This document discusses e-recruitment and its benefits. E-recruitment originated in the 1980s and grew with sites like Monster.com in the 1990s. It allows hiring to be done online through tools, techniques and technologies. The key benefits are time efficiency as it provides 24/7 services, cost efficiency as there are no middlemen, and quality efficiency as it can filter candidates. The document also outlines the e-recruitment process and desires from an e-recruitment system from both candidate and recruiter perspectives.

1. BY:-
Miss. Jyoti H.Tiwari
Mrs. Snehal S. Shinde
Mr. N.K.Nrip
Faculty of Management, SGI Kolhapur

2. INTRODUCTION
E-recruitment is an integration and utilization of
internet technology to improve efficiency and
effectiveness of recruitment process.
E-recruitment is an online recruitment where the
recruitment is done through electronic resources. It
utilizes the web based tools, techniques and
technologies.
In particular, E-recruitment is the mantra for
successful recruitment in this global technology world.
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3. BACKGROUND:
E-recruitment originated in the form of independent job
sites called bulletin board systems in the 1980s.
The United States started the global trend of e-recruitment
when Taylor launched Monster.com in 1994 with 20 clients
and 200 job openings.
Today more than three-fourth of the Fortune 500
companies use online recruiting and approximately about
18 million people are posting their resumes on Internet
portals such as Monster.com.
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4. E-RECRUITMENT PROCESS
A general E- Recruitment process is as follows:-
 Identify current needs of employment in the organisations.
 Posting the advertisement of job vacancy on job board
(Online).
 Managing the response i.e. Applicant database.
 Short-listing of Applicant according to job specification.
 Arranging and conducting online interviews (By chatting,
video conferencing etc) and
 Decision making regarding further process.
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5. DESIRE FROM E-RECRUITMENT
SYSTEM
 There are two key areas where minimum requirements of
the service and functionality are essential to the success of
the E-recruitment system.
Candidate should be able to:
 Build and maintain their Profile or CV.
 Personalized to their requirements or interests.
 Apply for online vacancies or openings.
 Attach resumes, cover letters, and academic
documentation.
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6. Cont’d…..
 Get informed for automated job alerts.
 Accept and Decline invitations to interviews.
 View saved copies of all correspondence from the
prospective employer in a personalized mail section.
 Recruiters should be able to:
 Handle and manage an online or email based application
approval process.
 Co-ordinate all advertising and workflow of vacancies.
between relevant attraction points – corporate job board,
intranet, external job boards and agencies.
 Acknowledge at any stage of the recruitment process .
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7. Cont’d…..
 Filter, Screen and Score candidates according to application
responses.
 Adapt their application processes for any type of
recruitment – contract, permanent, full or part time, etc.
 Handle and manage a ‘real’ talent pool – not just a database
full of previous applicants.
 Handle and manage all interviews online, with the ability
for candidates to self schedule.
 Handle and manage all communications e.g. offers of
Joining.
 Report on all aspects of the recruitment process easily.
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8. EFFICIENCY OF E-RECRUITMENT
SYSTEM
 Time Efficiency
E-Recruitment System saves lot of time for both
employers and job-seekers.
It provides round the clock services.
 Cost Efficiency
There are no middle persons involved.
The work cannot be hampered.
 Quality Efficiency
Filters ineligible and unsuitable candidates.
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9. E-RECRUITMENT IN INDIA
 Job Advertisement are posted regularly on online
communities like Forums, Blogs, and other websites.
 Recruiters are aggressively using social networking
sites like. Linkedin, Orkut, Facebook, Yahoo-360,
Google+ for sourcing qualified candidates.
 Interview process
Initial discussion- Telephone/mobile.
Final discussion- Video Conference.
 Online Career events, Virtual job fairs have been
adopted by Indian recruiters rapidly.
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10. SOME STATISTICAL FACTS
According to Annual Labour Market Survey report..
 76 percent are either increasing or keeping the same
budgets for 2011 talent acquisition.
 81 percent plan to spend the same or more for online
postings in 2011.
 45 percent report efficiently filtering through resumes is
the top recruitment challenge.
 62 percent listed stand alone resume search engines or
resume search applications integrated into ATS platforms
as their top technology used in the hiring process.
 2011 marks an 11 percent increase in employers concerned
over top employee turnover.
 42 percent of companies have or plan to implement
employee feedback programs in 2011.
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11. CONCLUSION
 In India, E-Recruitment has shown its escalation in
term of commercial values and also in adoption by
recruitment agencies and jobseekers (applicants).
 Most of the Indian companies are also beginning to
use their own Web sites as well as some third party
vendors (agencies) as part of the solution for
recruitment.
 Indian recruitment agencies are finding online
recruitment as the most efficient and effective
approach to finding candidates, and one that is
targeted to their needs and cost efficient.
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12. THANK YOU …..
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