INDEX
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TITLE
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What is e-recruitment
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The kinds of e-recru e-recruitment itment that are done
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Online/e-recruitment techniques
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Why has e-recruitment become the buzzword
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Advantages of e-recr e-recruitment uitment
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Disadvantages of e-recr e-recruitment uitment
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Recruitment Recruitment through blogs
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The Indian Scenario
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The latest trends in e-recruitment
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THE LATEST RECRUITMENT PRACTICES 1. What is e-recruitment ? The The buzz buzzwo word rd and and the the late latest st tren trends ds in recr recrui uitm tmen entt is the the “e“e Recruitment ”. ”. Also known as “Online “Online recruitment ”, ”, it is the use of technology or the web based tools to assist assist the recrui recruitme tment nt proces processes ses.. The tool can be either either a job website like naukri.com or monster.com, the organisation’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment recruitment.. They advertise advertise job vacancies vacancies through worldwide worldwide web. The job seekers seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
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The kinds of e-Recruitment e-Recruit ment that are done: position with the job description and the job job JOB PORTALS: i.e. posting the position specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. CREA CREATING TING A COMPLE COMPLETE TE ONLINE ONLINE RECRUI RECRUITME TMENT/A NT/APPL PPLICA ICATIO TION N SECTION IN THE COMPANIES COMPANIES OWN WEBSITE: Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and wh e n the roles become available. RESUME SCANNERS: Resume scanner is one major benefit provided by the job portals to the organisations. organisations. It enables the employees to screen and filter filter the resumes resumes through through pre-de pre-defin fined ed criter criteria’ ia’ss and requir requiremen ements ts (skill (skills, s, qualif qualifica icatio tions, ns, experience, payroll etc.) of the job.
Job Job sites sites provid providee a 24*7 24*7 acce access ss to the the datab databas asee of the the resu resume mess to the the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organisations to automate the recr ecruit uitment pro process ess, save ave their tim time and and costs on recruitments.
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Online/e- recruitment techniques •
Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
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e-recruitment should be incorporated into the overall recruitment strategy of the organisation.
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A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
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Along with the back-office back-office support a comprehensi comprehensive ve website website to receive receive and proces processs job applica applicatio tions ns (throu (through gh direct direct or online online advert advertisi ising) ng) should should be developed.
Therefore it can be said that e-recruitment is the “Evolving face of recruitment”
4. Why has has e-recrui e-recruitmen tmentt become become the buzzwor buzzword? d? It took 74 years for the phone to have 50 million users; it took social networking sites and blogs one year to have that many. The web has changed the way people deal with information. Web 1.0 made it easy for people to find things faster, but it didn’t do much else for the users. Web 2.0 comes along and connects people to each other through social networking, making previously invisible connections visible. It’s not a question of whether to make use of social networking sites for recruiting. Companies should be exploring when and how to use them. Today, people get their information wherever and whenever they can. They’re experts in devoting “constant, partial attention” to things, media-snacking and life blogging at will, sometimes several times a day. So Companies have got to be out there in front of them,” using social networking to get their attention and recruit. Unfortunately, many companies don’t update their career sites, they don’t use or even embrace technology, and so what’s happening is they’re fishing in the wrong places for job candidates Alth Althou ough gh in Indi Indiaa inte intern rnet et penet penetra rati tion on is lowe lowerr comp compar ared ed to the the western countries, in cities and metros e-recruitment is catching up and becoming one of the most prominent ways of recruitment.
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5. Advantages of e-recruitment:
The The bigge biggest st advant advantage age that that e-re e-recr cruit uitme ment nt offe offers rs is in term termss of Employer branding. It’s critical for companies to promote their brand, including their employment brand, online and to tailor their recruitment messages to the online community. community. To do so effectively they have to focus on five branding elements: •
Awareness.
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Relevance.
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Esteem.
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Differentiation.
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Cultural icon.
