E-recruitment techniques for the e-generation

Recruitment is the main frame for any organization. It helps in creating the human assets for the organization, as human resource plays a vital role in deciding the future of any organization (Armstrong, Michael, 2006). Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings (Braver, 1998).

Ancient process of recruitment

Earlier recruiters had limited resources in comparison to the modern age recruiters. The main source of recruitment was bulletin board, which formally led to advertisement in newspapers (Kelly,N.d.). Laterally internal references were also highlighted for the purpose of recruitment. Recruitment was extensively based on face to face and on word of mouth applications. Storing of information was also a big challenge back then, as they would have to store files and saves lots of application on paper. It has been very difficult for the recruiters to access and screen applications through it.

Traditional recruiter follows step by step process, which starts with:

1. Identification of the job then preparation of a job description,
2. Database sourcing,
3. Short listing,
4. Interviews,
5. Reference checking,
6. Lastly, after selection has been made according to the requirement (Richardson, 1987).

Impact of the boom of internet in the recruitment process

With the invention of internet technology, application tracking system and candidate database storage made recruiter’s accessibility much easier as compared to the traditional recruitment technique. By the arrival of the internet or web world, recruiters were trained to the use of online database and job advertising (Maureen Sills, 2014). After several years with the growth and improvement of the internet, recruiters has started to use online job-portals as a resource to access candidate’s CVs’. “Naukri” and “Monster” are some of the popular online resources used by Indian recruiters for exposure to thousands of CVs’. The e-recruitment process is very efficient in terms of time as it provides round the clock services, costs are low as no middle person is involved and improved quality as  the online recruitment application filters most of the ineligible and unsuitable candidates automatically. It is better and faster than the traditional method of recruitment (ICBEIA, 2011).

E-recruitment process by Nike

The Nike brand is a very popular in attracting potential talent to the business making. The process of handling application and supporting the recruitment process effectively is critical for them. Nike receives around 800 CVs’ each month. It has an average 100 to 120 opening at one time in Nike’s EMEA Head Quarters (HQ), The Netherlands. It used to create a pressure on recruiters to reduce the lead time and administration cost involved in recruitment process. As the company grew dramatically in size, that was very critical to handle the inflow of applications received. The Nike has a policy that each applicant is a potential employee and customer. They must have to reply appropriately in an individual letter (Rolien Hoogers, EMEA staffing manager at Nike). To solve the hiring problems e-recruitment was identified as the preferred way. Job partners offered them e-recruitment solutions which are designed to help the companies to manage the entire recruitment process more effectively and efficiently and helps maintain a better relationship between the company and its candidates. The Nike has chosen this solution and integrated a program for specific roles for more general speculative job opportunities directly via the Nike website. They have started saving around 54% in recruitment cost since they first introduced in July 2002 and they analyzed the importance of e-recruitment. From June 2003 to May 2004, 556 positions were filled with 235 internal promotions, 144 from online database and 60 through the referrals bonus program and 35 via headhunting. The average time consumed in filling these vacancies has decreased from 62 days to 42 days. The cost per hire has also been reduced. Ultimately Nike believes that active recruiters have also given a return on investment in just six months (HRzone, n.d).

Advantages and disadvantages of e-recruitment process

1. Lower cost to the organization. Posting jobs online is cheaper than advertising in newspapers.
2. No intermediaries.
3. Reduction in the time for recruitment (over 65% of the hiring time).
4. Facilitates the recruitment of right type of people with the required skills.
5. Improved efficiency of recruitment process.
6. It gives a 24/7 access to an online collection of resumes.
7. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way.

Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:

1. Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.
2. There is low Internet penetration and no access and lack of awareness of internet in many locations across the world.
3. Organisations cannot be dependant solely and totally on the online recruitment methods due to lack of connectivity.
4. Still the employers and the employees prefer a face-to-face interaction rather than sending e-mails (Barber, 2006).

E-recruitment is a preferred method in todays generation

E-recruitment has proven its intensification in terms of business and also it is user friendly for the recruiters and job seekers. Through e-recruitment organizations have the opportunity to be more selective and can easily identify the best person for the job (Barber & Carlson, 2002). It also gives the benefit to the organization in terms of cost and time saving. Considering the demand of employment, frequently changing technologies; escalating focus on lowering the overhead cost and response time; it can be expected that this E-Recruitment model is going to gain remarkable place in the near future. This will act as platform for both jobseekers to search a job and corporate sectors to hire appropriate candidate (Kapse, S.Patil & V.Patil, 2012).

References

• Avinash S. Kapse, Vishal S. Patil& Nikhil V. Patil(2012) E- Recruitment International: Journal of Engineering and Advanced Technology (IJEAT), ISSN: 2249 – 8958, Volume-1, Issue-4.p.85.
• Ericca.R.Marr(2007) e-recruitment: The effectiveness of the internet as a recruitment source available at:http://eprints.qut.edu.au/16566/1/Erica_Marr_Thesis.pdf,P.p.58-61.
• Case study of Nike [online] Available at:http://www.hrzone.com/topic/strategies/case-study-e-recruitment-gets-nike-track Last accessed on 28 October 2014.
• Kelly OCG outsourcing consulting group (n.d), Available at: http://www.kellyocg.com/Solutions/Recruitment_Process_Outsourcing/What_is_a_Recruitment_Process/#.VEThLPmUdZ8 last accessed on 28 October 2014.
• Linda Barber (2006) E-Recruitment developments, Institute of employment studies. Available at www.employment-studies.co.uk, last accessed on 27 October 2014.
• Margaret A. Richardson (1987), Recruitment strategies:MANAGING/ EFFECTING THE RECRUITMENT PROCESS., P.p.1-24.
• Michael Armstrong (2006) “ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE”. Available at [Online] https://www.academia.edu/1418840/ARMSTRONG_S_HANDBOOK_O F_HUMAN_RESOURCE_MANAGEMENT_PRACTICE. p.411-439.