The document discusses e-recruitment, which refers to using electronic resources like the internet for personnel recruitment. It provides an overview of the e-recruitment process, trends in e-recruitment like increased speed of communication, advantages like reduced costs and time, and the scope of e-recruitment in allowing organizations to quickly post jobs and screen candidates. E-recruitment allows hiring managers to more efficiently match qualified candidates to roles.

1. E – RECRUITMENT
AN ORGANIZATION ASSET
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2. MODULE - CONTENTS
S.No Contents Page No
1 E – Recruitment 03
2 E-Recruitment Process 07
3 Modern Trends Of E-Recruitment 07
4 Criteria For Effective E-Recruitment 08
5 Online Recruitment Techniques 09
6 Scope Of The E Recruitment 13
7` E-Recruitment Websites 14
1. E – RECRUITMENT
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3. The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organizations. Searching for, and obtaining, potential job
candidates in sufficient numbers and quality, and at the right cost, for the organization to
select the most appropriate people to fill its jobs. Selection is the process of gathering
information for the purposes of evaluating and deciding who should be hired, under legal
guidelines, for the short and long term interests of the individual and the organization.
Recruitment refers to the process of attracting, screening, and selecting qualified people
for a job at an organization or firm.
Recruitment is a process of finding and attracting capable applicants for employment.
The process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are selected.
Recruitment is an important tool in an organization's HR kit to make organization
competitive in today's global market. The right recruitment strategies hold the key for
success for any organization.
The traditional method of recruitment has been revolutionized by the emergence of the
Internet. In the past few years, the Internet has dramatically changed the face of HR
recruitment and the ways organizations think about the recruiting function. In the
coming years, digital recruiting and hiring are expected to continue their explosive
growth. Presently, e- recruitment has been adopted in many organizations either from
large organizations to small size companies. Most organizations are already using e-
recruitment to post jobs and accept resumes on the Internet, and correspond with the
applicants by e-mail. It brings the benefits to the organizations.
E - Recruitment is the process of personnel recruitment using electronic resources, in
particular the internet. E-recruitment is the latest methodology most business
organizations adopt for finding suitable candidates. According to Flippo " Recruitment
is the process of searching for prospective employees and stimulate and encourage
them to apply for jobs in the organization." Companies and recruitment agents have
moved much of their recruitment process online so as to improve the speed by
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4. which job candidates can be matched with live vacancies. Using database technologies,
and online job advertising boards and search engines, employers can now fill posts in a
fraction of the time previously possible.
E - Recruitment is also known as “Online recruitment”, it is the use of technology or the
web based tools to assist the recruitment processes. E-recruiting, embracing the term
web-based recruiting can be described as any recruiting processes that a business
organization conducts via web-based tools, such as a firm’s public Internet site or its
corporate intranet. We use the terms online recruitment, Internet recruitment, and e-
recruitment interchangeably.
We are living in the computer age and organizations are beginning to increasingly
depend on the Internet for all types of business activities including online recruitment of
candidates – more popularly referred to as E-recruitment. The human resources
departments are taking advantage of the advancing technology and deploying web-based
tools for inviting and comparing resumes.
The term e-recruitment means using information technology (IT) to speed up or enhance
parts of the recruitment process. It ranges from the applicant interface for advertising
vacancies and making job applications, to the back office processes, which allow a
liaison between human resources (HR) and line managers to set up a talent pool or
database of potential recruits.
Many big and small organizations are using Internet as a source of recruitment. They
advertise job vacancies through worldwide web. The job seekers send their applications
or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers
place their CV’s in worldwide web, which can be drawn by prospective employees
depending upon their requirements. There is growing evidence that organisations are
using Internet technology and the World Wide Web as a platform for recruiting and
testing candidates. E-recruitment is the latest recruitment trend and is increasingly being
adopted by small and large corporate as well as placement firms.
