E-Recruitment
The Comparison between traditional and 'e' way of
recruiting
In the last few decades, the internet has created an enormous impact on recruitment and selection, facilitating companies and job seekers to be more interactive and connect globally (Holm, 2012). As a result of these new developments in the technology, e-recruitment concept, also defined as online recruitment, has become more prevalent in many industries. E-recruitment refers to web-based technology for the various processes of attracting, assessing, selecting, recruiting, and onboarding job candidates (Krishna Iyer et al., 2013). Video 1.0 explains the reasons companies move on to e-recruitment.
Video 1.0: Reasons companies move on to e-recruitment
(Source: Techno create, 2017)
Figure
01 is based on a study conducted by Sylva and Mol (2009), and it summarizes the
approaches are taken by the companies when implementing e-recruitment and traditional
paper-based processes of recruiting.
Figure 01: The recruitment and Selection Process set out in the traditional and 'e' way of recruiting
Advantages of E-Recruitment
The
e-recruitment process is 70% faster than traditional recruiting methods. The
recruiting cycle consumes less time at every phrase, from analyzing the
position to selecting the right talent (Herrera-Blanca and Vargas, 2016).
Companies
can use this as a good marketing tool to boost their company image and values to
prospective job seekers (Tyagi, 2016).
This
creates a satisfactory situation where both company and the candidates
similarly, can monitor the application's progress at every phase of the
recruitment process from their functional premises. This provides a transparent
user experience for both employer and employee (Rosoiu and Popescu, 2016).
The organization has reasonable control of the recruiting process with online recruitment. Also, the company can contact applicants in real-time without the involvement of a middle party (Ghazzawi and Accoumeh, 2014).
- Wider Reach for Applicants
Traditional methods are usually restricted by geography and industry. However, online recruitment portals have massive talent databases covering all career levels, sectors, and regions. Candidates can also access a broad range of opportunities in different industries and locations (Herrera-Blanca and Vargas, 2016).
E.g., International E-Recruitment Service Providers:
Monster.com, www. taleo.com, peoplefluent.com, TEC expert system, and Recruit Plus Talent Management suite
- A Trustworthy Method
Both
employers and candidates have the option of maintaining their confidentiality
regarding sensitive information. The company has the flexibility to find the
databases without sharing a job if the job opportunity has sensitive
information. Alternatively, the company can share the job opportunity while
keeping the company name confidential. Likewise, applicants can share their CVs
online while keeping their personal information are secured, such as their names
and current workplace name. (Herrera-Blanca and Vargas, 2016)
Disadvantages of E-Recruitment
- Privacy Issues
In
the present, due to high usage of the internet, there will be a higher
possibility of misusing sensitive data. This can lead to data theft and
increases the risk of breaching many data privacy regulations. (Hada and Gairola, 2015).
The
company has to set its objectives in parallel with the market trend. Therefore,
affording the required budget becomes problematic (Ghazzawi and Accoumeh, 2014).
Candidates
may have to face confusing and frustrating situations with website breakdowns
and technical issues when submitting their resumes and other relevant
documents. Further, some websites are not user-friendly and difficult to
navigate to the relevant information (Baykal, 2020).
Companies
use the tracking system to filter CVs based on a particular set of keywords.
Therefore, there is the risk of missing CVs of promising talents as the
relevant keywords are not stated in their CVs (Boscai G. Beniamin, 2015).
Sometimes, the HR department ignores updating/remove previous job advertisements from the website that had been already recruited. This can be due to poor communication between the relevant department and the HR team (Tyagi, 2016).
In conclusion, E-recruitment is providing for enhancement of traditional recruitment with less time and cost. The revolutionizing of conventional methods of recruitment initiated with the internet. E-recruitment is expanding very quickly and will continue to grow more productively in the future. E-recruitment should not replace traditional methods, and it should continue as an auxiliary approach for a good recruitment process. Furthermore, proactive thinking of the IT expertise requires balancing the value of collecting, storing, and processing vast volumes of data against the urgent requirements for privacy, security, and compliance.
References
Baykal, E. (2020). Digital Era and New Methods for Employee Recruitment. In: pp.412–430. [Online]. Available at: doi:10.4018/978-1-7998-1125-1.ch018.
Boscai G. Beniamin.
(2015). A new job - online recruiter based on the evolution of e-recruitment.
