Term Paper on "E-Recruitment Contrasting This to More Traditional Forms"

Term Paper 8 pages (3347 words) Sources: 1+

[EXCERPT] . . . .

Internet is in fact revolutionizing the entire world, in multifarious aspects, in the business as well as in the personal world. In business, the recruitment process for a new employee to join a firm has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment'. In a traditional method of recruitment, the company would have to initially invest an amount for the advertising of a 'situations vacant' column in a newspaper or a magazine or elsewhere, after which the candidate must apply, after which the candidates who have applied would have to be sifted through carefully, their various qualifications analyzed and adjudged, and then called for an interview. There will be many people involved in the entire process, like for example, the advertiser, the agency that handles the advertisement, and so on and so forth. Today, however, the entire process has been reduced to a simple enough procedure, wherein all the company has to do would be to include a short advertisement into their already existing website. Prospective employees would simply have to apply directly to the company for the job, or indicate their interest in working for a particular brand, after which they would be called for the interview. This means that today, companies have in fact become their very own 'agencies', which invite the so called 'passive' job seekers into a database for future reference, when jobs may become available. Those companies that have a high turnover division, such as, for example, a call center, have been the first to recognize the benefits of e-recruitment, and also of maintaining a database where the names and other details of potential future employees may be stored for easy referencing at a later date. Some company career sites provide a facility for potential employees and job seekers wherein they may be able to create a personal account with an e-mail address and a password, and give relevant information about themselves through an online application form, which would be made available to the employers for their own perusal.

E-Recruitment contrasting this to more traditional forms of recruitment

In essence, e-recruitment is a process by which a business organization of any kind conducts recruitment operations through web-based tools. Today, as a matter of fact, more and more organizations are using this method to recruit new candidates for any positions vacant that they may have within their organization, and growing evidence shows that more companies are today trying out this method so that they may be able to enhance their corporate image and profile, so that they may reduce recruitment costs and time, so that they may be able to reduce the large administrative burden of recruitment, and also so that they may employ better and more modern tools for recruitment purposes. (E-recruitment, is it delivering?)

E-recruitment has been defined as the process of recruitment of employees by way of the Internet. The process was in fact originally used in order to recruit personnel from the Information Technology industry, as well as for high technology people. Today, this form of recruitment has evolved rapidly into a much simpler and easier form of recruitment in comparison to the traditional ones, and it has grown at the same increased rate of growth as that of the Internet usage. Any and all types of jobs can be advertised via the internet, and all companies will find the internet to be a most useful medium in order to put across their advertisements, for the purpose of recruitment of any new talent into their organizations. (Robertson; Smith, 2001, p. 462) There are also cases where individual employers advertise jobs for new recruits through the Internet, and there are also 'job boards' wherein specialist Internet companies today act as 'labor market intermediaries' wherein they see to advertising vacancies on a website and then keep all the details of job seekers on file for future reference. There are also Internet Directories which list all job vacancies on company sites and furthermore, allow free connections from the Directory to the company websites. (Noon, 2001, p. 112) It must be stated, therefore, that today, e-recruitment and the creation and the development of appropriate relations for maintaining employee relationships are becoming a part and parcel of the so called 'knowledge era'. (Torres-Coronas; Arias-Oliva, 2004, p. 10)

What must be remembered is that today, on account of the new system of e-recruitment, the market for human labor is also widening, and the world today is truly becoming global and small, as distances are shortened, and miles do not have any meaning at all in this Internet age. The process of recruitment today is much swifter and more informed than ever before and today several companies are in fact insisting that their prospective employees always reply online and not through traditional mail or other older methods. Some companies are also trying out certain psychometric and other tests that the candidates are expected to perform online, so that the interviewing process would also be eliminated, and the prospective employee would be adjudged online and either selected or eliminated. (Cairncross, 2001, p. 145)

It must be noted that there are numerous advantages of using the process of e-recruitment for recruitment of candidates. One of the biggest advantages is that this method today attracts the top talent available, and most companies would do well if they were to use the method, as against the traditional method of recruitment which today seems to be too long winded and slow. (Reed, 2001, p. 48) This is especially true in today's world where hyper competition and rapid and swift environmental changes are more the rote than something new. This means that al organizations must today not only attract the best talent in the industry, but also retain them. E-recruitment can be stated as being one of the fastest growing forms of e-business and e-commerce today. (Lee, 1998, p. 57)

This is obvious when the state of the U.S. economy of the past few years and the resultant decline in unemployment rates are studied. What becomes very obvious is the vitally important role that recruitment has been playing in the HR Department of several large organizations, and the fact that the medium of the Internet is being exploited fully by most companies in the United States of America. It must be noted that e-recruitment was virtually non-existent just about five years ago, and today, when it is still developing rapidly, companies are doing their best to take advantage and make use of the versatile medium of the Internet to recruit some of the best talent for their organization. (Brice, 2002, p. 63)

Today, as mentioned earlier, e-recruitment is a fast growing phenomenon, and tests and trials have indeed been carried out to find out if the process is all what it is purported to be. A case study was conducted by the 'Department of Management and Marketing, USA', to find out if e-recruitment would be useful for the recruitment of patients for clinical trials, as against the traditional processes of advertising and then finding people who would be ready for the trials. It must be noted here that acquiring patients for the purpose of clinical trials has long been a 'critical bottleneck' in the clinical trials process in a pharmaceutical organization. It was found that the media driven methods that they had been using was no longer very effective, because, for one, it was failing to identify patients on time, and, in addition, it was failing to generate the increasing numbers pf patients needed for such trials, in order to meet the steadily growing needs of pharmaceutical companies. (Smith; Manna, 2005, p. 414)

The Internet proved to be a veritable boon for these pharmaceutical companies, wherein the process of e-recruitment is yielding many more patients ready for clinical trials than ever before. In addition, time and energy are not wasted in the recruitment process, and in combination with the Internet's innate ability to 'narrowcast', today patients can be actually narrowed down to specific and specialized patient populations, as required by the pharmaceutical companies. (Smith; Manna, 2005, p. 414) Today, screening technologies are also effectively used through the Internet, and through the process of e-recruitment, it is today infinitely easier to find patient ready for clinical trials. It must be stated that web-based recruitment will, in future, be not only more cost effective and efficient and more effective, but it would also be able to engender more numbers of patients than through the traditional means of recruitment. (E-Recruitment Research Pavilion)

In another research conducted by Filip Lievens of Ghent University, and Michael M. Harris, of the College of Business Administration, University of Missouri, St. Louis, the effects and the future of e-recruitment were studied. They state that the use of the internet has been growing steadily over the past few years, especially in the area of e-recruitment, and in the… READ MORE

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