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E-RECRUITMENT

FLOW OF PRESENTATION
Introduction Types of e-recruitment Methods of e-recruitment Process of e-recruitment Barriers to e-recruitment Criteria for effective e-recruitment Disadvantages and Advantages Conclusion

INTRODUCTION

Human Resources Management function


Includes

Training a variety of activities and


Selection developme nt Performance Appraisal

Recruitment

Remuneratio n

HRM

Motivation

INTRODUCTION

What is recruitment?
Recruitment

is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.

Three main stages in recruitment


Identify and define the requirements. job descriptions, job specifications Attract potential employees Select and employ the appropriate people from the job applicants

INTRODUCTION

What is e-recruitment?
E-recruitment

is the process whereby Employers utilize electronic resources for the placement of personnel. The tool can be either a job website, the organization's corporate web site or its own intranet The internet has taken on an extremely important role in the E Recruitment world

TYPES OF E-RECRUITMENT
E-Recruitment

Internal Recruitment

External Recruitment

Intranet

Internet

METHODS OF ERECRUITMENT
1.

2.

3.

4.

Job Boards These are the places where the employers post jobs and search for candidates. ( eg.naukri.com) Employer websites These sites can be of the company owned sites, or a site developed by various employers. Professional websites these are for specific professions, skills and not general in nature. Social media Social media connects large group of people thus making it a powerful tool for job hunting websites like Orkut, Face book, Big adda . IT companies like Wipro, HCL & TCS are using networking sites for hiring people .

PROCESS OF ERECRUITMENT
Deciding to apply Application and short listing

Assessment and evaluation


Offer acceptance

Training and induction

Recent survey

A recent `Kelly Services Global Work force Survey` has put some interesting findings about online recruitment in India . % satisfied with E-Rec. results- 78% ,54%- traditional. Methods in India40% -Online . 22%- Direct. 13%- Word of mouth. 9%- Newspaper Ads. 8%- Direct Employer approach. 8%- Other methods

CRITERIA FOR EFFECTIVE E-RECRUITMENT


evaluate benefits and to calculate the estimated return policy should be flexible and proactive unemployment rate, labor turnover rate are considered impact of supplying compensation details to be considered

CRITERIA FOR EFFECTIVE E-RECRUITMENT


Precautions to be taken for resume screening Review the results periodically and also update regularly Organizations need to be selective while choosing the sites

ADVANTAGES

Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way

DISADVANTAGES
Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. There is low Internet penetration and no access and lack of awareness of internet in many locations across India. Organisations cannot be dependant solely and totally on the online recruitment methods. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails. Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

CHALLENGES FACED BY THE ORGANISATION WHILE USING ONLINE RECRUITMENT TOOLS IN RECRUITMENT PROCESS.
Need to be cautious of dubious information. Risk of fraud or misrepresentation is higher.

Sometimes it becomes difficult for the organizations to filter resumes. Authentication of employee skills can be cumbersome. All the qualities cannot be judged. Number of non serious applicants. It is difficult to conduct situation tests, which are essential in some of the organizations. Suitable candidates might not have access to internet, as internet penetration in India is very low. One to one or direct interaction is not possible. Reliability of a person in not better then Employee Referrals. Most of the candidates there on internet are available to other

INTRODUCTION TO COMPANIES
Financial sector Reliance money Citi financial Hsbc ICICI Prudential Yes Bank

IT SECTOR Intel Corporation

IBM
Satyam Fiserv Tata Consultancy Services

HOSPITALITY SECTOR Taj The Oberoi ITC Maurya Sheraton The Leela Palace Kempinsk Le Mridien

CONSULTANCY Deloitte KPMG Apricot Consulting WNS

QUESTION WISE ANALYSIS


1. What are the sources of recruitment in your organization?

Source Recruitment

Of Yes

% organizations using it

of No

of

organizations not using it -

Employee Referrals

20

100%

Online Recruitment 20

100%

Employment Agencies

17

85%

15%

Campus Placement 19

95%

5%

2. Which online recruitment tools do you use?


Recruitment Tools Used By The Company
120 100 25 65 55 100 40 20 0 Blogs Social NetworkingSites Job Portals Company Website 35 45 75 No Yes

Percentage

80 60

Recruitment Tools

Source:

3. When asked to rate the online recruitment tools in order of their usage in your organization for recruitment. (1- least used, 4- most used

