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E- Recruitment

1. INTRODUCTION
Today the world is based on technology; everything is getting automated day by day. We
heard about trendy attire, shoes and brood as well, it is a new creation of inherent
manufacturing. Now the couples can create their own of brood, all these are possible now
because of technology. Computers are a very crucial part of human life now; people cannot
imagine there lives without computers. How it is related with HRM and recruitment, as we
can move in the past and remember how complicated it was to send to the resumes to the
prospective employers. But now because of this technology we can send our resumes to
numerous employees within a span of clicks, which was not feasible in the past. An
organization needs to be forward and aggressive towards the goal they want to achieve,
but it all depends upon the fact that what all resources the organization cater from the
environment in respect to human resource etc. Today in this race both domestic and
international companies are running in this field to pool the best manpower for their
organization. For getting the best employees for the organization recruitment considered
to be the second main process selection and staffing are considered to be the main
process. In this recruitment is to get the resume of various candidates in the company‟s
database and in selection the securitization process is done in which `the deserving
candidates are selected and in the staffing process the selected candidates are placed in
the right position.

Recruitment
Recruitment refers to the overall process of attracting, shortlisting, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within an
organization.[1] Recruitment can also refer to processes involved in choosing individuals for
unpaid roles. Managers, human resource generalists and recruitment specialists may be
tasked with carrying out recruitment, but in some cases public-sector employment
agencies, commercial recruitment agencies, or specialist search consultancies are used to
undertake parts of the process. Internet-based technologies which support all aspects of
recruitment have become widespread
IMPORTANCE OF RECRUITMENT AND SELECTION
Recruiting staff is a very costly exercise. It is also an essential part
of any business and it pays to do it properly. When organizations
choose the right people for the job, train them well and treat them
appropriately, these people not only produce good results but also
tend to stay with the organization longer. In such circumstances, the
organization's initial and on-going investment in them is well
rewarded. An organization may have all of the latest technology and
the best physical resources, but if it does not have the right people it
will struggle to achieve the results it requires. This is true across the
whole spectrum of business activity e.g. Schools, hospitals,
legalpractices, restaurants, airlines, and diesel engine
manufacturers

Process;-
Job analysis
In situations where new jobs are created or the nature of a job has substantially changed, a
job analysis might be undertaken to document the knowledge, skills, abilities and other
characteristics (KSAOs) required or sought for the job. From these the relevant information
is captured in a person specification.[3]

Sourcing
Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external recruitment advertising, using
appropriate media, such as job portals, local or national newspapers, social media (such as
LinkedIn or RiteSite), business media, specialist recruitment media, professional
publications, window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise
scarce candidates—who, in many cases, may be content in the current positions and are
not actively looking to move. This initial research for candidates—also called name
generation—produces contact information for potential candidates, whom the recruiter
can then discreetly contact and screen

Screening and selection


Various psychological tests can assess a variety of KSAOs, including literacy. Assessments
are also available to measure physical ability. Recruiters and agencies may use applicant
tracking systems to filter candidates, along with software tools for psychometric testing
and performance-based assessment.[4] In many countries, employers are legally mandated
to ensure their screening and selection processes meet equal opportunity and ethical
standards.[3]
Employers are likely to recognize the value of candidates who encompass soft skills such as
interpersonal or team leadership.[5] Many companies, including multinational organizations
and those that recruit from a range of nationalities, are also often concerned about
whether candidate fits the prevailing company culture.[6] Companies and recruitment
agencies are now turning to video screening as a way to notice these skills without the
need to invite the candidates in physical.[7] Screening as a practice for hiring has undergone
continual change over the years and often organizations are using video to maintain the
aforementioned standards they set for themselves and the industry

Disabled candidates
The word disability carries few positive connotations for most employers. Research has
shown that employer biases tend to improve through first-hand experience and exposure
with proper supports for the employee[8] and the employer making the hiring decisions. As
for most companies, money and job stability are two of the contributing factors to the
productivity of a disabled employee, which in return equates to the growth and success of
a business. Hiring disabled workers produce more advantages than disadvantages.[9] There
is no difference in the daily production of a disabled worker.[10] Given their situation, they
are more likely to adapt to their environmental surroundings and acquaint themselves with
equipment, enabling them to solve problems and overcome adversity as with other
employees. The U.S. IRS grants companies Disabled Access Credit when they meet eligibility
criteria.[11]

Diversity
Many major corporations recognize the need for diversity in hiring to compete successfully
in a global economy.[12]

