Hi, need to submit a 2500 words essay on the topic Managing human resources.The main objective of the recruitment process is to expedite the selection process. E-Recruitment, also known as online recr

Hi, need to submit a 2500 words essay on the topic Managing human resources.

The main objective of the recruitment process is to expedite the selection process. E-Recruitment, also known as online recruitment is the use of technology or web based tools to assist the recruitment process. The tool can either be a dedicated job website, the recruiters’ corporate website or its own intranet. The process involves the recruiters posting job advertisements through the internet/intranet, and the job seekers can apply to this job by sending their applications and/or CV (Curriculum Vitae) through an e-mail using the internet. Alternatively, the job seekers can place their CVs on the internet where prospective recruiters can access it. There are two ways companies can use e-recruitment: 1. Using Job Portals: Companies can post the details of job openings (job description and/or job specifications) in their organisations on these websites. They can also search through CVs of job seekers on these websites and contact the appropriate ones. 2. Create a complete online recruitment/application section on the company website: companies can create a dedicated recruitment section on their websites and post job openings. Job seekers can either send their applications and/or CVs either for a specific posting advertised on the site and/or can submit their CV in the database of the company. Companies can then scan through the CVs and decide whether or not to follow up with a candidate. As is the case with most services offered through internet, e-recruitment has also seen significant growth over the years – not only in the number of companies employing e-recruitment techniques but also in the number of job seekers using the internet to look for and to apply for jobs. The move towards online recruitment globally started in mid to late 1990s starting with the creation of careers section on corporate websites of some companies. Adoption of e-recruitment followed quickly among the Global 500 companies – from 29% in 1998 to 60% in 1999, 79% in 200, 88% in 2001, 91% in 2002, 93% in 2003 and 100% currently (Jobsdb). Even as far back as 2002, the Global 500 companies were using e-recruitment heavily. It was seen that 89% of them had a careers section on their corporate website and 74% of them posted job vacancies and accepted resumes via their corporate websites (Jobsdb 2002). According to Linda Barber, in Europe, online recruitment penetration among companies increased from 40% of companies in 2001 to 70% in 2004. Also, in UK, the percentage of organisations using their website to advertise jobs increased from 72% in 2002 to 93% in 2005. At the same time, the use of internet based services for job hunting also took off. The online business has grown rapidly over the last few years. In 2003, the online recruitment industry generated $3 Billion in annual revenues which increased to $16 Billion in 2007, and there is little doubt that the business has been on the rise since then (Younger 2007). It was reported in 2010, that there are over 18 million resumes currently available online across the world and that this figures is constantly increasing (Suite 101). According to Onrec which published the results of NORAS (National Online Recruitment Audience Survey) results for 2009 indicated that 1 in 7 job seekers used only internet to look for jobs compared to 1 in 16 candidates in 2007.