Contrasting e-recruitment to more traditional forms of recruitment.
Written in 2006; 3,026 words; 16 sources; MLA; $ 89.95
Paper Summary:
The recruitment process has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment. This paper shows how e-recruiting, a simple and easy method of recruiting candidates for vacant positions, has become a major force in recruitment today. Most organizations recognize that manpower is the key to success, and, by using e-recruitment, they are hiring better people, at a faster and cheaper rate than ever before.
From the Paper:
"Today, the Internet is in fact revolutionizing the entire world, in multifarious aspects, in the business as well as in the personal world. In business, the recruitment process for a new employee to join a firm has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment'. In a traditional method of recruitment, the company would have to initially invest an amount for the advertising of a 'situations vacant' column in a newspaper or a magazine or elsewhere, after which the candidate must apply, after which the candidates who have applied would have to be sifted through carefully, their various qualifications analyzed and adjudged, and then called for an interview. There will be many people involved in the entire process, like for example, the advertiser, the agency that handles the advertisement, and so on and so forth. Today, however, the entire process has been reduced to a simple enough procedure, wherein all the company has to do would be to include a short advertisement into their already existing website. Prospective employees would simply have to apply directly to the company for the job, or indicate their interest in working for a particular brand, after which they would be called for the interview. This means that today, companies have in fact become their very own 'agencies', which invite the so called 'passive' job seekers into a database for future reference, when jobs may become available. Those companies that have a high turnover division, such as, for example, a call center, have been the first to recognize the benefits of e-recruitment, and also of maintaining a database where the names and other details of potential future employees may be stored for easy referencing at a later date. Some company career sites provide a facility for potential employees and job seekers wherein they may be able to create a personal account with an e-mail address and a password, and give relevant information about themselves through an online application form, which would be made available to the employers for their own perusal."
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