E-Recruitment

Topics: Recruitment, Employment, Advertising Pages: 11 (3182 words) Published: June 23, 2013
ZENITH
International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

EFFECTIVE TALENT ACQUISITION THROUGH E-RECRUITMENT: A STUDY
AASTHA TYAGI*
*Faculty – HR, Institute of Management and Development, Noida, Uttar Pradesh, India.

ABSTRACT In the rapidly changing global world economy, its important to keep pace with the competition and succeed. Today, one of the most crucial sources of competitive advantage is based on human resource efforts through attracting and retaining talented individuals. The internet has helped in attracting potential candidates to an organization from the recruitment process, which is referred to as E-Recruitment. The practice of issuing a vacant position and applying for a job via a website has increased steadily. The purpose of this paper is to broaden the research on the recruitment practices, with focus on E-Recruitment practices and trends in India, to identify what e-recruitment methods are being used and what benefits are being experienced by organizations using these methods. A number of methods will be used for the study including the interview method, surveys and the secondary data available. KEYWORDS: E-Recruitment, Internet-based Recruitment, Online Recruitment, Trends in Recruitment. ______________________________________________________________________________ INTRODUCTION “The growth in the e-recruitment industry has been fuelled with the adoption of technology by prospective employers and Internet penetration. Organizations have cut costs by almost 80 percent over traditional recruitment modes by moving over to the online recruitment process.” Dhruvakanth B Shenoy, Vice President-Marketing, Asia, Monster.com, India. Talent Acquisition is the process of identifying, attracting, engaging and retaining highly qualified and talented individuals. Acquiring and Retaining the best talent acts as competitive advantage, but it equally important and difficult to find the right person for the right job.The increased competitiveness in the recruitment market has led to organisations spending more time, effort and resources on developing their recruitment strategy. The Evolution of Internet has changed everything. Every day we read about business-tobusiness value networks being reconfigured or further products are becoming available via onwww.zenithresearch.org.in

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

line. According to a survey by “India Online 2011” in June 2011, there are 65 Million Active Internet Users in India as compared to 51 Million last year. TABLE 1: PERCENTAGE CHANGE IN NUMBER OF INTERNET USERS FROM 2010 TO 2011 IN INDIA

*source: India Online 2011 In the Internet Era, the traditional method of recruitment has also been revolutionized. Earlier, the newspaper advertisements were the only formal external way of posting a vacancy and attracting potential employees. The local newspapers were used for hiring the local talent and national newspapers for PAN India. Internet is one of the greatest recruitment resources available to recruiters today for locating qualified job candidates, making newspaper advertising an obsolete recruitment method. E-recruitment has proved to be boon for the job seekers for over the past ten years. The internet is a medium which connects the job seeker and the employer for the recruitment purpose virtually. E-recruitment takes care of the entire recruitment process, from placing the job advertisements to receiving the resumes and selecting the right candidate for the right job, online in a simplified and cost effective manner. E-Recruitment is also referred as Online Recruitment, Internet-based recruitment. There are thousands of resumes available on the job portals of IT professionals. Over 120 million professionals use social network LinkedIn to exchange information, ideas and opportunities. Monster.com has more than 2.5 crore registered...

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8. Lievens, F., Van Dam, K., and Anderson, N (2002)., "Recent trends and challenges in personnel selection," Personnel Review. 9. Lievens, F, Harris.(2002), “Research on Internet recruiting and testing: Current status and future directions.” International review of industrial and organizational psychology. 10. Maarten Veger, JA,(2006) “How does Internet recruitment have effect on recruitment performance?” 4th Twente Student Conference on IT, Enschede, University of Twente. 11. Millman, H. (1998), „Online job sites boom‟, InfoWorld.
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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780
12. Rozelle, A.L. & Landis, R.S. (2002), „An examination of the relationship between use of the Internet as a recruitment source and student attitudes‟, Computer in Human Behavior. 13. Schreyer, R. & McCarter, J.(1998), „Future face of recruiting‟, HR focus. 14. Singh, P. and Finn, D.(2003), "The effects of information technology on recruitment," Journal of Labor Research. 15. Yakubovich, V, Lup, D (2005), “Hiring on the Internet: Do social networks matter?” University of Chicago.
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