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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.
According to Flippo " Recruitment is the process of searching for prospective employees and stimulate and encourage them to apply for jobs in the organization.
Today's Hr manager thanks to the penetration of the internet has a variety of technology enabled tools at her disposal. Gone are the days when the recruiter relied only on advertisements and referrals for finding the right candidate. Today's cut throat world with demand for highly skilled professional and access to the latest technology has opened a new horizon of opportunities for the HR manager to source his requirements from. Penetration of internet has meant that therecruiter is now experimenting and getting results from the new sources of recruitment like social networking, job portals.E�Recruitment refers to the process of recruiting employees by the employer or recruitment agency using web based tools
Job Portals Company Websites
Using search engines and online job advertising boards one can easily apply for their dream job or in their dream organization. It is advantageous for both the company and the job seeker
Job portals:
In this kind of e-recruitment, companies forward details of the job positions to job portals. These portals post the details in their website for job seekers .In India the first job portal took birth in1997 with creation of naukri.com
Company websites: Companies maintain their own websites, where they post the job openings in the firm. They also have application blanks where prospective employees can fill their details or can upload their resumes. This is particularly successful in case of companies having good brand image.
Social Media
Social media connects large group of people thus making it a powerful tool for job hunting websites like orkut, Facebook, Big adda are becoming increasingly popular with recruiters as they enable the recruiter to have a more rounded picture of the individual. Special professional networks like linked in find high favor with recruiters as they not only give a broader picture of the candidate but also provide information about their previous colleague whom prospective employers can contact to get information about the candidate. These professional networks also enable candidates to register themselves and post comments about the company.
A recent study by a New Jersey based search engine and social media marketing consultancy and services from jump start media has revealed that increasingly, hiring managers are turning and even depending on-social media sites for identifying and researching job candidates for meeting their hiring needs. 1 Social networking site s has many advantages starting from being a source a of passive job seekers, it also is a good source of hard to find skills or experience .The cost aspect of this medium is also low a s compared to other mediums. Blogging is another tool which is slowly but surely gaining acceptance among recruiters. By scanning blogs recruiters are finding the kind of people they are looking for. Blogging can also become an important tool for building company brand and attracting likeminded prospective employees who have an understanding of the business of the companies.
IT companies like Wipro, HCL & TCS are using networking sites for hiring people. HCL Global has a separate team of recruiters who scan blogs websites such a s Linked in and Facebook for hiring. Social media accounts for recruiting more than 100 people a month. Over next two years they expect one third of total recruitment from social media. 2
Advantages of E- Recruitment
1. Shorter recruitment cycle.
2. Faster than traditional mode
3. Lower cost per hire
4. Convenience and easy accessibility (free of time& place constraint) draws even passive job seekers.
5. Clearer job description
6. No middlemen. Selecting an applicant or not completely depends on the HR Manager of the Company.
7. Serves a s a means for advertising and brand building for corporate
Disadvantages of E- Recruitment
1. Due to easy availability and convenience large number of unsuitable candidates may apply hence increasing screening effort.
2. Limited reach of the medium in some parts of the country.
3. In order to make their profile attractive, many applicants give fake referrals with some times fake service certificates which again takes more time for the HR managers to select a genuine candidates.
4. As some job portals are coming out with a standardized format for filling the profile, the applicant cannot highlight his /her skill set.
E- Recruitment in Indian Scenario
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 3
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.
References:
1. Human Capital, May2008, Lipsa Mohanty
2. The Economic Times, Kolkatta, January 30, 2008. |
