E-Recruiting

E-Recruiting

Introduction

The paper aims to emphasize on the topic of E-Recruiting. The opportunities and risks associated with e-recruiting are discussed in the paper. Furthermore, the paper also describes the various strategies for HR professionals regarding the online recruiting. There are various websites and automated softwares which are used in order to perform the e-recruiting in an effective and efficient way. This paper presents the growth and importance of recruitment and selection through the internet. Due to the advancement of information technology, the internet has enabled significant changes and advances in the processes of organizations, making possible the performance of this method as a differentiator. The E-Recruitment system begins with the release of the vacancy in the company's own sites or consulting agencies, then the selection occurs and resumes, interviewing and selecting the candidate who has the listing standards of the existing vacancy. The process involves receiving and selecting a significant amount of resumes (Larsen & Phillips, 2002).

The company that invests in E-Recruitment has a higher probability of success and speed in choosing the candidate who best represents the profile of the position available. Using traditional methods, we do not have the same extension, outreach and dissemination of data available over the internet. In financial terms the E-Recruiting is feasible, due its low cost sector investment and labor-intensive (Barber, 2006). The recruitment through the internet has benefits beyond the organizations that work because it allows candidates to succeed in winning new job, due to advantages such as scope, schedule availability in search of jobs and opportunities of globalization.

Background

The Recruitment and Selection of Staff is an instrument of extreme importance to an organization. When properly administered, this process brings benefits to both the employer and for the candidate to be admitted. Recruitment is a set of techniques and procedures designed to attract qualified candidates and potentially able to occupy organization. The selection of human resources can be defined as choosing the right man alongside the right job, or, more broadly, the candidates being recruited, those best suited to existing positions in the company, to maintain or increase the efficiency and staff performance (Maurer et al, 1992). The recruitment is done from the present and future needs of human resources in research and intervention. Consider on sources capable of supplying to the organization a sufficient number of persons necessary will achieve its immediate goals of attracting candidates, among which are selected future participants of the organization. The adoption of e-recruitment solutions and e-learning as mere tools of work, at least demonstrate the inadequacy in how this revolution is being felt by leaders in general.

The most cost effective is the search for new employees with the help of ads on the company's website. There are also countless job boards, which have focused on the search for new employees over the Internet, but also online career portals offer companies the ability to selectively search for suitable applicants. In numbers, this means that about 40 percent of available jobs are filled through their own website or through ...