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Article 4: E-recruitment in the recruitment process

 

Image courtesy: The Internet

With the constantly evolving technology around us, it is almost impossible not to find new approaches to aid us in some processes. E-recruitment is such an approach.

What is E-recruitment?

According to Khanna (2021) E-recruitment can be described as an Online -Recruitment, method used by HR professionals to assist the recruitment process by using technology or web-based tools. It is an automated process of tracking, attracting, interviewing, and hiring candidates by utilizing online stages and HR software.

E-recruitment can be used to reach a wider pool of candidates, improve the efficiency of the recruitment process, and reduce costs. It can also help to make the recruitment process more transparent and fairer.

Types of E-recruitment methods

Today, increasing numbers of people are utilizing the Internet to search for work and find out more about companies before interviewing. Having a strong online presence and using online recruitment approaches allows organizations to access a wide pool of candidates and smoothly manage their recruitment process.

The most common types of E-Recruiting methods are:
Sourcing potential candidates on professional social media platforms: This can be done by searching for candidates who are active on platforms like LinkedIn, Twitter, and Facebook. You can also use these platforms to post job openings and attract candidates.

Using an applicant tracking system (ATS): An ATS is a software program that can help you to manage the recruitment process. It can be used to screen resumes, schedule interviews, and track the progress of candidates.

Interviewing candidates online via video conferencing software: This is a great way to save time and money. You can interview candidates from anywhere in the world, and you don't have to worry about travel expenses.

Using online testing via surveys and questionnaires: This can help you to assess a candidate's skills and knowledge. You can also use these tests to screen out unqualified candidates.

Creating job boards to advertise job offerings: This is a traditional way to attract candidates. There are many different job boards available, so you can choose one that targets your desired audience.

What are the pros of E-recruitment?

Reach a wider pool of candidates: E-recruitment can be used to reach a wider pool of candidates by posting job openings on online job boards, social media, and other websites.

Improve efficiency: E-recruitment can help to improve the efficiency of the recruitment process by automating tasks such as screening resumes and scheduling interviews.

Reduce costs: E-recruitment can help to reduce costs by eliminating the need for paper-based applications and manual processes.

Make the process more transparent and fair: E-recruitment can help to make the recruitment process more transparent and fair by providing candidates with a clear understanding of the application process and the selection criteria.

Get real-time updates: E-recruitment systems can provide real-time updates on the status of applications, which can help to keep candidates informed and engaged.

Track performance: E-recruitment systems can track the performance of the recruitment process, which can help to identify areas for improvement.

There are plenty of benefits to using e-recruitment, however, there are also a few disadvantages.


 What are the cons of E-recruitment?

Security: E-recruitment systems must be secure to protect the privacy of candidates' personal information. This is a major concern for many candidates, and it is important for businesses to take steps to ensure that their E-recruitment systems are secure.

Bias: E-recruitment systems can be biased if they are not properly designed. For example, a system that uses keywords to screen resumes may discriminate against candidates who do not use the same keywords. This is why it is important to carefully review the criteria used by E-recruitment systems to screen candidates.

Human touch: E-recruitment can sometimes lack the human touch that some candidates prefer. For example, a candidate may want to speak to a recruiter in person to ask questions about the job. This is why it is important to combine E-recruitment with traditional methods of recruitment, such as face-to-face interviews.

Fake profiles: There are many fake profiles on social media and online job boards. This can make it difficult to find legitimate candidates. It is important to be careful when screening candidates and to verify their credentials.

Spam: E-recruitment systems can be used to send spam to candidates. This can be annoying and frustrating for candidates. It is important to have a system in place to prevent spam from being sent to candidates.

Technology issues: E-recruitment systems can be affected by technology issues, such as website outages or power outages. This can disrupt the recruitment process. It is important to have a backup plan in place in case of technology issues.

Rise in Competition: One of the downsides of recruiting online is that there is also a pool of recruiters waiting to hire the perfect candidate for their specified job role. As a result, the job post can quickly become buried under a mountain of other job offers, forcing the HR manager to either pay more for extra exposure or risk not being seen. When it comes to social media, it is also the decision of the platform’s algorithms, to reach the audience the manager wants. 



Conclusion

Kapse, Patil, and Patil (2012) conclude in their article that traditional methods of recruitment should not be replaced by E-recruitment, it should be a supplement. The loopholes of E-recruitment can be covered by the traditional methods and the recruitment process will be faster and global due to E-recruitment. One method should not replace the other.