For example, the duck squawking “Aflac” has helped build consumer awareness of the company’s product—supplemental life insurance—and tied its product line to something acutely relevant to consumers—how they would pay bills if they weren’t bri bringi nging ng in a paych paycheck eck . Likew Likewis ise, e, Coca Coca-C -Col ola’ a’ss tradi traditi tion onal al values values mess messag agee differentiates it from Pepsi’s Pepsi’s message that it’s it’s tied to a “new generation.” So how do these elements translate in employment e mployment branding? “Nothing is brand neutral” All employment branding should focus on what it’s like to be part of the company’s culture.” With ith that that in mind, mind, hone hone empl employ oyme ment nt brand brandin ing g mess message agess on care career er site sites, s, in advertising and on social networking sites to attract, engage and build relationships with the company’s desired current and potential job candidates The other advantages offered by e-recruitment: •
Widens the search : In the era of globalization the reach cannot be restricted at
one place. It provides global reach that also within a fraction of second. Truly the process supports the definition of recruitment by creating a vast pool of potential candidates. •
Adverti tise seme ment ntss in empl employ oyme ment nt news news,, other other newsp newspap aper ers, s, Provid Provides es clarity clarity: Adver magazines will have word limit, thus sometimes is misinterpreted. For an example a company advertisement announced vacancy for computer skilled person which was was inte interp rpre rete ted d as MIS MIS job job whic which h was was rath rather er a job job for for comput computer er skil skille led d receptionist. The advertisement was not clear enough to explain the full profile. In inter interne nett the the word word limi limita tati tion on is not not ther there, e, the the idea, idea, opini opinion on,, prof profil ilee can be expressed as anyone like.
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Scope for better match : Information in detail is provided with clarity therefore
suitab suitable le candida candidate te match match is possib possible. le. The search search is widene widened d link link with with other other 4
websit websites es are possi possible, ble, these these attrac attracts ts the candid candidate atess and after after the job profil profilee matches, the candidates apply. •
Standardization : The information of the candidates are collected in a standard
format. Besides collecting the data it also consolidates information received from various sources. •
acts as the the rese reserv rvoi oirr of info inform rmat atio ion. n. From From the the job job prof profil ilee to Reservoir : It acts candidate profile is available along with past applicant data.
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Lesser paper work : As the data collection, filing, administrative work are done
electronically thus paper work or documentation has b een lessened. •
Companies reported that their 2007 recruiting costs decreased compared with 2006.
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Respondents Respondents from high-tech high-tech organizatio organizations ns and large-sta large-staffff-sized sized organizati organizations ons were were more more likel likely y to have have a .jobs .jobs doma domain in,, sugg sugges esti ting ng that that thes thesee types types of organizations may be at the forefront of embracing new t echnologies.
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Companies using e-recruitment reported they had better outcomes in recruiting due to advantages such as direct navigation and ease of use. In addition, they were more likely to use tracking software that allows the electronic management of a company’s company’s recruitment efforts.
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Offer direct navigation in their advertising campaigns.
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Monitor the average number of clicks it takes for a job candidate to find the career section on their organization’ o rganization’ss web site.
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Have an applicant tracking system.
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Use search engines to review information posted online by job candidates.
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Use social networking sites to review information posted by a job candidate.
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Have received candidates through online diversity job boards or niche web sites.
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Indicate that it was “easy” or “very easy” for job seekers to appl y for a job.
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The most common metrics to measure efficiency of e-recruiting efforts from all companies were: a) time to fill outstanding job vacancies; b) cost per hire; c) number of outstanding job vacancies; d) employee referral rate; and e) first-year turnover
6. Drawbacks of e-recruitment: •
Require being computer savvy: The process is restricted within computer savvy
candidates. As the search is based on various websites, their screening, keywords application demands for a computer savvy person and company.
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Legal consequences: Alike other recruitment recruitment sources this source source also should be
aware of the words used in the advertisements otherwise it may lead to the charge of discrimination. For example, Disney World was sued for screening the resumes preferring the key words used by whites. •
Vast pool pool of applican applicants: ts: This This benef benefit itss the the Orga Organi niza zati tions ons as well well as it is
disadvantage to them also. Because the huge database cannot be scanned in depth. Either first few candidates are called for interview or the resumes are screened bas based ed on some some key words. words. On the the othe otherr hand hand appli applican cants ts also also face face glob global al competition. •
Non-serious Non-serious applicants: applicants: Lot of applicants forward their resumes just to know
their market value. As personally the candidates are not checked thus whether they are serious is not known. At the time of interview the recruiter might realize that the candidate is not serious in leaving the current job. But by that time some serious candidates might have been rejected. •
Disclosure of information: Candidates profile and company details are available
to public. The applicants do not want their employer to know that they are looking for a change. change. Phone Phone number number,, addres addresss inform informati ation on has lead to many many securi security ty problems. Again the companies do not want their competitors always to know the current scenario.
