The effectiveness of e-recruitment in comparison to other

The effectiveness of e-recruitment in comparison to other modes recruitment Done: 235 group Jurkevich Juri Saint-Petersburg 2014

Content 1. 2. 3. 4. 5. 6. 7. Introduction of problem Recruitment process E- recruitment Advantages and disadvantages of e-recruitment Analysis and findings Conclusion References

Introduction of problem • To analyze the reasons why an organization adopts erecruitment over other modes of recruitment • To find on how the organization hires people through the e-recruitment process

Recruitment process • identifying and attracting potential employees • performs the essential function of drawing human assets into the organization • attracts and secures the services of capable personnel with effective and optimum utilization of human resources • recruitment agencies, TV advertising, newspapers advertisements, head hunting etc.

Recruitment process

E- recruitment The practice of advertising job vacancies online, and the formal sourcing of information about the jobs online Use of technology or the web based tools to assist the recruitment process Job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements

Advantages of e-recruitment shorter recruiting cycle time attracts the passive job-seeker opportunity to address specific labour market niches reaches a wider range of applicants low cost offer access to vacancies 24/7 reaching a global audience

Disadvantages e-recruitment huge volume of unqualified and low quality candidates lack of personal touch outdated resumes not appropriate and suitable for top management profiles

Analysis and findings E-recruitment is experiencing phenomenal growth, according to the Recruitment Confidence index (RCI) erecruitment special. Reduced administration Minimizing time-to-hire or else face the risk of losing food candidates to competitors E-recruitment can produce cashable savings

Conclusion What is the better way to hire employees? Integration with other recruitment methods so that all recruitment ‘tools’ work in harmony.

References Journal ■ International Refereed Research www. researchersworld. com ■ Vol. – III, Issue– 3(2), July. 2012 [39] Anderson N. (2003). ‘Applicant and Recruiter Reactions to New Technology in Selection: A Critical Review and Agenda for Future Research’, International Journal of Selection and Assessment, Vol. 11(2), pp. 121 -136. Cappeli P. (2001). ‘Making the Most of Online Recruiting’, Harvard Business Review, Vol. 70(3). Parry E and Wilson H (2009), “Factors Influencing the adoption of Online Recruitment”, Personal Review, Vol. 38, No. 6, pp. 655 -673.