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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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Gracia, Anggita, Arianis Chan, and Rivani Adinegara. "ANALISIS PENERAPAN E-RECRUITMENT PADA PT. X." AdBispreneur 3, no. 1 (August 11, 2018): 13. http://dx.doi.org/10.24198/adbispreneur.v3i1.16515.
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ABSTRACTThis study aims to analyze e-recruitment or electronic recruitment applied by X, Ltd. In addition, this study also aims to determine the benefits and impacts that companies felt after using e-recruitment method. The research method used in this research is qualitative-descriptive method to describe a state of e-recruitment. The data obtained in this study using the instrument of observation, interview and documentation study. The results of this study indicate that the presence of e-recruitment has contributed to provide positive benefits for X, Ltd. especially in terms of administrative efficiency and cost. Although the utilization is not too often, but the use of e-recruitment has provided many facilities, especially for the recruiters. This is an example of real implementation of effective and efficient technology utilization to support HR function in company. The conclusion that can be taken in this research is that the automation of human resource management function into internet based system requires strategic integration of human resource management with company strategy, structure and corporate culture. To support it X, Ltd. prioritize the implementation of knowledge management in the form of training and coaching to prepare a quality organization and ready to change management. Keywords: E-recruitment, Recruitment, Human Resources. ABSTRAKPenelitian ini bertujuan untuk menganalisis e-recruitment atau rekrutmen elektronik yang diterapkan oleh PT. X. Selain itu, penelitian ini juga bertujuan untuk mengetahui manfaat serta dampak yang dirasakan perusahaan setelah menggunakan metode e-recruitment. Metode penelitian yang digunakan dalam penelitian ini adalah metode kualitatif-deskriptif untuk menggambarkan sebuah keadaan e-recruitment. Data yang didapatkan pada penelitian ini menggunakan instrumen observasi, wawancara dan studi dokumentasi.Hasil dari penelitian ini menunjukkan bahwa hadirnya e-recruitment telah berkontribusi dalam memberikan manfaat positif bagi PT X terutama dari sisi efisiensi administratif dan biaya. Meskipun penggunaannya belum terlalu tinggi, namun penggunaan e-recruitment telah memberikan banyak kemudahan khususnya bagi para rekruter. Hal ini merupakan sebuah contoh implementasi nyata pemanfaatan teknologi yang efektif dan efisien untuk mendukung fungsi SDM pada perusahaan.Kesimpulan yang dapat diambil pada penelitian ini bahwa, otomatisasi manajemen fungsi sumber daya manusia menjadi sistem berbasis internet membutuhkan integrasi strategis manajemen sumber daya manusia dengan strategi perusahaan, struktur dan budaya perusahaan. Untuk mendukung hal tersebut PT. X mengedepankan implementasi knowledge management dalam bentuk training dan coaching guna menyiapkan organisasi yang berkualitas serta siap akan perubahan manajemen (change management).Kata Kunci: E-recruitment, Rekrutmen, Sumber Daya Manusia
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Mohammed Alzhrani, Atyeh Mohammed Alzhrani. "The Effectiveness of E-Recruitment Software Over Other Online-Based Recruitment Methods." Global Journal of Economics and Business 8, no. 2 (April 2020): 330–36. http://dx.doi.org/10.31559/gjeb2020.8.2.12.
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Fachrizal, M. R., N. R. Radliya, and A. Manik. "Development of E-Recruitment as a Decision Support System for Employee Recruitment." IOP Conference Series: Materials Science and Engineering 662 (November 20, 2019): 022018. http://dx.doi.org/10.1088/1757-899x/662/2/022018.
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Fathima, Nazreena R. "E-recruitment strategies for effective recruitment: perception of recruiters in Chennai region." i-manager’s Journal on Management 18, no. 1 (2023): 37. http://dx.doi.org/10.26634/jmgt.18.1.19925.
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This study has examined the effectiveness of the internet as a source of recruitment. As a result, e-recruitment provides effectiveness in the hiring process by reducing costs and time. The outcome of the research indicates the idea of implementing and developing an organization's website to enable the e-recruitment system. The results have shown that the qualified employees generated from the e-recruitment system are more effective than other recruitment sources. Furthermore, the e-recruitment system has an impact on the applicant's decision to apply for the job, and the website presents the organization's environment and the job's nature. The objective of the research is to study the perceptions of recruiters towards e-recruitment strategies for effective recruitment in the Chennai region, Tamil Nadu, India. The study has been carried out with a descriptive research design. Primary data collection was done by the researcher from 120 recruiters across the Chennai region who are working for various companies. The data for the work has been collected through a well-structured questionnaire prepared and circulated. The data collected has been properly cleansed, coded, and analyzed using SPSS software. The overall results from the study support the need for the Human Resources Department to develop an e-recruitment system and implement a new recruitment strategy to achieve the organization's goals more effectively.
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Winarso, Doni, and Edo Edo Arribe. "Seleksi Pegawai dan Dosen UMRI Berbasis E-Recruitment Menggunakan Metode K-Nearest Neighbor." Digital Zone: Jurnal Teknologi Informasi dan Komunikasi 8, no. 2 (November 16, 2017): 71–80. http://dx.doi.org/10.31849/digitalzone.v8i2.631.
