Sample Undergraduate HR Assignment

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Abstract

E-recruitment is also referred to as online recruitment and it implies the application of online technology for numerous processes of assessing, enticing, selecting, onboarding, and recruiting job candidates. E-recruitment helps employers to get in touch with a huge number of potential workers. Organizations can establish their e-recruitment policies in-house, install e-recruitment HR software, or hire recruitment bodies that use e-recruitment in their operations.

Elements of e-recruitment include the following: application tracking, social media, online testing, job boards, and the employer’s website. Technology has a great impact on human resources, especially on e-recruitment. This paper will address elements of e-recruitment, e-recruiting tools, the significance of e-recruitment in human resource management, the pros and cons of e-recruitment, and considerations when making e-recruitment decisions.

Introduction

Applicant tracking is one of the elements of e-recruitment and it entails evaluating the candidate status about the post they applied for. Employer’s website is the other element and it offers information about job openings and gathers information regarding the same. The other element of e-recruitment is job boards that contain job advertisements from agencies and employers. Online testing is also an element of e-recruitment and it entails some form of online assessment of candidates (Miller-Merrell, 2017). Lastly, social media is an element of e-recruitment that enables agencies and employers to reach out to prospective candidates quickly.

Organizations are utilizing technology development and there is an increasing trend of online testing and recruitment of candidates. The E-recruitment process has demonstrated a significant impact on the entire recruitment process in various organizations. However, human resource managers have to understand the elements, tools, and considerations in e-recruitment for an effective e-recruitment process.

Human resource will continue hiring more people thus the most crucial trend to comprehend include technology and tools. They include Artificial intelligence for screening, rediscovering previous candidates, recruitment marketing software, recruitment chatbot, super-targeting job ads, and de-biasing software.

• AI screening. The tool will help human resource managers in e-recruitment since it assists to resolve a key issue when there is a pool of candidates (Dawson, 2019). AI screening software is fashioned in a manner that integrates with prevailing ATS to discover what appropriate candidates seem like depending on the company’s pat hiring verdict. The software discovers what a company’s worker’s skills, experience, and additional qualifications are and then incorporates that information to robotically grade, screen, and select new candidates. The pros of using this software are that it minimizes hiring time from 34 to 9 days and minimize hiring costs by 70 percent.
• Rediscovering previous candidates. It is the act of mining the prevailing resumes from the company’s ATS to select previous applicants for an existing req (Dawson, 2019). This is a very significant tool since most ATS are not designed in a manner that they can effortlessly examine and rank prior candidates for prevailing job opportunities. Rediscovery differs from Boolean and keyword searches since it incorporates AI to discover the needed qualifications and then scans resumes to select candidates with corresponding qualifications. The tools enable firms to select candidates from a pool that they had already spent funds attracting, engaging, and sourcing.
• Recruitment chatbot. The tool utilizes ordinary language processing to comprehend a text just like a human (Dawson, 2019). The major role of a recruitment chatbot is to restructure crucial aspects by offering timely, on-demand communication to applicants. Its role includes answering FAQs regarding the job, offering responses and updates, and arranging for an interview or follow up with a human recruiter. The tool is projected to advance applicant experience by allowing time-barred recruiters to offer instantaneous and unlimited, although electronic, touch themes.
• Super-targeting job ads. The new approach includes geo-targeting (advertising the role to the candidates within your locality) and re-targeting (advertising the job opening to candidates who viewed the organization’s website previously) (Dawson, 2019). Owing to the tighter spray and pray model of seeking formally dead as well as a tighter labor market, human resources will be keen for improved tools to ensure job postings land potential candidates.
• Recruitment marketing software. Recruitment marketing is the utilization of best marketing practices like targeted messaging, analytics, tech-enabled automation, and multi-channel use, to attract, nurture and engage applicants who are yet to apply for a job and transform them into candidates by communicating company value and brand (Dawson, 2019). Therefore, the tool will be the appropriate tool to bring about company brand awareness and interest in current roles, entice applicants who self-select themselves in the process of application, and ensure applicants are kept engaged and informed all through the recruitment progression.De-biasing software. Unconscious bias is a very common issue in recruitment. The tool will be very helpful during e-recruitment since it applies AI to discover and remove bias from resume screening, sourcing, and job descriptions (Dawson, 2019). De-biasing software applies AI to remove unconscious bias during screening and sourcing stages by overlooking the applicant’s demographics (e.g, implied age, gender, and race) from their online profiles and resume.

It is important to understand certain aspects of e-recruitment for both the hiring supervisor and the human resource manager. They should try to seek the influential aspects that impact the effectiveness of e-recruitment instead of customary recruitment and evaluate the success of every aspect (Tyagi, 2016). Various e-recruitment tools hiring supervisors and human resources can use, but they should ensure their systems are up-to-date since they utilize existing information to help in screening, sourcing, and selecting candidates.

There are various pros and cons associated with the e-recruitment process.

Pros of e-recruitment

• It is cost-effective since it is free and it reduces labor expenses
• Potential to reach many potential candidates at no extra cost
• It is user-friendly
• It allows dynamic content thus making user’s ads more enticing to candidates
• The hiring process is shortened
• Fast and effective since most replies and posts appear on time

Cons of e-recruitment

• Not appropriate for senior positions since the number of potential candidates is lower
• Too impersonal
• Technology problems that emerge from the standardization of the application process
• A high volume of replies that include a significant number from unfit candidates

Considerations that can be made during e-recruitment include the following:

• Considering the Fair Credit Reporting Act even when the screening information is obtained from social media (“3 important considerations when vetting job candidates online,” 2016). It implies that applicants ought to be served with written consent for the report to be extracted and must be offered a copy of the report if requested. To curb FCRA associated issues, firms should get information from reliable consuming reporting agencies like Global HR Research.
• The latest laws deny employer access. New laws in many states restrict employers from requesting access to an applicant’s social media since they regard it as a violation of privacy.
• Protected class laws. There are assortments of laws that safeguard particular clusters of people during the hiring process, and these forms of laws are still applicable when recruiters are surfing social media sites. When accessing an applicant’s social media site, the recruiter can land on protected class information that should not be used in the recruitment decision.

References

3 important considerations when vetting job candidates online. (2016, August 29). Retrieved from https://www.ghrr.com/3-important-considerations-when-vetting-job-candidates-online/

Dawson, J. (2019, May 30). 6 Best Recruiting Tools For 2019 [Infographic]. Retrieved from https://ideal.com/recruiting-tools/

Miller-Merrell, J. (2017, October 17). What are E-recruiting tools? | SmartRecruiters. Retrieved from https://www.smartrecruiters.com/blog/what-is-erecruiting/

Tyagi, A. (2016). IMPACT OF E-RECRUITMENT ON HUMAN RESOURCES. Horizon Books ( A Division of Ignited Minds Edutech P).

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