E-Recruitment System Research Articles

HR revolution: screen people not paper - Case study of AkzoNobel, Unilever and Cathay Pacific

The recruitment of highly experienced professionals is a crucial undertaking as it creates the talent pool for the organisation. Although the development and implementation of electronic recruiting applications in MNCs have been highly effective, they not only contribute to reducing candidate screening time but also effectively support employer’s productivity. In other words, E-HRM is the practice of integrating HRM strategies, policies, and practices in a company through the use of web-based technology. Yet, the raising concern is how organisations in Vietnam could effectively learn and utilise e-recruitment since most companies continue to employ manually with pricey recruitment methods. The study aims to identify the fundamental concept of e-recruitment and intends to collect information regarding e-recruitment methods such as emails, corporate websites, and commercial job boards, among others, through the story of AkzoNobel, Unilever and Cathay Pacific in installing the e-recruitment system in Vietnam and in ASEAN. It covers the advantages and disadvantages of e-recruitment, as well as how local Vietnamese businesses might efficiently use it.

Online vs Traditional Recruitment Approaches: Preferences of Saudi Employers and Employees

Purpose: This study analyses and compares traditional and e-recruitment methods for job applications from the perspectives of employees and employers. Research Design: The study collected data from employees and employers in business organizations located in Yanbu Industrial City, Kingdom of Saudi Arabia. An internet-mediated approach was used, and a survey questionnaire was designed. The sample size was determined to be 328 using an unknown population sample size formula. Data were gathered from 103 employees and 53 employers. Descriptive statistical analysis was conducted, and Chi-square was used to analyze the approaches of Traditional and e-recruitment for the job application process. Findings: The findings indicate that a high percentage of employees and employers’ preference for online methods in job applications. However, the chi-square test reveals a discrepancy between the perspectives of employees and employers. Employees support the use of online methods, while employers reject the hypothesis that online application methods are effective. Implications: One of the implications of online recruitment systems is that managers who use e-recruitment systems may have concerns about the accuracy and accountability of applicant data. Additionally, the lack of in-person interactions during the online application process can lead to frustration for job seekers and missed opportunities for employers to obtain or share more information. Originality: This study is arguably one of the leading studies that investigates the perceptions of employers and employees regarding the e-recruitment process in Saudi Arabia. Its findings would be of great help to employers in improving the e-recruitment system.

An Investigation of the Transformation Process from Manual to E-Recruitment in Tanzania Public Service

Purpose: The innovation of e-recruitment was to embrace the flow of recruitment and selection of young people in Tanzania public service. Currently, e-recruitment has not yet achieved the intended objectives. As a result, the wellbeing of the country human capital is being compromised. The extant studies have not examined the effectiveness of e-recruitment transformation process. In line with the existing gap, investigating the transformation process from manual to e-recruitment in Tanzania Public Services Recruitment Secretariat remains is the focus of this study. Specifically, the study examined why e-recruitment was an alternative to the manual recruitment, the regulatory frameworks governing e-recruitment, e-recruitment implementation strategies, and processes and finding out how the management of forces for change may explain the reasons why e-recruitment does not meet the intended objectives.
 Methodology: With the sample size of 25 respondents, five respondents were purposively interviewed and nine responded to questionnaires, and the remaining 16 respondent were conveniently distributed into two FGDs basing on their willingness, availability, willingness, and accessibility. Qualitative data were analysed using thematic and content analysis.
 Findings: The findings revealed that the adoption of e-recruitment was due to challenges facing manual recruitment such as diseases, unfairness, insecurity of applicants’ information, the cost of running the recruitment process and time. The e-government Act of 2019, e-government regulations of 2020 and the PSRS Rules of operations of 2021 were identified as the regulatory frameworks governing e-recruitment. The PSRS uses both human capital sand technological strategies in facilitating e-recruitment. Finally, the inability of using e-recruitment system, limited reach, budget constraints, and inadequate system integration were the reasons why e-recruitment does not meet the intended objectives.
 Unique Contribution to Theory, Practice and Policy: The study recommend for the government to ensure integration and interoperability of between e-recruitment system and other government systems for accurate data sharing and verification purposes.

Optimizing E-Recruitment System Design for Effective Hiring

Optimizing E-Recruitment System Design for Effective Hiring

GEN Z JOB SEEKERS' INTENTION TOWARDS E-RECRUITMENT IN CENTRAL KALIMANTAN TECHNOLOGY ACCEPTANCE MODEL (TAM) APPROACH

This study aims to analyze job seekers' interest in using E-recruitment with the Technology Acceptance Model (TAM) approach. Research data were obtained through an online questionnaire. The sampling technique used purposive sampling technique. Respondents in this study were individuals born between 1995 - 2010. The sample size was 82 respondents who were e-recruitment users. Data were analyzed with PLS-SEM. This study found that the E-recruitment system is very attractive to Gen-Z to find information about the jobs they want. The results of the study prove that perceived ease of use, perceived usefulness and attitude towards using have a positive and significant effect on behavioral intention to use the E-recruitment system on Gen-Z respondents.