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Abstrak- Rekrutmen merupakan langkah awal yang dilakukan oleh Universitas Muhammadiyah Riau (UMRI), guna menjaring calon tenaga kerja yang professional. Profesionalitas dibutuhkan sebagai salah satu input bagi lembaga pendidikan Muhammadiyah untuk menghasilkan output yang sesuai dengan visi dan misi lembaga pendidikan Muhammadiyah. UMRI sebagai Amal Usaha Muhammadiyah (AUM) dibidang pendidikan perlu melakukan beberapa upaya untuk bisa mendapatkan calon pegawai dan dosen yang professional. Seiring perkembangan ilmu pengetahuan dan teknologi, UMRI perlu mengimplementasikan Erecruitment sebagai salah satu teknologi yang bisa digunakan untuk menjaring pegawai dan dosen yang profesional. Penelitian ini bertujuan bagaimana penerapan metode klasifikasi KNearest Neighbor (K-NN) dalam system e-recruitment untuk seleksi awal pegawai dan dosen UMRI. Metode K-NN akan menghitung tingkat kemiripan dengan cara mengukur jarak antara persyaratan yang ditetapkan oleh bagian kepegawaian UMRI dengan data yang dimiliki oleh calon pegawai dan dosen. Selanjutnya diambil nilai K dari pelamar yang nilai kemiripannya ≥80%. Pelamar yang mimiliki nilai kemiripan ≥80% inilah nantinya yang akan diikutsertakan pada tes berikutnya. Penelitian ini menghasilkan sebuah system informasi e-recruitment yang dikembangkan menggunakan metode pengembangan perangkat lunak waterfall. Kata kunci: Seleksi Pegawai, Seleksi Dosen, E-Recruitmen. Abstract- Recruitment is the first step taken by Muhammadiyah University of Riau (UMRI), in order to capture prospective professional workforce. Professionalism is needed as an input for the Muhammadiyah educational institution to produce output in accordance with the vision and mission of the Muhammadiyah educational institution. UMRI as a Amal Usaha Muhammadiyah (AUM) in the field of education needs to make some efforts to get prospective employees and professional lecturers. Along with the development of science and technology, UMRI needs to implement E-recruitment as one of technology that can be used to gather professional officers and lecturers. This study aims how the application of the K-Nearest Neighbor (K-NN) classification method in e-recruitment system for early selection of employees and lecturers of UMRI. The K-NN method will calculate the level of similarity by measuring the distance between the requirements set by the employment department of UMRI with data held by prospective employees and lecturers. Furthermore, K value was taken from applicants whose value is similar to ≥80%. Applicants who have a similarity value of ≥80% later this will be included in the next test. This research produces an e-recruitment information system developed using waterfall software development method. Keywords: Employee Recruitment, Lecturer Recruitment, E-recruitment.
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Saad, Azah, and Josephat Itika. "An Investigation of the Transformation Process from Manual to E-Recruitment in Tanzania Public Service." Journal of Public Policy and Administration 9, no. 1 (January 8, 2024): 1–19. http://dx.doi.org/10.47604/jppa.2254.
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Purpose: The innovation of e-recruitment was to embrace the flow of recruitment and selection of young people in Tanzania public service. Currently, e-recruitment has not yet achieved the intended objectives. As a result, the wellbeing of the country human capital is being compromised. The extant studies have not examined the effectiveness of e-recruitment transformation process. In line with the existing gap, investigating the transformation process from manual to e-recruitment in Tanzania Public Services Recruitment Secretariat remains is the focus of this study. Specifically, the study examined why e-recruitment was an alternative to the manual recruitment, the regulatory frameworks governing e-recruitment, e-recruitment implementation strategies, and processes and finding out how the management of forces for change may explain the reasons why e-recruitment does not meet the intended objectives.
Methodology: With the sample size of 25 respondents, five respondents were purposively interviewed and nine responded to questionnaires, and the remaining 16 respondent were conveniently distributed into two FGDs basing on their willingness, availability, willingness, and accessibility. Qualitative data were analysed using thematic and content analysis.
Findings: The findings revealed that the adoption of e-recruitment was due to challenges facing manual recruitment such as diseases, unfairness, insecurity of applicants’ information, the cost of running the recruitment process and time. The e-government Act of 2019, e-government regulations of 2020 and the PSRS Rules of operations of 2021 were identified as the regulatory frameworks governing e-recruitment. The PSRS uses both human capital sand technological strategies in facilitating e-recruitment. Finally, the inability of using e-recruitment system, limited reach, budget constraints, and inadequate system integration were the reasons why e-recruitment does not meet the intended objectives.
Unique Contribution to Theory, Practice and Policy: The study recommend for the government to ensure integration and interoperability of between e-recruitment system and other government systems for accurate data sharing and verification purposes.
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Letare, Rany Solafide, Laila Septiana, and Tuti Haryanti Haryanti. "Perancangan Sistem Informasi E-Recruitment Berbasis Website." INFORMATICS FOR EDUCATORS AND PROFESSIONAL : Journal of Informatics 6, no. 2 (July 4, 2022): 126. http://dx.doi.org/10.51211/itbi.v6i2.1766.
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Pada perusahaan XYZ hampir diseluruh kegiatannya menggunakan sistem secara konvensional,hal tersebut tentu saja sering menghabiskan waktu yang cukup lama sehingga menimbulkan ketidak efisienan dan ketidak akuratan dalam penyajian data serta laporan. Sistem secara konvensional ini yang khususnya pada bagian rekruitmen karywan tentu memiliki banyak kekurangan dan proses pengolahan laporan penerimaan karyawan baru menjadi tidak efektif. Melihat hal tersebut penulis mencoba membuat Perancangan sistem penerimaan karyawan baru dengan menggunakan pendekatan model pengembangan System Development Life Cycle (SDLC) berbasis website. Untuk memudahkan dalam memahami setiap tahapan-tahapan dalam perancangan sistem penerimaan karyawan baru, penulis menggunakan model linear waterfall agar menghasilkan sebuah rancangan program yang mampu mengelola data rekruitmen karywan sampai dengan laporan-laporan terkait dengan proses rekruitmen tersebut menjadi informasi sesuai dengan kebutuhan dengan lebih efektif dan efisien. Hasil dari perancangan sistem penerimaan ini menunjukkan bahwa peranan sistem komputerisasi dalam bidang rekrutmen sangat penting sebagai penunjang dalam meningkatkan kualitas kegiatan penerimaan karyawan pada perusahaan.
