...E-Recruitment: Advantages and Disadvantages Name: Course Title: Instructor Name: Date: Abstract. Over a period, the nature of jobs keeps on changing across the globe, and the need of hiring new employees are on the rise. The recruitment process of new employees should be carried out efficiently and faster as possible. Due to competition arising between the companies to acquire the best candidates; amongst the pool of readily available job seekers in the modern day labor market. The companies need to speed up the whole process of recruitment in order to fend-off competition from other firms. Electronic recruitment (e-recruitment) provides employers with a suitable platform for reaching all types of candidates that suit for a particular job description. E-recruitment is the recruitment process at which the company carries out hiring of new employees and its business via web-based tools, also known as the online recruitment, based on the technology. The purpose of this research paper is to look into the advantages and disadvantages of e-recruitment as viewed by the organizations/companies and the job seekers. E-Recruitment: Advantages and Disadvantages Recruitment is the process of identifying suitable potential candidates while generating a pool of qualified personnel to fill-up the anticipated vacancies or actual vacancies within an organization. Since, the nature of jobs is changing, firms are continuously in need of recruiting new employees to fill-up the new positions...
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...International Review of Business Research Papers Vol.4 No.1 January 2008 Pp.364-373 Advantages and Disadvantages of Internet Recruitment: A UK Study into Employers’ Perceptions Helen Verhoeven* and Sue Williams** This paper reports on a study into Internet recruitment and selection in the United Kingdom. It discusses the advantages and disadvantages of Internet recruitment and selection as identified in literature and considers those against the views of employers in the United Kingdom. The results provide clear evidence that the majority of advantages and disadvantages identified in literature are also experienced by UK employers and help to lay foundations for future research. Field of Research: Human Resource Management 1. Introduction A review of current literature indicates that the use of the Internet and thus Internet technology is changing (Kinder 2000), transforming (Piturro 2000; Searle 2003; Veger 2006) some would say revolutionising (Hansen 1998) the way in which human resource departments recruit job candidates. Nevertheless, very limited research has been carried out in this area to date. Young and Weinroth (2003, p.11) refer in this respect to “the currently minimal field of Internet recruitment literature, while Lievens et al. (2002, p.586) describe it as “very scarce”. Furthermore, existent literature in the areas focuses mainly on the United States of America (USA) rather than on European countries. Reasons for this might be the relative newness of the...
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...E-Recruitment Strategic HR Management December 7, 2013 Abstract From the Recruiters to the applicants view, this paper brings light the process of the internet recruitment method and how it is the best method in bringing in applicants to a business. Whether it is the essential cost effective nature of the method itself or the ease of information access, strategically, internet recruitment is continuing to technologically motivate people to seek jobs. Table of Contents Introduction 4 From the Recruiters View 4 The Applicant 8 An E-Recruitment Company 10 Conclusion 11 References 13 Intro: In the past three decades, the technological explosion has taken society to places we never dreamed would be possible. In today’s world, with one click of mouse one can do so much! Whether it is purchasing a vacation, buying and trading stocks or chatting with friends around the globe, we are able to do all of this from the comforts of our own homes. The Internet has provided a life that is a significantly improved version of what was available in the past. The Internet has touched almost all aspects of daily living including the area of employment. Whether one is looking for a new position or one is looking to find a new employee the Internet has made the search much more exact...
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...E-RECRUITMENT: REVOLUTIONIZING THE HIRING PROCESS Abstract In today’s turbulent and dynamic market e-recruitment is the emerging employment practice which provides fast, reliable and instant solution to many problems essentially in high turnover industries. It has been evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually. It can ease the selection of employees, especially where long-distance are involved. Thus e-recruitment is revolutionizing the way employers hire employees. Some implications for managers are printed out such as-the need to be trained for these changes. It can save a lot of money on advertisements; the saving could be used to develop careers or training of employees. Further, it is suggested that the HR objectives have to be align with the organizational objectives to ensure that they recruit, select and employ right candidate for the right job. In this paper there will be an introduction on e-recruitment, and its development process, its effectiveness, advantages and disadvantages and the impact it has on the management. Keywords: Recruitment, e-recruitment, internet, explosion, growth and web based recruitment. Introduction E-recruitment market is one of the vital aspects in the process of recruiting the talent. Internet has completely changed the role of the traditional recruiter. Earlier, cold calling and candidate networking were the only options available for identifying the new...
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... (2008) article, ‘Employee recruitment: Current knowledge and important areas for future research’; and how important the recruitment process influence to employers and employee. Given the context (external recruitment), I will focus on external recruitment studies which supported by the relative recruitment via position attributes, and the influence of organization characteristics in recruitment methods. The author provide a model of recruitment process that define recruitment objectives, then organizations should carry out recruitment activities suggested by the strategy, and evaluate recruitment result. The author also evaluates the effect of Realistic Job Preview and its impact to recruitment, and job applicants; in context of realistic job preview, three important job applicant related variable are anchoring and adjustments, inability, and the lack of self-insight. In addition, the article mentions recruitment methods include limitation of traditional research, and the factors are affected to recruitment methods (i.e. insurance agent, job fairs, and newspaper ads). Employee referrals have been specially effect to recruitment methods. Researches on other recruitment topics are also included in this article. Those topics are targeting individuals for recruitment, the content of job advertisements, Internet recruiting via employer's web site/ job boards, site visits and timing issue. Throughout the article, Breaugh explained the past recruitment research (mostly their limitations)...