[Online]. Available at: doi:10.17626/DBEM.ICOM.P00.2015.P047 [Accessed 3 May
2021].
Ghazzawi, K. and
Accoumeh, A. (2014). Critical Success Factors of the E-Recruitment System. Journal
of Human Resources Management and Labor Studies, 2, p.12.
Hada, D. B. S. and
Gairola, S. (2015). Opportunities & Challenges of E-Recruitment.
(2), p.4.
Herrera-Blanca, C. and
Vargas, J. (2016). IMPACT OF GLOBAL WARMING ON BUSINESS PLANNING IN MEXICO.
Holm, A. B. (2012).
E-recruitment: Towards a Ubiquitous Recruitment Process and Candidate
Relationship Management. German Journal of Human Resource Management:
Zeitschrift für Personalforschung, 26 (3), pp.241–259. [Online].
Available at: doi:10.1177/239700221202600303.
Krishna Iyer, E. et al.
(2013). Analysis of Dissatisfiers That Inhibit Cloud Computing Adoption
Across Multiple Customer Segments. [Online]. Available at:
doi:10.13140/2.1.4924.3843.
Rosoiu, O., and Popescu,
C. (2016). E-recruiting Platforms: Features that Influence the Efficiency of
Online Recruitment Systems. Informatica Economica, 20 (2/2016),
pp.46–55. [Online]. Available at: doi:10.12948/issn14531305/20.2.2016.05.
Sylva, H. and Mol, S.
T. (2009). E-Recruitment: A study into applicant perceptions of an online
application system. International Journal of Selection and Assessment,
17 (3), pp.311–323. [Online]. Available at:
doi:https://doi.org/10.1111/j.1468-2389.2009.00473.x.
Tyagi, D. A. (2016). IMPACT
OF E-RECRUITMENT ON HUMAN RESOURCE. Horizon Books ( A Division of Ignited
Minds Edutech P Ltd).
Agreed with your points. Internet is the biggest platform for recruiting the right candidate. E-recruitment is the process of searching for a suitable candidate for the vacant using electronic devices and other social media companies make use of the internet to reach a large number of job applicants to hire the best person at a lower cost which is compared to the physical recruitment process. This process covers the whole stages of recruitment like screening, sourcing, interviewing and hiring employees with more effectively and efficiently (Akila et al., 2020).
ReplyDeleteThanks for your comment. Furthermore, systems such as applicant management have also been strengthened incomparably and incorporated in the e-recruitment process; therefore, the efficiency of the HRM system has been improved (Parry & Tyson, 2009).
DeleteI agree with you Harsha. E-recruitment is fast, cheap and wide-reaching tool compared to traditional recruitment methods. Besides, with the new technology candidates can be interviewed online via video interviewing software (Parry & Tyson, 2008).
ReplyDeleteyes exactly, the evolution of new technology has allowed employers to implement company websites and other innovative and interactive applications. E-recruitment has become one of these rapidly growing modern recruitment methods (Epstein et al., 2003).
DeleteAgreed with you Harsha, Addition to your view about the perceived advantages via E-Recruitment, The accessibility of the internet for organizations and individuals is one of the primary benefits associated with internet recruitments as this medium can be accessed at any time and can reach people on a local, nation and international scope, with minimal restriction on who can view the information. Another advantage cited relates to the unlimited amount of information that can be provided by this medium with minimal expenditure required. Another key benefit of internet recruitment is the increased capability for organizations to target passive candidates (Fred & Kinange, 2018).
ReplyDeleteAppreciate your time and ideas. Moreover, recognizing and attracting workers through the internet recruitments create a notable advantage that pushes the business foremost (Breaugh & Starke, 2000).
DeleteAgree with you Harsha. E-recruitment made the recruitment process much faster and global. It will set a platform for both the candidates to search jobs as well as corporate to attract potential candidates (Kapse, Patil and Patil, 2012).
ReplyDeleteYes, Chanaka, The enactment of the e-recruitment productively and its conventional implementation is a fundamental requirement of enhancing the richness of the company and fulfillment of employees (You & Ash, 2014).
DeleteI agree with the points you have made Harsha.
ReplyDeleteHarris (2005) asserts that E-recruitment is a two way approach where the recruiters can find candidates through online job boards and websites and on the other hand the employers place online advertisements for applicants to find them and apply.
