ENHANCING CAREER DEVELOPMENT WITH ELECTRONIC RECRUITMENT
1 University of Turku (FINLAND)
2 Satakunta University of Applied Sciences (FINLAND)
About this paper:
Conference name: 6th International Conference on Education and New Learning Technologies
Dates: 7-9 July, 2014
Location: Barcelona, Spain
Abstract:Electronic media allows new ways to find qualified staff. There are differences in these services, especially when it comes to recruitment services offered by individual companies. Electronic recruitment – or e-recruitment - gives new opportunities to faster find right person to the right job. It may significantly speed up recruitment and give more control to both the employers and employees.
E-recruitment makes it possible to contact the employing company directly, and the potential employee can get to know the company before the applying to the company. In fact, companies should take into consideration what is on the web-site: if the information is not relevant to the job-seeker he or she might head to more interesting sites. The impact that web-site has on the image is significant, and it does affect also recruitment.
The application form is usually the method used in mapping candidates suitability for the job. It may be used to identify key issues in recruitment like skills, educational background, previous career and motivational aspects (adapted from Roberts, 2002). One of the most important functions is that it is used as a basis for deciding which candidates will be eliminated at this point and which ones will be asked to the interview (Wood & Payne, 2000).
E-services and electronic recruitment:
E-services refer to services which are being offered through electronic network to the user (Rust & Kannan, 2002; Rust & Kannan, 2003). Generally, information and access to it are the key elements in e-services. This is why recruitment is one of the areas where e-services can have a major impact –e-recruitment is based on information about available jobs (Galanaki, 2002).
How can companies take advantage of e-recruitment? There are three main options here (Galanaki, 2002):
- adding information about vacant jobs and recruitment in their company to existing web-pages (Scheyer & McCarter, 1998). This can be a very cost-effective way to deploy e-recruitment
- simultaneous advertisement in printed media and internet. For example, the same add can be in a newspapers and on newspaper's website (CIPD, 2006)
- using portals and web-sites which specialize in recruitment related services. These can include listings on vacant jobs, registers and CV's, for example (Rudich, 2000)
The decision on how to take advantage of e-recruitment is therefore a company-specific challenge. Smaller companies may benefit from using portals and specialized web-sites in seeking employees (Hansen, 1998). On the other hand, established companies can benefit from a variety of e-recruitment approaches (Greengard, 1998).
In the empirical part we are focusing on the e-recruitment services that companies provide. Information on vacant positions and transaction-related features of the web-site are important in order to make the employee interested in working in the organization. The focus is on academic employees and their competencies with electronic recruitment services.
Today people who are looking for work may find information from companies’ web-sites which helps in finding the right job. Internet-users are becoming more familiar with e-services in their everyday life, and so it becomes natural to use internet also in looking for a job. As a result, companies wanting to find the best employees might want to develop their e-recruitment services, or other companies pick the best of them.