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Now-a-days, there is an increasing dependence on the Internet as it gives
us unique opportunities to improve our efficiency. It is indeed interesting that
all business and organizations that operate on the Internet are essentially
those that provide services. This may be in the form of providing information,
or facilitating transaction or attending to the basic customer service
function. Starting from sourcing of input material to selling it to target customer, along
with post purchase service, total supply chain management is being done with
help of computer system via the Internet. In some cases, vital business
information of an organization is stored in distributed database and real-time operations
are performed with the help of the Internet. Online recruitment, or E-recruitment,
is one such service. Here, the Internet has come up as one of the most
efficient methods of sourcing the right human resource. Human resource is no
longer considered as a mere business requirement; rather it has distinguished itself
as one of the core assets of any organization. Narayan Murthy's statement,
"My Company's assets walk out of the door every evening," truly captures
the dynamics of new economy. With such a great emphasis on human capital, it
is essential for every organization to adopt means that offer quality
recruitment solutions at competitive costs. This is where the realm of e-recruitment
starts. The Internet has now become a very powerful and effective tool at
everybody's disposal and is frequently used by HR Managers as an effective
communication medium. E-Recruiting reduces the cost of the recruitment process, reduces
the time taken to identify appropriate candidates and helps organizations
improve the quality and quantity of the applicants' pool.
From an organization's viewpoint, a typical recruitment process, can be
divided into four main phases: describing the requirements of the job position
after manpower analysis; issuing advertisements regarding the job; posting
and receiving of applications from potential candidates; and evaluation, selection
and final decision making. Conventional recruitment has always been a
time- consuming and paper intensive process. It also tends to strain the
monetary resources. This is where the on-line or e-recruitment firms comes in.
E-Recruitment firms are taking care of the marriage between `right candidate and right job'.
By appealing to both active and passive jobseekers, recruitment websites
save both time and money for the companies and job hunters. E-Recruitment is
not just restricted to specific websites either. Many major companies are using
some form of e-Recruitment, enabling candidates to e-mail their CVs to the
human resources department directly, and that too at the click of the mouse. As a
result, managers too are finding efficient and qualified candidates to fill a variety
of professional positions. Moreover, there is an advantage of screening web
resume data warehouses to match the best candidates with the proper
positions. Regardless of the size of the company, online hiring process is a more
cost-effective and faster route to locate the right candidates for the job.
The Internet search is no longer an option, but a necessary requirement for
the success of the companies and the workforce. Companies need to decide
which online sites are better suited to meet the employment needs within their
industry, what queries can be used in analyzing the resume data within the
online employment warehouses, and how accurate information can be obtained
and verified by using the web data files. Due to the huge amount of resume
data flowing through the Internet, today specialized websites have been
developed to serve particular industries. Overall, database warehouse for
online employment have grown tremendously since the 1990s and have helped
major online sites to branch out into specialized sites to handle data more efficiently. |