However, it is vital to maintain a feedback system in the recruitment process to increase transparency (Sultana and Sultana, 2018).
Of course, I agree with you. However, there is an adverse side to e-recruitment, further discussed in another blog post. Adding to your commentary on concerns of e-Recruitment, Sameen & Cornelius (2013) reveal that using some e-recruitment methodologies may lead to biases when the company looks at only the attractive candidates' profiles. The writer also explained the violation of the applicant's privacy.
DeleteYes Harsha More adding to your argument Thus, it appears that companies now have at their disposal a conceptually sound framework (person job-fit) and a cost-effective, speedy, and convenient system (online testing) to meet their personnel selection needs in a highly competitive environment (Langan, 2000).
ReplyDeleteYes, I agree with you. Except for substantial initial expenditure, e-recruitment decreases the total cost of the recruitment process and hurries up the hiring system, robust response, and accessibility at any moment. However, More traditional companies unable to manage e-recruitment due to a deficiency of IT expertise (Pivac, Tadic and Marasovic, 2014).
DeleteThis comment has been removed by the author.
ReplyDeleteA valid point Harsha. Many organizations use e-recruitment to post job vacancies and accept resumes on the internet and correspond with the applicants via e-mail. The e-recruitment process will continue to expand due to emerging trend in technology. Organizations may have to look into enhancing the quality of the staff recruitment functions continuously and keep up to date with current technological trends. This way, many challenges including privacy issues, outdated job postings and web site malfunctions can be mitigated (Okolie and Irabor, 2017).
ReplyDeleteThank you for your commentaries, and I agree with its benefits and problems when it is not administered correctly. In addition, e-recruitment can draw the attention of vast quantities of job applicants. However, finding the suitable mechanism is difficult because of the broad span of possible alternatives (Bartram, 2000).
DeleteAgree with you. The development of the Internet and social networks opens up new opportunities in the implementation of the recruitment and selection activities. The majority of company management finds that the structure of the labor force in the labor market has changed a lot, and traditional recruitment and selection techniques are not sufficient to attract and retain a new generation which has different demands and expectations from work. In order to obtain credible and useful information necessary for deciding on the choice of an adequate candidate, it is necessary to combine traditional and modern techniques, with the increasing use of the internet (Slavic et. al, 2017)
ReplyDeleteI agree with your point. However, The main discrepancy between traditional and online recruitment is that the responsibilities in the formal recruitment process are sequential. At the same time, the technology in e-recruitment offers those similar duties to be managed concurrently Holm (2012). Therefore, e-recruitment is faster, cheaper, and more efficient. However, determining a suitable mechanism is complicated (Bartram, 2000). also, as you mentioned, it is advisable to consolidate traditional and modern techniques to attain better results.
DeleteAgree,E-recriutment can execute for external candidates or internal candidates, one of the most effective ways of ensuring high standard of performance in any organization is through e-recruitment qualified and well motivated candidates(Daniel,2019).
ReplyDeleteYes Indeed! e-recruiting resolves the obstacles of finding a proper applicant by reducing the job hunt and providing infinite candidates globally throughout the selection process (Rana & Singh, 2015). However, the foremost cause for e-recruitment is the Internet and new technology applications like AI, which offers job hunting more comfortable and more affordable. Hence, companies have more bargaining power over the current labor market.
DeleteAgreed with you and adding to you, Armstrong (2009) defines e-recruitment as a process that uses the internet to advertise or post vacancies, provide information about the jobs and the organization and enable e-mail communication to take place between employers and candidates.
ReplyDeleteI agree with you. E-Recruitment is the process of employing innovation and precise web-based applications for finding, selecting, engaging, and negotiating the employees. (Shahila, D, Vijayalakshmi, R. 2013).
DeleteAgree Harsha. The main success factors of e-recruitment are the value-added services provided by the job sites cost effectiveness, speed, providing customised solutions, helping to establish relationship with HR managers and facilitates brand building of the companies. Despite the inherent benefits, certain challenges are also associated with the e-recruitment process (Okolie & Irabor, 2017).
ReplyDeleteOnline Recruitment PlatformNecessary cookies are absolutely essential for the website to function properly. These cookies ensure basic functionalities and security features of the website, anonymously.
ReplyDelete