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5. As recruitment get more and more challenging by the day, most HR managers and
executives are on the lookout for ways shorten recruitment cycles. Most of them have
moved away from manual recruitment processes and adopted e-recruitment that is
backed by the latest technology to streamline and simplify all recruitment related
activities. Adopting e-recruitment is a good way of empowering your recruitment
process and recruiters with the latest and the best in recruitments. It not only helps you
manage recruitment but also improves the efficiency of your system and considerably
reduces the cost involved in the entire recruitment procedure.
There are a number of e-recruitment options available. Recruitment software, candidate
tracking applications, ERP’s, job portals, etc. is the most commonly used e-recruitment
methods. The most preferred of these methods is deploying recruitment software that
takes care of the recruitment cycle right from sourcing candidate profiles till the
candidate finally joins the company.
Using internet prospective applicants could search for positions in which they were
interested. Contact with employers directly is viable. Feasibility of email overruled the
use of telephone, fax or mail and the companies started accepting application through
email. Today Organizations have their own sites or job postings are given in the
placement sites. Again the candidates can visit the sites, post resume, contact the
company directly without any delay. All these are just one ‘click’ away.
E-recruitment is a tool for many employers to search for job candidates and for
applicants to look for job. Recent trend of recruitment is e-recruitment or the internet
recruitment or on-line recruitment, where the process of recruitment is automated. The
automation began in 1980 but was systematized in 1990 with the release of Restrac’s
initial product. E-recruitment simply means the recruitment process through internet.
Many business enterprises are using Internet as a source of recruitment. They advertise
job vacancies through the worldwide web. Quite often, the job seekers also place their
curriculum vitae (CV) on the various job sites where prospective employers may pick
them for a personal interview. It is reliably reported that over 18 million resumes are
currently available online across the world and this figure is steadily increasing.
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6. In today's world e recruitment has become an indispensable tool for the recruiting
manager. To get the best out of this emerging medium it is essential that it is used to
complement the traditional means of recruitment Growth and relevance of this medium
are dependent both on the accessibility of net to people as well as ability of job portals
and other networking sites to differentiate and offer value added services both to the
prospective employer and the candidates.
The terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, imply
the formal sourcing of job information online. The first references to online recruitment
appear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematic
reference to the online recruitment in the human resource journals begins almost a
decade later, in the mid-1990s, when IT companies and universities begin to use the
Internet extensively( Galanaki E, 2002).
When looking for a job, the Internet may be a source of help for some, as websites such
as Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting.
In recent years, job recruitment websites have undergone considerable growth and the
number of job seekers who conduct job searching over the Internet has increased (Tong
2002)
This increase may be due to the added convenience provided by e-recruitment websites.
Job seekers are able to view multiple openings and post their resumes for businesses to
view without leaving the comfort of their homes.
E-recruitment websites are designed as a powerful medium that brings employers and
job seekers together and allows them to interact in a fast, efficient, and effective way.
For job seekers, an e-recruitment website provides a unique opportunity to explore
constantly updated employment opportunities through an extensive database of jobs. Job
seekers can then post their resumes online and announce their availability to potential
employers.
For employers, e-recruitment delivers a convenient, low cost, and efficient solution by
providing direct access to a continuously expanding database of resumes. In general, the
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7. recruitment service provided on these websites is free for the job seekers, who can enjoy
the service once they have become members of that website.
2.E-RECRUITMENT PROCESS
Candidates filling the
form online Scrutinizing the profile
Attending the test Backend work on moving the profile to
and interviews different stages
Receiving/Accepting Batching for joining done
Offer letter
Joining date
conveyed
Candidate joins the
Organization
Fig – E Recruitment Process
3. MODERN TRENDS OF E-RECRUITMENT
● Speedy communication: Company and the prospective employee can communicate
with each other via the blogs. Thus blogs, podcasts are being considered a tool of e-
recruitment. No more the process can be blamed for being one way communication like
mails, faxes only being speedy as done electronically. Podcasts are the services of digital
media files. Vodcasts are the video podcasts.
● Candidate’s preference: History states that employers had the privilege to be
selective in hiring process, especially in screening resumes but were not always fair.
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8. Because of the time constraint it was not possible to go through all the applications.
