Relevant bibliographies by topics / E-recruitment

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'E-recruitment'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 June 2024

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Journal articles on the topic "E-recruitment"

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Akroush, Mamoun N., Majdy I. Zuriekat, Bushra K. Mahadin, Metri F. Mdanat, Ghazi A. Samawi, and Ola J. Haddad. "Drivers of E-Loyalty in E-Recruitment." Journal of Electronic Commerce in Organizations 19, no. 2 (April 2021): 17–33. http://dx.doi.org/10.4018/jeco.2021040102.

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This paper investigates drivers of e-loyalty in the B2B e-recruitment industry in Jordan, exploring the relationship between e-service quality, e-satisfaction, and e-trust, and the effect of e-satisfaction and e-trust on e-loyalty. An online survey was administered to 400 active business customers listed in an e-recruitment firm in Jordan, of which 139 forms were used. Confirmatory factor analysis was used to assess the research constructs' validity. Structural path analysis was used to test the hypothesized relationships of the proposed research model. The findings show that e-service quality has a positive significant effect on e-satisfaction and e-trust. E-service quality exerted a stronger effect on e-satisfaction than on e-trust. E-satisfaction has a positive significant effect on e-trust and e-loyalty, respectively. Finally, 74% of the variation in e-loyalty was caused by e-trust and e-satisfaction path. Managers in the B2B environments should develop customized marketing campaigns that enhance e-trust in their websites, leading to improved customer loyalty.
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Roshani, Puja, and Shivani Agarwal. "E-Recruitment In HR Consultants via E-Technology." International Journal of Machine Learning and Networked Collaborative Engineering 04, no. 03 (2020): 117–26. http://dx.doi.org/10.30991/ijmlnce.2020v04i03.003.

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Human Resources consulting is that branch of management which concentrates on the process of efficiently utilizing employees to attain the objectives of the organization. A proficient and effective HR consultant can help the business to become productive by guiding company in a varied array of matters. This study was oriented to go through the usefulness of E-recruitment or online recruitment. The study specially aimed to govern the recruitment via electronic medium. It also aims to understand how major job portals perform their operations and provide services. It is found that majority of the respondents agreed that number of successful candidates, cost per hire, time taken to close position and candidate and employer satisfaction impact the e-recruitment.
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Yoon Kin Tong, David, and C. N. Sivanand. "E‐recruitment service providers review." Employee Relations 27, no. 1 (February 2005): 103–17. http://dx.doi.org/10.1108/01425450510569337.

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AGARWAL, Dr SHIVANI. "“STUDY OF ICICI E- RECRUITMENT”." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 04 (May 1, 2024): 1–5. http://dx.doi.org/10.55041/ijsrem32819.

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The term e-Recruitment means the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner (Bhupendra & Swati, 2015). The recruitment process includes activities like analysing job requirements, attracting candidates, screening applicants, hiring and welcoming the new employee to the organization. E- Recruitment is the practice of using web-based resources for tasks involved with searching, attracting, assessing, interviewing and hiring new employees. Armstrong (2009) defines e- Recruitment as a process that uses the internet to advertise or post vacancies, provide information about the jobs and the organization and enable e-mail communication to take place between employers and candidates. The function of e- Recruitment is to make the processes more productive as well as less expensive. Online recruitment can attract a larger pool of potential employees and smoothens the selection process.
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Holm, A. B. "E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management." German Journal of Human Resource Management: Zeitschrift für Personalforschung 26, no. 3 (August 1, 2012): 241–59. http://dx.doi.org/10.1177/239700221202600303.

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Ramadhani, Fanny, and Muhammad Zarlis. "Analysis of e-Recruitment System Design." International Journal of e-Education, e-Business, e-Management and e-Learning 9, no. 1 (2019): 38–45. http://dx.doi.org/10.17706/ijeeee.2019.9.1.38-45.

