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RECRUITMENT AND SELECTION | E - RECRUITMENT

 

E – Recruitment

Introduction

The new digital technology development and progress have led the Internet being into the regular recruitment source (Bejtkovský, Rózsa and Mulyaningsih, 2018). Online recruitment gives the opportunity to the recruiters to recruit staff for an organization in the most powerful and cost-effective ways (Kapse, Patil and Patil, 2012). The synonyms for E – recruitment would be Electronic recruitment, online recruitment, cyber recruiting or internet recruiting (Okolie and Irabor, 2017).

 

Definition of E – Recruitment

E – Recruitment is usage of technology to assist the process of recruitment (Kapse, Patil and Patil, 2012). E – Recruitment can also be defined as the process of recruiting prospect candidates to fill up vacant positions in organizations with the assistance of Internet (Okolie and Irabor, 2017). At present the traditional methods of recruitment have been taken over by the wave of internet and E – Recruitment has become the latest trend and the large scale and small sized organizations have initiated in adopting this trend (Okolie and Irabor, 2017).

 

E – Recruitment Evolution

As per the study conducted by Boscai (2017) there are four different phases for the evolution of E – Recruitment.


ü  Phase 01 – Introducing isolated solutions for single activities such as a computer system to store data of the applicant. It enabled the facility to post vacancies on the website of the organization and also the job portals. Moreover, it also enabled the possibility to search for jobs and CV databases of the portals.

 

ü  Phase 02 – This phase introduced the integrated applicant management system where the system enabled the attraction of prospect candidates, to post vacancies, receiving applications from those who are seeking for jobs and even the final selection.

 

ü  Phase 03 – The third phase supported the outsourcing of single activities. This ensured the concord between external service providers with the company information system through the continuous flow in the process of recruitment.

 

ü  Phase 04 – E – Recruitment covered the entire recruitment process in this phase. The whole computer system was integrated along with the web based tools to allow the transfer of data between the company and external parties.

 

Advantages and Disadvantages of E – Recruitment

As per the studies conducted by Kapse, Patil and Patil (2012), Aboul-Ela (2014), Ghazzawi and Accoumeh (2014) and Malik and Mujtaba (2018) the following advantages and disadvantages could be identified.

Advantages

·         Have a wider access and spread geographically

·         Larger pool of prospect candidates

·         High chance of choosing the ideal candidate effectively

·         Availability (24/7) so no need to wait for the issue dates like in newspapers

·         Cost effective

·         Can even access the passive job seekers

·         Unqualified candidates will be automatically filtered

·         Provide more opportunities for small scale organizations

 

Disadvantages

·         Problem in the authenticity of millions of resumes and screening and checking the skill mapping can be time consuming for the business organization.

·         No access or lack of knowledge and awareness about the internet

·         Cannot totally depend on online recruitment methods as it might not be suitable for some jobs

·         Some employers and employees might prefer face to face interactions.

 

The only method used by the reputed International School I work for in relation to E – Recruitment is posting job vacancies via a website. The school is experiencing a high labour turnover at present, so having an integrated computer system for the recruitment process is highly recommended. Since education is a need, the school should ensure the continuous supply of education and the traditional recruitment process takes a longer time period which interrupts the main function of the school. Due to the lack of speed in the recruitment process, there have been instances where the students did not have some subject teachers for a period of one month.

So adaptation of the E – Recruitment process is highly commended for the smooth function of the school and to maintain the standard and the quality of education provided.

 

 

 

 

List of References
 

Aboul-Ela, G.M.B.E., 2014. Development of a scale to measure the perceived benefits of e-recruitment from the viewpoint of the recruiter. Journal of Business & Retail Management Research, 9(1).

Bejtkovský, J., Rózsa, Z. and Mulyaningsih, H.D., 2018. A phenomenon of digitalization and E-recruitment in business environment. Polish Journal of Management Studies, 18.

Boşcai, B.G., 2017. The evolution of e-recruitment: The introduction of online recruiter.

Florea, V.N. and Badea, M., 2013, May. Acceptance of new Technologies in HR: E-Recruitment in Organizations. In Proceedings of the European Conference on Information Management & Evaluation (pp. 344-352).

Ghazzawi, K. and Accoumeh, A., 2014. Critical success factors of the e-recruitment system. Journal of Human Resources Management and Labor Studies, 2(2), pp.159-170.

Kapse, A.S., Patil, V.S. and Patil, N.V., 2012. E-recruitment. International Journal of Engineering and Advanced Technology, 1(4), pp.82-86.

Malik, M. and Mujtaba, M., 2018. Impact of E-recruitment on effectiveness of HR department in private sector of Pakistan. International Journal of Human Resource Studies, 8(2), p.80.

Okolie, U.C. and Irabor, I.E., 2017. E-recruitment: practices, opportunities and challenges. European journal of business and management, 9(11), pp.116-122.

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