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Syastra, Muhammad Taufik. "RANCANG BANGUN SISTEM E-RECRUITMENT BERBASIS ANDROID." Jurnal Ipteks Terapan 11, no. 2 (August 2, 2017): 116. http://dx.doi.org/10.22216/jit.2017.v11i2.1118.
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Rancang bangun sistem e-recruitment ini bertujuan untuk mengakomodir kebutuhan perusahaan yang berkaitan dengan proses rekrutmen karyawan. Pada penelitian ini mengambil studi pada PT Mega Petro Synergy (PT MPS). PT. MPS merupakan perusahaan yang bergerak dibidang penyedia rekayasa konstruksi dan tenaga kerja industri berat. Kebutuhan PT MPS saat ini berkaitan dengan minimalisir biaya iklan, data yang <em>real time</em> dan juga kesalahan akibat proses penginputan data pelamar. Perancangan diarahkan pada pengembangan aplikasi berbasis android yang terintegrasi pada Man Power Information System (MPIS). Model SDLC yang digunakan adalah Waterfall. Perancangan aplikasi ini menggunakan pemodelan <em>Unified Modelling Languange</em> (UML) meliputi <em>use case diagram, class diagram, activity diagram, dan sequence diagram</em>. Selain UML, teknologi yang digunakan dalam proses perancangan adalah javascript, PHP, AngularJS, Laravel dan MySql. Penelitian ini menghasilkan aplikasi berbasis android yang dapat gunakan sebagai media iklan, penyedia data <em>real time</em>, serta mempermudah proses penginputan data pelamar.
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Smith, Alan D., and Dean R. Manna. "E-recruitment of patients for clinical trials." International Journal of Electronic Healthcare 1, no. 4 (2005): 413. http://dx.doi.org/10.1504/ijeh.2005.006688.
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Manoj, Gaddam Venkata. "E-Recruitment portal Aided by Cloud Computing." Internet of Things and Cloud Computing 1, no. 1 (2013): 1. http://dx.doi.org/10.11648/j.iotcc.20130101.11.
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Lewis, Anthony, Lyn Daunton, Brychan Thomas, and Gwenllian Sanders. "A Critical Exploration into whether E-Recruitment is an Effective E-Entrepreneurship Method in Attracting Appropriate Employees for Enterprises." International Journal of E-Entrepreneurship and Innovation 1, no. 2 (April 2010): 30–44. http://dx.doi.org/10.4018/jeei.2010040103.
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This study critically explores e-recruitment and whether it is an effective e-entrepreneurship method in attracting appropriate employees for enterprises. The research was conducted by using both primary and secondary data. The secondary data primarily concentrated on the direct impact to enterprises and how changes in recruitment strategies could affect individuals. The primary research attempted to look at e-recruitment from the perspective of a recruitment agency and potential users of recruitment agencies. Using face-to-face interviews, online focus groups, and questionnaires, the authors investigate and show the various reasons behind individuals’ decisions to use recruitment agencies. By examining the methods employed by the Prime Recruitment agency to meet their clients’ needs (both underlying employer and potential candidates) as well as sustaining a competitive advantage in a declining recruitment market, the authors attempt to resolve outstanding grey areas.
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ABREU, N. R., R. F. BALDANZA, J. A. R. ATAIDE, and I. F. G. SERQUEIRA. "E-RECRUITMENT IN THE HOTEL INDUSTRY: A STUDY IN THE CITY OF MACEIÓ." Revista Gestão, Inovação e Tecnologias 4, no. 5 (December 22, 2014): 1292–309. http://dx.doi.org/10.7198/s2237-0722201400050001.
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Gideon Yona Sikawa. "e Recruitment and merit employee selection. An HR paradox." Journal of Management and Science 13, no. 2 (June 30, 2023): 54–58. http://dx.doi.org/10.26524/jms.13.21.
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The technological advancement makes it imperative for organisations to run human resources processes online. This paper examines the effectiveness of e recruitment most especially on its appropriateness in selecting the best candidates since the method does not provide the room for personal touch. The study employed cross sectional research design with the target population of 420 HR Officers from the Tanzanian Roads Authority (TANROAD), Tanzania mainland. The researcher used systematic sampling technique to obtain pre-determined 40 sample size. The findings indicate that, many organisations in Tanzania do not use e recruitment due to poor ICT infrastructures, unreliable electricity power, wrong perception of recruiters on e recruitment and some weaknesses associated with e recruitment method. The findings indicated further that, e recruitment compromises objectivity since there are some attributes like emotional intelligence, confidence, body language that cannot be captured when conducting e recruitment. The study recommends the use of e recruitment by the employing organisations since its advantages outweigh the disadvantages. This can be achieved by changing the mindsets of recruiters and investing more in ICT facilities.
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Alsaghir, Loubna, Nathalie Abdallah, and Stéphane B. Bazan. "Optimizing Recruitment Online." International Journal of E-Business Research 16, no. 4 (October 2020): 18–33. http://dx.doi.org/10.4018/ijebr.2020100102.
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This research aims at addressing the apparent lack of consensus in the literature on the efficiency-effectiveness promise of e-recruitment by adding the dimension of the used e-channel. In other words, this paper explores to what extent the e-channel used by a company could alter the efficiency and effectiveness of the recruitment process and, hence, generate a sub-optimal result. This research highlights the critical importance of the used e-channels for an efficient and effective e-recruitment process. Moreover, it enriches the literature by showing how companies may use a combination of several e-channels in the aim of taking advantage of the complementary that exists between them, hence optimizing the use of e-channels.
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Hafeez, Muhammad. "The Role of E- Recruitment in Attracting Potential CandidatesEvidence from Fresh Graduate Job Seekers." IBT Journal of Business Studies 14, no. 2 (2018): 53–66. http://dx.doi.org/10.46745/ilma.jbs.2018.14.02.05.
