E-

RECRUITMEN
T
GROUP 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
 Human Resources Management function
 Includes a variety of activities

Source: Source:
tutor2u.net/business/people/recruitment_introduction.asp
managementhelp.org/hr_mgmnt/hr_mgmnt.htm
INTRODUCTION
 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
Source: tutor2u.net/business/people/recruitment_introduction.asp
 INTRODUCTION
 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

Source: www.articlesbase.com/recruitment-articles/e-recruitment-erecruitment-1379198.html
TYPES OF E-RECRUITMENT

Source:www.ehow.com/about_5418581_types-recruitment-selection.html
INTERNAL E-RECRUITMENT
 Internal Recruitment is a recruitment
which takes place within the concern or
organization

Source:www.ehow.com/about_5418581_types-recruitment-selection.html
EXTERNAL E-RECRUITMENT
 External sources of recruitment have to
be solicited from outside the
organization

Source:www.ehow.com/about_5418581_types-recruitment-selection.html
METHODS OF E-
RECRUITMENT
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.

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

1. Unwelcoming messages
2. Inaccessible websites
3. Discriminatory evaluation
4. Poor communication

Source: www.barrierfree-recruitment.com/recruit/stages.htm
CASE STUDY: naukri.com
 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

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

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