E-Recruitment Process Trends India
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The document discusses e-recruitment and its advantages. It begins by defining recruitment and e-recruitment. E-recruitment refers to using online tools like websites to conduct the recruitment process. It then outlines the objectives of studying e-recruitment and discusses the evolution of e-recruitment from newspapers to online jobs boards. The key methods, process, effectiveness, advantages and disadvantages of e-recruitment are also summarized. Current trends in India like the use of mobile apps and social media for recruitment are also highlighted.
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E-Recruitment Process Trends India
- 1. THIERNO YGHOUBA BALDE Roll No: 2018MGB1121 MBA General - Semester II 2018-2020 UBS-GNDU, Amritsar (India)Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 1
- 2. LEARNING OBJECTIVES The objectives of this study are: • To know what is the meaning of Recruitment and E- Recruitment; • To understand the methods and Process of E-Recruitment; • To explain the Effectiveness of E-recruitment and also discuss the advantages and disadvantages of E-Recruitment; • To analyse the recent trends of E-Recruitment and E- Recruitment in Indian Scenario; • Enumerate some examples of Job portals. Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 2
- 3. INTRODUCTION With the penetration of technology (internet), everything is getting automated day to day. Computers are a very crucial part of human life now. The recruitment is one of the most important elements in the Human Resources Department required by the organization which is finding qualified and committed employees. The recruiter is now experimenting and getting results from the new sources of recruitment like corporate’s websites, social networking or job portals. Such recruitment is known as online recruitment (also called Internet recruitment or e-recruitment). Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 3
- 4. DEFINITION Before define E-recruitment, we have to know what is Recruitment because E-Recruitment is one of the Recruitment methods. • According to Edwin B. Flippo "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization“. • E-Recruitment, also called online recruitment or Internet recruitment, refers to the process of recruiting electronically employees by the employer or recruitment agency by using web based tools such as corporate websites or commercial jobs boards . Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 4
- 5. • Before 1980, the most widely used media for recruitment was the newspapers. • In the early 1990s, the World Wide Web was introduced • In 1994, Jeff Taylor launched Monster.com in the United States with 20 clients and 200 job openings. The Recruitment became then e-recruitment. • In 2002, a survey found that 91% of the global 500 companies were using their corporate websites for recruiting. • Today more than 97% of job seekers search their career opportunities over the Internet and the recruiters are also hyper connected. EVOLUTION OF E-RECRUITMENT Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 5
- 6. E-RECRUITMENT A PART OF E-HRM • Recruitment through internet has helped in taking HRM to E- HRM, which is referred to as E-Recruitment. • E-Recruitment falls under Electronic Human Resource Management (E-HRM). E-RECRUITMENT AND HRIS: A LINKAGE: • Human Resource Information System (HRIS) shapes an intersection in between HRM and Information Technology. • HRIS provides essential information on how many people work for (and with) a firm, where they are and what they do. Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 6
- 7. METHODS USED IN THE PROCESS OF E-ECRUITMENT: In the E-Recruitment process, there are broadly two methods of executing E-Recruitment: 1. COMMERCIAL JOB PORTALS The company advertises its vacant positions on other websites specialized in recruitment such as naukri.com, indeed.com, monster.com,… are generally quite inexpensive. 2. CORPORATE WEBSITES: Companies have their own websites for the recruitment without intermediaries. They use their own link for job posting/career options where candidates can log into for current openings. Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 7
- 8. STEPS INVOLVED IN E-RECRUITMENT PROCESS: A general E-Recruitment process is as follows: • STEP 1: Identify the Need for Recruitment in the organisation, • STEP 2: Design an Effective Job Advertisement, • STEP 3: How applicants will apply to the Position • STEP 4: Attract Candidates • STEP 5: Sort the Applications and create a Talent Pool • STEP 6: Contact the Shortlisted applicants • STEP 7: Close the deal Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 8
- 9. STEPS INVOLVED IN E-RECRUITMENT PROCESS: Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 9
- 10. EFFECTIVENESS OF E-RECRUITMENT An Effective and accurate E-recruitment System: • allows the company to reach the higher level of the company’s expectations and outcomes • reduces cost from the Human Resources Department’s budget • eliminates time-consuming into minutes through clicks • develops the talent pool with professional and talented applicants for the HR Department • collects data and provides information about the job vacant and qualifications required in candidates • builds a strong communication system between employers and candidates Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 10