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The study aims to investigate the effectiveness of an online recruitment system and its impact on organizational attraction among fresh graduate job seekers. A sample comprised of 302 fresh graduate job seekers from well-known HEC recognized business schools in the Lahore region is selected using Stratified Random Sampling. Since the data is not normal, the Kruskill Wall is test of mean differences is applied to compare the effectiveness of e-recruitment with traditional methods of recruitment. Furthermore, the Macro process tool of Regression analysis is used to examine the matter of cost-effectiveness, easy to use and website quality. Findings of regression results confirm that e-recruitment has a positive influence on organizational attraction and cost-effectiveness and easy to use mediate the relationship between e-recruitment and organizational attraction. However, the positive relation between e-recruitment and organizational attraction depends on the quality of the recruitment website which depicts that Sitequal (Website Quality) moderates the relationship between e-recruitment and organization attraction. Thus, this study offers valuable findings for managers that aim to adopt E-recruitment systems in their hiring process.
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B. Holm, Anna. "Institutional context and e-recruitment practices of Danish organizations." Employee Relations 36, no. 4 (May 27, 2014): 432–55. http://dx.doi.org/10.1108/er-07-2013-0088.
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Purpose – Up to now, there has been little research on the impact of the external environment on recruitment practices of organizations, and in part it lags behind practice. The purpose of this paper is to rectify this by studying recent changes in recruitment practices of Danish organizations and the adoption of e-recruitment from a macro organizational perspective. Design/methodology/approach – The study employs new institutional theory as a theoretical lens in order to understand how external pressures impact upon recruitment professionals and their practices. The empirical part is based on interpretive methods and the inductive analysis of data. The data were collected from a number of sources, such as exploratory interviews, observations, web sites, and other secondary material from 2008 to 2013. Findings – The findings indicate that recruitment practices are strongly influenced by changes stemming from functional and social pressures of the wider society, such as the labour market and the penetration of the internet into Danish society. That is reflected in the widespread use of digital HRM in general, and e-recruitment in particular. The study concludes that the recruitment field has transformed and reviewed its practices to a great extent due to the changes in how individuals search for employment and expect to be hired. Research limitations/implications – The empirical part of this study is limited to Denmark, and its economic, social, and cultural domains, yet the research design can be applied elsewhere. Originality/value – The paper contributes to a better understanding of HRM in context, the pressures and mechanisms for adoption of new recruitment practices, and more specifically the rationale for adopting e-recruitment practices. Additionally, it offers a novel research framework for future research on recruitment from the neoinstitutional perspective.
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Khan, Suziya, and Hemraj Kawadkar. "Study on Preference of Job Applicants towards E-Recruitment Process." SAMRIDDHI : A Journal of Physical Sciences, Engineering and Technology 14, no. 01 SPL (June 30, 2022): 76–80. http://dx.doi.org/10.18090/samriddhi.v14spli01.15.
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E-Recruitment is an online process that job seekers can search for jobs and even employers can search for a wide range of candidates. Nowadays attracting a candidate towards the job is like a task for the organizations and for candidates also it is difficult to search for a job in this competitive market. So, in this situation, the E-Recruitment process plays a vital role to get job opportunities for the candidates. The main purpose of this research paper is to study the recent researches on E-Recruitment in order to understand the benefits of e-recruitment and to know the preference of candidates when it comes to job search. Descriptive Research Methodology is used in this research paper and the sample was collected through the simple random sampling method and the duration of data collection is 2020-2021. It was observed that maximum candidates will prefer the E-Recruitment process for their job search as they are finding it cost and time-saving process and applicants also feel that E-recruitment brings more job opportunities. E-recruitment was already preferred by the maximum organization but in this pandemic situation, E-recruitment process has acquired huge response as applicants will be helped in reaching a vast amount of jobs opportunities through internet. In this research it was observed that maximum respondent prefer social media platform for their job search.
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Alamro, Saleh, Huseyin Dogan, Deniz Cetinkaya, Nan Jiang, and Keith Phalp. "Conceptualising and Modelling E-Recruitment Process for Enterprises through a Problem Oriented Approach." Information 9, no. 11 (October 29, 2018): 269. http://dx.doi.org/10.3390/info9110269.
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Internet-led labour market has become so competitive it is forcing many organisations from different sectors to embrace e-recruitment. However, realising the value of the e-recruitment from a Requirements Engineering (RE) analysis perspective is challenging. This research was motivated by the results of a failed e-recruitment project conducted in military domain which was used as a case study. After reviewing the various challenges faced in that project through a number of related research domains, this research focused on two major problems: (1) the difficulty of scoping, representing, and systematically transforming recruitment problem knowledge towards e-recruitment solution specification; and (2) the difficulty of documenting e-recruitment best practices for reuse purposes in an enterprise recruitment environment. In this paper, a Problem-Oriented Conceptual Model (POCM) with a complementary Ontology for Recruitment Problem Definition (Onto-RPD) is proposed to contextualise the various recruitment problem viewpoints from an enterprise perspective, and to elaborate those problem viewpoints towards a comprehensive recruitment problem definition. POCM and Onto-RPD are developed incrementally using action-research conducted on three real case studies: (1) Secureland Army Enlistment; (2) British Army Regular Enlistment; and (3) UK Undergraduate Universities and Colleges Admissions Service (UCAS). They are later evaluated in a focus group study against a set of criteria. The study shows that POCM and Onto-RPD provide a strong foundation for representing and understanding the e-recruitment problems from different perspectives.
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Widhayani Puri S and Sutama Wisnu W. "ANALISIS FAKTOR-FAKTOR YANG BERPERAN DALAM PELAKSANAAN E-RECRUITMENT PADA PT.CIPTA ANEKA SELERA." Majalah Ekonomi 25, no. 2 (December 17, 2020): 61–69. http://dx.doi.org/10.36456/majeko.vol25.no2.a2937.
