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HEADNOTE Abstract The rapid growth of internet change the fabric of many people's everyday lives and business

community wants to be part of this fabric. Therefore, this research was conducted in order to investigate internet recruitment in large and small firms in Pakistan. Small and large Pakistani organizations were taken for study through simple random sampling. Data were collected by adopting telephonic survey. Chi square test was applied to investigate data taken from 65 respondents from different industries and sectors of the economy. Preference was given to small firms as compared to large firms in term of using internet recruitment .There was sufficient evidence to indicate that large percentage of large firms have their own website and using it for recruitment as compare to small firms. What this article demonstrates is that this new medium is going to replace the other traditional sources of recruitment because of low cost, time saving, quick response, to check application status, online resume development for both employers and job seekers. Key words: Recruitment, Internet, Resume Development, Job seekers 1. Introduction It is challenging to write down on internet recruitment practices in different firms. This topic is new in Pakistan. There was limited time for primary research and literature review. Firm size is an important variable in the search of internet recruitment and analysis of its impact on overall firm's productivity (Hansford & Duncan, 2004). HR literature describe that large firms are more formal in their HRM Practices as compared to small size firms, so that is way large firms are better able to attract and retain competent people. The purpose of this study is to investigate and stimulate internet recruitment across different firm in different sectors of Pakistan. 1.1 Human resource management (HRM) practices Pakistani organizations are trying to professionalize management practices in recent years Qureshi (1994) and they also trying to adopt new tools and techniques of management to improve their HRM practices. Now it is worthy to see how HRM practices works? and where recruitment phase comes. First it starts from HR Planning that is to anticipate the future HR demand of firm with available supply in labor market and also align it with overall organizational strategic goals (Peters and Waterman, 1982). Second after HR planning come job analysis. Purpose of job analysis is to find out job description (tasks, duties, and responsibility), Job Specification (knowledge, skills, abilities, experience and education) and job design (job description, job specification, relationship with other jobs, tools and techniques required

to perform a particular job). Third hiring process starts once the JA ends, which involves three stages i.Recruitment, ii. Selection, iii.Orientation/Socialization. However a number of writers make a difference between socialization and orientation activities for the purpose of conducting any study, orientation activities are considered as a subset of organizational socialization. (Qureshi, 1994).Rest of HRM practices are the training and development, performance Management, compensating employees. See figure 1. There are some activities involve in recruitment process, it starts from job posting. This involves to know the applicants about the job contents and encourage qualified applicants to apply for it and also encourage the unqualified people to select themselves out by seeing job description & specification. It is all about to reduce the fat of the pool of applicants for selectionprocess .This process occupies a pivotal position in HRM policies since it enables an organization to identify and attract the required human resources in order to generate capabilities to stay competitive (Ulrich, 1990).There are two sources of recruitment 1.internal and 2.External sources. For external sources. See figure 2 1.2. Growth of internet Internet plays a vital role in attracting and recruitment process (Bartram, 2000).Computer networks have existed for a long time. The first use of hyper-linked network by the US military occurred in 1957.Pakistan properly join this network in late 90's.At the start of 80' s Tim Berners Lee proposed the idea of using a SGB (Standard Graphical Browser) and standard codes for communication that provide access to users to access any kind of information from WWW (World Wide Web). The first user-friendly www exploring software was Mosaic appeared in 1992 .After some period of time one other software come into being Netscape in 1994,in 1995 Microsoft "s browser capture major share of this network. In Pakistan we can look at on different dimensions of widespread use of the computers and Internet, the time at which it started to become part of the fabric of many people's everyday lives (Bartram, 2004). 1.3. Recruitment on the internet In the past, the prominence in the recruitment model has been on precisely and lawfully assessing candidate's qualifications. The emphasis in Internet recruitment is on attracting candidates. As a result, a marketing orientation has characterized this field (Lievens& Harris, 2003). Use of the internet lets companies search for talent without geographic limitations. Internet recruiting can include online job posting, application and candidate screening from the company's website or the web sites of other companies that are

