The process of e-recruitment includes the following steps:
Figure 1: Process of E-Recruitment.
Step-1: Recognize the Need of Recruitment: There is a need for concise job description and qualifications at this step. This is done on the part of HR manager, but the consent of all the concerned parties is needed.
Step-2: Create an Attractive Job Advertisement: With the help of various expert advice the recruitment need is then converted into an attractive and impressive job advertisement.
Step-3: Select the Appropriate Online Space for Recruitment Advertising: Online advertisements could be given to carrier websites and job sites such as naukri.com, monster.com, discussion boards, social networking sites, etc. It does everything from the job seeker’s point of view, like Which steps he will take while searching for job vacancies in a company? What are the job requirements that are sought by the employer? How can the employer be satisfied about the efficacy of this method while the job seeker can have access to all types of information related to the company which is available to the recruitment manager? etc.
Step-4: Design the Application Process: Next step is to decide what will be the format of application form and which type of questions will be asked in it, e.g., who will do a particular task and who will be responsible for a certain task? Which stages are needed to be executed and what will be the outcome after every stage?
Step-5: Take Help of Recruitment Manager: The recruitment manager who directs the job board must ensure that his skills must be utilized to make sure that the job advertisement is posted at the correct job site with all the essential factors such as name of the post, location, salary, essential qualifications, etc.
Step-6: Consider the Methods of Applying: From the appointment,,s point of view, there are two methods of applying for a job. First is the applicant tracking system (ATS), having the option of ‘direct supply’ at the job site. Second is the email method of sending curriculum vitae. Now it is the duty of the HR manager to manage the responses and store these with vital details of candidates.
Step-7: Respond to all the Applicants: In this step, a recruitment manager has to make sure that he must have a proper tracking system for all the applications received at the site and the list of all successful and unsuccessful candidates. Moreover, he must give a response to all the applicants who have applied for the job. Failure to which might damage the reputation of the company and its brand.
Step-8: Consistency in Process: In this step, the recruitment manager ensures transparency of the whole recruiting process. He makes sure that everybody involved in the recruitment press whether the officials or the applicants know the recruitment strategy and process of the company very well otherwise he will fail to promote the company’s brand name.
Step-9: Formulate a Response System: The recruitment manager must ensure at this step that the candidates, who after making 3 or more unsuccessful attempts be told about the reasons and certain solutions to their problems so that they can improve their performance in the next interview. This will help the candidates overcome their frustration due to wastage of their energy and time.
Step-10: Calculate ROI: This step involves reflection and pondering over the whole process of recruiting new candidates for the staff and the efforts made in this regard by the recruitment manager. He also thinks about the financial gains of the investment made by the company in its advertising process.