Design and Development of a Website Crew E-Recruitment System in Improving Recruitment Chart at PT. Equinox Bahari Utama

The effectiveness of recruitment and selection is a benchmark for the company's success which lies in its quality if the availability of the number of Human Resources supports and is sufficiently qualified and professional. PT. Equinox Bahari Utama is one of the companies engaged in crew management. The importance of media as a means of recruitment that takes place at PT. Equinox Bahari Utama can be used as the basis of increasing the quality of the company in order to make the company a reference for shipping companies in Indonesia. In this study, the author uses research and development methods that include designing or building a system that supports research. In addition, at the analysis stage researchers use descriptive qualitative analysis that uses observation. The e-recruitment system that was built is a system that aims to find out how to develop crew management system applications to improve the efficiency and effectiveness of the recruitment process that takes place at PT. Equinox Bahari Utama. And also in order to be able to help the staff of PT. Equinox Bahari Utama in carrying out the recruitment process required from the shipowner. With various requirements and a series of recruitment processes, the existence of this system is expected to increase the efficiency of the ongoing recruitment process.

Optimalisasi E-Recruitment dan Penempatan Terhadap Prestasi Kerja Karyawan Pada Divisi Sales Lapangan PT Bina San Prima Sukabumi

PT. Bina San Prima Sukabumi was the site of the research since the business is still relying on locals' connections for recruiting staff and its usage of the e-recruitment system is not yet fully effective. The same is true for employee placement; a rolling method is used instead of a single category to determine where an employee should be located. This study aims to ascertain the effects of e-recruitment and job placement on employee performance at PT. Bina San Prima's Field Sales Division. In this study, a quantitative associative descriptive methodology was used. 80 employees of PT. Bina San Prima were given the sample using the saturated sampling approach, and multiple linear regression was used for analysis. According to the study's findings, PT Bina San Prima Sukabumi has been able to increase staff performance through optimizing e-recruitment. Employee performance in the field sales sector of PT Bina San Prima Sukabumi is positively impacted by placement. So it makes sense that the field sales division of PT Bina San Prima Sukabumi has a successful implementation of the optimization of e-recruitment and staff placement on work performance.

E-recruitment strategies for effective recruitment: perception of recruiters in Chennai region

This study has examined the effectiveness of the internet as a source of recruitment. As a result, e-recruitment provides effectiveness in the hiring process by reducing costs and time. The outcome of the research indicates the idea of implementing and developing an organization's website to enable the e-recruitment system. The results have shown that the qualified employees generated from the e-recruitment system are more effective than other recruitment sources. Furthermore, the e-recruitment system has an impact on the applicant's decision to apply for the job, and the website presents the organization's environment and the job's nature. The objective of the research is to study the perceptions of recruiters towards e-recruitment strategies for effective recruitment in the Chennai region, Tamil Nadu, India. The study has been carried out with a descriptive research design. Primary data collection was done by the researcher from 120 recruiters across the Chennai region who are working for various companies. The data for the work has been collected through a well-structured questionnaire prepared and circulated. The data collected has been properly cleansed, coded, and analyzed using SPSS software. The overall results from the study support the need for the Human Resources Department to develop an e-recruitment system and implement a new recruitment strategy to achieve the organization's goals more effectively.

Impact of Human Capital Management Information System on Organization Performance: A Case of TRA Head Quarter in Dar Es Salaam

The study investigated three specific research objective namely to analyses the impact of e-recruitment on the quality performance of TRA Head Quarter; to examine the impact of e-training on customer satisfaction in service delivery system at TRA Head Quarter and to analyze the impact of e-communication system on timely operational performance of TRA Head Quarter. The study employed mixed research strategy based on qualitative and quantitative analysis to investigate human capital management information system on organization performance. The case study research design was used in analyzing the study. Data was collected through questionnaire and interview, and they were analyzed using qualitative and quantitative approaches. The study observed that e-recruitment system has impacts on increases rate of handling customer complaints hence ensures quality of services delivery and increase number of staff employed hence deliver quality works. The finding shows that e-training practices at the office added value of quick response to customer using online services hence impact to customer satisfactions and increases number of staff trained as the results increases professionalism in service delivery hence impacts on customer satisfactions with service delivery. The finding indicates that use of e-communication address operational challenges as the result contribute to operational performance, reduce time taken to respond to work activities that impact of operational performance and lower operational costs in work communication. The study recommends that policy development should be aligned with application of e-human capital management system that contributes toward improving operational performance of an organization.