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Memilih tenaga kerja yang berkualitas adalah suatu kegiatan yang membutuhkan waktu, tenaga, dan biaya yang sangat besar. Oleh sebab itu, penting bagi perusahaan untuk dapat menentukan proses rekrutmen seefisien dan efektif mungkin. Menggunakan teknologi merupakan salah satu cara yang diyakini dapat meningkatkan jumalh pelamar serta menekan biaya dan waktu. Inilah yang menjadi alasan bagi perusahaan untuk beralih dari rekrutmen konvensional menjadi rekrutmen online atau E-recruitment. PT. Cipta Aneka Selera merupakan salah satu perusahaan yang bergerak di bidang food frenchise yang saat ini sedang menerapkan E-recruitment. Dalam pelaksanaan E-recruitment, terdapat beberapa hambatan yang seringkali ditemui oleh perusahaan salah satunya adalah banyaknya calon pelamar yang mendaftar sehingga membutuhkan waktu yang lebih lama bagi tim rekrutmen untuk melakukan seleksi administrasi. Hal ini tentu saja menjadi tantangan bagi perusahaan untuk dapat memperbaiki strategi E-recruitment yang mereka terapkan. Terkait dengan E-recruitment, terdapat beberapa faktor yang diketahui memiliki peranan dalam pelaksanaan E-recruitment yakni Metode, Sistem Teknologi, dan Sumber Daya Manusia. Tujuan penelitian adalah untuk menganalisis faktor-faktor yang berperan dalam pelaksanaan E-recruitment yang dilakukan oleh PT.Cipta Aneka Selera. Penelitian ini menggunakan metode Kualitatif Deskriptif dimana data diperoleh dengan cara melakukan wawancara dengan key informan yakni manajer dan pegawai pada department Sumber Daya Manusia PT. CAS yang terjun langsung dalam pelaksanaan E-Recruitment.
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Rahayu, Sri, Nur Azizah, and Rizky Ferly. "IMPLEMENTASI SISTEM INFORMASI PADA E-RECRUITMENT CALON KARYAWAN." SENSI Journal 4, no. 2 (August 1, 2018): 141–52. http://dx.doi.org/10.33050/sensi.v4i2.637.
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Kemudahan Sistem yang dapat mempercepat proses rekrutmen karyawan sangat penting.Kemudahan yang dimaksud antara lain : permintaan karyawan pada masing-masing Divisi, Pengumuman lowongan kerja, kemudahan penerimaan informasi lowongan kerja bagi calon karyawan, kemudahan pengiriman lamaran, kemudahan memperoleh informasi diterima/ditolak, kemudahan bagi Kepala Personalia dalam mengatur kebutuhan tenaga kerja pada setiap Divisi, sampai dengan kemudahan bagi para petinggi di perusahaan, seperti komisaris dalam memonitoring keseimbangan antara kebutuhan sumber daya manusia (SDM) diperusahaan dengan efisiensi yang harus dioptimalkan.Belum ada sistem informasi yang dapat memberikan kemudahan-kemudahan tersebut yang menjadi permasalahan pada PT.Indoseiki Metalutama.Teknik analisis yang digunakan pada penelititan ini menggunakan pendekatan Object Oriented Analysis (OOA) atau analisis berorientasi obyek dengan UML (Unified Modeling Language) dengan Activity Diagram, sehingga penelitian ini akan mendapatkan spesifikasi kebutuhan sistem yang akan dikembangkan.Dengan membangun aplikasi dengan bahasa pemrograman PHP, jQuery yang diintegrasikan dengan database pada sistem informasi rekruitmen dapat menjadi solusi dari permasalahan rekrutmen karyawan ini.
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Agarwal, Reetika. "A Study on E-Recruitment an Exploratory Study." Sanshodhan 11, no. 1 (June 6, 2022): 108. http://dx.doi.org/10.53957/sanshodhan/2022/v11i1/169796.
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Ehrenberger, Heidi E. "The E-Recruitment of Participants for Clinical Trials." IRB: Ethics and Human Research 25, no. 4 (July 2003): 16. http://dx.doi.org/10.2307/3563820.
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PRAKASH, Y. "E-RECRUITMENT AND SELECTION PRACTICES IN DIGITAL AGE." i-manager’s Journal on Management 13, no. 3 (2019): 30. http://dx.doi.org/10.26634/jmgt.13.3.15474.
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srivani, N., and Ch varalakshmi. "IMPACT OF E-RECRUITMENT ON HUMAN RESOURCES PRACTICES." International Journal of Advanced Research 6, no. 6 (June 30, 2018): 605–7. http://dx.doi.org/10.21474/ijar01/7250.
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Leftley, Andy. "E‐recruitment delivers return on investment for DML." Strategic HR Review 6, no. 4 (August 12, 2007): 8–9. http://dx.doi.org/10.1108/14754390980000977.
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Leece, Rhonda. "The Role of E-Portfolios in Graduate Recruitment." Australian Journal of Career Development 14, no. 2 (July 2005): 72–78. http://dx.doi.org/10.1177/103841620501400211.
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Portfolios have been used for many years for a number of different purposes. An increased access to technology has resulted in portfolios being presented in an electronic format, but there is no real evidence that employers respond positively to the electronic form—especially if it does not interface with their own electronic application processes. A survey emailed to Australian employers of graduates was used to gather feedback regarding the use of e-portfolios in the graduate recruitment process. The survey results suggest that employers may not be receptive to online presentation. Recommendations from this survey are that employers' willingness to use e-portfolios needs to be nurtured and proponents of e-portfolios need to communicate the benefits of use to employers. In the early stages, tertiary careers advisory services should use caution in recommending that students use online e-portfolios during the application process.
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Shanmugapriya, M. M., and Dr D. Venkatramaju. "E-Recruitment - An Innovative Beginning to Green Environment." June-July 2023, no. 34 (July 25, 2023): 19–26. http://dx.doi.org/10.55529/jeimp.34.19.26.
