This paper discusses the use of human resource information systems for e-recruiting.
Written in 2007; 3,008 words; 33 sources; APA; $ 88.95
Paper Summary:
This paper explains that, properly designed and implemented, human resource information systems can be used for e-recruiting through the Internet to collect and exchange information on job opportunities and skills, to provide for the transmission and analysis of curricula vitae and even to fulfill many of the functions of the traditional face-to-face interview. The author points out that the Internet has fueled a colossal expansion in the choices available to both recruiter and recruited. The paper stresses that computers analyze the huge volumes of scientifically-designed questionnaires, which form a clear and easily comprehended picture of the needs of employees, managers and companies, and match these needs to the individual recruit garnered through the Internet. The paper includes several long quotations.
Table of Contents:
Introduction
Literature Review
Historical Overview
Comparison of E-Recruiting to Traditional Recruiting
The Benefits of E-Recruiting: Evidence for a New Era
Conclusion
From the Paper:
"Bringing together information from a number of different sources can be a strain on traditional Human resources departments, but the challenge is multiplied many times over on today's global commercial stage. Outsourcing carries with it opportunities and difficulties for the multinationals seeking superior workers and increased profits by making use of human and material resources in foreign countries. New environments necessitate the ability to change, to manipulate program details as needs arise, and to satisfy the requirements of a workforce that may not share the language and customs of the large multinational firm that makes use of their skills."
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