To analyze the reasons why an
organization adopts e-recruitment
strategy over other modes of
Use of technology or the web based tools to assist
the recruitment process.
The tool can be either a job website like
naukri.com, the organization’s corporate web site
or its own intranet.
Companies advertise job vacancies through
Job seekers place their CV’s in worldwide web,
which can be drawn by prospective employees
depending upon their requirements.
Analysis and findings
E-recruitment is experiencing phenomenal growth. Almost
50% of employers now go on-line to fill their vacancies –
nearly three times the number who used the internet three
Newspaper advertisements may have worked to find top talent
in the past but Internet recruitment sites are where the skilled
individuals of the present and future are looking for jobs.
Gaining occasional candidates for free by ensuring the erecruitment website is easily found from the front page of the
E-recruitment can produce cashable savings.
Retaining speculative and star candidates for the future, and
then contacting them when an appropriate vacancy is
advertised effectively generating applicants for free.
Allows line managers to view applications online and seamless
transfer of candidate information to employee records.
Time becomes an issue and you need to minimize time-to-hire
or else face the risk of losing good candidates to competitors.
Meet candidate expectations and be more professional
Reach a wide pool of applicants
Reach a niche pool of applicants
Make internal vacancies widely known across multiple
sites and separate divisions
Provide the image of an up-to-date organization,
reinforcing employer branding and giving an indication of
Offer access to vacancies 24 hours a day, 7 days a week
reaching a global audience
Help handle high volume job applications in a consistent
Provide more tailored information to the post and
Future of e- recruitment
Integrate with other recruitment methods so that all recruitment
‘tools’ work in harmony.
Evaluate and monitor use – get feedback from applicants about how
they found the process and take appropriate actions.
Keep content fresh – don’t display vacancies out of date vacancies. If
you don’t have any, say you don’t have any.
Avoid jargon and ‘company speak’ in advertisements.
Have a policy on how to deal with unsolicited applications.
Provide contact telephone numbers in obvious places for those
having technical problems.
Conduct research into the most appropriate job board to host