Adroit Market Research - Industry Insights
Impacts Of Online Recruitment Process On Businesses.
By Priyanka | Mar 2019
Nowadays, industries are becoming more online-based while dealing the HR management activities. A number of companies prefer online-recruitment solutions to pick and attract best fit potential candidates also, online career portals have a huge number of qualified candidates that fit every role. Addressing the efficiency of the online recruitment process and generating solutions for difficulties that online recruitment process pose is a major focus of study these days. This study highlights the effectiveness of online recruitment and also determines the phase of recruitment in which organizations get more benefits by using the internet and the HR executives train themselves for better.
Nowadays, industries are becoming more online-based while dealing the HR management activities. A number of companies prefer online-recruitment solutions to pick and attract best fit potential candidates also, online career portals have a huge number of qualified candidates that fit every role. Addressing the efficiency of the online recruitment process and generating solutions for difficulties that online recruitment process pose is a major focus of study these days. This study highlights the effectiveness of online recruitment and also determines the phase of recruitment in which organizations get more benefits by using the internet and the HR executives train themselves for better.
Introduction
To recruit the skilled and talented workforce from a huge pool of candidates is one of the main challenges of any organization. The prospect of a fruitful organization does not only based on financial benefits but also based on how the organization develops and combines its’ human capital. Recruitment is one of the significant jobs for Human Resource management since it implements the essential function of bringing the more important resource –human capital in the organization.
Due to the technological innovations and globalization, presently organizations rely on the online platform to recruit the suitable candidate. Online recruitment typically states the use of web-based capitals and technological inventions for screening, inviting, and choosing the desired candidates. Nowadays, a number of organizations prefer an online recruitment solution to select a skilled candidate with less time and cost.
Objectives of the Case study
The main objective of this study is to analyze the efficiency of online recruitment of employers. Some other objectives are:
- To discover the advantages of online recruitment
- To recognize the preference of online recruitment platform
- To find difficulties in the recruitment process and generate an appropriate solution
- To evaluate the development of the recruitment process
Benefits of Online Recruitment over Traditional Recruitment
- Wide geographical reach: Online advertising is easier to choose candidates than advertising in prints. This process gives you better to chance to find a suitable candidate for job positions.
- Speed: Online job posts go live in a few minutes and candidates can do respond immediately.
- Lower Cost: Online recruitment saves both costs as well as time. Targeting the best websites for skilled candidates, this process is a very cost-effective option.
- Interaction with candidates: Recruitment through email and websites is the way of the future. Your queries are answered in few seconds and entire information is immediately accessible.
Case Study Description
Case 1:
With a huge expansion of the business worldwide, the leading organization Nike’s recruitment department was confused with a large number of applications. Along with only four recruiters on the recruitment team, it was problematic to go through every CV and to response to each candidate. In such a case, an intelligent recruitment solution will be adopted to reduce both the cost and time dedicated to filling every position were in urgent requirement. Additionally, the entire quality of talent was likely to increase.
Solution
Nike collaborated with Jobpartners ActiveRecruiter to help and manage the company’s overall recruitment process. Applicants can directly apply to the company’s official website for particular jobs, or they can get further recruitment information through newspaper advertising or external recruitment websites. The ActiveRecruiter system automatically matched applicants with the preferred job positions saved in the ActiveRecruiter files. In such a way, this system reduced the workload of HR staff and empowered then to perform more consultancy.
Result
Online recruitment process saves both hiring time and cost, and free HR staff from a heavy workload. Initially, the company assessed that ActiveRecruiter has decreased recruitment cost by near around 54% since the online recruitment system was implemented in July 2002. Additionally, time-to-hired reduced from an average of around 62 days down to 42 days. At last, every recruitment team member distributed with 15 concurrent recruitment processes, while having a period to accomplish their consultant role for managers in job hiring processes.
Future
Nike will keep modernizing ActiveRecruiter to manage the entire quality of the online recruiting process. Then the HR team will get more time to develop interview methods to make sure that the company can achieve its online recruitments target and draw quality people with required attributes and skills.
Case 2:
Tesco is one of the leading grocery retailers of UK. Tesco has stores in more than 10 countries in Asia and Europe, and it is the third largest retailer across the world. The main concern related to the recruitment process was to recruit skilled candidates from a number of applications. It was very time consuming and hectic task for the HR department.
Solution
Tesco follows online recruitment process since 2011. The company now uses its own website for the recruitment process. Tesco uses the internet to fill vacant positions such as bakers, pharmacists, and others. This data replicate the effectiveness of online recruitment for Tesco. The company also employs Google for external recruitment by ads on Google.
Tesco also employs Bond Talent program to fill the job vacancies. With this mode of recruitment, Tesco able to manage time to recruit that is considered as a key performance indicator. With the online recruitment process, the company saves near around 50% cost of recruitment. Likewise, the company also saves around 35% time to hire candidates.
Result
The result of the online recruitment process of Tesco indicates that this solution is effective in terms of both costs as well as time. Additionally, it is also recognized that online recruitment is also effective in emerging competitive edge by enhancing the market image and recruiting quality candidates.
Conclusion
This study has discovered the efficiency of the online recruitment process, case studies of Nike and Tesco are also used to draw outcomes. It has been discovered that online recruitment is efficient in terms of saving selection cost, decreasing time to hire and helping organizations in emerging competitive edge and drawing suitable candidates. It has been examined that online recruitment system will be expected to grow into the coming years. The use of online recruitment process provides benefit in terms of economies. Hence, this process of online recruitment would attract a huge number of organizations to capitalize their resources in the emerging online recruitment supply chain.