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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
Recruitment
Remuneratio n
HRM
Motivation
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.
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
E-Recruitment
Internal Recruitment
External Recruitment
Intranet
Internet
METHODS OF ERECRUITMENT
1.
2.
3.
4.
Job Boards These are the places where the employers post jobs and search for candidates. ( eg.naukri.com) Employer websites These sites can be of the company owned sites, or a site developed by various employers. Professional websites these are for specific professions, skills and not general in nature. 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 ERECRUITMENT
Deciding to apply Application and short listing
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 India40% -Online . 22%- Direct. 13%- Word of mouth. 9%- Newspaper Ads. 8%- Direct Employer approach. 8%- Other methods
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
INTRODUCTION TO COMPANIES
Financial sector Reliance money Citi financial Hsbc ICICI Prudential Yes Bank
IBM
Satyam Fiserv Tata Consultancy Services
HOSPITALITY SECTOR Taj The Oberoi ITC Maurya Sheraton The Leela Palace Kempinsk Le Mridien
Source Recruitment
Of Yes
% organizations using it
of No
of
Employee Referrals
20
100%
Online Recruitment 20
100%
Employment Agencies
17
85%
15%
Campus Placement 19
95%
5%
Percentage
80 60
Recruitment Tools
Source:
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
65 55 35 40 30 25 5 Job Portals Company Website 55 45 Most Used Second Most Used Third Most Used Least Used 5 Blogs 5 5 Don't Use
4. With the introduction of internet, the recruitment process has become easier.
Sectors
Hospitality
IT
Financial/Banking 0 1
4 2 3 4
1 5 6
Sectors
Hospitality
IT
Financial/Banking 0 1
4 2 3 4
1 5 6
100%
Sectors
Hospitality
IT
Financial/Banking 0 1
3 2 3
1 4
1 5 6
8. Do you think that online recruitment tools help in finding the right candidate for the right job?
Consultancy
Sectors
Hospitality
IT
Financial/Banking 0
2 1 2 3
3 4 5 6
Number of Companies
Consultancy
Sectors
Hospitality
5 Yes No
IT
Financial/Banking 0 1 2
5 3 4 5 6
Number Of Companies
10. If no, then Internet Recruitment has proven to be suitable for which levels of Employees?
70 55 45 30 60 40 60 40
50 40 30 20 10 0 Top Level
Yes No
Middle Level
Lower Level
Level Of Employees
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
Consultancy 5
Sectors
Hospitality
IT
Financial/Banking 0 1
3 2 3
1 4
1 5 6
Sectors
Hospitality
IT
Financial/Banking 0
1 1 2
4 3 4 5 6
Consultancy
4 Excellent
Sectors
Hospitality
IT
Financial/Banking 0
1 1 2
4 3 4 5 6
Number Of Companies
14. Can you use internet as the only source of recruitment in your organization.
Consultancy
Sectors
Hospitality
5 Yes No
IT
Financial/Banking 0 1 2
5 3 4 5 6
Number Of Companies
SUGGESTIONS
1. 2.
Integrate e-recruitment into your overall recruitment strategy A detailed job description should be given while posting jobs to attract candidates with the right skill sets. 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. Organizations can even discover if emails to their talent pool are being opened or not. Ensure that all the approaches related to recruitment are linked to and centered on your own recruitment site. Give a precise and unambiguous questionnaire to reduce time in searching for a suitable candidate. Advertise in sites that match your requirements in terms of location, target group, geography and demographics
3.
4.
5.
6.
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.