Model for E Recruitment

According to Ruel et al (2007), Web-based technology used for HRM Practice and Policies in Organisations is called e-business system and e-recruitment also falls under this. The model given in figure 1 below illustrates the online model proposed by Ruel et al (2007). Job seekers, employers and online recruitment methods recruitment websites, blogs, intermediaries, online groups. 4 characteristics of online recruitment are recommended by this model being Initial Recruitment Strategy, E-recruitment Goals, e-recruitment types, and e-recruitment outcomes.

Figure 1: E-recruitment model

Source: Bondarouk, Ruel and Looise, 2011

Initial Recruitment Strategy: there are 3 main strategies where all organizations recruit candidates and these strategies are Profit strategy, dynamic growth strategy and managerial strategy (Lee, 2005). Well established Organisations with mature growth use profile strategy this has standard recruitment processes where explicitly and comprehensively all positions are presented the process is called recruitment profile.  The dynamic growth strategy considers candidates with a high perspective. The recruitment process here is not formal and applied mainly to organizations with fast-growing activities. The last strategy managerial strategy is mainly used for newly starting organizations or start-ups. The open recruitment process applied here considers young and dynamic people with the capability and desire to work in the organization. 

Goal of e-recruitment: efficiency and process, applicant relationship management and employer branding and reputation are the 3 main goals of e-recruitment. first goal will be to have a cost-effective and efficient e-recruitment process (Lepak and Snell, 1998). 2^nd goal is to have a better engagement with the Job applicant by using technology (Parry and Tyson, 2008). The third goal of the recruitment model is to contribute to produce better towards reputation well as the brand image of the organization (Martin and Hetrick, 2006).

Types of e-recruitment: there are 3 types of e-recruitment according this model relational, transformational and operational types (Beer, 1984). Short-term standard recruitment application processing with global messaging and automation for applicants are called Operational Recruitment. Relational Recruitment is characterized by real applicant relationship with better features including feedback and personal messaging for applicants. The third type e recruitment is called transformational, this takes global talent Management strategy and different factors into concern before attracting the correct fit for the profile, these factors are, recognize the difficult positions, skills and knowledge need for the position, which assists a coherent and satisfying organizational workforce (Foster, 2005).

Conclusion

The internet has become a vital tool for recruitment in the present time and will have a major impact in the future as well. E-recruitment model in figure1 demonstrates the global view of e-recruitment matters. The above-suggested e-recruitment model can be applied to any organization according to the 4 factors initial recruitment strategy, e-recruitment goals, e-recruitment type, and e-recruitment outcome will aid organizations effectively manage e-recruitment using the model. However, this model should be considered with other types of recruiters and segments for example Head-hunters. With rapidly growing technology it will be useful to consider matters such as reputation, privacy, and security as well. 

References

Beer, M., Spector, B., Lawrence, P., Mills, Q., Walton, R. (1984). Managing Human Assets. New York: The Free Press.

Foster L (2005), Confronting the global brain drain, Knowledge Management Review, New York, p 28.

Lee I (2005), The Evolution of E-Recruiting: A Content Analysis of Fortune 100 Career Web Sites. Journal of Electronic Commerce in Organizations, p 57-68.

Lepak, D., and Snell, S. (1998). Virtual HR: strategic human resource management in the 21st century. Human Resource Management Review, 8, 215-234.

Martin G and Hetrick S (2006), Driving corporate reputations and brands from the inside: A strategic role for HR,  Global Reputation Institute Conference, USA.

Parry E and Tyson S (2008), An Analysis of the Use and Success of Online Recruitment Methods in the UK, Human Resource Management Journal, p 257-274.

Ruel H J M, Bondarouk T V, Looise J C (2004), E-HRM: Innovation or Irritation? An Exploration of Web-Based Human Resource Management in Large Companies, Purdue University Press/Lemma Publishers, Utrecht.