WEB BASED HUMAN RESOURCE PLANNING : Recruiting and Staffing

E-Recruitment system is an online job application where candidates can submit their application via the internet and for processing system for employer to make advertise about job opening. The mission of the recruitment and staffing systems is to help HR Management to find out the right people to fill the job vacancies in the organization and to decrease the employee’s turnover. According to David (2008), online recruitment has opened up the opportunity simultaneously to post jobs to multiple channels such as job-boards, the corporate website, universities and recruitment agencies. The main components in this system are input, HRIS database and output. Input components contained Accounting Information System and HR research subsystem such as job analysis and evaluation.

There have a lot of advantages by using online recruitment where it can reach the large target. It is easy for an organization to meet high quantity and quality applicant either the applicants are from local or oversea. Online recruitment also can reduce cost and time which can reduce cost of newspaper advertisements, reduce mailing cost and also reduce workload of HRD. The organization can advertise the job vacancies through publish the available position on company’s website.  According to Cober, Brown, Blumental, Doverspike and Levy (2000), cost of traditional system of recruitment was $8000 to $10000 per position compared with only $900 for online recruitment. Other than that, online recruitment can make the selection process become easier, more efficiency, get information quickly and easy for streamline the recruitment process. Chapman & Webster (2003), online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

However online recruitment also have disadvantage where it can caused information overload, limited to user to access, missing the information, lost of information and too much computerize. Due to online recruitment had provide a lot of information, it can caused the applicants dealing with so many application including the unsuitable ones and have high probability for them to lost some needed information. This can encourage applicants to apply for jobs without assessing their own qualifications for each job and cause large of number of applicants for every job openings. Online recruitment also limit user to access where it only limit for the employee in the organization to access and need password. Besides that, online recruitment also have high risk in missing of the information where risked by the virus and spyware and caused the information will be missing and corrupted.

This topic give me explanation the intersection between the use of technology for recruitment and use of HRIS in organizations. Too many advantages that I got for online recruitment from this topic.

D. S. Chapman & J. Webster. (2003). The Use of Technologies In the Recruiting, Screening and Selection Process for Job Candidates. International Journal of Selection and Assessment. 

P. David. (2008). Online Recruitment Connects 3 with Top Talent. Human Resource Management International Digest. Emerald Group Publishing Limited.

R.T. Cober, D.J. Brown, A.J. Bluemental, D. Doverspike, D. & P. Levy. (2000). The quest for the qualified job surfer : it’s time the public sector catches the wave. Public Personnel Management.