e Recruitment and Job Search websites
The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organisation’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world. India has the world's youngest internet population with 75 per cent of all users under the age of 35 years, said research firm comScore Friday. Segment-wise usage has also revealed that 95 per cent of the total online users use social networking sites compared to 82 per cent of the world's online users leveraging social networks. The two kinds of e-recruitment that an organisation can use is – Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation.
Recruitment & Selection
Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.
Use social media in your job search
Today’s job seekers rely more heavily on social networking and referrals to find a job. surprisingly, 88% of American respondents seemed not to mind if prospective employers checked their profiles on social media (including Facebook and Twitter) as part of a recruitment process. More recuiting organizations likely to turn to social media in 2012.by mid-2012, organizations expect to be using social media to source 82% of the types of jobs inquired about, including finance and administration roles, front office and for IT Jobs.
Internet job boards are rapidly gaining market share of all advertised jobs. According to HRAdvice.com, the biggest concerns when recruiting on the Internet include not enough time to review resumes, too many resumes, too many unqualified applicants due to the ease of application process, and potential exposure to discrimination charges due to adverse impact.
Faced with the expected wave of retiring baby boom employees, organizations are looking to entice retirees and seniors back into their organizations as employees or as consultants. Several new websites have emerged to address these organizational needs. The websites are: yourencore.com, seniors4hire.org, enrge.us and seniorjobbank.com.
According to TopJobSites.com, the top three general job websites by traffic ranking are Monster.com, CareerBuilder.com and HotJobs.com. TopJobSites.com reviews and ranks job and career websites based on a three month window of traffic volume. In addition to general job sites, the site compiles rankings for college sites, executive sites, niche sites, diversity sites, and international sites.
According to online recruiting commentator Peter Weddle, nearly two-thirds of all companies under-utilize their corporate web sites for recruiting. Weddle suggests the following recruiting website improvements: take full advantage of virtually unlimited web space, communicate your company's image as an employer, attract both active and passive job seekers, and provide a high-quality web experience.
Paper resume could be thing of the past
WASHINGTON: Two young Indian-American entrepreneurs are attempting to make the traditional paper resume a thing of the past by connecting the job seeker and the employer through video resumes.
The Palo Alto Mayor, Yiaway Yeh, and several other top corporate leaders of the city - which is known as the heart of the Silicon Valley -- lined up last Thursday in its downtown to inaugurate the new office of GetHired.Com, which currently has just 14 employees.
GetHired.com is the first job board to embed video capabilities directly into its social recruiting platform so that job seekers can record and submit personal, dynamic responses to an employer's most pressing pre-screening questions at the start of the hiring process. As a result, employers are able to quickly find top candidates with good communication skills who are a culturally fit for their organisation, he notes.
"GetHired.com combines the visibility of a job board with the functionality of an applicant tracking system - allowing employers to find and pre-screen candidates using audio and video, conduct interviews in real-time and manage the entire on boarding process," he said.
Online recruitment techniques
Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
E-recruitment should be incorporated into the overall recruitment strategy of the organisation.
A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of recruitment.”
BOSTON: The widespread use of social media - including more playful sites like Facebook and Twitter, as well as the business-focused LinkedIn - is becoming a powerful force in many job searches, says Harvard Business Review. "More and more people are finding jobs via Twitter, Facebook, and other social media sites. These media aren't changing how we look for jobs, they are simply rebooting the traditional habits of successful job hunters and making them easier.
To boost your job search:
1. Build a better network. You used to pester people for their business cards at conferences and mixers. Twitter offers a better alternative. Lots of recruiters, hiring managers, and industry leaders hang out on Twitter, swapping job leads and industry updates.
2. Share evidence of your good work. Rather than dragging your portfolio to an interview, high-traffic sites such as YouTube and Pinterest can help you showcase your work. Recruiters increasingly prowl the web to look for the best candidates."
Indians look for engineering jobs most on LinkedIn
Data on professional networking site LinkedIn shows that mechanical and software engineering job roles were five of the top 10 most viewed job posts in India in 2017. In Singapore and Australia, management consultancy roles and business analyst roles were the top viewed job posts.
Advantages & Disadvantages Of E-Recruitment
There are many benefits – both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. Some of the advantages and the disadvantages of e-recruitment are as follows:
Advantages of E-Recruitment are:
Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in the newspapers.
Reduction in the time for recruitment (over 65 percent of the hiring time).
Facilitates the recruitment of right type of people with the required skills.
Improved efficiency of recruitment process.
Gives a 24*7 access to an online collection of resumes.
Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.
Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.
Disadvantages of E-Recruitment
Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.
There is low Internet penetration and no access and lack of awareness of internet in many locations across India.
Organisations cannot be dependant solely and totally on the online recruitment methods.
In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.