Employee E-recruitment for an organization

Source:www.dreamstime.com

Models of E-Recruitment

According to Ruel et al (2007), the web-based technology used by HRM Practice and Policies in Organizations is called the e-business system and e-recruitment also falls under this category. The model given in Figure 1 below shows an online model proposed by Ruel et al (2007). Job seekers, employers and ways to hire online websites, blogs, mediators, online groups. The 4 aspects of online employment are recommended by this model such as Initial Employment Strategy, Employment Objectives E, e-employment types, and e employment outcomes.

Figure. 1. e-Recruitment model, adapted from Ruel et al.s (2004) [36] e-HRM Model.

Initial Recruitment Strategy: there are three main strategies in which all parties are looking for candidates and these strategies are the Benefit Strategy, a powerful growth strategy and management strategy (Lee, 2005). Well-established organizations with mature growth profile strategies this has a common recruitment process in which clearly and understandably all positions are process called process employment. A powerful growth strategy looks at baptism candidates with a positive attitude. The recruitment process here is unorganized and is mainly used in organizations with fast-growing jobs. The retention strategy management strategy is mainly used for organizations that are just starting out or starting. The open recruitment process used here looks at young people with strong potential and desire to work in an organization.

The purpose of e-employment: efficiency and process, application relationship management and employer brand marking and reputation are the 3 main objectives of e-employment. The first goal will be to have a cost-effective and efficient hiring process (Lepak and Snell, 1998). The second goal is to have a better engagement with the Job applicant through technology (Parry and Tyson, 2008). The third objective of the hiring model is to contribute to better production of the reputation and image of the company (Martin and Hetrick, 2006).

Types of e-employment: there are 3 types of human employment in terms of relationship model, modification and performance of types (Beer, 1984). The processing of an application for standard temporary employment with international messaging and automation of applicants is called Operational Recruitment. Relationship employment is characterized by a genuine applicant relationship with better features including response and sending personalized messages to applicants. The third type of employment is called transformation, which takes the strategy of managing global talent and various factors in anxiety before attracting the right balance of profile, these, identifying difficult positions, skills and knowledge required for this position, which helps to meet and satisfy organizational performance (Foster, 2005).

 The conclusion

The internet has become an important tool for employment in the present and will have a huge impact in the future as well. The E-employment model in figure1 reflects the global view of employment issues with e. The above e-employment model can be applied to any organization depending on the first 4 employment strategies, e-employment objectives, e-type employment, and the e-employment outcome will help organizations effectively manage employment through the model. However, this model should be considered with other types of employers and segments for example Head Hunters. With rapidly growing technology it will be useful to look at issues such as reputation, privacy and security.

 

References

Beer, M., Spector, B., Lawrence, P., Mills, Q., Walton, R. (1984). Managing Human Assets. New York: The Free Press. 

Martin G and Hetrick S (2006), Driving corporate reputations and brands from the inside: A strategic role for HR,  Global Reputation Institute Conference, USA.

 Parry E and Tyson S (2008), An Analysis of the Use and Success of Online Recruitment Methods in the UK, Human Resource Management Journal.

 Ruel H J M, Bondarouk T V, Looise J C (2004), E-HRM: Innovation or Irritation? An Exploration of Web-Based Human Resource Management in Large Companies, Purdue University Press/Lemma Publishers, Utrecht.