RECRUITMENT METHODS
Recruitment methods refer to the means by which an organisation reaches to the potential
job seekers. In other words, these are ways of establishing contacts with the potential
candidates.lt is important to mention that the recruitment methods are different from the
sources of recruitment.
These are:
1. Direct Method
2. Indirect Method
3. Third Party

1. Direct Method:
In this method, the representatives of the organisation are sent to the potential
candidates in the educational and training institutes. They establish contacts with the
candidates seeking jobs. These representatives work in cooperation with placement
cells in the institutions Persons pursuing management; engineering, medical etc.
programmes are mostly picked up in this manner.
Sometimes, some employer firms establish direct contact with the professors and
solicit information about students with excellent academic records. Sending the
recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile
office to go to the desired centers are some other methods used to establish direct
contact with the job seekers.
2. Indirect Methods:
Indirect methods include advertisements in news papers, on the radio and television,
in professional journals, technical magazines etc.
This method is useful when:
(i) Organisation does not find suitable candidates to be promoted to fill up the
higher posts
(ii) (ii) When the organisation wants to reach out to a vast territory, and
(iii) (iii) When organisation wants to fill up scientific, professional and technical
post.
3. Third Party Methods:
These include the use of private employment agencies, management
consultants, professional bodies/associations, employee
referral/recommendations, voluntary organisations, trade unions, data banks,
labour contractors etc., to establish contact with the job- seekers.
Now, a question arises: which particular method is to be used to recruit
employees in the organisation? The answer to it is that it will depend on the
policy of the particular firm, the position of the labour supply, the Government
regulations in this regard and agreements with labour organisations.
Notwithstanding, the best recruitment method is to look first within the
organisation

ADVERTISEMENTS:

Sometimes, many organisations go for what is referred to as blind advertisement in which only
Box No. is given and the identity of the organisation is not disclosed. However, organisations
with regional or national repute do not usually use blind advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following three
points need to be borne in mind:

1. First, to visualise the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e., newspaper with local, state, nation-wide
and international reach or circulation.

3. Third Party Methods:

These include the use of private employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary organisations, trade unions,
data banks, labour contractors etc., to establish contact with the job- seekers.
Now, a question arises: which particular method is to be used to recruit employees in the
organisation? The answer to it is that it will depend on the policy of the particular firm, the
position of the labour supply, the Government regulations in this regard and agreements with
labour organisations. Notwithstanding, the best recruitment method is to look first within the
organisation.

Strategies
A recruitment strategy is a plan an organization enacts to form a recruiting process and
establish a candidate pool. An organization uses recruitment strategies to identify a hiring
vacancy, establish a timeline, and identify goals throughout the recruitment process.[23]
Recruitment strategies are typically the responsibility of the human resources
department.[24]

General
Organizations define their own recruiting strategies to identify who they will recruit, as well
as when, where, and how that recruitment should take place[25]. Common recruiting
strategies answer the following questions[26]:
What type of individuals should be targeted?
What recruitment message should be communicated?
How can the targeted individuals best be reached
When should the recruitment campaign begin?
What should be the nature of a site visit?

Practices
Organizations develop recruitment objectives, and the recruitment strategy follows these
objectives. Typically, organizations develop pre- and post-hire objectives and incorporate
these objectives into a holistic recruitment strategy.[26] Once an organization deploys a
recruitment strategy it conducts recruitment activities. This typically starts by advertising a
vacant position.[27]

Professional Associations
There are numerous professional associations for human resources professionals. Such
associations typically offer benefits such as member directories, publications, discussion
groups, awards, local chapters, vendor relations, government lobbying, and job boards.[28]
Professional associations also offer a recruitment resource for human resources
professionals.[29]
12 Types of Recruitment
posted by John Spacey, June 17, 2017

Recruitment is the process of attracting, shortlisting, engaging, selecting and hiring


employees. Many firms view recruiting as a competitive advantage that is the foundation of
innovation, productivity, reputation and commercial results. Such firms typically use
multiple techniques to attract, discover and engage talent. The following are common
types of recruitment.

Employer Branding
Attracting talent by working on your reputation and brand recognition as an employer. In some
cases, firms that have a reasonably attractive corporate culture aren't well known to candidates.
The same techniques that are used to brand products such as brand identity can be applied to
employer branding.

Publication
It is standard practice to publish available jobs in an open forum such as your website. This allows
the public to see available jobs and creates an atmosphere of open competition for positions.

Databases
Accepting applications and employment inquiries through channels such as your website to build a
database of interested candidates.

Internal Recruitment
Allowing your employees to apply for open positions. Tends to improve organizational culture as
this provides opportunities for growth and change within a firm.

