Practices and Opportunities in E-Recruitment

 



In the modern job market due to the wide use of the internet and digital technologies,E-recruitment has main recruitment source  in the modern job market(Bhupendra & Swati, 2015). It has emerged as a powerful tool for employers, recruiters, and job seekers alike, revolutionizing the way talent is sourced, screened, and hired. In this article, we'll explore the practices, opportunities, and challenges associated with e-recruitment and how it's reshaping the future of work.

Using the internet, this technical breakthrough improves the process of hiring knowledge sources. It allows businesses to save money, update job offers and status at any time, decrease the recruitment cycle time, identify and pick the best applicants with the most knowledge potential from a larger pool of candidates, and improve their image and profile (Anand & Chitra, 2016).

The healthcare sector is no stranger to innovation, and e-recruitment represents the version  in this ongoing evolution. Traditional methods of recruiting healthcare professionals, such as job fairs and print advertisements, are being supplemented, and in some cases replaced, by digital platforms and tools designed to streamline the hiring process.

Practices in E-Recruitment for Healthcare

Hospital and Clinic Websites: Many hospitals and clinics now have dedicated careers sections on their websites where they post job listings for various healthcare positions, ranging from physicians and nurses to allied health professionals.according to Furtmueller, Wilderom and Tate, (2011), a fundamental shift has occurred for Fortune 100 corporate job websites.

Social Media Recruiting: Social media platforms like LinkedIn, Twitter, and Facebook are valuable tools for healthcare recruiters to engage with passive candidates, showcase their employer brand, and share updates about job opportunities within their organizations.With the advancement of technology and the growing popularity of social media, change is unavoidable. For example, 91 percent of employers use LinkedIn, and despite the fact that there are a number of social media platforms available, LinkedIn is the most popular (Brahmana and Brahmana, 2013).

Applicant Tracking Systems (ATS): Helpful in tracking the status of candidate with respect to the jobs applied by the candidate can use for this (Okolie and Irabor ,2017).ATS software streamlines the recruitment process by automating tasks such as resume screening, candidate tracking, and communication. This is particularly useful for healthcare organizations that receive a high volume of applications for each job opening.

Video Interviews: Video interviews have become increasingly popular in healthcare recruitment, allowing recruiters to conduct initial screenings efficiently and reach candidates regardless of their geographical location.

Assessment Tools: Online assessments and tests are used to evaluate candidates' clinical skills, competencies, and cultural fit for specific healthcare roles, ensuring that they are well-suited to the demands of the job.

Opportunities in E-Recruitment for Healthcare

Access to a Varied Talent Pool: E-recruitment enables healthcare organizations to access a broader and more diverse pool of talent beyond their local area, helping to address workforce shortages and fill specialized roles.

Cost-Effectiveness: Compared to traditional recruitment methods, e-recruitment can be more cost-effective for healthcare organizations, particularly those with limited budgets. Online job postings and digital advertising are generally more affordable than print advertisements and other traditional channels.

Efficiency and Time Savings: Automation and digital tools streamline the recruitment process, reducing the time and effort required to find, screen, and hire candidates. This is especially beneficial for healthcare organizations that need to fill positions quickly to maintain staffing levels and provide quality patient care.

References 

Bhupendra, S.H. & Swati, G.(2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), pp.1-4.

Brahmana, R.K. and Brahmana, R. (2013). What Factors Drive Job Seekers Attitude in Using E-Recruitment? The South East Asian Journal of Management, 7(2). doi:https://doi.org/10.21002/seam.v7i2.2050.

Okolie, U and Irabor, L, No.11, 2017. E-Recruitment: Practices, Opportunities and Challenges. European Journal of Business and Management, Vol.9(No.11).

Furtmueller, E., Wilderom, C. and Tate, M. (2011). Managing recruitment and selection in the digital age: e-HRM and resumes. Human Systems Management, 30(4), pp.243–259. doi:https://doi.org/10.3233/hsm-2011-0753.


Comments

  1. W.A.P.P. WanniarachchiApril 13, 2024 at 7:26 AM

    The article offers a perceptive synopsis of present procedures and new e-recruitment options. It gives helpful tips for making the most of these technologies and clearly illustrates the increasing significance of digital platforms in the hiring process. It is becoming more and more important for organizations to comprehend the subtleties of e-recruitment as they continue to adjust to the digital landscape. This article provides useful advice that can help businesses find more candidates more quickly, reach a wider audience, and hire employees who are better qualified. All things considered, it's a thorough guide for anyone trying to understand the intricacies of contemporary talent acquisition in the digital era.

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