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 figure 1 the new landscape for e-recruitment is a shift from
transitional recruitment methods where HR playing the key role between line
manages and agency, where it was not efficient due to HR handling heavy
workload and lack of communication between candidates, all will be eliminated
by the inclusion of Line Management in
to e-recruitment process integrating it aided by the internet. Therefore,
the E-Recruitment process also become streamlined where the candidate directly
connects to the main system and the line has more involvement in the process
were it contributes to reduce complexity (cost-effectiveness, reduced HR work
load).
Figure
1: Landscape of E-Recruitment.
Source:
IES, 2003
Scope
E-recruitment has
become one the commonly used recruitment method used to employ candidates,
this method is aided by the developing growth of the Internet therefore
increasing number of employers and as well as candidates depend on this
contemporary recruitment method, but also the effectiveness of e-recruitment may
vary based on country demographics based on the stats given in Table 1, due to
the low Internet penetration in Africa (39%) e-recruitment may not be effective
compared to Europe or North America.
Table 1: World Internet Usage and Population
Statistics
Although the
statistics in table 2 below illustrates e-recruitment is more suitable for
hiring candidates with higher educated jobs. However Organisations do not keep
any boundaries in only recruiting higher-educated candidates, proof for this is
regularly published e-recruitment are for candidates with secondary school
education or less. In 2011 drivers, cashiers and salespersons had approximately
600,000 advertisements (Zając 2012) Based on the above most advertised employment are
for drivers and construction workers (Zając 2012; Woźniak 2013).
Table 2: Internet usage based on education level
Source: Surveys
conducted by PEW Research Center, 2019
“94% of recruiters use, or plan to use social media for recruiting, 78% of recruiters have made a hire through social media.” it has improved increased for the last 6 years, and “Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels.” (Jobvite social recruiting survey results, 2013, p2).
The most mutual means of the internet to recruit and identify other online initiates within the range of Electronic Recruiting are described as Threefold (Galanaki, 2002).
Recruitment pages to existing
organizational website: This can be
defined as either basic or eccentric recruitment. Basis recruitment is even
though the web is used to publish vacancies but more traditional modes used for
candidates to apply for the opening such as Mail, Fax. Eccentric recruitment is the practice of
receiving application via Email or a resume builder for posted applicants.
On line Job Boards: These are used to post available positions by the
organization on the subscribed job boards, these can sometimes be unspecified.
The job board will be visited by candidates for new openings.
Using E Advertising on sites: A more uncommon method, this method is used to
recruit who are inactive (not searching for recruitment). To recruit a
candidate for a potential opening different techniques are used such as
personal webpages example: Linked in profile, facebook by on line Recruiters
called source strategists (HR Magazine August 2000).
Conclusion
E
Recruitment has become the fastest emerging recruitment method compared to
traditional methods where a higher number of recruitment is planned via social
media (94%) by recruiters. With the advancement of the internet and new
evolving technology, where it has made employers and applicants more innovating
and interactively being connected 24/7, this has aided to change the
traditional recruitment landscape of the E-recruitment as well by involving
line manages to the recruitment process, therefore, it has eliminated the
complexity examples such as reducing HR workload and cost-efficiency. According
to (Zając
2012) education level doesn’t have any impact on the types of job vacancies
published online, example 600,000 advertisements published in 2012 online are
for drivers, cashiers, and salespersons. However the effectiveness of e-recruitment
will have an impact based on the internet penetration of the region or country
demography where places like Europe, North America will have a better rate of e
recruitment's compared to Africa.
References
Barber L, Hill D, Hirsh
W, Tyers C (2005), Fishing for Talent in
a Wider Pool: Trends and Dilemmas in Corporate Graduate Recruitment, IES
Report 421
Epstein, R. & Singh, G. 2003. Internet recruiting effectiveness: evidence from a biomedical device firm. International Journal of Human Resource Development and Management, 3(3): 216-225.
Feldman, D. C. & Klass, B. S. 2002. Internet Job Hunting: A Field Study of Applicant Experiences with Online Recruiting. Human Resource Management, 41(2): 175-192.
Finn, W. (2000). Screen test. People Management, 6, 13, 38-41.
Galanaki, E. "The decision to recruit online: A descriptive study," Career Development International, vol. 7, no. 4, pp. 243-251, 2002.
Härtel, C. E. J. & Fujimoto, Y. (2010). Human resource management. Transforming theory into practice. NSW. Pearson Education. Australia.
Kerrin M, Kettley P
(2003), e-Recruitment: is it
Delivering? , IES Report 402.
Nielson online (2019) Internet world Stat. [online]. USA: Nielson online Available at <https://www.internetworldstats.com/stats.htm>. [Accessed on 2nd September 2019].
Rudman, R. (2010). Human Resources Management in New Zealand. (5th. ed.) Auckland. Prentice-Hall.
Warner, A. 2005. Time to push the boundaries, Personnel Today, Vol. February 22:19.
Woźniak, J. (2013). Rekrutacja – teoria i praktyka [Recruitment and selection - theory and praxis]. Warszawa: WP PWN.
Woźniak, J. 2014c. Uncommon information about the company and its effect on attractiveness of the company as a workplace in the e-recruitment situation, in Proceeding of 14th ISSOWV Conference Riga 2014 (in press).
Zając, J. 2012. Technologie informacyjne i komunikacyjne a zarządzanie personelem, raport z badań „Trendy rozwojowe i zmiany gospodarcze w regionie” finansowanych przez EFS, [ICT and HR] Wyd. MGG Conference, Warszawa.
