E recrutment module - topic beyond syllabus (i mba)
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E recrutment module - topic beyond syllabus (i mba) Document Transcript

  • 1. E – RECRUITMENT AN ORGANIZATION ASSET1|Page
  • 2. MODULE - CONTENTSS.No Contents Page No 1 E – Recruitment 03 2 E-Recruitment Process 07 3 Modern Trends Of E-Recruitment 07 4 Criteria For Effective E-Recruitment 08 5 Online Recruitment Techniques 09 6 Scope Of The E Recruitment 13 7` E-Recruitment Websites 141. E – RECRUITMENT2|Page
  • 3. The recruitment and selection is the major function of the human resource departmentand recruitment process is the first step towards creating the competitive strength and thestrategic advantage for the organizations. Searching for, and obtaining, potential jobcandidates in sufficient numbers and quality, and at the right cost, for the organization toselect the most appropriate people to fill its jobs. Selection is the process of gatheringinformation for the purposes of evaluating and deciding who should be hired, under legalguidelines, for the short and long term interests of the individual and the organization.Recruitment refers to the process of attracting, screening, and selecting qualified peoplefor a job at an organization or firm.Recruitment is a process of finding and attracting capable applicants for employment.The process begins when new recruits are sought and ends when their applications aresubmitted. The result is a pool of applications from which new employees are selected.Recruitment is an important tool in an organizations HR kit to make organizationcompetitive in todays global market. The right recruitment strategies hold the key forsuccess for any organization.The traditional method of recruitment has been revolutionized by the emergence of theInternet. In the past few years, the Internet has dramatically changed the face of HRrecruitment and the ways organizations think about the recruiting function. In thecoming years, digital recruiting and hiring are expected to continue their explosivegrowth. Presently, e- recruitment has been adopted in many organizations either fromlarge organizations to small size companies. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet, and correspond with theapplicants by e-mail. It brings the benefits to the organizations.E - Recruitment is the process of personnel recruitment using electronic resources, inparticular the internet. E-recruitment is the latest methodology most businessorganizations adopt for finding suitable candidates. According to Flippo " Recruitmentis the process of searching for prospective employees and stimulate and encouragethem to apply for jobs in the organization." Companies and recruitment agents havemoved much of their recruitment process online so as to improve the speed by3|Page
  • 4. which job candidates can be matched with live vacancies. Using database technologies,and online job advertising boards and search engines, employers can now fill posts in afraction of the time previously possible.E - Recruitment is also known as “Online recruitment”, it is the use of technology or theweb based tools to assist the recruitment processes. E-recruiting, embracing the termweb-based recruiting can be described as any recruiting processes that a businessorganization conducts via web-based tools, such as a firm’s public Internet site or itscorporate intranet. We use the terms online recruitment, Internet recruitment, and e-recruitment interchangeably.We are living in the computer age and organizations are beginning to increasinglydepend on the Internet for all types of business activities including online recruitment ofcandidates – more popularly referred to as E-recruitment. The human resourcesdepartments are taking advantage of the advancing technology and deploying web-basedtools for inviting and comparing resumes.The term e-recruitment means using information technology (IT) to speed up or enhanceparts of the recruitment process. It ranges from the applicant interface for advertisingvacancies and making job applications, to the back office processes, which allow aliaison between human resources (HR) and line managers to set up a talent pool ordatabase of potential recruits.Many big and small organizations are using Internet as a source of recruitment. Theyadvertise job vacancies through worldwide web. The job seekers send their applicationsor curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekersplace their CV’s in worldwide web, which can be drawn by prospective employeesdepending upon their requirements. There is growing evidence that organisations areusing Internet technology and the World Wide Web as a platform for recruiting andtesting candidates. E-recruitment is the latest recruitment trend and is increasingly beingadopted by small and large corporate as well as placement firms.4|Page
