New Technologies in the Recruitment Process

 

Introduction

 

Most of us think the primary work task of a company is recruitment. The HR management team finds it incredibly difficult to look for new talent in the industry across the country in many different methods of recruitment in order to find the best possible candidates for the organization. Recruitment can be explained as the process of attracting, selecting, and hiring the most suitable applicants for vacant positions based on a candidate’s individual properties and their person-organizational fit. In the modern world, E-recruitment mechanisms became more popular and the e-recruitment process consists of attracting, sorting, and contacting applicants. There are two different types of recruitment methods that are employed by HR management teams. These are traditional recruitment method and modern recruitment method. 

The Traditional Recruitment methods

Local News Paper Advertisements

This has been the tradition in advertising a vacancy. And the simplest form of recruitment.

Employment agencies

Many organizations do employ through postings at employment agencies, where there are candidates looking for jobs.

Internal Hiring

Over the years most organizations have recruited through internal hiring program, through which the company often promotes employee who are already in the organization and looking for promotions.

The Modern Recruitment Methods

 

The Power of Social Media

The most common and inexpensive method of recruiting today. It allows you to find for a potential candidate within a short period of time. Social media like LinkedIn, Facebook, and Twitter can be used. Potential employees submit their resumes and credentials by using social media in the hope of landing a job.

Mobile Recruitment

Mobile recruitment is one of the most important factors as it allows recruiters to stay connected with their mobile and can easily do their recruitment anywhere, any time.

Job-boards

Job-board is one of the most important places where the recruiters and candidates frequently engage with it. There are so many Job-boards are available in the market that helps both recruiters and candidates.

Global Context vs Sri Lankan Context

In the modern world, internet has significantly influenced the governance of institutions. Due to the increase in global competition, business life has become more skill intensive and recruiting and attracting the right applicants at the right time have also become more important than ever.

In the modern world, e-recruitment mechanism started to become more and more popular due to their advantages in allowing human resources professionals to target a great number of candidates at a small cost. At present, many corporations are using online platforms such as

Job boards, corporate recruitment sites, social media websites in their recruitment practices.

Many organizations are utilizing internet in administering job applications. It is very
beneficial in comparison to traditional methods, due to lower costs, reduce hiring cycle period, and non-stop access for job seekers to the related job advertisements despite their physical location.

In Sri Lanka, most of the Companies, Banks, Authorities and Statutory Boards are maintaining their own websites. But they have not a separate section for recruitment on their website. And many Public and Private sector institutions are using traditional methods of recruitments such as advertising in Newspapers, posting from Employee Agencies as well as internal hiring. Most of the institutions do not have sufficient resources internally to manage their own website for the recruitment section. They will have to obtain assistance from a third party to create a link. Despite of higher cost, advertising job vacancies in National newspapers can be seen in Sri Lanka. Leading recruitment websites in Sri Lanka like www.topjobs.lk and www.jobsnet.lk are still not offering sufficiently advanced e-recruitment tools like online interviews, online testing etc. other than act as Job vacancy advertiser and Resume date base administrator.

However, several companies among the Leading top ten companies in Sri Lanka have automated and transformed their recruitment process to e-recruitment mechanism.  These companies are maintaining their own websites with recruitment section and on line application submission is available.

 

Conclusion

In Sri Lanka, since more e-recruitment activities can be expected in the future, there are more opportunities will also be opened for professionals who are having a higher degree of understanding on e-recruitment practice and strategies. In the other part of the world there are separate designations “Online recruiters’, E-recruiters introduced for qualified professionals in this area. In Sri Lanka, both employers and job seekers should adopt less time-consuming, less costly but more efficient recruitment practices.

 References

Weerakoon K. G. (2012) E-Recruitment Practices in Banking Industry in Sri Lanka: a case study, Academia.

 

Bayka E (2020) Digital Era and New Methods for Employee Recruitment: a case study, Researchgate.

 

Kaye/Bassman Blog (2013) Modern Recruitment Methods Vs Traditional Recruitment Methods. Available from: https://www.kbic.com/blog/blog/recruiting-executive-search/modern-recruitment-methods-vs-traditional-recruitment-methods/ [Accessed 21 March 2021].