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net

Innovation – A watchword in IT

“E-Recruitment – An IT way of Talent AcquisITion”

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CO TE TS

Executive Summary 3

Introduction 4

Market Overview 5

Benefits of Recruitment Solutions 5

Basic & Advanced Features 6

Conclusion 8

Reference 9

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Executive Summary

Amid neck-break competition and surging attrition rates, the talent war has assumed
proportions never thought of a few years back. And in a talent pool like India, which
doubles up as a service provider to the entire world, organizations are under constant
pressure to attract new talent and retain their existing work-force. Organizations across
all industries around the world are now struggling to fill vacant positions. In fact,
companies are reporting having an increasingly difficult time finding the right person for
the job, from executive positions down the ladder to rank-and-file employees. In January
2007, Manpower Inc., which offers employment services from its headquarters in
Milwaukee, conducted its 2007 Talent Shortage Survey. Polling about 37,000 employers
from 27 countries and territories, Manpower discovered that 41 percent of employers
worldwide are having trouble filling vacant positions “due to a lack of suitable talent
available in their markets.” The Performance & Talent Management Trend Survey 2007,
which was conducted by BPM Forum, SuccessFactors Inc. and the Human Capital
Institute, reports similar results: 98 percent of the 725 respondents say that competition
for talent is increasing in their industry. Of those respondents, 65 percent say it’s
increasing to a “high” or “very high” degree.

According to the Performance & Talent Management Trend Survey 2007, HR

professionals from large and small companies alike overwhelmingly report that increased
competition for talent is leading to higher compensation packages, slower time to new
hires, strains on quality and customer service, and reduced business flexibility.

Facing conditions like these, companies need better, more efficient and cost-effective
ways to manage the entire hiring process, from writing the requisition for the job to
posting it on external job boards to getting the new employee set up and ready to work.
E-Recruitment solution provides the answer for the problem.

E-Recruitment can be defined as “comprehensive systems that address workforce

planning, requisitioning, candidate acquisition, applicant tracking and
reporting/analytics” – Gartner. Inc. E-Recruitment can help organizations of all sizes
reduce employee turnover by finding the right person for the job, decrease the time-to-
productivity of new hires, improve the organization’s regulatory compliance, reduce the
costs incurred both by HR operations and by vacant positions, and even build a talent
pipeline to support your company as it grows. Ultimately, e-recruiting can lead to more
productive personnel with a greater stake in contributing to the success of an
organization.

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Introduction

Nearly every large enterprise today has an HRMS (Human Resource Management
System) in place, but not all of them have formally adopted a talent-acquisition strategy.
But in today’s knowledge economy, employees are a company’s greatest asset and are
key to staying ahead of the competition. Talent acquisition can be described as –
planning, sourcing, assessing, hiring and on-boarding of top talent. In its 2006 Talent
Acquisition Strategies Benchmark Report, Aberdeen found that 64 percent of the 100
enterprise respondents needed faster and easier ways to populate their databases with a
qualified talent pool, and 53 percent needed to improve communication through the
integration of their talent-acquisition processes. Respondents also noted pressure to
compete with rival companies to source top talent, as well as access to open Internet job
boards and private talent portals. The solution can be found in an increasingly important
component of HCM (Human Capital Management) software: a comprehensive e-
recruitment offering.

E-recruitment technology turns manual, time-consuming HR tasks into streamlined,

automated processes, which reduces HR’s operating costs and eliminates the
inefficiencies and delays inherent in a paper-based hiring process. Hiring managers are
free to spend their time on what matters to business leaders: securing top talent and hiring
a company’s first choice of job candidates. Companies are more successful in fighting
this “war for talent” when they make this transition away from a paper-based system to
an automated talent acquisition system.

