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 a Pre Interview for the 1st level
screening. Based on an online article” Traditional Recruitment Methods vs
Modern Recruiting Methods”, the oldest method of linking with people is via newspapers
(Tribe HR, 2012).
This method of, recruitment through traditional media, will only provide
information on the vacant position they will not be able to provide information
related to the organization, there the modern media Organisational websites
will have the capability of vacancy and other information regarding
organization (Lievens
& Harris, 2003).
Traditional
methods of Hiring
According to
Kaye/Bassman International, (2013) the traditional methods of hiring areas
follows
Internal
Hiring
Recruiting
internal employees to available or vacant positions within the organization.
This can also come in the form of a promotion. One of the successful and the
safest method of recruitment, due to the fact the company already knows the
capacity of the employee.
Local
Employment Office Postings
Local
unemployment offices have posting, this is a method used by numerous
organizations, and these places are certain to have unemployed people looking
for jobs.
Local
Paper Advertisements
This
is one of the oldest and effective ways of spreading the news. Will only carry
the vacancy details.
Why
E-Recruitment
With
the increase of competition organizational success and maintaining it is based
on the fundamental requirement of Recruiting talented staff (Anand, 2016). The
barriers in the recruitment process can be overcome through e-recruitment where
candidates will have easy access to apply for the published vacancy. This will
also increase the reach of recruiting candidates from different counties, where
frustrations of not finding the right candidate can be avoided. It also helps
candidates to search for locations where there is a shortage or has a demand
for a specific skill set and apply accordingly, irrespective of the
geographical location (Rana & Singh, 2015). The growth of the internet
makes seeking for jobs easier and cheaper, and also job seekers have become
more computer literate (IRS, 2005). Due to this job seekers, e-recruitment has
grown in a very limited span.
Conclusion
The
traditional paper-based recruitment methods are demeaning, where organizations
are looking to ride on the technological developments of the internet to create
a distinct edge to recruit the best-skilled applicants to maintain their
organizational success, through two main contributors, cost Efficiency and
global reach which will allow stilled employees from different geographical
locations to apply for the advertised job vacancy, therefore a drastic cultural
change has been applied by e-recruitment, however, e-recruitment cannot be
specified as a new recruitment method but more of a transformation with the
aide of the internet of the traditional recruitment method.
References
(2005), ‘Online recruitment in
the UK: 10 years older and wiser’, Recruitment
and Retention: IRS Employment Review, 29 April.
Anand J, D. C. (2016). The Impact
of E-Recruitment and challenges faced by HR Professionals.
International Journal
of Applied Research, 410-413.
Barber, A. (1998) Recruiting
Employees: Individual and Organizational Perspectives. California: Thousand Oaks.
Cober, R. T., Brown, D.
J., Keeping, L. M., & Levy, P. E. (2004). Recruitment on the net: How do
organizational web sites characteristics influence applicant attraction?
Journal of Management, 30(5), 623-646.
Kaye/Bassman
International (KBIC) (2013) Modern Recruitment Methods Vs Traditional.
Recruitment Methods [online].Texas: KBIC. Available at:
<http://www.kbic.com/blog/blog/recruiting-executive-search/modern-recruitment-methods-vs-traditional-recruitment-methods/>.
[Accessed on 7 September 2019].
Lievens
F, Harris MM (2003), ‘Research on Internet Recruitment’, Journal of Applied
Psychology, Vol.87(40), pp.723-734.
Lievens,
F., & Chapman, D. (2010). Recruitment and selection. In N. A. Bacon, A.
Wilkinson, T. Redman, & S. Snell (Eds.), The Sage handbook of human
resource management. London, UK: Sage.
McKenna,
M. J., & Beech, N. (2008). Human resource management. Harlow, UK: Pearson
Education.
Millmore,
M., Lewis, P., Saunders, M., Thornhill, A., & Morrow, T. (2007). Strategic
human resource management: Contemporary issues. Harlow, UK: Pearson Education.
Ployhart,
R. E. (2006). Staffing in the 21st century: New challenges and strategic
opportunities. Journal of Management, 32, 868-897.
