Recruitment and Selection - E- Recruitment New Trends in 21st Century

Introduction In Today’s technological environment companies used various technology-based recruitment sources like job portals, social media, Emails, message through mobiles etc. to acquire talented employees. Recruitment function helps organization to collect applicant’s information; scrutinizing and separate qualified applications for further processing based on job requirement and select the potential candidate. To reduce this traditional recruitment process HR department employed the tool like Applicant Tracking System. An ATS (Applicant Tracking System) is a tool of HR software that automates, streamlines, and enhances the hiring process. ATS is a software programme that makes it possible to handle recruitment needs electronically. Any type of applicant tracking system is used by most reputed business organizations to handle work applications and manage resume data. ATS Tools assist the recruiters to handle the recruitment needs of the organization and keep track of candidates (

  L ast couple of years were tough on recruiters and HRM sectors with the influence of COVID 19. The pandemic and its repercussions devastated some talent acquisition teams, heaped new demands on others, and proved to be a historic change agent as virtually recruiting and onboarding a remote workforce became the norm for many. E-recruitment practices Kucherov, D., & Tsybova, V. (2021) presented that the e-recruitment methods which include internet based and internal technology-enabled solutions, are to be used in the overall context of human resource management (HRM) digitalization. E-recruitment methods are associated with the favourable outcome. However, e-recruitment utilization does not serve as a bridge between e-recruitment techniques and outcomes. E-recruitment aid not only in lowering the cost of advertisements and selection procedures but also in eliminating paper works. Daniel Chait, CEO of New York City-based Greenhouse, one of the fastest-growing recruiting softwa

C orporates have accepted online or e-recruitment with open arms based on the considerable number of benefits moving in the online recruitment platform. However, it also has its limitations such as when an organization receives a higher number of applications, processing these will be indeed a challenge. Below mentioned are the opportunities and challenges faced by corporates related to online recruitment. Opportunities E- Recruitment has created a great leap in the history of recruitment since its existence in 1980s. E-recruitment has been a excellent mode of finding suitable applicants for the companies desirous of filling the empty vacancies in their organizations. A very renowned personality Prof. M.S. Rao who is the managing director at a renowned company has expressed his precious views about e- recruitment as “the e- Recruitment saves lot of time for both employers and job seekers. It provides wider scope, choice and opportunities for both company and applicants”. Accordin

Recruiters today, are more dependent on technology than ever before. E-recruitment is the new way for recruiters to attract new talent and keep them engaged in their organizations. Following are the few key trends of online recruitment. 1.   Artificial Intelligence (AI) and Machine Learning (ML) Recruitment   The use of AI in recruitment and selection is still in its infancy. The emerge of AI in the recruitment process has made storing and retrieving of resumes easier. With the advent of AI, successful innovations are combined with existing methods to form a technique that can deliver a user-friendly experience for organization and candidate (Mathis, 2018). The recruitment landscape has seen extensive changes over the years and has evolved with the creation of new recruitment tools and processes (Bersin, McDowell, Rahnema, van Durme, 2017). According to Schweyer (2017), AI and machine learning can be used in the different stages of the recruitment and selection process. More sp

     The recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen (Breaugh& Starke, 2000)      The most common used sources for external recruitment are newspaper ads, private and public employment agencies, Internet job boards, corporate websites, employee referrals, colleges and universities, search firms, job fairs, etc. (Ployhart, Schneider, & Schmitt, 2006) Traditional Recruitment      In traditional recruitment, the candidates search is generally conducted internally by the Human Resources department. It can include methods such as internal promotion, the use of existing networks within the company, and advertising through traditional methods.      Furthermore, traditional methods refer to print advertising, a vacancy being put on company’s website or in the local employment office.      The paper-based recruitment is a one of a traditional recruitment process and following fig

 Introduction              “The Internet Will Help Achieve ‘friction free capitalism’ by putting Buyers & Sellers in Direct Contact and Providing more Information to Both Each Other”- Bill Gates. Today’s world is technology-based, and it can be felt its presence in each sphere of our lives. Conception of internet has changed our lives tremendously and it has also changed the perception of people towards their work (Bhupendra & Swati, 2015). Whole world is just a click away from us and we can connect with individuals from all over the world. In accordance with Internet world stat on 30 June 2022, 4.99 billion of people adopted to internet around 8 billion of world population. And following figure 1 will be described how does it vary with the geographical view.                                                          Figure 1 Internet users in world by geographical regions -2022 This internet propagation is forced a huge impact on the employee recruitment and selection

  Introduction Recruitment and selection are one of the most important parts of an organization's growth. Recruiting guarantees that as many people as possible apply to work for the company, making the selection of the best applicants easier because many qualified people join the talent pool generated by recruitment. The concept of selection operates by identifying deficiencies in organizations’ and selecting the best candidates from the talent pool to fill those voids. In simple terms, it means selecting the best candidate for the job (Kepha, 2014). When an employer filles a vacant opportunity with one of its own workers through promotion or a lateral transfer called as internal selection ant the vacant fills from outside resource pool called as external recruitment. Organizations will use both these internal and external recruitments when they are filling their vacancies. By the way there is a bias favouring hiring internals despite of depending on externals. Internal and

Introduction      I n this globalization era, the role of human resources is very prominent as its influence is growing along with the developing world (Enis, 2018). The employees considered as human capital are the most valuable asset for any organisation as they play direct role in the performance of the organisation. Selection and recruitment are among fundamental components of Human resource management practices taken by organisations to develop and enhance employee capability to enable them to obtain both individual and organisational objectives (Ogedegbe 2014; Selase 2018).      Armstrong (2009) posits that human resource management practices support organisational goals and objectives and should be responsive to changes in the organisational environment. Furthermore, the role of human resource department in an organisation works like a powerhouse as they have to hire the most suitable persons according to the need of the organisation (Ogedegbe, 2014). Recruitment