No matter what kind of workers a company is seeking — be they a contingent work

force, several hourly workers, or one or two highly skilled technical employees — there’s
an e-recruitment package with the tools you need to attract and hire people that will be a
good match for an organization. Most packages include tools to source job candidates,
including via third-party agencies and Web sites as well as internal job boards; more
accurately match candidates to open positions; prescreen and assess applicants, including
disqualification based on skill sets; automate and streamline the job-offer process;
happily immerse the new hire in the corporate culture; and build up talent pools for future
job openings.

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Market Overview

Although India can’t be pronounced a developed market in terms of e-recruitment yet, the
trend toward technology in HR is fast catching up. The approach toward human resource
management incorporates both the traditional HR principals, and technical support
available in the market. E-recruitment is gradually becoming a core area for many
organizations today, simply because organizations have now realized that age-old
methods are no longer working where the management of their primary asset employees,
is concerned. Moreover, an increasingly globalized work-force has come with yet another
key issue for the companies to manage that of managing people at diverse locations.

Cisco Systems, TCS, Infosys, Reliance ADAG, HLL are some of the companies who
have e-recruitment software operating in India. Other companies are also expected to
follow the suit in the near future.

Globally, there are five market leaders – BrassRing, which has been acquired by fellow
leader Kenexa — the combined offering is Talent Acquisition/ Recruiting.Taleo Corp’s
Recruiting, StepStone Solutions’ EasyCruit and i-GRasp and Vurv Technology’s
Recruitment. Each of these vendors offers consulting and implementation, such as
customization, services. And all but Kenexa offer e-recruitment software tailored to
midmarket customers. Challengers are iCIMS’s iRecruiter, Jobpartners’ ActiveRecruiter,
Authoria Inc.’s Recruiting, Bernard Hodes Group’s sourcing solutions, Peopleclick Inc.’s
Recruitment Management System and VirtualEdge Professional, which has since been
acquired by “talent lifecycle software” vendor ADP Inc.

Finally, there are also four niche players — enter the major ERP vendors — Oracle
Corp., Oracle-PeopleSoft and SAP, as well as talent management vendor SilkRoad
technology Inc, which offers OpenHire. Oracle offers iRecruitment and PeopleSoft
Enterprise Talent Acquisition Manager and Enterprise Candidate Gateway. Also, SAP’s
suite includes E-Recruiting.

Benefits of Recruitment Solutions

From the outset, it might appear that the benefits derived from an e-recruitment offering
may be limited to cutting down on HR’s paperwork hassles or easing some of the job-
posting duties of hiring managers around your organization. In fact, e-recruiting’s
benefits ripple out from HR to finally improve an organization’s agility to respond to
changes in the market, mitigate the human-capital risk and support regulatory

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compliance. Expect, also, to see productivity improve with happier employees who are
well-suited to the jobs they perform.
An e-recruitment system can also help your company cut costs across the hiring process,
from HR’s operating costs to the costs incurred by a vacant position to advertising and
agency fees to post open positions. Equally important — but perhaps not immediately
evident — is the boost e-recruiting can give your company when you need to hire in the
future. A comprehensive system can help your firm build up a talent pool of qualified,
interested potential job applicants that you can tap when you anticipate openings. You
may just have the perfect candidate on deck as and when is there a position vacant.

Basic and Advanced Features

• Requisition Management Tools:

E-Recruitment lets you create requisitions from scratch, a template or an existing one; tie
the status of a requisition to automatic actions, such as onboarding; view all relevant job
applicants and their status in the hiring process; and capture and track costs from a central
location.

• Sourcing and applicant tracking:

The next step to filling positions is locating the best possible potential employees with e-
recruiting’s sourcing and applicant-tracking tools. Pushes job listings to the Internet job
boards of your choice and automatically collects candidate applications as they roll in. It
also lets you automatically source job candidates from Internet job-board resume
databases in real time.

• Candidate to job matching:

One of the ways e-recruitment software streamlines the process of acquiring talent is
through candidate-to-job matching capabilities you define the competencies, behaviors,
skills and experience required for a job; those requirements are turned into models, which
are matched to jobs. That structured data becomes a part of each job requisition, allowing
you to match your criteria with sources of talent.