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Van De Bunt-Kokhuis, S. "E-recruitment, hoe werven kan werken." Maandblad Voor Accountancy en Bedrijfseconomie 77, no. 3 (March 1, 2003): 122–29. http://dx.doi.org/10.5117/mab.77.15707.

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Het werven van nieuwe medewerkers via internet is sterk in opkomst. Voordelen als kostenbesparing, snelheid en wereldwijd bereik wegen voor veel bedrijven op tegen de nadelen als teveel informatie, gebrekkige matching tools om vraag en aanbod te koppelen, onduidelijke communicatie en lagere kwaliteit. E-recruitment bestaat uit verschillende stadia die alle in meer of mindere mate uitontwikkeld zijn. HRM-afdelingen proberen beleid af te stemmen op deze verschillende ontwikkelingsstadia, zoekend naar een juiste manier. Hoe kan een HRM-afdeling de meeste voordelen uit e-recruitment halen? En wat brengt de toekomst?
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Sari, Silvia Dina, and Silvia Ratna. "SISTEM E-RECRUITMENT KARYAWAN BERBASIS WEB." Technologia: Jurnal Ilmiah 8, no. 2 (April 9, 2017): 124. http://dx.doi.org/10.31602/tji.v8i2.1897.

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Pada saat ini Bank Kalsel Syariah belum memiliki sistem penerimaan pegawai baru sendiri, masih menerima pegawai baru sistem penerimaan pegawai baru dari Bank Kalsel Konvensional dan sistem penerimaan pegawai baru yang digunakan masih berbasis manual.Perkembangan zaman semakin maju maka teknologi menjadi semakin canggih, manusia mampu menciptakan sarana-sarana untuk mempermudah pengelolaan sistem informasi seperti menggunakan sistem komputerisasi yang mulai banyak digunakan, maka pengguna akan mengelola data pelamar dengan cepat, mudah, lebih aman hingga data tersimpan. Karena proses manual dianggap kurang efektif dan efesien dalam proses pengolahan data pelamar.Dengan menggunakan sistem pengembang aplikasi menggunakan bahasa pemrograman PHP Hypertext Preprocessor (PHP) dan database yang digunakan adalah database MySQL bertujuan agar pengguna mampu menggunakan sistem ini secara baik dan memanfaatkannya secara maksimal sehingga penyajian informasi recruitment menjadi lebih efektif dan efisien. Kata Kunci: Manual, PHP Hypertext Preprocessor (PHP), MySQL, database, recruitment
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García-Izquierdo, Antonio L., Herman Aguinis, and Pedro J. Ramos-Villagrasa. "Science-Practice Gap in e-Recruitment." International Journal of Selection and Assessment 18, no. 4 (November 19, 2010): 432–38. http://dx.doi.org/10.1111/j.1468-2389.2010.00525.x.

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Gulomkodirova, Mamura Saydumarxon qizi. "A STUDY ON VARIOUS E-RECRUITMENT TOOLS AND ITS EFFECTIVENESS FOR RECRUITMENT." QO‘QON UNIVERSITETI XABARNOMASI 10, no. 10 (March 30, 2024): 32–34. http://dx.doi.org/10.54613/ku.v10i10.902.

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E-recruitment refers to the use of web-based technology for the different processes of drawing in, assessing, selecting, recruiting and onboarding candidates. Through E-recruitment employers reach a larger number of potential employees. With the adoption of technology and Internet penetration by employers in the future, the growth of the e-recruitment industry has been promoted. Turning to the online recruitment process, the organization has reduced the cost of the traditional recruitment model by nearly 80%. Here in this study descriptive research design is adopted. The objective of any recruitment is to recruit the right candidate for the right slot. The means of recruitment is also equally important. Keeping the current trends in view, emphasizing on E-recruitment is essential and ideal for effective and efficient recruitment. The days of manual recruitment are fading away gradually as organizations are moving to E- recruitment. E- Recruitment is here to stay.
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Dissertations / Theses on the topic "E-recruitment"

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Marr, Erica R. "E-recruitment: the effectiveness of the internet as a recruitment source." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16566/1/Erica_Marr_Thesis.pdf.