Further adding, according to (Shahila, D, Vijayalakshmi, R. 2013), E-Recruitment is the act of utilizing innovation and specifically Web-based sources for finding, drawing in, surveying, meeting and contracting new staff. E-Recruitment, which can be called the term e-Enrolling, can be depicted as any selecting procedures that a business associates through electronic instruments.
ReplyDeleteAgree with your comments whereas, identifying and attracting employees through the internet who can create the significant edge drive the company forward (Breaugh & Starke, 2000).
DeleteEven though there is enough evidence to suggest that most e-recruitment advertised employment are for drivers and social workers, I would like to mention that, while it may be the case, there are up and coming companies that use e-recruitment as a means of hiring top talent to fill their senior positions. One such company is the Sydney based enterprise software developer Atlassian, that uses e-recruitment software such as LinkdIn to hire highly skilled workers from all over the world (Anderson, 2018).
ReplyDeleteYes, Agree with comments change is inevitable with the growth of technology and increasing popularity of social media, for an example 91% of employers use LinkedIn and even though there are a variety of social media platforms out there the most popular one is LinkedIn (Chu, 2019).
DeleteWould like to include another drawback that is important. Internet recruitment has also brought a new class of applicants into the job pool; active job seekers. Although they do not pursue jobs purposefully they may be eager to find a job with better working conditions, higher salaries, or perhaps even a different social experience.This is also an indication of a trend amongst the workforce of today(Kinder, 2000).
ReplyDeleteThanks for your comments, I disagree whereas active job seekers who pursue for jobs can be for any reason for growth opportunity, change profession and better opportunity (Das & Lad, 2017) therefore, the fast growth of E recruitment will be beneficial for active job seekers rather being a disadvantage.
DeleteDue to the development of advanced technology, the world is now moving towards a technological era where in such context; much more attention needs to be given for modern technological HR activities and practices. Use of E-recruitment is one of the best examples for it Härtel & Fujimoto (2010). I agreed with the content.
ReplyDeleteYes agree with your comment based on the technological advancement and imminent benefits of e recruitment for job seekers whereas, more opportunities will be open to seek for the right job compared to the past hence, Internet is accessed using smart phones by more than 50% of the users (Yadev, 2017).
DeleteAgreed with the article where recent years employers have shifted from spending on job advertisement away from print add to online job advertising or e-recruitment or a combination of two. According to Kumar and Kaur (2014), E-recruitment is a process of attracting a candidate, screening, Selecting for the vacancy and Final stage recruiting a suitable candidate for a job. This is a cost-friendly and time-saving way comparing to traditional methods.
ReplyDelete
DeleteAdding furthermore, related to Cost reduction an estimated time saving for a single transaction is 1.03 hours which is equal to $ 17.74 labor cost-saving (Rahul, 2012) therefore, with new advancement and faster processing, cost saving on e-recruitment has more prospect to improve.
Hi Mizni, great introduction to the topic! According to Ghazzawi and Accoumeh (2014), one of the main areas of concerns with e-recruitment would be privacy. The sensitive personal information can be misused if gone in to the wrong hands, hence online recruitment platforms should take necessary precautionary action to ensure information security & validity of job postings. Another aspect of the same issue is that scammers may use e-recruitment platforms to deceive candidates in to paying them for bogus job openings.
ReplyDeleteaccording to a study done in the Italian market by Gravili (2003), whereas, E-Recruitment provides a competitive edge to the organization by candidate quality being improved and improving reputation based on this I tend to disagree with your comments.
DeleteI agree with your above points and would like to add more. Not only does e-recruitment save time, it also helps companies to provide candidates with much more information, which can be easily updated. In terms of increasing the company's attractiveness as a place to work, there is more room to address the 'employment proposition'. Self-assessments, online screening and online psychometric testing are the options available for online selection (Armstrong, 2005).
ReplyDeleteyes, e-recruitment provides clarity to the job seeker whereas, other media such as newspapers, magazines will have a limitation on words to clearly explain the vacancy, therefore it tends to get misinterpreted whereas, e-recruitment has the freedom to express the message more freely by the organization. Furthermore, as per your comments, the e-recruitment and selection process has been captured under the ‘categories of E-Recruitment process’ blog (Karim, Rezaul, Miah, Shelim and Khatun, 2015).
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ReplyDeleteHi Mizni, it is an interesting topic you have discussed. I would like to express a view on E-recruitment based on what Barber (2006) has published. He states that, there has been a steady rise in implementing E- recruitment by organisations worldwide. furthermore, he mentions that research has found out that 93% of the global 500 companies use E-recruitment in some form or the other.
ReplyDeleteAgree, according to the study of Lee (2005), fundamental change is applied for corporate career websites of fortune 100 companies, from batch mode to continuous mode which has evolved due to e-recruitment systems.
DeleteHi Mizni,it is true the traditional approach to engage employees (Nel et al. 2004 and Rudman, 2005) was paper based, followed by interviews at some geographical location. This process entailed a great deal of time in preparation, travel and interviewing. But E-recruitment which is also known as on line recruitment. Using this method, a candidate who is applying for an advertised position forwards their CV and a covering letter electronically to the advertiser’s website will refrain thewhole process was flawed, costly and time consuming in traditional approach.
ReplyDeleteAgree with your comments, (According to Aderson, 2003; Reynolds and Sinar, 2001) the understanding of the agency by potential applicants has a positive impact on Internet-based recruitment procedures.
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