E-RECRUITMENT

E-recruitment

Table of Contents

Introductions2

Employees, the most valuable asset2

Recruitment as the strategic advantage3

E-recruitment3

Discussion4

Internal recruitment4

External recruitment5

E-recruitment7

E-recruitment; for an organization8

Advantages of e-recruitment8

Disadvantages of E-recruitment9

Case study9

The requirement of position9

The method10

Result11

Analysis11

Conclusion12

Recommendations13

References14

Introductions

Hiring quality employees is one of the most fundamental issues, yet, once hired they become organization's most valuable asset. Recruitment is a procedure that draws a pool of qualified candidates for a position in an organization. Effective recruitment procedures lead an organization to the best human capital. However, manual recruitment procedures are extensively expensive and time taking. Therefore, the evolution of e-recruitment took place.

Employees, the most valuable asset

Human asset is considered as the most valuable asset of the corporate environment. It is not the financial asset, or building, or equipment that counts, as much as, the worth of productive workforce counts. They are intellectual capital of an organization. They contribute ideas, creativity, analytical thinking, innovation, skills and talent to organizational effective and efficiency. No organization can attain its strategic objectives without a competitive and well-trained workforce. A competitive human capital leads a firm to the topmost pinnacle of success. They are the force that takes a company, wherever, it wishes to be irrespective of its other assets and capital strength (Schuler, pp.33-43).

Organizations build work places in such a manner, so that, there employees are motivated and perform to the highest level of their effort. As Jim Collins puts it, “it is about having the right talent on the bus”. The skills, talent and innovation they bring to the business activity, are the intangible assets of an organization. Large organizations affirm that they treat their human capital at the best possible level, they tend to go out of the way for employees, so that, employees put fullest of their productivity and show highest level of their loyalty towards their workplace.

Recruitment as the strategic advantage

Recruitment is defined as “it is the process of hiring and recruiting the best candidates for an offered opening in the most cost-effective and time-saving manner.” Hiring productive workforce is the key issue in the corporate world. Every organization wants to recruit the best available pool of talent to raise its productivity and attain organizational goals. Strategic planning of any organization is directly linked to its recruitment strategy, that is, plans would be put into practical and effective manner by identifying and hiring the best personnel. Building strategic recruitment emphasizes that an organization build such a recruiting process that gives the best outcome, and leads to competitive edge (Salamen & Greame, pp.40-55).

Key organizations formulate their recruitment process in the most methodical manner. They emphasize recruitment as the key to reach people which are productive and efficient. Recruitment takes an organization to the best pool of candidates, and therefore, the best hired human capital. Organizations, who succeed, built around competitive recruitment strategies. They make their recruitment process, their strategic edge. They realize that nothing is valuable unless a quality workforce is hired, and nothing is worthy once a quality workforce is lost. They convert this expensive and time taking procedure into the ...