Recruitment The Process Of Searching The Candidates Commerce Essay

enlisting The Process Of exploreing The Candidates Commerce EssayAccording to Edwin B. Flippo, recruitment is the abut of searching the movedidates for employment and elating them to apply for tradings in the organization. Recruitment is the activity that links the employers and the blood line testers. A few definitions of enlisting arA move of queue uping and attracting capable appli female genitaliats for employment. The process begins when in the buff recruits ar sought and ends when their applications ar submitted. The solving is a pool of applications from which new employees be selected.It is the process to disc everywhere sources of human racepower to decent the requirement of staffing inscription and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an in force(p) live oning force.Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective emp loyees for the organization so that the management can select the right candidate for the right billet from this pool. The main objective of the enlisting process is to expedite the selection process.Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do non exist. Usually, the enlisting process starts when a manger initiates an employee requisition for a specific vacancy or an pass judgment vacancy.Objectives of the studyThe purpose of this paper is to examine the employed blood lineseekers perceptions and behaviors of third-party online enlisting technology adoption in Bangladesh. in that location are two objective of this studyGeneral ObjectiveTo analyze the give up online/ meshing put in enlisting selection of Bangladesh.Specific ObjectivesTo determine the steps involved with online recruitment selection process processes.To pop the question a guide to find step up online recruitment selection process to air searcher companies subcontract seekers.Show how this activities relate with the organization overall st set outgy and objective.To determine the organizational convenience regarding the online recruitment approach patterns.To account the candidates perception close online recruitment put ons.MethodologyTheoretically speaking, online Recruitment and plectron are two uncaring functions. Recruitment deals with the forming a pool of applicants for a particular product line, whereas Selection deals with finding the best atomic number 53 of the lot. in that respect are two methodsPrimary DataIn the primary source, information are being self-collected directly from m all multinational caller like AKTEL Mobile Company, GP (Grameen Phone) Mobile Company, British American Tobacco Bangladesh and much much.Secondary DataIn the secondary source, different textbooks and journals relating to the theoretical frame work o f the project was introductioned to define and to determine Online Recruitment Selection Process. Moreover, annual reports, partnership projects profile, related deliverd data, catalogs and besides from the earnings.LimitationsNo proper information some organization recruitment selection interview. The Multinational Company has legion(predicate) secrete policies for the organization which is very much related with recruitment selection process they were not enkindle to plant that information. Some information presented in this report may be biased, as people scat to avoid their take limitation regarding their cable and to hold an early(a)(prenominal) parts responsible for drawbacks of their own. Moreover, some information was withheld to preserve privacy of the company. So, they cant give the exact information ever. This report is prepared thoroughly base on secondary information so it cannot represent itself as a actual practices of online recruitment practices for the organization.Objectives of Recruitment SelectionTo attract people with multi-dimensional skills and experience that suits the present and future organizational strategies.To induct outsiders with a new opinion to lead the company.To inf recitation fresh blood at all trains of the organization.To develop an organizational culture that attracts equal people to the company.To search or head hunt people whose skills fit the companys values.To devise methodologies for assessing psychological traitsTo seek non-conventional development grounds for talent.To search for talent globally and not only within the company.To design entree pay that competes on quality but not on quantum.To anticipate and find people for positions that does not exist yet.Online Recruitment SelectionOrganizations offset started using computers as a recruiting tool by denote commercial enterprises on a bulletin plank inspection and repair from which prospective applicants would contact the comp any. Then some companies began to direct e-mail applications. Now some employers are not single posting m purposes and accepting resumes and cover earn on-line but also are conducting employment interviews on-line. Advantages for such Internet recruiting by employers include orbit much applicants.Having lower costs and faster response time frames.Tapping an applicant pool conversant with the Net.Employers ofttimes begin the Internet search process by establishing an organization sack station and listing barters on it. Alternatively, companies with a web page that specializes in posting strain listings (an Internet put-on service)-much like the electronic bulletin board of days gone by-can be apply by phone line seekers. Finally, online employment agencies can be subroutined to post communication channels and find applicants on the Net. One advantage of Internet recruiting is that it may improve the chances of contacting passive job seekers-those people who are not activ ely seeking work. Listing at popular job-search Internet orders is a good way to attract such browsing high-tech workers.27 Indeed, recent surveys show that about 37% of companies at once use the Net for recruiting, and the rate is increasing rapidly.Alongside the long-term growth in some(prenominal) temporary and permanent recruitment, there has