Strategic Employee Resourcing and Talent Management E-RECRUITMENT


Strategic Employee Resourcing and Talent Management

E-RECRUITMENT







Is the process of hiring the potential candidates for the vacant job positions, using the electronic resources, particularly the internet. Also called as Online Recruitment,  Internet recruiting and virtual recruiting,  .

After globalization companies make use of the internet to reach a large number of job seekers and hire the best talent for the company at a less cost, as compared to the physical recruitment process.

E-Recruitment includes the entire process of finding the prospective candidates, assessing, interviewing and hiring them, as per the job requirement. Through this, the recruitment is done more effectively and efficiently.

Generally, the job vacancies are advertised on the world wide web (www), where the applicants attach their CV or resume, to get recognized by the potential recruiters or the employers.

The companies undertake their online promotional activities via their official websites, wherein the complete information about the corporation is enclosed. Through this information, the prospective candidate could decide whether to be a part of a firm or not. Thus, the firm’s official website is considered to be an essential element of E-Recruitment.



Why Companies are Turning to E-Recruiting?


E-recruiting involves the use of electronic resources to assist in the hiring process. By utilizing the Internet to connect to potential applicants around the world, companies have been able to reduce the time and cost associated with recruiting talent. There are many job sites available for posting employment opportunities, which provide organizations with a wide range of possible candidates to fill their needs. Companies can implement e-recruiting in several ways. They can formulate their own e-recruiting platforms in-house to be managed by human resources personnel within the organization; use e-recruitment software that fits their particular needs; or retain a recruiting agency that can help advertise and manage available open positions.



The concept of E-Recruiting encompasses many different recruiting, tools, technologies, and platforms including:


Career Websites. As the number of people searching online for jobs increases, companies are taking advantage of E-Recruiting software to manage the entire recruitment process and reduce recruiting-related costs.

Job Boards. These can be used to source candidates through resume mining or by posting open position on the job board.  The E-Recruiting industry includes both large job boards like Monster and CareerBuilder as well as smaller niche job boards and job board aggregator sites.

Social Media. As the sub-industry of E-Recruiting, social recruiting continues to grow, so does the use of social media to engage candidates and candidate prospects using social media.

Use of Search Engine. E-Recruitment utilizes the power of search engine optimization (SEO) and online resume search technologies to search and source databases including resumes, online communities, and social networks. The use of SEO by recruiters and companies is important just as is the reality that candidates are using online search engines to search for jobs, company information, and insights at an even faster rate.



Advantages of E-Recruitment

Low cost per candidate, as compared to the physical recruitment process.

Wide geographical coverage, i.e. the candidates can be hired from any part of the world.

Beneficial for both the employer and the job seeker, the corporations can find the prospective candidates through their CVs attached to World Wide Web, and similarly, the candidates can search the employer through their job vacancy advertisement posted on the internet.

Less time required in hiring the potential candidate for the firm.

Right people for the right job can be easily found through E-Recruitment, by matching the candidate’s CVs with the job profile.

The recruitment process becomes more efficient and easy to record details of the applicant.

The E-Recruitment software and systems are available, through which the entire recruitment process becomes automated. One of the systems is the Recruitment Management System, which is a portal that involves hiring the candidates online and each step involved in the recruitment process is automatized.



Disadvantages of internal recruitment

Create resentment among employees and managers


Employees who were considered for a role could feel resentful if a colleague or external candidate is eventually hired. Also, managers are often uncomfortable losing good team members and may even go so far as to hinder the transfer or promotion process.

Leave a gap in your existing workforce


When you promote someone to fill an open position, their old position becomes vacant. This means that a series of moves and promotions may ensue that could disrupt your business’ operations. Ultimately you may need to turn to external recruitment in addition to your internal hire.

Limit your pool of applicants


While your company may have a lot of qualified candidates for specific positions, this isn’t necessarily true for every open role. For example, if a role is fairly new to your business, your employees will have other specialties and may not be able to fill this skills gap. Relying solely on internal hiring means you could miss the chance to hire people with new skills and ideas.

Result in inflexible culture


Doing most of your hiring from inside your business may result in a stagnant culture. This is because employees can get too comfortable with the ‘way things are done’ and struggle to spot inefficiencies and experiment with new ways of working. An inflexible culture will be more problematic in leadership positions where employees may need to advocate for change and improvements instead of relying on established, inefficient practices. External hires are essential in shaking up culture and offering a fresh perspective on existing problems.

High Volume of Responses


Because anybody in the world with Internet access could potentially see your job posting, you may be inundated with responses, many of them from unqualified candidates. You'll have to take time that you may not really have to wade through each application. To avoid unwanted applications, you'll need to be careful as to how you word your job posting and be as specific as possible about the job duties and the qualifications you're seeking.

Logistical Problems


What if the best-qualified candidates for your opening live halfway around the world? If that's the case, you'll have to consider conducting screening interviews by telephone or email, which limits the expense of an in-person meeting. If the process moves forward, it poses the dilemma of whether it is really worth bringing the person in for an interview. If it turns out the candidate wasn't serious about relocating, you've wasted valuable time and possibly money.

Technology Issues


If your hiring process involves filling out an application, you may miss out on qualified candidates who would rather send a resume. Some candidates may not want to take the time or may not be confident enough with the security of an online application. There's always the possibility that your application system may operate slowly or lose information during the submission process.

Poor Website


In many cases, candidates who see your job posting will be relying on you website to gain additional information about your company, its mission and method of operation. If your website is poorly designed or out of date, the candidate may not even bother to respond. There's also the possibility that the site won't have relevant information regarding the candidate's area of interest.





References:



3.      https://smallbusiness.chron.com/disadvantages-online-recruitment-748.html





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