Role of Websites in E-Recruiting - Research Paper Example

? E-recruitment E-recruitment is the process of creating a group of candi s to fill in a position through the use of information technology networks. Organizations are using technology to improve competitive advantage. Human resource information systems are a software solution for businesses. The software helps to automate human resource, recruitment and development activities. The roles and functions of human resource managers are gradually being affected by web based technologies. The process of selecting candidates can be through internet or intranet, that is, internal or external. E-recruitment is also referred to as online recruitment (Briscoe, 2012). The job applicants are expected to forward a CV together with the cover letter through online platforms. The job advertisers retrieve the CV and screen it (Schweyer, 2004). This procedure applies to multiple candidates seeking to fill the same position. This method differs with the traditional form of recruitment that used involve paper work, travelling and interviewing. Technology allows online interviews and selection processes. Studies show that over 55 percent of software developers and engineers recruited in the United States followed the online procedure. Majority of the engineers came from India and were interviewed through video conferencing and online testing (Hopkins & Markham, 2003). This has allowed companies to get the best skills from the global market. E-recruitment is not effective when there is a vital need for physical interactions with the clients or interviewees. The striking advantage of e-recruitment is the enhancement of access (Schweyer, 2004). The applicants can overcome geographical barriers when it comes to applying for a job. The process gives the applicants instant replies unlike the traditional systems (Hopkins & Markham, 2003). As more people gain access to technology, e-recruitment is growing at a fast rate. It has made the processing of employees data faster and efficient (Hopkins & Markham, 2003). Modern organizations use agencies that adversities vacancies at cost effective prices (Briscoe, 2012). A telling example is Nike which has gained tremendously from the installation of the software ‘active recruiter’. This helped reduced the time of refilling vacancies by almost a month. Resumes can be stored in large data bases and information is seldom lost. The process of mitigating unwanted results involves ensuring foolproof software is used in the e-recruitment process. Each applicant is treated as a potential employee (Briscoe, 2012). Therefore, the online platform used in the recruitment process is designed to ensure that job applicant reveals their potential and vision for the applied position. This entails having installation of effective and efficient data base software and the use of competent personnel (Hopkins & Markham, 2003). The software ensures that recruiter is part of the process and applicants have active and responsive profile pages on websites (Brewster, 2003). The online system for recruitment sends automated messages to the applicants after some duration (Juana-Espinosa, 2012). This ensures the system remains updated. Studies show that e-recruitment has saved over 50 percent of recruitment costs. Mitigating unintended results Organizations must ensure they use competent staff in carrying out the online procedures (Hopkins & Markham, 2003). The human resource information systems should be customized to meet the goals and expectation of the company (Brewster, 2003). HRIS should encourage a response and interactive environment between the employees, management and job applicants. The information technology department should recommend the most efficient software through careful research and recommendations (Hopkins & Markham, 2003). Organizations through invest is secure systems to ensure that the hackers have to access to private information. An increasing number of organizations are becoming vulnerable to cyber attacks. It is recommended that organizations develop means of allowing applicants to reveal their character and individuality (Schweyer, 2004). The online interactions may be adequately revealing the attributes of an applicant (Briscoe, 2012). This can lead to unintended results. Many companies have taken applicants who are incompetent because the online platform offered a superficial representation of the applicant (Brewster, 2003). Therefore, the human resource information system should ensure that service delivery is not compromised and that interactive and responsive systems are installed. This can give a clearer representation of the individual traits. Online systems lessen the ability for job applicants to be creative and thoughtful. Many organizations websites that tend to have similar features (Juana-Espinosa, 2012). This causes the job applicants to copy and paste information which can result to unintended results. This can be addressed through offering structured online interviews where the competencies of an applicant are tested before approval. The e-recruitment systems should be customized to ensure that structured interviews and applicants are assessed and verified. This demands installation of software that is verifiable (Brewster, 2003). This can minimize cheating. The emergence of thousands on online recruitment systems has caused information mix up leading to undesired results (Juana-Espinosa, 2012). When multiple applicants are filing the same page, the systems tend to be overwhelmed (Briscoe, 2012). This causes similar queries to give different results. the is problem can be militated