E-Recruitment and E-Selection Chapter 7 PDF

CHAPTER-7 E -Recruitment and E- Selection RECENT TRENDS Hiring through Technology Course: Recruitment and Selection Course Code: BAHR2203/BSHR2206 Specialization: HRM Department of Business Studies  INTRODUCTION TO E-RECRUITMENT: Technology has changed almost every aspect of our lives....

CHAPTER-7 E -Recruitment and E- Selection RECENT TRENDS Hiring through Technology Course: Recruitment and Selection Course Code: BAHR2203/BSHR2206 Specialization: HRM Department of Business Studies  INTRODUCTION TO E-RECRUITMENT: Technology has changed almost every aspect of our lives. The wide availability of the internet and the extreme popularity of social media platforms has made us more connected, gave easy access to any information we might need. It has also changed the recruitment and job seeking processes as well. Compared to the traditional paper-based, classified job advertising, as well as job ads that appear on billboards, in subways etc., the online/ e-recruitment dominates todays labor market. All the activities of the recruitment process let it be managing, tracking, analyzing candidates, selection, getting job data etc., everything is automated and done online. Meaning of E-recruitment: It refers to the use of web-based technology for the various processes of attracting, assessing, selecting, recruiting and on boarding job candidates. Definition of E-recruitment: According to Ruel et al (2007), “Online recruitment also falls under e-HRM which is an organization’s e- business system that uses web-based technologies for human resource management practices and policies”.  E-Selection - Meaning E-Selection is a paperless process where electronic documents and information can be quickly disseminated nationwide or worldwide. E-Selection – Definition “the various forms of technology used to assess the degree to which the candidates fit with the job requirements based on their knowledge, skills and abilities – Stone et al. (2015) Gueutal and Stone (2005) “e- selection is a process of web-based testing, face-to-face interviews, and job offers. E-Recruitment and Selection - Importance 1. It provide organizations with large candidate pools. 2. It helps in simplifying the job analysis process. 3. It accelerates the development and assessment of selection procedures. 4. It reduce administrative burdens by automatically screening applications. 5. It allow organizations to interview applicants using web-based or video conference methods. 6. It facilitates storage and use of applicants’ information. E-recruitment & Selection elements/Systems 1. Applicant Tracking System 2. Employer’s website 3. Online testing 4. Social media recruiting 5. Talent Management System 1. Applicant Tracking System - ATS: It is a software that helps companies organize candidates for hiring and recruitment purposes. These systems allow businesses to collect information, organize prospects based on experience and skill set, and filter applicants. https://www.youtube.com/watch?v=XHWjfwb0TaE  2. Employers The Website: companies undertake their online promotional activities via their official websites, wherein the complete information about the corporation is enclosed. Through this information, the prospective candidate could decide whether to be a part of a firm or not. Thus, the firm‘s official website is considered to be an essential element of E-Recruitment. 2. Online Testing: It is used to evaluate the candidates over the internet through the assessments developed by the companies. 4.Social media recruiting It is the method recruiters use to find candidates through social media platforms. It is also referred to as social recruiting, social hiring, and social recruitment. Other than recruitment, social media is heavily used in employer branding as well. 5. Talent Management System - TMS: Is an integrated software platform that supports core talent management processes, including recruitment, employee onboarding, performance management, learning and professional development, compensation management, and succession planning. These processes, and the technical capabilities that support them, are typically delivered via software modules. Example - HRMS in UTAS Student Practical Session: Choose any social media platform you desire. Search for job announcements in any area / specialization interesting to you. According to your observation, what kind of companies prefer to use social media to announce for available jobs? From this exercise, what kind of jobs you noticed are mostly advertised via the social media platforms?  Advantages of E-Recruitment 1. Cost Effective: Low cost of Hiring the candidate, as compared to the physical recruitment process. 1. Wider coverage: the candidates can be hired from any part of the world. 1. Easy access: Beneficial for both the employer and the job seeker, the corporations can find the prospective candidates through their CVs attached to World Wide Web, it gives 24*7 access to an online collection of resumes and similarly, the candidates can search the employer through their job vacancy advertisement posted on the internet. 1. Less time consuming: Through the E-Recruitment software and systems the entire recruitment process becomes automated and saves time compared to manual process.  Advantages of E-Recruitment 5. Easy filtering: Right people for the right job can be easily found, by matching the candidate‘s CVs with the job profile. 6. Increased efficiency: It makes the recruitment process more efficient and easy to record details of the applicant. 7. Green solution: The gathering and compilation of data, filling of records and all related administrative work is done electronically, and therefore paperwork is considerably lessened. Significantly less physical space is taken up for file storage and overall, the ecological footprint is smaller than more traditional recruiting methods.  