However, as per Okolie and Irabor (2017) E-Recruitment has created a great leap in the history of recruitment since its existence in the 1980s and its adoption of e- Recruitment is about more than just technology.

Anad and Chitra (2016) also share a similar opinion as Okolie and Irabor. They believe that recruitment is not only about hiring the best, rather it is the question to enroll the right candidate in an organization. A competent staff helps in increasing the organization's productivity. E-Recruitment helps organizations to be equipped with competent staff and thus it is linked with many HR activities of the organization. E-Recruitment has proved to be an important part of the recruitment strategy.

In my opinion, E-recruitment is a process that is here to stay. The rapid advancement of technology and evolving digital tools have made it possible to automate and streamline the recruitment process, making it more efficient, cost-effective, and transparent. As a result, E-recruitment is becoming the preferred method of recruitment for businesses of all sizes.


References:

Anad, J. & Chitra, D.S. (2016) The impact of e- recruitment and challenges faced by HR Professionals. International Journal of Applied Research, 2(3), 410-413.

Fountain.com (2023) What is Online Recruitment and What are Its Advantages? Foutain.com [Online] Available at: https://www.fountain.com/posts/what-is-online-recruitment-and-what-are-its-advantages. Accessed on 18th of August 2023.

Kapse, A.S., Patil, V.S. and Patil, N.V., (2012) E-recruitment. International Journal of Engineering and Advanced Technology, 1(4), pp.82-86.

Khanna, H. (2021) E- Recruitment- Methods, Advantages And Disadvantages. Linkedin.com [Online] Available at: https://www.linkedin.com/pulse/e-recruitment-methods-advantages-disadvantages-hiya-khanna/. Accessed on 18th of August 2023.

Okolie, U.C. and Irabor, I.E., (2017) E-recruitment: practices, opportunities and challenges. European Journal of Business and Management, 9(11), pp.116-122.

Singh. R. (2020) What Is E-Recruitment and Why Is It Important? Appvizer.com [Online] Available at: https://www.appvizer.com/magazine/hr/recruiting/e-recruitment. Accessed on 18th of August 2023.

Thibodeau, P. (2023) E-recruitment (e-recruiting). Techtarget.com [Online] Available at: https://www.techtarget.com/searchhrsoftware/definition/e-recruiting. Accessed on 18th of August 2023.

Comments

  1. This article provides a comprehensive overview of E-recruitment, highlighting its benefits and challenges. It's a valuable resource for HR professionals and organizations looking to leverage technology in their recruitment processes. The inclusion of various types of E-recruitment methods and a balanced discussion of its pros and cons make this article an excellent guide for understanding this evolving approach to recruitment. A great source of information!

    ReplyDelete
    Replies
    1. Thank you Bhuvana. I'm glad you found the article helpful. I agree that it is a comprehensive and balanced overview of e-recruitment. It covers the basics of e-recruitment, such as its definition, benefits, and challenges. It also discusses the different types of e-recruitment methods, such as job boards, applicant tracking systems (ATS), and social media recruiting.

      Delete
  2. Your explanation of e-recruitment is highly informative and well-structured. You've succinctly covered its definition, benefits, drawbacks, and the different methods employed in e-recruitment. Your conclusion effectively sums up the debate around e-recruitment's role in modern recruitment strategies.

    Your incorporation of scholarly references adds credibility to your points and reinforces the insights you've shared. The diversity of perspectives you've included, from Kapse, Patil, and Patil (2012) to Anad and Chitra (2016), showcases a well-rounded understanding of the topic

    ReplyDelete
    Replies
    1. Thanks a lot for your kind words Dilanka! I'm pleased that you found my explanation about e-recruitment informative and well-organised.
      Including academic sources is a significant element of conducting research. I want to ensure the info I share is correct and current. Citing my sources shows my readers I've done my homework.
      My aim is to include different points of view in my writing, to consider all sides of an issue, and to give my readers the opportunity to make up their own minds.
      I'm constantly learning and grateful to share my knowledge. Thanks for your feedback!

