Labor Market and Recruiting Issues, Research Proposal Example

Topic/Thesis

The researchers would like to evaluate online recruiting systems’ efficiency in human resources, in particular focus on issues regarding evaluation and metrics. The thesis the essay is looking to examine is that while online recruitment can be a valuable tool for pre-screening applicants, making recruitment more effective and less costly.

Introduction

The ingegration of the human resources information system can be beneficial for e-recruitment.  Dhamija (2012) states that the method is more effective for low-profile role recruitment than higher management human resources. This is because assessments and pre-screenings are less relevant to unskilled work. Measures can be set to determine the suitability of an employee for a job as a “joiner”, (i.e. experience) during the online recruitment process. Barber (2006) states that the cost of recruitment can be significantly reduced by implementing e-recruitment, while the process can become faster. E-recruitment is more flexible, giving the company the ability to fill critical need jobs. The third benefit mentioned by Barber (2006) is a wider access for a pool of talent. Further, the lack of supportive infrastructure within the HR department was likely to reduce the effectiveness of e-recruitment. The outsourcing of e-recruitment has also been found to reduce effectiveness, as it limited the company’s ability to integrate recruitment systems in their human resources infrastructure.

Research Findings

The success rate of e-recruitment was examined by Plessis and Frederick’s (2012) research. The authors found that online selection was the most successful method for clerical staff.  The success rate of selection among managers and technicians was around 33 percent.  The 2001 study of Pin, Laurden, and  Saenz-Diez found that in Germany, America, and the United Kingdom, a large proportion of people visited e-recruitment websites. Further, back in 2001, over 4 million people visited Monster.com on a Monday morning. Since then, the popularity of the website has increased, and today more than 75 million users are signed up for the site alone (Smart Recruiters). Poorangi, Razavi and Rahmani’s (2011) research found that e-recruitment was effective in reducing costs of human resources and  improving operational effectiveness within the HR department,

Implications

It is evident that there are several serious limitations of online recruitment, and in most cases, it should only be used as a supplementary tool for traditional human resourcing practices. It can be effective for pre-screening applicants. Some companies have already implemented initial questionnaires, related to relevant experience, the right to work in the country, but these tools are only effective for pre-selection of employees. When there is no personal contact, the company is unable to successfully communicate its values, vision, and culture, which has a great role in employee selection. Further, it is evident from the above research literature that the success rate of current e-recruitment methods is still low, compared to traditional methods and recruitment agency involvement. Pin, Laurden, and  Saenz-Diez (2001) found that e-recruitment can be applied in every aspect of the process: identifying, defining, and designing the job opening, attracting candidates, sorting applicants, contacting candidates, closing the deal, and socializing new employees.

Conclusion

The above research and study of literature has revealed that e-recruitment can provide companies access to a larger pool of talent, provide faster processes, and reduce the cost associated with filling jobs. The author of the current study recommends that companies use e-recruitment, in particular focus on pre-screening employees.

Works Cited

Barber, L. “e-Recruitment Developments” 2006. Web.

Dhamija, P. “E-Recruitment: A Roadmap Towards E- Human Resource Management”. Journal of Arts, Science & Commerce Vol.– III, Issue–3(2),July. 2012 [33]. 2012. Print.

Kapse, A., Patil, V. and  Patil, N. “E-Recruitment” International Journal of Engineering and Advanced Technology (IJEAT) Volume-1, Issue-4, April 2012. Print.

Pin, J.,  Laurden, M. and  Saenz-Diez, I “Internet recruitment power. Opportunities and effectiveness. 2001. Web.

Plessis, A. and Frederick, H. “Effectiveness of e-recruiting: empirical evidence from the Rosebank business cluster in Auckland, New Zealand” Science Journal of Business Management, 2012. Print.

Poorangi, M.,  Razavi, S. and Rahmani, S. “An Evaluation of the Effectiveness of E-recruitment Practices for SMEs in Malaysia” 2011. Web.

SmartRecruiters. Blog. Web. 2010. http://www.smartrecruiters.com/blog/smartprofile-monster-  com/