- 11. ADVANTAGES OF E-RECRUTMENT: •Reducing time consuming : (Fast and easy access to information) •Cost Efficiency •Wider reach for employers •Wider pool of applicants •Minimum manual intervention : Reduced Paper Work Administrative •Branding Opportunity for Employers •Sophisticated management tools Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 11
- 12. •Need To Be Computer Savvy •Vast Pool of Applicants •Large Number of Non-Serious Applications. •Loss of Human Touch •Disclosure of Information •Website Malfunctions •No response from the company • People who are from less educated groups or geographically dispersed may not use this medium to see jobs vacant. DISADVANTAGES OF E-RECRUITMENT Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 12
- 13. E-RECRUITMENT IN INDIAN SCENARIO A recent Kelly Services Global Work force Survey has put some interesting findings about online recruitment in India: • 78% of the respondents are satisfied with the results of the E- Recruitment process, • 54% who were satisfied with the traditional channel. • While 40% of those surveyed in India found their most recent job online, • 22% found a job being directly approached by an employer/recruiter • 11% through "word of mouth", • 9% from newspaper advertising, • 8% from directly approaching an employer • 8% through other methods. Job Online 40.00% Approached by an Employer or Recruiter 22.00% Word of mouth 13.00% Newspaper Advertising 9.00% Directly approaching an employer 8.00% Other Methods 8.00% Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 13
- 14. CURRENT TRENDS OF E-RECRUITMENT Latest trends in E-Recruitment is use of Mobile application and social media sites (twitter, Facebook, LinkedIn, Google+,…) for job search. Monster, Naukri are the major job portals in India who have started mobile application for job seekers. It has also been reported that : • over 87% recruiters access LinkedIn to evaluate potential candidates, • about 43% are probably Facebook users • and around 22% opt for going through Twitter. • Company websites and Job portals are also plays a major role in searching a potential candidates. Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 14
- 15. CURRENT TRENDS OF E-RECRUITMENT Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 15
- 16. EXAMPLE OF SOME JOB PORTALS IN INDIA It is estimated that over 80% of job vacancies are filled up through the top job portals in India such as: Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 16
- 17. JOB PORTALS WEBSITES Monster India: www.monsterindia.com Naukri: www.naukri.com LinkedIn: www.linkedin.com Glassdoor: www.glassdoor.co.in Indeed: www.indeed.co.in Shine: www.shine.com Career Builder: www.careerbuilder.co.in Placement India : www.placementindia.com Times Jobs: www.timesjobs.com Career Jet: www.careerjet.co.in Some International Job portals: https://unjobs.org/, https://reliefweb.int/, https://.unv.org/, https://humanitarianweb.org EXAMPLE OF SOME JOB PORTALS Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 17
- 18. CONCLUSION In conclusion, E-Recruitment has become, today's world, an indispensable tool for the HR Manager. Both recruiters as well as job seekers find internet as the most effective sources of recruiting. E-Recruitment is the new and best way for changing the future of the organization and start hiring/selecting professionally. And it is a boon for all organizations especially for HR Manager. Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 18
- 19. THANK YOU Thierno Yaghouba BALDE - 2018MGB1121 - MBA , Semester II 19
Editor's Notes
- The traditional method of recruitment depends on non-technology sources such as, word of mouth, flyers, and advertisement through newspapers, TV, Radio spots, professional magazines for searching and reaching the appropriate candidates. It is complicated and is a very long and exhausting process for Human Resources department and applicants because it includes a huge number of data. It has several gabs and errors which are waste of resources, efforts, and time consuming and is very customized. Flyers: is an advertisement (usually printed on a page or in a leaflet) intended for wide distribution. The Modern Method of Recruitment : The solution for traditional Recruitment problems is to replace the manual recruitment system with an E-Recruitment System. The process of E-Recruitment involves the elimination of ineligible and unsuitable candidates through automation process.
- In the 50’s to the 80’s the most widely used media for recruitment was the newspapers. Indeed, more than 75% of candidates were sourced via newspapers advertisements. In the 1980s, E-recruitment was called bulletin board systems. And only the U.S. universities and military had access to Internet facilities. In the early 1990s, the World Wide Web was introduced and the Recruitment became then e-recruitment and the PC revolution embrace and the world and changed the corporate landscape completely. In 1994 : Jeff Taylor launched Monster.com in the United States with 20 clients and 200 job openings. The Recruitment became then e-recruitment. Monster.com Monster is one of the first and largest job search web sites on the Internet. They use professional social media like LinkedIn and popular social networks such as Twitter or even Facebook to find the best talent. In 2002, an iLogos survey found that 91% of the global 500 companies were using their corporate websites for recruiting as compared to 60% and 29% in 1999 and 1998 respectively. Today more than 97% of job seekers search their career opportunities over the Internet and the recruiters are hyper connected. Recruiters are socially active everywhere and are connected by all possible modes: 24/7.
