E‑recruiting — Analysis (Part 1)

by Krishna on January 12, 2007

[This is a 2‑part blog — The first covers Advantages of e‑Recruiting]

Hiring is one of the most important functions of a human resource executive. Hiring in an organization is a continuous activity – Even if the organization is not actively growing, there is the need to hire because of firing, employee attrition and retirement. Sometimes internal restructuring requires the need to have more hands to take care of specialized responsibilities. E‑Recruiting applications are fast becoming one of the major tools for the human resource department in this regard.

The largest and most recognizable name for e‑Recruiting applications is Monster (http://www.monster.com). It is in fact one of the earliest job sites on the Internet, having graduated from its previous incarnation as a Bulletin Board System. The other important websites for e‑Recruiting are Career Builder (http://www.careerbuilder.com), Yahoo! Hotjobs (http://hotjobs.yahoo.com) and America’s Job Bank (http://www.ajb.dni.us/). In addition, there are literally hundreds of niche job sites specializing in various industries, skills and domains.

E‑Recruiting systems have several advantages to them, that employers and job hunters feel help them in their search for candidates or jobs respectively. The traditional methods of recruiting have been newspaper/magazine advertisements, private or public employment agencies, referrals from employees, partners or friends, schools and colleges. Job hunters have used these as well as networking, solicitations and yellow pages. E‑recruiting offers some advantages that these methods do not offer at all or do so inadequately.

  1. Huge applicant database: Employers literally have millions of prospective candidate profiles that they can search on to find the ideal employee who fits the requirements of the job. In other methods of job postings, typically, the employer may receive a few hundred replies for their job posting. Hence the chances of finding someone suitable becomes much less. The employer can search on different skills and attributes to find the right candidate. From the candidate’s perspective, they have an enormous number of jobs that they can apply to. A newspaper, in comparison, may not even have one post that the job hunter requires.
  2. Eliminate geographic restrictions for job hunting: The job hunter has the ability to search for jobs in any geographic region within or outside the United States. Unlike other methods of recruiting, geographic barriers are not relevant. It is assumed that any communication with the candidate has to take place through the application. The candidate does not have to physically appear at the employer or even talk with the recruiter until the initial communication is complete.
  3. Searching and filtering: In the other methods, the employer has to spend significant amount of time to review and filter through applications and resumes, most of which do not meet the needs of the job post. This manual process is very cumbersome. More than the productivity loss is the danger of hiring a wrong candidate because of lack of attention in reviewing the candidates’ details due to fatigue.The e‑recruiting applications avoid this to a significant degree by providing very powerful search capabilities. They offer the employers to search on a wide variety of characteristics specified in the profile. This could include searching for keywords in the resumes that would enable them to filter out candidates who do not have a particular type of experience. When combined with the fact that the candidate database is huge, millions of records are filtered out in a matter of seconds, leading to huge productivity benefits.

    For the candidate, especially those who are presently unemployed, this feature allows them to focus their time on high potential job opportunities. (For the recruiter, this would be high-potential candidates.) Since the follow up of job applications is also automated, all the candidate has to do is just login to see the status of their job search.

  4. Ease of use and higher productivity: When compared to other employment methods, the e‑recruiting applications are much easier and standardized. For example, a job hunter has to prepare custom cover letters for each job they apply to in the newspaper ads or when they directly apply to a company. However, since the e‑recruiting application does not require such procedures.The e‑recruiting application provides a more uniform way of submitting the application and this helps the recruiter have a simple, structured methodology for filtering through resumes. The application also allows recruiters to easily communicate with the application through communication mechanisms within the application. A lot of filtering can be done before the recruiter even talks with the applicant.
  5. Benefits of automation and Internet: e‑Recruiting carries all the advantages of system automation and a world-wide network. The application is easily accessible from anywhere in the globe. This means that recruiters are not physically tied to their desks. They could continue their hiring work even from home. Similarly, job hunters armed with mobile network computers can easily apply for and land a high-match opportunity that has opened up by being wired in to the e‑recruiting system. E‑Recruiting systems, increasingly sophisticated and powerful, have continuously tried to provide more features that would avoid any manual or repetitive work performed by recruiters.

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