Order Of Usage By The Organisations


70 60
Percentage

65 55 35 40 30 25 5 Job Portals Company Website 55 45 Most Used Second Most Used Third Most Used Least Used 5 Blogs 5 5 Don't Use

50 40 30 20 10 0 Social Networking Sites 30

Online Recruitment Tools

4. With the introduction of internet, the recruitment process has become easier.

Recruitment Process Has Become Easier


Agree Neutral Consultancy 4 1 Disagree

Sectors

Hospitality

IT

Financial/Banking 0 1

4 2 3 4

1 5 6

Num ber Of Com panies

5. Internet has led to cost saving in the recruitment process.

Cost Saving In Recruitment Process


Agree Neutral Consultancy 5 0 Disagree

Sectors

Hospitality

IT

Financial/Banking 0 1

4 2 3 4

1 5 6

Num ber Of Com panies

6. Use of internet has led to an increase in the number of applicants.

Increase in Number of Applicants


0% 0%

Agree Neutral Disagree

100%

7. Internet has led to quicker turn-around time of recruitment process.

Quicker Turn-around Time of Recruitment Process


Agree Neutral Consultancy 4 1 Disagree

Sectors

Hospitality

IT

Financial/Banking 0 1

3 2 3

1 4

1 5 6

Num ber Of Com panies

8. Do you think that online recruitment tools help in finding the right candidate for the right job?

Finding Suitable Candidates

Consultancy

Sectors

Hospitality

Often Sometimes 1 Seldom

IT

Financial/Banking 0

2 1 2 3

3 4 5 6

Number of Companies

9. Internet recruitment has proven to be suitable for all types of jobs.

E-Recruitment-Suitable For All Jobs

Consultancy

Sectors

Hospitality

5 Yes No

IT

Financial/Banking 0 1 2

5 3 4 5 6

Number Of Companies

10. If no, then Internet Recruitment has proven to be suitable for which levels of Employees?

Suitable For Which Level Of Employees


80 70 60
Percentage

70 55 45 30 60 40 60 40

50 40 30 20 10 0 Top Level

Yes No

Middle Level

Lower Middle Level

Lower Level

Level Of Employees

11. Internet has proven to be a relatively cheap recruitment tool in comparison with non electronic recruitment process.

Cheap Recruitment Tool In Comparision With The Non Electronic Recruitment Process
Consultancy 5

Agree Neutral Disagree

Sectors

Hospitality

IT

Financial/Banking 0 1

3 2 3

1 4

1 5 6

Num ber Of Com panies

12. Use of internet in recruitment process decreases the chances of discrimination.

Helps In Decreasing Discrimination


Agree Neutral Consultancy 2 3 Disagree

Sectors

Hospitality

IT

Financial/Banking 0

1 1 2

4 3 4 5 6

Num ber Of Com panies

13. How do you see internet as a recruitment tool?

Internet As Recruitment Tool

Consultancy

4 Excellent

Sectors

Hospitality

Good Avearge Fair Poor

IT

Financial/Banking 0

1 1 2

4 3 4 5 6

Number Of Companies

14. Can you use internet as the only source of recruitment in your organization.

E-Recruitment - Only Source Of Recruitment

Consultancy

Sectors

Hospitality

5 Yes No

IT

Financial/Banking 0 1 2

5 3 4 5 6

Number Of Companies

SUGGESTIONS
1. 2.

Integrate e-recruitment into your overall recruitment strategy A detailed job description should be given while posting jobs to attract candidates with the right skill sets. To measure the effectiveness of online recruitment, set up the metrics for recruitment spending. Do measure your Return on Investment. There's plenty of software that will show the organizations where its vacancy site is failing and where it could be improved. Organizations can even discover if emails to their talent pool are being opened or not. Ensure that all the approaches related to recruitment are linked to and centered on your own recruitment site. Give a precise and unambiguous questionnaire to reduce time in searching for a suitable candidate. Advertise in sites that match your requirements in terms of location, target group, geography and demographics

3.

4.

5.

6.

CONCLUSION

In today's world e recruitment has become an indispensable tool for the recruiting manager. To get the best out of this emerging medium it is essential that it is used to complement the traditional means of recruitment. Growth and relevance of this medium are dependent both on the accessibility of net to people as well as ability of job portals and other networking sites to differentiate and offer value added services both to the prospective employer and the candidates.