ONLINE RECRUITMENT
Introduction
Nowadays the internet is the biggest platform for recruitment process. Hence, online recruitment process is the latest trend using by organizations to attract potential candidates. Online recruitment or E- recruitments use for put job advertisements and giving all necessary details about job position by internet and communicate through E-mials (Armstrong, M.(2014). The Internet has revolutionized beyond traditional recruitment methods. Most of large to small size companies use online recruiting. By using E-recruiting HR department can success through in very short time period. Applicants can directly apply for the job position by sending CVs for company websites, commercial job boards and agency sites, social media sites like Linkedin (Armstrong, M. 2014). The process is more efficient and cost-effective (Dr.Sabha, S.2018).
Advantages of Online recruitment. (Akila,B
et.al.(2020)
Ø Highly cost effective:
When compare with other traditional recruitment methods such as News paper advertisements an outsourcing, E- recruitment is cheaper.
Ø Attracting wide rang of applicants:
The organization can attract candidates from any part of the world.
Ø Time is saved:
The organization does not need much time to fill up the candidates. Same like, candidates also can find job positions easily and apply for the jobs.
Ø Easy for recruitment:
Being able to select the most suitable applicants for a suitable job opportunity based on the job profile. As the process more methodical/ systematic, organization can record all the details for referred for later usage.
Disadvantages of online recruitment. (Babatunde, A.2019)
Ø Online Recruitment Attracts dishonest Applicants: Applicants and given information can be fake.
Ø Online Recruitment Attracts dishonest Applicants: Applicants and given information can be fake. Spiteful hackers can use company information. Potentially attract negative applicants.
Ø Too many candidates: Inappropriate and irrelevant candidates may attract.
Ø High competition: When every organizations use online recruitment method, advertisement can quickly become covered under other job offers, then have to pay more for the extra showing.
Most of Embassies also recruit candidates through online recruitment. American Embassy in Sri Lanka recruit candidates through organization’s web site. The web site provides all particulars about the post such as position title, description and closing date for applying. To avoid unnecessary issues, the Embassy does not allow for paper or E- mailed applications and, using new application system, ERA (Electronic Recruitment Application) for filling applications. Also give all the relevant guidelines to fill-up the application.
Figure 1.1 shows a job advertisement which published
on organization web site.
Figure 1.1: A Job
advertisement of American Embassy.
(U.S.Embassy in Sri Lanka , 2020)
References
Armstrong,M.(2014) Handbook of Human Resource
Management Practice. Thirteenth edition. London: Kogan Page Limited, page 229. Available
at: www.koganpage.com
Akila,B and Dr.Vasantha,S
and Dr.Thirumagal,P,G.(2020). EFFECTIVENESS OF E-RECRUITMENT FOR MAN
POWER SELECTION PROCESS [Pdf]: Journal of Critical Reviews: Vol 7, Issue
5, 2020.Availabale at: http://www.jcreview.com/fulltext/197-1586181730.pdf DOI: http://dx.doi.org/10.31838/jcr.07.05.57
[Accessed: 2020 Dec 06].
Babatunde,A.(2019). Advantages & Disadvantages Of
Online Recruitment[Online].Concise. Availabale at: https://www.concise.ng/2019/07/23/advantages-disadvantages-of-online-recruitment/
[Accessed: 2020 Dec 05].
Dr.Sabha,S.(2018). Impact of Online recruitment on
recruitment.[PDF] International Journal of Education and Research. Vol. 6 No.
4. Availabale at: https://www.ijern.com/journal/2018/April-2018/04.pdf
[Accessed: 2020 Dec 06].
Dr.Sayel,(2018). Impact of Online recruitment on
recruitment.[Pdf] International Journal of Education and Research . Vol.
6 No. 4. Availabale at: https://www.ijern.com/journal/2018/April-2018/04.pdf
[Accessed: 2020 Dec 05].
Sultana,N and
Nahida Sultana.(2017).Analyzing the Effectiveness of Online Recruitment:
A Case Study on Recruiters of Bangladesh.[Pdf] Research articale .