been an explosion in online advertising. A generation ago the print medias lateralization in advertising looked unchallengeable but the emergence of the internet, the rise of job sites, the low cost and stronghold of advertising online, and companies use of their own websites has challenged that position.In 2006 recruitment advertising in print generated a total of 1.168 billion in revenues (down 13 per cent for the year) with online advertising worth 200.5 million (up 27 per cent).14 In a world in which 62 per cent of all UK adults are online, 50 per cent of internet users go online each day and there are 12 million online job seekers in UK, the web is an more than(prenominal) and more weighty way of connecting with potential employees.As a result of this65 per cent of FTSE 100 companies use the internet to recruit candidates.78 per cent of recruitment companies advertise job vacancies online.UK job sites topically satisfy around 40 million visits per month.Monster.co.uk alone has over two million CVs on its website.Developing rural like Bangladesh, also use online recruitment. About 77 per cent multinational company use the online recruitment at once.Bangladeshi website like job1, jobbd, and numerous new(prenominal) website is popular for jobseeker.The internet is also blurring the old, neat divisions between advertisers and recruiters. Websites are taking on some traditional recruitment functions, specially where employers are spirit to fill low-skilled jobs at minimum cost, while both employers and recruitment companies are investing in their online capability as a way of connecting directly with po tential applicants.Purpose of Online recruitment and selectionThe buzzword and the latest trends in recruitment is the E Recruitment. Also known as Online recruitment, it is the use of technology or the web establish tools to do the recruitment process. The tool can be a job website like naukri.com, joba1.com the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through and through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be bony by prospective employees depending upon their requirements.Process of bringing the prospective employee employer to stimulate / encourage the employee to apply for the job.Determine the present and future online requirements of organization in conjunction with its personal- planning and job analysis activities.Increase organizational individual effectiveness.Increases the pool of job candidates at minimum cost.To search for talents globally not within the organization.The necessities of online recruitment areLow cost.No intermediaries. decrease in time for recruitment.Recruitment of right type of people.Efficiency of recruitment process.Efficiency gains for the HR deptDrastic reduction in overall cycle time for recruitment from inviting applications to recruitment. Reduction in the time for data entry and processing the raw data. Reduction in time from the traditional manual communion modes to the web based automation.Economies of scale in advertising spend Reduced advertising spend from fewer and smaller adverts. Reduced need for advertising in the local dailies.Saving in storage space for receiving applications and scrutiny.HR staff carrying out higher value activities, for example workforce planning. little HR staff time spent on basic recruitment tasks.Completely tran sparent and suck up proof system with minimal manual intervention Easy handling of huge volume of data maintenance of confidentiality.Final master database handed over along with an archival of the images for future reference.Online recruitment is not expensive. By saving on time, design and print costs and targeting precisely the best sites for the best candidates, online recruitment is a very cost-effective option.Advertising online opens up a much wider candidate pool than advertising in print. This gives you a much better chance of finding the right candidate for the job amend ability to target specific audience.Huge saving in printing and postage costs.Cost of placing the job postings.Distribution of postings.Absence of middleman.Resume management.Quality of candidates.Quality of service.Less paperwork.Convenience.Speed.Benefits to the applicant24/7 entranceway code via the Internet with support available through local libraries at no cost to the applicantOnline spatial re lation update in the website. Online redress of queries No need to contact departments in person/phone.Application packs and job details are available online and job applications can be submitted online, thereby enabling a process that is not dependent on postal systems.Functions regarding online Recruitment SelectionIt is extremely important that HR managers find employees quickly to fill vacancies because otherwise the companies that they represent risk losing a lot of funds. So what should HR managers do to find employees quickly and effectively? The answer to this question is favourable for the companies that have embraced Internet job sites. hypothesise ads can be posted on the Internet literally within 5 10 proceedingThe Internet has increased the speed by which job ads can be posted for job seekers. It is now possible to post a job ad which can be pomposityed to thousands of job seekers within minutes. tone through ads is facilitated by key word searches that enable job seekers to find the job ads that are of raise to them, earlier than having to wade through pages of job ads in the newspaper. Traditional methods have required for a job ad to be carefully prepared and formatted, keeping in mind that it should be short and to the guide because of cost considerations. This has required for companies to prepare job descriptions that are described in brief. The result of short job descriptions can be catastrophic for HR Managers, because such ads often attract the wrong type of candidates. An conflicting job ad can result either in a flood of resumes from unqualified candidates or in a have it off lack of CVs. Either outcome requires extra work from the HR Manager.Internet job