E-RECRUITMENT

NAME – FATEMA ZAVERI COURSE- MPMIR ROLL NO – 23 COLLEGE- JANKI DEVI BAJAJ INSTITUTE

OF MANAGEMENT STUDIES . SUBJECT- HRM SUBMITTED TO – PROF.URVASHI.OHRI

FLOW OF PRESENTATION

Introduction Types of e-recruitment Methods of e-recruitment Process of e-recruitment Barriers to e-recruitment Case Study: Naukri. com Criteria for effective e-recruitment Disadvantages and Advantages Conclusion

INTRODUCTION

Human Resources Management function Includes a variety of activities

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.

Why recruitment?

Attracting potential employees by identifying and defining the requirements

It is a continuous process

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

METHODS OF E-RECRUITMENT

1. Job Boards– These are the places where the employers post jobs and

search for candidates. ( eg.naukri.com)

2. Employer websites– These sites can be of the company owned sites, or a site

developed by various employers.

3. Professional websites These are for specific professions, skills and not general

in nature. 4. 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 E-RECRUITMENT

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 India- 40% -Online . 22%- Direct. 13%- Word of mouth. 9%- Newspaper Ad’s. 8%- Direct Employer approach. 8%- Other methods

CASE STUDY: naukri.com

Source: www.chillibreeze.com/articles_various/Case-Study.asp

Opportunities identified People would openly talk about

jobs that were available but nobody wanted to leave because they were in a comfortable MNC job

The idea was to accumulate or create a database of vacancies and aspiring candidates


Value addition through Technology Database collection was only one part

of the job Sanjeev Bikhchandani was exposed to the

technology called ‘World Wide Web’ ‘Naukri.com’ made its inception in 1997 First internet company listed on BSE &

NSE


Analysis of the strengths that it had pioneered in this field a database of 24 million registered

users and with 30,000 companies’ listings

great products, unparalleled service and competitive pricing

Constant innovation is the key word

CASE STUDY: Naukri.com

New opportunities/arenas Designing a resume Carries out job campaigns Conducts virtual fair Resume development (both online

service and in person service) Sending Jobs Mails to the candidates by

doing a database search on the listed vacancies


Conclusions Getting a company’s homepage

linked through Naukri.com has been practiced as a brand building exercise in many developing organizations

Puts the customer first in all its ventures

CRITERIA FOR EFFECTIVE E-RECRUITMENT evaluate benefits and to calculate

the estimated return policy should be flexible and

proactive unemployment rate, labor turnover

rate are considered impact of supplying compensation

details to be considered

CRITERIA FOR EFFECTIVE E-RECRUITMENT

Precautions to be taken for resume screening

Review the results periodically and also update regularly

Organizations need to be selective while choosing the sites

ADVANTAGES

Cost efficient Time saving device Widens the search Provides clarity Scope for better match Standardization Reservoir Lessen paper work

DISADVANTAGES

Require being computer savvy Legal consequences Vast pool of applicants Non-serious applicants Poor communication with employee. Discriminatory evaluation. Limited reach in some parts of the

country. Fake profiles.

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.

E-RECRUITMENT

Documents

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