07-08-2012, 12:57 PM
EFFECTIVENESS OF ONLINE RECRUITMENT AND SELECTION PROCESS
[attachment=30355]
INTRODUCTION
Over the years the effective human resource management practices for organizations has been highlighted by the increasing amount of research published within the media, in both scholarly and practitioner-focused journals and magazines. A key element of human resource management is recruitment of staff, as this function generates human capital that forms the foundation of companies. The future success of companies is predominantly based on the success of human resource efforts, which evolves through the identification and attraction of quality new employees generated from the recruitment process. For many companies today people are their most important asset. For this reason companies are aiming to hire their best. Although recruitment may sound like a modern term, recruitment efforts can be traced far back in time. After World War II in response to rapid changes in nature of business environment, required qualifications were becoming more specialist, creating the need for recruitment activities focused on attracting qualified personnel. Recruitment is not just finding adequate number of people who are interested in a vacant position. Instead, it embodies stimulating skilled and willing individuals to submit their application. Employers have various means of attracting applications.
ONLINE RECRUITMENT
The choice of the recruitment method requires that the organization goes through an elaborate procedure considering the cost of reaching the target group, the time scales involved, the fit with the organizational culture and the opportunity presented to enhance the organization’s public relations. One of the newest recruitment tools at the disposal of employers is online recruitment. Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. The term online recruiting implies the formal sourcing of job information online. It is also called cyber recruiting or internet recruiting. The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job 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.
OR INDUSTRY IN INDIA
Online recruitment uses the power of the internet to match people to jobs. Advertising vacancies on job sites is particularly effective at getting a high level of response. Not only it generates hundreds more applications than traditional print advertising, but it also provides job-seeker with ease and convenience to search and apply for the job of his/her choice from a large pool of available positions.
Here is a list of certain facts and figures which will help us to understand the current scenario of OR industry in India as well as its effectiveness in days to come. According to a study conducted by Gerry Crispin, principal of staffing for CareerXroads, an HR consulting firm, "The use of the Internet for job searches has grown… and will continue to grow." His research shows that in the past 4 years the number of employees hired from ads posted on the Internet has grown from 10 percent of all hires to almost 33 percent. (10)
The online Job portals revenues in the year 2005-06 were Rs.135 cores. The market is expected to grow to around Rs.190 cores in the financial year 2006-07. (11)
LITERATURE REVIEW
Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. The term online recruiting implies the formal sourcing of job information online. It is also called cyber recruiting or internet recruiting. The first reference to Online Recruiting (OR) was there during the 1980s. Today online recruiting is a huge business throughout the world. Although e-recruiting is a very young research field, a vast number of publications have already been produced, particularly in last decade. E-recruitment has grown dramatically in size since the mid 1990’s when the stronger economic climate resulted in increasing demand for highly qualified individuals (Lee,2005,p.175). Changing the ways in which enterprises recruit, and potential employees seek employment
and apply for positions, it has proved to be one of the biggest shifts in recruitment practice
in the last decade (Lee, 2005, p. 175).
[attachment=30355]
INTRODUCTION
Over the years the effective human resource management practices for organizations has been highlighted by the increasing amount of research published within the media, in both scholarly and practitioner-focused journals and magazines. A key element of human resource management is recruitment of staff, as this function generates human capital that forms the foundation of companies. The future success of companies is predominantly based on the success of human resource efforts, which evolves through the identification and attraction of quality new employees generated from the recruitment process. For many companies today people are their most important asset. For this reason companies are aiming to hire their best. Although recruitment may sound like a modern term, recruitment efforts can be traced far back in time. After World War II in response to rapid changes in nature of business environment, required qualifications were becoming more specialist, creating the need for recruitment activities focused on attracting qualified personnel. Recruitment is not just finding adequate number of people who are interested in a vacant position. Instead, it embodies stimulating skilled and willing individuals to submit their application. Employers have various means of attracting applications.
ONLINE RECRUITMENT
The choice of the recruitment method requires that the organization goes through an elaborate procedure considering the cost of reaching the target group, the time scales involved, the fit with the organizational culture and the opportunity presented to enhance the organization’s public relations. One of the newest recruitment tools at the disposal of employers is online recruitment. Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. The term online recruiting implies the formal sourcing of job information online. It is also called cyber recruiting or internet recruiting. The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job 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.
OR INDUSTRY IN INDIA
Online recruitment uses the power of the internet to match people to jobs. Advertising vacancies on job sites is particularly effective at getting a high level of response. Not only it generates hundreds more applications than traditional print advertising, but it also provides job-seeker with ease and convenience to search and apply for the job of his/her choice from a large pool of available positions.
Here is a list of certain facts and figures which will help us to understand the current scenario of OR industry in India as well as its effectiveness in days to come. According to a study conducted by Gerry Crispin, principal of staffing for CareerXroads, an HR consulting firm, "The use of the Internet for job searches has grown… and will continue to grow." His research shows that in the past 4 years the number of employees hired from ads posted on the Internet has grown from 10 percent of all hires to almost 33 percent. (10)
The online Job portals revenues in the year 2005-06 were Rs.135 cores. The market is expected to grow to around Rs.190 cores in the financial year 2006-07. (11)
LITERATURE REVIEW
Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. The term online recruiting implies the formal sourcing of job information online. It is also called cyber recruiting or internet recruiting. The first reference to Online Recruiting (OR) was there during the 1980s. Today online recruiting is a huge business throughout the world. Although e-recruiting is a very young research field, a vast number of publications have already been produced, particularly in last decade. E-recruitment has grown dramatically in size since the mid 1990’s when the stronger economic climate resulted in increasing demand for highly qualified individuals (Lee,2005,p.175). Changing the ways in which enterprises recruit, and potential employees seek employment
and apply for positions, it has proved to be one of the biggest shifts in recruitment practice
in the last decade (Lee, 2005, p. 175).