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The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.
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Marr, Erica R. "E-recruitment: the effectiveness of the internet as a recruitment source." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16566/.

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The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.
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Guselin, Mathias, Sebastian Johansson, and Joakim Jörgensen. "Brand Equity for E-recruitment companies : A quantitative research on individuals´ intention to use e-recruitment websites." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-55586.

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Background: Internet has brought radical changes in the recruitment industry where individuals are increasingly turning to the Internet when seeking jobs. The increased use of e-recruitment is partly because it is considered to be the most effective way to reach the target group of applicants, and partly because of the cost savings and competitive pressure in the market. Therefore, is the brand a crucial factor for online companies such as e-recruitment websites thus having a strong brand can lead to competitive advantage in the market. The role of branding in e-marketing is increasingly getting more important. Previous research has used intention to purchase as an outcome of brand equity. However, this research studies brand equity towards intention to use as most e-recruitment websites offer free services. Purpose: To describe the determinants of brand equity of e-recruitment websites and how they affect individuals’ intention to use such websites. Methodology: A quantitative research was chosen to collect the data using an online questionnaire to be able to describe the variables relationship in this research. Conclusion: The findings of this research suggests that brand equity as a whole increases individuals’ intention to use an e-recruitment website. The determinant of brand equity; brand awareness, perceived quality and brand loyalty gave a positive and significant relationship towards individuals’ intention to use. The findings involving the moderator were found to be significant when using brand equity as whole, while being rejected when involving the determinants of brand equity.
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Sousa, Tiago de Matos Almeida e. "Plano de negócios de uma plataforma de e-recruitment." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12309.

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Mestrado em Ciências Empresariais
Para Chwolka & Raith (2011), um plano de negócios, permite ao empreendedor avaliar a oportunidade antes de tomar a decisão de entrar no mercado. É mesmo esse o objetivo deste trabalho final de mestrado, ou seja, a realização de um plano de negócios de raiz de uma plataforma de recrutamento online, a id.jobs, de forma a conseguir perceber a viabilidade económico-financeira e do conceito do projeto. A plataforma web pretende facilitar o encontro de interesses entre uma empresa e um profissional, tornando o recrutamento mais simples, rápido e personalizado. Relativamente à metodologia deste plano de negócios, utilizou-se o modelo de organização de Harvard (2007) e acrescentou-se a análise de sensibilidade da metodologia da consultora Ernst & Young (2001). Para enriquecer o trabalho, realizaram-se dois inquéritos, um ao público em geral e outro a empresas. Este projeto demonstrou ser financeiramente viável, apresentando um período de recuperação do investimento de cerca de três anos.
For Chwolka & Raith (2011), a business plan allows the entrepreneur to assess the opportunity before decide entering a market. The purpose of this master final dissertation is to conduct a business plan for an online-recruitment platform, id.jobs, to discover its economic and financial viability as well as the viability of its concept. The web platform aims to match the interests between a company and workforce, making recruitment simpler, faster and customized. Regarding the methodologies of business plans, was used Harvard (2007) and added sensitivity analysis from Ernst & Young (2001). To enrich the work, were conducted two surveys: one concerning the general public and other regarding the companies. This project proved to be financially viable, with a payback period of about three years.
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Alateyah, Sulaiman. "The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context." Thesis, University of Plymouth, 2018. http://hdl.handle.net/10026.1/11594.

