Novel Avenue for the recruitment process: Online recruitment as a strategy

 Novel Avenue for the recruitment process: Online recruitment as a strategy

Human Resource Management (HRM) is the main functional area in management to attract and retain the required talents or skills through effective HR planning, selection and recruitment. It also involves securing cooperation of employees through participation, motivation, grievance handling and utilizing the effectively available human resources (Armstrong and Taylor, 2014). That results to develop a team of dedicated and competent employees for the organization.   In practical scenario, an effective management helps in a professional level and to improve the quality of work life by allowing the team work among the employees by providing a healthy working environment. It also contributes to the professional growth in many ways by providing maximum opportunities for personal development of an each employee and then maintaining their healthy relationships among the individuals and different work groups (Dhar et al, 2008). As stated by Armstrong and Taylor (2014 ), HRM has a great significance by enhancing the dignity of labour in several ways by giving them the suitable employment that provides the social and psychological satisfaction of the people to maintain their work-life balance. Among the functions of the HR process, “recruitment” pays a vital role as well, effective recruitment methods will facilitate the management to find the best suited person to the “job position”. 

The processes and sources of recruitment have evolved over time and continue to do so linked to the professionalization of human resources management as well as to factors related to the environment, the sector and the level of economic and technological development (Carbonel et al., 2020). Recruitment includes the practices and activities maintained by the organization with the primary purpose of identifying and attracting the potential employees to the organization. Moreover, recruitment is a process of searching the candidates to filling the vacant staff positions in any as well matching individuals to the existing jobs in organizations Balaji,(2019). Recruitments divide in to two main segments as; External and Internal recruitments. Accordingly, External sources are advertisements (of all kinds), employment agencies (private or public employment services), job boards and networks of all kinds, and the Internal sourcesare internal promotion, job rotation, hiring of interns and sponsorship by company employees (Carbonel et al.,2020)

Among the HR process, recruitments have always remained as a center of attraction for many people and with the boom in various sectors of the economy, there has been a phenomenal growth in the demand of manpower across all industries, gaining everyone’s attention to this function of Human Resource globally (Dhar et al,2008; Carbonel et al.,(2020) divide the recruitment approaches in to two segments as such ; 

(a) Traditional recruitment methods: based on family, sponsorship and through an internship, and 

(b) Modern method of recruitment: through internal promotion, or agencies or advertisements in the press. Due to the technology advancements and internet among the globe, the HR would reach out for large number of recruitments via novel, innovative and improved methods. Some global firms try out for online recruitments as mentioned by Balaji,(2019). 

In the context of online Recruitment, web plays the vital role as the large audience is attached to the side of the company. The process of using Web to recognize and attract the budding employees to the institute has been defined as online recruitment/internet-based recruitment/e recruitment/e-HRM Balaji,(2019). Mostly global firms adopting this type of recruitment methods and within the context, the website is which connects the job finder and the job provider-(employer) for the recruitment virtually. Even there are some critics for this methods also by different scholars  (Dhar et al,2008), as these type of methods can mislead the Company as well might create “fake profiles” or “fake personalities” and neglecting the human touch. 

As scholars (Balaji, 2019; Daramola et al., 2010), with regard to the HR, one of the opportunities provided by the internet is the opening up of the global job space through the increasing prominence of online job advertisement portals global base. This has greatly enhanced access of prospective job seekers to opportunities beyond national or continental boundaries,providing chances to people in a faraway locations to seek good prospectus.  Also, it has provided greater opportunities for employers to recruit the most ideal candidate or the “best person” from a larger pool of applicants rather than traditional recruitment practices. This mode of online recruitment is becoming more popular not just because of its obvious advantages, in terms of cost reduction and increased visibility, but also because of the need to source for the most qualified candidates irrespective of sentiments (Daramola et al., 2010)

Even with negative aspects of this method, there is a bright side of the online recruitments specially in a pandemic situation as present, as such; (a) The company is stepping towards a paperless office work, (b) higher internal profile for HR that leads to better work culture, (c) More transparency in the system,(d) adaptability to any client and (e) facilitating human resources and all other basic functions within the organization perspective, Balaji,(2019).

