This document discusses e-recruitment and its benefits. E-recruitment originated in the 1980s and grew with sites like Monster.com in the 1990s. It allows hiring to be done online through tools, techniques and technologies. The key benefits are time efficiency as it provides 24/7 services, cost efficiency as there are no middlemen, and quality efficiency as it can filter candidates. The document also outlines the e-recruitment process and desires from an e-recruitment system from both candidate and recruiter perspectives.
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E-Recruitment
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e-recruitment or Online Recruitment PPT 2019Susheel Tiwari
E-Recruitment
E-recruitment, also known as online 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. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
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E-Recruitment: Online Recruitment System (the new trend of Recruitment); Evolution, Process (methods, steps), Advantages/Disadvantages, the current Trends,.....
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
These slides include Meaning, Feature of e-HRM, e-HR Activities, Meaning, e-Recruitment its Benefits & guidelines, e-Selection and its procedure, e-Training and its advantages and disadvantages
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HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENT
DEFINITION
Features Of Performance Management
PERFORMANCE PLANNING
PERFORMANCE APPRAISAL
Objectives Of Performance Appraisal
Process Of Performance Appraisal
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Performance Appraisal Vs. Potential Appraisal
Barriers To Effective Performance Appraisal
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It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
E-Recruitment: Online Recruitment System (the new trend of Recruitment); Evolution, Process (methods, steps), Advantages/Disadvantages, the current Trends,.....
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
These slides include Meaning, Feature of e-HRM, e-HR Activities, Meaning, e-Recruitment its Benefits & guidelines, e-Selection and its procedure, e-Training and its advantages and disadvantages
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
Performance linked compensation - compensation management - Manu Melwin Joymanumelwin
Performance-related pay or pay for performance is a salary paid relating to how well one works. Car salesmen or production line workers, for example, may be paid in this way, or through commission.
HUMAN RESOURCE MANAGEMENT- PERFORMANCE MANAGEMENTTrinity Dwarka
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Features Of Performance Management
PERFORMANCE PLANNING
PERFORMANCE APPRAISAL
Objectives Of Performance Appraisal
Process Of Performance Appraisal
POTENTIAL APPRAISAL
Performance Appraisal Vs. Potential Appraisal
Barriers To Effective Performance Appraisal
Overcoming Barriers
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MBA SEM 3 |HR PAPER 1| MODULE 5 | RECENT TRENDS IN MANPOWER PLANNING|
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E-recruitment is integration and utilization of internet technology to improve efficiency and effectiveness of recruitment process. E-recruitment Provides HR and Recruiters with the toolsTechnology and the capacity to deliver time and costeffective resourcing. E-recruitment can be importanttool in making organizational needs by providinginformation regarding potential hires.This paper deals with the Importance of e-recruitment in terms of cost, time and qualityefficiency in Indian Organizations /in Currentscenario. So this paper concludes with some globalE-Recruitment service providers as well as itemphasizes on the need of adopting such system byIndian Organization
E-Recruitment System is an online recruitment solution. Implemented in some of the most reputed and largest organizations. Fully customized application. Designed to suit the needs of the HR department in fulfilling the online recruitment procedure and to fit the corporate image. “e-Recruitment System” is built on the proven expertise of the company in recruitment business domain and web technology.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
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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. 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. 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. DESIRE FROM E-RECRUITMENT
SYSTEM
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. 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. 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. EFFICIENCY OF E-RECRUITMENT
SYSTEM
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. 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. 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. 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