specialize in online recruiting, such as brightspyre.com (in the Pakistan context). Millions of people on the Internet today are scattered throughout those pages, looking for jobs, reading the news, playing games, discussing their projects, learning new skills, working, playing, and collaborating at all hours of the day. It's a recruiter's dream and a time management nightmare. So, for the foreseeable future, the billions of Web pages, tens of millions of candidates, and thousands of Web-based recruiting vendors will remain a swirling soup (Foster, 2005). The promises of the internet recruitment are: i. It is no longer necessary to retain a professional employment recruiter for specialized searches to reach the talented candidate. Candidates are advertising themselves, and employers will find them with an effective search. ii. Getting started requires very basic computer technology; it's as simple as a fax machine or e-mail. iii. Employers can sell career opportunities and your company. Include a description of the corporate strengths in their job ad. iv. Small companies with limited recruiting budgets can now compete with large companies in the search for the best job candidates, v. Employers can now require more from their headhunters, when they decide to hire them for unique situations. vi. Select from a wide array of internet recruitment companies to do the work for employers.. Well, it all starts with a firm understanding of the traditional recruitment process and the new options enabled by the internet. Therefore, the emergence of internet recruitment leads to a large number of research questions, many of which have key practical implications (Lievens& Harris 2003) in developing countries like Pakistan. 2. Hypotheses Small and large firms differ on several key aspects of internet recruitment, namely the existence of company website, use of the website in recruitment, difference across functions and management levels. For that reason, the following hypotheses are proposed: H1: A greater Percentage of large organizations will have their own website versus small organization.

H2: A greater Percentage of large organizations will use their own websites for recruiting than small organizations. H3: A greater Percentage of large organizations will be more aware of internet recruiters than small companies. H4: A greater Percentage of large organizations will be using Internet recruiters as headhunters than small companies. 3. Methodology For correctiveness and eliminating any error a stratified random sampling procedures was developed and representative number of organizations were identified across different sectors in Islamabad, Rawaplindi and Gujarat. A small number of large and local organizations were included in the study2. The data were collected through questionnaires, survey respondent were contacted by phone and interviewed. To encourage participation respondents were explained the benefits of internet recruitment in context of time and cost saving to their organizations. The focus of this study was only Pakistani organizations having full time employees. The primary measure of firm size as supported according to HR literature on recruitment (Hausorf et al 2004; Barrtram et al 1995).Organization were categorized according to definition of Small & Medium Enterprises Development Authority (SMEDA) Pakistan: small (10 to 35 employees), medium (36 to 99employees) and large (100 and above) 4. Results After analysis of data, results shows that Hypotheses 1 was supported, large organization were more likely to have their own web site compare to smaller ones. In total, 85 percent of large companies had their website, compare to 61 percent small organizations. Hypotheses: 2 was supported that 68 percent large organizations using their website for recruitment as compare to small organizations currently 26percent using website for recruitment. Likewise, 86 percent of large and 60 percent of small organizations who do not currently recruit through internet intend to use it in future. Hypotheses: 3 was also supported that large organization are more aware of internet recruiters, 68 percent large organizations were aware of two or more internet recruiters compared to small organizations 32 percent.

