E- recruitment Research Papers - Academia.edu (original) (raw)

... the focus has appeared to shift towards non-academic skills and this trend has been gathering in momentum over the last ... Indeed, reporting specifically on accountancy recruitment, Akler (1995) stated that 'the biggest single... more

- by and +1
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- Talent management, Talent management (Human Resource Management), E- recruitment, Recruitment and Selection
- by Pradeep Singh
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- E- recruitment, Good Governance

Placements are one of the most important services that Institutions provide to their students. May it be part-time work,Industry projects,Internship or full-time jobs; placements are the order of our educational system today.To provide... more

- by Varun Shenoy
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- E- recruitment

ISBN 9783346357083 • Im Zuge der Human Digitalisation, lassen sich durch sogenannte People Analytics Anwendungen HR-Leistungsfähigkeiten digital analysieren und HR- Prozesse wie das Auswahlverfahren effizienter gestalten. Ziel dieser Arbeit ist es festzustellen, ob die Nutzung einer People Analytics Software nicht nur zu einer effizienteren Abwicklung des Auswahlverfahrens führt, sondern auch, ob es durch die Anwendung zu einer verbesserten Auswahl potentieller Mitarbeitern kommt und welche etwaigen Problematiken dabei auftreten können.

- by Fabio Nilgen Alvarez
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- Marketing, Employer branding, Human Resource Management, Military

The study examines the effectiveness of social media in recruitment activities. The job seekers, particularly who are fresh pass out of university, have social media as one of the prime sources of information. Be it consumer goods to job search, social media such as Facebook have become a crucial component of their lives. Hence information related to employment and employer shared on social media influences job choice decisions. However, social media is quite different from the other job information source such as company career page, advertisement, information from relative or friends etc. Hence the information received from different medium might have a differential impact of information source on information recipient. Furthermore, information content and information tie strength with source play a very crucial role in influencing job decision, which has been examined in this study. The result confirms that the information mediums have significant differential impact on job choice.

- by Faiz Ahamad
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- Social Media, E- recruitment, Recruitment and Selection

Con la nascita della rete, il passaggio dall’indagine tradizionale DLQ a una rilevazione digitale, nell’ottica dei big data, si è resa obbligatoria. Nel testo, oltre ad illustrare le principale tipologie dei siti, facendo uso del modello del Job Site Evaluation Framework (JSEF), vengono anche sunteggiati alcuni iniziali elementi di giudizio sullo sviluppo del fenomeno, sia negli Stati Uniti sia in Italia. La situazione nazionale, in linea con la tesi iniziale, fa registrare poche caratteristiche di innovatività rispetto alla realtà d’oltreoceano.

- by Achille Pierre Paliotta
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- E- recruitment, Recruitment, Recruitment and Selection, Job Search

Often, in spite of having the right set of qualifications, technical skills and experiences, certain candidates fails to impress the interviewers during job-interviews. There is no denying of the fact that when it comes to finally secure a job; almost everything depends upon the candidate’s performance during the interview process. Therefore, besides recognizing the importance of interviews; it is also widely believed that with proper understanding, preparation and practice, a person’s interview skills and employability can be greatly enhanced. With this objective, this article brings forth a valuable compilation of 25 important interview questions and suggestions for their effective answering. Most of the questions selected here are basically collected and shortlisted through a process of focus group discussion. The questions are general and contemporary in nature and are mostly suitable for junior to middle-level management positions, across various private sector organizations in India.

- by Shamim Akhtar
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- Management, Career Management, Career Guidance Counseling, Career Guidance

Comprehensive look at the talent assessment space. Includes market valuation and growth, vendor classification system, and future trends

New employees are supposed to quickly understand their tasks, internal processes and familiarize with colleagues. This process is called "on-boarding" and is still mainly realized by organizational methods from human resource management, such as introductory events or special employee sessions. Software tools and especially mobile applications are an innovative means to support provide onboarding processes in a modern, even remote, way. In this paper we analyze how the use of gamification can enhance onboarding processes. Firstly, we describe a mobile onboarding application specifically developed for the young, technically literate generations Y and Z, who are just about to start their career. Secondly, we report on a study with 98 students and young employees. We found that participants enjoyed the gamified application. They especially appreciated the feature "Team Bingo" which facilitates social integration and teambuilding. Based on the OCEAN personality model ("Big Five"), the personality traits agreeableness and openness revealed significant correlations with a preference for the gamified onboarding application.

