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Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 03
March 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 89
A Conceptual Study of
E-Recruitment
JYOTI
Research scholar, Department of commerce, Maharshi Dayanand University, Rohtak,
Haryana, India.
Email:- jyoti82288@gmail.com
Abstract
The process of recruitment of employees done through internet is known as E-Recruitment. It has
emerged as the latest trend of recruitment and many large and small scale organizations have
adopted it. A large number of job seekers use E-Recruitment channels. Through E-Recruitment it
is easy for organizations to reach vast pool of workforce and to identify some of the most skilled
candidates in a time and cost saving manner. Job seekers are also facilitated to search jobs as
per their Qualification, skills and experience. E-recruitment has many advantages and
disadvantages. The main objective of this study is to understand the concept of E-Recruitment
and also explain advantages and disadvantages of E-Recruitment.
Keywords :- E-Recruitment, Organisation, Advantages, Disadvantages
1. Introduction
In today’s world technology is supreme and
everything is based on it. In every sphere of
our life we find presence of technology. As
internet has arrived, It has completely
changed people’s perception and their life as
well. The recruitment process has also been
changed by technology. Regular innovations
have helped employers to recruit through
online process. Internet allows various
businesses to shorten the process of
recruitment. Cost cutting, well updated
offers for jobs are also some aspects of
online recruitment. It helps employers to
select best out of job seekers. It has also
reduced the gap between employer and
candidates. It has completely changed the
whole hiring process. The way through
which job seeker used to search jobs has
also completely changed. Instead of going
through all the offline channels and sources,
job seekers directly go to internet and surf
through various websites, portals etc. while
seating at the room. E-Recruitment has been
completely adopted at the global level also
while defeating territorial boundaries and
geographical constraint. Before the advent
of internet, organization and employers were
dependent on very low level of technology.
It including employee referrals, pamphlets,
newspaper advertisement, gazette
notifications etc. it was difficult and long
process to find well educated employees.
Various other methods were also used for
recruiting employees. Methods like postal
services, television, currier services, radio,
handbill etc were the prominent ones.
Internet has revolutionized this whole
recruitment process in a completely different
way. If someone wants to search the best job
for him it is just a click away. All the
Page 2 of 5
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 03
March 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 90
websites recruitment portals, links make the
recruitment process easy and speedy. A
click can take a person to the job best suited
to him as per his qualification and
experience. Today in a minute’s span one
can send his resume to various companies,
organization by putting it on just a website’s
platform. E-Recruitment helps organizations
in discovering various hidden talents and
skills.
2. Review of Literature
Malhotra & Sharma (2016) explained that E- Recruitment has overcome the barrier of
traditional recruitment. It becomes easy to
access the high caliber candidates. E- Recruitment reduces the geographical
limitations. E-recruitment makes recruitment
process more attractive. In this study
researchers explained advantages of E- recruitment. Researchers concluded that E- recruitment makes recruitment process fast
and cost effective. Rozy Rani (2016)
conducted a research on e-recruitment and
found that internet is the best tool for job
search. It is a time saving, cost effective and
easy method of job searching. Job seekers
get more benefits while searching jobs from
websites. Shahila & Vijayalakshmi (2013)
Conducted a research The study helps to
analyse the overall concept of E- Recruitment. Researcher explained that E- recruitment has increased the scope of
recruitment process of a company. But there
are many challenges associated with online
recruitment for both employer and job
seekers. Challenges like difficulty in finding
suitable candidate for organization,
difficulty in judging the work culture of the
organization, competition with other
employers for recruiting good candidates
and further negotiations. Anand & Chitra
(2016) conducted a research to know the
trend of e-recruitment. Times jobs.com,
monster.com, naukri.com etc. job related
websites are the main job portals. Mobile
applications are also used to search jobs by
job seekers. The researcher explained that E- Recruitment reduces the gap between
employer and job seekers and provide good
opportunities to both of them. Okolie &
Irabor (2017) examined in their research that
primary drivers behind e-recruitment are to
improve the corporate image, present a good
corporate profile, reduce paper work and
administrative burden, cost effectiveness,
global job opportunities, time saving and
better tool for recruitment team. But there
are also some challenges such as fake
profiles, high fees for access, no face to face
communication, knowledge of using the
internet etc.