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The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role of human resources management capabilities based on the resource based view theory. Therefore, this study examines the relationship between the internal determinants of e-recruitment (technology quality, service quality, and security assurance) and the external determinants (e.g. empowered manager and member team, content of an implementation plan for e-recruitment, HR and IT collaboration in e-recruitment, job seeker trust in e-recruitment, organizational reputation, decentralization of selection decision, and government objectives) on e-recruitment, and the effect of e-recruitment on HR capability and firm performance. This study adopted a positivist philosophy. A deduction approach and quantitative method were also suitable for this study. A questionnaire was delivered to some companies in Saudi Arabia. A total of 500 questionnaires were sent, but only 418 were received; for 84.0 percent response rates. This study used PLS to test the research hypotheses. The measurement model has confirmed that the measure indicates accepted reliability and validity. Based on the research results, most hypotheses are accepted. This means that the e-recruitment play a crucial role in improving firm performance. The findings of this study support the argument that e-recruitment plays an important role in improving firm performance. Therefore, firms that use e-recruitment to attract new job seekers will improve their performance. These findings extend prior literature by showing, for the first time, how e-recruitment and HR capability influence firm performance. This study has confirmed that e-recruitment has a positive and significant effect on firm performance. These variables account for 43% and 78% of the variety in HR capability and firm performance, respectively, whereas 57% and 22% are related to other variables. This finding is consistent with the argument that if firm use e-recruitment, they are more likely to improve firm performance. Moreover, high HR capability enhances firm performance. Our study moves beyond previous studies that focus on e-recruitment by correlating e recruitment with HR capability and firm performance. This study contributes by arguing that e-recruitment and HR capability has a positive relation towards firm performance, which conforms to previous studies in similar areas. Apart from the re-examination of resource-based theory in the online recruitment context, our study attempts to make some other fundamental contributions in understanding e-recruitment in the Saudi Arabia context. However, given that this is the first known test of resource-based theory in the Internet recruiting domain, we recommend that future research be done to conduct additional tests of this theory. These findings have both theoretical and practical implications in that the results have provided empirical evidence on the indirect impact of e-recruitment on firm performance and can serve as an indication in practice for firms in understanding e-recruitment and its effects on firm performance. The current study would help professionals in the field of HR to enhance their awareness of the critical role that recruiting highly skilled applicants may play in terms of sustainable competitive advantage and firm performance.
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Cunha, Hilles Nhakita Castro. "Recrutamento : e-recrutamento na Cross Border Talents." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12960.

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Mestrado em Gestão de Recursos Humanos
Com o intuito de aplicar os conhecimentos adquiridos ao longo do Mestrado em Gestão de Recursos Humanos (GRH), optei pela realização de um relatório de estágio como Trabalho Final de Mestrado. Tive assim a oportunidade de estagiar na Cross Border Talents (CBT), uma empresa de recrutamento, consultadoria e gestão de recursos humanos, na posição de Global Recruiter. Considero que a realização deste estágio contribuiu em grande medida para a aquisição e desenvolvimento de competências relacionadas com a GRH, nomeadamente nas áreas de Recrutamento e E-Recrutamento. No presente relatório, começarei por abordar o tema do recrutamento, os tipos de recrutamento e mais em detalhe o e-recrutamento, onde desempenhei funções. A seguir apresentarei a CBT uma empresa inovadora na área do e-recrutamento, em grande desenvolvimento e expansão da sua atividade internacional, e em seguida descrevo as atividades desenvolvidas por mim durante o período de estágio, nomeadamente na área do e-recrutamento. Termino com uma breve reflexão sobre o contributo deste estágio para a minha vida pessoal e profissional, através das atividades desenvolvidas, articulando com o enquadramento teórico.
With the purpose of applying the knowledge acquired during my Master's degree in Human Resource Management (HRM), I chose to do an internship report for the final assignment on my Master's Degree. I had the opportunity to do the internship as a Global Recruiter at Cross Border Talents (CBT), a recruitment, consulting and Human Resource Management Company. I believe that this internship has largely contributed to the acquisition and development of skills related to HRM, particularly in the areas of Recruitment and E-Recruitment. In this report I will first address the Recruitment issue, the different types of recruitment and particularly the e-recruitment, where I worked. Next I will introduce CBT, an innovative company in the e-recruitment area, experiencing a high degree of development and significant growth of its international activity, and then describe the activities I had the chance to perform during the internship period, mainly in the e-recruitment area. The report ends with a brief reflection of the contribution of this internship has had on my personal and professional life through the activities developed, articulating those with the theoretical framework acquired on the Master's Degree.
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Sacala, Laurinda Bartolomeu. "O impacto das redes sociais no processo de recrutamento : o Linkedin." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/13958.

