E-Recruitment is an essential process of modern human resources management that is experiencing revolutionary transformations. Okolie and Irabor mentioned that E-recruitment completely changed the way different businesses approach the recruitment process. It allowed reprioritizing of needs and opportunities in the talent development and employee organization. New opportunities provided an ultimate ground for further development and progress by avoiding monotonous and time-consuming work such as paper collection and promotion.
E-recruitment opened the borders helping both employees and employers identify the best option according to their requirements. Continuously developing technologies allocate convenient platforms for multistage performance recruitment by monitoring job vacancies, attracting new candidates, collecting their data, and structuring it based on candidate requirements. These options help select the best choice for human resource managers.
Performing more organized and efficient E-recruitment seems to be one of the best options for candidate selection. According to HR-On, E-recruitment benefits the modern candidate selection process by saving time, providing dynamic content, minimizing hiring costs, offering practical and accessible methods, personalizing the design, and modifying systems. The range of benefits and opportunities facilitated by E-recruitment tools is expanding with new changes in the job market.
From my perspective, the most curious and critical advantages of the E-recruitment system are its time efficiency and flexibility. E-recruitment considerably shortens the hiring process, including interviews, internships, and the checking process. This system minimizes the time required to filter applicators’ data and resumes by analyzing and managing the entire module. It helps the organizations and human resources managers to obtain information about desired candidates in the shortest possible time. In case of emergency, e-recruitment could be the best option.
Another benefit of e-recruitment is associated with its flexibility and simplicity in regulation. Software used in e-recruitment could be easily modified based on the company’s request to add or remove some features. HR-On highlights that these features could include information about education, experience, and competencies the employer is interested in. The software also allows for creating a database of the candidates for the position expanding the choice. In my view, these two features of E-recruitment make this process ubiquitous, opening new borders from two sides. Firstly, they help to choose only candidates who are suitable for the presented vacancies. Secondly, they barely influence its internal operation, as effective timing and cooperation produce results without delays. Lastly, introduced benefits help to recognize talents necessary for an excellent performance.