By taking the Nigerian context, Daramola et al., (2010) has been stated job application submission portals such as job.com, alljobsearch.com, job-hunt.org, carebuilder.com as examples,where job seekers can submit their resume. Accordingly, many of these portals have the capability to match the professional and academic qualifications of job applicants with the requirements of existing job vacancies in the available job databases. Further, these job databases are created by aggregating the several job vacancies harvested from the submissions of many corporate organizations that have affiliations with the job submission portal for the purpose of recruitment (Daramola et al., 2010).

According to Chien and Chen (2008), human capital is the core competences for high-tech companies to maintain the competitive advantages and personnel recruitment and selection directly affect the quality of employees. Swider et al.,(2015) pointed out, the E-recruitment process involves 15 steps which lead to the selection of the right kind of candidate for the right job. Further the identification of hiring needs and planning are considered as two important steps in the process of E-recruitment, followed by the creation of a job description, and posting as well as promoting the job opening. Further, this process continues with screening and interviews of the candidates, to make the final decision with respect to the selection of the right kind of candidate for the required job position.

Further, Chien and Chen (2008) proposed a framework for human resource data mining to explore the relationships between personnel profiles and work behaviors.  Among these innovative methods, scholars (Daramola et al.,2010) proposed a  fuzzy expert system (FES) tool for online personnel recruitments , where could be apply as an innovative method. Swider et al.,(2015) further stressed the steps in the E-recruitment process need to be followed by human resource managers to ensure the selection of suitable candidates for the required job posting to find the best person.

The practice of online recruitment is in emerging status for the local context, whereas the Private sector and some government job online portals are active within the web. These novelties might flourish with the development of internet high usage in Sri Lankan community 

 

References

Armstrong, M. & Taylor, S ( 2014 )  Human Resource Management Practice, 13th Edition, Kogan Page Limitedpublishers

Balaji P. (2019), Online Recruitments Methods in select software companies in Chennai, Emperor International Journal of Finance and Management Research, Volume-V , Issue-3 , pp 13-19

Carbonell N., Théophile Nassè , Alidou O., Bagassé H , Agyei A. and  Moussa K.(2020), Recruitment methods and performance: an evidence from businesses in Burkina Faso, International Journal of Management & Entrepreneurship Research, Volume 2, Issue 4, pp 262-272

Chien, CF. and Chen, LF. (2008) ‘Data mining to improve personnel selection and enhance human capital: a case study in high-technology industry’, Expert Systems and Applications, Vol. 34, No. 1, pp.380–290

Daramola J.O, Oladipupo O. and A.G. Musa (2010), A fuzzy expert system (FES) tool for online personnel recruitments , Int. J. Business Information Systems, Vol. 6, No. 4, pp 442-462

Rajib Lochan Dhar , Manju Bhagat  and K. P. Dhar (2008). Techniques of Sourcing Candidates: An Exploration of the Current Strategies of Recruitments  , European Journal of Social Sciences , Volume 6, Number 3, pp 342-357

Swider B. W., Zimmerman R. D., and M. R. Barrick, (2015), Searching for the Right Fit : Development of Applicant Person-Organization Fit Perceptions During the Recruitment Process, Journal of Applied Psychology, vol. 100, no. 3, pp. 880–893

Comments

  1. janaka ChandradasaNovember 27, 2020 at 6:35 AM

    This comment has been removed by the author.

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  2. janaka ChandradasaDecember 1, 2020 at 3:43 AM

    As technology develops, it is becoming more convenient and cost-effective for employers to conduct job interviews online. Virtual interviews reduce transportation costs, speed up the interviewing process and allow hiring managers to interview non-local candidates. For job seekers, it's easy to interview right from home. It saves on travel time and can be less stressful than interviewing in person. The most typical online interview is the interview via webcam. The interviewer will often use popular video conferencing software like Skype or Google Hangouts(Doyle, 2019).

