02-03-2013, 01:00 PM
A Research Project Report on EFFICACY OF WEB RECRUITMENT
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EXECUTIVE SUMMARY
Perhaps no method has ever had as revolutionary an effect on
organizational recruitment practices as the Internet. Internet job boards such
as Monster.com and HotJobs.com have enabled organizations to attract
more applicants from a wider geographic base than ever before. At the same
time, many practitioners and researchers suggest that for organizations to
truly gain a competitive recruiting advantage, they must prudently use their
own web sites for recruitment purposes.
The main objective of the research project is to examine HR professional’s
attitude toward and Use of Internet for employee Recruitment. The other
objective includes assessing the risks associated with web recruitment.
INTRODUCTION TO RECRUITMENT
Performing today’s HR Recruiter function has not significantly
changed. Infact, the job of a HR Recruiter has increased considerably due to
constant business requirement to recruit and retain a diverse workforce. HR
Recruiting Functions and Recruiters in most organizations are faced daily
with time consuming transactional tasks such as, prescreening thousands of
resumes, preventing them from focusing on more strategic activities such as,
building solid relationships with qualified candidates and hiring managers.
Many HR Recruiting Functions and Recruiters are experiencing additional
administrative challenges, with very little opportunity to learn the required
strategic behavior that will significantly improve their value, productivity,
performance and career growth.
Optimizing HR recruiting productivity and performance requires
aligning your daily activities to the company’s core business competencies
and strategy, while improving upon those skills that not only add value, but
also enhances our ability to be viewed as a Strategic HR Recruiting Function
and Recruiter in the eyes of every hiring manager we serve.
The Evolution of the HR Function
The HR function has evolved from the early days of the industrial
revolution to the present. This evolution is typified by increased complexity
and regulation, as well as rapid pace of technological change.
The reasons for back lag in Recruitment
Increased Employee Turnover
Employees currently change jobs more often than they have in the
past and that even satisfied employees are increasingly investigating job
opportunities. According to the. Bureau of Labor Statistics, the average
person entering the workforce today will work for between eight and ten
different employers. This makes it more difficult for employers to retain
qualified, experienced individuals and increases the number of hires that
must occur each year in order to maintain or grow an
The Costs of Recruiting
Some experts theorize that the cost of recruiting equals 50-60% of an
employee’s first year salary—and up to 100% for certain specialized, highskill
positions. According to a recent survey conducted by the Employment
Management Association, the traditional advertising cost-per-hire is $3,295
while the Internet advertising cost-per-hire is $377.
INTRODUCTION TO ONLINE RECRUITMENT
Technology has changed the dynamics of HRD strategies especially in the
area of recruitment
All over the world it is quite evident; the brick economies have been
transforming into click economies. There is a sea change in the structure
and style of the economies and organizations. Several changes are
occurring in the field of Human Resource Management as a result of
liberalization, privatization and globalization. Information and IT today has
become the key factor.
Information technology and human resources: IT is rapidly changing the
face of corporate world. Each profession and professional is now using IT to
improve their work life and provide better products and services to their
customers. HR professionals too have discovered the magic of IT which is
exemplified by usage of terminologies such as intranet, internet, groupware,
Tele interview, e-mail used largely for recruitment, training, performance
management review.
Earlier the trends in using IT for HR largely included database, HRIS payroll
process, job seeker tracking, letter generation etc., but with the advent of
networked environment the trend is to make more of the HR process
automated and interactive.
Development of E-recruitment
Formally E-recruitment was first developed and launched on the
Internet on 11th September 1996 for US jobs which attracted a growing
number of job seekers. (www.usjobs.opm.gov). The main benefit of using the
company website to enhance recruiting efforts is that it's an inexpensive way
to sell organization across the globe. Organizations can share their culture,
announce their achievements and promote their job opportunities, as much
they desire.
What is E-Recruitment?
Web recruitment is the process of hiring/tracking job seekers through web
technology.
E-Recruitment encompasses just about every step in the traditional
recruitment process like presenting the available openings, testing
candidates for applicable skills, interests and fits for a particular job,
checking references etc., instead of taking place with paper forms erecruiting
gives details about the company and vacancy positions is given
either in the company's website or on the website of commercial recruiters .
E- recruiting may also be done by outsourcing the recruiting activities of the
firm to the brokers who can post it in a paid website, allow candidates to
apply, scrutinise their applications and match those with the available job
specifications and finally send the profile of the list of candidates
(applicants), everything being online.
Online recruiting is a huge industry. It is estimated that online recruiting costs
one-twentieth as much to hire an employee online as it does to hire that
person through want ads and other traditional means.( embracing online
recruiting - Graeme browing , April 08, 2002).
RISKS INVOLVED IN E-RECRUITMENT
Some of the legal risks involved in online recruitment are:
One of the legal risks is that employers, feeling overwhelmed by the
amount of résumés they get, turn to résumé-screening software. That way
they don’t have to look at every single résumé that comes in; the screening
software helps select the best applicants [by screening for certain words or
phrases]. Well, that approach only works as well as the software, and there’s
a significant legal risk in making a poor selection in your résumé-screening
software.
The second potential problem with e-recruiting : concerns the impact
e-recruiting has on who you consider for a job and ultimately hire -- and how
that affects the diversity of your workplace. By using online recruiting as a
means of identifying potential employees, are you excluding large portions of
the population? For instance, there’s the argument that more young people
use the Internet than old people. So if you rely exclusively on e-recruiting,
then you’re probably going to get more young applicants than older
applicants. So you might be excluding some of those people by primarily
requiring that applications be done electronically.