What is e recruitment

International Journal of Engineering and Advanced Technology (IJEAT)ISSN: 2249 –8958,Volume-1, Issue-4, April 201282E-RecruitmentAvinash S. Kapse, Vishal S. Patil, Nikhil V. PatilABSTRACT-Now a day the traditional method of recruitment has been revolutionized by the influence of the Internet. Hence In the last decade, the use of Internet has dramatically changed the face of HR recruitment and the ways organizations think about the Recruiting methods.In the next coming years, online recruitment and hiring new candidate is continued their explosion and Growth. Presently, e-recruitment has been adopted in many organizations like large organizations as well as in small Size companies, Even Most organizations are already using e-recruitment to post jobs and accept Resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations.In this article, there will be an introduction on e-recruitment and its development process. There will also be a discussion on the various advantages and disadvantages of e-recruitment practice broadly taken from various literatures.Key words:-Explosion,Growth,Internet.I.INTRODUCTIONE-recruitment has been an issue of interest over the past ten years. Internet is considered as the latest tool in hiring. It is a real revolution spreading over the world of job hunting&hiring. The term online recruitment, e-recruitment, cyber cruting, or internet recruiting, imply the formal sourcing of job information online. The first references to e-recruitmentAppear in articles of the mid-1980s E-recruitment can be divided into two types of uses:corporate web site for recruitment and commercial jobs boards (such as monster.com) for posting job advertisements .Corporate websites are a company‟s own website with a link for job posting/career options where candidates can log into for current openings. If the company advertises its vacant positions on other website that specialize in recruitment such as -naukri.com, timesjob.com, monster.com, etc., the companies would be adopting commercial job boards for recruitment.Manuscript receivedon March 20, 2012Avinash S. Kapse, Assit. Prof & Head Computer Science and engineering,, Anuradha Engg. College Chikhli, Chikhli, India, 9730895352, (e-mail: askapse@gamil.com).Vishal S. Patil, Student, Department of Computer Science & Engg. Anuradha Engg. College Chikhli, Chikhli, India, 8275331855., (e-mail: vpatil1180@gmail.com).Nikhil V. Patil, Student, Department of Computer Science & Engg. Anuradha Engg. College Chikhli, Chikhli, India, 8793718084, (e-mail: nikhilpatil17@gmail.com).II.WHAT IS E-RECRUITMENT?According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submittedOnline recruitment offers recruiters one of the most powerful and cost-effective ways to recruit staff for anorganization. Online recruitment, e-recruitment, or web-based recruitment is the use of online technology to attractand source candidates and aid the recruitment process.What this usually means is the use of a company‟s own website, a third-party job site or job board, a CV database, search engine marketing or social mediaplatforms to fillvacancies.Many big organizations use Internet as a source of recruitment. E-Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV‟s in worldwide web, which can be drawn by prospective employees depending upon their requirements.III.LITERATURE REVIEWThis section on literature review is focused on various theories that are relevant to our study.A study conducted by Berger and Ghei (1995)in his study on a facet of hospitality hiring concluded that the success of the hotel industry depends on the quality of its employees and their effective management in order to assist the organization to achieve its objectives.Mencken & Winfield (1998) explored the advantages and disadvantages of informal and formal recruiting practices in external labour markets. The authors found that quality was a strong motivator than cost for informal recruiting. The findings from the regression analysis also demonstrated that the quality of applicants was more salient for hiring managers in the private sector Smith (1999) had worked upon e-recruitment where he had tried to conceptualize that internet helps employer‟s better target prospective employees. The author mentioned that the career web, which small companies may consider expensive, could still be less costly than multiple newspaper ads Galanaki (2002) had conducted a descriptive study on the decision to recruit online, involving 99 UK IT companies whose shares were traded in London stock exchange. A survey was carried out, in the form of a postal questionnaire, followed by an interview to which 34 companies replied. The author found that internet agencies provide the company with fewer but substantially better applicants than traditional recruitment agencies
E-Recruitment83A study conducted by Connerley, Carlson, & Mecham (2003) on the evidence of differences in applicant pool quality addressed the research need by examining theattraction outcome of firms competinghead-to-head for Table 1: The recruitment process set out in the traditional and ‘e’ way of recruiting [6].recruits for similar positions.Results of an analysis suggest that applicant quality can vary substantially within andacross job families Chapman and Webster (2003) in their survey research on the use of technologies in recruiting, screening, and selection processes for job candidates conducted in USA found that most organizations implemented technology based recruitment and selection tools to improve efficiency, enable new assessment tools, reduce costs, standardize systems and expand the applicant pool A research by Matthews (2006) on the recruitment of law students by the United States Internal Revenue Service described how by moving up the start data of its campus recruitment efforts it was able to fill jobs more easily and with better quality individualsA research conducted by Verhoeven and Williams (2008) reports on a study into internet recruitment and selection in the United Kingdom. Thestudy discussed the advantages and disadvantages as identified in literature and considered those against the views of HR Managers in UK.A survey conducted by Williams (2009) on E-recruitment showed dwindling recruitment spends focused on web-based recruitment at the expense of traditional methods. The author also reported that online methods proved far more popular, as two-thirds (66 per cent) of the HR professionals surveyed said that the jobs section of their own company‟s website was used as a recruitment tool for most jobs [5].A.Earlier recruitment methodPresently recruitment is done manually. A company notifies the vacancies and applicants respond by posting the resumes. The company shortlists the applications and conducts interviews/tests ata specified location and day. The results are again intimated to the candidates. The time and effort spent on this process is too high.The traditional recruitment system takes more time as well as very costly.1.Identify vacancy2.Prepare job description and person specification3.Advertising the vacancy4.Managing the response5.Short-listing6.Arrange interviews7.Conducting interview and decision makingB.Differencebetween traditional and e-recruitment system Recruitment processTraditionalE-recruitmentAttracting candidatesUsing sources that are not technology supported, like advertisement, flyers,Spokespersons, to draw as many applicants as possible to contact the organization Using the organization‟sReputation product image, online technology and other methods to draw as many as possible to the organization‟s websites. There organization can present themselves Sorting applicantsUsing paper-based test for applicants to create a manageable applicants poolEmploying sophisticated, standardized online tests to screen candidates, and to winnow the applicant pool to a manageable numberMaking contactContacting the sorted applicants by phones and having face to face conversations Using automated hiring management system to contact the most desirable candidate very quickly, before they are snapped by another company.Closing the dealMaking the phone call, setting up the meeting and shaking handsMaking the phone call, setting up the meeting and shaking hands