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Mestrado em Gestão de Recursos Humanos
O presente trabalho pretende identificar as perceções que as organizações têm sobre a utilização das redes sociais, em particular o Linkedln, para fins de recrutamento. Dados os objetivos exploratórios desta investigação, optou-se por uma abordagem qualitativa, suportada na realização de entrevistas a recrutadores e candidatos. O tratamento das entrevistas foi feito através da técnica da análise de conteúdo, com recurso ao programa informático MaxQDA. Foi possível constatar que as empresas participantes de maior dimensão reconhecem diversas vantagens decorrentes da utilização das redes sociais para fins de recrutamento, em especial a facilidade de acesso aos candidatos mais qualificados em áreas específicas. De notar que as empresas de recrutamento valorizam candidatos que tenham um perfil Linkedln organizado e possuam experiência profissional. Assim, o Linkedln é percecionado como uma ferramenta fundamental em termos de recrutamento promovendo a proximidade entre candidatos e recrutadores e tornando o processo mais célere.
The present study seeks to identify the organizations perception of the social media usage in recruitment purposes, such as LinkedIn. Due the exploratory data required, this work took a qualitative approach with the realization of interviews on recruiters and candidates. The treatment of the collected data from the interviews relied on the content analysis technique, using the tool MaxQDA. The results appointed that participant organizations with a larger dimension acknowledge the advantages of social media use to recruitment purposes, especially to have an easier access to more qualify candidates in specific areas. Organizations value candidates that have a well-organized LinkedIn profile page along with professional experience. LinkedIn can be perceived as a fundamental tool in recruitment practices promoting the proximity between candidates and recruiters and allowing this process to be faster.
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Nuowei, Wang. "O e-recrutamento e os mercados de trabalho luso-chineses." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/11123.

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Mestrado em Gestão de Recursos Humanos
O presente trabalho tem como principal objetivo investigar as realidades do e-recrutamento em Portugal e na China, tem como objetivos secundários analisar as caraterísticas dos mercados de trabalho dos dois países e as relações entre o e-recrutamento e os mercados de trabalho. Fizemos as análises qualitativas relativamente aos sites de recrutamento mais relevantes que existem em Portugal e na China e à caraterização do perfil de cada site para investigar as realidades do e-recrutamento de ambos os países. Existem 4 tipos dos sites de recrutamento em Portugal e na China. Os sites de recrutamento tradicionais apostam em recrutamento de vários tipos dos trabalhadores. Os novos sites de recrutamento focalizam-se em recrutamento dos executivos. Os sites de redes sociais profissionais focam-se em recrutar os profissionais, mas os sites de redes sociais ordinários só integram o recrutamento nos seus diversos serviços. Quanto aos sites de anúncios classificados, eles só se orientam para recrutar os candidatos ordinários. Este trabalho revelou as realidades do e-recrutamento em Portugal e na China e satisfez a necessidade identificada para os stakeholders.
This paper has main objective of researching the realities of the e-recruitment in Portugal and in China and has the secondary objectives of analyzing the characteristics of the job markets of these two countries and the relationship between the e-recruitment and the job markets. We made the qualitative analyses about the most relevant recruitment websites that exist in Portugal and China and the characterization of each website profile for investigating the realities of the e-recruitment of the both countries. There are 4 types of recruitment websites in Portugal and China. The traditional recruitment websites focus on recruitment of various types of the workers. The new recruitment websites focus on recruitment of the executives. The professional social networking websites focus on recruiting the professionals, but the ordinary social networking websites only integrate the recruitment in their various services. As for the classified information websites, they only guide for recruiting the ordinary candidates. This paper revealed the realities of the e-recruitment in Portugal and China and satisfied the identified need for the stakeholders.
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Zanetti, Elisabetta <1995&gt. "Attrarre i giusti candidati puntando sulla Candidate Experience e sul Digital Recruitment." Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/18092.