Ployhart,
R. E., Schneider, B., & Schmitt, N. (2006). Staffing organizations:
Contemporary practice and theory (3rd ed.). Mahwah, New Jersey: Lawrence
Erlbaum Associates, Publishers.
Rana,
T., & Singh, N. (2015, May). SOCIAL MEDIA AS A TOOL FOR RECRUITMENT-A
CRITICAL
STUDY. International Journal of Science Technology and Management, 5(5),
203-210.
Tribe
HR. (2012). Workplace tribes. Traditional Recruiting Methods vs. Modern
Recruiting Methods [online]. CA: Oracle. Available at: from
<http://tribehr.com/blog/traditional-recruiting-methods-vs-modern-recruiting-methods>.
[Accessed on 15 December 2012].
I agree with above comments. Recruitment has evolved a long way starting from snail mail, email, job board, social media, and currently to online recruitment software (Firefish, 2019). Recruitment has undergone a lot of transformations to suit the present situation need.
ReplyDeleteThank you adding furthermore, in the last 15 years e recruitment has evolved significantly due to the emergence of new techniques of recruitment of the traditional recruiter whereas, These techniques in an online recruiter can change the function of a simple recruiter (Bascai, 2017).
DeleteOne of the main differences between traditional requirements and online recruitment is that the tasks in the conventional recruitment process are sequential, while the technology in the e-recruitment makes those same tasks to be able to carry out simultaneously Holm (2012). Therefore, e-recruitment is considered to be faster, cost-effective, and more result-oriented.
ReplyDeleteWith the advancement of business information systems and technologies implemented and used for recruiting purposes therefore, e-recruitment has been further expanded to include employee selection software and the hiring process in general, e.g. monitoring candidates, choosing, offering jobs or refusing them (Holm, 2012).
DeleteLee (2005) Describe the traditional recruitment process uses a sequential follow-up process in which one phase initiates a set of activities only after the previous phase is completed. In traditional recruitment, labor-intensive recruitment content is used extensively, such as paper written tests, work preparation and face to face interviews. In the traditional recruitment process, filled with delays of miscommunications and actions which ended in the large cost of hiring.
ReplyDeleteagree with you Sahan, many factors that affect organizations in different ways can cause a change in the recruitment process. This is well demonstrated by Kettinger and Grover (1995) and Kettinger, Teng and Guha (1997) using a concise business process change template (Holm, 2012).
DeleteAgreed.Further, traditional process used sources that are not technology support, use paper based exams and contact over the phone or letters. electronic recruitment used online technology .organization web side,online exams and use Skype video calls (Kapse,Patil and Patil, 2012).
ReplyDeleteYes furthermore, as I pointed out in my blog post above, it also helps job seekers identify openings in different geographical locations where there is a lack or need for specific skills and submit them appropriately (Rana & Singh, 2015).
DeleteIn early 1990s with the industrial revolution, the companies offered new jobs on daily basis and preferred to hire people on daily wages .It was very difficult to find out suitable applicant for the jobs.It was one of the main reasons behind e recruitment system came to action (Holm, 2010).
ReplyDeleteyes, e recruiting solves the problem of seeking a suitable candidate by easing job search and supplying more applicants during the selection process of job seekers from deferent geographical locations (Rana & Singh, 2015). However, the main reason for the growth of e-recruitment is the Internet, which makes job searching easier and cheaper therefore, job seekers have become more computer literate (IRS, 2005).
DeleteThe use of e-recruitment is increasing in full tilt, although the advantages of e-recruitment have not changed much over the years; Carolien Handlogten (2009) described them in a case study dissertation on the implementation of e-recruitment for a Netherlands airline: 1.Cost savings 2.Applicants ' user-friendliness 3.Larger applicant pool 4. Organization's user-friendliness 5.The recruiting pace 6.Success in selecting applicants 7. Staying ahead of rivals.
ReplyDeleteI disagree on your comments whereas, due to the last 10-year internet penetration China gained the rapid development of digital recruiting, online market awareness momentum is peeking, talent network rapidly increased, wide range of products, with the rise of online talent market leading to rapid growth in hiring (Wanjiku, 2015).