- Recruitment through internet has helped in taking HRM to E-HRM by attracting potential candidates to an organization from the recruitment process, which is referred to as E-Recruitment. Electronic Human Resource Management (E-HRM) is the dealing out and diffusion of digitalized HR information. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. HRIS help organizations in organizing most of the HR planning functions including recruiting employees in an organization and can enhance the recruitment process of an organization. HRIS has become an important tool as it collects, manages and reports information that helps in making decisions.
- COMMERCIAL JOB PORTALS OR JOB BOARDS: It means that the company advertises its vacant positions on other websites that specialize in recruitment such as naukri.com, indeed.com, monster.com,… Corporate web site for recruitment with a link for job posting/ career options where candidates can log into for current openings.
- STEP 1: Identify the Need for Recruitment in the organisation Based on the Job Description of the vacant position, the job specification of the prospective candidates can be identified. STEP 2: Design an Effective Job Advertisement An effective job advert should clearly specify the Job Title, Company Profile, Job Description, qualification required for the position. STEP 3: How applicants will apply to the Position Consider whether the applicants should directly contact you through an email or a telephonic call or they can also apply online on the company’s website. STEP 4: Attract Candidates Post the job advert and attract potential candidates towards the company. Advertising channels like jobs boards or print media can be used to drive people to the site. STEP 5: Sort the Applications and create a Talent Pool Screen the candidates based on the requirements of the job description of the vacant position. Also, the resumes of all the candidates can be kept as a “talent pool”. Short-listing of Applicant according to job specification. STEP 6: Contact the Shortlisted applicants Contact and call the shortlisted candidates for arranging and conducting online interviews (By chatting, video conferencing etc.) STEP 7: Close the deal Offer the job to the selected candidate. Once he accepts the offer, the deal is said to be closed.
- Reduced time-to-hire : Application status updates can be viewed immediately by logging into job board sites or specific company recruitment portals, CV’s can be emailed and the applicant can be contacted at any time on their mobile phones or via email. Updating your profile or CV is a 5 to 10 minute job. Typically, e-recruitment hiring is on average 70% faster than traditional hiring methods. Cost Efficiency: Job Advertisements posted on internet are cheaper as compared to those on newspaper or magazines. Wider reach for employers : Unlike traditional methods which are usually restricted by career level, geography, industry or other parameters, E-Recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. Wider pool of applicants: Today, the youth is net-savvy and one can log on the internet from anywhere, at any time. Candidates benefit immensely from the wider scope they gain through online job sites. Reduced Paper Work Administrative: work is done electronically. Branding Opportunity for Employers : Employers can use their job ads to project a consistent brand and company image/values to prospective job seekers. Positive effect on corporate image/up-to-date image. Sophisticated management tools : The entire recruitment process is managed from one location which allows the employer to post vacancies, receive CVs, screen, prioritize and contact candidates individually or collectively. Job seekers similarly can track the progress of their application at every stage of the hiring process
- Need To Be Computer Savvy : The process is restricted to computer savvy candidates only. As the search is based on various websites, their screening, keywords application demands for a computer savvy person and company. Legal Consequences : Just like the other sources of recruitment, this source should also be aware of the words used in the advertisements otherwise this may lead to the charge of discrimination. For example, Disney World was sued for screening the resumes preferring the key words used by whites in USA. Vast Pool of Applicants : Thousands of resumes in the huge database cannot be scanned in depth. The resume of the candidates are generally shortlisted based on certain key words. Also, company can miss out on few good candidates. Large Number of Non-Serious Applications : Applicants do not check the job description and job specification before applying to the job. This increases and hinders employer’s work of shortlisting the right candidate for the right position. Loss of Human Touch : With the advancement of technology, it feels we are not dealing with the human being but the machines and the emails. Disclosure of Information : Candidates profile and company details are available to public. Website Malfunctions : Applicants often complain about company websites that breakdown when attempting to submit their documents. No response from the company : Another popular complaint from job applicants is, they don’t get responses from some companies where Another disadvantage of E-Recruitment is: People who are from less educated groups or geographically dispersed may not use this medium to see jobs vacant.