Dis-advantages of E-Recruitment 1. Suitability: This method may not be suitable for senior positions where the pool of prospective candidates is much lower 2. More of number of applications: High volume of responses including large number of unsuitable candidates 3. Technical issues: Technology issues that come from standardizing the application process. 4. Data confidentiality : Too impersonal due to lack of confidentiality many applicants hesitate to apply online. Challenges of E-Recruitment Traditional recruitment method have been replaced by the online recruitment or e recruitment with the entry of internet. Most of the small and large scale organizations are adopting to the e recruitment process. But in this process the e recruitment face many challenges in the organization manner. The main challenges are explained given below MANAGERIAL CHALLENGES ORGANISATIONAL CHALLENGES TECHNICAL CHALLENGES  1. Managerial Challenges i. Any technology would remain unused without user acceptance. It is important that hiring and recruiting managers are knowledgeable and comfortable about the use of online recruiting methods. Organizations must hence conduct a comprehensive training program for HR managers to help them use the e recruitment tool without any difficulty ii. The use e recruitment method has not put an end of the use of other recruitment methods such as employees referrals, newspapers, ads etc...,given the limited financial resources, finding the optimal mix of various recruitment methods is a challenge for human resource managers. 2. Organizational challenges i. Most qualified applicants are often passive job seekers, who are presently employed but may be interested in new job opportunities. A strategy to recognize passive job seekers and motivate them to apply must be developed i. Business process redesign is needed across the whole process of human resource management to realize the online recruitment benefits (Taylor, 2005)  3. Technical challenges i. Lack of confidentiality and security of information discourages the posting of job applications by job seekers. While security is one of the biggest challenges with job applicants, top most companies do not specify it explicitly on the career websites i. Combining the process online recruitment with process of conventional recruitment is critical due to limited availability of software resources. Paper based resume must be converted into a digitized form and stored in the database.  E-Recruitment Model Ruel et al (2007)’s Model for online recruitment: According to this model, the main participants or actors of online recruitment are the employers, job seekers and the intermediaries which are nothing but online recruiting mediums. The model proposes four aspects of online recruitment by name strategy, goals, types and outcomes.  E-Recruitment Process Identification of hiring needs Submission of job requisition Cluster 1 Approval of job requisition and job posting on the internet Online job search by applicants Cluster The submission of applications. 2 Searching the applicant database Cluster Evaluation of resume/ application 3 Interviewing by hiring managers Pre-employment screening Cluster Job offers 4 Employment contracts Recent Trends in E-Recruitment 1. Remote interviewing: Work from home (WFH) emerged as a major trend in talent acquisition and recruitment in 2021. Remote interviewing became a necessity for hiring during the pandemic. Remote interviewing is a trend that looks to gain more prominence in the coming years due to the downsize of office space organisations take advantage of the productivity gains from remote work. With remote interviewing, job interviews taking place on video conferencing platforms such as Zoom, Microsoft Teams or Cisco Webex, or specialized video interviewing tools.  Recent Trends in E-Recruitment 2. Artificial intelligence (AI) In the recent past, one of the latest trends in HR technology has been the use of Artificial Intelligence (AI) in recruiting to facilitate processes and decision-making. Artificial Intelligence in a recruitment software is responsible for the automation of work processes and optimization in various areas. For Human Resources teams, advances in technology are proving increasingly necessary to maintain competitiveness and improve decision-making Recent Trends in E-Recruitment 3. Robotic Process Automation Robotic process automation (RPA) is an increasingly popular technology that can automate manual, repetitive activities. RPA bots are capable of performing a vast array of recruiting tasks that normally take several hours. RPA performs operations on a bulk scale that doesn't require any level of human intervention. For example, verifying documents for a large number of candidates requires a lot of effort but doesn't need a person to be involved. A bot can simply process each document for verification and upload the results into an applicant tracking system. This can save recruiters significant time and effort.  Recent Trends in E-Recruitment 4. Employer Branding Employer branding is one of the most significant recruitment trends that every firm should pay attention to. Since every job applicant examines a company's reputation and brand before applying for a position, As a result, employers are beginning to recognize the significance of preserving or developing their brand image. Future applicants, like clients, will want to be associated with a reputable company.  Recent Trends in E-Recruitment 5. Data-driven strategy Data drive strategy is one of the latest recruiting trends. Managers will have to thoroughly understand data, budgets, and other essential information for a healthy bottom line. Hence, they will ensure that every strategy aligns with crucial data and reports.  Recent Trends in E-Recruitment 6. HRIS Using HRIS for recruitment is the ease of converting information submitted on the application into employee files. In the contemporary business, most of the organisations and business units implement HRIS to preform their daily HR activities.