Today the candidates can choose their employers as not only the financial state is known
to them but also the culture is known.
● Search engine advertisement: Print ad is phasing out due the popularity of search
engine ads. Pay-per-click is not only convenient but also more attractive.
● RSS feed: Job boards are embracing RSS feed. Hot jobs, Google deserves special
mention. Google offers one to upload the jobs on Google Base even when one doesn’t
have their own site. RSS can be read using software “RSS reader”. It is a family of web
feed formats use to publish frequently updated works. Such as blog entries, news
headlines in a standard format.
Fig : The E-Recruitment Landscape
4. CRITERIA FOR EFFECTIVE E-RECRUITMENT
• The requirement for it is to benefit the selection procedure. Thus to make the
process effective, the Organizations should be concerned about various factors.
Among them most important are- Return on investment (ROI) should be
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9. calculated to compare the costs and risks. It facilitates to evaluate benefits and to
calculate the estimated return.
• Recruitment policy should be flexible and proactive, to adapt market changes.
The companies will have their own mix and match sources according their
objective.
• Unemployment rate, labor turnover rate are considered. As the whole process
depends on the availability of candidates in the market. For every post, position it
is not viable to spend too much of time.
• Impact of supplying compensation details to be considered. That is the wage,
salary, benefits, when disclosed on line then it should follow the legal norms.
Chance for negotiation will not be there. Compensation rate of the company not
only reaches to the candidates but will be known to all.
• Precautions to be taken for resume screening. Words that discriminates gender,
age, religion etc to be avoided. For an example, ‘recent’ college graduates only in
an ad are not preferable.
• Review the results periodically and also update regularly to achieve a better
result. Otherwise pool of candidates will remain static and will not serve the
purpose.
• Organizations need to selective while choosing the sites. It refers to whether it is
required to be giving to the job search sites like www.monster.com or in their
own site. When special skill candidates are searched then generic job search sites
to be avoided.
The primary factor determining the level of demand for Internet recruitment will be the
number of educated unemployed population.
5. ONLINE RECRUITMENT TECHNIQUES
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10. • Giving 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 well 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 receive and
process job applications (through direct or online advertising) should be
developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of
recruitment.”
Advantages of E-Recruitment are
• No intermediaries.
• Reduction in the time for recruitment (over 65 percent of the hiring time).
• Facilitates the recruitment of right type of people with the required skills.
• Gives a 24*7 access to an online collection of resumes.
• Cost efficient: Advertisements in internet when compared to newspaper,
magazines, and employment agencies is considerably cheap. As in the other
sources continuously one has to revise the advertisement, for example a company
wanted their ad to appear on every Sunday for a month thus was suppose to pay
for four advertisements. But for internet it is not applicable.
• Time saving device: Time to deliver; to communicate is minimized by this.
Response is direct and immediate without any delay. Beforehand the postal
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11. services, fax was one way communication and was time consuming. Phones
provided two way communications but resume management, communicating
worldwide were not possible.
• Widens the search: In the era of globalization the reach cannot be restricted at
one place. It provides global reach that also within a fraction of second. Truly the
process supports the definition of recruitment by creating a vast pool of potential
candidates.
• Scope for better match: Information in detail is provided with clarity therefore
suitable candidate match is possible. The search is widened link with other
websites are possible, these attracts the candidates and after the job profile
matches, the candidates apply.
• Standardization: The information of the candidates is collected in a standard
format. Besides collecting the data it also consolidates information received from
various sources.
• Reservoir: It acts as the reservoir of information. From the job profile to
candidate profile is available along with past applicant data.
• Lessen paper work: As the data collection, filing, administrative work are done
electronically thus paper work or documentation has been lessened.
• Lower costs to the organization. Also, posting jobs online is cheaper than
advertising in the newspapers.
Disadvantages of E-Recruitment:
Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:
• Screening and checking the skill mapping and authenticity of millions of resumes
is a problem and time consuming exercise for organizations.
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12. • 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 online recruitment
methods.
