This document provides an overview of e-recruitment presented by Susheel Kumar Tiwari. The presentation defines e-recruitment as using technology and web resources to find, attract, assess, interview, and hire new personnel. It discusses how e-recruitment can reach a larger pool of candidates and facilitate more efficient selection processes. Examples of e-recruitment tools include job aggregator sites, applicant tracking systems, testing/assessment software, and video interviewing software. The presentation also covers the benefits of e-recruitment such as lower costs and improved convenience, as well as some potential disadvantages like technical issues and an increased number of irrelevant applications.

1. A Presentation on
E-Recruitment
Presented By:-
Susheel Kumar Tiwari
MBA – 2nd Semester
Batch : 2018-2020
HNB Garhwal University
Presented To:-
Dr. Rahul Bahuguna
Assistant Professor
Dept. of Business Mgmt.
HNB Garhwal University

2. E-Recruitment
“Selecting Candidates through Internet.”
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.
“ “
Main Purpose
The purpose of e-recruitment is to make the processes involved more efficient and effective, as well as less
expensive.

3. Introduction
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.
The motivation behind e-recruitment is to make the procedures
included more productive and powerful, and in addition more affordable.
Online enlistment can achieve a bigger pool of potential representatives
and encourage the determination procedure.

4. Why E-RecruitmentIsTrending?
Access To
WorldWide
Opportunities
Cost &
Time
Effective
Convenient,
A ClickAway
From Job
Industry
Efficient In
Terms Of
Accuracy

5. Online
job portals
E-Recruitment
Channels

6. Recruitment Process
Recruitment Industry
Online RecruitmentTraditional Recruitment
NewsPaperAds Press Media Job Portals Mobile Recruitment
The Future Of RecruitmentOutDated

7. E-Recruitment Tools/ Softwares
1. Job Aggregators
 Indeed Naukri.com CareerBuilder
 Shine.com Monster.com LinkedIn
2. Applicant Tracking Systems
 HRIS – Human Resource Information System
 ICIMS – Internet Collaborative Information Management System

8. E-Recruitment Tools/ Softwares
3. Testing & Assessment
 HackerRank
 Pymetrix
4. Video Interviewing Softwares
 SparkHire
 JazzHR

9. Application Tracking system Process
1. Job Created
2. Published
3. Candidate Applying for job
4. Application Screening
5. Interviews
6. Selection of candidates
7. Requisition.

10. Advantages of e-Recruitment
Usually free to use! Not only is it cost
effective because most platforms allo
w to post job openings for free but it al
so minimizes labor cost.
Cost Effective
Most posts and replies appear in real time.
allows the candidate to access the ad anyti
me and anywhere with internet access.
Immediacy
Online job ads can be quickly shared
on multiple platforms.
More Effective
Internet gives much more flexibility with r
egards to controlling posts and the appli
cations receive. Platform allows to edit,
update & Post removal option.
Flexibility
Newspapers or other forms of printed
media have a very limited lifetime, depe
ndent on their publishing cycle.
Longevity
Using online portals for job posting
we can reach huge and reliable
applicants.
Reach a Bigger Audience
01
02
03
04
05
06
most posts and replies appear in real time.

11. Disadvantages of e-Recruitment
Lack of knowledge about systems and usa
ge of softwares. Lack of confidentiality and
security of information discourages the po
sting of job applications by job seekers.
Technical/Security Issues
Posting online will increase the chan
ces of getting hundreds of job applica
tions, many of which will not be relev
ant.
Large Response Rate
With regards to social media recrui
tment, some companies find that it
gives off the wrong image about th
em as it is an informal recruiting m
ethod
Informal
Some applications might be fake t
o get information about the comp
any or hiring officer.
Fraudulent Applicants
01
02
03
04
most posts and replies appear in real time.

12. Monster employment index 2017-2018
(Chennai Region)
Empoyment
Chart
This table shows the occupation
wise employment data from
monster.com. It shows e-recruitment
trends in Indian market.

13. ConclusionOnline recruitment has been a tool widely used by Human
Resource Managers. This service has been expanding gre
atly helping companies to maintain growth in their curriculu
m databases. We find that this modal of recruitment has it
s good and bad side, both for the candidates and for the
companies.

14. Thank You all..!