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Il mondo del lavoro è sicuramente cambiato: ad oggi non sono più solo le aziende a scegliere i candidati, ma è anche il candidato che seleziona un'azienda. La scelta del luogo di lavoro, non è più dovuta solamente alla notorietà dell’azienda o allo stipendio offerto, ma è diventata importante altresì l’esperienza che si vive prima di essere assunti, e più questa sarà positiva, maggiori ne saranno i benefici. Una candidate experience negativa infatti, può avere ripercussioni dannose sia per la reputazione del brand, in particolare attraverso la condivisione dell’esperienza vissuta attraverso i canali online, nonché sull'intera efficienza del processo di recruiting. Attrarre i giusti candidati è una grande sfida per ogni azienda, ed ecco perché nel momento in cui li si trova, non si può di certo lasciarseli scappare: l'azienda deve dimostrarsi come "il posto di lavoro ideale" fin dall'inizio, il che significa curare nel minimo dettaglio l'esperienza del candidato, e sicuramente si tratta di azioni che richiedono tempo, ma che grazie alla tecnologia, possono essere ottimizzate e gestite al meglio.
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Candeias, João Frederico Balão. "Contributos para um referencial de apoio ao processo de E-recruitment no PACT." Master's thesis, Universidade de Évora, 2019. http://hdl.handle.net/10174/25706.

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No âmbito do Mestrado de Gestão, na especialidade em Recursos Humanos, elaborou-se um projeto de apoio ao processo de recrutamento para as empresas localizadas no Parque do Alentejo de Ciências e Tecnologia em Évora. O objetivo principal do projeto consiste em desenhar uma plataforma de recrutamento online e traçar orientações para a continuação e desenvolvimento desta plataforma que visa facilitar e agilizar os processos de recrutamento na instituição. Este projeto desenhou assim, um referencial de apoio ao processo de recrutamento online, procurando fazer o encontro – matching – entre a oferta de oportunidades de trabalho, por parte das empresas, e a procura de emprego. Este referencial suportou-se em diagramas lógicos, desenvolvidos em softwares open source que suportam Unified Modeling Languages e Business Process Modeling Languages. Para fundamentar o projeto, os temas teóricos abordados incidem sobre o recrutamento procurando fazer um paralelismo entre os sistemas de informação e os portais corporativos. Para finalizar, são feitas as considerações finais sobre a importância do portal para a instituição bem como possíveis sugestões para futuras investigações; ABSTRACT: Contributions to an E-recruitment process support referential at PACT As part of the Masters in Management. specialization in Human Resources, a project was elaborated to support the recruitment process for the companies localised in the Alentejo Park of Science & Technology. The main objective of this project was design an online recruitment platform and the create the guidelines for the continuation and development of this platform to facilitate and expedite recruitment processes in the institution. In this way, the project designed a reference framework to support the online recruitment process, seeking to make the meeting - matching - between supply, the recruitment needs from companies, and job search. Furthermore, the framework was supported in logical diagrams, developed in open source softwares that allows Unified Modeling Languages and Business Process Modeling Languages. In order to substantiate the project, the theoretical themes addressed focus on the recruitment and trying to establish a parallelism between the information systems and the corporate portals. To finalize, the final considerations are made about the importance of the plataform to the institution as well as possible suggestions for future investigations.
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Books on the topic "E-recruitment"

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Polly, Kettley, ed. e-Recruitment: Is it delivering? Brighton: Institute for Employment Studies, 2003.

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McAleer, Katherine Mary Fidelma. The three Rs of adult students in a F. E. College: Recruitment, retention and results. [s.l: The Author], 2000.

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E-recruitment: Analysis of Current Trends Based on an Empirical Survey Focussing on Online Career Networks. Saarbrücken: VDM Verlag Dr. Müller, 2008.

