Effectiveness of an Online Recruitment and Selection Process

Topics: Human resource management, Recruitment, Case study Pages: 7 (2125 words) Published: April 3, 2013
Effectiveness of Online Recruitment and Selection Process :
A Case of Tesco
Aakash Gopalia
Oxford Brookes University
The purpose of this paper is to give an overall assessment of effectiveness of using internet to recruit and select people with the case reference to Tesco. For this research paper, exploratory, theory building approach is used. Online recruitment is effective in terms of saving cost of recruitment and selection. Case exploration about the effectiveness of online recruitment and selection depicts that it saves time to hire and reduces recruitment cost. Effectiveness of online recruitment and selection process can be used by other firms working in different industries, students working on internship programs on HRM, HR practitioners and researchers to develop further thesis and projects. Introduction

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 & EllisChadwick, 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations. This research article evaluates the effectiveness of internet to recruit and select people with reference to the case of Tesco in terms of recruitment and admin cost, time to hire, market image and to attract right kind of candidates. Research Methodology

Exploratory and Qualitative research approach is selected for this research. In this research, theory building approach is followed. Data Collection Method
This research uses two methods for data collection one is Case study method and another one is literature review (Goddard & Melville, 2004). Building Theory and Online Recruitment &
There are two forms of online recruiters that can be categorized as corporate recruiters and third party recruiters. The difference between these two categories is that in third party recruiting, jobs are not limited like corporate recruiters (Tong & Shivanand,2005). Organizations have adopted several advanced modes to perform their human resource practices like recruitment, selection, training and development, performance appraisal etc. Online recruitment is effective in terms of speedy information collection of applicant, giving detailed and uniform data to the applicant sand time saving (Internet Recruiting: Is It Right for you, July 2001). This 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). These findings are challenged by the report based on the perspective of top executive. It states that top executives usually avoid internet recruiting due to their reluctance towards the use of internet to apply for a job (Top Executives Shun Internet Recruiting, April 2000). According to these executives, internet does not give detailed impression of their experience that is important for showing their knowledge area. It can be argued from this point that still there is a need to improve the perception of top executives to make them realize that online recruitment and selections are effective. It is also identified that Davenport Management Limited, a UK firm has achieved immense benefits after the execution of hiring management system (HMS), an online recruitment and selection in terms of reduced recruitment cost, hiring of quality candidates and quick selection process. At NHS, Erecruitment process follows a systematic way to recruit people in a cost effective way and saves time of candidates (Recruitment Guidelines). It also shows the extent of e-recruitment use in UK firms. Receive an email From NHS Job giving you...

References: Barber, L. (2006). e-Recruitment Developments. Retrieved February 5, 2011, from http:// www.employment-studies.co.uk/pdflibrary/ mp63.pdf
Burbach, R & Royle, T
Candidate Manager. (n.d.). Retrieved February 4, 2011, from http://www.candidatemanager.net/
E-recruitment delivers return on investment for DML
(May/June 2007)
Goddard, W & Melville, S. (2004). Research
Methodology: An Introduction (2nd e.d.)
Gravili, G. (Automan 2003). Electronic Recruiting:
Trends in the Italian Market
Hart, C., Doherty, N & Ellis-Chadwick, F. (2000).
Hopkins, B &Markham, J. (2003). E-HR: using
intranets to improve the effectiveness of your
Internet Recruiting: Is It Right for You? (July 2001).
Contractor 's Business Management Report,
2001(7), 6.
Lyons, B.D. & Marler, J.H. (2011). Got image?
Examining organizational image in web recruitment.
Piotrowski, C & Armstrong, T. (2006). Current
Recruitment and Selection Practices: A National
Proctor, L. (2010). Technology transforms retailer 's
Recruitment Guidelines (n.d). Retrieved February 5,
2011, from http://www.ridgeway.nhs.uk/
Recruitment and selection at Tesco (n.d). Retrieved
February 5, 2011, from http://
Sanayei, A & Mirzaei (July/December 2008).
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Recruitment and selection Essay
  • recruitment and selection process Essay
  • Randstad: Recruitment and the Selection Process Essay
  • Analysis of Recruitment and Selection Process Essay
  • Recruitment and Selection Process Updated Essay
  • Recruitment and Selection Process of Tesco Essay
  • A Study of the Recruitment and Selection Process Essay
  • Recruitment and Selection Process of Insurance Research Paper

Become a StudyMode Member

Sign Up - It's Free