institute for employment studies
publications by IES authors
|% Use||% Plan|
|% No plans|
|1. Describe and advertise vacancies online||88||6||6|
|2. Post jobs on free internet job boards||43||8||49|
|3. Have dedicated recruitment website/page||67||17||17|
|4. Post jobs on recruitment agency sites||44||6||51|
|5. Respond to requests for further info online||61||11||28|
|6. Track sources of online applications||35||18||47|
|7. Build database for future vacancies||28||13||59|
|8. Applications completed online||34||25||41|
|9. Offer online self selection exercises||10||12||78|
|10. Initial screen on qualifications online||24||16||60|
|11. Initial screen competencies online||13||13||71|
|12. Use personality tests at initial screen||7||6||87|
|13. Use online test at assessment stage||3||7||89|
|14. Invite candidates to interview online||25||13||61|
|15. Notify non-selected candidates online||27||13||60|
|16. Make job offers online||10||9||80|
|17. Give feedback to non-selected candidates online||12||8||80|
|18 Report on the diversity profile of candidates||9||2||89|
|19. Seek candidate feedback online||8||0||92|
Irish organisations that have implemented e-recruitment methodologies have done so for a number of reasons, most notably:
The most notable benefits reported by organisations having introduced e-recruitment are the cost savings, which have mainly been due to reduced advertising costs, a reduction in the resources required to process applications, and a reduction in recruitment agency costs.
Other substantial benefits include more efficient management of communication with candidates, and the ability to easily report on key performance metrics as a result of Internet-based tracking systems.
The challenges faced by Irish organisations in implementing e-recruitment have included problems with the technology and difficulties in tailoring e-recruitment systems to meet the particular needs of their recruitment process. Other challenges have included problems with having to simultaneously operate both online and offline systems, and a lack of integration of e-recruitment systems and existing HR systems.
A traditional concern with e-recruitment was in relation to its acceptability to a broad range of applicants. This appears to be becoming much less of an issue, as more and more applicants are using the Internet as part of their job search process. In fact, there is significant evidence to suggest that the Internet is the preferred application method for a large majority of candidates. Nevertheless, many organisations involved in this research showed concern in relation to candidate access and perceptions, and are designing their online processes to be as candidate-friendly as possible, in addition to accepting applications, in some cases, by other methods.
The report clearly shows that online recruitment has established itself as a significant part of the recruitment strategy and practices of a wide range of organisations operating in Ireland. In an increasingly competitive recruitment market, it is critical that organisations maximise their use of the Internet in the recruitment process, or risk losing out on quality applicants as the Internet becomes the standard job search and application medium for job seekers.
The report identifies a growth in the use of online systems to track and manage candidate applications, especially for larger organisations, where there will be significant benefits in terms of efficiency, cost, and capability to monitor and report on recruitment activities. It also identifies significant potential for relevant and objective online screening and assessment tools to add value in terms of matching the competencies and skills of the job applicant with the requirements of the organisation in an efficient and cost-effective manner.
The findings of the research would suggest that organisations need to examine and challenge their existing processes and strategy in an effort to identify the barriers to attracting and recruiting the best talent in a timely, customer-friendly and resource-efficient manner.
The report highlights a number of key areas that organisations should consider to ensure successful implementation of an e-recruitment strategy, including:
This report provides a new benchmark on practices and trends in e-recruitment in the Irish market. It provides organisations with an indication of how advanced/developed their e-recruitment practices are in relation to other organisations, and will help identify where their e-recruitment strategy needs to be further developed to enable them to attract and recruit the best candidates in the most efficient manner possible.
e-Recruitment: Practices and trends in Ireland, Reilly P, Barber L. , Public Appointments Service, Ireland, 2006.
ISBN: 978-0-95505-402-0. PDF Download only: £free
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