ads do not have the space limitations of print job ads. The benefit for HR Managers is that they can now use longer job description that fully describe the company, company location, the job requirements and the operative conditions offered. Some Internet job sites can ev en prepare company presentations in order for job seekers to get a better taste for the company and its culture. This has changed the traditional approach of HR Managers in preparing job ads. In effect HR Managers pass on some of the pre penetrateing to the candidates themselves who are better able to learn whether they meet the job requirements and equally important, candidates can better decide whether they wish to work for the company in question as described in the company presentation. The result is a higher response rate to Internet job offers in comparison to candidates who respond to print advertisements by candidates who fully meet job requirements. This is a win situation for the HR Manager and the job seeker.The Internet enables HR Managers to instantly patch up the employees that it seeksMany Internet job sites also have candidate databases that companies can use to fill vacancies instantly. These databases can usually be searched through by key word searches and sorte d by industry, location and other criteria. Such searches are facilitated by the fact that approximately candidates publish their minimal salary expectations which is very subservient for employers in determining candidate suitability for an opening. there are even some firms that enable employers to use their database free of charge, charging employers a percentage of each hires salary.Potential candidates can submit their job details to the CV database instantly using online forms that they fill out and send to the web sites database. Internet job sites ensure that their database is current by deleting submissions older than three months. Candidates that motive their job details to be posted for longer periods must(prenominal) update their CV periodically.Job seekers all over the world have the same instant access to all dataThe Internet enables for job advertisements to be accessed instantly by job seekers all over the world. This information is accessible to all job seekers regardless whether they live in Chicago or Jakarta. This has revolutionized recruitment, because for the first time it is possible to find candidates anywhere in the world without paying any extra charges. The exactly possible additional charge for companies is for relocation for hired candidates who live in other locations. Filling authoritative positions increasingly requires for HR Managers to search outside the company location. The revolutionary transformations taking place due to changing technology requires for companies to hire employees with knowledge of technology that did not even exist several years ago. finding the ideal candidate for such difficult positions to fill makes it more than worth it to pay for relocation charges. The savings accrued through the use of Internet job sites give more than make up for additional costs such as moving expenses. In addition, attracting skilled and experienced employees from outside the firm get out allow the employer to cons erve considerable sums that would otherwise have been required for training. Moreover, the company would not be expend these training funds on potentially unproductive employees, because they would have already been weeded out by the agent employer.The advent of Internet jobs sites has made recruitment an increasingly faster, more effective and efficient process. These new digital corporations make it possible for traditionally expensive newspaper advertisements to be replaced by digital ads that are many times less expensive than their printed counterparts. The popularity of this medium is on the rise, because access to this information is free of charge to job seekers who can efficiently and conveniently browse through job ads any time of day they desire. Employers are no longer limited by space considerations and can include much more about the job offered in their ads than could be through in the newspaper model. All this can be done instantly with just a click of the mouse.Ho w the Online Recruitment Selection WorkOnline recruitment and selection, e-recruitment and selection, or web based recruitment and selection is the use of online technology to attract candidates and aid the recruitment process. What this usually content is the use of a companys own website, a third-party job site or job board, a CV database or search engine commercializeing to fill vacancies.Careers websites Or Companys own websiteResearch suggests that the careers area of a company website is the second most visited area after the home page. People are always looking for careers opportunities so the use of a companys own website as an online recruitment resource is now common practice for many.Indeed, some companies integrate their careers sites to manage the entire recruitment process. Candidates not only apply for jobs via the website but these job applications are pushed through an online HR back-end where HR can monitor, rate and track applications, conduct psychometric test s, screen out unsuitable candidates and, in some cases, even set up interviews.Job sites and job boardsmost employers who have invested in any form of online recruitment will, at some time or some other, use third-party job sites and job boards as part of their online recruitment strategy. Job sites and job boards are websites that advertise big(p) numbers of job vacancies from many different recruitment agencies and employers.CV DatabasesA CV database is another important product in online recruitment. Candidates can upload their CVs to the CV database and these CVs are then released to recruitment agencies and employers to view and purchase. There are a number of dedicated stand-alone CV database providers, but many job sites and job boards offer access to CV databases as an additional service to basic vacancy