Effectiveness of E-recruitment to an organization

 

INTRODUCTION:

    In present fast-paced world internet platform plays a vital role in recruiting the right employees for organizations. Electronic recruitment (e-recruitment) or online recruitment is one such popular method that could be seen frequently used by many organizations. This method assists candidates to apply directly to the company website when there are new job openings. Furthermore, E-recruitment is liked by many as it is time-consuming cost-effective and saves assets. The main objective of E-recruitment is to establish online job portals, that improve applicant quality, make it easier to identify job openings in a certain organization, keep track of job status, and make resource sharing easier.

   

Video source; (HR-ON e-recruitment, 2016)

The Internet did not play a vital role in the process of recruitment in the early days, compared to the present. The e-recruitment provides the employer an opportunity to select his/her candidate from anywhere at any time. This process act as an interface between employer and job seeker.

The basis of E-recruitment is to select candidates through the internet platform. Furthermore, to use this innovative technology to attract candidates and aid the recruitment process.

Advantages of E-Recruitment

1.     Time Consuming.

2.      No intermediaries.

3.      Cost-effective.

4.      Convenient to attract the right skilled employees.

5.      Efficiency level on the recruitment process will improve.

Disadvantages of E-Recruitment

1.      Fraudulent applications.

2.      Applications of unqualified candidates.

3.      Additional work for HR Department.

4.      As certain jobs need a face-to-face interviews, this method could fail.

Recruitment and E-Recruitment Process

A series of procedures and actions take place face to face between an applicant and a recruiter at the process of Recruitment. It's a technique for attracting and securing a job for a candidate. 

 

Following are the steps and phases that are carried out, as shown in the diagram. (Ramchandara & Das, 2017)

 Figure 1: Traditional Recruitment Process (Ramchandara & Das, 2017)

Generally, the organization will publish a job vacancy through different sources enabling the candidates to apply for the said vacancy. Thereafter the recruiter will filter, sort and finalize the list of applicants in order to face the aptitude test and/or interview and/ or group discussion, as provided by the procedures of the organization.

The e-recruitment process consists series of functions added to the traditional recruitment process. If a candidate meets the requirement of the particular vacancy, the organization will choose and decide to hire such a person at the initial stage of the hiring process. The next step thereafter would be to close the deal and have the new employee join and adapt to the existing culture of the organization.

The aforesaid “Hiring Process” could be broken down into the following stages;

Figure 2: E-Recruitment Process (Ramchandara & Das, 2017)

 

 

When candidates are unaware of the job vacancy, to which they apply the recruiter may have to face difficulty as he/she will have to spend extra time and deploy extra man-power to read each and every resume and to filter or sort the same. However with the emergence of innovative technology, the e-recruitment process, it has become faster and cheaper compared to the traditional recruitment process and also provide more opportunities to candidates.

McDonald’s

It has been reported that more than 300 million people around the world use Snapchat every month. Out of this number, 78% are millennials. McDonald's is one of the first companies in Canada to combine Snapchat social media and employee recruiting. Their campaign has been named Snaplications and it allowed people who want to work for McDonald’s to upload a 30-second video resume that can be shared on the company’s hiring portal. (Nicholas, 2019)

Stephanie Hardman, the Chief People Officer at McDonald’s Canada, states:

The above system is a proven method of increasing the workforce. Finding candidates for the fast-food industry is one of the difficulties faced by such industries. Attracting and recruiting qualified people becoming a challenge for most businesses.

What Do you really learn from the McDonald’s Example?

The example defined the lesson of social recruiting. McDonald’s demographic is millennials, which means between the ages of 23-38. They used a platform called Snapchat social media for recruiting employees. The candidates need to upload a short video resume to a shared web portal. This method is only for recruiting the above category and not professional categories.

Conclusion

Electronic Recruitment has made it much easier for both, the company to find the appropriate candidate and the job seeker to find the appropriate company. The credit of this system goes to the Software and IT Professionals, Internet, Computer and many other people who are working at the backend. E-Recruitment is the easiest and convenient way to hire people from any part of the world and this method help promotes opportunities.

References

HR-ON e-recruitment. (2016, September 20). Retrieved from https://www.youtube.com/watch?v=_fIJ_V0bAi0

Nicholas, L. K. (2019, June 07). Fountain. Retrieved from Best Examples of Companies Using Social Media for Recruiting: https://get.fountain.com/posts/5-companies-that-do-social-recruiting-right

Ramchandara, D., & Das, S. S. (2017, January). E-Recruitment Process With Use Of Business Process Modeling. International Research Journal of Engineering and Technology, 04.