7. Recrui Recruitme tment nt Thro Through ugh Blogs Blogs A Crazy, six lines being a part of an individual’s resume and it says nothing about the individual’s work experience at all!! That’s That’s exactly what recruitment through blogs is. •
Corporate HR is surfing blogs to unearth candidates, expanding their talent pool and gaining insights that they can’t get from resumes and interviews.
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It is no longer useful in just getting personal references from the new candidates.
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But the HR should prefer to get up, close and personal to get a sneak peek at the recruits’ personality.
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If the candidate has written a blog, it helps to know the mental make-up of the person. A blog can be an effective tool to gauge into someone’s attitude quite easily.
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An HR person can use a blog to understand the likes and dislikes of the candidate, as it allows them to structure the right environment for the candidate.
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E.g.: If the candidate is an introvert, they would never be happy with a job profile
where they are required to meet strangers everyday ev eryday.. There are some issues that are rarely addressed du ring an interview, interview, •
like passion of the candidate about his/her present job profile
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how innovative the candidate is
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how the candidate deals with criticism
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how the candidate convinces others etc.
The The HR / Recr Recrui uite terr will will rare rarely ly get an insi insight ght in his/ his/he herr shor shortt inte interv rvie iew w with with the candidate, but blogging on the other hand could provide useful insights on this. Here are few recruitment strategies through blogging •
Augment Augment your culture culture section section with more more dynamic dynamic content . Thin Think k about about
approaching employees at the company about creating a culture-related blog and rewarding them for employee referrals that are generated through their efforts. •
Create a talent Management blog . Destination blogs are a great way to easily
publish information that is relevant and interesting to passive candidates, while selling them on considering a career at your organization. Once again, reward employees that participate with employee referral bonuses when they drive hires from the site. •
Create Create a dialogu dialoguee with candida candidates. tes. Is somethi something ng prevent preventing ing people people from from
want wantin ing g to work work at your your compa company ny?? Blog Bloggin ging g can can be an inst instant ant feedb feedbac ack k mechani mechanism sm that that is less less time-c time-cons onsumi uming ng to admini administe sterr than than an online online survey survey,, helping you make more rapid decisions. 8. The Indian Scenario:
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This This practic practicee is still still in its its initial initial stag stages, es, but but this is is to emerge emerge as a metric metric based based recruiting tool very soon. • The impl impleme ementa ntatio tion n of this this trend trend in Indi Indiaa would would take a few few more more years years.. • This This is becaus becausee the overa overall ll aware awarenes nesss on the usage usage of such such tool tool has not not caught caught the the attention of the prospective candidate, wherein he/she maintains an individual blog that highlights his/her career aspirations and thereby allowing the recruiter to gain clear visibility on the candidate’s job interest.
9. The Lates Latestt tr trends ends in e-rec e-recruitm ruitment ent:: 7
Thanks to a multitude of social networking websites, companies no longer have to limit their online recruitment efforts. Instead of only being ab le to post job announcements on career sites and their own WebPages, businesses now have options that are more eye catching and more appealing appe aling to Generation Y. Y. Twitter and MySpace Social networking websites such as Facebook, as Facebook, Twitter and have begun to make a difference in online recruitment. Companies are beginning to create their own pages that allow users to find out about available jobs. By doing this, friend’s of people who are already employees at the business in question and even users who have no connection find themselves with information about getting a new job. Another thing that sites such as Facebook and MySpace are now doing is allowing businesses to buy ad space to announce that they are hiring. This helps to recruit users from within a certain area fairly easily. All someone interested in finding work has to do is click the ad when it pops up and they will be able to get more information about available positions. Twitter is also beginning to play a role in the recruitment process. Employers create their own accounts. Users then sign up to receive status updates from the company. Whoever is managing the account then uses it to send out job announcements directly to the cell phones of everyone who is subscribed to their feed. Blogs have also begun to have a place in recruiting new employees. A HR manager either creates an account for the company and post jobs as they become available or sends their announcements to other blogs that list available jobs from multiple employers. For the most part, these new recruiting ideas are just beginning to play apart in the hiring process. With younger workers preferring to use the Internet when searching for a job, businesses will find that new options for attracting employees will continue to pop up.
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