In this blog, I elucidate the current use of online recruitment by reviewing scholarly articles and highlight the need of using online tools effectively for the hiring process.
Over the past one decade there has been a tremendous increase in the use of internet including online recruitment specifically the web technology to recruit, select and test the applicants. It has been taken as the modern instrument to get highly qualified and effective talented employees who will act as a ladder to achieve the Organizational goals
Many companies advertise their jobs on corporate websites
As cited in
The use of modern information technologies can improve the process of sorting and contacting candidates. The Internet can facilitate the selection of candidates, especially when it comes to geographically distant candidates
What would be the next? Tod Carlisle in the below video talks about some of the changes that would be inevitable, what kind of readiness HR professionals should have to incorporate Artificial Intelligence into hiring, and get the best out of technology.
Video 1.0: Automating recruitment
Source:
To conclude, it is evident that most of the companies across the world are using online tools for recruitment. With the global challenges like pandemic created the need for even the smallest companies to be more technology driven to find the best talent for their organizations. Therefore, it is important that the HR managers and organizations build their capabilities in using online recruitment for their companies to attract the best talent and be future ready companies.
Further studies need to be done more frequently as to how effectively online hiring should be done in countries like Sri Lanka, candidates’ access to internet and their literacy in using online based job applications, ICT infrastructure, and talent requirement to build such capabilities.
Further, I emphasis that there has not been enough studies done on the online recruiting and use of technology for recruitment in Sri Lanka which creates a need of an in depth study and an ongoing discussion.
References
Brownfield, K. M., n.d. The Relationship between the Myers-Briggs Personality Types and Learning Styles. s.l.:THE EDUCATIONAL RESOURCES INFORMATION CENTER (ERIC).
Caers, R. & Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The Influences and. Social Science Computer Review, 29(4), pp. 437-448.
Carlisle, T., 2018. TEDx Talks - Youtube. [Online]
Available at: https://www.youtube.com/watch?v=ljmsrGdlo9A
[Accessed 05 2021].
Fretwell, C. E., Lewis, C. C. & Hannay, M., 2013. Myers-Briggs Type Indicator, A/B Personality Types, and Locus of Control: Where Do They Intersect?. American Journal of Management, 13(3), pp. 57 - 66.
Goldberg, L. R., 1990. An alternative “description of personality”: The big-five factor structure. Journal of Personality and Social Psychology, Volume 59, pp. 1216 - 1229.
Gopalia, A., n.d. Effectiveness of Online Recruitment and Selection Process : A Case of Tesco.
Mwasha, N. A., 2013. An Over-view of Online Recruitment: The Case of Public and Private Sectors in Tanzania. European Journal of Business and Management, 5(32), pp. 11-21.
Slavić, A., Bjekić, R. & Berber, N., 2017. The Role of the Internet and Social Networks in Recruitment and Selection Process. STRATEGIC MANAGEMENT, 12(3), pp. 36-43.
Agreed, Online recruitment is the new trend in the recruitment process and it has been used in many organizations from large to small companies. Many companies use online recruitment methods to post jobs and accept resumes on the Internet and communicate with the applicants by mail. The major success factors of online recruitment are the value-added services provided by the job sites, low cost and speed, providing customized solutions, helping to establish relationships with HR managers and facilitate the brand building of the companies (Sayel, 2018).
ReplyDeleteYes Nivethini. Use of e-recruiting and web functionalities had become collaborative approach in acquiring and managing talent. The online experience of web browser access, interactive interfaces, social networking, collaboration and community are now commonplace with candidates (Parthasarathy et al., 2014).
DeleteAdding to your arguments, In case of recruitment, IT has a highly positive impact. E-recruitment is the use of technology or web based tools to support the recruitment process. The major ways of recruitment, which companies commonly use are by displaying the career opportunities on their websites, depending on the job portals for making the potential hires and using social networking sites for getting database (Sharma, 2013)
ReplyDeleteYes Treva. Most organizations use corporate website due to the need to reduce recruitment costs and to improve the efficiency of the recruitment process (Parry and Tyson, 2008).
DeleteAgree with your arguments Chamara, Further a research done by Nafia and Nahida (2014) observed that very insignificant number of recruiters prefer traditional media, word of mouth and referrals for employee recruitment. The perceived advantage analysis showed that online recruitment is effective regarding speed, cost, time, and accessibility, reducing workload, reaching to a large pool of candidates, meeting specified requirements, attracting passive job seeker and increasing organizational performance.
ReplyDeleteYes Indeevari. There is increasing realization that being more innovative in sourcing and recruiting can give them a sustainable competitive advantage by enabling one to find and hire more of the right people who can drive innovation throughout the entire organization (Sahay, 2014.)
DeleteAgreed with you Chamara. Adding to your article Online Check is one of the newest ways of evaluating whether a candidate is right for the company is by seen what the person has to say about him or herself on blogs and social networking sites. This process, in which employers engage into practice of researching for candidates' online presence and all information related from other, non-formal and unconfirmed second sources via Internet (Daft, 2012).
ReplyDeleteYes Sachith. Using corporate websites as a recruitment source provides a medium through which the company can present highly detailed job and organizational information to attract relevant job seekers who are a good fit for the organization (Pfieffelmann et al., 2010)
DeleteWell said Chamara and online recruitment taken as the modern instrument to get highly qualified and effective talented employees who will act as a ladder to achieve the Organizational goals. Cappelli,(2001) as cited by Lievens, (2003) argues that the use of the Internet for recruitment and testing has grown very rapidly in recent years.
