Section 1: Literature Review
In terms of human resource management, the Internet has dramatically changed how recruitment is being treated from both a job seekers and an organisational point of view (Epstein et al., 2003). Nowadays, traditional recruitment procedures are thought to be time-consuming with long hiring cycle times, high costs per process and of course, minimal geographical reach (Lee, 2005). On another hand, the rapid introduction of the internet into human resources recruitment processes can be said to be attributed by the internet’s unrivalled communication capabilities which allow written communications such as e-mails or documents to be sent off in a few second. Organisation’s and individual’s web-pages can be accessed at the click of a mouse. In addition to these, real-time conversations or conferences could even be conducted in an instant at anywhere or anytime (Bingham et al., 2002).
This type of communication is fast, easy and most importantly: cheap. Other than these, it can be done not only locally, but even on an international scale. An in-depth overview of how e-recruitment has grown in business is being explained in the following part.
Overview of E-Recruitment
E-recruitment, which is also known as online recruitment or internet recruiting, refers to the process of advertising job vacancies online and formal sourcing of information about jobs online (Galanaki, 2002). Whist e- recruitment is considered a relatively new concept for many organisations, articles on the topic first started appearing in the mid-1980s (Casper, 1985). However, it wasn’t until almost a decade later in the mid-1990s that more systematic and rigorous literature and research on e-recruitment began to appear in human resource related journals. The rise in the amount of literature on e-recruitment was initially attributed to the sudden increase in the use of online recruitment by IT companies and universities (Galanaki, 2002).
In developed countries, it is found that more than 75% of human resource professionals utilise internet recruitment methods in conjunction with more traditional recruitment methods, such as newspaper advertisements and employee referrals (Anonymous, 2000). Among job seekers, approximately one out of four uses the internet to find job opportunity sources (Smith et al., 2004).
The increasing use of the internet as a recruitment source has occurred due to a number of means (Galanaki, 2002). One of the most common means of recruiting via the internet is the addition of recruitment pages to the organistion’s existing website. As indicated by Lee (2005), this source is becoming increasingly common as a result of the rising costs and inflexibility of using other recruitment means and traditional media. Other than this, the use of media sites which involves placing an advertisement in a more traditional media such as the newspaper or magazines also has its own website and posts the same advertisement at the same time on the website, normally free of charge.
In addition to these, internet recruiting also extends to be a more interactive recruitment tool by creating an avenue to build potentially long-term relationships between job seekers and organisations (Mooney, 2002).
Some of the key features of e-recruitment include the ability for companies and organisations to initiate background checks on potential candidates, undertake interviews, create customised e-mail notifications, provide multiple language support, psychometric or mental tests, interactive application forms and other assessment tools (Bartram, 2000).
Such web-based interactive screening tools is currently only utilised by approximately 30% of organisations (Hausdorf et al., 2004), however sophisticated internet recruitment tools are
gaining popularity with companies in attempt to efficiently reduce the size of applicant pools. The use of pre-screening tools on...
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Baxter, A. 2005. Recruiting a new medium brings net gains all round THE INTERNET: It has taken a while, but the public sector is warming to the web, Financial Times, June 16 ed.: 9. London (UK).
Bingham, B., Ilg, S., & Davidson, N. 2002. Great Candidates Fast: On-line Job Application and Electronic Processing. Public Personnel Management, 31(1):53-64
Carlson, K. D., Connerley, M. L., & Mecham, R. L., III. 2002. Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted. Personnel Psychology, 55(2): 461-490.
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Hausdorf, P. A. & Duncan, D. 2004. Firm Size and Internet Recruiting in Canada: A Preliminary Investigation. Journal of Small Business Management, 42(3): 325-334.
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