E-RECRUITMET

By -

Recently there has been significant increase in use of internet to recruit and select people has grown (Hopkins & Markham, 2003). Various research evidences show that online recruitments have become easy way to save cost and valuable time of firms (Hart, Doherty & Ellis Chadwick, 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations (Gopalia, 2011).

Figure 1: Online recruitment system architectural design

                    (Source: Scientific Research, 2021)

Social media has already been used for various business activities and therefore has become an essential part of daily life for many across the world (Qualman, 2012). Ranging from a wide variety of business activities such as procurement, finance, trade and other possible activities social media is also used now for recruitment purposes. Particularly, since the COVID-19 has started, social media has become a widely used recruitment platform all over the world (Ali et al., 2020). Social media platforms such as LinkedIn and Facebook are noticed to be heavily used for job advertisement and initial screening, helping both individuals and organizations effectively and timely connect during the ongoing Pandemic (Mudili & Trivedi, 2020). A recent article has reported LinkedIn to be one of the best social media platforms for job searching and advertisement and has predicted its further growth and launch of more similar platforms in the future if the Pandemic situation continues (Hosain & Liu, 2020). In a nutshell, e-advertisement through social media has become a common practice, and organizations actively reach out to such platforms to attract desired candidates (Shah & Othman, 2021).

Naturally, video interviews reduce travel and recruiting expenses. Job interviewing apps are available through Apple’s App Store. One is from Martin s iPhone Apps. For people seeking technical jobs, this app includes hundreds of potential interview questions, such as Brain Teasers, Algorithms, C/C++, and Personal.  However, it’s often the obvious things people overlook (Dessler, 2013).

  • Make sure you look presentable - You might feel not comfortable sitting at home wearing a suit, but it could make all the difference.
  • Clean up the room - The interviewer does not want to see you sitting in front of a pile of junk.
  • Test first - Check whether your appliances are properly working.
  • Do a dry run - Try recording yourself before the interview to try answering some imaginary questions.
  • Relax - Smile, look confident and enthusiastic, try to make eye contact, and don t shout, but do speak clearly.

Small and medium enterprises are also willing themselves into this practice which is interesting to learn (Nguti & Mose, 2021). Also government units in developing nations have also been attracted to using electronic recruitment systems since the Pandemic has started (Schislyaeva & Plis, 2021), showing substantial improvement, much needed across the public sector institutions in the world. This is important to understand since organizations across the globe are working hard to improve overall business processes to improve organizational efficiency. The transformation of businesses in the shape of digitization is much needed to boost economic functioning (Shah & Othman, 2021). he different types of discussion of facts that have been above do interpret the fact that selection is basically the type of process in which an organization tries to find out the most suitable candidate from the list of a large number of available candidates present for the evaluation (Gamage, 2014). Positive impacts of the online recruitment can be classified as below.

  • Online recruitment saves Time to hire.
  • Saves cost of recruitment and administration recruitment.
  • Provides a competitive edge to the firms.
  • Helps in terms of gaining advantages on the basis of speedy data collection regarding candidates (Gopalia, 2011).

References

  • Abbas, S.I, Shah, M.H & Othman, Y.H (2021) Critical Review of Recruitment and Selection Methods: Understanding the Current Practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3).
  • Ali, S. H., Foreman, J., Capasso, A., Jones, A. M., Tozan, Y., & DiClemente, R. J. (2020) Social media as a recruitment platform for a nationwide online survey of COVID-19 knowledge, beliefs, and practices in the United States: methodology and feasibility analysis. BMC medical research methodology, 20, 1-11.
  • Dessler, G. (2013) Human resource management (13th ed), United States of America, Pearson Education.
  • Gamage, A. S. (2014) Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52
  • Gopalia, A. (2011) Effectiveness of online recruitment and selection process: a case of Tesco. World Applied Sciences Journal, 20(8), 1152-1158.
  • Hart, C., Doherty, N. & Ellis-Chadwick, F. (2000) Retailer adoption of the Internet Implications for retail marketing. European Journal of Marketing, 34(8), 954-974.
  • Hopkins, B. & Markham, J. (2003) E-HR: using intranets to improve the effectiveness of your people. Gower Publishing Ltd.
  • Hosain, S. & Liu, P. (2020) LinkedIn for Searching Better Job Opportunity: Passive Jobseekers' Perceived Experience. The Qualitative Report, 25(10), 3719-3732.
  • Muduli, A. and Trivedi, J.J. (2020) "Social media recruitment: the role of credibility and satisfaction", Evidence-based HRM, 8(2), 237-25.
  • Nguti, V. N., & Mose, T. (2021). The role of E-recruitment and selection functions on the organizational outcomes in HELB, Kenya. International Academic Journal of Human Resource and Business Administration, 3(9), 554-565.
  • Qualman, E. (2012) Socialnomics: How social media transforms the way we live and do business. John Wiley & Sons.
  • Schislyaeva, E. R., & Plis, K. S. (2021). Personnel management innovations in the digital era: Case of Russia in covid-19 pandemic. Academy of Strategic Management Journal, 20, 1-16.

