Raymond Myburgh, Business Manager at IndigoCube human resources solutions, speaks to Margaret Harris.
What is e-recruitment and how does it work?
E-recruitment is the use of internet technology to improve the recruitment process. This process usually involves matching candidates to vacancies and then validating their skills and qualifications. The number of people searching online for jobs is increasing, so companies are taking advantage of e-recruiting solutions to manage their recruitment processes and to reduce their recruiting costs. E-recruitment has developed to include almost all areas of candidate management and companies now use it to manage job postings, candidate applications and even to conduct online interviews.
How popular is e-recruitment?
In a January 2012 survey by UK market intelligence company Key Note, 43.9% of respondents said they had used the internet to search for jobs. The results showed that male respondents were more likely to use the internet to search for jobs and the younger generation is undoubtedly embracing the internet as a method of finding jobs. However, those aged over 35 are far less likely to do so.
In Key Note’s survey, 16.9% of those who applied for a job online have received a resulting interview. Considering that 18.5% of respondents used the internet to apply for a job online, this is a very high success rate. Furthermore, 12.7% of respondents who said they had applied for a role over the internet had gained employment. E-recruitment clearly provides a large number of people with suitable jobs that might not have been advertised otherwise.
What should companies be aware of if they go the e-recruitment route?
They need to realise that there is no guarantee that they will get the right person for the post they want to fill. There are many people who may qualify for the post, but cannot access the internet. This is particularly true for less-affluent people who might not be able to access computers or the internet. Even now, during the early stage popularity of e-recruiting, there is also a potential for over-saturation of websites, making it difficult for job seekers to find relevant recruitment postings.
It is not always a feasible way to recruit executive talent, despite being cost-effective and faster. Personal contact is still needed to gauge talent and skills at this level. Interpersonal skills, years of experience and even professional work ethic are not easily assessed through virtual screenings.
Another issue is that some responses may not be genuine and can be a waste of time.
How have candidates responded to the process?
E-recruitment has made the job-search process much easier for candidates and people are responding well. Job seekers can now log onto many websites and view thousands of job openings across the world, without having to go anywhere.
Candidates can make use of advanced search options to look for relevant jobs based on domain, experience, location, type, and a lot more.
Author: Margaret Harris
Source: Times Live