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The staff is the sole element that is essential to an organization. Any organization's equipment is its human resources. If the organization wants to survive in this cutthroat climate, they must filter applicants based on their abilities, qualifications, and experience. They must take into account a nation's economic, social, political, and legal considerations when hiring personnel. They must select the best internal and external supply sources if they are to compete effectively with other organizations. Promotion within the company will boost employee confidence and morale. Regular inquiries into external sources are necessary to attract knowledgeable individuals with innovative ideas. There are numerous methods for hiring people. People are now hired using a method called erecruitment, as a result of globalization, which has led to the development of a lot of new technologies and ideas. The administration of human resources is greatly impacted by the internet. The selection, training, and induction processes for human resources are all carried out through online media. With the introduction of the electronic recruitment procedure, job seekers may now apply for positions and track the status of their applications online. This research paper's objective is to ascertain how the E-campus recruits’ students’ online. The report outlines the whole E-recruitment process, recruitment techniques, and benefits and drawbacks.
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O'Halloran, Robert M., Joelle Agena, and Hayley Froehlich. "E-Recruitment: Does it Assess A Candidate's Skills?" Journal of Hospitality & Tourism Cases 6, no. 3 (November 2017): 17–23. http://dx.doi.org/10.1177/216499871700600303.
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Rahmayan, Mentari Tri Indah, and Endah Dwi Jayanti. "Sistem Informasi Penerimaan Karyawan (E-Recruitment) Menggunakan Pendekatan Human Centered Design (HCD)." Jurnal Teknik Industri Terintegrasi 6, no. 4 (October 30, 2023): 1455–65. http://dx.doi.org/10.31004/jutin.v6i4.20835.
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A Web-Based Employee Recruitment Information System or e-Recruitment can be used as a solution in handling the employee recruitment process in a company. With a web-based employee recruitment information system or e-recruitment, companies can choose the right employees for their company themselves. Apart from that, companies can also process applicant data in a database so that applicant data does not accumulate in the filing cabinet. In this research, the author discusses how to design a web-based employee recruitment information system. The system development methodology used is Human Centered Design. The system was built using the PHP programming language, database server with MySQL. The result to be achieved from this research is that the web-based employee recruitment information system is expected to be able to assist the company's HRD department in the employee recruitment process and make it easier for managers to view employee recruitment reports.
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Sanusi, Ahmad, and Ahmad Martadha Mohamed. "Relationship between E-recruitment Adoption and Good Governance Practices in Nigerian Public Sector: An Empirical Study." Journal of Public Administration and Governance 2, no. 4 (November 11, 2012): 57. http://dx.doi.org/10.5296/jpag.v2i4.1965.
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The universal quest for good governance forces different countries to adopt e-recruitment as recruiting strategy in hiring their teeming workforce in line with global best practices. As part of public service reform Nigerian government encourage public sector organisations to jettison conventional recruitment method in favour of electronic recruitment for transparency, accessibility and efficiency in recruitment exercises. This study empirically investigates the relationship between e-recruitment adoption and good governance practices in Nigerian public service. The study Modified Technology Acceptance Model (TAM) to analyse the response generated from 326 survey respondents. The findings indicated that e-recruitment adoption is yet to provide good governance. In the overall, this study offer important insight and recommended that government agencies involved should put effective machinery in motion in order to enrich and improve good governance practices in e-recruitment in Nigerian public sector.
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Mosonik, Gladys Chepkorir, Hellen Sang, and Williter Rop. "Electronic Recruitment (E-Recruitment) and Organizational Performance in Selected Commercial Banks in Nakuru City, Kenya." East African Journal of Business and Economics 5, no. 1 (October 14, 2022): 283–97. http://dx.doi.org/10.37284/eajbe.5.1.889.
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Organizations across the globe are now operating in a dynamic environment with stiff competition which calls for improved performance for survival and continuity. Every department in these organizations is continuously improving its ways of operation in order to maintain a competitive edge. Human Resource Management department is not an exception and being the backbone of every organization, is doing everything possible to embrace new technology in delivering its services for enhanced effectiveness and efficiency. The objective was to compare the relationship between recruitment and organizational performance of selected commercial banks in Nakuru City before and after the adoption of technology. The study was guided by the Resource Based View theory and adopted a comparative research design on a target population of 105 employees from selected banks that have embraced electronic human resource management. The Census method was used which involved using the entire population as this is considered suitable for a small population. A self-administered questionnaire was adopted to collect primary data. The validity of the instrument was enhanced through professional expert opinion while reliability was achieved using the Cronbach Alpha coefficient where all items scored above 0.70. Inferential and descriptive statistics with the aid of SPSS software was used to analyse data. The hypotheses of the study were tested at a 0.05 significance level. The findings indicated that recruitment had a negative significant correlation with organizational performance before automation (β = -0.361, p = 0.000<0.05) whereas after automation, there was a positive correlation (β = 0.907, p = 0.000<0.05). The study recommended the integration of technology in organizational processes as a worthwhile undertaking that has positive returns on investment. Organizations should design and implement e-Recruitment systems for more efficiency and effectiveness in their HR activities. The findings may benefit both financial and non-financial institutions, policymakers, and the government. The findings may also add to the available literature
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Kaur, Jaswinder, Richard C. Woodman, Lena Ostrovsky, and Paul Kubes. "Selective recruitment of neutrophils and lymphocytes by thrombin: a role for NF-κB." American Journal of Physiology-Heart and Circulatory Physiology 281, no. 2 (August 1, 2001): H784—H795. http://dx.doi.org/10.1152/ajpheart.2001.281.2.h784.
