Evolution , impact and challenges in E-recruitment

 

E-recruitment, commonly known as online recruitment, has transformed the traditional hiring process by the power of the internet and social media. Over the past period, both large and small-scale companies due to its growing popularity have increasingly adopted e-recruitment. Today, e-recruitment platforms are used by many organizations to post job openings, communicate with candidates via email and other online platforms , and collect resumes online. Technology and the internet are used to attract and hire potential candidates, typically through the posting of job vacancies on corporate websites or online recruitment platforms, where candidates submit resumes electronically.

In recent years, e-recruitment has gained widespread popularity among both recruiters and job applicants . The goal of recruitment is to ensure that a pool of qualified and most suitable candidates is available for selection, ensuring that the best-fit candidates are chosen for the role and the company’s objectives. Effective recruitment processes help in the identification and hiring of the right talent, which enhances the workforce and contributes to overall success and growth of the particular organization. Additionally, individuals are motivated to join the organization, and higher levels of participation are encouraged after hiring.

Since mid-1990s, the recruitment landscape has dramatically changed by e-recruitment. Online channels such as email, WhatsApp ,Face Book and text messaging are used by organizations to connect with potential candidates, offering more flexibility and convenience in the management of the entire recruitment process..

E-recruitment has been identified and recognized as the fastest growing form of recruitment and is becoming increasingly common, even in regions where access to new technologies is limited.

 

Methods of E –Recruitment :

  Employer Website :

 

Employers use their website to advertise and post job openinigs describing the role advertised for with required qualification ,experience and other characteristics . Further, the Employer will also provide details

On the responsibilities of the position along with the remuneration package offered for same .Under this scenario ,applicants are generally requested to create an account or log in to the Employer’s website to submit their online applications/ resumes . The employer has to provide clear instructions as to how the candidate should submit the application (i.e cover letters , supporting documents etc …). Typically ,candidates directly upload their resumes and other connected documents to the Employer’s website . There may be automated screening questions in the website which would enable the Employer to evaluate whether the applicant meets the minimum job qualifications and help them to do the initial filtering process  

 

The Employer’s recruitment portal may initially screen the applications through key words and phrases . This automated process will help the Employer to identify /short list suitable candidates and eliminate the ones who does not meet the minimum /basic requirements . Under this system ,applicant’s generally have the accessibility to log in to their account in the Employer’s website and check on the status of their application . Further ,the candidates could also receive notifications ,automated emails on interview dates /schedules . In the same manner ,they can receive notifications on disqualifications as well .

 

Interview schedules also can be available in the Employer’s website .In the event a candidate is short listed for a job role ,particular person can select a time slot in the published interview schedule which is convenient for both parties without back and forth communication . It is very common amongst the Employers to use integrated video interviewig facilities through linked platforms such as Microsoft teams and Zoom . Candidates can be provided with facilities to participate in live video interviews .Some Employers might use online tests as a part of the interviewing process .

 

In the event the candidate gets selected ,they can receive the Offer Letters via email or through the Employer’s Website .E- Signatures can be used for offer and acceptance . Furthermore, documents required for the on boarding process (Copies of qualifications / Tax details / Bank Details etc ..) can be shared through a secured portal . Employer’s website could also be used as a tool to provide initial orientation programmes for the new recruits which can include sessions on the company policies  ,culture and job responsibilities etc …

 

The Employers can have access to various metrics related to the entire recruitment process through data filtering from the website .They can have a better control or track on the total number and sources of applications and time taken for hiring etc ..

 

Benefits and Challenges on E-Recruitment through Employer’s website :

 

Benefits	Challenges
The automated process saves time for both Employer and the Candidates	There can be technological issues related to the online platforms which could de motivate the Candidates
Employers can reach /attract a diversified talent pool	Automated screening might filter out valuable talent for not using correct key words
The Website can be used as a part of the Employer’s Branding which showcases the Company’s values ,culture and work environment	Data protection protocols to be thoroughly adhered as sensitive information will be dealt with
Costs related to traditional recruitment sources (paper Ads , agencies ) can be eliminated

 

 

Online Job Portals :

 

Online Job portals play a vital role in the present day Job market . They establish a digital bridge between the Employers and the Candidates . In sri Lankan context many online Job portals such as top jobs , Xpress jobs & Job pal etc  is commonly used among job seekers . These job portals maintain large and diverse data bases from various industries and companies providing valuable resources for both Employers and Candidates . The Candidates could filter jobs which suit their qualifications ,skills ,expertise ,experience and career goals . Hence, there can be huge opportunities for job seekers beyond boundaries .