Employee Referral
Employees often have a large network of friends and former colleagues in the same profession. As
such, employers commonly offer bonuses to employees who refer a successful candidate. This
requires careful management as an executive who brings a large number of people from their
former firm can result in a culture shift such as a bozo explosion.
Promotion
Using techniques such as social media and advertising to create awareness of open positions and
your firm as an employer.

Events
Using industry conferences and career events to connect with talent.

Internships
Offering students a chance to obtain valuable work experience.

Graduate Recruiting
Establishing relationships with universities, colleges and other institutions to recruit students. Many
schools hold career events that are open to qualified employers. Alternatively, large firms may hold
events that are open to students. Some firms have a culture of recruiting most employees as
graduates and carefully retaining talent for the long term.

Word of Mouth
Communicating information in an interesting way to encourage word of mouth. For example, a job
description that uses storytelling techniques to paint a picture of an exciting and rewarding mission.

Recruiters
External recruiters who are in the business of discovering talent and maintaining large networks of
relationships.

Passive Candidate Research


Looking at candidates who aren't currently in the job market such as happily employed individuals
and retirees. This requires research as such individuals aren't going to contact you. It is common to
use external recruiters for this purpose to avoid retaliation from competitors.

Or

E-RECRUITMENT
The E-Recruitment, also called as Online Recruitment, is the process of hiring the potential
candidates for the vacant job positions, using the electronic resources, particularly the internet.

Nowadays, companies make use of the internet to reach a large number of job
seekers and hire the best talent for the company at a less cost, as compared to the physical
recruitment process.

E-Recruitment includes the entire process of finding the prospective candidates, assessing, interviewing
and hiring them, as per the job requirement. Through this, the recruitment is done more effectively and
efficiently.

THE PROCESS
Requirements Analysis
During this stage, client’s requirement was ascertained with the software
requirements specifications

Design
In this stage the Detailed Design for the project was made. The conceptual
and logical models developed in the High Level Design stage were translated
into Physical Data Models and detailed design of each architectural
component was taken up.

Development
This stage involved development of the software, which includes
development of user interfaces, business components, database creation and
unit testing. The migration of existing data to the new system was also
undertaken.

Testing
In this stage all the components, scripts and Database were tested in complete
flow together, different tools were used to create to do testing like stress
testing etc.

User Acceptance Testing


In this Stage, the deliverables as per Contract/Project Charter were validated
against the implemented solution. Then a User Acceptance Test was
conducted after data migration using the migration engine. Client provided
system test scripts and data for the acceptance testing.

User Training
We know the importance of training in the success of any implementation;
hence we have elaborated training system that ensures that the end users have
the needed understanding of the solution so that maximum benefits of the
solution are harnessed. We are interested in providing a solution that is
proactive and able to meet the total solution needs of our clients, hence aside
the initial implementation training, we organized regular training to meet
some exigency needs.

SOLUTION
ASP.Net 3.5 was the platform on which this application was developed and
we used SQL Server 2008 to create and manage its database. Our web based
application facilitates the following:Candidates are given the option to fill
their application online, with multiple preferences and take printout of the
same for mailing. Auto securitization of application occurs during on-line fill
up of form according to eligible criteria. Each application carries a bar-coded
unique identification no. The Department monitors receipt of the application
within due date. Verification of the received applications with the online
application is done and then objections are raised if any. Auto generation of
the merit list occurs based on given parameters. Online provisional
appointment letters for the successful candidates are generated, which can be
downloaded from their respective logins.

Communication of confirmation is done via SMS and e-mail. Facility to


download the call letter and/or joining letter by the selected candidates from
the website has also been provided

Advantages of E-Recruitment
 Low cost per candidate, as compared to the physical recruitment process.
 Wide geographical coverage, i.e. the candidates can be hired from any part of the world.
 Beneficial for both the employer and the job seeker, the corporations can find the prospective
candidates through their CVs attached to world wide web, and similarly, the candidates can
search the employer through their job vacancy advertisement posted on the internet.
 Less time required in hiring the potential candidate for the firm.
 Right people for the right job can be easily found through E-Recruitment, by matching the
candidate’s CVs with the job profile.

 The recruitment process becomes more efficient and easy to record details of the applicant

Do you Know Difference Between Recruitment And Selection

Disadvantages of E-Recruitment

Do you Know Key Drivers of Employee Engagement

Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:

 Screening and checking the skill mapping and authenticity of million of resumes is a
problem and time consuming exercise for organisations.
 There is low Internet penetration and no access and lack of awareness of internet in many
locations across India.
 Organisations cannot be dependant solely and totally on the online recruitment methods.
 In India, the employers and the employees still prefer a face-to-face interaction rather
than sending e-mails.

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