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E-Recruitment in HRM



“Effective Recruitment policies and practices are recognized as making a significant contribution to an organization’s success. It is not simply about placing suitable candidates into jobs, it is also about building and developing a flexible and adept workforce to suit the organization’s changing and demanding needs (Plumbley, 1990).

In an attempt to implement an effective and efficient recruitment process adopting an e-approach is important.E-Recruitment is an umbrella term for any electronic-based recruiting and recruitment management activity.

“E-recruiting, embracing the term web-based recruiting, can be described as any recruiting processes that a business organization conducts via web-based tools, such as the firm’s public internet site or It’s corporate internet.” (Kerrin & Kettley, 2003)

“The term e-Recruitment means the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost-effective manner”
 (Bhupendra & Swati, 2015 cited in Okolie & Ikechukwu Emmanuel Irabor, 2017).

The origin of this term is as same as the origin of the term e-commerce. E-commerce is the term used for online business activities. And when it comes to e-recruitment, it is the process of conducting all the recruitment activities online. Before the technological era, the recruitment process was done manually.

For sure, still the paper-based, classified job advertising, advertising on large LED walls are there. But these methods are narrow recruitment marketing campaigns. Today, online recruitment has some role in managing, automating, tracking and analyzing candidates and job data from online sources. This process includes analyzing candidates over their social media accounts.

Most of the companies use E-Recruitments as it improves the corporate image and the profile of the company, reduce recruitment cost, reduce administrative burden, and employ better tools for the recruitment team.
E-Recruitment is done using various methods. Advertising job openings, tracking the source of applications and online enquiry forms were the most widely used e-recruitment methods according to the survey done by the Institute for Employment Studies - UK  (Kerrin & Kettley, 2003).

Though the virtual life of a person may differ from his real life some of the companies monitors and analyses the candidates social media profiles (Especially LinkedIn, Facebook).Through these kinds of analysis of the recruiters can get an idea of the person’s behaviour, his political views and etc.

And professional social media platforms like Linkedin has moved the recruiting process to a whole new level with its special tools and features.

In examining the findings, the key message for recruiters are to acknowledge that the adoption of e-recruitment is about more than just technology. It is about the recruitment system being able to attract the right candidate, the selection is being based on a credible criterion and a tracking process being able to integrate with the existing system.

References

Kerrin, M. & Kettley, P., 2003. E-Recruitment: Is it Delivering?, Bringhton: The institute for employment studies.

Okolie, U. C. & Ikechukwu Emmanuel Irabor, 2017. The term e-Recruitment means the process of finding and hiring the best-qualified candidate (from within or. European Journal of Business and Management, Volume 09, p. 07.

Plumbley P (1990), Recruitment and Selection, Institute of Personnel Management.




Comments

  1. SudarshanaJune 8, 2019 at 2:54 AM

    A comprehensive account on eRecruitment and article describe the suitability of it to the modern day HRM practices

    ReplyDelete

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