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Centro militare di studi strategici (Italy), ed. Difesa, politica e società: La politica militare italiana tra obiezione di coscienza e professionalizzazione delle Forze armate. Milano: F. Angeli, 1998.

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E-Recruitment. Hampton: Key Note, 2003.

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E-Recruitment: Chancen und Risiken. Bachelor + Master Publishing, 2014.

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Beck, Christoph. Professionelles E- Recruitment. Strategien - Instrumente - Beispiele. Luchterhand (Hermann), 2002.

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Associates and Zweig White. Guide to College Recruitment for A/E/P & Environmental Consulting Firms: Class of 1999/2000. ZweigWhite & Associates, Inc., 1999.

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Green, Alison S. E-ducation: An empirical study of the role of the Internet in university marketing and recruitment. 2001.

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Teacher Recruitment and Retention With a Special Focus on Minority Teachers (N E a Professional Library). NEA Professional Library, 1989.

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Book chapters on the topic "E-recruitment"

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Van Looy, Amy. "e-Recruitment." In Social Media Management, 173–87. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-21990-5_9.

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Van Looy, Amy. "e-Recruitment." In Social Media Management, 191–206. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-99094-7_9.

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Khosla, Rajiv, Ernesto Damiani, and William Grosky. "E-Sales Recruitment." In Human-Centered e-Business, 163–91. Boston, MA: Springer US, 2003. http://dx.doi.org/10.1007/978-1-4615-0445-0_6.

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Niharika Reddy, M., T. Mamatha, and A. Balaram. "Analysis of e-Recruitment Systems and Detecting e-Recruitment Fraud." In Lecture Notes in Electrical Engineering, 411–17. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0212-1_43.

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Doell, Wolfgang, and Mathias Hiebeler. "Zukunftschancen für E-Recruitment-Plattformen." In Strategien der Personalentwicklung, 381–91. Wiesbaden: Gabler Verlag, 2002. http://dx.doi.org/10.1007/978-3-663-11541-0_24.

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Kanning, Uwe Peter. "Personalauswahl im 21. Jahrhundert – E-Recruitment & E-Assessment." In Personalperspektiven, 293–314. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-13971-1_13.

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Toteva, Kostadinka, and Elissaveta Gourova. "Social Network Analysis in Professional e-Recruitment." In Advances in Intelligent and Soft Computing, 75–80. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-23163-6_11.

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Freire, Mauricio Noris, and Leandro Nunes de Castro. "A Framework for e-Recruitment Recommender Systems." In Artificial Intelligence and Soft Computing, 165–75. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-61534-5_15.

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Faliagka, Evanthia, Maria Rigou, and Spiros Sirmakessis. "An e-Recruitment System Exploiting Candidates’ Social Presence." In Current Trends in Web Engineering, 153–62. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24800-4_13.

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Fumasoli, Tatiana, and Gaële Goastellec. "Recruitment of Academics in Switzerland: e pluribus unum?" In Forming, Recruiting and Managing the Academic Profession, 145–61. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-16080-1_8.

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Conference papers on the topic "E-recruitment"

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Sajid, Hira, Javeria Kanwal, Saeed Ur Rehman Bhatti, Saad Ali Qureshi, Amna Basharat, Shujaat Hussain, and Kifayat Ullah Khan. "Resume Parsing Framework for E-recruitment." In 2022 16th International Conference on Ubiquitous Information Management and Communication (IMCOM). IEEE, 2022. http://dx.doi.org/10.1109/imcom53663.2022.9721762.

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Haddadi, Lynda, Mohammed El Amine Tali, Farida Bouarab-Dahmani, and Tassadit Berkane. "E-recruitment support system based on MOOCs." In 2017 International Conference on Mathematics and Information Technology (ICMIT). IEEE, 2017. http://dx.doi.org/10.1109/mathit.2017.8259723.

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"Virtual HRM: A Case of e-Recruitment." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002174600490058.