advertising.Search engine MarketingSearch Engine Marketing is slowly becoming another element of online recruitment for employers. Search engine marketing for online recr uitment advertising generally involves utilizing Per-Per-Click advertising on search engines such as Google, Yahoo and MSN to drive potential candidates to careers websites. However, search engine marketing for recruitment does require some specialiser knowledge and largely remains the preserve of larger companies and recruitment consultancies. Smaller employers will generally only come into contact with search engine marketing when they engage an online recruiter.Online recruitersOnline recruiters are much like other recruitment agencies they work with you to create a job specification, look after the advertising, screen applicants and provide you with a shortlist of the best. Unlike recruitment agencies, however, their sourcing techniques are all online. They advertise jobs on job boards, scour CV databases for candidates, and utilize kind networks and search engines as recruitment tools. And, typically, they charge a flat fee for their service rather than a percentage of salary. Social NetworkingSocial networks like Facebook, MySpace, Bebo and professional networks like Linkedin offer employers another way of reaching potential employees. For many employers, their pages on social networks are often simply duplications of their careers websites. However, some companies are using recommend a friend and referral programs to encourage their current employees to promote vacancies to their friends on social networks. Again, however, using social networks to recruit can be resource-heavy and in the current candidate-rich market, it may be more work that it is worth.As you can see, online recruitment covers a wide range of activities in the digital media space. Obviously, mastery rests with choosing the most effective channel. In an ideal world you could use all of these channels. Realistically, there is seldom fair to middling time for that. With this in mind, we would encourage smaller employers to use job sites and job boards as a startle point in online recr uitment. Job boards offer the most cost effective and, perhaps more significantly for small and medium-sized companies, the most time-effective method of recruiting online.There is lots of online jobs website in Bangladesh. Like bdjobs, jobsa1, prothom-alojobs, jobsbangladesh, deshijob, apnarjob, jobsbd and much more. HR department of any company or job seeker search employee or job resume in this site. There are some steps we can follow for online search. They are..Online Jobs WebsiteC.V SortingWritten bear witnessInterviewOther TestFinal SelectionC.V of new jobseekerWhat the HR department of any company doEvery company has a different set of criteria and HR portal tailors its services and products to meet individual needs.7.4.3.1 First and foremost, you need to establish what you want.There are three main points of entry into the market7.4.3.1.1 Media BuyingThis is where you simply seek someone to place your adverts on the right job sites and negotiate the media rates. Sounds ea sy but in fact it can be a hit and miss affair if your adviser doesnt know the market particularly well.7.4.3.1.2 BewareThere is a right and wrong way to purchase online media advertising. Theres a world of difference between posting your ads to the sites you think are right (because youve heard of them or their pay heed sounds OK) and posting to sites you know are right (because hard quantitative data has proven they try the best candidates for given jobs).HR entrance has been gathering this hard data for years and updates it daily. It is based on how many candidates respond to each vacancy from each job site. They are now also measuring rod candidate quality by job site. After all, its better to target a smaller site that will yield a handful of suitable candidates than a bigger player that throws you hundreds of unsuitable people.7.4.3.1.3 And theres moreAs a major player in media buying in its own right, HR Portal enjoys economies of scale with the job sites. These cost sa vings are handed on to its clients, enabling them to buy online media at a far reduced rate than they could achieve alone.7.4.3.2 Media Buying with Pre-Selection/SortingIt is advisable to supplement your healthy media buying with a quick, effective candidate handling process. This way, the true benefits of online recruitment will be realized.A good Application Service Provider will develop and tailor such a programmed to your business dont just accept the cheapest programmed it is unlikely to be flexible. Make sure it meets your needs. Insist it is tailored to your business and kerb there will be strong support to get it up and running and maintained.HR Portal is very service and support orientated experience has shown that partnerships with its clients are far more fruitful than just selling and leaving.Furthermore, HR Portal finds that over time its clients needs change it is far easier to accommodate any updates and upgrades within an on-going relationship.7.4.3.3 The Full Mon tyWell not literally as in the film, but an impressive display of skills and expertise nevertheless.HR Portal can down a job on from scratch figure of speech the website, develop the candidate assessment and management software, identify the best job sites and post ads to them.By now you should feel more confident about venturing online to recruit staff. Once youve tried it out, youll be unlikely to reelect to print-only advertising. Online recruitment can offer so much more in terms of value, efficiency and effectiveness. It is the last in flexible and responsive job advertising.But remember, if a jobs worth advertising, its worth advertising properly. reckon time to research your options. Talk to some professionals in the marketplace and go for someone who can prove they have the right combination of media knowledge, buying power and software skills. Finally, make sure they will take time to understand your needs so you