E- Recruitment Practice: Pros vs. Cons
Rosita bt. Mohamed Othman and Nadianatra bt. Musa Faculty of Computer Science and Information Technology Universiti Malaysia Sarawak 94300 Kota Samarahan, Sarawak Malaysia. Email: morosita@fit.unimas.my, nadia@fit.unimas.my Phone No: 082 583668 Fax No. 082 583764
E- RECRU I TMENT PRACTICE: PROS V S . CONS
OCTOBER 2006 - MARCH 2 0 0 7 V O L . 1 N O . 1
ABSTRACT
The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of HR recruitment and the ways organizations think about the recruiting function. In the coming years, digital recruiting and hiring are expected to continue their explosive growth. Presently, e- recruitment has been adopted in many organizations either from large organizations to small size companies, even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations. In this article, there will be an introduction on e-government and e-recruitment and its practice by government agencies in Malaysia. There will also be a discussion on the pros and cons of e-recruitment practice broadly taken from literatures. Keywords: e-recruitment, e-government, recruitment methods
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1. INTRODUCTION
In Malaysia, e-recruitment is one of the electronic services (e-services) applications, which is the fifth pilot project of e-government flagship application. As Malaysia moves towards achieving K-Society by the year 2020, e-recruitment instead is in line with E-World expectation where the primary goal of National IT Agenda (NITA) is to migrate all Malaysians and institutions into the E-World for the new millennium. The five thrust areas of E-World comprise of K-Economy, K-Community, K-Learning, K-Public Ser vices and K-Sovereignty. E-recruitment is part of the e-services applications offered by the government
E- RECRU I TMENT PRACTICE: PROS V S . CONS
OCTOBER 2006 - MARCH 2 0 0 7 V O L . 1 N O . 1
ABSTRACT
The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of HR recruitment and the ways organizations think about the recruiting function. In the coming years, digital recruiting and hiring are expected to continue their explosive growth. Presently, e- recruitment has been adopted in many organizations either from large organizations to small size companies, even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations. In this article, there will be an introduction on e-government and e-recruitment and its practice by government agencies in Malaysia. There will also be a discussion on the pros and cons of e-recruitment practice broadly taken from literatures. Keywords: e-recruitment, e-government, recruitment methods
35
1. INTRODUCTION
In Malaysia, e-recruitment is one of the electronic services (e-services) applications, which is the fifth pilot project of e-government flagship application. As Malaysia moves towards achieving K-Society by the year 2020, e-recruitment instead is in line with E-World expectation where the primary goal of National IT Agenda (NITA) is to migrate all Malaysians and institutions into the E-World for the new millennium. The five thrust areas of E-World comprise of K-Economy, K-Community, K-Learning, K-Public Ser vices and K-Sovereignty. E-recruitment is part of the e-services applications offered by the government
References: 18. Gentner, C. 1984, ‘The computerized job seeker’, Personnel Administrator, vol.29, no.8 19. Greengard, S. 1998, ‘Putting online recruitment to work’, Workforce, vol.77, no.8, pp.73-74.