Embed Size (px)
DESCRIPTION
e recruitment
Citation preview
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 a variety of activities
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
METHODS OF E-RECRUITMENT
1. Job Boards These are the places where the employers post jobs
and search for candidates. ( eg.naukri.com)
2. Employer websites
These sites can be of the company owned sites, or a site developed by various employers.
3. Professional websites
these are for specific professions, skills and not general in nature.
4. 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 E-RECRUITMENT
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 India- 40% -Online . 22%- Direct. 13%- Word of mouth. 9%- Newspaper Ad’s. 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
competitors as well.
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 Méridien
CONSULTANCY
Deloitte
KPMG
Apricot Consulting
WNS
QUESTION WISE ANALYSIS 1. What are the sources of recruitment in your organization?
Source Of
Recruitment
Yes % of
organizations
using it
No % of
organizations not
using it
Employee
Referrals
20 100% - -
Online Recruitment 20 100% - -
Employment
Agencies
17 85% 3 15%
Campus
Placement
19 95% 1 5%
2. Which online recruitment tools do you use?
Source:
Recruitment Tools Used By The Company
35 45
75100
65 55
25
0
20
40
60
80
100
120
Blogs SocialNetworkingSites
Job Portals Company Website
Recruitment Tools
Per
cen
tag
e
No
Yes
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
5
40
55
30
45
5
35
5
30
5
65
55
25
0
10
20
30
40
50
60
70
Blogs SocialNetworking
Sites
Job Portals CompanyWebsite
Online Recruitment Tools
Per
cen
tag
e
Most Used
Second Most Used
Third Most Used
Least Used
Don't Use
4. With the introduction of internet, the recruitment process has become easier.
Recruitment Process Has Become Easier
4
5
5
4
1
1
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Agree
Neutral
Disagree
5. Internet has led to cost saving in the recruitment process.
Cost Saving In Recruitment Process
4
5
5
5
1
0
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Secto
rs
Number Of Companies
Agree
Neutral
Disagree
6. Use of internet has led to an increase in the number of applicants.
Increase in Number of Applicants
100%
0%
0%
Agree
Neutral
Disagree
7. Internet has led to quicker turn-around time of recruitment process.
Quicker Turn-around Time of Recruitment Process
3
5
5
4
1
1
1
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Agree
Neutral
Disagree
8. Do you think that online recruitment tools help in finding the right candidate for the right job?
Finding Suitable Candidates
2
4
3
3
1
5
2
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number of Companies
Often
Sometimes
Seldom
9. Internet recruitment has proven to be suitable for all types of jobs.
E-Recruitment-Suitable For All Jobs
1
2
5
4
5
3
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Yes
No
10. If no, then Internet Recruitment has proven to be suitable for which levels of Employees?
Suitable For Which Level Of Employees
30
5560 60
70
4540 40
0
10
20
30
40
50
60
70
80
Top Level Middle Level Lower Middle Level Lower Level
Level Of Employees
Per
cent
age
Yes
No
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
3
5
3
5
1
2
1
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Agree
Neutral
Disagree
12. Use of internet in recruitment process decreases the chances of discrimination.
Helps In Decreasing Discrimination
1
2
1
4
2
2
2
1
2
3
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Agree
Neutral
Disagree
13. How do you see internet as a recruitment tool?
Internet As Recruitment Tool
1
1
4
5
5
4
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Excellent
Good
Avearge
Fair
Poor
14. Can you use internet as the only source of recruitment in your organization.
E-Recruitment - Only Source Of Recruitment
1
2
5
4
5
3
0 1 2 3 4 5 6
Financial/Banking
IT
Hospitality
Consultancy
Sec
tors
Number Of Companies
Yes
No
SUGGESTIONS
1. Integrate e-recruitment into your overall recruitment strategy
2. A detailed job description should be given while posting jobs to attract candidates with the right skill sets.
3. 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. Organization’s can even discover if emails to their talent pool are being opened or not.
4. Ensure that all the approaches related to recruitment are linked to and centered on your own recruitment site.
5. Give a precise and unambiguous questionnaire to reduce time in searching for a suitable candidate.
6. Advertise in sites that match your requirements in terms of location, target group, geography and demographics
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.