- by Oliver Korn and +1
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- Psychology, Assessment, Human Resource Management, E- recruitment

ABSTRACT
Business activities are witnessing tremendous growth and integration of information system over the last few years. This is the era of e-world and recruiters and human resource professionals are no exception. Information system is harnessed in revolutionary ways to recruit effective employees along with cost and time efficiency which is called e-recruitment and is replacing traditional methods of recruitment round the world. Review of the literature shows that most of the work has been done in US and UK with few studies in other markets of the world, that too, significantly in China. There is hardly any significant research on e-recruitment in India even when we excel in Information Technology and this lead the foundation to our study opening doors to major players in the Indian research market to bring forth some high-end research on e-recruitment.
The purpose of this study is to analyze the traditional recruitment & e-recruitment techniques and the current scenario of e-recruitment process in India. Descriptive methodology is used to bring forth the various issues and recent advancements in e-recruitment. As per our findings, we have suggested some important measures to make e-recruitment more effective in Indian scenario. This paper offers a comprehensive literature review along with acting as impetus to enhance our understanding of e-recruitment process.

- by Ashish Chauhan and +2
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- Online Learning, Internet Marketing, The Internet, E- recruitment

Objective – Modern e-businesses are developing rapidly as new modern enterprises; e-business management is an important topic across contemporary management and modern information technology. The purpose of the paper is to investigate e-recruitment based on Business Model Ontology framework, to provide useful implication of e-recruitment as a business model. The aim is to create a usable model for building company's value added through e-business, helping companies to evaluate contribution of each element added to the model. Methodology/Technique – The research done by reviewing previous studies in related areas. Findings – E-recruitment`s effect on initial job-seeker interest is limited, decreasing the potential possibility to attract a job-seeker and receive positive feedback. Information interaction plays a certain role in job seeker's attitude and job acceptance decisions, but the motivation-enhancing possibilities are likely to be less effective than traditional ones Novelty – The proposed model of study will provide a practical framework for business users.

- by Elīna Gaile-Sarkane and +1
- •
- E-Business, Internet of Things, E- recruitment, Information and Communications Technology

Increasing use of digital tools in Human Resource practices by employers has grabbed the attention of researchers, academicians, and strategists all over the world. Several studies have been done which described the application of information technology in various practices of human resource and justified its impact on organizational effectiveness. The study aims at providing an analysis of the most relevant contributions related to the use of digital tools in HR and its advantages to employers which enable them to grow their organizations into dynamic and high-performance organizations. The study focuses on the recent literature on effectiveness of digitalization in HR and provides some conclusions and directions for future research.

- by Honoria Samson
- •
- Human Resource Management, Human Resources, E-HRM, E- recruitment

Deze studie is een vervolg op de masterscriptie van Naomi Vanhoorenbeeck: “Het gebruik van LinkedIn in het rekrutering- en selectieproces: een studie bij laatstejaarsstudenten aan de Universiteit Antwerpen”. Hierin werd gepeild naar de attitude van studenten tegenover LinkedIn als recruitment tool. Deze studie doet hetzelfde maar vergelijkt LinkedIn met twee andere sociale netwerksites, namelijk Facebook en Twitter. De studie bestaat uit twee delen. Het eerste deel houdt de literatuurstudie in. Eerst bespreek ik e-recruitment kort om voldoende achtergrondinformatie over de materie weer te geven. Daarna leg ik vooral de nadruk op e-recruitment 2.0 en de verschillende sociale media die daarbij horen. We beperken ons tot Facebook, Twitter en LinkedIn. Deze sociale netwerksites licht ik elk apart toe. De literatuurstudie is voornamelijk gebaseerd op papers, artikelen, studies en boeken die een werknemersperspectief aannemen.
In het tweede deel komen de resultaten en de onderzoeksmethode aan bod. Via het programma Qualtrics heb ik een survey opgesteld die ik rondstuurde naar alle laatstejaarsstudenten aan de Universiteit Antwerpen. Op die manier probeer ik te achterhalen hoe laatstejaarsstudenten tegenover recruitment 2.0 staan en of LinkedIn een meer effectieve manier biedt om te rekruteren dan andere sociale media zoals Facebook of Twitter. Op basis van de eerste resultaten, heb ik ook nog enkele interviews afgenomen. Op die manier tracht ik dieper in te gaan op de resultaten van de online survey. Ten slotte som ik de belangrijkste bevindingen nog eens op in de conclusie en geef ik de voornaamste beperkingen en aanbevelingen in de discussie.

