Economy Informatics, 2003

Human Resource Management in the Internet Age: e-Recruitment and e-Selection Methods
Professor, Ph.D. Constanta BODEA, ec. Vasile BODEA, assistant Mark ZSOLT Academy of Economic Studies, Bucharest The paper presents the main methods used in e-recruitment and e-selection processes. The discussion of e-recruitments and e-selection methods does not, however, negate the importance of more traditional tools, based on the face-to-face interaction or on a less technologically advanced medium. The paper is based on the research financed by Ministry of Education, R esearch and Younth - CNCSIS grant no. 1464/2003. Keywords: human resource management, e-recruitment, e-selection, web site, SIDES, electronic resumes, online assessments, online interviewing.

e-recruitment methods The main purpose of the recruitment process is the generation of an applicant pool truly interested in working in organization as a response to a job posting. The traditional recruiting methods are: print media advertising , such as job advertisements and recruitment br ochures; networking; recruitment agencies. In addition, there are some Internet-based methods, very effective for recruiting. These recruitment methods are driven by skills. Employers describe their free positions in the skill terms, while applicants provide an exte nsive detail of their skill. On most sites, job seekers can post their resumes and browse through listings for free, applying for jobs that interest them. Recruiters will need to focus on what applicants have to offer versus their current position title. Employers using Internet services must pay to list an opening and establish a direct link to their web site. However, fees for Internet job sites tend to be lower than for other employment sources, such as advertising and recruitment agencies. More than 30% of all recruitment advertising budgets was spent on the Internet in 2000. Firms can choose to list their openings on one of the more than 30,000 Internet job boards ([1]. Organizations may use their own corporate web site as a recruiting tool. In this case, the recommended best practices are: Provide information regarding corporate

culture to allow applicants to assess their own fit with the company. Provide detailed, yet concise descriptions of career opportunities that identify upcoming projects and specify the training and d evelopment opportunities available. Modern career paths are usually more difficult to define than traditional vertical trajectories, so it will be important to discern and then communicate how employees advance through the organization. Multiple team assignments will allow employees to learn about the o rganization as a whole, while simultaneously developing new and valuable skills. Create an attractive site that is easy to navigate One of the most important elements of recruiting individuals will be the creation of an effective recruitment message. During the recruiting process, more information is better. Research confirms that applicants' perceive organizations as more or less attractive simply based on the amount of information they receive during the recruitment process. Existing research on recruitment indicates that the particular information applicants receive about a potential job opportunity plays an important role in determining whether they will apply for an open position. 2. SIDES Staffing Industry Data Exchange Standard Staffing Industry Data Exchange Standard SIDES was develop in order o provide a set of standards for the exchange of information

Economy Informatics, 2003

between staffing customers, sta ffing suppliers and intermediaries ([3]). SIDES consist of a suite of XML-based specifications designed to support a full range of staffing processes. These standards will enable all participants in the staffing supply chain (staffing companies, hiring managers etc.) to exchange information about job requisitions, candidates, assignments, time sheets etc. electronically, and dramatically reduce the cost and cycle times of data entry and data errors. The standard is initiated by HR-XML (www.hr-xml.org), an independent, nonprofit consortium dedicated to enabling ecommerce and inter-company exchange of human resources data worldwide. The work of the Consortium centers on the develop-

ment and promotion of standardized XML vocabularies for HR. HR-XMLs current efforts are focused on standards for staffing and recruiting, compensation and benefits, training and work force management. HRXML is represented by its membership in 22 countries. 3. eWork integrated and HR-XML c e rtified solution for flexible workforce management eWork is based on an end-to-end procurement platform for sourcing, hiring, mana ging, invoicing, payment and pay rolling the enterprise-wide contract workforce, named ProSource (see figure 1).

Fig. 1. eWork solution With ProSource, corporations can automate purpose of the selection process is to distinthe staffing supply chain from sourcing to guish individuals on the basis of important payment, speed candidate sourcing and en- characteristics. In a changing environment, gagement, consolidate billing, streamline the speed of the selection process becomes vendor activity and receive comprehensive important. Selection systems that process apbusiness intelligence (see figure 2). In addi- plicants in 2 -3 months fall in solving orga ntion value added services such as cost effec- izational needs. A cycle of 2-3 days from aptive payroll and compliance ma nagement of plicant identification to employment offer contract workforce regulations (eWork Ser- will be more suitable vices) complete the offering. ProSource sup- There are many formal selection tools availports multi-language and currency, provides able to measure applicants on the characterisa web services based integration framework tics : for ERP, HRMS and eProcurement and is work samples HR-XML certified ([4]). structured interviews personality inventories 4. e -Selection methods situational judgment tests Usually, it is difficult to decide where re- cognitive ability tests cruiting ends and selection begins. The main

Economy Informatics, 2003

ability and motivation. Many large organizations, such as Microsoft, request GPA information from applicants. Online assessment Previously paper-based instruments become web-viewable. Interactive forms allow applicants to access a web site, complete and summit their responses. Applicants responses are scored automatically and applicant profile is generated immediately. Online testing allows a company to offer applicants an immediate feedback concerning their potential fit with the organization. Online interviewing Most companies evaluate candidates on interviews based. Interviews can be designed to measure almost any applicant characteristic. While a structured interview measures cognitive ability, a structure interview measures i nterpersonal skills. The technologies used to conducts applicants interviews online are video -conferencing technology and web cams, which allow for video and audio streaming between geographically remote locations ([2]). 5. Conclusions The discussion of e-recruitments and e-selection methods does not, however, negate the importance of more traditional tools, based on the face-to-face interaction or on a less advanced technological medium. In many cases, traditional approaches may not be feasible, requiring the use of the new techniques. References 1. Heneman R., Greenberger D. (eds.)- Human Resource Management in Virtual Organization , Information Age Publishing Inc., 2002. 2. Bodea C. Sisteme de videoconferinte n procesul de instruire, Timisoara, 2002. 3. www.hr -xml. org 4. www.ework.com

Fig. 2. ProSource chain e-Selection is a paperless process where electronic documents and information can be quickly disseminated nationwide or worldwide. The most important methods for e-recruitment are: electronic resumes online assessments online interviewing online assessment centers Electronic resumes Applicants submit their resume using e ither email or the organization's website. With ele ctronic submission, applicants can send their resumes to thousands of organizations. M ore than 2.5 million resumes were already online in January 2001. For experienced candidates, resumes repr esent an efficient way to stress on cognitive ability, job know ledge, and capacity to work. Resumes that outline position accomplis hments with quality indicators represent an individual's work portfolio. Since past pe rformance is one of the best predictors of future performance, resume information that outlines past performance will serve as a proxy measure of job knowledge and an applicant's ability to perform similar respons ibilities in a new organization. Resumes will also provide education and grade point average (GPA) information. GPA represents a measure of cognitive ability, being a compound index that captures cognitive