Volume 7 Number 2/2017. Availabale at: https://core.ac.uk/download/pdf/185518315.pdf
[Accessed: 2020 Dce 05].
U.S.Embassy in Sri Lanka . (2020). Job Opportunities
at the Embassy.Available at: https://lk.usembassy.gov/embassy/jobs/ [Accessed: 2020 Dec 05]
Online or e-recruitment uses the internet to advertise/post vacancies which provides information about the job opening and the organization and enables e-mail communications to take place between employers and candidates (Armstrong, 2014). According to Armstrong (2014) the advantages of E-recruitment are Cost effective as it's generally free and minimizes labor cost, reaches bigger audience as the user can target a far wider audience without having to pay extra, User friendly, enables dynamic content making users adds more appealing to job seekers, shortens hiring process and immediacy as most posts and replies appear in real time.
ReplyDeleteThank you Thilini for your comment. Online recruitment has revolutionized the recruitment industry that benefits both employer and applicants, and eventually speed up the recruitment process. (Ali,E.2013)
DeleteThis finding is further supported by Hopkins &Markham (2003) study which argues that to speed up the recruitment process, online recruitment is considered as the best practice. Online recruitment is also effective in terms of performing talent management process (Burbach & Royle, 2010).
ReplyDeleteThank you Thusjanthan for comment. Besides, most companies recruit through online job boards and, applicants post their CVs in on-line job board to match their qualification with available post. (Mwasha,N.A.2013)
DeleteFor the recruitment process to be effective, the needs of the organization need to be matched with the needs of the applicant. Similarly, a properly conducted selection process means the right personnel will join an organization’s workforce, helping management in strengthening the team and completing the work successfully. Therefore, understanding the distinction between recruitment and selection is a necessity in any organization’s onboarding process (SrpingHR, 2018)
ReplyDeleteGreat introduction to the topic! According to Ghazzawi and Accoumeh (2014), one of the main areas of concerns with e-recruitment would be privacy. The sensitive personal information can be misused if gone in to the wrong hands, hence online recruitment platforms should take necessary precautionary action to ensure information security & validity of job postings. Another aspect of the same issue is that scammers may use e-recruitment platforms to deceive candidates in to paying them for bogus job openings.
ReplyDeleteThank you Dilini for your comment. It is illegal to misuse the details of successful or unsuccessful candidates under any conditions. A company must protect the personal details of every applicant. How an organization handles the details of all its applicants also reveals a great deal about the professionalism of the company. (Ervin,H.2017)
DeleteAdding more Thilini, the use of e-recruitment methods has advanced so much that in the future, companies will have to have automated resume screening and searching equipment to remain competitive in their respective industries (Du Plessis & Fredrick, H 2012).
ReplyDeleteThank you Kanishka for commenting on my article. The applicants have been capable to interact well on corporate websites, Job boards and through internet by sending their CVs or uploading their profiles so as to fit the qualification needed by organization.(Mwasha,A.N.2013)
DeleteAdding more to the article, Galanaki (2002) had conducted a descriptive study on the decision to recruit online, involving 99 UK IT companies whose shares were traded in London stock exchange. A survey was carried out, in the form of a postal questionnaire, followed by an interview to which 34 companies replied. The author found that internet agencies provide the company with fewer but substantially better applicants than traditional recruitment agencies.
ReplyDeleteTraditional methods of recruitments should not be replaced but supplemented by e-recruiting. There are edges that online recruitment cannot touch but easily covered by traditional techniques ( Sarika, M & Smitha, P 2015).
ReplyDeleteSmith (1999) had worked upon e-recruitment where he
ReplyDeletehad tried to conceptualize that internet helps employer‟s
better target prospective employees. The author mentioned
that the career web, which small companies may consider
expensive, could still be less costly than multiple newspaper
ads
Sołek-Borowska and Wilczewska (2018) discusses in their research article: that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and = possibility to decrease the costs.
ReplyDeleteE-recruitment systems have seen an explosive expansion in the past few years (Quattrone , 2007) allowing HR agencies to target a very wide audience. The price paid is the uncontrolled increase of unqualified applicants (Tzimas , 2011)
ReplyDelete