can invest in a partnership rather than a simple buyer/sel ler agreement.7.4.4 Tips for applying for a position onlineFully research the companys website. Test out the consumer experience on the website, to find out how that works.Dont be rushed to complete the application online in one go. Print out pages if you need more time to complete them. Take time to understand the approach.If possible, complete the form in an environment where you can concentrate.Answer all answers as honestly as possible. You will be asked about the answers you put in the online application in a later interview.Do searches for the company on the web. Get as much independent background information about the company as possible.Having completed the application once, dont fill it out again. This will produce duplicate applications, and will cause confusion for you.Make sure the email address you supply is one you check regularly, as employers will want to get back to you and will want a quick response.Write down user name and passwords for graduate websites for futu re identification.Make sure you have your CV in electronic format. This will save time, as most websites will ask you to upload your CV, and you can cut and paste it into the application form. onward submitting your form, double check you have answered all the questions you intended to, and have not left any gaps.Problems of online recruitment and selection slice you may wonder how too many candidates applying for your job could ever count as a disadvantage, it is a fact that dealing with inappropriate, irrelevant and bad candidates is the bugbear of many a HR manager. Candidate spam can waste a lot of time. However, with a bit of thought about what job site you use, how you write your job description and using candidate screening and filtering tools on job boards, it is possible to reduce the number irrelevant applicants.Thats right. Online recruitment wont always work. Not every job vacancy you post can or will be filled online. There will always be difficult-to-fill jobs that can only be filled by recruitment consultants, headhunters or in other ways. However, most companies tend to hire for pretty archetype job roles so this is seldom an issue. And with more and more job seekers choosing the internet to look for jobs, and more and more job sites and job boards specializing in ever more diverse areas, those difficult-to-fill jobs are becoming fewer and fewer.Limit the applicant audience as the Internet is not the first choice for all job seekers.Cause applications overload or unsuitable applications if care isnt taken drafting the job profile/specification.Exclude those who do not want to search for a new job online.Limit the attraction of those unable to fully utilize technology certain disabled groups. discover rise to allegations of discrimination, in particular the use of limited keywords in CV search tools.Make the process impersonal, which may be off-putting for some candidates.Impact on the cultural fit dimension of recruitment.Turn-off candidates, particularly if the website is badly designed or technical difficulties are encountered.Lose out on candidates, especially if your own website is below the search engine ranking of your competitors.Base recruitment decisions on subjective information found after trawling the Internet for personal information on candidates.Present problem of recruitment and selection practice in BangladeshBribe in the name of donationBiased recruitmentUnfair selectionQuota based recruitmentUnwillingness to recruit female candidatesPolitical recruitmentRecruitment biased by religion, groups and Recruitment biased by religion, groups and ethnic priority ethnic priorityNot following a standard systemProspects of online recruitment and selectionWith more and more Bangladeshi businesses, including small and medium businesses, adopting information and communication technologies, HR managers in Bangladesh are increasingly resorting to online hiring. The benefits of online recruitment are many although ther e are a few problem areas as well. I am forecast at the costs and benefits of online recruitment.The first and most important forecast of online recruitment is, of course, cost savings. Employing headhunters or advertising in the print media involves high costs. While print media advertising costs are in theory position-neutral you pay the same column-centimeter rate whether you are advertising for top positions or for lower and middle level positions in practice, recruiters tend to spend pretty more on higher level recruitments and relatively less on lower and middle level positions mainly because they opt for better display ads for higher positions compared to lower and middle level positionsOn the other hand, costs of hiring headhunters is directly related to the position you are advertising as headhunters charge on a commission-on-salary basis so that the higher the position and salary the higher the costs.In contrast, online recruitment usually closely costs nothing compare d to either print media advertising or hiring of headhunters and employers can achieve savings of up to 80% by recruiting through online methods.For example, small Technologies Company in Bangladesh needs argent employees. They needed a chief operating office and he needed him fast. But simply didnt have the kind of money needed to either go for print media advertising or hiring a headhunter. He chose to advertise in his preferred business networking site joba1 or jobbd at a cost of only $1000.And, bingo They got his man in almost no time.Second, online recruitment facilitates just-in-time hiring. When an organization needs a candidate it can access the database of job portals, screen resumes and send a mass mail. It can also shortlist people based on skills, location, salary and availability and move on to the interview stage.Third, online recruitment offers candidates the advantage of knowing the job profile, responsibilities expected and the nature of the organization, which are well defined at the outset. Regular c