      Delete
  3. Hi Niro

    I agree with the you that e-recruitment is a valuable tool that can be used to improve the efficiency and effectiveness of the recruitment process. It can help to reach a wider pool of candidates, reduce costs, and make the process more transparent and fair, and I agree with you that traditional methods of recruitment should not be replaced by e-recruitment, but should be used in conjunction with it. This is because e-recruitment can sometimes lack the human touch that some candidates prefer, and it is important to be able to build relationships with candidates. I have a question for you that How can organizations ensure that their e-recruitment process is fair and unbiased?

    ReplyDelete
    Replies
    1. Hi Janagan,

      Thank you for your question. There are a few methods to ensure a fair and unbiased e-recuitment porcess.
      However, I strongely think that the following three methods will pay a key role in a fair and unbiased e-recruitment process.
      1. Use blind hiring practices. Blind hiring is a process where candidates' names and other identifying information are hidden from the hiring committee. This can help to reduce bias based on race, gender, or ethnicity.
      2. Have a diverse hiring team. A diverse hiring team is more likely to be aware of and mitigate unconscious bias.
      3. Train hiring managers and recruiters on unconscious bias. Hiring managers and recruiters should be trained on unconscious bias so that they can be aware of how it can affect their decision-making.

      You can aslo read my 5th article about unconscious bias to understand how we can avoid unconscious bias in the recruitment process.
      https://niroesoft.blogspot.com/2023/08/article-5-unconscious-bias-in.html

      I just found this article of Meinald Thielsch, where he discusses e-recuitment and fairness from apllicants point of view.
      https://www.researchgate.net/publication/224900337_E-recruiting_and_fairness_The_applicant's_point_of_view

      I think that will gives you a clear idea if e-recuitment is fair and unbiased.

      Delete
  4. E-recruitment revolutionizes the recruitment process through digital platforms and tools. It streamlines job posting, application collection, and candidate assessment, enhancing efficiency and widening the talent pool. Online job boards, social media, and applicant tracking systems facilitate seamless communication between recruiters and candidates. E-recruitment expedites the entire process, from sourcing to onboarding, enabling organizations to adapt to the digital age and secure top talent effectively and swiftly.
    Nice article and a good read.

    ReplyDelete
    Replies
    1. Thank you for your feedback! I agree that e-recruitment is a valuable tool that can help organizations to improve the efficiency and effectiveness of their recruitment process. As you mentioned, e-recruitment can streamline the job posting, application collection, and candidate assessment process, making it easier for organizations to reach a wider pool of candidates and find the best fit for their open positions.

      Delete
  5. The study of E-recruitment views is informative, emphasizing its position as a supplement to traditional methods as well as a paradigm shift in personnel management.

    It underlines the significance of hiring the proper person, since skilled employees may promote corporate productivity.
    As stated by Suresh (2021) E-recruitment has become more efficient, cost-effective, and transparent as technology advances, fulfilling the changing needs of modern enterprises.

    The full overview of E-recruitment emphasizes its diverse character and critical importance in today's recruitment scene.

    Well done Niro!!

    ReplyDelete
    Replies
    1. Thank you so much for your feedback. I am pleased that you found the study informative and well-written. I concur that e-recruitment is a beneficial tool that organizations can utilise to enhance their recruitment process's performance, efficacy, and transparency.

      I am also grateful for your emphasis on the importance of hiring the right people, as competent employees can be a boost to a company's productivity. employees can stimulate corporate productivity. Through the use of e-recruitment, organisations can access a wider pool of candidates and identify the most suitable person for their vacancies.

      I appreciate your input and I remain committed to continuing to develop my skills and expertise.

      Delete
  6. Your blog posts always leave me feeling motivated and empowered. Thank you for consistently delivering uplifting content.

    ReplyDelete
    Replies
    1. Thank you for your positive feedback Hisshanthi. It is satisfying to know my blog posts are driving and empowering you.
      I am open to feedback on my blog posts to enhance their quality. Please feel free to share your thoughts with me. Thank you for your support.

      Delete
  7. This comprehensive explanation of e-recruitment provides a clear understanding of its benefits and potential challenges. The breakdown of its types, pros, and cons showcases a deep knowledge of the subject matter. The author's ability to highlight both the advantages and potential drawbacks adds balance and credibility to the discussion. This well-structured and informative piece effectively addresses various aspects of e-recruitment and its implications. Great job!

    ReplyDelete
    Replies
    1. Thank you for your kind words Prasidini. I am glad you found my explanation of e-recruitment comprehensive and informative.
      E-recruitment is a rapidly growing field and there are many different ways to use it. I hope I have given you a good overview of the different types of e-recruitment and the potential benefits and challenges of each.