- by Ashley Wouters
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- Facebook, Twitter, E- recruitment, Recruitment

Online E-Campus Recruitment is the most widely performed and most sought to be preferred mode of graduate selection from the campus in present scenarios. With ultra-modern automated systems and super process excellence techniques applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results. Berger Paints India has been esteemed Campus recruiter of Srinivas Institute of Management Studies for MBA programme through years adopting an online electronic approach model in their recruitment process. Therefore through this research analysis, we have attempted to understand their recruitment process flow and know the fact to understand what the process means to our students, stakeholders, the online or e-recruitment domain, and whole industry.

- by Srinivas Publication
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- E- recruitment, Recruitment

Technology and advancement have to lead to the use of innovative ideas and resources in the service industry at the pace of other sectors as well. The recruitment process is more of rolling activity, which involves thousands of applications; it is now being transformed as an automated operation to the best possible extent. Designing of application forms in a particular format with

- by Dr Touseefa Qayoom
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- Management, Human Resource Management, E- recruitment, Online Recruitment
- by santo uiu
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- E- recruitment

[Working Paper]: I argue that cyber-recruitment by Jihadist groups is effective because it is a strategy which targets vulnerable individuals seeking community and identity. Cyber-recruitment is not as common a phenomenon as one may think. Indeed, though there are incidences of individuals being intercepted while making plans to travel overseas to fight with IS, of actually making the trip, or of being incited by Jihadist groups to carry out domestic attacks, cyber-recruitment does not constitute an integral part of Jihadist groups’ number of recruits. However, this phenomenon has occurred, and thus warrants attention. The goal of this article is to chronicle the history of Jihadist groups’ presence on the web, and to understand why cyber-recruitment works. In the first section, I survey the ways in which Jihadist groups have utilized the web, which include communication, training, and recruitment. In the second section, I present three cases of individuals who were seduced by Jihadist rhetoric. In the third section, I argue that cyber-recruitment is an effective strategy because it targets vulnerable individuals who are seeking community and an identity. I further argue that aggravating factors include Islamophobia, anti-Neoliberalism, and frustration against the indiscriminate violence caused by Western military interventions. In the final section, I survey the policies of major online communication platforms regarding hate speech.

- by Valérie Kindarji
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- Terrorism, Digital Media, Islamophobia, E- recruitment

Human Resource Management can be stated as a set of functions related to manpower, working for a common goal of success of an organization. HRM provides a structured and conducive approach to plan, recruit, utilize and maintain available human resource of an organization. It works on a wide scale and does include recruitment, compensation, work structuring, performance management, retirement, incentives management,

- by Dr Touseefa Qayoom
- •
- Human Resource Management, Human Resources, E- recruitment, Online Recruitment

The present research study is concerned with the recruitment and selection process in private organizations of Aurangabad district. Recruitment and selection is the main function of human resource management. The study overviews the challenges and issues of HRM, a global scenario of recruitment, current trends in recruitment and selection, etc. The profile of the Aurangabad industrial sector is of major significance while studying the recruitment and selection process. The review of literature has overviewed all elements of the recruitment and selection process. The study has been covered the analysis of different aspects of the recruitment and selection process like sources of recruitment, methods of recruitment, selection tests/methods, etc. Many organizations are using old recruitment sources like employee references, advertisements, contractors, etc. but they are not using audio-video calls, job portals, video conferencing, etc. to recruit the candidates. E-Recruitment source is not continuously used in the private sector due to fewer infrastructures. Talented employees can search through dynamic methods of interview and selection tests. Jobs are available but it attracts skillful and experienced employees. Opinions of HR managers vary from organization to organization and it has been studied for finding facts by using statistical tools and techniques.

