The Concept Of E Recruitment

The Concept Of E enlistingE- enlisting Issues and Ch all(prenominal)enges in HRM has become a sound word and is being used in sundry(a) contexts the world over especially in HRM E- put upment has changed the way in which recruitment is conducted. In this cover these changes atomic number 18 analyzed for specific human resource management (HRM) functions stage business analysis and trick design, recruitment and recogniseion. The kind of changes witnessed in India due to globalisation has been dramatic and resulted in proliferation of HRM and services of E-recruitment across the country. Online recruiting is changing the way employers score in mind ab go forth gambleing good employees and the way employees think about their business compositions and their employers. Indeed, the net profit may completely change the way companies manage human resources in all these functions are affected by changes in the Business Environment, Technology, and potential get force of E- commerce. These changes create challenges for Human Resource professionals who moldinessiness recognize the inhering differences between E-recruitment and traditional brick-and-mortar crop. HR professionals must adapt to these changes quickly in order to maximize the mathematical run of employees. This challenges has a direct link to globalisation by virtue of various activities covered in E-recruitment. This paper looks at the impact of issues and challenges in E-recruitment in HRM to expose the effects and develop solutions. The smart set can contact some experts in this case to solve the problems worry Rajesh Siddesh Hiremath experts in erecruitmentKeywords E-recruitment, challenges, techniques, brick-and-mortarOBJECTIVES1. Introduction and to understand the concept of E-recruitmentOnline recruitment uses the power of the earnings to match people to chores. Fundamentally, it is about publicise vacancies on either pipeline sites or incorporated websites. At this very basic level it is particularly strong at getting a high level of response. spot it may generate hundreds more applications than traditional print advertising, simply attracting more candidates is only part of the job. The buzz word and the latest tr suppresss in recruitment is the E-recruitment. Also known as On line -recruitment, it is the use of engine room or the web based s agrees to assist the recruitment process. We are witnessing a change in the nature of jobs. Muscle jobs are disappearing, finger and wiz jobs are growing or, to put it more formally, labor-based industries cast off been displaced by skill-based industries and these in turn pass on have to be replaced by knowledge-based industries. -Charles Handy (1984)The tool can be either a job website bid naukri.com, the organizations corporate web site or its own intranet. M any(prenominal) big and slender organizations are apply profits as a source of recruitment. They circulate job vacancies done worldwi de web. The job seekers send their applications or program vitae (CV) through an e-mail using the cyberspace. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employers depending upon their requirements2. To airfield the kinds of E-recruitment1. Recruitment Sites It is a site that the job websites linked to apply this instant to the company.2. Recruitment Agencies- This is a Agency are need people to demand their vacancies, the candidates can register their CV and get the information about the jobs3. netsites golf links - through the websites links a candidate can bet the jobsa. shop at general recruitment sitesb. find vacation calculate and placementsc. look at sector specific recruitmentd. search the local councils vacanciese. search the alumna schemes and closing dates4. By approaching companies and offering candidates from their own files5. Advertising jobs on behalf of companies and producing a shortlist of candidates for interview6. Job portals i.e. posting the position with the job description and the job specification on the job portal and similarly searching for the suitable resumes affix on the site corresponding to the inception in the organization.7. Resume scanner- Resume scanner is one major(ip) benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre- delineate criterias and requirements (skills, qualifications, follow out, paysheet and so forth) of the job. Creating a complete E-recruitment / Application section in the companies own website. Companies have added an application agreement to its website, where the dormant job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available.slide-4-638.jpgJob sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in- conviction hiring by the organiza tions. Also, the jobs can be posted on the site almost immediately and is in like manner cheaper than advertising in the employment papers. slightlytimes companies can get note valueful references through the passers-by applicants. E-recruitment helps the organizations to alter the recruitment process, save their time and costs on E-recruitments.8. The erecruitment different triple strategies are(a) email recruitment through 2 types 1. emailing lists and 2. email snowballing(b)website recruitment through 2 types 1. notices placed on websites and 2. postings on online forums.(c) Internet advertising through 2 types 1. keyword search and 2. content-related placements.3. To study the need and importance of E-recruitment.The arrest of this research is to examine the impact of the e-recruitment on the quality ofapplicants, cost and time involved in acquiring applications, wider choice of applicantsand employees job search behavior and the development of the resulting conceptualm odel.Lower costs to the organization. Also, posting jobs is cheaper than advertising in the newspapers.No intermediaries.Reduction in the time for recruitment (over 65 pct of the hiring time).Facilitates the recruitment of right type of people with the required skills.Improved efficiency of recruitment process.Gives a 24*7 access to an e-collection of resumes.E-recruitment helps the organizations to weed out the unqualified candidates in an automated way.Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to discern various HR decisions like promotions, salary trends in industry etc.To support the organization such that it is able to get, maintain and improve the shell talent and skills.To be certain about the present and future manpower take of the organization in relation with planning job evaluation activities.To recruit competent employees who can achieve organizational goa ls objectives4. To understand the process techniques of E-recruitmentGiving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.E-recruitment should be incorporated into the overall recruitment strategy of the organization.A easily defined and structured applicant tracking system should be integrated and the system should have a back-end support.Along with the back-office support a comprehensive website to pay back and process job applications (through direct or e-advertising) should be developed.5. To study the Statistics on E-recruitment in HRMStatistics between 2003 and 2005 indicate the progressive adoption of online recruitment.For ease of review, the statistics have been divided into1. International researchBorrell Associates found that online recruitment advertising revenues hit $3.1 billion in 2003 and IDC forecasts that the world market will be worth $13 billion by 200 5. Year on year the value of online recruitment is growing as both job seekers and recruitment agencies placate to adopt this method of recruitment.iLogos Research investigated the Global 500 companies with corporate tissue sites and found that, in 1998, 29% recruited online (with 14% having no Web site) in comparison to 2003 where 94% of the Global 500 recruited online.According to the UK National Online Recruitment Survey (Winter 2004), 45% of job seekers use the Internet as their favored method of looking for a job, 75% have applied for a job online and 59% have obtained an interview as a result. 44% of these have actually obtained a job through the Internet.2. Local purposes.A Local trends from vocation Junction between September 2003 and September 2004, read that over 1,5 million unique (new) career seekers have searched for jobs on Career Junctions web site, with an average of 5,500 new resumes entered each month. There were 160,000 jobs advertised during the similar p eriod, generating over 700,000 online job applications. World Wide research indicated that by the end of 2004, more than a quarter of all Internet users will be seeking jobs online.The Sunday Times Business Times Work In Life Survey of September 2004 reported that 34% of respondents use online job sites to look for jobs, small-arm 46% will go directly to a recruitment agency, 77% look for jobs in newspaper recruitment pages, 36% through trade and other magazines, 57% have found jobs through word of mouth and 33% approach companies directly.Local findings indicate that while job seekers continue to use the Net, but this has not cut into the newspaper employment pages niche. Alliances between sites and newspapers have resulted in extended reach where companies and recruitment agencies still place ads in newspapers but give the Web shell out of a job advert instead than requiring an e-mail or write responseCareer Junction concluded a survey in March 2005, of just over 10% of the re cruitment agents that use their Web site.. Part of the focus was on the relative importance of online recruitment as a medium for advertising job vacancies. The survey was conducted telephonically with a fit mix of small, medium and large agencies.Key findings show that the main reasons for agencies using online recruitment is they view it as the most effectual medium (between 25-30% of respondents). The sulfur highest rating indicated that they saw online recruitment as successful and targeted at their needs (also between 25-30%). The third highest factor was that online recruitment is seen as the most cost-effective medium (between 20-25%).According to the respondents, online recruitment is used by agencies to equally search the resume database (between 40-50%) and place job ads (also between 40-50%)6. To study the Advantages and Disadvantages of the topic1. it will spread to whole Geographical Area2. it will reach large Audience3. it gives Greater chance to find right candida te faster/with greater effectiveness4. it access for 24/7 no hold for issue dates5. it access in Quicker turn-around time/cost sparing6. it Relatively cheap7. it gives taller quality of applicants8. it gives Better match of workers vacancies9. it rouse from manual screening to using HRM expertise10. it gives Positive effect on corporate image/up-to-date image11. it is Efficiency gain work12. it is Cost saving/saving personnel costs13. it Access for passive jobseekers14. it target candidates/ Address niche markets15. it reduce the unqualified candidates16. it gives more opportunities for little companies17. Automating the application process also gives a level playing field to all candidatesDisadvantages of erecruitment1. it needs a higher expectations regarding relocation costs .2. the training fees will effect for small companies3. Name recognition required (buy pennon space etc.)4. it creates outdated rsums5. it crosses discrimination/ retirement factors6. Internet is the first option for applicants7. it gives overwhelming exit of candidates8. it gives huge number of unqualified candidates9. it is a time consuming sifting of application forms10. it gives wretched segmentation of the market11. the transparency of data will damage7. To find the problems in E-recruitment processApart from the various benefits, E-recruitment has its own share of shortcomings and disadvantages. Some of them areScreening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations.There is low Internet penetration and no access and lack of awareness of internet in many locations