Hypotheses :4 also was supported that large organizations 56 percent using internet recruiters as compare to small organizations 16 percent had not used internet recruiters prior to surveys. In addition to these hypotheses respondents were asked to indicate the activities they perform through internet recruitment. The most popular activities performed are advertisement of positions, receiving resumes electronically, providing information about organization and to check the status of application. Respondent were also asked which management level they advertised. Respondent replay that Internet usage decline as management level increase they mostly use headhunting approach for top management. 5. Discussion This study has great significance for the effectiveness of internet recruitment in large organizations and more significantly for small organizations. The study indicates that 74 percent organizations have their website, 48percent are using for recruitment and 36 percent are using internet recruiters. In addition, applicants for jobs and job seekers are increasingly expecting to find work through the internet rather than more traditional means. (Bartram 2000). 6. Theoretical/research implications Entrepreneurship research support the general finding that small organizations are more likely to operate in an informal and flexible manner (Uhlaner et al 2001) and the finding of (Hansford et al. 2004) shows that large organizations are more formal in HR practices. They use their websites to attract the talents but as pursued by small firms across the different management levels same in Pakistan. The small firm are more formalized by using internet recruitment mean at lease at their first contact with job applicants (Barber et al 1999) because its two way street job applicants seeking for best place for their career and organization seeking for talents to achieve their strategic objectives in competitive environment. 7. Practical implication for small business A candidate who wished to apply for a job would need to first locate a suitable job opportunities, which often involve searching through a newspaper or contacting links. After locating potentially suitable openings, the candidate would typically have to prepare a cover letter, produce a copy of his resume and mail the package with the appropriate postage. (Lievens F. & Harris, M.M 2003). By way of comparison, the internet permits a candidate to immediately seek out and search through thousands of job openings.

Internet recruitment can be implemented through organization's own website or through outsourcing this activity to an internet recruiter for example brightspyre.com.One of the hindrance is the lack of skills, knowledge and ability to develop and manage website in small business. Now internet recruitment is far less expensive than traditional recruiting approaches. Although the cost ratio is likely to differ from situation to situation, a reasonable estimate is that internet recruitment is 1/10th of the cost of traditional recruitment and time may be reduced by 25percent (Lievens et al. 2003) Today small firms must compete with large organizations for skilled talent. With the use of the internet growing this recruitment channel can provide small companies with access to labor markets typically monopolized by large organizations. However, the costs of access (either through website development and maintenance or through internet recruiters) may be a limiting factor. Small organizations make greater use of the services of internet recruiters and job boards as part of their overall recruitment efforts, recruitment efforts can be targeted at wide range of positions across different functions and management levels and the e-mail can be used for initial communications with job candidates. These changes can be made without significant increases in recruitment costs and will generate additional job candidates 8. Limitation There was little time for primary research and literature review. The research covers the little number of sectors and medium size firms were also ignored .Despite having these limitations and exploration research for internet recruitment in Pakistan was considered unavoidable to provide a opening point for future research. 9. Suggestion for future research One of executive interviewed by Forrester so expressively put it, "We have to sift through lots of rsums, like kissing frogs before you find the prince. "(Bartram et al 2000)This is not the end of story. Internet recruitment is a new area of research; there are multiple issues which can explore in future research. For instance to apply the same hypotheses on medium size organizations, development of Electronic Recruitment Index (ERI), like Jinnah Employment Index, different management level and functional level jobs advertised by different size organizations will also have to be made assessable. 10. Conclusion

It conclude that greater percentage of large firms have had their own website and using it for recruitment as compare to smaller firms to attract the best applicants. Internet recruitment has, in certain ways at least, considerably changed the way in which the whole recruitment process is conducted. It provides lot of options to organizations and job seekers to go through with flexibility from the process of staffing. It is worthy that research into this area must be continue to guide the business community because it has already had a dramatic impact on the way in which recruitment is carried out. This new medium is going to replace the other traditional sources because of low cost, time saving, quick response, to application status, online resume development etc for both employers and job seekers. FOOTNOTE 1 "Employer's Recruiting Guide" prepared by Minnesota Workforce Centre-USA. FOOTNOTE

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Christopher, C. A Qualitative Investigation of the Human Resources Management Practices in Small Businesses, <http://cataloglibrary.cornell.edu>. Accessed on November, 2005. AUTHOR_AFFILIATION Muhammad Haroon Faculty of Management Sciences, National University of Modern Languages-Islamabad Muhammad Zia-ur-Rehman Faculty of Management Sciences, National University of Modern Languages-Islamabad

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