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With the use of a whole blood laminar flow chamber system, we examined the types of leukocytes, adhesion molecules and the role of nuclear factor-κB (NF-κB) in thrombin-induced leukocyte recruitment. Primary human umbilical vein endothelial cells (HUVEC) stimulated with thrombin induced a significant increase in P-selectin-dependent neutrophil recruitment. Unexpectedly, brief thrombin stimulation (3 min) of endothelium also induced a significant lymphocyte recruitment 4 h later in addition to neutrophil recruitment. E-selectin antibody reduced neutrophil recruitment by >90%, whereas vascular adhesion molecule-1 (VCAM-1)/α4-integrin were primarily responsible for lymphocyte recruitment. To examine whether NF-κB contributed to leukocyte recruitment 4 h post thrombin stimulation, we treated HUVEC with the NF-κB inhibitor MG-132 for 1 h before thrombin stimulation. MG-132 significantly reduced the number of rolling (77.1%) and adherent (79.9%) leukocytes compared with thrombin stimulation alone. The inhibitor was more effective at preventing lymphocyte than neutrophil recruitment, consistent with its greater effect on VCAM-1 versus E-selectin expression. Tumor necrosis factor-α- and MG-132-treated HUVEC displayed no inhibition of leukocyte recruitment despite a decrease in NF-κB activation. In summary, thrombin causes predominant neutrophil recruitment via rapid P-selectin expression but also a delayed E-selectin- and VCAM-1-dependent neutrophil and lymphocyte recruitment via de novo protein synthesis. Although NF-κB mobilization was essential for thrombin-mediated VCAM-1-dependent recruitment, it only partially contributed to E-selectin-dependent recruitment.
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Junejo, Ikramuddin, Arslan Khawaja, and Kanwal Gul. "Does E-recruitment Matter for Service Sector? An Empirical Study of Hyderabad, Pakistan." Annals of Contemporary Developments in Management & HR 1, no. 3 (November 1, 2019): 22–32. http://dx.doi.org/10.33166/acdmhr.2019.03.003.
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Recruitment is an essential tool to hire candidates. Over the years, the mediums for recruitment have been drastically changed. It principally started with the word of mouth and now is just a click away due to internet and technological advancements. With an increase in use of online platforms, electronic recruitment helps to attract and hire the best candidates to obtain people-based competitive advantage. This study has adopted a quantitative research approach to identify influence of attractiveness, job fit, time, and cost in E-recruitment. Primary data has been collected through questionnaire from a sample of 200 employees of a service sector businesses of Hyderabad Sindh, Pakistan. The findings reveal that large and desirable pool of candidates as well as placing the right candidates to right job has a direct relationship with electronic recruitment. The time and cost of recruitment has inverse relationship with the e-recruitment performed as perceived by employees in the selected service sector organizations of Hyderabad. Based on the findings, the study implies policy makers to apply newly developed concept of e-recruitment for future hiring.
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Md. Arifuzzaman, Md Shoriful Islam, Md Yeamin Masum, and Jannatul Shams Anonna. "Use of E-Recruitment Process with the Comparison of Traditional Recruitment Process in Bangladesh: A Case Study on BRAC Bank Ltd." Journal of Education, Management and Development Studies 3, no. 2 (June 30, 2023): 15–25. http://dx.doi.org/10.52631/jemds.v3i2.191.
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This paper discusses the comparison of e-recruitment and traditional recruitment processes and their merits and demerits. The figure of this process is arranged in such a way that in the static equilibrium, the e-recruitment process takes the horizontal position, while the traditional recruitment process takes the vertical position. Here are presented the characteristics of both e-recruitment and traditional recruitment processes that are used in Bangladesh for attracting and selecting qualified candidates through the analysis of a case of BRAC Bank Ltd. Obtained results proved to be in accordance with the motion of the real physical system. The difference between the two processes is illustrated in the figure and the merits and demerits of the two processes are discussed in the table.
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Hafeez, Muhammad, and Umar Farooq. "The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (December 24, 2017): 156–71. http://dx.doi.org/10.30585/icabml-cp.v1i1.18.
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The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between E-Recruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites.
KEYWORDS: Recruitment, E-Recruitment, Cost Effectiveness, Easy to Use, Site quality, Organizational Attraction.
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Baig, Dr Mirza Dilshad, Dr Faraz Ahmed Wajidi, Kiran Farooq, Eruj Wajidi Rehan, and Dr Mahwish Saeed. "Managing E-Recruitment in Pakistani organizations: Cost and time efficient approach to create HR Value leading to Business Value." International Journal of Social Science & Entrepreneurship 2, no. 2 (September 15, 2022): 185–201. http://dx.doi.org/10.58661/ijsse.v2i2.49.
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The results of managing e-recruitment in various organizations assessed the delicate fashion of online process-looking activities, which increased significantly. Five motivators of job seekers have been recollecting on this take a look, "Time-saving" is the top motivator, followed by the way of "surfing extensive places of employment", "global employment pool", "easiness" and "value-effective", respectively. These motivators encourage job seekers to go online to look for employment. The study recommends that HR practitioners be more aware and focus on online recruitment in Pakistan to attract many able-bodied personnel in less time. Invest more in developing online recruitment devices to get big go back on funding in a long way for cost-effective strategies. Technology has become an essential factor for a business community; e-recruitment also plays a vital role in the development of a talent pool for an organization. E-Recruitment thus helps to create the value of human resources, which can align and achieve business value. This paper aims to examine factors that are affecting the implementation of e-Recruitment in Pakistan. This research is based on four elements: age, education, cheating insecurity, and lack of information. It reveals that age, cheating issues, and low intake affect the implementation of E-Recruitment in Pakistan, whereas education level does not have any impact. This research will provide a framework for an organization to work accordingly and start implementing e-Recruitment in Pakistan, which is essential in a modern era of technology.
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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.
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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
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Friandi, Sendy Zul, Annisa Annisa, and Muhamad Fiqih Fiqih. "Rancang Bangun Aplikasi Employees E-Recruitment pada PT.SOS Indonesia." ICIT Journal 7, no. 2 (August 6, 2021): 145–55. http://dx.doi.org/10.33050/icit.v7i2.1642.
