(Dysart) 1999 and Taylor (2001) define e-recruitment
as the online process of attracting suitable candidates via electronic means.
It instantly matches candidate’s qualification, skills, experiences with job
description, consequently informing candidate for its selection prospects. I
see that the usage of e-recruitment is effective as it can help the
organization to find the right people to the right place at a right time by
matching with their capabilities.
E-recruitment not only brings advantages to an organization,
but also the applicants. Galanaki (2002) concludes that e-recruitment can help
the applicants in e-benefits of time, cost, efforts, and analysis with
convenience. It also helps the applicant for a remote interview and tests.
Besides, e-recruitment also enables the information to be transmitted to the
candidates in more convenient and reliable fashion. Therefore, I see that
e-recruitment can benefit both parties of the applicants and the organization.
This can ensure that the selection and recruitment process can be carried out
more effectively and smoothly in organization.
However, there are also disadvantages in using
e-recruitment in an organization. One of the disadvantages is reducing
applicants’ ability to express his/her individuality and character, and most of
the time these are things that companies should look for in an applicant
(Corsini, 2001). A further negative point is that many unnecessary resumes
could be received from people who actually do not qualify. In this way a
company may waste a lot of time going through all the non- qualified resumes. Additionally,
since everyone does not have access to Internet, it will not reach all
potential candidates (Plessis and Howard, 2012). For my understanding, although
e-recruitment brings advantages for both applicants and organizations, but it
has its own drawbacks which might cause organization loss of time, effort and
potential candidates.
In conclusion, nowadays, most of the organizations
have move from the traditional recruitment and selection process to
e-recruitment as it is very convenient for applicants and organization. Organization
should solve the drawbacks in such system to ensure that e-recruitment process
can be run more effectively.
References:
1. Dysart,
J. (1999). HR recruiters build interactivity into Web Sites. HR magazine. 44,
3, 106 - 111. Elkington, T (2005), Birght future for online recruitment
personnel today 18 January Page 9
2. Taylor,
C. (2001). Windows of opportunity. People management 7(5), 32 - 36.
3. Zulqarnain
Malik and Dr. Razaullah (2013), The Role of E-recruitment Towards Attraction of
Workforce: A Case of Telecom Sector
Organization
4. Galanaki,
E. (2002). The decision to recruit online: a descriptive study. Career
Development International, 7(4), 243 – 251.
5. Corsini,
S. (2001). Wired to Hire. Training, 38, 6, 50-54
6. Dr.
A J du Plessis and Prof. Howard Frederick (2012), Effectiveness of e-recruiting:
empirical evidence from the Rosebank business cluster in Auckland, New Zealand
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