  • 5. As recruitment get more and more challenging by the day, most HR managers andexecutives are on the lookout for ways shorten recruitment cycles. Most of them havemoved away from manual recruitment processes and adopted e-recruitment that isbacked by the latest technology to streamline and simplify all recruitment relatedactivities. Adopting e-recruitment is a good way of empowering your recruitmentprocess and recruiters with the latest and the best in recruitments. It not only helps youmanage recruitment but also improves the efficiency of your system and considerablyreduces the cost involved in the entire recruitment procedure.There are a number of e-recruitment options available. Recruitment software, candidatetracking applications, ERP’s, job portals, etc. is the most commonly used e-recruitmentmethods. The most preferred of these methods is deploying recruitment software thattakes care of the recruitment cycle right from sourcing candidate profiles till thecandidate finally joins the company.Using internet prospective applicants could search for positions in which they wereinterested. Contact with employers directly is viable. Feasibility of email overruled theuse of telephone, fax or mail and the companies started accepting application throughemail. Today Organizations have their own sites or job postings are given in theplacement sites. Again the candidates can visit the sites, post resume, contact thecompany directly without any delay. All these are just one ‘click’ away.E-recruitment is a tool for many employers to search for job candidates and forapplicants to look for job. Recent trend of recruitment is e-recruitment or the internetrecruitment or on-line recruitment, where the process of recruitment is automated. Theautomation began in 1980 but was systematized in 1990 with the release of Restrac’sinitial product. E-recruitment simply means the recruitment process through internet.Many business enterprises are using Internet as a source of recruitment. They advertisejob vacancies through the worldwide web. Quite often, the job seekers also place theircurriculum vitae (CV) on the various job sites where prospective employers may pickthem for a personal interview. It is reliably reported that over 18 million resumes arecurrently available online across the world and this figure is steadily increasing.5|Page
  • 6. In todays world e recruitment has become an indispensable tool for the recruitingmanager. To get the best out of this emerging medium it is essential that it is used tocomplement the traditional means of recruitment Growth and relevance of this mediumare dependent both on the accessibility of net to people as well as ability of job portalsand other networking sites to differentiate and offer value added services both to theprospective employer and the candidates.The terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, implythe formal sourcing of job information online. The first references to online recruitmentappear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematicreference to the online recruitment in the human resource journals begins almost adecade later, in the mid-1990s, when IT companies and universities begin to use theInternet extensively( Galanaki E, 2002).When looking for a job, the Internet may be a source of help for some, as websites suchas Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting.In recent years, job recruitment websites have undergone considerable growth and thenumber of job seekers who conduct job searching over the Internet has increased (Tong2002)This increase may be due to the added convenience provided by e-recruitment websites.Job seekers are able to view multiple openings and post their resumes for businesses toview without leaving the comfort of their homes.E-recruitment websites are designed as a powerful medium that brings employers andjob seekers together and allows them to interact in a fast, efficient, and effective way.For job seekers, an e-recruitment website provides a unique opportunity to exploreconstantly updated employment opportunities through an extensive database of jobs. Jobseekers can then post their resumes online and announce their availability to potentialemployers.For employers, e-recruitment delivers a convenient, low cost, and efficient solution byproviding direct access to a continuously expanding database of resumes. In general, the6|Page
  • 7. recruitment service provided on these websites is free for the job seekers, who can enjoythe service once they have become members of that website.2.E-RECRUITMENT PROCESS Candidates filling the form online Scrutinizing the profile Attending the test Backend work on moving the profile to and interviews different stages Receiving/Accepting Batching for joining done Offer letter Joining date conveyed Candidate joins the Organization Fig – E Recruitment Process3. MODERN TRENDS OF E-RECRUITMENT● Speedy communication: Company and the prospective employee can communicatewith each other via the blogs. Thus blogs, podcasts are being considered a tool of e-recruitment. No more the process can be blamed for being one way communication likemails, faxes only being speedy as done electronically. Podcasts are the services of digitalmedia files. Vodcasts are the video podcasts.● Candidate’s preference: History states that employers had the privilege to beselective in hiring process, especially in screening resumes but were not always fair.7|Page
