E-RECRUITMENTGROUP 12

GROUP MEMBERS

Roll No. Name

218 Karishma Patel

219 Lipi Patel

221 Mittal Patel

222 Prapti Patel

223 Pratik Patel

224 Sandip Patel

225 Urvi Patel

226 Vishal Patel

FLOW OF PRESENTATION

Introduction Types of e-recruitment Methods of e-recruitment Process of e-recruitment Barriers to e-recruitment Case Study: naukri.com Criteria for effective e-recruitment Disadvantages and Advantages Conclusion

INTRODUCTION

Source: managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Human Resources Management function Includes a variety of activities

Source: tutor2u.net/business/people/recruitment_introduction.asp

INTRODUCTION

Source: tutor2u.net/business/people/recruitment_introduction.asp

What is recruitment? Recruitment involves the utilization of

organizational practices to influence the number and types of individuals who are willing to apply for job vacancies

Why recruitment? Attracting potential employees by

identifying and defining the requirements

It is a continuous process

INTRODUCTION

Source: www.articlesbase.com/recruitment-articles/e-recruitment-erecruitment-1379198.html

What is e-recruitment? E-recruitment is the process whereby

Employers utilise electronic resources for the placement of personnel.

The tool can be either a job website, the organisation’s corporate web site or its own intranet

The internet has taken on an extremely important role in the E Recruitment world

TYPES OF E-RECRUITMENT

Source:www.ehow.com/about_5418581_types-recruitment-selection.html

INTERNAL E-RECRUITMENT

Source:www.ehow.com/about_5418581_types-recruitment-selection.html

Internal Recruitment is a recruitment which takes place within the concern or organization

EXTERNAL E-RECRUITMENT

Source:www.ehow.com/about_5418581_types-recruitment-selection.html

External sources of recruitment have to be solicited from outside the organization

METHODS OF E-RECRUITMENT

Source: www.indianmba.com/Faculty_Column/FC1064/fc1064.ht

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1. Job Boards– These are the places where the employers

post jobs and search for candidates.

2. Employer websites– These sites can be of the company owned

sites, or a site developed by various employers.

3. Professional websites– These are for specific professions, skills

and not general in nature.

PROCESS OF E-RECRUITMENT

Source: www.barrierfree-recruitment.com/recruit/stages.htm

PROCESS OF E-RECRUITMENT

Source: www.barrierfree-recruitment.com/recruit/stages.htm

PROCESS OF E-RECRUITMENT

Source: www.barrierfree-recruitment.com/recruit/stages.htm

PROCESS OF E-RECRUITMENT

Source: www.barrierfree-recruitment.com/recruit/stages.htm

PROCESS OF E-RECRUITMENT

Source: www.barrierfree-recruitment.com/recruit/stages.htm

BARRIERS

Source: www.barrierfree-recruitment.com/recruit/stages.

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1. Unwelcoming messages2. Inaccessible websites3. Discriminatory evaluation4. Poor communication

CASE STUDY: naukri.com

Source: www.chillibreeze.com/articles_various/Case-Study.asp

Opportunities identified People would openly talk about

jobs that were available but nobody wanted to leave because they were in a comfortable MNC job

The idea was to accumulate or create a database of vacancies and aspiring candidates

CASE STUDY: naukri.com

Value addition through Technology database collection was only one

part of the job Sanjeev was exposed to the

technology called ‘World Wide Web’ ‘Naukri.com’ made its inception in

1997

Source: www.chillibreeze.com/articles_various/Case-Study.asp

CASE STUDY: naukri.com

Analysis of the strengths that it had pioneered in this field a database of 6.5 million registered

users and with 20,000 companies’ listings

great products, unparalleled service and competitive pricing

Constant innovation is the key word

Source: www.chillibreeze.com/articles_various/Case-Study.asp

CASE STUDY: naukri.com

New opportunities/arenas Designing a resume Carries out job campaigns Conducts virtual fair Resume development (both online service

and in person service) Homepage link to premier organizations Sending Jobs Mails to the candidates by

doing a database search on the listed vacancies

Source: www.chillibreeze.com/articles_various/Case-Study.asp

CASE STUDY: naukri.com

Conclusions getting a company’s homepage

linked through Naukri.com has been practiced as a brand building exercise in many developing organizations

puts the customer first in all its ventures

Source: www.chillibreeze.com/articles_various/Case-Study.asp

CRITERIA FOR EFFECTIVE E-RECRUITMENT

Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm

evaluate benefits and to calculate the estimated return

policy should be flexible and proactive

unemployment rate, labor turnover rate are considered

impact of supplying compensation details to be considered

CRITERIA FOR EFFECTIVE E-RECRUITMENT

Precautions to be taken for resume screening

Review the results periodically and also update regularly

Organizations need to be selective while choosing the sites

Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm

ADVANTAGES

Cost efficient Time saving device Widens the search Provides clarity Scope for better match Standardization Reservoir Lessen paper work

Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm

DISADVANTAGES

Require being computer savvy Legal consequences Vast pool of applicants Non-serious applicants Disclosure of information

Source: www.123oye.com/job-articles/business-corporates/e-recruitment.htm

CONCLUSION