e recruitment
TRANSCRIPT
E-RECRUITMENTGROUP 12
GROUP MEMBERS
Roll No. Name
218 Karishma Patel
219 Lipi Patel
221 Mittal Patel
222 Prapti Patel
223 Pratik Patel
224 Sandip Patel
225 Urvi Patel
226 Vishal Patel
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
Source: managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Human Resources Management function Includes a variety of activities
Source: tutor2u.net/business/people/recruitment_introduction.asp
INTRODUCTION
Source: tutor2u.net/business/people/recruitment_introduction.asp
What is recruitment? Recruitment involves the utilization of
organizational practices to influence the number and types of individuals who are willing to apply for job vacancies
Why recruitment? Attracting potential employees by
identifying and defining the requirements
It is a continuous process
INTRODUCTION
Source: www.articlesbase.com/recruitment-articles/e-recruitment-erecruitment-1379198.html
What is e-recruitment? E-recruitment is the process whereby
Employers utilise electronic resources for the placement of personnel.
The tool can be either a job website, the organisation’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
Source:www.ehow.com/about_5418581_types-recruitment-selection.html
INTERNAL E-RECRUITMENT
Source:www.ehow.com/about_5418581_types-recruitment-selection.html
Internal Recruitment is a recruitment which takes place within the concern or organization
EXTERNAL E-RECRUITMENT
Source:www.ehow.com/about_5418581_types-recruitment-selection.html
External sources of recruitment have to be solicited from outside the organization
METHODS OF E-RECRUITMENT
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1. Job Boards– These are the places where the employers
post jobs and search for candidates.
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.
PROCESS OF E-RECRUITMENT
Source: www.barrierfree-recruitment.com/recruit/stages.htm
PROCESS OF E-RECRUITMENT
Source: www.barrierfree-recruitment.com/recruit/stages.htm
PROCESS OF E-RECRUITMENT
Source: www.barrierfree-recruitment.com/recruit/stages.htm
PROCESS OF E-RECRUITMENT
Source: www.barrierfree-recruitment.com/recruit/stages.htm
PROCESS OF E-RECRUITMENT
Source: www.barrierfree-recruitment.com/recruit/stages.htm
BARRIERS
Source: www.barrierfree-recruitment.com/recruit/stages.
htm
1. Unwelcoming messages2. Inaccessible websites3. Discriminatory evaluation4. Poor communication
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
CASE STUDY: naukri.com
Value addition through Technology database collection was only one
part of the job Sanjeev was exposed to the
technology called ‘World Wide Web’ ‘Naukri.com’ made its inception in
1997
Source: www.chillibreeze.com/articles_various/Case-Study.asp
CASE STUDY: naukri.com
Analysis of the strengths that it had pioneered in this field a database of 6.5 million registered
users and with 20,000 companies’ listings
great products, unparalleled service and competitive pricing
Constant innovation is the key word
Source: www.chillibreeze.com/articles_various/Case-Study.asp
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) Homepage link to premier organizations Sending Jobs Mails to the candidates by
doing a database search on the listed vacancies
Source: www.chillibreeze.com/articles_various/Case-Study.asp
CASE STUDY: naukri.com
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
Source: www.chillibreeze.com/articles_various/Case-Study.asp
CRITERIA FOR EFFECTIVE E-RECRUITMENT
Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm
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
Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm
ADVANTAGES
Cost efficient Time saving device Widens the search Provides clarity Scope for better match Standardization Reservoir Lessen paper work
Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm
DISADVANTAGES
Require being computer savvy Legal consequences Vast pool of applicants Non-serious applicants Disclosure of information
Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm
CONCLUSION