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

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 process outsourcing

Recruitment process outsourcing (RPO) is a form of Business process outsourcing (BPO)
where a company engages a third party provider to manage all or part of its recruitment
process.

Approaches
Internal recruitment or internal mobility (not to be confused with internal recruiters) refers
to the process of a candidate being selected from the existing workforce to take up a new
job in the same organization, perhaps as a promotion, or to provide career development
opportunity, or to meet a specific or urgent organizational need. Advantages include the
organization's familiarity with the employee and their competencies insofar as they are
revealed in their current job, and their willingness to trust said employee. It can be quicker
and have a lower cost to hire someone internally.[13]
An employee referral program is a system where existing employees recommend
prospective candidates for the job offered, and in some organizations if the suggested
candidate is hired, the employee Rceives a cash bonus.[14]
Niche firms tend to focus on building ongoing relationships with their candidates, as the
same candidates may be placed many times throughout their careers. Online resources
have developed to help find niche recruiters.[15] Niche firms also develop knowledge on
specific employment trends within their industry of focus (e.g., the energy industry) and are
able to identify demographic shifts such as aging and its impact on the industry.[16]
Social recruiting is the use of social media for recruiting including sites like Facebook and
Twitter or career-oriented social networking sites such as LinkedIn and XING.[17][18] It is a
rapidly growing sourcing technique, especially with middle-aged people. On Google+, the
fastest-growing age group is 45–54. On Twitter, the expanding generation is people from
ages 55–64.[19]
Mobile recruiting is a recruitment strategy that uses mobile technology to attract, engage
and convert candidates. Mobile recruiting is often cited as a growing opportunity for
recruiters to connect with candidates more efficiently with "over 89% of job seekers saying
their mobile device will be an important tool and resource for their job search."[20]
Some recruiters work by accepting payments from job seekers, and in return help them to
find a job. This is illegal in some countries, such as in the United Kingdom, in which
recruiters must not charge candidates for their services (although websites such as LinkedIn
may charge for ancillary job-search-related services). Such recruiters often refer to
themselves as "personal marketers" and "job application services" rather than as recruiters.
Using multiple-criteria decision analysis[21] tools such as analytic hierarchy process (AHP)
and combining it with conventional recruitment methods provides an added advantage by
helping the recruiters to make decisions when there are several diverse criteria to be
considered or when the applicants lack past experience; for instance, recruitment of fresh
university graduates.[22]

Multi tier recruitment model

In some companies where the recruitment volume is high, it is common to see a multi tier
recruitment model where the different sub-functions are grouped together to achieve
efficiency.
An example of a 3 tier recruitment model:
Tier 1 - Contact/ Help desk - This tier acts as the first point of contact where recruitment
requests are being raised. If the requests are simple to fulfil or are queries in nature,
resolution may take place at this tier
Tier 2 - Administration - This tier manages mainly the administration processes
Tier 3 - Process - This tier manages the process and how the requests get fulfilled

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
The following are common types of recruitment.

 Employer Branding. Attracting talent by working on your reputation and brand

recognition as an employer. ...
 Publication. ...
 Databases. ...
 Internal Recruitment. ...
 Employee Referral. ...
 Promotion. ...
 Events. ...
 Internships.

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.

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

Advantages of E-Recruitment are:

 Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in
the newspapers.
Do you Know Difference Between Recruitment And Selection
 No intermediaries.
  Reduction in the time for recruitment (over 65 percent of the hiring time).
 Facilitates the recruitment of right type of people with the required skills.
 Improved efficiency of recruitment process.
 Gives a 24*7 access to an online collection of resumes.
 Online recruitment helps the organisations to weed out the unqualified candidates in an
automated way.
 Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in industry etc

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.