by ensuring information technology and software services are outsourced to technological companies that specialized in online databases and web administration. In case of where some keys malfunctions, then both the employer and applicant cannot access the information they need. In the worst case scenario, e-recruitment systems or HRIS can collapse causing the loss of massive data and information. Such disasters can lead to losses (Brewster, 2003). Companies are expected to have robust backup systems to ensure that data and information can be retrieved swiftly incase of system failure. Employee psychological contracts Online recruitment can ensure the psychological contracts of the employees are fulfilled through facilitating interactive contacts (Hopkins & Markham, 2003). HRIS and e-recruitment systems should ensure that employee maintains control over the environment and information being received (Juana-Espinosa, 2012). This occurs through active control and reciprocal communication. Attracting quality candidates Attracting high quality candidates and members of diverse groups for job vacancies entails having a reputable name in career development. Employees target companies that have robust talent and reward management systems (Juana-Espinosa, 2012). This includes promotions, teamwork, participation and remuneration. Companies aiming at the finest candidates are expected to have competitive market standards and less staff turnover (Schweyer, 2004). The plan to capture diverse groups demands that companies invest in effective online systems (Schweyer, 2004). Job applicants are likely to shun successful companies ostensibly because of the nature of the online systems being used (Juana-Espinosa, 2012). The current job market increasingly perceives organizational image through the quality, capacity and effectiveness of websites (Brewster, 2003). Therefore, candidates tend to participate where online applications are attractive and responsive. Some of the multinationals have developed Smartphone applications to ensure direct and personalized communication with potential clients and job applicants. The strategy has been successful (Briscoe, 2012). The applications lead to a centralized database which ensures the organizational branches give the same information to different applicants. Attracting high-quality candidates through e-recruitment procedures and approach demands the use of screening software that filters the information needed without having to spend much time on every application. Some of the software can give past information about each applicant (Juana-Espinosa, 2012). This helps to shortlist the required competencies and giving quick response to the job applicants. The HRIS systems must have specialized capabilities to ensure the accurate information is given and the best candidates are shortlisted to the next level of interviewing. Role of Websites Websites play a central role in e-recruitment processes. Organizational websites are expected to provide sensory information through formal features and representational richness. This includes the audio and visual channels in the websites. Each perceptual channel should give quality information. Organizational websites are expected to be attractive, interactive, responsive and authentic (Brewster, 2003). This creates extra incentives for job applicants. Rich media is said to have a strong appeal to the recipients according to studies. A classic example for such a website is Google website. The website is known to give videos of its employee’s experiences using 3D technology. The website is perceived to be persuasive to the job applicants through pictorial representation and ease of use. Additionally, the website facilitates reciprocal communication and interactivity capability. The Skype website is known to offer virtual tours of its office environment. This means that job applicants can have a visual idea of Skype’s global offices and external soundings. Security controls The e-recruitment systems and HRIS must ensure that the attributes of security have been achieved (Brewster, 2003). These attributes include availability, confidentiality, privacy and integrity. Organizations are expected to have cryptographic systems that ensure that hacking and eavesdropping attacks are prevented. This makes the HRIS confidential and secure. It is recommended that companies should invest in anti-malware software (Briscoe, 2012). The software is useful in ensuring Trojans, worms and viruses do not compromise the integrity of the systems. Companies must make deliberate steps to ensure phishing is not practiced. Phishing is the attempt to solicit private information for financial gain. This can be prevented through firewalls and discretionary access control systems. Intrusion detection systems are useful in ensuring attacks are detected and blocked. The system can be used to complement the secure socket layer which is a suite of protective protocols. References Brewster, C. (2003). Contemporary issues in human resource management: Gaining a competitive advantage. Oxford: Oxford University Press. Briscoe, D. R., Schuler, R. S., & Tarique, I. (2012). International human resource management: Policies and practices for multinational enterprises. New York, NY: Routledge. Hopkins, B., & Markham, J. (2003). e-HR: Using intranets to improve the effectiveness of your people. Aldershot: Gower Publishing Limited. Juana-Espinosa, S. (2012). Human resource management in the digital economy: Creating synergy between competency models and information. Hershey, Pa: IGI Global (701 E. 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