Recruitment and staffing provide the overall framework for the process of planning, recruiting, selecting, and hiring employees. Recruitment is the process of attracting, screening and selecting qualified people for a position in an organization. Staffing is the process of selecting and train individuals for specific job functions and charging them with the associated responsibilities. So E-recruitment system develop to decrease employee’s turnover and to help human resource management to find the right people to fill the job vacancies in organization. It will help organization more in recruitment and staffing their staff quickly and effectively. E-recruitment system is the online job application and processing system for employers to advertise their job opening and for candidates to submit their application via Internet.
There are several advantages of recruiting and staffing by using web based human resource planning, first it will reduce cost and time. Organization can advertise all the available positions in company’s website and it will save a lot of advertising cost from advertise it on newspaper advertisement and also reduce mailing cost. At the same time, others will get the information quickly when the system gives the update information. On the other hand, the selection process will be easier with describes the job vacancies and their requirements through internet. It also will help the human resources executive make an appropriate selection to fill the available position based on candidate’s qualifications.
Every thing has their pros n cons, same with this system. The main risk when use system is the information will be risk by the virus and spyware. When this situation happens, all the information automatically will be missing and corrupted. Sometimes, the system is hard and limited for users to access especially in critical time, only the employee in the organization easily to access. In addition, the information in the web too many and overload. Candidates have to search amount thousands of job specifics and dealing with so many applications including the unsuitable ones.
Research by Breaugh and Starke (2000) has identified the impact of online recruitment on recruitment objectives for the recruitment process, including:
a) Cost – research has consistently shown that online recruitment does reduce costs (Cappelli, 2001; Chapman & Webster, 2003; Galanaki, 2002).
b) Speed of filling job vacancies – online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.
c) Psychological contract fulfillment, employee satisfaction and retention rates – these three goals are important of the recruitment process and have a close relationships.
d) Quality, quantity and diversity of applicants – the quantity, quality and diversity of applicants are three other important recruitment objectives (Breaugh and Starke, 2000).
In conclusion, administration can easily update all the information via using the web based system and online recruitment and staffing may permits administration to cast a wide net across a broad labor market and also more likely to reach high-quality applicants.
REFERENCES
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26, 405-434.
Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career Development International, 7, 243-251.
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