The use of e-recruiting methods: are they in a vogue and effective? Some views
Nel, Pieter; Du Plessis, Andries; Marriott, Jeff; Mathew, Ashish
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Citation:Du Plessis, A., Nel, P.S., Marriott, J., and Mathew, A. (2007). The use of e-recruiting methods: are they in a vogue and effective? Some views. ANZAM 4-7 December, Sydney. Chapman, R. CD Rom. ISBN 186308-140-2 Proceedings of the 21st Australia and New Zealand Academy of Management Conference (ANZAM).
Permanent link to Research Bank record:https://hdl.handle.net/10652/2151
Previously a person applied for a job using the traditional method of sending a posted résumé which took days if not weeks to return with an answer. Times have changed and the era of electronic recruitment is alive and well. This paper presents the ‘conventional’ method of recruiting; including views of different ‘new’ ways, with the focus on e-recruiting, its effectiveness and suggestions that the ‘old’ system used to recruit people is in need of an overhaul as well. The computerisation of human resource departments also means advertising jobs on the Internet, including the screening of applicants through various software packages. Does this imply that e-recruitment is in vogue and that it is effective? Companies like Nike have utilized the electronic recruiting methods in the best possible way. Software like ‘active recruiter’ has helped Nike to completely change their recruitment process and make it more effective. E-recruitment therefore seems to be revolutionising the way employers hire employees