- by Ijasrw editor
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- E- recruitment, Knowledge, Soft Skills, Recuritment and Selection Process

Azerbaijan, country that got its independence in 1991, has been in the process of the transformation from the command-based economy towards free-market economy for the last 25 years. That transformation could not continue without triggering institutional changes in the public administration system. Public Administration is traditionally accepted as the collective of the administering body of the government. Employees in this body are the civil servants who are responsible for administering the public policies on different spheres and managing the provision of essential services provided to the citizens. Public administration system in free-market economy can be argued to be the system which is different from the one which exists in the command-based economy which was the way of life in Azerbaijan until recently. Free-market system requires public administration system which has an ability to make the lives of civil society easier by implementing transparent and effective practices. That is, the civil service system has needed to be transformed into the one which is eligible to co-exist with civil society which includes the private agents in the economy, and to help it to grow to boost the economy. However, transparent, and effective public administration system requires transparent and effective public administrators. That is, the recruitment of the best individuals who can be selected into public service is crucial issue. In other words, the recruitment and selection process in the case of public service is crucially important for the overall success of the public administration system.

- by Masud Gaziyev
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- Constitutional Law, Public Administration, Public Management, Political Science
- by Anjali Patel
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- Social Media, E- recruitment, Recruitment

This report was prepared to analyze the impact of social media on effective e-recruitment in the context of banking sector of Bangladesh. Organization human resource management activities are becoming more online dependent. Electronic recruitment has become a very popular phenomenon due to the increasing utilization of information technology by the human resource department of many organizations around the world. Because of large pool of available applicant’s recruiters relying on social media for recruiting the right candidates. Social media recruitment has become one of the prominent sources of recruitment for organizations. Many organizations moving towards online recruitment as it is more cost-effective less time consuming and easily accessible. Inevitable part of technological innovation and development of information technology no one can ignore social media as part of our daily lives. Policies should be made with utilizing those networks keeping consistency with law and regulation and employers and potential job candidates should respect each other privacy ethic and organization recruitment policy. The social media as a recruitment tool can only function in and effective and efficient to if both employers and employee know the basic legal and ethical foundation regarding such recent utilization of social networking information for organizational recruitment and selection purposes. Bangladeshi banking sector also moving towards the adaptation of social media uses for recruitment and selection. Research shows that already bank is using social media for recruitment purposes. Although it can be said that social media is becoming a strategic tool for recruitments but exact nature of the part it plays is yet to be standardized. Policies rules and regulation need to be formed to ensure effective outcome for the use of social media as E-recruitment tools. Issues like fairness masking of information legal aspects and privacy of candidates and incomplete and missing information need to be considered as these are the limitation of using social media recruitment. Rapid growth of social media presents a unique challenge for employers as well as employees utilize and ensure the proper use of this media.

- by Kowsar Ahamed
- •
- Human Resource Management, E- recruitment, Recruitment, Recruitment and Selection

The purpose of this article is to present an initial exploratory
investigation on e-recruiting and the role of social network sites
(hereafter SNSs) during the process. Particularly, the aim is to
identify if companies use social media during their recruitment
processes to attract and screen applicants. Three critical elements
guided the research: the use of social media to attract and screen
applicants; the legal implication of e-recruitment and social network
screening; and the possibility of using e-recruitment as the
main hiring strategy. Beyond the information generated through
the literature review, primary data were collected from Cypriot
organizations. The findings of this research endeavor indicate that
the online recruitment method has a lot of benefits but also pitfalls
of which recruiters should be aware. Furthermore, it seems that the
contemporary practice of employee screening through social media
can highly affect the hiring decision and legal implications are
likely to arise with the wrong use of information. On the contrary,
a well-designed system and strategic utilization of available
information about potential candidates may significantly assist
the recruitment of employees with the most suitable skills and
competencies.

- by Yioula Melanthiou
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- Social Networks, Social Media, E- recruitment
- by Christian Maier
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- Case Study Research, E- recruitment, Employee Relations, IT Transformation

The growing role of technology has changed the prototype of E-recruitment process and transformed E-recruitment industry. Despite the popularity of technology and e-recruitment, there is a limited understanding of m-job search apps adoption in literature. To understand the adoption, a real version of extended unified theory of acceptance and use of technology was used. The data were collected from the students who were studying professionals’ courses at the Central Universities of Jammu and the Central University of Himachal Pradesh. The findings of the present study have numerous theoretical and practical implications. The contribution of this study will really help app developers to keep in mind various relevant things while developing apps.