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...IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS Naveed R. KHAN Marinah AWANG Arsalan Mujahid GHOURI Universiti Pendidikan Sultan Idris Tanjong Malim, Perak, Malaysia Email: naveed.r.khan@gmail.com Abstract: The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in relation with the research objectives. The findings of the study showed that internet is the most preferred source to search the job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-recruitment depends upon the placement of advertisement and salary is the most influential motivator to find interest in the job applied. Lastly, statistics of the study found that the recruitment sources and applicant’s perceptions of job significantly influence the intention to pursue the position applied by the job seeker. Keywords: Human resource management; e-recruitment; online job searching; online job portals; salary. 1. Introduction Electronic revolution and globalization changed the life of...
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...to reduce costs, stay competitive, and reach their target market. “E-recruiting and fairness: the applicant’s point of view” (Thielsch, Traumer & Pytlik, 2012) examines how applicants perceive the procedural fairness of e-recruiting processes. This study has critical human resource implications because fairness perceptions of potential applicants can influence an applicant’s evaluation of the organization and their motivation to apply. This research endeavored to answer three questions and confirm one hypothesis; Q1) What are the general experiences and expectations of applicants with respect to e-recruiting? Q2) How does an applicant’s perceived importance of procedural fairness in e-recruiting compare to their expectations? (researchers hypothesized (H1) that perceived importance would be higher than expectations) and Q3) How do applicants react when different experimental information is given in a fictitious online recruiting situation? The methodology incorporated an online survey involving 1,373 participants. The survey was divided into three parts. Part one gathered demographic information. Part two addressed research question #1 and required participants to answer four questions. Part three was divided into two specific sections. The first section addressed research question #2 and hypothesis #1, and required participants to answer a questionnaire specifically adapted to analyze online recruitment processes from the Social Process Questionnaire on Selection (SPQS)...
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...E-RCRUITMENT Lately, many works are done through the use of internet and electronic devices. Many companies are now making the internet and computers available to help in solving the firm’s problems also to do the daily tasks. One of the important tasks that are done through the internet is e-recruitment. E-recruitment is the process of employing or choosing the right person for a particular job through the internet. This can be done when a particular organization is doing online job advertising then finding, attracting, assessing, interviewing and hiring the right person for that particular job. These jobs advertisements show the requirements of that particular job like the needed certificates, expertise, personality and talents. Many companies are already started e-recruitments but others still feel that it’s unsecured to do this task online. This essay will be discussing the pros and cons of e-recruitment. The purpose of e-recruitment is to make the process of recruiting easier and faster. Therefore, some companies find that e-recruitment is a good process to be done for affective recruitment. There are many advantages that come under e-recruitments. The most important advantages of e-recruitment is that it’s considered as a faster, easier and less expensive way to recruit. Job seeker can send his\her CV through the internet to the address provided in the organization’s website. By this way, job seeker is not required to go to the organization itself. It also helps...
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...immediate priority is to address the fundamental Information Management objectives in the Information Age: To know the most efficient way for finding information online To know how to confirm the reliability of the information/findings To be able to manage online information DGT have invited ‘Three’s Company’ to help them develop their information management skills by guiding them through the process of retrieving electronic information. Our presentation and associated papers will assist DGT with the above by; Advising DGT of an appropriate online training site from a selection available. Demonstrating best practice of an appropriate search strategy for Online Recruitment, including a flow chart to illustrate the process. Providing an annotated list of the best references for Online Recruitment. Evaluating Three’s Company personal experiences of online searching. Presenting Three’s Company’s summarised recommendations to DGT using a PowerPoint presentation and a further illustration showing the activities, processes, information flows etc when managing electronic searches. OBJECTIVE 1 Advising DGT of an appropriate online training site from a selection available. Using the knowledge and understanding of DGT’s needs, the appropriate web site will be selected from those identified in the table below and justified as the most suitable training tool. Specific criteria will be...
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...EMERGING TRENDS IN RECRUITEMNT OF TELECOM INDUSTRY WITH SPECIAL REFERENCE TO BHARTI AIRTEL SERVICE LIMITED INTRODUCTION OF BHARTI AIRTEL SERVICE LIMITED Telecom giant Bharti Airtel is the flagship company of Bharti enterprises. Bharti Airtel limited is India’s largest integrated first private telecom service provider with a footprint in all the 23 telecom circles. Bharti Airtel since its inception has been at the forefront of technology and has steered the cores of the telecom sector in the country with its world class products and services. The business at Bharti Airtel has been structured into three individual strategy business units (SBU’s) – mobile services, Airtel telemedia services & enterprise services. The mobile business provides mobile & fixed wireless services using GSM technology across 23 telecom circles while the Airtel telemedia services business offers broadband & telephone services in 94 cities. The business enterprise services provide end-to-end telecom solutions to corporate customers and national & international long distance services to carriers. All the services are provides under the Airtel brand. Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven “to seize the day” with an ambition to become the most globally admired telecom service. Airtel, after just ten years, has risen to the pinnacle of achievement. As India's...