3. Objectives of the study
1) To understand the concept of E- Recruitment.
2) To study the Advantages and
Disadvantages of E-Recruitment.
4. Research Methodology
This research is descriptive in nature. The
research is based on secondary data and
information which has been collected from
various sources such as books, national and
international journals, websites, newspapers
and business magazines.
5. E-Recruitment
It is a process in which the best candidate is
chosen during a job opening in a cost and
time saving manner. During this process,
internet is used to advertise vacancies and
thereafter email channel enabled between
employers and candidates for
communication. This process is less costly
and more productive. it is more viable mean
which attract candidates. Online recruitment,
cyber recruitment, internet recruiting,
Electronic Recruitment are all synonyms of
e- Recruitment. E –recruitment is a speedy
communication between employers and job
seekers. E-recruitment started in the form of
Page 3 of 5
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 03
March 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 91
autonomous job sites called bulletin board
systems in the 1980s. A new global trend
was started in US when Jeff Taylor launched
Monster.com with 20 clients and 200 job
openings in 1994(Hada and Gairola, 2015).
E-recruitment uses organisations’ website
for job advertisement and recruitment
thereafter. So E-Recruitment organizations
use their own website and job portals like
Naukri.com, monster.com, timesjobs.com,
monster.com, indeed.com, career age.com
etc. on their own website they can post both
the advertisement and the links for applying
for those jobs while on the job portals post
advertisements and later the portals direct
candidates to the organisation’s website for
applying for the job. google+, facebook,
linked in, twitter etc. are some social
networking sites which also help job seekers
by providing them information regarding
jobs.
6. Advantages of E-Recruitment
6.1 . Cost Saving
If we advertise on the internet then it is
cheaper than advertisement in the
employment agencies, newspapers and
magazines. Other sources the employer
needs to give advertisement on regular
intervals but such is not the case with
internet.
6,2. Widens search area
Internet has increased the reach of
everyone. Now jobseekers can search their
job globally as per their requirement within
a short period of time.
6.3. Provides clarity
Employment advertisements given in
magazines and newspapers have to be given
in restricted number of words which
sometimes hinders clarity. but in E- recruitment, due to large of space,
everything can be clearly mentioned.
6.4. Scope for best recruitment
Due to clarity provided in the advertisement,
chance to get suitable candidate increase
automatically. Wide scope and global reach
facilitates best possible candidate to apply
for the job.
6.5. Time saving
Internet has reduced the time to deliver and
also the time required to communicate. the
response on internet is quick and direct.
Before internet, people used fax and postal
services as means of communication which
were one way channels and consumed a lot
of time. Though phones have allowed two
ways communication, but it cannot fulfill
every requirement for an E-Recruitment.
6.6. Acts as a pool of information
Having all the information and data, it acts
as a pool of information. Job profile and
every other detail of the candidate can be
easily stored on the internet.
6.7. Standardization
On the internet, information collected from
different sources can be easily consolidated
in a systematic manner. A standard format
for every such data is created which help in
better recruitment.
6.8. Reduces paper work
Since most of the things are done through
internet, the paper work automatically
reduces while using E-recruitment.
7. Disadvantages of E-Recruitment
7.1 No personal touch
It is difficult for the employers to judge the
personality of the candidates online science
there is no direct interaction. Lack of
physical interaction may lead to wrongly
screened candidates at the later stages.
7.2. Non- serious candidates
As a result of global reach, it is very much
possible that some non-serious candidates
may also apply and get screened. It proves
to be waste of time and resources at the later
stages. It may also lead to rejection of some
serious candidates.