- by Publishing India Group
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- E- recruitment

Online Recruitment (OR) is a growing trend. It takes place online, using tools that enable the receipt of applications , the search for professionals, a quick triage and provision of feedback to applicants. This exploratory research aims to describe perceptions of this tool, gathering data from potential job candidates and personnel stakeholders. Data was gathered using a survey and interviews. Results show that 46% of participants had already used OR and that for 42% of the applicants it took less than a week to receive feedback from the recruiting organization. Qualitative data suggests a dominant positive appraisal of this type of recruitment. It is considered a fast method and is able to reach a wide audience. However, it is impersonal and there are doubts regarding the control over the process and the veracity of the job ads. Organizations should consider the perceptions of different stakeholders in order to optimize the process of OR.

- by Ana Rita Silva
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- E- recruitment, Recruitment, Recruitment and Selection, Recruiting
- by Una Daly
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- Psychology, Social Psychology, HRM & Organisational Behaviour, Interviewing

Abstrak eRecruitment dosen merupakan proses perekrutan dosen dengan memanfaatkan Teknologi informasi. Sistem Informasi yang di dukung olehTeknologi informasi yang tepat, dapat membantu kegiatan fungsional organisasi dalam menyelesaikan permasalahan. Ketentuan Dikti atas jumlah minimal dosen di program studi yang harus tersedia, mengharuskan pimpinan perguruan tinggi mencari jalan untuk memenuhi kebutuhan tersebut. Untuk mendapatkan dosen yang memiliki kualifikasi yang sesuai, bukanlah hal yang mudah. Kurangnya penyebaran lulusan dari perguruan tinggi yang berkualitas di indonesia, kurangnya minat bagi pencari tenaga kerja untuk menjadi dosen di daerah, dan juga minimnya informasi tentang lowongan kerja dosen, menjadi permasalah dalam proses perekrutan. Pemanfaatan teknologi informasi merupakan salah cara yang dapat digunakan untuk mengatasi hal tersebut. Dengan membangun Sistem Informasi eRecruitment berbasis website, proses perekrutan akan semakin efektif. Pengembangan Sistem Informasi eRecruitment menggunakan metode pengembangan perangkat lunak waterfall dan Decision support system (DSS). Sistem ini melibatkan beberapa pimpinan di institusi yang berwenang untuk memberikan penilaian. Selain itu proses submit lamaran dan penilaian, dilakukan melalui aplikasi eRecruitment. Penelitian ini dibangun berdasarkan kebutuhan perekrutan dosen di Universitas Indo Global Mandiri. Namun implementasi dan pengembangnya dapat disesuaikan dengan kebutuhan di masing-masing institusi.

- by Terttiaavini Saputra
- •
- Decision Support Systems, E- recruitment, Recruitment, Sistem Informasi

This paper examines how the adoption of hiring algorithms expands gender inequality in the labour force. It hypothesises that, given its nature in predicting the future based on historical data, hiring algorithms exhibit the risk of discriminating women. Its proneness in repeating, if not expanding, societal bias is predominantly geared by its propensity in blindly feeding on (1) data misrepresentation, (2) correlational errors, and (3) the limitation of datasets. The study presents that, firstly, despite the identical qualifications, skills and experience, hiring algorithms rank male candidates higher than female. This includes ‘passive’ submissions on online candidate profiling. Secondly, despite the overrepresentation of women in parenthood and non-traditional workforce, hiring algorithms discriminate both male and female candidates with parental leave in comparison to those without. Thirdly, it reveals that hiring algorithms are significantly more prone to conceiving gender discrimination in assessing gender-based key-worded resumés compared to the entirely identical resumés. This paper has demonstrated that the rise of digitalisation should redefine the meaning of ‘fairness’, ‘discrimination’ and ‘accountability’. Despite the seriousness of these problems, however, the lack of cross-disciplinary study in this particular issue pertains. This paper’s contentions are a mere reprise of arguments that offer complex theories. It has sought to start a new conversation about the acute problems faced by women.

- by Sheilla M Njoto
- •
- Algorithms, Artificial Intelligence, Gender Studies, Social Policy

Through the e-recruitment application, it provides a lot of convenience and reliability to get employees with potential expertise and specific skills without limited and time with not too much cost. The development of e-recruitment can help a company get employees in accordance with company needs in a fast time. The form of e-recruitment application development research and research uses research and development methods. The application design uses the SDLC (Software Development Life Cycle) model with the Waterfall approach. This research model produces an e-recruitment application that can be used by companies in finding quality employees and processing time also becomes faster.

