Journal of Environmental Impact and Management Policy (JEIMP) ISSN 2799-113X · Vol. 3, No. 02 (2023) · pp. 16-21
Research Paper

E-recruitment: an innovative beginning to a green environment

M. M. Shanmugapriya1, Dr. D. Venkatramaju2
  1. 1 Research Scholar, Department of Management Studies Chennai, Tamilnadu, India.
  2. 2 Research Supervisor, Bharath Institute of Higher Education and Research, Chennai, Tamilnadu, India.
  3. * Corresponding author: M. M. Shanmugapriya, priyashammu@gmail.com
Received23 March 2023
Revised3 June 2023
Accepted9 June 2023
Published25 July 2023
DOIhttps://doi.org/10.55529/jeimp.34.19.26
LicenceCC BY 4.0
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Abstract

Human resources are the most essential element of any organization. To survive in a competitive climate, organizations must screen applicants on the basis of their abilities, qualifications, and experience, taking into account a nation’s economic, social, political, and legal conditions when hiring personnel, and must select the best internal and external sources of supply to compete effectively. Promotion within the company boosts employee confidence and morale, while regular recourse to external sources attracts knowledgeable individuals with innovative ideas. As a result of globalization and the development of new technologies, people are now increasingly hired through e-recruitment. The internet has greatly influenced human resource administration: selection, training, and induction can all be carried out through online media, and job seekers can apply for positions and track the status of their applications online. The objective of this paper is to ascertain how e-campus recruitment is used to recruit students online. The paper outlines the e-recruitment process, recruitment techniques, and the benefits and drawbacks of e-recruitment, and reports a questionnaire survey on respondents’ perceptions of e-recruitment.

Keywords: E-Recruitment, Globalization, Confidence, Human Resources Management, Green Environment.

1. INTRODUCTION

Because of technology, the world is becoming more mechanized every day, and the computer has become the mainstay of modern life. In the past, it was challenging for job applicants to send resumes to employers; with technology, applicants can now send their resumes to many employers with a few clicks. Both national and international businesses compete for the best talent. The first step in finding the best people for the firm is recruitment and selection, and the next is staffing. Human resources are now regarded as an organization’s greatest asset, and an experienced and dynamic staff is needed to help the business attain its purpose, vision, goals, and objectives. Human resource management is a strategic process that comprises attracting, developing, and maintaining this workforce.

Online recruiting and internet recruitment are terms used to describe electronic recruitment, or e-recruitment. Direct communication with candidates requires a significant amount of work and time, and this process is now supported by web technology. Online recruitment software solutions are evolving, and online job boards are rapidly expanding their market share; websites such as Monster, CareerBuilder, HotJobs, Seniors4Hire.org and TopJobSites.com have been created to meet these organizational needs. Businesses also need to recruit effectively through their official websites, which raises their profile. A general e-recruitment process is shown in Figure 1.

Figure 1
Figure 1. A General E-recruitment Process

1.1 Review of Literature

E-recruitment, commonly referred to as online recruitment, is a process in which job applicants submit their resumes to employers through computerized electronic forms. The employer receives the application and checks whether the resume is appropriate for the position; if so, the hiring manager proceeds to the next step of the selection process, and otherwise the resume is rejected. Verhoeven and Williams [1] conducted an empirical study of online recruitment and selection practices in the UK, describing in detail the benefits and drawbacks of internet recruitment as perceived by employers. According to a study on e-recruitment by Dhamija [2], e-recruitment is the electronic way of providing resumes to employers by posting them on the corporate website or by e-mail; the study concluded that the structure and methods of e-recruitment enabled the organization to complete its administrative tasks more efficiently. Khan et al. [3] examined the interaction between job seekers and potential employers and candidates’ intentions to pursue jobs, using data from 257 respondents; the results showed that job seekers typically locate employment online and that compensation and advertising are key drivers of interest in a job. Organizations are increasingly adopting online recruitment as a new method of finding candidates for their positions [4]. The development of e-HRM makes HR plans and rules explicit in online mode: job seekers apply by attaching their resumes to online application forms, and managers choose the best candidate on the basis of the information provided, so the selection process is completed faster and at lower cost [5].

2. RESEARCH METHODOLOGY

This paper is a descriptive research paper. Primary data were collected through a questionnaire administered to respondents involved in the e-recruitment process, using a five-point scale (strongly agree to strongly disagree) for five statements on e-recruitment. The data collected were analysed using percentage analysis.

