Topic 2: HR Recruiting and Staffing

As I learnt before, recruitment is a process to identify the source of manpower to meet the requirement of the staffing schedule and stimulating and encouraging them to apply for jobs in organization. While, staffing means filling up a vacancy of positions in an organization structure. This process involves identifying workforce requirement, inventorying the people available, and recruiting, selecting, placing, promoting, appraising, planning the careers and training people.

In this topic, I learnt a lot especially about E-recruitment. Basically, E-recruitment system refers to the recruitment process, including placing job advertisements, receiving resumes, and building human resource database with candidates and incumbents. E-recruitment system has been adopted in many organizations either from large organizations to small size companies even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet and correspond with the applicants by e-mail. It mostly conducted by using an organization’s own Corporate Web Site or a Web-based job site. In facts, this system brings the benefits to the organizations.

Besides that, E-recruitment system is a system use of Internet to attract high quality candidates, reiterate their company profile and branding and streamline application and selection processes. So, through this system employers can electronically advertise jobs, scan and store resumes, conduct test, and contact qualified applicants by using the power of the Internet to match people to jobs. 

Nowadays, e-recruitment system is an example of e-government applications. The e-recruitment system were to identify and reach large of qualified candidates, advertise with dispersed location, provide cost effective method, save the recruiting process time and increase image of organization. E-recruitment system can also increase the image of organization, especially when building a corporate recruitment site of innovation and flexibility. Furthermore, the organization which with a strong brand name and strong geographical presence found their corporate Website could able to attract more applicants.

 Finally, e-recruitment is considered as a very good tool to reach the global target. It appears that other than language barriers, which can be overcome and the Internet have no boundaries and it can speed up the recruitment process as well as reduce administration. So that, E-recruitment is something that cannot be ignored but the process should conform to all the criteria of more traditional approaches and should be regularly monitored to ensure that it is delivering the required result.

(395 words)

Reference:

Arun Kumar, R. S. (2000). Personnel Management Theory And Practice, 3 Vols. Set. Delhi: Mehra Offset Press.

Cushway, B. (2004). The Employer's Handbook 2012-13: An Essential Guide to Employment Law . Britain: Kogan Page Limitated.

Harold Koontz, H. W. (2008). Essentials Of Management. New Delhi: Tata Mcgraw-Hill.