E-Recruitment

HRM in a professional business context entails the effective and efficient management of an organization's employees toward the achievement of desirable objectives. The search for the best people is a constant battle between companies wherein HR personnel are trying to develop relevant strategies in order to find best employees. Recruitment aims to attract applicants and fill vacancies to maintain proper staff levels to correspond with an organization's strategy to achieve the desired objectives. Since 2000, research on Recruitment covered wider perspectives (i.e., Recruitment process, methods, message, media etc.); we have studied the methods being used by companies to recruit employees. Social Media, Online Recruitment, Employee Referrals, Job Advertisements etc. are various methods covered by researchers in the field of Recruitment. Employers determine to apply particular method to recruit people mainly based on certain outcomes (Quality and diversity of applicant pool; no. of individuals apply for a position etc.). As being change in technology along with the time, recruiters also move ahead by applying new technologies & methods to attract potential talent. The proposed paper aims at comparing the modern methods with traditional proven methods of recruitment. Available literature has also been studied to forecast the likelihood of concerned methods.

The current study has examined the effectiveness of the internet as a source of recruitment. As a result, the e-recruitment provides its effectiveness in the hiring process as cost-efficiency and reducing time. AL Fouad Holding Group has manual recruitment system, the system contains gaps and redundant data in the database which effects on employees’ performance and outcomes. The organization suffers from high turnover and the time spends in the hiring process to fulfil vacancies. My recommendation is to develop and improve the organization’s website to matches human resources needs. The website includes several features that facilitates for employees advertise for vacancies, attract talented and professional employees, review applicant’s resumes online, and communicate with applicants to collect information.  The website has shown its effectiveness through measuring the level of information collected comparing with the previous manual system. This research addresses the effectiveness of the e-recruitment system on the Human Resources Department, human resources employees, and applicants. The outcomes from this research indicates the idea of implementing and developing organization’s website, result has shown that the generated qualified employees from e-recruitment system are more effective than other recruitment sources. Furthermore, the e-recruitment system has impact on applicant’s decision on applying for the job, the website present the organization’s environment and job’s nature. The overall results from the study support the need of Human Resources Department to develop an e-recruitment system and implement new recruitment strategy in order to achieve the organization goal more effectively.

This study aims to identify the relationship between nature of ownership and level of adoption of e-recruitment practices in banks in Sri Lanka. The main objectives of the study were to examine the levels of e-recruitment practices currently adopted and to be adopted in the near future, perceived constraints and motives of e-recruitment and the degree of managerial perception on e-recruitment practices, particularly in banking sector organizations in Sri Lanka, are among objectives. The study analyzed responses given by 46 managerial employees who are responsible for staff recruitment in the respective banks in Sri Lanka. The study revealed that the patterns of adopting e-recruitment practices among State Banks (SB), Local Private Banks (LPB) and Foreign Banks (FB) are varied, and LPB is toped. The study further revealed that though perception of HR practitioners, towards e-recruitment is positive in LPBs than FBs and SBs and perception among line managers and senior managers remain negative in all three sectors. Reduced time taken for hire and reduced administrative burden/paper work were identified as key motives while lack of knowledge and negative attitudes were identified as major constraints in practicing e-recruitment as a major source of recruitment in banking sector organizations in Sri Lanka.

Several businesses are now grappling with the need to recruit, select and retain fresh talent. Finding good people is becoming so difficult these days that one HR director said “losing people should be a criminal offence”. The cost of not retaining an employee is almost 250% the person’s annual salary. There is no one panacea for retaining people. Blanket solutions to individual needs tend to backfire. In contrast to their grandparents, employees in the new millennium do not stay with a company for life. A more tailored yet strategic approach is most appropriate to the management of recruitment, selection and retention. This book has been inscribed in a way that it covers just about every aspect of Recruitment, Selection and Retention. The book not only discusses the old notions but also sheds light on the new concepts such as Generation X, Rank and Yank Approach, employment laws and most importantly the unsung aspect of Retention – the catalyst for competitive advantage. This book features diagrammatic illustrations of almost all the topics hence allowing the readers to have a comprehensive understanding of the whole topic in a single glance.