ReplyDeleteYes Duminda. Internet first emerged as a recruiting tool in the mid-1990s and was hailed as the driver behind a 'recruiting revolution’ because of the benefits it could bring to recruiters and has grown rapidly over the more than past 10 years (Parry and Tyson, 2008).
DeleteFurther your point Chamara, apart from the benefits of online recruiting, the drawbacks of online recruitment include the danger of being flooded with résumés, the increased volume of applicants,
ReplyDeletetracking difficulties and the fact that not everyone has access to the Internet (Parry, 2008).
Reference
Parry, E. & Tyson, S. (2008). An Analysis of the use and success of online assessment methods in the UK. Human Resource Management Journal, Vol. 18 Issue: 3, pp. 257-274
Yes Sathaharan. Tyagi (2012) says the resume of the candidates
Deleteare generally shortlisted based on certain key words and company may miss out on few good candidates.
Agreed with you. Further to on above views, The online recruitment system evaluates initial selections according to the criteria specified and they will alert you when an applicant's resume meets them. Online recruitment is very different from a conventional newspaper magazine or trade journal job listing. With online recruitment, your adverts are placed in front of the right people 24 hours a day(Nichols,K.L. 2019).
ReplyDeleteYes Wasantha. Internet is one of the greatest recruitment resources available to recruiters today for locating qualified job candidates, making newspaper advertising an obsolete recruitment method (Tyagai, 2012)
DeleteYes Chamara. Online recruitment provides a comprehensive database and dedicated search engine for job seekers while it gives organization wider access to candidates who are geographically spread (Rafter, Bradley and Smyth, 2000).
ReplyDeleteYes Chanaka. According to Kar and Bhattacharya (2009) organizations that wish to recruit over a wide geographical area, those which recruit often or at short notice, those looking for internet savvy employees, those who are concerned with recruitment costs and time and those who are comfortable with working in an online environment are finding value in e-recruitment expenses and facilities.
DeleteI agree with you Chamara online recruitment is very effective as has many advantages. The advantages of online recruiting are that it can reach a wider range of possible applicants. It is quicker and cheaper than traditional methods of advertising, more details of the jobs and firms can be supplied on the site, and CVs can be matched and applications can be submitted electronically. Furthermore, corporate websites may simply list vacancies and contact details. A more elaborate approach would consist of a dedicated website area that gives details of vacancies, person specifications, benefits and how to apply for jobs, for example by completing online application forms and tests (Armstrong,2014).
ReplyDeleteExactly Gagana. For employers, online recruiting allows for better targeting of candidates than advertising in general newspapers, resulting in a greater availability of qualified applicants (Kar and Bhacharya, 2009)
DeleteAgreed Chamara. Further, recruiting online can only be realized if you use the right tools and technology. Using modern hiring software, like Fountain, enables you, your hiring team and your candidates to benefit fully from streamlining the recruitment process (Nichols, 2019).
ReplyDeleteYes Vindya. E-recruitment has brought a radical cultural and behavioral change, both within functioning of the HR department and the potential candidates (Tyagi, 2012).
DeleteAgreed with you, And adding to the this online recruitment is better approach specially in this pandemic time and
ReplyDeleteIt is clear that different selection methods can be used for the selection of employees. The face-to-face interviews are the most common method of recruiting even through it is widely used, it can be unreliable guide to a person’s future performance potential (Garner, 2012).
Yes Eranda. Online recruitment having made work easier as compared to the traditional recruitment practices of receiving hard copy applications; search facility effectively helping applicants find jobs easily; online form being easy to fill and taking only a short time and that online software in use is able to sort out applications as they are received according to the advertisement (Wanjiku, 2015)
DeleteAgree with you, According to Kar & Bhacharya (2009)E-recruiting target and greater availability of candidates for employers rather than use traditional methods of advertising in newspapers or on TV and radio.
ReplyDeleteYes Sandun. Online job sites have revolutionized the recruitment landscape for both employers and job seekers and largely increased the efficiency with which hiring decisions can take place (Rosoiu and Popescu, 2016).
DeleteOnline Recruitment is conducted through the internet, via email or any other type of advanced communication system. Its main goal is to capture the attention of those who may have the adequate profile for the job advertised. Online recruitment is much more than placing job opportunities available on the internet, it involves the use of a number of technological tools, such as the screening of candidates’ resumes(Caterina, 2017).
ReplyDeleteYes Hashanika. People can respond within seconds of reading about an opportunity by emailing their CV to the employer and
Deleteshortlisting can be undertaken quickly with the use of CV-matching software or online application forms (Torrington et al., 2008)
Yes Chamara, E-recruitment is an efficient system because it allows the candidates to access a richer source of information via the internet on the Company’s career websites. Candidates can view the status of the applications, edit and update even the profiles as necessary. These sites may also be utilized to provide candidates Realistic Job Previews (Ayodeji, 2015).
ReplyDeleteYes Aazath. Musa et al., (2006) in their study on improving usability of E- recruitment website defined usability as the extent to which product can be used by specified users to achieve goals with effectiveness, efficiency and satisfaction in a specified context of use.
DeleteOnline recruitment happens through different platforms. Organizations may use their organizational website to inform candidates about job opportunities and they often have a permanent system for receiving applications from those interested in working at the organization, even if the organization is not hiring at the moment. In fact, organizational websites are frequently the main channel of communication between organizations and job seekers (Sara, 2012).
ReplyDeleteYes Hashanika. Jobs vacancies posted on Company’s website can reach millions of job seekers in real time; as soon as the job is posted on the website. Responses from such job postings can be enormous more than the company have the capacity to sieve through all the individual applications received and this is where online recruitment technologies such as use of resume scanners can be used to separate those with the required skills the company is seeking for (Torrington et al., 2008).
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