A Study On Emerging Trends, Methods and Criteria For Effective E Recruitment in The Organisation

International Journal of Trend in Scientific Research and Development (IJTSRD)
Volume 3 Issue 5, August 2019 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470
A Study on Emerging Trends, Methods and Criteria for

Effective E-Recruitment in the Organisation
Prof. Rekha D. M1, Naveena. N2
1Assistant Professor, Department of Commerce, 2Student
1,2SJR College for Women, Bangalore, Karnataka, India
How to cite this paper: Prof. Rekha D. M | ABSTRACT

Naveena. N "A Study on Emerging Trends, In recent days there is a rapid growth in the technology and it is advancing day
Methods and Criteria for Effective E- by day. The purpose of this article is to analyse the framework of E-
Recruitment in the Organisation" Recruitment. It aims at analysing the emerging recent trends in E-Recruitment
Published in and also the methods of electronic recruitment and the required criteria for
International effective recruitment. The major change the world is facing in the recent days
Journal of Trend in is digital transformation hence this paper analyses a conceptual frame work of
Scientific Research E-Recruitment. The organisations in the current days are adapting the
and Development technology to easier their long procedure in recruiting and the results are
(ijtsrd), ISSN: 2456- effective. The technological adaption in the organisation has avoided the
6470, Volume-3 | IJTSRD26606 lengthy process of earlier methods of recruitment. This study also analyses the
Issue-5, August various methods and criterion for effective E-Recruitment strategy.
2019, pp.1190-1191,
https://doi.org/10.31142/ijtsrd26606 KEYWORDS: E-recruitment, Internet, organisation, trends
INTRODUCTION
Copyright © 2019 by author(s) and The world of recruitment is undergoing rapid transformation. Mass adoption of
International Journal of Trend in Scientific new tools and technologies has made the talent acquisition process data rich
Research and Development Journal. This and workflow friendly. We are a part of the millennial generation, who cannot
is an Open Access article distributed imagine life without computers or smart phones. Recruiters understand the
under the terms of need to be millennial friendly as that’s where the raw talent lies. For the same
the Creative reason, more and more organizations are now shifting their recruitment
Commons Attribution strategy to digital domain. E-Recruiting is arguably a competitive strategy that
License (CC BY 4.0) more and more companies will need to adapt in their overall business strategy
(http://creativecommons.org/licenses/by and will be very important in the future.
/4.0)
E-Recruitment has already impacted and changed the nature focused on web-based recruitment at the expense of
of the traditional recruitment process. Availability to a traditional methods. The author also reported that
massive pool of active and passive job seekers, recruiters can online methods proved far more popular, as two-thirds
access and contact potential employees with a simple click of (66 per cent) of the HR professionals surveyed said that
a button. Companies and recruitment agents have moved the jobs section of their own company’s website was
much of their recruitment process online so as to improve used as a recruitment tool for most jobs. Dr. A J du
the speed by which candidates can be matched with live Plessis(2012) This article focuses on the background of
vacancies. Using database technologies, and online job the ‘conventional’ or ‘old’ way of recruiting, it reviews
advertising boards and search engines, employers can now different ‘new’ ways; e-recruiting and its effectiveness;
fill posts in a fraction of the time previously possible. Using advantages such as accessibility and disadvantages such
an online E-Recruitment system may potentially save the as transgression of some legislation in E-Recruiting and
employer time as usually they can rate the E-Candidate and the impact it has on management.
several persons in HR independently review E-Candidates.
 Ms. D Shahila (2013) The study helps to analyse the
Recruitment agencies also use a method of e-Recruitment by
overall trends in E-Recruitment use and practice, e-
using a cloud based SaaS service, there are several online
recruitment methods, E-Recruitment Challenges and
offerings for ready to use recruitment software the internet,
issues of E-Recruitment and its increasing scope in the
which reaches a large number of people and can get
recruitment process of a company. And also discuss the
immediate feedback has become the major source of
main success factors of e-Recruitment are the value-
potential job candidates and well known as online
added services provided by the job sites, cost
recruitment or E-recruitment.
effectiveness, speed, providing customised solutions,
Research Methodology: helping to establish relationships with HR managers and
The information for this study was collected from the facilitate brand building of the companies.
secondary sources. Various articles about E-Recruitment ,  Dr. A J du Plessis(2012) This article focuses on the
journals and internet reference was adapted. background of the ‘conventional’ or ‘old’ way of
Literature Review: recruiting, it reviews different ‘new’ ways; e-recruiting
 A survey conducted by Williams (2009) on E- and its effectiveness; advantages such as accessibility
recruitment showed dwindling recruitment spends and disadvantages such as transgression of some
@ IJTSRD | Unique Paper ID – IJTSRD26606 | Volume – 3 | Issue – 5 | July - August 2019 Page 1190
International Journal of Trend in Scientific Research and Development (IJTSRD) @ www.ijtsrd.com eISSN: 2456-6470
legislation in erecruiting and the impact it has on Criteria for Effective E-Recruitment:
management.  The requirement for it is to benefit the selection
procedure. Thus to make the process effective, the
 Sills, Maureen (2014) The purpose of this study was to
organizations should be concerned about various