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...|Module Code | | | |Assignment Sequence | |2 | | | |C | |O | |M | |P | |3 ...
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...Internship report Recruitment and selection process Of ANANASH TRAVEL RELATED SERVICES LIMITED Submitted To: Ms.Afsana Akhtar Supervisor Internship Submitted By: Shettalumna Nasir ID:06304069 BRAC Business School BRAC University December 9th,2010 December 9th, 2010 Ms.Afsana Akhtar Internship Supervisor BRAC Business School BRAC University Subject: Submission of Internship Report Dear Madam, I have completed this report as part of my internship program. This report has completed according to your requirement and those set by the host organization. This internship project has given me the opportunity to explore the travel related business of Bangladesh. The report is based on my acquire knowledge, experience and skill during my period of internship under the supervision of Shahnaz Parvin Akanda, Managing director of Ananash Trs Ltd. Bangladesh. Consequently, I am transmitting my Project Report to your very concern. Hopefully, you will appreciate my well-researched, informative and innovative approach of work. In case of any further clarification, i would be honored to consult with you and furnish you with further details. With best regards, Shettalumna Nasir ID:06304069 II Acknowledgements At first I would like to thank the all mighty ALLAH for blessing me with the strength, ability and patience to accomplish the study. I would like to thank my faculty advisor, Ms.Afsana Akhtar for giving me the opportunity to work...
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...2.0 RECRUITMENT INTRODUCTION Recruitment is a process of attracting relevant people with specific requirements and appropriate qualifications to apply for jobs with a company; in this case, Best Glove (M) the leading glove manufacturing company in Malaysia which now planning to open new branches in Penang and Sabah. One of the criteria to be taken care of is recruitment methods that is best to be used for the company. Thus, below are the report on two (2) methods that are mostly used among the manufacturing industries; weighed for which is the most efficient and effective for Best Glove (M). 2.1 ONLINE RECRUITMENT Online recruitment also known as e-recruitment, cyberuiting and internet recruiting; which are all is external recruitment. This kind includes a various process from advertising job vacancies to receiving curriculum-vitaes till the extent of creating and building human resource database of candidates (Dhamija, 2012). There were arguments from Caggiano (1999) and Borck (2000) that the practice of the new trends of internet recruiting will not able to replace the traditional ways yet the strategy will increase effectiveness of recruitment process itself (Dhamija, 2012). However, there are also agreements for the practice that supports the idea that it involves overall recruit and select strategy tool (Dhamija, 2012 cited Cullen, 2001). Top Glove Malaysia- one of the leading glove manufacturers in Malaysia has been seen recruiting its people online. Not only through...
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...Electronic Recruitment E-recruitment is the use of technology and electronic resources for the process of attracting, selecting and managing the recruitment in a company. E-recruitment includes practices carried out by the organization using technology, particularly web-based technology for the purpose of identifying and attracting potential employees. Through e-recruitment employers can save resources by reaching larger number of potential employees and facilitation of the recruitment process like using assessment tools incorporated into recruitment software. E-recruitment is also known as online recruitment as internet communication is vital to this process. However, e-recruitment has certain disadvantages such as being too impersonal, high volume of responses and faces certain technology issues. The main elements of e-recruitment are as follows: 1. Applicant Tracking: Status of candidate with respect to the jobs applied by him/her 2. Employer’s Website: Communicate details of job opportunities and collect data for the same 3. Job Boards: Just like recruitment advertising section of a newspaper or magazine, will carry job advertisements from employers and agencies 4. Online Testing: Some kind of evaluation of candidates over internet 5. Others like multiple posting tools, Intelligent CV parsing etc. Merits of E-recruitment The benefits of e-recruitment are many and few of them are listed below: * Cost-effective: Placing job advertisements...
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...Assignment 4 – e-Recruiting Keisha Roach March 3, 2013 Human Resource Information Systems (HRIS) - HRM 520 Dr. Zelphia A. Brown, SPHR, Instructor 1. Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. Online recruitment can maintain employers in their bid to cut recruitment expenses and get better the quality of their applicants. To actually achieve something in meeting business Human Resource need to empower time in increasing an online recruitment system that meets the needs of all its users. Too many online staffing systems focus on the business itself and pander to the needs of the designers rather than the needs of the users. From getting resumes to conducting interviews and negotiating offers. Online recruitment is identified as the most effective way to get more hires and the best resume. The annual cost to hire an employee through the internet is the less versus the cost to hire an employee through the traditional way is higher. Online recruitment has automated and replaces paper based processes. This replacement of paper help with the time taken of the resumes and hiring a candidate. For an example, it can take place for a single transaction like changing the address and number online. 2. Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting. It’s important to be aware of the risks involved before placing your personal...
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