CHRIST THE KING COLLEGE OF SCIENCE AND TECHNOLOGY

Jaysonsville II, Putatan, Muntinlupa City

Name: Prince Jomair I. Patosa Date: January 5, 2021

Course/Major: BSBA 2- HRDM Case Study
Subject: Recruitment & Selection Professor: Mr. Cabrillas

I. EXECUTIVE SUMMARY

The City and County of Denver is arranged east of the Rocky Mountains and is
known as perhaps the most pleasant US urban communities. Denver has encountered
consistent and huge populace development, and since 1990 Denver's metro population
has expanded to 29.8%. The United States Census Bureau gauges that the number of
inhabitants in the City what's more, County of Denver is the 26th most crowded U.S. city.
Currently, Denver has an employee population of 8,000 working under 15 departments,
and is receiving an average of about 60,000 applicants per year.

Having said that, the City and County of Denver is in dire need of a new e-
recruitment system that will replace its outdated system in order to build organizational
efficiencies, processing capabilities, and draw in the best applicants. The city needs an
effective system that meets the specific hiring requirements of the public sector and
would maintain certain aspects of the current system while providing customized updates
with little cost.

Initially, they have acquired a customized version of PeopleSoft e-recruit but have
discovered that this private sector system could not meet the needs of their public sector.
They have been continuously looking for a system that will easily adapt to changing
hiring requirements and will not consume too much time on customization

II. OBJECTIVES OF THE STUDY

The study aims to achieve the following objectives:

● Identify the best e-recruitment system option that Denver can acquire

● Determine the risks and benefits associated with each e-recruitment system

III. STATEMENT OF THE PROBLEM

Which of the following e-recruitment systems should Denver acquire for its agency?
 CHRIST THE KING COLLEGE OF SCIENCE AND TECHNOLOGY
Jaysonsville II, Putatan, Muntinlupa City

IV. AREAS OF CONSIDERATION

SWOT ANALYSIS

STRENGTHS WEAKNESSES

- Considered as one of the most - Outdated recruitment system

picturesque US Cities - Decreased efficiency

OPPORTUNITIES THREATS

- Acquisition of new e-recruitment - Large population

system - Huge number of annual
- Reallocation of resources applications

V. ALTERNATIVE COURSES OF ACTION

The City and County of Denver has the following options for their e-recruitment system:

● Continue to use their newly acquired PeopleSoft e-recruit as their new recruitment
system
○ BENEFITS:
■ The system is already acquired by the company
■ Is being used by the private sector
■ Customized
○ DISADVANTAGES:
■ Cannot adequately meet the requirements of the public sector
■ Expensive features

● Switch to using NEOGOV Insight Enterprise as their new system in the agency
○ BENEFITS:
■ Has met all of the public sector’s recruitment requirements
■ Includes a customized and comprehensive applicant tracking
system
■ Delivered a dedicated and user-friendly online application
■ Thousands of paper documents and processing time was eliminated
■ Enables the agency to allocate their resources effectively
■ Has a strong ongoing learning management program
 CHRIST THE KING COLLEGE OF SCIENCE AND TECHNOLOGY
Jaysonsville II, Putatan, Muntinlupa City

■ Has a proven track record from 185 public sector organizations

○ DISADVANTAGES:
■ Pricing is based on how much customization an organization needs

VI. DECISION MATRIX

VARIABLES NEOGOV PEOPLESOFT

RISKS 1 3

COSTS 3 5

BENEFITS 5 2

RELIABILITY 5 2

EASE OF 5 4
IMPLEMENTATION

TOTAL 19 16
RANKING: 5 - HIGHEST; 1 - LOWEST

VII. CONCLUSION

Recruitment is one of the most tedious and important processes in any

organization. Failure to accept applicants that offer big opportunities for the organization
may certainly lead to future problems. With the continuous advancements in technology,
companies need to be able to adapt to a fast-paced environment through the use of e-
recruitment systems.

E-recruitment is an online recruitment method that is dynamically developing

through the years. As defined by Listwan (2010) in Wozniak (2014), online recruitment
is a way of “obtaining candidates for employment through the internet”. Data suggests
that the spread of e-recruitment has reached ¾ of all large organizations in the United
States, all state governments, and at least ⅔ of European companies.

VIII. RECOMMENDATION
 CHRIST THE KING COLLEGE OF SCIENCE AND TECHNOLOGY
Jaysonsville II, Putatan, Muntinlupa City

Based on the conclusions drawn from the previous chapters, it is most

recommended for The City and County of Denver to acquire NEOGOV’s Insight
Enterprise instead of continuing their use of Oracle’s PeopleSoft. Although PeopleSoft
has certain benefits that allow private sectors to use it with ease, the same does not go for
the public sector. There are certain features that seem to be limited in the software that
Denver requires. NEOGOV, on the other hand, perfectly meets all the requirements
needed by the sector and also offers other benefits that could be of use in the future. The
costs however, seem to not be far from each other as they are both relatively expensive.

Overall, it can be concluded that the benefits associated with NEOGOV definitely
outweighs the disadvantages. Denver should opt to switch to NEOGOV as their new e-
recruitment system, and treat this as a long-term investment for the agency.

IX. REFERENCES

NEOGOV. (2021). Custom pricing. Retrieved from: https://info.neogov.com/neogov-

pricing

Pardo-Bunte, M. (2020). Oracle peoplesoft HCM review. Retrieved from:

https://www.betterbuys.com/hrms/reviews/oracle-peoplesoft-
hcm/#:~:text=Payroll%3A%20%24225%20per%20employee,Absence
%20management%3A%20%2452%20per%20employee

Wozniak, J. (2014). On e-recruitment and four ways of using its methods. Retrieved
from: https://www.researchgate.net/publication/279996072_On_E-
Recruitment_And_Four_Ways_Of_Using_Its_Methods