E- Recruiting as a Choice of Recruitment

        Recruitment has become an important process in the highly competitive labor market. The traditional methods of recruitments had revolutionized by the emergence of the internet and professional social Medias. E recruitments is the latest trend that companies use to attract and recruit enough pool of job seekers to the organization.

           Recruitment and selection is the vital role of Human Resource Management (HRM).  Business scholars give different definition for recruitment; according to Edwin B Flippo “recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization”. Traditionally, companies used several mothed to recruit such as newspaper advertising, local employment office and event recruitments etc, each mothed has its own advantage and disadvantage. E- recruitments includes practices carried out by the organization using technology, particularly web base technology for the purpose of identifying and attracting potential employees to the organization (Sayel, 2018). According to research, 79% of job seekers say they are likely to use social media in their job search (Glassdoor, 2013).

              What drives companies and job seekers to use E- recruitments? Cost plays a major role in using technology in recruitment. E- Recruitment became cost effective method, comparing to paper advertisements, research shows up to 90% cost can be saved by using E-recruitment (Sylva, 2009).  In addition to monetary improvements, E- Recruitment is less time consuming than other traditional methods. Organizations and job applicant can easily find each other whenever needed since all data are stored and connected. Organization can implement e recruitment system to assess and reach more staff that are qualified. Corporate image plays a major role on applicant’s decision-making on whether to work in particular company or not. The corporate website and job portals expected to develop a positive employer image. Other than this, Filtering options according to geographical area and employment field support both job seekers and organizations to target specific group or a profession.

            

            The first challenge for organization associated with e- recruiting is the unintentional exclusion of people who are not able to use the internet for their job searching. Organizations might lose best candidate by ignoring traditional methods. Data security is the second most important challenge; applications contain highly sensitive personal data organizations have to ensure date security for all applications received. Comparing to local employment agencies, e- recruitments methods can lead low-qualified applicants because of low human touch on the process.

         With the improvements and changers in technology, companies and job seekers cannot ignore the E-recruitment. When human resource managers make decision to use E- Recruitment method to recruit employees, they should consider not only the benefits but also the challengers.

References

Flippo, E. B., 1976. Principles of Personal Management. 4th ed. s.l.:McGraw-Hill series in management.

Sayel, 2018. Impact of Online recruitment on recruitment. International Journal of Education and Research , 6(2), pp. 47-52.

Sylva, H. & Mol, S. T., 2009. E recruiment:a sudy into applicant perceptions of an online application system. international jurnal fo selection and assessment.