across India.Organizations cannot be dependant solely and totally on the E- recruitment methods.In India, the employers and the employees still prefer a acquaint-to- face interaction rather than sending e-mailsWith the convergence of greater connectivity, more cost effective software solutions and ever more competitive busines s environments, HR departments face a new challenge.The proliferation of Internet job-hunting resources makes finding, attracting retaining the best people more severe than ever. The operational imperative in leading organizations today is to improve performance and reduce costs whilst staying abreast of worlds best practice.Whether your organization currently takes applications electronically or not, the stream of candidate emails, endless agency prospecting, and the need to stay abreast of competitors make E-recruitment a challenge for every organization.To succeed in this environment, organizations must go beyond brochure ware websites and outdated software. beat out of breed application forms, back office recruitment systems and insightful insurance coverage tools are needed to cope with the volume of electronically submitted job applicationsThe proceeds in the E-recruitment industry has been fuelled with the adoption of technology by prospective employers and Internet penetr ation. Organizations have cut costs by almost 80 percent over traditional recruitment modes by moving over to the E-recruitment process. Dhruvakanth B Shenoy, Vice President-Marketing, Asia, Monster.com, IndiaNow-a-days, people often talk of E-recruitment, e-ticketing, e-voting, e-teaching and so on .8. To nominate the solutions to overcome the problems of E-recruitmentThe cost of software for E-recruitment solutions has to be economicallyThere is a necessity of screening and filtering of the data by different job groups which helps the employees to select easily and economicallyThe employees have to learn the process of Internet and usesThe brochures, invitation and tools of E-recruitment must be advanced and easily understandableThe performance has to improveThe greater connectivity of software are has to developIndividual organizations has to develop the website with different types of job groups for different qualifications, experience etcThe employees has to get the advance d training for thisTo solve the various problems in erecruitment by various specialist in this field likeRajesh Siddesh HiremathRajesh Siddesh Hiremath experience in erecruitment Around 11.5 days of industry experience including 7.5 years in SAP HR. More than 4 years of sound onsite experience at United Kingdom engaged with multiple projects on e-Recruitment and Nakisa subtle understanding of the critical business processes coupled with exceptional functional experience Possess sound analytical and problem solving skills enhanced with excellent communication and presentation techniques Passionate attitude towards work with good social skills Possess exceptional ability to independently conduct business intention workshops, solution demos, review sessions, application testing, acceptance testing, business users training and process management to potential customers Currently employed with Wipro Technologies, Bangalore as a nominate Manager e-Recruiting and Nakisa Positions Held undertaking Manager, Consulting Manager, Senior Architect, consequence Consultant, Project Engineer. Core competency SAP HCM E-Recruiting, giving Management and Succession Planning. Primary focus on e-Recruitment and SAP Talent Visualization on Nakisa, secondary focus on Personal Administration, Organization Management, WebdynPro, ALE and SAP web integration technologies. Other competencies Project Management, Delivery Planning, Business Planning, Application Support Management, Solution Architecture Planning, Solution Delivery and Incident Management. Challenging roles have included firefighting Very High SAP HR Issues, Upgrades, Training, User Acceptance Testing and Handholding during project takeover and maintenance and documenting the best practices. Provided training on SAP HR e-Recruiting and Talent Management and Succession Planning. Ability to clearly articulate suggestions, solutions, ideas, and vision to all levels of customers and internal management.9. ConclusionRe cruiting e-would ideally be more focused, fast paced, effective and give a higher RoI (Return on Investment) Raghuveer Sakuru, Managing Director Kenexa TechnologiesThe objective of any recruitment is to recruit the right candidate for the right slot. The means of recruitment is also equally important. Keeping the current trends in view, emphasizing on E-recruitment is essential and ideal for effective and efficient recruitment.The days of manual recruitment are fading away gradually as organizations are moving to E-recruitment. E-recruitment is here to stay. As change is the only thing constant in this world, there is need to change the strategies in recruitment as hale for maximizing the accuracy of right person for the right slot as it minimizes employee dissatisfaction and attrition. When we look at both problems and prospects, we can comfortably conclude that prospects preponderate problems in E-recruitment. The organizations must emphasize on E-recruitment for hiring better t alent and must reinvent as per the needs in the 21st century.Globally online recruitment has shown consistent growth, in terms of commercial value as well as adoption by job seekers and recruitment agencies. Companies are also beginning to use their Web sites as part of the solution to recruit staff. Local findings show that there has been a consistent and growing print to use online recruitment, one that echoes international trends. However, jobseekers are using all resources, including newspapers, rather than adopting one approach over another. South African recruitment agencies are finding online recruitment as the most effective approach to finding candidates, and one that is targeted to their needs and cost effective.