  • 8. Because of the time constraint it was not possible to go through all the applications.Today the candidates can choose their employers as not only the financial state is knownto them but also the culture is known.● Search engine advertisement: Print ad is phasing out due the popularity of searchengine ads. Pay-per-click is not only convenient but also more attractive.● RSS feed: Job boards are embracing RSS feed. Hot jobs, Google deserves specialmention. Google offers one to upload the jobs on Google Base even when one doesn’thave their own site. RSS can be read using software “RSS reader”. It is a family of webfeed formats use to publish frequently updated works. Such as blog entries, newsheadlines in a standard format. Fig : The E-Recruitment Landscape4. CRITERIA FOR EFFECTIVE E-RECRUITMENT • The requirement for it is to benefit the selection procedure. Thus to make the process effective, the Organizations should be concerned about various factors. Among them most important are- Return on investment (ROI) should be8|Page
  • 9. calculated to compare the costs and risks. It facilitates to evaluate benefits and to calculate the estimated return. • Recruitment policy should be flexible and proactive, to adapt market changes. The companies will have their own mix and match sources according their objective. • Unemployment rate, labor turnover rate are considered. As the whole process depends on the availability of candidates in the market. For every post, position it is not viable to spend too much of time. • Impact of supplying compensation details to be considered. That is the wage, salary, benefits, when disclosed on line then it should follow the legal norms. Chance for negotiation will not be there. Compensation rate of the company not only reaches to the candidates but will be known to all. • Precautions to be taken for resume screening. Words that discriminates gender, age, religion etc to be avoided. For an example, ‘recent’ college graduates only in an ad are not preferable. • Review the results periodically and also update regularly to achieve a better result. Otherwise pool of candidates will remain static and will not serve the purpose. • Organizations need to selective while choosing the sites. It refers to whether it is required to be giving to the job search sites like www.monster.com or in their own site. When special skill candidates are searched then generic job search sites to be avoided.The primary factor determining the level of demand for Internet recruitment will be thenumber of educated unemployed population.5. ONLINE RECRUITMENT TECHNIQUES9|Page
  • 10. • Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. • E-recruitment should be incorporated into the overall recruitment strategy of the organization. • A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. • Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.Therefore, to conclude, it can be said that e-recruitment is the “Evolving face ofrecruitment.”Advantages of E-Recruitment are • No intermediaries. • Reduction in the time for recruitment (over 65 percent of the hiring time). • Facilitates the recruitment of right type of people with the required skills. • Gives a 24*7 access to an online collection of resumes. • Cost efficient: Advertisements in internet when compared to newspaper, magazines, and employment agencies is considerably cheap. As in the other sources continuously one has to revise the advertisement, for example a company wanted their ad to appear on every Sunday for a month thus was suppose to pay for four advertisements. But for internet it is not applicable. • Time saving device: Time to deliver; to communicate is minimized by this. Response is direct and immediate without any delay. Beforehand the postal10 | P a g e
  • 11. services, fax was one way communication and was time consuming. Phones provided two way communications but resume management, communicating worldwide were not possible. • Widens the search: In the era of globalization the reach cannot be restricted at one place. It provides global reach that also within a fraction of second. Truly the process supports the definition of recruitment by creating a vast pool of potential candidates. • Scope for better match: Information in detail is provided with clarity therefore suitable candidate match is possible. The search is widened link with other websites are possible, these attracts the candidates and after the job profile matches, the candidates apply. • Standardization: The information of the candidates is collected in a standard format. Besides collecting the data it also consolidates information received from various sources. • Reservoir: It acts as the reservoir of information. From the job profile to candidate profile is available along with past applicant data. • Lessen paper work: As the data collection, filing, administrative work are done electronically thus paper work or documentation has been lessened. • Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers.Disadvantages of E-Recruitment:Apart from the various benefits, e-recruitment has its own share of shortcomings anddisadvantages. Some of them are: • Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.11 | P a g e