      Delete
  8. Agreed, E-recruitment is a paradigm shift that optimizes the recruitment process through the integration of technology. Fuiman & Higgs (2022) highlights that it offers organizations a competitive advantage by expanding their reach, increasing efficiency, and enabling data-driven decision-making. While challenges such as data security and algorithmic bias must be addressed, the benefits of e-recruitment outweigh the drawbacks. By combining the convenience of digital tools with the human touch of traditional methods, organizations can harness the power of e-recruitment to build strong, diverse, and talented teams that drive innovation and success

    ReplyDelete
    Replies
    1. I couldn't agree more. Hada and Gairola (2015) also highlight that e-recruitment is a powerful tool that can help organisations improve their recruitment process in many ways. It can help extend the reach of the recruitment process, increase efficiency and enable data-driven decision making, as you mentioned.
      I am also glad that you mentioned the importance of combining the convenience of digital tools with the human touch of traditional methods. This is essential to ensure that the recruitment process is fair and inclusive. By using a variety of methods, organisations can reach a wider pool of candidates and select the best person for the job, regardless of their background or circumstances.

      Delete
  9. Hi Niro, You've done a great job summarizing different ideas about E-recruitment. Some experts think E-recruitment should work together with traditional ways. Others say E-recruitment has changed how we hire people and isn't just about technology. People also believe that E-recruitment helps find the right employees for a company. Your opinion matches with the idea that using technology to hire is helpful and will keep being important for all kinds of businesses.
    Good Job!

    ReplyDelete
    Replies
    1. Thank you for your kind words, Nilantha. I am glad you found my summary of different ideas about e-recruitment helpful. I agree that e-recruitment should work alongside traditional methods. The best approach is to use a combination of methods to reach the widest possible pool of candidates and select the best person for the job.

      I also agree that e-recruitment has changed the way we recruit people. It is not just about the technology, it is about the way we think about recruitment. E-recruitment has made it possible to reach a wider pool of candidates, screen them more efficiently and make better hiring decisions.

      Delete
  10. “quality over quantity” you won’t find your ideal applicant if you’re looking in the wrong places. Improve your chances of attracting your unicorn by diversifying your recruiting toolbox.

    Test each resource for recruiting different candidate personas.

    Once you see which sources are most effective for attracting certain types of candidates, you can prioritize where you advertise. For example, you may find that social media is effective in finding entry-level candidates while a niche job board is best at bringing in seasoned, career-minded talent.(Steenhuis.N.,23)

    ReplyDelete
    Replies
    1. I agree with the quote "quality over quantity". It is important to focus on attracting the right candidates, not just the most candidates. By diversifying your recruitment toolbox, you can increase your chances of finding your ideal candidate.
      I also agree with Steenhuis's (2015) point that you should test each source for recruiting different candidate personas. This will help you determine which sources are most effective for attracting certain types of candidates. For example, you may find that social media is effective for finding entry-level candidates, while a niche job board is best for attracting experienced, career-minded talent.

      Delete
  11. Timely-based article.The research study conducted by Khan, Awang and Ghouri (2016) determined the connection between the use of E-recruitment strategies by organizations and the perceptions and intentions of applicants to pursue employment in a specific organization. The researchers stated that the overall effectiveness of E-recruitment process was dependent upon the use of advertisement and the salary offer; the two factors found to be significant motivators for candidates to get interested in a
    job opening (Khan et al., 2016).

    ReplyDelete
    Replies
    1. The study by Khan, Awang, and Ghouri (2016) is indeed a valuable resource for organisations using e-recruitment. It provides insights into the factors that influence job seekers' perceptions and intentions, which can help organisations improve their e-recruitment strategies.

      Delete
  12. Great article with lots of insights E-recruitment with pros and cons. Also outstanding exploration about types of E-recruitment methods follow chough my attention.
    * Interviewing candidates online via video conferencing software: This is a great way to save time and money. You can interview candidates from anywhere in the world, and you don't have to worry about travel expenses.
    *Using online testing via surveys and questionnaires: This can help you to assess a candidate's skills and knowledge.
    Great reading , have enjoyed Niro...

