6). Opportunities and Challenges in E-recruitment
Corporates 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”.
According to Mathis and Jackson (2006), major benefits of
the use of the internet recruitment include cost saving, time saving,
generation of expanded pool of applicants, and global catchment opportunity.
According to the Okelie and Irabor (2017) a summary of opportunities
can be categorised both company and applicants as follows,
Table 1: Opportunities in e-recruiting
Elkington (2005) and Torrington et al. (2007) posit that online recruitment is also capable of generating the following opportunities:
- Enhances the applicants’ experience
- Communicates the employer’s image and culture better
- Makes the recruitment process faster, more accountable and standardized
- Increases the diversity of applicants
- Provides better management information on applicants
- Finds the right candidate for the job.
It also provides opportunities for building a pool of
talented candidates, retaining speculative and star candidates for the future,
and then contacting them when an appropriate vacancy is advertised effectively
generating applicants for free.
Challenges
According to the Okelie and Irabor (2017) a summary of challenges
can be categorised both company and applicants as follows,
Table 2: Challenges in e-recruiting
Some of the challenges identified by others will be as follows,
- Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time-consuming exercise for organizations (Anderson, 2003).
- There is low internet penetration and no access and lack of awareness of internet in many locations across the world (McCurry, 2005).
- Organizations cannot be dependent solely and totally on the online recruitment methods (Mathis & Jackson, 2006).
- Some challenges are the quality and the quantity of candidates through the web tools. Many organizations have reported getting large number of applicants from unqualified people. In case of absence of internet connection candidates cannot check any portal or site (Bhupendra Swati, 2015).
- According to Armstrong (2009), the positives associated with internet recruitment come with several challenges. In getting broader exposure, employers also may get more unqualified applicants. Internet recruitment creates additional work for HR staff members who now need to review more resumes, more e-mail, and the need to install expensive software to track the numerous applications. A related concern is that many of the individuals who access job sites are just browsers who are not actively looking for jobs.
Reference:
- Anderson, N. (2003). Applicants and recruitments’ reactions to new technology in selection. International Journal of Selection and Assessment, 2(5), 121-136
- Armstrong, M. (2009). Armstrong’s handbook of human resource management practice. (11th Edition), London: Kogan page.
- Bhupendra, S.H. & Swati, G.(2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), 1-4.
- Elkington, T. (2005). Bright future of online recruitment, personnel today, 18 January, p.9.
- Mathis, L.R. & Jackson, H.J (2006). Human resource management. (11th Edition), USA: South Western Corporation.
- McCurry, P. (2005). Getting the best from e- recruitment. Third Sector, 379, 28-29
- Torrington, D., Hall, L. & Taylor, S. (2005). Human resource management, (6th Edition), England: Prentice Hall Ltd.
- Ugo Chuks Okolie, Ikechukwu Emmanuel Irabor (2017) E-Recruitment: Practices, Opportunities and Challenges, European Journal of Business and Management, 9(11), 116-121
A survey conducted by Williams (2009) on E-recruitment showed dwindling recruitment spends focused on web-based recruitment at the expense of traditional methods. The author also reported that online methods proved far more popular, as two-thirds (66 per cent) of the HR professionals surveyed said that the jobs section of their own company's website was used as a recruitment tool for most jobs.
ReplyDeleteAgreed Larry, There is a significant workload reduction can be seen in HRM department when traditional recruitment moving towards to e-recruitment. E-recruitment if more easily engage with both of job seekers and emplyers. Recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen (Breaugh& Starke, 2000).
DeleteE- Recruitment has created a great leap in the history of recruitment since its existence in 1980s. E- Recruitment has been an excellent mode of finding suitable applicants of the companies desirous of filling the empty vacancies in their organizations.(Okoli, 2017)
ReplyDeleteDear Rumaiz, in addition to that 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). Modern Recruitment harnesses the power of technology to track down potential candidates.
Delete
ReplyDeleteIn their study, Kumar and Kavitha (2019) identify below drawbacks in e-recruitment,
1. Require being computer savvy: The process is restricted within computer savvy candidates. As the search is based on various websites, their screening, keywords application demands for a computer savvy person and company.
2. Legal consequences: Alike other recruitment sources, this source also should be aware of the words used in the advertisements otherwise it may lead to the charge of discrimination.
3. Vast pool of applicants: This benefits the organizations as well as it is disadvantage to them also. Either first few candidates are called for interview or the resumes are screened based on some key words. On the other hand, applicants face global competition.
4. Non-serious applicants: Lot of applicants forward their resumes just to know their market value. As personally the candidates are not checked thus whether they are serious is not known. At the time of interview, the recruiter might realize that the candidate is not serious in leaving the current job. But by that time some serious candidates might have been rejected.
5. Disclosure of information: Candidates profile and company details are available to public. The applicants do not want their employer to know that they are looking for a change. Phone number, address information has lead to many security problems.
well explained. Few of other opportunities are posting of detailed descriptions by companies and employees can be creative and innovative when posting a job in job portals and social media (Okolie and Irabor (2017). Few of other challenges would be fake profiles, paying higher amounts for access and lack of personal touch (Okolie and Irabor (2017).
ReplyDelete