  • 12. • There is low Internet penetration and no access and lack of awareness of internet in many locations across India. • Organizations cannot be dependant solely and totally on the online recruitment methods. • In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails. • Require being computer savvy: The process is restricted within computer savvy candidates. As the search is based on various websites, their screening, keywords application demands for a computer savvy person and company. • Legal consequences: Alike other recruitment sources this source also should be aware of the words used in the advertisements otherwise it may lead to the charge of discrimination. For example, Disney World was sued for screening the resumes preferring the key words used by whites. • Vast pool of applicants: This benefits the Organizations as well as it is disadvantage to them also. Because the huge database cannot be scanned in depth. Either first few candidates are called for interview or the resumes are screened based on some key words. On the other hand applicants also face global competition.12 | P a g e
  • 13. Effectiveness of E- Recruitment portal Enterprise KMS Attributes & Feasibility effectiveness Appearance Fig – STRUCTURAL MODEL6. SCOPE OF THE E RECRUITMENTIn this scientific era, E-Recruitment is preferred than the traditional modes ofrecruitment. Organization can post its available job vacancies online in just 20 minutesand receive resumes within minutes of the job going live. It helps to access an onlinepool of resumes on a 24X7 basis. E- Recruitment process allows the managers in therecruitment department to screen and eliminate candidates who does not match the jobprofile in an automated way, which saves over 65 percent of the hiring time. This helpsthe organization to reduce the processing time and cost in a considerable quantity. Byimplementing E-recruitment process organization can even track the progress of acandidate in various stages of his or her hiring process.A study on E-Recruitment portal will help the organization to identify and hire the bestsuitable employees matching its job profile.In the article - The Economic Times, Kolkatta, January 30, 2008. E- Recruitment inIndian Scenario.13 | P a g e
  • 14. In the Indian context e recruitment is also making its inroads in the armor ofrecruitment professionals This is evident in the growth of e-recruitment portals likeNaukri.com, Jobstreet.com, Timesjob.com, Monsterindia.com etc Increasingly jobportals are recognizing the need for offering customized solutions and value addedservicesA recent Kelly Services Global Work force Survey 3 has put forth some interestingfindings about online recruitment in India. 78% of the respondents are satisfied with theresults of the E- Recruitment process compared to 54% who were satisfied with thetraditional channel. While 40% of those surveyed in India found their most recent jobonline, 22% found a job being directly approached by an employer or recruiter, 13%through "word of mouth", 9% from newspaper advertising, 8% from directlyapproaching an employer and 8% through other methods. This highlights the growingreach of Internet and importance of E- Recruitment in India.7. E-RECRUITMENT WEBSITESThe terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, implythe formal sourcing of job information online. The first references to online recruitmentappear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematicreference to the online recruitment in the human resource journals begins almost adecade later, in the mid-1990s, when IT companies and universities begin to use theInternet extensively (Galanaki E, 2002).When looking for a job, the Internet may be a source of help for some, as websites suchas Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting.In recent years, job recruitment websites have undergone considerable growth and thenumber of job seekers who conduct job searching over the Internet has increased (Tong2002). This increase may be due to the added convenience provided by e-recruitmentwebsites. Job seekers are able to view multiple openings and post their resumes forbusinesses to view without leaving the comfort of their homes.14 | P a g e
  • 15. E-recruitment websites are designed as a powerful medium that brings employers andjob seekers together and allows them to interact in a fast, efficient, and effective way.For job seekers, an e-recruitment website provides a unique opportunity to exploreconstantly updated employment opportunities through an extensive database of jobs. Jobseekers can then post their resumes online and announce their availability to potentialemployers.For employers, e-recruitment delivers a convenient, low cost, and efficient solution byproviding direct access to a continuously expanding database of resumes. In general, therecruitment service provided on these websites is free for the job seekers, who can enjoythe service once they have become members of that website. In contrast, employerstypically have to pay a subscription fee in order to take advantage of the recruitment15 | P a g e