explore whether the traditional recruitment process has
factors. Among them most important are- Return on
diminished and what social media has influenced. In this
investment (ROI) should be calculated to compare the
paper, the author felt it appropriate to conduct a
costs and risks. It facilitates to evaluate benefits and to
qualitative analysis along with a quantitative analysis to
calculate the estimated return.
gain an eagle’s eye into the subject. Utilising secondary
 Recruitment policy should be flexible and proactive, to
research to support and argue many points made by the
adapt market changes. The companies will have their
empirical research, the author was able to come to a
own mix and match sources according their objective.
conclusion regarding the hypotheses made during
The guidelines to be provided in the policy.
researching.
 Unemployment rate, labour turnover rate are
 Tong, David Yoon Kin The purpose of this paper is to considered. As the whole process depends on the
examine the employed jobseekers' perceptions and availability of candidates in the market. For every post,
behaviours of third-party e-recruitment technology position it is not viable to spend too much of time. These
adoption in Malaysia. Using the validated modified rates will determine whether to be stringent or lenient.
Technology Acceptance Model (TAM) without the  Impact of supplying compensation details to be
attitude construct as the core research framework and considered. That is the wage, salary, benefits, when
identifying Perceived Privacy Risk (PPR), Performance disclosed on line then it should follow the legal norms.
Expectancy (PE), Application-Specific Self-Efficacy Chance for negotiation will not be there. Compensation
(ASSE), and Perceived Stress (PS) as key external rate of the company not only reaches to the candidates
variables that form the research model for the study of but will be known to all.
e-recruitment technology adoption. The results identify  Precautions to be taken for resume screening. Words
few key determinants to this technology adoption. that discriminates gender, age, religion etc to be avoided
Moreover, the weak evidence of the behavioural and are not preferable.
intention indicates that e-recruitment has not replaced  Review the results periodically and also update
some of the conventional recruitment methods. third regularly to achieve a better result. Otherwise pool of
party e-recruiters' policy makers and human. The paper candidates will remain static and will not serve the
provides an insight for human resources practitioners purpose.
on the effective use of third-party e-recruitment service  Organizations need to selective while choosing the sites.
provider and the strategy to attract employed It refers to whether it is required to be giving to the job
jobseekers for employment. search sites like www.monster.com or in their own site.
When special skill candidates are searched then generic
Objectives: job search sites to be avoided.
1. To list out the methods and trends in E-Recruitment.
2. To outline the criteria for effective E-Recruitment. Conclusion:
Traditional methods should not be replaced by the E-
E-Recruiting Methods: Recruitment, it should supplement each other. One method
 Job boards: These are the places where the employers should not replace the other. When two vacancies are there
post jobs and search for candidates. Candidates become and two candidates are available, the companies do not have
aware of the vacancies. Special skill candidates to be much choice, thus they prefer to widen their search and
searched by certain job boards attracts numerous applications. But when for two vacancies
 Employer web sites: These sites can be of the company a company receive 2000 application, the in depth screening
owned sites, or a site developed by various employers. process is not possible. While other methods like campus
 Professional websites: These are for specific interview, internal search has a personal touch. But receiving
professions, skills and not general in nature. The application in hand, communicating with candidates
professional associations will have their own site or becomes time consuming without internet. No doubt there
society. has been a paradigm shift in the recruitment process by
companies and the credit goes to the value, efficacy and ease
Trends in E-Recruitment: of using today's career sites.
1. AI candidate screening: Automated and machine-
learning algorithms will be used to screen CVs and References
communicate with candidates. [1] E- Recruitment, Avinash S. Kapse Vishal, Patil S, Nikhil
2. Jobseekers enhance their personal brand using Patil V. International Journal of Engineering and
video: Expect jobseekers to embed video content in Advanced Technology. (IJEAT) ISSN: 2249 – 8958,April,
their LinkedIn profiles as part of building an engaging 2012, 1(4).
personal brand. This will offer hiring managers and [2] http://www.businessdictionary.com/definition/recrui
recruiters a deeper insight into their expertise and tme nt.html
potential cultural fit. [3] http://www.chalre.com/hiring_managers/recruiting_q
3. Candidate experience becomes a differentiator: uoteshtm
Recruiting has the bad reputation that its practices are [4] http://en.m.wikipedia.org/wiki/E-recruitment
slow, outdated, and unfriendly to candidates. [5] http://www.onrec.com/news/news-archive/the-
Organizations are starting to pay attention that a great latestonline-recruitment-practices-in-2014
candidate experience is an important differentiator. http://www.123oye.com/job-
articles/businesscorporates/e-recruitment.htm
@ IJTSRD | Unique Paper ID – IJTSRD26606 | Volume – 3 | Issue – 5 | July - August 2019 Page 1191

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International Journal of Trend in Scientific Research and Development (IJTSRD)

A Study on Emerging Trends, Methods and Criteria for

How to cite this paper: Prof. Rekha D. M | ABSTRACT

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