E recruitment

1,241 views

Published on

E-Recruitment

Published in: Education, Technology, Business
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,241
On SlideShare
0
From Embeds
0
Number of Embeds
5
Actions
Shares
0
Downloads
31
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

E recruitment

  1. 1. ERECRUITMENT BY, S. VENKATA SIVA KUMAR, MBA ASSISTANT PROFESSOR LAQSHYA GROUP OF COLLEGES, KHAMMAM
  2. 2.  E-Recruitment     or eRecruitment is the process of personnel recruitment using electronic resources, in particular the internet. Companies and recruitment agents have moved much of their recruitment process online so as to improve the speed by which candidates can be matched with live vacancies. Using database technologies, and online job advertising boards and search engines, employers can now fill posts in a fraction of the time previously possible. Using an online e-Recruitment system may potentially save the employer time as usually they can rate the e-Candidate and several persons in HR independently review eCandidates. Some recruiting companies have set up their own systems like Taleo, and even Unicef, while also new companies were created to provide these services like Jobtrain, Ivy
  3. 3.  Definition of an Applicant: A job applicant is someone who has indicated an interest in a position at an organization. Generally, a job applicant has expressed his interest by submitting a resume and cover letter and/or filling out an application form (either a hard copy or online).  However, the applicant may also have expressed his interest in a position orally, such as by speaking with the employer directly. While the applicant is a potential candidate for the position, he is not yet hired.  As a result of the onslaught of resumes and applications transmitted electronically, the Equal Employment Opportunity Commission (EEOC) has proposed guidelines to define when a person who applies for a job over the Internet is considered an applicant.  This is important since employers are required to keep records for applicants on the basis of race, gender, or
  4. 4.  Electronic Resumes:  Up until the late 1980s and early 1990s, all resumes were     printed and delivered on paper. Today, many companies report receiving a 50/50 ratio of paper and electronic resumes, while others boast of having a “no paper” policy. Proponents of the electronic format offer the following reasons for discouraging paper resumes: Paper costs considerably more than the average electronic file of six kilo-bytes. Processing paper into an electronic format takes longer than processing an originally electronic file. Mail delivery is slow: the average U.S. based letter takes three days to reach its destination; the average electronic transmission takes three seconds.
  5. 5. Electronic Resumes (CONT....)  Electronic files can be formatted, extracted, and otherwise manipulated countless ways; they can also be incorporated with other data or stored in various applications or systems.  Paper resume supporters argue that electronic resumes are often difficult to read and lack a professional look. In addition, they argue, some applicants express concerns about confidentiality and privacy, as well as fear that their resumes will get lost in a mile-high cyber pile, so they continue to favour a mailed paper resume.
  6. 6. Scannable/Text-Based Resumes: Scannable/text-based resumes are basically devoid of all formatting:  no bold type, italics, underlining, bullets, fancy fonts, tabs, columns, or rule lines.  Scannable resumes, then, are text-focused as opposed to design-focused. Typically, they are created and/or saved in a text (.txt) file format.  The most scannable documents are those that have highquality letter forms, high contrast, and no columnar structure that will turn well-written phrases into gibberish after the document is scanned.
  7. 7. Resume Design Tips: Do not...  Bold, underline, or italicize  Use graphics or shading  Use any font except for Times New Roman (If you must         use a different font, make sure it is Sans Serif) Use bullets except for a dash (-) or an asterisk (*) Insert symbols Tab or indent Center text Use columns Change font size from anything but 12 point Use borders or frames Use parentheses
  8. 8. Resume Design Tips (CONT...)  Do...  Copy/paste resume to your e-mail document  Identify that your resume has been designed specifically for scanning  Use 12 point Times New Roman font  Use dashes (-) as bullets  Align all text to the left  Use spaces to separate and highlight words  Put your name and all headings in UPPER CASE  Test resume before sending it to employers by mailing it to yourself  Mail additional hard copies to your top employers  Include important key words in the body of your resume in
  9. 9. Reformatting Resumes for Copy/Paste: When sending your resume electronically, you have two choices: to copy and paste your resume in an e-mail or to send the resume as an attached file (attached files may not be preferred by employers because you can inadvertently send a virus). We recommend that you copy/paste instead so that the receiver does not have to perform extra steps to save and print the document. Sending resumes electronically has the following advantages and disadvantages that you should evaluate.  Advantages:     Speed and efficiency Convenience for you and the employer No mailing costs No envelopes to stuff  Disadvantages:  Your resume may have a plain appearance  You may need to send a hard copy if you become a top candidate
  10. 10. Electronic Cover Letters:  An electronic resume is a resume that is submitted to a potential employer electronically. The purpose of an electronic resume is to apply for jobs online. There are two methods for applying for positions online: 1) via electronic mail or e-mail; 2) or via the Internet through a web page.  Resume-writing guides recommend including cover letter regardless of the format in which the resume is submitted. Indeed, few employers seriously consider a resume without an accompanying letter that identifies the specific job or type of job sought, as well as highlights of the submitter’s qualifications. Cover letters can grab a recruiter’s attention by suggesting a preliminary job/applicant fit, so wise applicant cants take care to word theirs carefully.
  11. 11. Here are some of the critical components of a cover letter:  Cover letters should be addressed to a specific person  Most cover letters are in response to a specific posting or     ad; accordingly, the job should be identified in the first paragraph The most effective cover letters revel exactly how the sender qualifies for a particular job Effective cover letters restate specific job requirements identified in the ad followed by a brief statement reflecting the applicant’s qualities Cover letters that demonstrate knowledge of the employer are a nice touch, if not overdone Well-written cover letters stress how the applicant’s skills or
  12. 12.  Electronic Cover Letter Tips:  Bold, underline, or italicize  Use graphics or shading  Tab, indent, or center text  Insert symbols or use columns  Use anything other than 12 point font  Use any font except for Times New Roman (if you must use a different font, use Sans Serif)  Include position title in the SUBJECT line of e-mail  Align all text to the left  Use spaces to separate paragraphs  Use 12 point Times New Roman font  Test letter before sending it to employers by mailing it to yourself or to a friend  Mail a copy to your top employers

×