- by Abim Tisanarada
- •
- Human Resources, E- recruitment

Obiettivo della tesi è quello di fornire, sia sotto l’aspetto teorico che pratico, una panoramica sul processo di e-recruiting e su alcuni aspetti correlati a esso: la comunicazione tra aziende e candidati; il servizio offerto dalle società di ricerca e selezione del personale attraverso l’utilizzo di Internet e l’analisi di uno specifico social network di stampo professionale, LinkedIn. In questo lavoro vengono analizzate le società di recruiting e i cambiamenti che le nuove tecnologie hanno portato nel settore dell’HRM rispetto ai processi di comunicazione, selezione del personale e uso di strumenti digitali. Il punto di partenza della riflessione verte su una base prettamente teorica, in cui i modelli aiutano a capire l’argomento trattato in modo esaustivo. Il punto di arrivo è rappresentato dall’analisi di un caso studio, ovvero di un esempio concreto di quanto precedentemente illustrato nella analisi della letteratura, la società Profili Toscana Srl. Quest’ultima rappresenta una realtà aziendale di nicchia nell’eterogeneo mondo delle società specializzate nella ricerca di personale per le imprese. Per emergere contro la concorrenza di agenzie del lavoro e società simili si è specializzata sulla selezione di figure professionali medio-alte e su profili professionali con competenze ed esperienze specifiche in settori competitivi. Profili Toscana vanta una profonda conoscenza del mercato del lavoro regionale e rappresenta un esempio di come gli strumenti tecnologici possano aiutare il processo di selezione delle risorse umane rendendolo più efficiente ed efficace. Un punto particolarmente importante è relativo alla capacità di mixare metodi vecchi e nuovi, amalgamando gli strumenti tradizionali con quelli tecnologici per sfruttare appieno i vantaggi e minimizzare gli svantaggi.

- by Alessandro Gazzentini
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- Outsourcing, E- recruitment, Recruitment, Recruitment and Selection
- by Michał Chmielecki
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- Social Networks, Social Media, Online social networks, Social Media Marketing

The enormous business competitiveness at a global scale and the constant search for sources of competitive advantage have led several scholars and practitioners to implement their studies to pay attention to the potential of HRM in the success of companies. Portugal, like others European countries, is not set apart from the question of HRM. However, it is rare and recent to find empirical literature on practice of HRM in Portugal, and even more scarce to find literature that focuses on SMEs. This study clarifies the situation of SMEs in the Portuguese context, serving as a basis for discussion on HRM in SMEs in an international context. This chapter looks to understand the role of recruitment and selection on Human Resource Management (HRM) at Small and Medium Enterprises (SMEs) in Portugal, as well as contribute to a better knowledge of this area, still little studied. More particularly, it aims to understand the level of implementation of recruitment and selection. Data was collected by questionnaire from 512 small and medium enterprises in Portugal, and from these, 3 hypotheses were formulated and tested using the SPSS program. From this study, the authors conclude that HRM is not yet a reality in SMEs. Recruitment and selection are the HRM practices more commonly used in SMEs, but in an informal way.

This research paper will focus primarily on the matters regarding utilization of social media in the recruitment process. Statistics display that around one quarter of the world's population uses some form of social media. Social media is constantly evolving as a channel between the recruiters and job candidates to share and connect. It has been able to penetrate this sector of business due to its extensive number of users, reach, and capability to make real time interactions. It leads companies to a large pool of job seekers and exposes candidates to various job opportunities. There is limited literature available on this topic so the hope is to provide valuable insight concerning the rising trends of usage of social media in recruitment. Some of the major themes that will be addressed in this paper are; importance of using social media for recruitment in current scenario, strategies that recruiters and employers can adopt to incorporate it with their traditional methods, issues attached with its usage, positives and negatives surrounding recruiters and candidates, and how it can be beneficial to the Indian job market. This paper was prepared by analysing qualitative and quantitative data from various articles, journals, statistical reports and recent drifts being observed in the workplace.
Keywords: Social media, Recruitment, Job candidate, Recruiter.

