E-Recruitment

E-Recruitment – Critical Evaluation:

Prior to the critical evaluation of e-recruitment, it is important to understand the concept and purpose of it. Throughout the recent literature and latest research studies, e-recruitment is defined and explained by several authors and scholars. According to Maurer and Liu (2007) e-recruitment is an advance and technological approach of recruitment that enables the HR managers to use online platforms in attracting and potential and required candidates. At the other end, Parry and Wilson (2009) compared the approaches of traditional and e-recruitment techniques by adding that the core purpose is to attract and hire the best individuals available in the market. But when it comes to the online channels and electronic platforms, it makes the entire process smooth and result oriented. In addition to the above, Panayotopoulou, Vakola and Galanaki (2007) defined that the electronic mode of recruitment helps organization in automating the entire process and ensures the selection of required skilled, expertise as well as the qualifications.

A part from the theoretical views and perspectives, the practical context also reflects that e-recruitment is widely adopted and applied by almost every corporation across the world (Thompson, Braddy and Wuensch, 2008). Dileep and Ramesh (2009) also concluded from the research findings and expressed that the corporate websites includes all the information about the job vacancies which is helpful for candidates to understand. At the other end, Othman and Musa (2007) expressed very important point by adding that a job advertisement posted in company’s websites is more reliable and authentic as compared to the recruitment agencies and other traditional methods. The main reason is argued to be the fact that job seekers trust the organizations most. In addition, corporate websites as an electronic platform of recruitment also allows both parties (i.e. corporations and candidates) to communicate faster...