e-recruitment(HRM)_ppt

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Information about e-recruitment(HRM)_ppt
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Published on February 17, 2009

Author: signin_shweta

Source: authorstream.com

Slide 1: Submitted by: Shweta Pratap 8NBGG134 To analyze the reasons why an organization adopts e-recruitment strategy over other modes of recruitment Index : Index Shweta Pratap (8NBGG134) Objective of study : Objective of study Shweta Pratap (8NBGG134) To analyze the reasons why an organization adopts e-recruitment over other modes of recruitment. Study case on the e-recruitment process in an organization. To find on how the organization hires people through the e-recruitment process. E-Recruitment : E-Recruitment Shweta Pratap (8NBGG134) Use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Companies advertise job vacancies through worldwide web. Job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Case Study : Case Study Shweta Pratap (8NBGG134) The Company Orange is the key brand of France Telecom, one of the world's leading telecommunications operators. France Telecom serves more than 177 million customers in five continents as of September 30, 2008, of which two thirds are Orange customers. The group had consolidated sales of 52.9 billion Euros in 2007 (39.9 billion Euros as of September 30, 2008). As of September 30, 2008 the group had 117.6 million mobile customers and more than 12 million broadband internet (ADSL) customers. Case overview : Case overview Shweta Pratap (8NBGG134) Four years ago, Orange began to use online job boards and it also launched its first careers website, which has evolved to today’s comprehensive portal: www.orange.co.uk/jobs, as well as a number of recruitment micro sites such as www.orange.co.uk/retail. One of the biggest issues for the HR team at that time was the need to be able to share information more easily. The front-end of the jobs portal had to be easy-to-use and navigate. But it also required a system capable of the volume recruitment campaigns that was executed. Orange chose StepStone’s i-GRasp to underpin the next generation of its recruitment portal, which was launched in 2005. Slide 7: Shweta Pratap (8NBGG134) In adopting the new software, Orange was able to re-define its e-recruitment processes, a move that delivered a number of positive benefits. E-recruitment has helped Orange to dramatically cut it’s spend on recruitment by £1.1 million last year. Analysis and findings : Analysis and findings Shweta Pratap (8NBGG134) E-recruitment is experiencing phenomenal growth, according to the Recruitment Confidence Index (RCI) e-recruitment special. Almost 50% of employers now go on-line to fill their vacancies – nearly three times the number who used the internet three years ago. Newspaper advertisements may have worked to find top talent in the past but Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs. Gaining occasional candidates for free by ensuring the e-recruitment website is easily found from the front page of the corporate website Slide 9: Shweta Pratap (8NBGG134) E-recruitment can produce cashable savings. Retaining speculative and star candidates for the future, and then contacting them when an appropriate vacancy is advertised effectively generating applicants for free. Reduced Administration Allows line managers to view applications online and seamless transfer of candidate information to employee records. Time becomes an issue and you need to minimize time-to-hire or else face the risk of losing good candidates to competitors. Meet candidate expectations and be more professional Conclusion : Conclusion Shweta Pratap (8NBGG134) Reach a wide pool of applicants Reach a niche pool of applicants Make internal vacancies widely known across multiple sites and separate divisions Provide the image of an up-to-date organization, reinforcing employer branding and giving an indication of organization culture Offer access to vacancies 24 hours a day, 7 days a week reaching a global audience Help handle high volume job applications in a consistent way Provide more tailored information to the post and organization. Recommendation : Recommendation Shweta Pratap (8NBGG134) Integrate with other recruitment methods so that all recruitment ‘tools’ work in harmony. Evaluate and monitor use – get feedback from applicants about how they found the process and take appropriate actions. Keep content fresh – don’t display vacancies out of date vacancies. If you don’t have any, say you don’t have any. Avoid jargon and ‘company speak’ in advertisements. Have a policy on how to deal with unsolicited applications. Provide contact telephone numbers in obvious places for those having technical problems. Conduct research into the most appropriate job board to host vacancies. Slide 12: Shweta Pratap (8NBGG134)

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