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E-recruitment Essay

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This is,in my opinion, a development that is inevitable and wil be long lasting, yet appeared to be difficult to implement. As my interests are in Human Resource management, I fenced my research question by focusing on the implementation of e-recruitment and analyzing why the system did not deliver the desired outcomes. Literature assumed the relation between a proper implementation and a successful technology. Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web.

The job seekers send their applications or curriculum vitae i. e. CV through 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. In this project more emphasize is given to the various E-recruitment processes or practices used in Indian people and it is also focused that how they differ among the old recruitment processes or practices. Effective E-recruitment is given a more knowledgeable and qualitative people who work related to the entire profile and given a best for his qualification.

Its hierarchical structure gives preference to good knowledgeable person, and it is a best environment for attracting the best talent in the market. So, here are given some effective processes to go through a good job in the help of e-recruitment. Acknowledgement We would like to acknowledge our sincere thanks to our director who gave us an opportunity to prepare a grand project and prove our ability. Our sincere thanks to Prof Harsh Modha, our project guide who helped us a lot throughout this project and guided us in a right direction and his expertise in this topic also helped us to gain in-depth knowledge.

We would like to gratitude our earnest thanks to the professors of MBA Department-NGI. “With sincere Regards”, Pooja Nimavat Declaration I am Pooja Nimavat, students of M. B. A – Sem. IV hereby declare that the project work presented in this report is our own work and has been carried out under supervision and guidance of Prof Harsh Modha,(Department of Management) Noble Group of Institutions, Junagadh Gujarat Technological University. This work has not been previously submitted to any other university for any other Examination. Date: 28-5-2011 Place: Pooja Nimavat.

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Executive Summary Recruitment is important for organizations since it performs the essential function of drawing an important resource into the organization. It has a strategic aim as it focuses on the need to attract high quality people in order to gain a competitive advantage. A new development in this domain is the use of the internet to attract potential employees to an organization, and is referred to as e-recruitment. Yet, in previous research it appeared that only 25% of the organizations indicated achieving strong success with e-recruitment (Chapman & Webster, 2003).

In addition, e-recruitment success seems to be established by its process and procedure. Simultaneously, the consultancy is one of these organizations that report achieving only limited success with their e recruitment technology. Although it is known that e-recruitment success can be established by a successful e-recruitment implementation, further results regarding e-recruitment procedure are unknown. However, it is necessary to understand where of e-recruitment system comprises, because e-recruitment process is a matter of today. Therefore, the research goal is to good talented and qualitative people are find out and give a good job opportunity and end the search of job. In comparison to other research, e-recruitment is, in this research, approached from the corporate perspective instead of the applicant view or interest. Based on a literature study, a theoretical framework is constructed to approach e-recruitment process. E-recruitment procedure consists of two groups of enablers, which are defined as e-recruitment system strength and e-recruitment management strength. The outcomes of e-recruitment are included as well, and referred to as success indicators.

Based on this, three sub-questions are formulated: What are the characteristics of e-recruitment system strengths? What are the characteristics of e-recruitment types? What are the characteristics of e-recruitment success process? Based on document analysis and some recruitment process, these sub-questions are explored. It becomes clear that gains less success with their e-recruitment technology than expected. This cannot be grounded on factual data because of the missing tool, management reports. The technology turns out to contribute neither to time nor cost savings, and is perceived by users to be unfriendly.

In addition, users pointed out that they find it even worse that the technology is applicant unfriendly. As these success indicators pointed out to be less positive, the technology seemed to be used in an appropriated manner. Returning to the assumption made in the beginning, there might be implied that the process was less-than successful, since a successful implementation should result in a system that delivers the desired outcomes.

It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. 2. It forecasts how many people will be required in the company. 3. It enables the company to advertise itself and attract talented people. 4. It provides different opportunities to procure human resource. Methods of Recruitment Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs. Companies can adopt different methods of recruitment for selecting people in the company. These methods are: 1. Internal sources 2. External sources

The sources can be further explained with the help of following diagram: Internal Sources of Recruitment Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment: 1. Promotion Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 2.

Departmental examination This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 3. Transfer Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people. 4. Retirement

Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost. 5. Internal advertisement In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch.

Employee recommendation In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain. Advantages of Internal Recruitment 1. Internal methods are time saving. 2. No separate induction program is required. 3. The method increases loyalty and reduces labour turnover. 4. This method is less expensive. Disadvantages of Internal Recruitment 1. There is no opportunity to get new talent in this method.

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