas.org.uk/researchpapers).

Dhamija, P. (2012). E- recruitment: a Roadmap towards e-Human Resource Management. Researchers World – International Refereed Journal of Arts Science & Commerce Research (RW-JASCR), 3(3(2)), 33-39.

Gentle,S. (2014) The Latest Online Recruitment Practices In 2014 [online].Available at <https://www.onrec.com/news/news-archive/the-latest-online-recruitment-practices-in-2014>.

Jobvite (2019) The 2014 Social recruitment Survey Infographic [online]. Califonia: Jobvite Available at <https://www.jobvite.com/jobvite-news-and-reports/2014-social-recruiting-survey-infographic/>.

Talentnow Solution Services (2019) Recruitment Statistics 2018: Trends & Insights in Hiring Talented Candidates [online]. Ahmedabad: Talentnow. Available at <https://www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates/>.

Comments

  1. Kanchana WickiOctober 29, 2019 at 3:06 AM

    As per Parry and Wilson (2009), the organizations can achieve the full effectiveness of e-requiring in an environment where both employer and the potential employee more digital and online-centric. There can be domains and organizations that are not entirely reliant on e-recruitment, mainly due to the fact of accessibility.

    ReplyDelete
    Replies
    1. Mizni FarookDecember 3, 2019 at 1:28 AM

      I agree with your comments popularity & attraction of social media numerous communication channels which were inaccessible been breached by with power of social media (Bondarouk & Olivas-Lujan, 2012) therefore, this has added the rapid growth of e recruitment as well.

      Delete
  2. Sahan PereraNovember 1, 2019 at 7:13 AM

    Agreed.Social networks connect the world and connect people. Because of the extensive membership database of social media, it can be used as an excellent advertising tool, and most companies use it for recruitment(Charlesworth 2017).

    ReplyDelete
    Replies
    1. Mizni FarookDecember 3, 2019 at 1:39 AM


      I agree with your comments, Social media allows recruiters to find satisfactory hires that concentrate on skills, hire applicants, examine candidates, and display agency logo (Jobvite Social Recruiting Survey, 2014), therefore this has been the major benefit factor for organizations to use social media to target job seekers.

      Delete
  3. Chamari PereraNovember 26, 2019 at 9:30 AM

    As per to Boehle (2000) and (Dhamija (2012) Online Job boards reducing hiring costs and reaching a wider variety of qualified candidates, many companies have turned to online recruitment as a resource for filling open positions. But some disadvantages may also be associated with this, What if the best- qualified candidates for your opening live halfway around the world? If that’s the case, you’ll have to consider conducting screening interviews by telephone or email, which limits the expense of an in-person meeting. If the process moves forward, it poses the dilemma of whether it is really worth bringing the person in for an interview. If it turns out the candidate wasn’t serious about relocating, you’ve wasted valuable time possibly money.

    ReplyDelete
    Replies
    1. Mizni FarookDecember 3, 2019 at 2:07 AM

      Agree with your comments, however on the other hand, a variety of potential candidate sources have been exposed due to e-recruitment, therefore the organization has the opportunity to locate most potential applicants from anywhere from the world (Kettley, 2003).

      Delete
  4. Thilana RajamanthriDecember 3, 2019 at 11:45 AM

    Agree with you on key trends on E- Recruitment
    Cost saving and attracting the large pool of candidate are most important factors of E-Recruitment. Many researchers agreed on, that E-Recruitment is helping the applicant better than the traditional recruitment Sills, M (2014).

    ReplyDelete
    Replies
    1. Mizni FarookDecember 4, 2019 at 5:17 AM

      Agree with your comments, therefore time and cost savings are directly linked to the Internet's automatic data processing capabilities. Nearly half (48 percent) of those responding to the IRCO-IESE Business School survey mentioned this as one of e recruitment's main advantages (Pin, Laordn & Diez, 2001).

      Delete
  5. Sheron JosephDecember 3, 2019 at 10:17 PM

    Agree with the statement Mizni, also the paper era is rapidly coming to an end and electronics and computers are going to take over many processes in the international business world in particular. Who knows what comes next. There is definitely great potential in e-recruitment as evidenced by the emergence of international companies in this field, and with news papers entering into the electronic recruitment to offset their decline in paper advertising business (Dowling et al. 2004)

    ReplyDelete
    Replies
    1. Mizni FarookDecember 4, 2019 at 5:27 AM

      Agree you’re your comments therefore, Internet advertisements are considerably cheap compared to newspapers, magazines, and agencies for employment. As in the other sources one has to revisit continuously, for example, a company wanted its ad to appear on every Sunday for a month, so it was supposed to pay for four ads Karim et al.,(2015).

      Delete

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