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e-Recruitment Today
Background
The typical hiring process within a traditional organisation normally encounters the following challenges:
1. ...
Information Technology (IT) and its revolution of the workplace/workspace has also impacted Recruitment. One such major impact is the enabling of e-workflow to improve, streamline and control business processes to boost efficiency and profitability by way of maximising resources and improve the level (quality) of service. ... e. ...
The changing recruitment landscape
Recruitment has evolved through several different operational modes over the past two decades. ...
The e-recruitment wave of the 2000s has addressed this volume issue, and is the reason we are seeing many companies shift yet again to a new recruiting mode. With the tools to manage recruitment drives simply and effectively, a growing number of companies are choosing to carry out their own company and job-specific targeted candidate filtering.
Recruitment agencies have evolved their offers along the way, also taking their business online, and looking at ways of adding value, either by personal touch, or jumping on the e-bandwagon and providing a quicker, smarter screening service for their candidates and clients. When applied properly, e-recruitment can be the least expensive, most effective tool that exists - second only to word-of-mouth referrals. ...
Analysis
e-Recruitment applications are often sophisticated end-to-end solution that can be used for both internal and external recruitment. ...
The applications further enable companies to manage the entire recruitment process on-line. ...
A typical e-recruitment process might include:
1. ... e-Recruitment provided for more sophisticated toolset from which to filter and screen candidates, and embedding the concept of companies building and developing their own talent pools from which to recruit.
Using the relevant and appropriate software, employers can control their entire recruitment process (both internal and external), including personalised candidate response, email-merge, mail-merge, applicant tracking, interview notes, statistical reporting, complete history logs – even communication en-masse via SMS-text messaging – an exceptionally cost effective way to stay in touch with candidates.
Employers via advanced e-recruitment applications can also filter candidates based on any ‘hard skills’ criteria they wish, as well as on their work-preferences based psychometric profile. ...
- Tight succession planning - unlocking the value in an organisations talent pool
- And more…
Such is the internet enabled world of recruitment; quite a leap forward compared to the traditional hiring process discussed earlier in this paper.
The Promise of e-Recruitment
More NZ organisations are returning to direct recruiting using in-house HR and line manager expertise, choosing to use internet and online tools rather than agencies, and reduce the cost of individual placements. ...
In the search for new ways the recruitment function can add more value to the bottom line, the focus of late has been on putting it online. Its no longer just the early technology adopters who are taking the leap with recruitment software. ...
How does an online e-recruitment solution work? ...
Commission based recruitment agencies have to take a good look at themselves and evolve their value proposition to their clients. ...
As recruitment carries the same costs, no matter how small or well-funded an organisation, the uptake for online solutions has spanned across all company sizes and industries. ... The company has saved a lot of time, money and paperwork in recruitment, and even avoided advertising altogether by searching their talent pool to fill a recent position. ... nz )
How does e- recruitment stack up?
Like any technology project, an online recruitment solution must deliver a definite return on investment (ROI) and realistic payback period. The metrics used to measure the effectiveness of online recruitment may be made by looking at employee time spent on administration, the cost of advertising and communications, and use of agencies. ...
Soft benefits such as quick and accurate retrieval of candidate information, and the depth of knowledge made available by an ever growing and organic knowledge base, are factors that make the recruitment process an ‘intelligent’ one and one that is based on best practice.
Approximate Word count = 3140
Approximate Pages = 12.6
(250 words per page double spaced)
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