The purpose of this research is to know the description of employee recruitment system applied to PT Sumber Abadi Bersama at this time, to analyze employee recruitment system that applied for system development in the form of web-based employee recruitment information system design. This research was conducted at PT Sumber Abadi Bersama which is located at Banyulegi 1, Gondanglegi, Malang Regency. The type of research used is descriptive qualitative research. Sources of data used are primary data and secondary data obtained from data collection methods in the form of interviews, and documentation. Based on the research that has been done, employee recruitment information system applied to PT Sumber Abadi Bersama still using manual way causing some problems. These problems include the selection of application files takes a long time; loss of application file; the number of applicants who do not fit the qualifications required by the company. The design of web-based employee recruitment information system can be implemented by PT Sumber Abadi Bersama to provide an alternative solution to the problems that currently occur in the employee recruitment process. ABSTRAK Tujuan dari penelitian ini adalah untuk mengetahui gambaran sistem rekrutmen karyawan yang diterapkan pada PT Sumber Abadi Bersama saat ini, melakukan analisis sistem rekrutmen karyawan yang diterapkan untuk dilakukan pengembangan sistem berupa rancangan sistem informasi perekrutan karyawan berbasis web. Penelitian ini dilakukan pada PT Sumber Abadi Bersama yang beralamat di jalan Banyulegi 1, Gondanglegi, Kabupaten Malang. Jenis penelitian yang digunakan adalah penelitian deskriptif kualitatif. Sumber data yang digunakan adalah data primer dan data sekunder yang diperoleh dari metode pengumpulan data berupa wawancara, dan dokumentasi. Berdasar penelitian yang telah dilakukan, sistem informasi rekrutmen karyawan yang diterapkan pada PT Sumber Abadi Bersama masih menggunakan cara manual sehingga menyebabkan beberapa permasalahan. Permasalahan tersebut diantaranya penyeleksian berkas lamaran membutuhkan waktu yang lama; hilangnya berkas lamaran; banyaknya pelamar yang tidak sesuai dengan kualifikasi yang dibutuhkan perusahaan. Rancangan sistem informasi rekrutmen karyawan berbasis web dapat diimplementasikan PT Sumber Abadi Bersama guna memberikan alternatif solusi bagi masalah yang saat ini terjadi pada proses rekrutmen karyawan.

- by Diyan Agus Permana
- •
- Information Systems, Information Science, Human Resources, E- recruitment
- by jacek woźniak
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- Employer branding, E- recruitment, Sponsorship, CSR
- by Alexandra Janze
- •
- Employer branding, E- recruitment, Recruitment, Social Media and Recruitment

Effective Human Resources Management (HRM) is a critical element of successful organizational operations. Thriving companies exhibit innovation, efficiency, flexible structure and require new skills in their organizations and in their human resources. An effective HRM policy includes a successful external communication process when seeking to attract the best job applicant. The purpose of this paper is to draw attention to the importance of human factors in the activities of organizations and examine the prevailing practices regarding on what employers offer and seek when advertise their job vacancies in Greece. Data were collected from online job advertisements in Greece. The results indicate that the common communication practices in job adverts in Greece could be improved to ensure that the best candidates are attracted and selected by these communication practices. For example, more information about the job description and equal opportunities policies could enhance the quality of this business communication process for recruiting personnel.

- by Sophia Anastasiou
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- Human Resource Management, E- recruitment, Recruitment, Recruiting

Although it is generally accepted that technology itself has no inherent value, there is no doubt that it is the key enabler of e-Government services. In regards to personnel recruitment, technology has undoubtedly revolutionized traditional methods. E-recruitment, generally defined as the process of utilizing new Information and Communication Technologies for candidate attraction, selection and communication management, has been extensively used in the private sector over the last two decades. The success of e-recruiting, especially in terms of reductions in hiring time and costs, also made the practice attractable as part of most e-government initiatives worldwide. Greece is no exception to this trend. Following the institution of the Supreme Council for Civil Personnel Selection (ASEP) as an independent authority in 1994, the Greek State was provided with an autonomous entity tasked with the staffing of the Public Sector, " in conditions of full transparency, publicity, objectivity and meritocracy ". However, it is this very statement that points at the particularities pertaining to public sector recruitment practices which are rarely present in the private sector. Greece is characterized by a decades-old clientelistic approach to public sector employment and e-recruiting for the state is a mission that raises the stakes clearly higher than that of a measured cost reduction. The current paper briefly reviews the benefits of e-recruitment practices in the private sector, examines the significant differences that apply to the recruitment practices of the Greek state and finally assesses the official ASEP website in a technical and functional manner as a tool for promoting trust between citizens and the State by applying the guidelines provided by the Greek Public Portal Certification Framework.

