Explore the Growth of E-Recruitment as a Tool to Attract and Select Candidates for Jobs and Debate the Arguments for and Against Its Use.

Topics: Recruitment, Employment, Human resource management Pages: 6 (1962 words) Published: June 25, 2013
Introduction
We all are well aware of the common and simple basic needs of a human being. Now, in today’s date if I may ask you to name the simple needs you require to lead your life; what will be the few things which will come to your mind ? The answer to that will so not be the same as to what it would have been a mere decade ago. Food , shelter and clothing ; are these the only things you need today for your day to day life. NO will definitely be the reply.

Today, in the fast pace life that we lead, the internet has evolved to one the basic needs of our lives. The internet is in fact revolutionizing the whole world in multiple aspects in the personal and as well as in the business world. In this essay , the objective is to explore the process, success and failure of the vast increasing e-recruitment method used by the business organizations to hire and attract people. Nowadays, organizations around the world focus on profitability through growth , leverage information for business efficiency and stay geared for continued change. Human resource today plays the act of an core asset in any organization; therefore with such emphasis on human capital, the recruitment of an quality employer at competitive costs is critically important. Thus, the realm of e-recruitment starts. In the business world, the recruitment process has been completely changed and revolutionized by the term “e-recruitment” through the internet. It’s use has by far helped the firms skip the high costs required for giving advertisements on newspapers or magazines and not to mention the lengthy and paper intensive process of recruitment.

What is e-recruitment?

E-Recruitment also known as online recruitment is the use of web based tools or software to assist the staff recruiting process and attracting candidates for jobs, thus literally streamlines the process for recruiters. Organizations can use different approach to implement their use of this tool through job portals posting the position and specification of the jobs and also searching for the suitable resumes posted on the site. Job portals by the job sites provide a major benefit to the employees through resume scanners. It enables the employees to screen and filter the CV’s through pre-defined criteria’s and requirements. Moreover, job sites has 24/7 access to the database of the resumes for the employees allowing them the hire when they need and also posting jobs anytime in no time at all. However, , big companies create a complete online recruitment/application site in the companies own website enabling candidates to submit their resumes into the database of the organizations.

The introduction Of Web.2.0

However, even few years back all this was not possible. In the early years of the 20th century with the use of web1.0; the internet or web communications were only one-way, static and read only. In 2004, the term web2.0 was unveiled to the world which enabled us to deliver advanced features that gave companies the ability to search and interrogate their talent pools to meet their recruitment needs. Employees now could use advanced business intelligence tools to find out the recruitment strategies of the employers. Introduction of the web2.0 meant that the companies became their own recruiting agencies as all they require is just need to include an advertisement in their existing websites and prospectus employees would apply. Blogging & social networking facilities on the websites enable present employees to engage with the potential job-seekers to provide an insight into the culture of an company, even the passive job seekers could leave their resumes on the company’s database for future availability of jobs.

According to the CIPD PODCAST episode-22 on web2.0, when Philippa Lamb asked Julia Porter, T-Mobile’s Senior Recruitment Manager, how web2.0 has helped with their graduate employment; her answer clearly reflected the positive effects of this tool. Her concern after...


References: http://www.cipd.co.uk/podcasts/_articles/facebookyoutubeweb2andHR-episode22.htm?view=transcript
http://www.onrec.com/news/online_job_demand_continues_to_grow_with
http://www.onrec.com/content.asp?url=/category/news/statistics_and_trends&page=2
http://www.onrec.com/news/uk_businesses_could_save_2billion_a_year
E-recruitment: Analysis of Current Trends Based on an Empirical Survey Focussing on Online Career Networks, Markus Pfeffer, May 2008
Social Recruitment Article, Teaching Resources, Managing Human Resources Studynet.
http://www.onrec.com/news/online_recruitment_specialist_recruitmen
http://www.whatjobsite.com/Online%20Recruitment:%20Advantages%20and%20disadvantages.htm
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