BY:-Miss. Jyoti H.TiwariMrs. Snehal S. ShindeMr. N.K.NripFaculty of Management, SGI Kolhapur
INTRODUCTION      E-recruitment is an integration and utilization of      internet technology to improve efficiency and   ...
BACKGROUND:     E-recruitment originated in the form of independent job     sites called bulletin board systems in the 198...
E-RECRUITMENT PROCESS A general E- Recruitment process is as follows:-  Identify current needs of employment in the organ...
DESIRE FROM E-RECRUITMENTSYSTEM  There are two key areas where minimum requirements of     the service and functionality ...
Cont’d…..  Get informed for automated job alerts.  Accept and Decline invitations to interviews.  View saved copies of ...
Cont’d…..  Filter, Screen and Score candidates according to application     responses.    Adapt their application proces...
EFFICIENCY OF E-RECRUITMENTSYSTEM Time Efficiency   E-Recruitment System saves lot of time for both  employers and job-se...
E-RECRUITMENT IN INDIA  Job Advertisement are posted regularly on online   communities like Forums, Blogs, and other webs...
SOME STATISTICAL FACTS According to Annual Labour Market Survey report..  76 percent are either increasing or keeping the...
CONCLUSION  In India, E-Recruitment has shown its escalation in   term of commercial values and also in adoption by   rec...
THANK YOU …..Wednesday, January 11, 2012                   12
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E recruitment system in indian organizations and its efficiency

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E recruitment system in indian organizations and its efficiency

  1. 1. BY:-Miss. Jyoti H.TiwariMrs. Snehal S. ShindeMr. N.K.NripFaculty of Management, SGI Kolhapur
  2. 2. INTRODUCTION E-recruitment is an integration and utilization of internet technology to improve efficiency and effectiveness of recruitment process. E-recruitment is an online recruitment where the recruitment is done through electronic resources. It utilizes the web based tools, techniques and technologies. In particular, E-recruitment is the mantra for successful recruitment in this global technology world.Wednesday, January 11, 2012 2
  3. 3. BACKGROUND: E-recruitment originated in the form of independent job sites called bulletin board systems in the 1980s. The United States started the global trend of e-recruitment when Taylor launched Monster.com in 1994 with 20 clients and 200 job openings. Today more than three-fourth of the Fortune 500 companies use online recruiting and approximately about 18 million people are posting their resumes on Internet portals such as Monster.com.Wednesday, January 11, 2012 3
  4. 4. E-RECRUITMENT PROCESS A general E- Recruitment process is as follows:-  Identify current needs of employment in the organisations.  Posting the advertisement of job vacancy on job board (Online).  Managing the response i.e. Applicant database.  Short-listing of Applicant according to job specification.  Arranging and conducting online interviews (By chatting, video conferencing etc) and  Decision making regarding further process.Wednesday, January 11, 2012 4
  5. 5. DESIRE FROM E-RECRUITMENTSYSTEM  There are two key areas where minimum requirements of the service and functionality are essential to the success of the E-recruitment system. Candidate should be able to:  Build and maintain their Profile or CV.  Personalized to their requirements or interests.  Apply for online vacancies or openings.  Attach resumes, cover letters, and academic documentation.Wednesday, January 11, 2012 5
  6. 6. Cont’d…..  Get informed for automated job alerts.  Accept and Decline invitations to interviews.  View saved copies of all correspondence from the prospective employer in a personalized mail section.  Recruiters should be able to:  Handle and manage an online or email based application approval process.  Co-ordinate all advertising and workflow of vacancies. between relevant attraction points – corporate job board, intranet, external job boards and agencies.  Acknowledge at any stage of the recruitment process .Wednesday, January 11, 2012 6
  7. 7. Cont’d…..  Filter, Screen and Score candidates according to application responses.  Adapt their application processes for any type of recruitment – contract, permanent, full or part time, etc.  Handle and manage a ‘real’ talent pool – not just a database full of previous applicants.  Handle and manage all interviews online, with the ability for candidates to self schedule.  Handle and manage all communications e.g. offers of Joining.  Report on all aspects of the recruitment process easily.Wednesday, January 11, 2012 7
  8. 8. EFFICIENCY OF E-RECRUITMENTSYSTEM Time Efficiency E-Recruitment System saves lot of time for both employers and job-seekers. It provides round the clock services. Cost Efficiency There are no middle persons involved. The work cannot be hampered. Quality Efficiency Filters ineligible and unsuitable candidates.Wednesday, January 11, 2012 8
  9. 9. E-RECRUITMENT IN INDIA  Job Advertisement are posted regularly on online communities like Forums, Blogs, and other websites.  Recruiters are aggressively using social networking sites like. Linkedin, Orkut, Facebook, Yahoo-360, Google+ for sourcing qualified candidates.  Interview process Initial discussion- Telephone/mobile. Final discussion- Video Conference.  Online Career events, Virtual job fairs have been adopted by Indian recruiters rapidly.Wednesday, January 11, 2012 9
  10. 10. SOME STATISTICAL FACTS According to Annual Labour Market Survey report..  76 percent are either increasing or keeping the same budgets for 2011 talent acquisition.  81 percent plan to spend the same or more for online postings in 2011.  45 percent report efficiently filtering through resumes is the top recruitment challenge.  62 percent listed stand alone resume search engines or resume search applications integrated into ATS platforms as their top technology used in the hiring process.  2011 marks an 11 percent increase in employers concerned over top employee turnover.  42 percent of companies have or plan to implement employee feedback programs in 2011.Wednesday, January 11, 2012 10
  11. 11. CONCLUSION  In India, E-Recruitment has shown its escalation in term of commercial values and also in adoption by recruitment agencies and jobseekers (applicants).  Most of the Indian companies are also beginning to use their own Web sites as well as some third party vendors (agencies) as part of the solution for recruitment.  Indian recruitment agencies are finding online recruitment as the most efficient and effective approach to finding candidates, and one that is targeted to their needs and cost efficient.Wednesday, January 11, 2012 11
  12. 12. THANK YOU …..Wednesday, January 11, 2012 12

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