 

 

 


Comments

  1. Shermila W.December 6, 2022 at 11:47 PM

    Hi Kasun, Agreed with your contents , E-Recruitment plays very vital role in the process of recruitment as it provides a suitable number of applicants who fulfilled the criteria set by the companies (Bhupendra & Swati, 2015). Furthermore it allows businesses to make cost
    savings, update job offers and status at any time, to shorten the recruitment cycle time, to identify and select the best knowledge potential out of a wider range of candidates and gives the company an opportunity to improve its image and profile (Anand & Chitra, 2016).

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 10, 2022 at 2:14 AM

      Thanks for the comment Shermila. Addition to that, the process of e-recruitment allows businesses to be cost-effective, update job offers at any given time, shorten the recruitment cycle, and help to identify potential candidates from a wide range of audience (Anad & Chitra, 2016).

      Delete
  2. Ishara De SilvaDecember 7, 2022 at 12:17 PM

    Great approach Miyuru. (Tong & Sivanad, 2015), states that e-recruitment and selection is a means of using IT to perform, speed up and improve the recruitment and selection process.

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 10, 2022 at 2:16 AM

      Thanks for the comment Ishara. Many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).

      Delete
  3. Yohan FernandoDecember 9, 2022 at 2:42 AM

    Hello Kasun, agree with your opinion. E-recruitment plays a very important part in the process of recruitment because it delivers an appropriate number of candidates who match the criteria specified by the firms.  In addition to this, it gives businesses the opportunity to make cost savings, improve their image and profile, update job offers and status at any time, shorten the time it takes to complete the recruitment cycle, identify and select candidates with the best knowledge potential from a wider pool of applicants, and shorten the time it takes to complete the recruitment cycle.

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 10, 2022 at 2:23 AM

      Thanks for the comment Yohan. Addition to that, With a small fee, these platforms let companies advertise and help attract thousands of applicants from all over the world (Abbas et al., 2021). The use of e recruitment has made the staff procedures more effective and timely, leading to improving business and organizational effectiveness (D`Silva ,2020). Generally, this was a common practice for international and multi-national organizations and has become a widely accepted practice for local small and medium enterprises over the recent years (Junejo et al., 2019).

      Delete
  4. Miyuru MadushanDecember 10, 2022 at 2:19 AM

    Thanks for the comment Farook. The COVID-19 Pandemic has also made the electronic interviews a common practice, and companies actively use it to select individuals. With social distancing measures in place, businesses could not invite candidates for face-to-face interviews. The survey report on the remote interviews conducted during the COVID-19 Pandemic crisis highlighted the important use of the process (Temsah et al., 2021).

    ReplyDelete
  5. Anna LeeApril 29, 2025 at 6:42 AM

    his was an excellent read! The information was clear, detailed, and perfectly structured. I truly appreciate the effort and depth you put into explaining the topic. Excited to see more valuable content from you soon
    IT Staff Augmentation company

    ReplyDelete

Post a Comment

Popular posts from this blog

CHALLENGES FOR RECRUITMENT & SELECTION

By -
Image
                               (Source: BetterPlace, 2020) Introduction Selection and recruitment practice is adopted to attract the potential candidates for job opportunities in any company and extract the best among all of them. There are many ways to choose the employee including interviews and tests by computer or written tests that specialize in skills or measuring the intelligence or aspects of the personality of the employee (Banu, 2019). Every experienced HR professional who is responsible for recruitment and selection will occasionally come across a vacancy that is particularly difficult to fi ll. In this situation any compromise that involves appointing someone who does not meet the specification must be avoided (Armstrong, 2009). Recruitment and selection theories primarily focus on the process of variables that are often associated with the psychological or environmental mechan...
Read more

RECRUITMENT PLANNING

By -
Image
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the company. Selection procedure involves a system of functions & devices which match the candidate’s specifications with job specification. (Kusu & Balaji, 2020). Job Description A job description defines what job holders are required to do in terms of activities, duties or tasks (Armstrong, 2004) . They are prescriptive and inflexible, giving people the opportunity to say: ‘It’s not in my job description’, meaning that they only need to do the tasks listed there. They are more concerned with tasks than outcomes and with the duties to be performed rather than the competencies required to perform them (Armstrong, 2004, p.444). Example of Job description (Armstrong, 2004, p.451).   Taking into consideration the conditions necessary in this process and adopting the principle of justice, equality and equal opportunities for all candidates, and that selection be...
Read more

ASSESSMENT CENTRES

By -
Image
Introduction Assessment centers are advanced selection procedure that offers relatively high predictive validity for managerial and supervisory jobs. Assessment centers are intensive selection procedures that may last several days, in which multiple assessors observe the abilities of applicants in a wide range of settings. Assessment centers combine several traditional selection procedures such as interviews and tests with procedures that simulate managerial work in a job setting (Greer, 2013). Figure 1: Assessment Centers                                      (Source: Depositphotos, 2022) Characteristics of Assessement Centers An assessment center uses a set of comprehensive standardized procedure in which multiple assessment techniques such as situational exercises and job simulation (business games, discussions, reports & presentations) are used to evaluate ind...
Read more