    ReplyDelete
    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:45 AM

      Thanks. Online interview is one of good interview technique and having the said advantages . However Zusman & Landis, 2002 pointed out such disadvantages of the method as less accessibility to internet/web , Ill-literate in computer/less computer skills, Difficulties in connections (less privileged areas/remote areas), Large number of non-serious responses ,

      Delete
  3. chamila DasanayakeDecember 3, 2020 at 8:55 AM

    Recruitment process starts with generating awareness about vacancies among potential candidates through different methods and users’ attitude remarkably affect the intention to use a specific recruitment method (HO et al.,2012). Social media is a medium of free participation which can allow communities to participate and try to build a authentic relationship (Narvey, 2009). As per Topolovec-Vranic and Natarajan (2016), more than 40% of the studies found that social media recruitment can be the most successful method compared to traditional methods.

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    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:49 AM

      Thank you. According to Cappelli, ( 2001 ) The internet as a recruitment method was recognized in the mid-1990s, and it was marked as a revolutionary recruitment method for the benefit of companies and candidates

      Delete
  4. Eranga SemageDecember 3, 2020 at 11:22 AM

    Chapman & webster (2003) identified seven distinct goals in online recruitment which are efficiency, enable new screening tools, reduce costs, standardize HR system, expand more qualified applicant pool, promote organizational image and increase applicant convenience.

    ReplyDelete
    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:50 AM

      Dear Eranga, More scholars have pointed out the advantages and disadvantages of the usage of the internet, as a method of recruitment and these have been confirmed in practice in numerous researches such Zusman & Landis, ( 2002) ,Parry & Tyson, (2008).

      Delete
  5. Sonali NonisDecember 4, 2020 at 11:04 PM

    With the advancement of technology, recruiters too are migrating to a digital realm, with social media being one of the most effective ways for sourcing employees. Like any process, this too has its pros and cons. On the advantages side, its cost effective, faster, with reachability of a bigger audience and can make job adds more dynamic. However on the downside, its informal, can attract bad and fraudulent candidates, lot’s of competition and could loose a lot of labor hours if the influx of applications is too high. Therefore, companies must take into account both these and be mindful when adopting an online recruitment strategy (Phillpott, 2019).

    ReplyDelete
    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:53 AM

      Thanks Sonali. Also Parry & Tyson ( 2008) and Zusman & Landis ( 2002 ) pointed out advantages and disadvantages of the method as well.

      Delete
  6. Supun SirisenaDecember 5, 2020 at 9:37 AM

    The adoption of E-system effectively and its proper implementation are basic requirement of increasing the productivity of organization and performance of employees (Ash, 2014). It is simple to short-list the required technical persons through e-recruitment. Employers will essential to have profile of employee data and information, and for this purpose database, management is important (Wang et al., 2013).

    ReplyDelete
    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:57 AM

      Thanks Supun. The online or e-recruitment uses the internet to advertise or ‘post’ vacancies, provides information about jobs and the organization and enables e-mail communications to take place between employers and candidates (Armstrong , 2014 )

      Delete
  7. Kanishka SugathadasaDecember 5, 2020 at 9:19 PM


    The use of e-recruitment methods has advanced so much that in the future, companies will have to have automated resume screening and searching equipment to remain competitive in their respective industries (Du Plessis & Fredrick, H 2012).

    ReplyDelete
    Replies
    1. Thusitha PereraDecember 6, 2020 at 5:59 AM

      Thanks and also In 2001 Cappelli stated that “the war of talent moves to the internet and that employers need to have plan of a battle” because, in the conditions of ever stronger competition for talents, companies that conduct online recruitment and selection will be able to attract and retain the best candidates .

      Delete
  8. Thanuja GunathilakeDecember 18, 2020 at 3:14 AM

    Online recruitment is the most preferred source and its effectiveness depends on the placement of advertisements. As the Internet is widely used by candidates, organizations should invest in building e-recruitment infrastructure that is economically viable compared to traditional approaches (Sultana,N.et al.2018).

    ReplyDelete

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