A Conceptual Study On E-Recruitment

Vol.04 Issue-6 (June, 2017) ISSN: 2349-705X
International Research Journal of Commerce and Law (Impact Factor- 4.616)
A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal - Included in the International Serial Directories
International Research Journal of Commerce and Law
http://www.ijmr.net.in email id- irjmss@gmail.com Page 45
A Conceptual Study on E- Recruitment
Anjali Jain
Asst. professor, S.A. Jain College,Ambala City
Abstract
We are living in the modern era. Digitalization touches each and every sphere of our lives nowadays.
New technologies have been increasing and making communication easy for everyone. The traditional
methods of recruitment had been revolutionised by the emergence of the Internet. E-recruitment is the
implementation of traditional recruitment process by using web based solutions. Now a day’s employers
and job seekers become more interactive towards the online recruitment. This paper is focusing on the
challenges to E-recruitment.
Keywords
Digitalization, E-recruitment, personnel etc.
Introduction
The E-Recruitment, also called as Online Recruitment, is the process of hiring the potential candidates
for the vacant job positions, using the electronic resources, particularly the internet. Nowadays,
companies make use of the internet to reach a large number of job seekers and hire the best talent for
the company at a less cost, as compared to the physical recruitment process. . It is an essential part of
human resource management as it performs the important function of drawing important resources i.e.
human capital into the organization. E-Recruitment includes the entire process of finding the
prospective candidates, assessing, interviewing and hiring them, as per the job requirement. Through
this, the recruitment is done more effectively and efficiently.
Objectives of the study
 To draw out the advantages and disadvantages of e-recruitment.
 To outline the effectiveness of e-recruitment.
 To find out the challenges of e-recruitment

Methods of E- recruitment
Much of e-recruitment centres around major job sites which categorise open positions by location,
industry and seniority. Businesses, or recruitment companies working on behalf of businesses, advertise
open positions on these sites and provide instructions for applicants to follow. The initial sift of
applications will either be performed by the recruitment firm or the business.
Social media is increasingly being used in e-recruitment as a way to quickly reach out to
potential candidates. The targeted nature of social media makes it useful for headhunting.
Companies may build their e-recruitment platforms in-house, use e-recruitment HR software or
employ recruitment agencies that utilise e-recruitment as part of their package.
Challenges to E-recruitment
E-recruitment is quite successful but it has faced many challenges. Challenges faced by
employers and challenges faced by job seekers are:-
From the employer’s viewpoint:
 The best candidates for a job are likely already employed by your competitors. But identifying
these candidates is a hard problem, convincing them to come and work for you is harder still.
 E-recruitment may not be as suitable for hiring senior positions where the pool of prospective
candidates is much lower.
 The hiring pipeline (screening, interviewing, etc.) is often fairly unreliable at separating the
good candidates from the bad.
 References are almost worthless now.
 Mismatch between hiring schedule of employers and candidates means that often when
good candidates are available, job vacancies aren't.
 Abundance of resources available.
 Fake profiles.
 Access to internet is still not available to each and every person.
 Wide geographical coverage
 Right people for the right job can be easily found through E-Recruitment, by matching the
candidate’s CVs with the job profile.

From the viewpoint of jobseekers:
 Most candidates are weak negotiators. The company likely negotiates salaries on a daily
basis, hence negotiations tend to favour the more experienced employer.
 Finding a company you want to work for is hard.
 Opaqueness of the hiring process is often frustrating (candidates often left "hanging" rather
than rejected outright).
 It's hard to tell what a company's culture is like internally before you work there.
 Salaries are blinded, often companies give no indication of the salary of a role.
 Job boards are often filled with dead/fake/expired jobs.
Advantages of E-recruitment
-reduced time
-reduced cost per candidate in comparison of traditional recruitment
-generates pool of human resources for selection of best calibre
-wider reach for both employers and jobseekers
Disadvantages of E-recruitment
-websites failure
-non serious applicants
-disclosure of information
-not suitable for every kind of hiring
-access to internet is must
-response from unsuitable candidates

Conclusion
E-recruitment is about more than just technology. It is about the recruitment system being able to
attract the right candidate, the selection process being based on sound and credible criteria, and the
tracking process being able to integrate with existing systems. E-recruitment, is the practice of using
technology and in particular Web-based resources for tasks involved with finding, attracting, assessing,
interviewing and hiring new personnel. E-recruitment to deliver, it is about developing the capability of
HR to facilitate the system and to view the staffing process as an end-to-end process.
References
-Shahila.D, Vijayalakshmi.R, E-recruitment challenges, IJSSIR, VOL.2 (5), 2013.
-swagatika nanda, e-recruitment: challenges and effectiveness, ijrcim VOLUME NO. 6 (2016), ISSUE NO.
04 (APRIL)
-https://www.hrzone.com/hr-glossary/what-is-e-recruitment
-http://businessjargons.com/e-recruitment.html

A Conceptual Study On E-Recruitment

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