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Kiselicki, Martin, Saso Josimovski, and Lidija Pulevska ivanovska. "PROCESS OF E-RECRUITMENT FOR ENTRY LEVEL POSITIONS IN NORTH MACEDONIA." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2022. http://dx.doi.org/10.47063/ebtsf.2022.0030.

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The focus of the paper are the different channels for implementation of e-recruitment and their respective efficiency. As the “work from home” model became the default in the pandemic, there was a steady rise in the use of e-recruitment platforms and social media channels. However, businesses report that there is a discrepancy between in the e-recruitment process between varying position levels, based on the industry, type of job and required experience. The paper researches the first step (i.e. attracting candidates) in the e-recruitment process for entry-level positions, as defined being with lower than country average salary, no required experience and faculty education. Through the process of primary quantitative and qualitative analysis, the results of the paper determine that certain channels may deliver results several times higher than others, in particular social media as a whole. Variable factors such as creative elements, job description and other are outlined in the paper to place the foundation for further research. The reach and efficiency of social media channels in e-recruitment is determined to be a powerful tool if utilized within a proper framework. The paper finalizes the research with the obstacles created with e-recruitment as a whole in the recruitment process, after the first phase of attracting candidates is completed.
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Gusain, Akshita, Tilottama Singh, Shweta Pandey, Vikrant Pachourui, Rajesh Singh, and Anil Kumar. "E-Recruitment using Artificial Intelligence as Preventive Measures." In 2023 International Conference on Sustainable Computing and Data Communication Systems (ICSCDS). IEEE, 2023. http://dx.doi.org/10.1109/icscds56580.2023.10105102.

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Nickel, Jennifer, and Heike Schaumburg. "Electronic privacy, trust and self-disclosure in e-recruitment." In Extended abstracts of the 2004 conference. New York, New York, USA: ACM Press, 2004. http://dx.doi.org/10.1145/985921.986031.

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"e-Recruitment: New Practices, New Issues An Exploratory Study." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002174100390048.

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Kamble, Priyanka, and Umesh Kulkarni. "An Innovative Approach of Personality Recognition for E-Recruitment." In 2022 5th International Conference on Advances in Science and Technology (ICAST). IEEE, 2022. http://dx.doi.org/10.1109/icast55766.2022.10039605.

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Alamro, Saleh, Huseyin Dogan, Deniz Cetinkaya, and Nan Jiang. "Problem-Oriented Conceptual Model and Ontology for Enterprise e-Recruitment." In 20th International Conference on Enterprise Information Systems. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0006702902800289.

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Irawan, Damar Aji, Indra Adiputra, and Rizkika Pramata Arshanty. "E-Recruitment: Extending Technology Acceptance Model in the Indonesian Context." In 2021 International Conference on Information Management and Technology (ICIMTech). IEEE, 2021. http://dx.doi.org/10.1109/icimtech53080.2021.9534918.

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Reports on the topic "E-recruitment"

1

Rassler, Don, C. C. Fair, Anirban Ghosh, Arif Jamal, and Nadia Shoeb. The Fighters of Lashkar-e-Taiba: Recruitment, Training, Deployment and Death. Fort Belvoir, VA: Defense Technical Information Center, April 2013. http://dx.doi.org/10.21236/ada578928.

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Rizwan, Maleeha, and Kiyoshi Taniguchi. Strengthening School Teaching in Pakistan. Asian Development Bank, December 2023. http://dx.doi.org/10.22617/brf230611-2.

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This brief outlines how Pakistan could boost teacher numbers and enhance teaching quality by strengthening merit-based career progression and using technology to help improve student learning. Underscoring the disparities between rural and urban schooling, it looks at teacher recruitment, attendance, and training. It explains why Pakistan should focus on bolstering teaching quality, building institutional capacity, and enhancing teacher development in subjects including science and maths. It looks at the need to better incentivize Pakistan’s teachers and assesses how introducing e-learning into the education system may provide cost-effective and affordable ways to strengthen the quality of teaching.
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