• Regulatory Compliance:
Another critical feature offered by e-recruitment solutions are integrated tracking and
reporting capabilities to ensure compliance with a variety of employment regulations,
such as fair-hiring practices and equal opportunity employment. Prescreening comes in
handy here, too, making sure that all job candidates are evaluated on equal criteria and
reducing the risk of discriminatory hiring decisions.

• Reporting and analysis:

An E-Recruitment system comes with reporting and analysis tools, which will assess the
true success of your organization’s recruiting efforts. An e-recruitment package should
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gather recruiting metrics that measure both the efficiency of the recruiting process —
such as time to fill, cost per hire and offer- acceptance rate — as well as the new
employee’s performance, such as quality of hire, best talent sources and recruiter
productivity.

• HRMS Integration:
Another feature that e-recruitment packages tend to share is integration with third-party
and homegrown HR software, including HRMS systems, payroll solutions and more.
That should be accomplished using standard technologies.

• Databases:
One of the more powerful benefits of an e-recruitment offering is the ability to build
talent warehouses, databases of both active job seekers and passive, potential job
candidates that your organization can tap as positions open up.

• Job-Site Branding:
An organization wants to provide easy-to-use tools for prospective employees to learn
about and apply to your organization’s open positions. Using portal authoring and
content-management tools, one can tailor a variety of career sites to target new college
graduates, hourly workers, executive types, your existing work force and more.

• Third Party Vendor Management:

If a company works extensively with third-party vendors or recruiters to find new
workers, then a e-recruitment system has integrated vendor-management tools that help
you control spending on agencies.

• On-Boarding:
An E-Recruitment System provides tools for filling out post-hire forms, enrolling in
benefits programs, taking orientation courses and other features to help coordinate the
logistics of a new employee’s first few days on the job. With on-boarding, one complete
the recruiting cycle and get new hires off to a successful start at your organization.

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Conclusion

Companies around the world now operate in a knowledge economy in which employees
are a company’s greatest asset. Therefore, hiring and retaining top talent can mean the
difference between success and failure in the marketplace.

Companies will have success at sourcing and assessing top talent if they work on long-
term strategies, such as improving their company brand [and] building a pool of active
and passive candidates. These goals can be achieved with a robust e-recruitment offering.

E-recruitment software also gives the HR department a greater ability to support and
advance the organization’s business goals. By working with the right kind of job
candidates, HR can reduce the cost per hire, fill the position more quickly and
successfully, and support the corporate culture with a good personality fit.

As the foundation of your organization’s talent-acquisition strategy, an e-recruitment

package can also be that foot in the door of a talent management strategy. The business
intelligence gleaned by the HR department can be used not only to find and hire the best
possible candidates for your organization, but also to groom them for promotion, assess
their performance throughout the year and develop their leadership capabilities. In the
end, e-recruiting promises to do much more for your organization than simply fill empty
seats in your company faster than your current recruiting process.

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Reference

Executive Summary and Introduction

http://www.highbeam.com/doc/1G1-166139235.html
http://www.itbusinessedge.com/blogs/sts/?p=109
http://timesofindia.indiatimes.com/Business/India_faces_skilled_employee_shortage/artic
leshow/2175928.cms

Surveys
http://www.talentmgt.com/industry_news/2008/November/3856/index.php
http://resources.bnet.com/topic/survey+and+talent.html
http://dqindia.ciol.com/content/strategy/management/2008/108112708.asp

Software information.
http://www.hrworld.com/whitepaper/recruitment-buyers-
guide/index.php?cmd=submitForm

Miscellaneous
http://www.relianceworld.in/erecruit.htm
http://www.careers.tcs.com/FAQHome.html
http://www.financialexpress.com/old/fe/daily/20000929/fst29024.html
http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organi
zation%20Behavior/HROB014.htm

Books
“Keeping the people who keep you in business” – Leigh Branham
“Human Resource Management” – K. Aswathappa.

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