E-Recruitment

1. To analyze the reasons why an organization adopts e-recruitment strategy over other modes of recruitment

2. E-Recruitment • Use of technology or the web based tools to assist the recruitment process. • The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. • Companies advertise job vacancies through worldwide web. • Job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

3. Analysis and findings • E-recruitment is experiencing phenomenal growth. Almost 50% of employers now go on-line to fill their vacancies – nearly three times the number who used the internet three years ago. • Newspaper advertisements may have worked to find top talent in the past but Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs. • Gaining occasional candidates for free by ensuring the e-recruitment website is easily found from the front page of the corporate website

4. E-recruitment can produce cashable savings. • Retaining speculative and star candidates for the future, and then contacting them when an appropriate vacancy is advertised effectively generating applicants for free. • Reduced Administration • Allows line managers to view applications online and seamless transfer of candidate information to employee records. • Time becomes an issue and you need to minimize time-to-hire or else face the risk of losing good candidates to competitors. • Meet candidate expectations and be more professional

5. Advantages • Reach a wide pool of applicants • Reach a niche pool of applicants • Make internal vacancies widely known across multiple sites and separate divisions • Provide the image of an up-to-date organization, reinforcing employer branding and giving an indication of organization culture • Offer access to vacancies 24 hours a day, 7 days a week reaching a global audience • Help handle high volume job applications in a consistent way • Provide more tailored information to the post and organization.

6. Future of e- recruitment • Integrate with other recruitment methods so that all recruitment ‘tools’ work in harmony. • Evaluate and monitor use – get feedback from applicants about how they found the process and take appropriate actions. • Keep content fresh – don’t display vacancies out of date vacancies. If you don’t have any, say you don’t have any. • Avoid jargon and ‘company speak’ in advertisements. • Have a policy on how to deal with unsolicited applications. • Provide contact telephone numbers in obvious places for those having technical problems. • Conduct research into the most appropriate job board to host vacancies.