3. RESULTS

The percentage distribution of the responses to the five statements is presented in Table 1 and Figure 2.

Table 1. Respondents’ Perceptions of E-recruitment (Percentage of Respondents)
Table 1
Figure 2
Figure 2. Distribution of Responses to the Five Statements on E-recruitment

All the respondents agreed (53.8% strongly agree and 46.2% agree) that the number of candidates applying through the e-portal is high. Opinions were divided on whether audio/video network disturbances prevent the choice of the right candidate: 38.5% agreed, 30.7% were neutral and 30.8% disagreed. Similarly, 46.2% agreed that validating the certificates of selected candidates received through the e-portal is complicated, while 30.8% disagreed. A large majority agreed that the duration of the recruitment process is reduced (92.3%) and that e-recruitment helps to find the right candidate globally without location constraint (92.3%).

4. DISCUSSION

Recruiting new employees is not simple and takes a long time, and the number of employees retained depends on how well organized the process is. E-recruitment strategies are straightforward: an advertisement is posted on websites and resumes are requested from candidates. On the website, prospective employees can upload their resumes and register for online assessment tests, and with erecruitment technologies they can even complete the human resources paperwork remotely. The main advantages of e-recruitment are the reduction of cost and of the duration of the recruitment process, and it reduces the administrative burden of the hiring procedure on human resources staff.

5. CONCLUSION

Compared with the traditional method of recruiting, e-recruitment is a far more convenient way to find applicants. Because so many people use the internet today, it is simple for job seekers to find employment online. The internet has had a significant impact on how the human resources department operates. With electronic recruitment, less paper is required during the hiring process and there is less need for document storage, which supports a greener working environment; it also reduces the workforce needed for recruitment. As a result, hiring is less expensive than with the time-consuming traditional method, and e-recruitment will also support the technological advancement of the market.

Authors Contributions Statement

Name of Author C M So Va Fo I R D O E Vi Su P Fu

M. M. Shanmugapriya • • • • • • • • • D. Venkatramaju • • • • • •

C : ConceptualizationI : InvestigationVi : Visualization M : MethodologyR : ResourcesSu : Supervision So : SoftwareD : Data CurationP : Project administration Va : ValidationO : Writing - Original DraftFu : Funding acquisition Fo : Formal analysisE : Writing - Review & Editing

Acknowledgments

The authors thank all the researchers whose works have been cited in this study.

Funding Information

This research has received no external funding.

Conflict of Interest Statement

No conflict of interest.

Informed Consent

Not Applicable.

Ethical Approval

Not Applicable.

Data Availability

This study draws on publicly available data. No new datasets were created.

References

  1. [1] H. Verhoeven and S. Williams, “Advantages and disadvantages of internet recruitment: A UK study into employers’ perceptions,” Int. Rev. Bus. Res. Pap., vol. 4, no. 1, pp. 364–373, 2008.
  2. [2] P. Dhamija, “E-recruitment: A roadmap towards e-human resource management,” Researchers World: J. Arts Sci. Commer., vol. 3, no. 3(2), pp. 33–39, 2012.
  3. [3] N. R. Khan, M. Awang, and A. M. Ghouri, “Impact of e-recruitment and job-seekers perception on intention to pursue the jobs,” Manag. Mark., vol. 11, no. 1, pp. 47–57, 2013.
  4. [4] E. Parry and H. Wilson, “Factors influencing the adoption of online recruitment,” Pers. Rev., vol. 38, no. 6, pp. 655–673, 2009. doi.org/10.1108/00483480910992265
  5. [5] D. L. Stone, D. L. Deadrick, K. M. Lukaszewski, and R. Johnson, “The influence of technology on the future of human resource management,” Hum. Resour. Manag. Rev., vol. 25, no. 2, pp. 216–231, 2015. doi.org/10.1016/j.hrmr.2015.01.002

How to cite: M. M. Shanmugapriya, Dr. D. Venkatramaju (2023). E-recruitment: an innovative beginning to a green environment. Journal of Environmental Impact and Management Policy, 3(02), 16-21. https://doi.org/10.55529/jeimp.34.19.26

Copyright © 2023 The Author(s). This is an open access article distributed under the terms of the Creative Commons Attribution 4.0 International License (CC BY 4.0). Published by HM Publishers.