According to Chapman and Webster (2003),
the process of recruitment may begin with advertising vacancies, this may be
done internally or externally or both and can be achieved using a range of
media, which may involve using the company website. As we can see, today, there are many company
uses the internet for recruitment purposes.
Today, the Internet has
a presence in every segment of our society, and job searching and recruiting is
an increasing activity on the Web, as consequence of a crisis in our economy,
and to the accessibility to computers. Based on Cohen (2001), “As
recently as 1997 only about 11% of US employers were using the Web for outside
recruiting, a figure that has reached 80% today and is expected to approach 100
percent in the next few years”. Nowadays, e-Recruitment system has
provided to online job application and processing system for employers to
advertise their job opening and for candidates to submit their application via
the internet. I myself also have ever experienced this phenomenon
where I did apply for a job through the online method.
From the lectures, I
think that it would be much easier for the employer to manage their human
resource to find the right people to fill the job vacancies in organization in
the same time to decrease employee’s turnover occur. In addition, this system
is suitable to workforce analysis and planning, sourcing and attraction,
assessment an attraction, hiring, deployment, and retention. This is because
employers will more easy to conduct this process, get information quickly, and
able respond accordingly to the external environment.
Well, yes,
E-recruitment is a time-cost effective method of finding qualified candidates
to fill up the job opening. Online recruitment can facilitate
organization eliminates costly and time consuming manual data entry,
researching resumes and job posting. There are more diverse applicants with
qualifications attracted and it generates applicants’ responses immediately and
can easily screening the unqualified applicants. Besides, the system also
enable links to other job search sites, automatically tracking applicants and
evaluate them. The information gathered and provided have to be secure for the
applicants to lead psychological contract fulfilment which directs affects
employee satisfaction, expectation and retention rates.
However, I can see
there still have some disadvantages of e-recruitment such as information
overload when excessive number of unqualified applicants apply which consume
time and cost to screen out. It also may cause discrimination which exclude
older and certain minorities’ applicants who lack of computer knowledge to
access and lack of personal interaction. Therefore, it is important of human
resource administration on the effectiveness of the system which compatibility
and validity.
As a
conclusion, the staffing process is crucial because have to lay out the
route to ensure right people in the right place at the right time. The
recruiting and staffing process can be streamline by using E-recruiting
Applications Tracking System featured with the tools that integrate and
administer talent recruiting, screening, selecting internal and external
applicants.
References:
2.
Chapman, D.S,
& Webster, J. (2003). The use of Technologies in the Recruitment, Screening
and Selection. International Journal of Selection and Assessment (p113-1203)
Dessler G. (2011).
Human Resource Management. 12th ed. Edinburgh Gate: Pearson Education
Limited.
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