Elucidating the role of gender differences via TAM in e-recruitment adoption in India: a multi-group analysis using MICOM

PurposeThis paper aims to answer two research questions: first, to study the factors that directly and indirectly influence the intentions of job-seekers and second, to examine the moderating role of gender differences in e-recruitment adoption through the application of technology acceptance model (TAM) in India.Design/methodology/approachA convenience sampling technique was used to collect online data via GoogleDocs through various online channels such as social media, LinkedIn and email. The final data was collected from 364 final-year graduates and postgraduate students to confirm the impact of female and male differences, measurement invariance in composite models (MICOM) and multi-group analysis (MGA).FindingsThe results indicated that perceived usefulness (PU) and perceived ease of use (PEOU) have a direct impact on attitude (AT), whereas PU influenced behavioral intentions (BI) of job-seekers, but PEOU did not. AT directly leads to the BI. The outcomes of mediation analysis show that AT partially mediates the relationships between PU to BI and PEOU to BI. Further, the findings of MICOM and MGA showed that gender significantly moderates all the relationships between the constructs except for the influence of AT on BI.Research limitations/implicationsThis study contributes to the current literature, revealing that the original TAM model is still pertinent and effective in prevailing periods in emerging markets. The significance of PEOU and PU on AT and BI implies that job-seekers will strongly adopt e-recruitment when it is user-friendly and assist them to accomplish their tasks easily and efficiently. Moreover, gender has a vital moderating influence in e-recruitment adoption. In the case of females, the effect of PEOU is stronger, and for males, PU has a substantial impact on adoption.Practical implicationsDevelopers and recruiters should provide significant information related to salary, location and job profile on e-recruitment to enhance the adoption rate of online recruitment. Further, the usefulness of e-recruitment systems was more significant for males compared to females, whereas female job-seekers prefer the e-recruitment system, which is easy to use and operate.Originality/valueThis research fills a gap in the literature by examining the essential factors affecting the BI of job-seekers as well as empirically testing the impact of gender differences to adopt TAM for e-recruitment – an under-explored subject in developing countries like India.

Rancang Bangun Sistem E-Recruitment Karyawan Pada Intrack Market Services Sdn Bhd

The Covid-19 outbreak in our country has forced the acceleration of the digitalization era to avoid crowd in many ways, including the recruitment of new employee in targeted countrys. Besides that, Business expansion must continue, therefore looking for potential employees according to the company's competence is very necessary. The previous recruitment system by sending application files directly or by an e-mail followed with face-to-face interview was very difficult due to limited mobility during this pandemic. An e-recruitment system that can be accessed via the internet is expected to be a solution because applicants only need to send via website anywhere anytime and for companies they can do the screening from anywhere. The author starts with the assessment phase of previous research and then makes several UML such as use case diagrams, activity diagrams, deployment diagrams, component diagrams, class diagrams, and sequence diagrams. The author use the RAD method which emphasizes saving time on processing so that it can be immediately implemented using the PHP programming language assisted with framework Laravel and MySQL for the database. After that, do testing with Black Box Testing and prove that the e-recruitment system is able to run well as a company tool in getting employees by minimizing time and cost and being a place for storing applicant files efficiently as expected.

The Temporary Contracting and Visiting Doctors Program in the Saudi Ministry of Health: Development, Reform and Outputs.

Temporary Contracting and Visiting Doctors' Program was initiated by the Saudi Ministry of Health to address issues of sustainable supply of healthcare professionals in the whole country and in remote areas in particular. This study aimed to describe the experience of the Saudi Temporary Contracting and Visiting Doctors' Program, the undertaken reform steps and the program outputs. We conducted a case study and reviewed documents of the Temporary Contracting and Visiting Doctors' Program to obtain data about the program's development and steps of reform. We also extracted data about the number of different types of temporary contracts, the program budget and the healthcare professionals registered on the "VISITORs" platform. Scope of the Temporary Contracting and Visiting Doctors' Program had widened from contracting physicians from outside Saudi Arabia to include healthcare professionals from inside the country. The program's reform efforts included: formation of a governing central committee, development of guidelines, adoption of decentralized implementation system and modified budget release system, development of electronic staff bank and e-recruitment system and the introduction of virtual healthcare under the scope of the program. During the program evolution the number of temporary contracts has increased steadily, specifically the more efficient part-time contract variety, the contracts with physicians with rare sub-specialties, and contracts with Saudi healthcare professionals. Reform undertaken in the Saudi Temporary Contracting and Visiting Doctors' Program ensures needs-based recruitment, efficient use of resources, and supply of staff of verified quality.