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Perusahaan memerlukan karyawan yang memiliki Skill dan berkompeten dibidangnya agar dapat menjalankan perusahaan sesuai dengan jargon The Right Man in The Right Place dengan maksud agar karyawan dapat bekerja sesuai kemampuannya dan sesuai tempatnya untuk tercapainya visi misi perusahaan. Demikian halnya dengan PT.SOS Indonesia yang jumlah permintaan karyawan barunya terus meningkat setiap bulannya. Employees E-Recruitment merupakan suatu metode perekrutan karyawan baru untuk perusahaan dengan menerapkan teknologi informasi seperti internet, sehingga perekrutan dapat dilakukan dengan lebih cepat dan mendapatkan karyawan yang sesuai dengan standar perusahaan. Saat itu PT.SOS Indonesia belum menerapkan Employees E-Recruitment sehingga menimbulkan masalah. Permasalahan terjadi saat perekrutan karyawan dilakukan dengan prosedur pada umumnya; si Pelamar mengirimkan surat lamarannya melalui jasa pengiriman pos atau lamaran by email sehingga dampaknya akan banyak tumpukan kertas surat lamaran dan sering terjadinya spam melalui email yang telah dikirim oleh si Pelamar. Untuk itulah diperlukannya penelitian ini sebagai alternatif solusi dari permasalahan tersebut, Terkait hal ini, penelitian ini menerapkan metode pengumpulan data berupa Studi Pustaka, Observasi dan Wawancara serta metode analisa dengan SWOT. Hasil dari penelitian ini yakni sebuah rancang bangun aplikasi Employees E-Recruitment untuk memenuhi kebutuhan proses perekrutan karyawan baru yang berkompeten untuk diterapkan pada PT.SOS Indonesia.
Kata Kunci : Karyawan berkompeten, Employees E-Recruitment, Aplikasi.
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D. G., Amusan, and Oyediran M. O. "Development of Efficient E-Recruitment System for University Staff in Nigeria." Circulation in Computer Science 1, no. 1 (May 24, 2016): 10–14. http://dx.doi.org/10.22632/ccs-2016-251-13.
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The development of e-recruitment system is web-based tool used in order to reduce communication gap between job seekers and employers. E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Most of the existing mode of recruitment (manual recruitment) takes much time in processing the application form, existing system will not automatically send feedback to all applicant whose meet up with the job requirement but with the help of the developed system there is reduction in time to process the application form and there is automatic feedback from the employer to the job seeker that meet up with requirement. The objective of this work is to developed an efficient e-recruitment system capable of managing all stages of the e- recruitment process, including multi-job posting, agency channel management and candidate filtering to identify the most relevant candidates. The development e-recruitment system employs 3-tier web architecture. The system consisted of design activities that produce system specifications satisfying the functional requirements that were developed in the system analysis process. A Unified Modeling Language (UML) was used to build a formal model of the university recruitment system. The Web-based University Recruitment System (WBURS) was designed to be user friendly and it is easy to navigate. A Macromedia dream wave was used in coding and developing website; SWISHmax was also used for creating graphics and animation in developing the website. Structured Query Language (SQL) was employed in creation of the database for the website and adoption of PHP (Hypertext Processor) was adopted to connect the website to a database. The performance of the developed system was evaluated by consulting three university staff and relevant information was collated through personal interviews and questionnaires was administered to the staff of those university, Human Resource Departments and other relevant professionals of these university.
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Geofanny, Ravika, and Faraz Faraz. "Employer Branding and E-recruitment Against Interest in Applying for Generation Z Jobs." Psikostudia : Jurnal Psikologi 12, no. 1 (March 27, 2023): 146. http://dx.doi.org/10.30872/psikostudia.v12i1.9922.
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This study aims to determine how employer branding and e-recruitment influence the intention to apply for a job of Z Generation. This research is a quantitative study with 203 Z Generation As the Samples. This study uses three kinds of scales, including employer branding scale, Acceptance model of e-recruitment scale to measure how Z Generation’s Intention toward using e-recruitment, and an Intention towards company scale to measure how much Intention that Z Generation had to Apply for a job. The data analysis technique used in this research is multiple linear. The results of this study indicate that there is an influence of employer branding to the interest in applying for jobs of Z generation (t = 0.000 < 0.05). There is an influence from e-recruitment to the interest in applying for jobs of Z generation (t = 0.007 < 0.05). There is an effect of employer branding and e-recruitment on the interest in applying for generation Z jobs F count 40,520 with a significance value of 0.000 <0.05 (α = 5%). Based on the results, companies can use employer branding and e-recruitment as strategies to attract the interest of Z Generation in applying for jobs. This is also a solution to overcome the tendency of many generations Z who refuse to work in a company.Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh employer branding dan e-rekrutmen terhadap minat melamar pekerjaan Generasi Z. Penelitian ini merupakan penelitian kuantitatif dengan Sampel 203 orang generasi Z. Penelitian ini menggunakan tiga jenis skala, yaitu skala employer branding, Skala model penerimaan e-recruitment untuk mengukur bagaimana minat Generasi Z dalam menggunakan e-recruitment, dan skala minat terhadap perusahaan untuk mengukur seberapa besar minat Generasi Z untuk melamar pekerjaan. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi linier berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh employer branding terhadap minat melamar pekerjaan generasi Z (t=0,000 < 0,05). Terdapat pengaruh e-recruitment terhadap minat melamar pekerjaan generasi Z (t=0.007 < 0,05). Terdapat pengaruh employer branding dan e-rekrutmen terhadap minat melamar pekerjaan generasi Z dengan F hitung sebesar 40.520 dengan nilai signifikansi 0,000 < 0,05 (α=5%). Berdasarkan hal tersebut, perusahaan dapat menggunakan employer branding dan e-recruitment sebagai strategi menarik minat melamar pekerjaan Generasi Z. Hal ini sekaligus menjadi solusi mengatasi kecenderungan banyaknya Generasi Z yang menolak bekerja di sebuah perusahaan.