Key Elements found in an eRecruitment Program and eSelection
E-Recruitment entails the use of web-based technology for different process of attracting, selecting, assessing, and recruiting candidates in various positions. The first element is applicant tracking, which refers to the determination of the status of the candidate in relation to the position applied for in the company. The second website is the employer website that provides the information and the details on available job opportunities and collects data on the opportunities to advertise to the potential candidates. E-recruitment has online testing, which encompasses pre-set evaluation for the candidates to determine their preliminary viability for the position in question. Finally, it process contains access to social media that is helpful in reaching out to potential candidates by informing them of its availability and the set conditions for qualification.
Tools for E-recruitment
The first tool is the screening tool, which is usually dependent on artificial intelligence. The work of the screening tool is that it contains candidate software that uses the candidate information to determine the most suitable potential employee suited for a given, advertised position. In essence, the work of the screening tool is to collect the information relating to candidates and use the same to select the candidate that has the desired qualifications that match the job vacancy available. The automated based screening software (ATS) use artificial intelligence (AI) to determine if one is a good candidate based on their past hiring decisions (Kashi & Zheng, 2013). It learns the skills, experience, and other qualifications that a candidate possesses and applies that knowledge to screen, grade, and subsequently shortlist a new candidate. Its main benefit is to reduce the cost per hire and the time for hiring substantially.
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The matching tool aims at using the information given by the candidate to the job description or requirement. Towards this end, the tool uncovers the existing talent by looking into the resumes available in the database. It also rediscovers other candidates present within the talent pool that may fit the new role. The past candidates tend to have a higher knowledge of the brand and may have a higher degree of interest in the new role. The aim is to engage the new applicants to bring back to the new requirements for the job. Furthermore, the matching tool serves to optimize the candidate pool that subsequently reduces the cost of candidate acquisition and maximize the marketing spending for the candidate.
The final e-recruitment tool is the recruitment chatbot, which uses natural language processing mechanism to make meaning of the texts the same way humans do. The main function of recruitment chatbot is streamlining the top of the funnel through the provision of real-time communication to candidates. The main functions included answering messages sent through FAQs and providing updates and feedback to candidates. Finally, it schedules follow up and possible interview with the human recruiter (Holm, 2010). It improves the candidate experience by enabling recruiters who may not have time to provide instant and unlimited touchpoints to the candidates.
Important Features of the E-recruitment for Human Resources Management
E-recruitment has various features that are important to the human resources management and department in general. First, the fact that the system provides application tracking is helpful to HR. It looks into the status of the candidate based on the job advertised or the vacancy that has arisen. The goal is to determine the candidate’s suitability to the position in question. Additionally, e-recruitment caries job boards for both the employers and the employment agencies who intend to attract talent to their organizations. The e-recruitment is complete with every testing and evaluation tools that make easy for the HR team to determine the candidates that are suitable for a given position based on their experience, employment record, skills, and other qualification. The candidate does not have to travel to the head office at a designated location because the tool will collect the information online and evaluate the candidate for the suitability, thereby saving on time and cost of the bigger faction of the recruitment process (Holm & Haahr, 2019). Finally, e-recruitment has access to various social media platforms, meaning that it accords the employers and the potential employees a good platform for accessing available employment opportunities and candidates for their companies.
Advantages and Disadvantages of E-recruitment
Advantages
The use of e-recruitment is generally cost-effective compared to the other platforms of recruitment. All a company has to do is to place an advert on its website, wait for interested candidates to apply and use the e-recruitment tools to screen and evaluate the applicants based on skills, qualifications, and experience to determine the most suitable candidate. In this regard, it saves the labor cost and the time used in the employment process. The time taken for the entire recruitment process, form advertisement, to screening, to the selection, to evaluation, and finally, shortlisting is minimal because there is specialized software to achieve all that.
The use of e-recruitment platform tends to reach a wider audience as the user can target candidates from various parts of the world without the problem of a geographical limitation. The target of a wider range of audience also means that the user does not have to pay extra to access a larger pool of talent. Since the service is mainly online, the user companies and the potential candidates do have the limitation of access, their geographical location, or the time of the day. Closely related to that is the fact that e-recruitment platforms are user-friendly making it easy to navigate, meaning that the users do not have to have an in-depth knowledge of computers to access and subsequently use such services. It enables dynamic contents, thereby making the user adverts more pealing and accessible to the people seeking jobs. Finally, it promoted immediacy in the hiring process because most replies and posts appear in real-time.
Disadvantages
The use of e-recruitment platforms is not suitable for senior positions where the pool of prospective candidates is relatively lower. Lower numbers of candidates do not bring forth the cost-effective feature associated with e-recruitment. The fact that e-recruitment permits everyone to apply means that it leads to a larger number of unsuitable candidates. The process or the platform often faces challenges associated with standardization of the application process, which means that the technology still has certain issues that require sorting. Finally, the e-recruitment process is impersonal.
Considerations about the E-recruitment Process
The first consideration is cost. A typical recruitment process is often costly since it involves setting up the venue, hiring interviewing officers, and the labor costs are normally very high. If the e-recruitment platform offers an alternative that minimizes the mentioned costs, then it is advisable to use it. The next consideration is the time taken for the actualization of the whole recruitment process. The objective is to shorten the process and the procedures and to get the best out of it. The legal aspects of using the e-recruitment process should also be taken into consideration to vindicate the company and the users from any legal repercussions (Nikolaou, 2014). Finally, the objective of the recruiting firm also matters. Certain firms prefer meeting candidates for face-to-face interviews due to their nature, particularly for their positions that require higher levels of experience.
References
Holm, A. B. (2010). The effect of e-recruitment on the recruitment process: Evidence from case studies of three Danish MNCs. In Proceedings of the 3rd European Academic Workshop on Electronic Human Resource Management (pp. 91-111).
Holm, A. B., & Haahr, L. (2019). E-Recruitment and selection. In E-HRM . Routledge.
Kashi, K., & Zheng, C. (2013). Extending Technology Acceptance Model to the E‐recruitment Context in Iran. International Journal of Selection and Assessment , 21 (1), 121-129.
Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment , 22 (2), 179-189.