- by Aditya Nath Jha
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- E- recruitment, Recruitment, Recruitment and Selection, Big Data

The battle for highly qualified talent is one that can no longer be fought for in traditional ways. To obtain the talent needed in this age it is essential that the Human Resources (HR) department create a presence in cyberspace. This presence is one that is tied to key words and popular social networking sites to target potential employees who may not know of your organization or mission. Websites such as Linked.com provide the ability to search based on companies listed, and education credentials. Linkedin.com also provides recruiters the ability to view references and their profiles. Facebook is an additional website where organizations can set up a fan page or group so that they can post information about the company; connect with people that attend and network with people who work for the company. Twitter provides an organization the ability to provide updates in less than 140 words to the world or potential recruits about key changing items in relation to the company. Twitter also allows quick exchange of communication to occur back and forth with others creating another method to build professional relationships online. It is essential that organizations utilize social networking as a tool to recruit employees by developing a significant and meaningful presence on the net.

- by Maurice Dawson
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- Social Networking, E- recruitment, Recruitment

E-Recruitment, a term that refers to online recruitment, has been increasingly adopted by companies that are prone to changes and ready to the constant evolution of society. Thus, this study aims to evaluate the impact of a recruitment application in Portugal. This application was developed to meet the needs of candidates and employers, and its evaluation is made in terms of quality-in-use by both parties, small and medium-sized companies in Portugal and potential job offers applicants. To achieve the results related to the defined objective, managers from six companies were interviewed, producing a qualitative evaluation of the application, accompanied by a survey to achieve its quantitative evaluation (3.36 in 4 points). Simultaneously, a quantitative study was carried out among the candidates for evaluation of the mobile application, 3.67 points out of 4 possible. Thus, it was verified that the application developed is suitable for candidates. However, despite the positive evaluation, recruiters point to improvements in the company module.

- by Bráulio Alturas
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- Web Applications, E- recruitment, Mobile Applications, Quality in Use

This research identifies which recruitment characteristics attract potential user interest on social media network LinkedIn, measured by the number of likes the posting received on LinkedIn. This research provides an insight on the recruitment message's content, form, and function. We contribute to the existing research on social media with practical recommendations. This fills a gap in the recruitment literature, which has been criticized for being too theoretical and lacking practical relevance by focusing not only on the theory but also on the social media behavior of successful employers in practice. To answer our research question, we conducted content analysis using 2020 corporate LinkedIn postings of the Fortune Magazine 100 "Best companies to work for". We developed a list of 15measures to identify the job-and organizational attractiveness, organized around three main categories: content, form, and function. We found the specific elements of form, function and success on LinkedIn that contributes to user interaction. In terms of content, challenging and interesting work, prestige of the job, company reputation and location contributed to user interaction, whereas the mention of supportive, competent and warm coworkers, did not contribute to user interaction and the description of the job position as prestigious contributed negatively. We found that the form elements of picture, color and audio/video, functional elements of questions contribute to more user interaction. Furthermore, while salary and opportunities for improvement are improvement job selection criteria highlighted in the literature, the practice of Fortune 100 companies show that for the user interaction in social hiring, they are not included. Lastly, the use of links negatively influenced user interaction on social media. Our study confirms the importance of content, form, and function in relation to job and organizational attractiveness on social media. We provide a practical insight into which elements of content, form and function to use for successful online recruitment efforts on LinkedIn. Keywords: organizational behavior, human resources, information systems, social networking sites, social media, LinkedIn, recruitment, applicant attraction, job and organizational attractiveness, content analysis

- by Yeliz Eseryel and +1
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- Social Media, E- recruitment, LinkedIn

We are living in the modern era. Digitalization touches each and every sphere of our lives nowadays. New technologies have been increasing and making communication easy for everyone. The traditional methods of recruitment had been revolutionised by the emergence of the Internet. E-recruitment is the implementation of traditional recruitment process by using web based solutions. Now a day's employers and job seekers become more interactive towards the online recruitment. This paper is focusing on the challenges to E-recruitment.

- by Journal ijmr.net.in(UGC Approved)
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- E- recruitment