• In India, the employers and the employees still prefer a face-to-face interaction
rather than sending e-mails.
• Require being computer savvy: The process is restricted within computer savvy
candidates. As the search is based on various websites, their screening, keywords
application demands for a computer savvy person and company.
• Legal consequences: Alike other recruitment sources this source also should be
aware of the words used in the advertisements otherwise it may lead to the
charge of discrimination. For example, Disney World was sued for screening the
resumes preferring the key words used by whites.
• Vast pool of applicants: This benefits the Organizations as well as it is
disadvantage to them also. Because the huge database cannot be scanned in
depth. Either first few candidates are called for interview or the resumes are
screened based on some key words. On the other hand applicants also face global
competition.
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13. Effectiveness
of E-
Recruitment
portal
Enterprise KMS Attributes & Feasibility
effectiveness Appearance
Fig – STRUCTURAL MODEL
6. SCOPE OF THE E RECRUITMENT
In this scientific era, E-Recruitment is preferred than the traditional modes of
recruitment. Organization can post its available job vacancies online in just 20 minutes
and receive resumes within minutes of the job going live. It helps to access an online
pool of resumes on a 24X7 basis. E- Recruitment process allows the managers in the
recruitment department to screen and eliminate candidates who does not match the job
profile in an automated way, which saves over 65 percent of the hiring time. This helps
the organization to reduce the processing time and cost in a considerable quantity. By
implementing E-recruitment process organization can even track the progress of a
candidate in various stages of his or her hiring process.
A study on E-Recruitment portal will help the organization to identify and hire the best
suitable employees matching its job profile.
In the article - The Economic Times, Kolkatta, January 30, 2008. E- Recruitment in
Indian Scenario.
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14. In the Indian context e recruitment is also making its inroads in the armor of
recruitment professionals This is evident in the growth of e-recruitment portals like
Naukri.com, Jobstreet.com, Timesjob.com, Monsterindia.com etc Increasingly job
portals are recognizing the need for offering customized solutions and value added
services
A recent Kelly Services Global Work force Survey 3 has put forth some interesting
findings about online recruitment in India. 78% of the respondents are satisfied with the
results of the E- Recruitment process compared to 54% who were satisfied with the
traditional channel. While 40% of those surveyed in India found their most recent job
online, 22% found a job being directly approached by an employer or recruiter, 13%
through "word of mouth", 9% from newspaper advertising, 8% from directly
approaching an employer and 8% through other methods. This highlights the growing
reach of Internet and importance of E- Recruitment in India.
7. E-RECRUITMENT WEBSITES
The terms online recruitment, e-recruiting, cyber recruiting, or Internet recruiting, imply
the formal sourcing of job information online. The first references to online recruitment
appear in articles of the mid-1980s (Gentner 1984; Casper 1985), while systematic
reference to the online recruitment in the human resource journals begins almost a
decade later, in the mid-1990s, when IT companies and universities begin to use the
Internet extensively (Galanaki E, 2002).
When looking for a job, the Internet may be a source of help for some, as websites such
as Irantalent.com and agahjobs.com in Iran offer free job searches and resume posting.
In recent years, job recruitment websites have undergone considerable growth and the
number of job seekers who conduct job searching over the Internet has increased (Tong
2002). This increase may be due to the added convenience provided by e-recruitment
websites. Job seekers are able to view multiple openings and post their resumes for
businesses to view without leaving the comfort of their homes.
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15. E-recruitment websites are designed as a powerful medium that brings employers and
job seekers together and allows them to interact in a fast, efficient, and effective way.
For job seekers, an e-recruitment website provides a unique opportunity to explore
constantly updated employment opportunities through an extensive database of jobs. Job
seekers can then post their resumes online and announce their availability to potential
employers.
For employers, e-recruitment delivers a convenient, low cost, and efficient solution by
providing direct access to a continuously expanding database of resumes. In general, the
recruitment service provided on these websites is free for the job seekers, who can enjoy
the service once they have become members of that website. In contrast, employers
typically have to pay a subscription fee in order to take advantage of the recruitment
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