 

One of the primary reasons for the popularity of employment portals is the ease and convenience of use and accessibility provided by them . They provide opportunity to search for jobs from anywhere in the world, which accelerates the application process and overcome regional limitations. As these platforms are virtual, they are accessible at all times, allowing communication between Candidates and Recruiters without being bound to time zones or typical working /office hours. Employers are benefitted from the accelerated application processes provided by these portals, which help in many ways including better candidate management. Communiques between employers and potential applicants is made fast and convenient , enhancing the experience for all parties by speeding up the hiring process and allowing for swift responses and updates. Moreover , comprehensive search and filtering features are offered by most job banks , enabling searches to be tailored based on parameters such as skill category , Industry , type of work etc ... Accordingly ,these platforms save time and money for all stakeholders engaged in the recruitment process .

Job portals have actively contributed towards enhancing overall job search experience ,which is beyond simple job postings . Resume creation facilities are also provided by them enabling prospective candidates to catch the attention of potential Employers . Furthermore ,details on salary packages /remuneration are given in the job portals providing better transparency for the process . This will help the job seekers to enter in to more informed decisions and make effective negotiations .

 

Social Networking :

Social media platforms such as Facebook , LinkedIn and Twitter have made a dramatic change in the fields of job searching and professional networking . Users of these platforms are provided with interactive and dynamic environments through which they can communicate conveniently with potential Employers . Hence, social media has a noticeable impact on both organizations and job seekers . Online platforms can be used as powerful tools for  enhancing the Employer/ Employee networks . A very good example would be LinkedIn which was mainly designed for the purpose of business networking ,creating links with Mentors and colleagues . Though they are informal in nature ,social media apps like Facebook and Twitter also encourage socializing between people with similar professional interest . These platforms play a vital role in speeding up the contact between the Organizations and job seekers whilst servicing as a platform to post job vacancies /Advertisements ,thus increasing the effectiveness on recruitment of new employees . Businesses can use social media apps to post videos ,advertisements and other types of content which provide a better outlook on their routine business operations ,work environment and experiences of employees . This could provide job seekers a better understanding of the company’s culture and can make informed decisions when applying for jobs . On the contrary ,organizations could also check the social media presence of job applicants in order to get a better understanding of their characteristics , professional network , community involvement  and adoptability to the organizational culture .

Nonprofit organizations can also use social media to publish their initiatives and social activities . Candidates who are passionate on service related job roles will be attracted to these type of organizations .  Hence, it could be commented that social medias can be used as a attractive and useful tool in effective recruitment .

 

Business tycoons and industry leaders have shared varying perspectives on the value and effectiveness of e-recruitment. While they may not always provide direct, quotable statements on this topic, several influential figures have commented on the broader trends of digital transformation, talent acquisition, and recruitment technology. Here's a summary of some key insights:

 

 

1. Jack Ma (Alibaba Founder) – Embracing Technology in Recruitment

• Perspective: Jack Ma believes that technology has the potential to transform industries, especially in recruitment. He envisions the future of hiring driven by digital tools that help identify and cultivate talent more efficiently.
• Relevance: While he doesn't directly focus on e-recruitment, his views align with the idea that digital tools, including AI and data, can streamline and speed up the talent acquisition process.
• Key Takeaway: Leveraging technology, especially AI-driven recruitment, allows companies to access a global talent pool and simplifies the hiring process.

 

2. Bill Gates (Microsoft Co-Founder) – Automation in Hiring

• Perspective: Bill Gates advocates for automating processes, including recruitment, to improve efficiency. Under his leadership, Microsoft adopted technology to optimize hiring practices using algorithms that better match candidates to positions.
• Relevance: Gates supports the use of technology and data analytics to enhance recruitment decisions, suggesting that automating these processes helps HR professionals focus on higher-value tasks, such as employee development and culture-building.
• Key Takeaway: Automation, like e-recruitment systems, enhances the hiring process but requires human oversight to ensure quality decision-making.