DeleteThe major differences in between -Recruitment and Recruitment will be that the recruitment uses sequential processes as well as those are labour intensives (Lee, 2005).
ReplyDeleteAgree, according to Holm (2012) report on e-recruitment and selection process, she presented a graphic overview of the conventional paper-based recruitment process that has been modified by several HRM outlets, including Lee's edition.
DeleteAgreed to your comments, in early 80's the only methods of advertising a job were via contacts, newspaper articles or posters. But now things have changed immensely so people could apply a job within a click (stone et al., 2005).
ReplyDeleteAgree, due to the fundamental impact Information Communication & Technology has on recruitment functions such as people, processes, organizational structures, and forms of an organization therefore, ICT has aided the rapid growth of e recruitment Singh and Finn (2003).
DeleteHi Mizni, I would like to mention that another reason for the popularity of e-recruitment among companies is the fact that it offers organizations to utilize their job ads to create a compelling company image that will be valued by both active and passive candidates, thus resulting in enhanced brand recognition and improved interest in the overall brand (Crous, 2016).
ReplyDelete
Deletehi Jehan agree with your comments furthermore, internet job posting websites are constructed in a very informative, interactive way, including videos, images and links to them (Maurer & Liu, 2007). Consequently, the organization's corporate brand's prominence is measured by success based on potential knowledge attraction therefore, has the tendency to attract passive job seekers as well (Parry & Tyson, 2008).
As you mentioned Mizni Placing ads on the internet is so much cheaper than placing ads on printing media like newspapers and magazines. It takes too much cost and time to place these ads as compared to place them on internet. Publishing ads on social media like facebook and twitter are like completely free for organizations. By analysing the above e-recruitment process is more effective and efficient with a low budget while addressing a large pool (Sabha,2018).
ReplyDeleteAgree with your comment furthermore, one of the most notable benefits of e recruitment is cost efficiency (Kim & O'Connor, 2009) whereas, head hunters and other conventional recruitment outlets such as Printed media compared to the cost of employment agencies can be saved due e recruitment (Malinowski, Keim, & Weitzel, 2005).
DeleteDear Mizni, Moving to recruitment online enables organizations to improve early communication via candidate management long before the application stage and to improve on-boarding activities later downstream. There is a danger of receiving negative reactions from candidate if the application is rejected too soon and this in turn can risk damaging the employer brand as it may appear that their application has not been given careful consideration before being rejected. But fully integrated systems can further reduce the administrative burden immediately before and during the induction process ( Barber, 2014).
ReplyDeleteAgree with your comments, e-recruitment tends to receive very large volumes of applications for less available opening, so this is indeed a concern in the selection process, a good e-recruitment tool that is essential to keeping HR's workload to a minimum, however, choosing a good tool is complex due to the variety of options available (Bartram, 2000).
DeleteDear Mizni, I would like to add a view on this. E-recruitment posses some inherent advantages over traditional ones. Sills (2014) mentions that due to this fact, many organisations have implemented recruitment processes through social media. The main reason behind is that it is an ideal point of contact for job seekers due to the immense number of social media followers.
ReplyDeleteA very validly point furthermore, due to the main purpose of social media is to communicate and interact with other people who may share the same interest through blogs, content communities, social networking sites, virtual social worlds (Bondarouk and Olivas-Lujan, 2012), It correctly fits the purpose of e recruitment of expanding the reach and creating awareness amongst large volume of potential candidates.
DeleteAccording to Professor Doctor Sonja Salmen in her book, co-written by Bernds Rath,
ReplyDelete“Recruiting im Social Web” (2012), the recruiting process can be optimised up to 20%
through social media and companies should consider this strategy, if they have not.
According to PewInternet.org (2014), 74% of online adults use some form of social
networking site as of January 2014. That is a 66% increase since 2005.
Agree with your comments, Based on the 2014 Jobvite Social Recruiting Survey5 Results, it states that 73% of companies plan to invest in social networks, 63% of employers investing in referral, 60% of companies investing in corporate sites and 51% of employers investing in their mobile sites.
Delete