Corporate Examples of E Recruitment

As Lievens and Harris (2003), state that e-recruitment has different methods and these will be evolving regularly, methods will be such as Company website, Job boards, the recruiter searching for online job candidates and relationship recruiting. Cappelli (2001), states that recruitment using the internet has grown rapidly in recent years. Below figure 1 suggests how corporates have evolved, as per below corporates who use website recruiting has increased by 59% in 2001 compared to 1998, and this is continuously increasing. No corporate website for recruitment has reduced to 12% in 2001 from 57% in 1998 this also indicates that corporates are moving towards the e-recruitment process with the advancement of the technology.   

Figure 1: Corporate Website trend from 1998 - 2001

Popular Corporate Websites for Online Recruitment

As per below samples corporate websites it can be seen how much effort has been put into the layout design and content to attract Job seekers. Below given are some sample corporate websites use their brand to attract job seekers As per Figure 2 Spotify gives prominence to “join the band” with bold and large fonts and provides a link for the jobseeker to go backstage and find more information such as employee diversity and to enjoy while working, and according to Figure 3 exponea a cloud solution based company which gives any person who logs in the webpage a clear indication of the number of available vacancies or opening for hiring, therefore it tempts any person who logs to its website view job openings.  Figure 4 lifeatdell has posted an add using social media knowing social media is a global culture which is the specific target audience for that job opening which highlights on diversification and remote working, when a jobseeker clicks the image it directs the jobseeker to the corporate recruitment page.  

Figure 2: Spotify

Source: smartrecruiters.com, 2018

Figure 3: EXPONEA

Source: harver.com, 2019 

Figure 4: Lifeatdell

Source: harver.com, 2019 

Figure 5, apple recruitment video which explains the Brand image of apple is used to lower the employee, according to Sullivan, (2002) states that this has been used by advertising companies for years and employee brand measurements are also developed for this such as awareness: is the message created reaching the target audience, where your potential job seeker realizes you exists, second being differentiation: whether the employees that you want to attract see an encouraging differentiation between your corporate and others, whereas on this given example apple has managed to differentiate it the points mentioned as “Apple is all about pushing the envelope by doing the best thing possible” and also mentions that you are hired because you are top of your field or you have the potential to be on top of your field and third being is perceived quality and popularity which apple being a billion-dollar company (Source: Apple inc Consolidated Statements, 2018) and the popularity can be seen before any apple product launches the massive queue in front of apple stores, therefore apple uses all these technics to lower its potential employers to archive its business objectives.
 

Figure 5: Apple Recruiter Video

Source: Apple Recruitment, 2012

Conclusion

Based on the different methods used by e-recruitment which is aided by the frequent use of the internet and these methods will be evolving (Lievens, and Harris, 2003). Therefore corporates have made this an opportunity and changed their approach used for recruitment, as mentioned the figure 1 corporates websites used for recruitment has increased from 1998 to 2001. According to figure 2,3 and 4 its mentioned how corporates and put a lot of effort into design framework and content with links on their corporate to lower potential customers to the organization. The recruitment video explains how advertising methods such as create awareness, differentiation and perceived quality and popularity are used taking apple inc as an example, however, all of these organizations' objective is to recruit the ideal candidate for a vacant position to drive the business objectives and goals.  

References 

Alexandra (2019) 9 Best Recruitment Channels to Try in 2019. Harvar [Online Available at: < https://harver.com/blog/recruitment-channels/>.].[Accessed on 26 September 2019].

Apple inc (2019) Apple: Consolidated Statements, December 2018. Califonia: apple inc

Apple Recruitment (2012) Video [online]. Available at: 

< https://www.youtube.com/watch?time_continue=108&v=A7HVt3xgTn4.>.[Accessed on 25 September 2019].

Cappeli P (2001), ‘Making the Most of Online Recruiting’, Harvard Business Review, Vol. 70(3), pp. 139-148.

Consolidated Statements for Q4 FY18" (PDF). Apple Inc. November 1, 2018. Retrieved November 1, 2018.

 

iLogos Research (2002), Global Web Site Recruiting, 2002 Survey, accessed August 2002: www.ilogos.com/iLogosReport2002/ secure/medias/Global500_2002Survey.pdf.

Lievens F, Harris M M (2003), ‘Research on Internet Recruiting and Testing: Current Status and Future Directions’, in Cooper C L, Robertson I T (eds.), International Review of Industrial and Organizational Psychology, Vol. 18, John Wiley & Sons.

Sullivan J (2002), ‘Measuring your Employer Brand’, Electronic Recruiting Exchange, www.erexchange.com, October.

Sullivan J (2002), ‘Quality-of-hire: What to measure and when to measure it’, Electronic Recruiting Exchange, www.erexchange.com, April.

                                              

Wardell (2018) Best 10 Company Career Pages. Smart recruiters [Online Available at: <smartrecruiters.com/blog/best-company-career-jobs-pages/>.].[Accessed on 26 September 2019].