        

3. Richard Branson (Virgin Group Founder) – Balancing Technology and Culture

• Perspective: Richard Branson emphasizes the importance of company culture during recruitment. While he doesn’t directly focus on e-recruitment, Branson advocates for using technology to enhance hiring while preserving the human element.
• Relevance: While technology, such as e-recruitment platforms, helps attract a broader range of candidates, Branson warns against over-relying on automation. Maintaining personal connections in recruitment remains vital.
• Key Takeaway: E-recruitment can scale hiring efforts, but it’s equally important to ensure that candidates align with a company’s cultural values.

 

4. Elon Musk (Tesla and SpaceX CEO) – Innovation in Hiring

• Perspective: Elon Musk is known for his innovative approach to recruitment, using digital platforms to attract top talent to Tesla and SpaceX. He stresses the importance of hiring exceptional talent, especially for technical roles.
• Relevance: While not an outspoken advocate of e-recruitment per se, Musk acknowledges that digital tools and online platforms are key to identifying talent in cutting-edge industries.
• Key Takeaway: E-recruitment plays a vital role in attracting top-tier talent for high-tech roles, but candidates must also be assessed for problem-solving skills and a passion for innovation.

 

5. Larry Page (Google Co-Founder) – Data-Driven Hiring

• Perspective: Larry Page and Google are pioneers in using data and AI to optimize recruitment. Google employs extensive data-driven methods to make better hiring decisions.
• Relevance: Page’s commitment to using data to improve decision-making extends to recruitment, where algorithms and e-recruitment systems help process applications and identify the best-fit candidates efficiently.
• Key Takeaway: Data and technology, like e-recruitment systems, enable companies to make objective, informed hiring decisions, leading to better workforce quality.

 

6. Indra Nooyi (Former CEO of PepsiCo) – Promoting Diversity and Inclusion

• Perspective: Indra Nooyi has been an advocate for diversity and inclusion, particularly using digital tools to ensure fairer and more inclusive recruitment practices.
• Relevance: Nooyi emphasizes the role of e-recruitment in minimizing bias during the hiring process. Digital platforms standardize interviews, helping evaluate candidates based on skills and potential rather than unconscious bias.
• Key Takeaway: E-recruitment can significantly enhance diversity and inclusion by reducing bias in hiring and streamlining selection.

 

 

 

7. Mark Zuckerberg (Meta Co-Founder) – Recruitment through Tech Advancements

• Perspective: Mark Zuckerberg recognizes the importance of utilizing technology to improve recruitment. While he doesn’t explicitly discuss e-recruitment, Meta’s integration of AI and data analytics into its hiring process demonstrates this approach.
• Relevance: Zuckerberg has underscored the importance of hiring the right people for the company's growth. Digital tools help filter applications and identify top talent that aligns with Meta's goals and values.
• Key Takeaway: Digital tools and e-recruitment allow companies like Meta to scale hiring while maintaining a focus on talent that fits with company culture and objectives.

 

 

 

Key References : 

1. Breaugh, J. A. (2013). Recruitment: Science and Practice. Routledge, Taylor & Francis Group.

2. Sullivan, J. (2003). The Impact of Technology on Recruitment. In Human Resource Management in the Digital Age. Pearson Education.

3. Parry, E., & Tyson, S. (2008). An analysis of e-recruitment: A critical review. Human Resource Management Review, 18(3), pp. 2-13.

4. Parker, L., & Ghiselli, R. (2014). The impact of e-recruitment technology on recruitment effectiveness: A qualitative analysis. International Journal of Human Resource Management, 25(6), pp. 788-805.

5. Nikolaou, I., & Tsaousis, I. (2002). E-recruitment: A critical review of the use of technology in recruitment and selection. International Journal of Selection and Assessment, 10(3), pp. 213-223.

4. Meyers, M. C., & van Woerkom, M. (2013). E-recruitment in the digital age: Trends, practices, and challenges. Proceedings of the International Conference on E-Recruitment Technology, 1(1), pp. 34-40.

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