    ReplyDelete
    Replies
    1. Thank you Nalaka. I am glad you enjoyed the article. I would agree that the two methods that you have mentioned are great examples of e-recruitment methods.
      These are just a few of the many e-recruitment methods that are available to you. The one that works best for you will depend on the specific needs of your organisation. However, all of these methods can be effective in your search for the right candidates for your open positions.

      Delete
  13. Hi Niro,
    Absolutely, your comprehensive overview of E-recruitment hits the mark. E-recruitment leverages technology to widen candidate pools, enhance efficiency, and reduce costs. It's a transformative approach that brings transparency to the process and provides real-time updates, all of which are vital in today's competitive job market. Your balanced discussion of the pros and cons gives a clear picture of the strategy's benefits and potential challenges. Great insight!

    ReplyDelete
    Replies
    1. Hey Lasantha
      Thank you! Your summary of e-recruitment is spot on. It uses technology to find additional candidates. It works more efficiently and reduces costs. This method is very important in today's competitive job market. Discussing the pros and cons allows us to see the whole picture.

      Delete
  14. Hi Niro
    Your article does a good job of explaining what e-recruitment is, its types, advantages, disadvantages, and the opinions of researchers. It covers various aspects of e-recruitment, making it informative for readers who may not be familiar with the concept.
    The points you've raised about the potential lack of human touch and technology-related disruptions are valid.

    ReplyDelete
    Replies
    1. Hi Meera,
      Thanks for your comment. If I may explain more about the possible lack of personal interaction and technological interruptions.

      Loss of Personal Interaction: Technology has made it easier to connect with people around the world, but it can interfere with the ability to build solid personal relationships. People may neglect the important nonverbal and social cues needed to build trust and rapport when they rely on technology to communicate. As a result, it becomes more difficult to work together effectively and to cultivate a sense of community in the workplace.

      Technology Disruption. Technology is constantly changing, which can make it difficult for organizations to keep up. New technologies can have a disruptive effect on current business models and create additional hurdles for companies. For example, the growth of remote work has made it harder for companies to maintain a strong corporate culture.

      The challenge is to find the right balance between technology and face-to-face interactions.

      Delete
  15. Your article provides a comprehensive overview of E-recruitment and its benefits, while also acknowledging its potential drawbacks. I appreciate how you've explained the concept of E-recruitment and its various methods, such as sourcing candidates on social media, using applicant tracking systems, and conducting online interviews. The exploration of both the pros and cons offers a balanced perspective.

    Your inclusion of security concerns, bias, and the lack of human touch as potential disadvantages demonstrates a thoughtful consideration of the potential pitfalls of E-recruitment. The emphasis on combining E-recruitment with traditional methods is particularly noteworthy, as it highlights the importance of maintaining a human connection in the recruitment process.

    Additionally, your conclusion effectively summarizes the multi-faceted nature of E-recruitment. The integration of diverse perspectives from various authors adds credibility to your arguments.

    Overall, your article presents a well-rounded discussion on the topic of E-recruitment, making it a valuable read for anyone interested in understanding the evolving landscape of modern recruitment practices.

    ReplyDelete
    Replies
    1. Hey Pavini,
      Thank you for your comment. I hope you found my article to be valuable and that you gained some knowledge about the most important points.

      Delete
  16. The blog offers a detailed analysis of e-recruitment, emphasizing its efficiency and reach. The reader comments add valuable perspectives on the pros and cons. I'm interested in knowing more about how e-recruitment strategies can be adapted to target different levels of job positions, from entry-level to executive roles.

    ReplyDelete
    Replies
    1. Hi Ashinka, thank you for your comment. Let me give you some strategies.

      Entry-Level Positions: It's important to advertise entry-level positions to attract a broader pool of candidates through diverse channels like job boards, social media, and college career fairs. It's also important to simplify the application process, as inexperienced entry-level candidates may have difficulty navigating complex application processes.

      Mid-level Positions: When recruiting for mid-level positions, it is important to prioritize those with the appropriate skills and experience. This can be achieved through targeted recruitment channels such as industry-specific websites and job boards. In addition, it is important to tailor the application process to the requirements of the specific role. Mid-level candidates often come with a wealth of experience and higher expectations.

      Executive Positions: For top-level positions, the identification of candidates who have the appropriate leadership and management skills is critical. The use of executive search firms and networking with industry professionals can be an effective means of executive recruitment. It is critical to maintain confidentiality during the application process, especially for candidates who are currently employed and do not want their employer to become aware of their job search.

      Delete

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