Understanding User Perceptions of Trustworthiness in E-Recruitment Systems

Algorithmic systems are increasingly deployed to make decisions that people used to make. Perceptions of these systems can significantly influence their adoption, yet, broadly speaking, users understanding of the internal working of these systems is limited. To explore users perceptions of algorithmic systems, we developed a prototype e-recruitment system called Algorithm Playground where we offer the users a look behind the scenes of such systems, and provide how and why explanations on how job applicants are ranked by their algorithms. Using an online study with 110 participants, we measured perceived fairness, transparency and trustworthiness of e-recruitment systems. Our results show that user understanding of the data and reasoning behind candidates rankings and selection evoked some positive attitudes as participants rated our platform to be fairer, more reliable, transparent and trustworthy than the e-recruitment systems they have used in the past.

Potentiality of E-recruitment System for Schools and Hospitals in Moshi Catholic Diocese

The adaptation of e-recruitment is a very complex phenomena as its tends to address numerous organization obstacles and overcoming operative cost. In this digital era, many organizations' human resources prefer to use a set of digitalized appliances to identify new employees and examine their credentials, certifications, and characteristics. This study was conducted to examine the utilization of e-recruitment system in Moshi Catholic Diocese. The study was guided by three specific research objectives stated as: Firstly, to find out the extent to which e-recruitment system has been successful in MCD. Secondly, to eximine the benefits of e-recruitment system in MCD. Lastly, to asses the challengers of utilizing e-recruitment system in MCD. Additionally, the study useda cross-sectional design where by70 participants were sampled through stratified, purposive, and simple random sampling employed to sample Catholic Diocesan institutions. Furthermore, a questionnaire and structured interview used to collect data from the respondents, and the validity and reliability of the instrument was considered. Data collected analyzed through descriptive (mean, standard deviation, and percentages) and inferential statistics (chi-square test). The findings revealed that the Catholic Diocese of Moshi is using e-recruitment system in the whole process of hiring employees in their respective Schools and Hospitals higher than traditional approaches. Moreover, the method brought huge advantages to their institutions as most of the employees hired were found to be extremely reliable for the work assigned and effectively in the task implementation.

The Potentiality of e-recruitment system in Schools and Hospitals in Moshi Catholic Diocese

The adaptation of e-recruitment is a very complex phenomenon as it tends to address numerous organizational obstacles and overcoming operative costs. In this digital era, many organizations' human resource panels prefer to use a set of digital appliances to identify new employees and examine their credentials, certifications, and characteristics. This study was conducted to examine the Potentiality of the e-recruitment System in the Religious Schools and Hospitals in Moshi Catholic Diocese. The study was guided by two specific research objectives stated as: To examine the potentiality of e-recruitment system in Schools and Hospitals under the Catholic Diocese of Moshi, and to oversee e-recruitment system-related benefits gained by Schools and Hospitals under the Moshi Catholic Diocese. Additionally, the study employed a cross-sectional research design whereby 71 participants were obtained through purposive sampling from six Schools and Hospitals under the Catholic Diocese of Moshi. Furthermore, a questionnaire was used to collect data from the respondents. Validity and reliability of the instrument was considered. The study used descriptive (frequency and percentages) to analyze the data with the aid of SPSS (Statistical Package for Social Science). The findings revealed that the Catholic Diocese of Moshi is using e-recruitment system in the whole process of hiring employees in their respective Schools and Hospitals higher than traditional approaches. Moreover, the method brought huge advantages to their institutions as most of the employees hired were found to be extremely reliable for the work assigned and effectively in the task implementation.

Survey of Machine Learning Techniques for Student Profile Modeling

Developments in information technology have led to the emergence of several online platforms for educational purposes, such as e-learning platforms, e-recommendation systems, e-recruitment system, etc. These systems exploit advances in Machine Learning to provide services tailored to the needs and profile of students. In this paper, we propose a state of art on student profile modeling using machine learning techniques during last four years. We aim to analyze the most used and most efficient machine learning techniques in both online and face-to-face education context, for different objectives such as failure, dropout, orientation, academic performance, etc. and also analyze the dominant features used for each objective in order to achieve a global view of the student profile model. Decision Tree is the most used and the most efficient by most of research studies. And academic, personal identity and online behavior are the top characteristics used for the student profile. To strengthen the survey results, an experiment was carried out, based on the application of machine learning techniques extracted from the state of art analysis, on the same datasets. Decision tree gave the highest performance, which confirms the survey results.

PENDETEKSIAN KEMIRIPAN TEKS DESKRIPSI DIRI PADA E-RECRUITMENT KARYAWAN DENGAN METODE RABIN KARP DAN JARO WINKLER DISTANCE

E-recruitment is a web-based application that is used to recruit employees for several available companies. The e-recruitment system has a plagiarism checker feature. Plagiarism itself has the meaning of actions that are considered fraud by taking someone's idea or writing without mentioning a reference and claiming it as their own. So that the e-recruitment application requires a plagiarism detector which functions to make it easier for companies to assess the characteristics of their prospective employees. The plagiarism checker feature applies a string matching algorithm to a text to search for common words between texts. There are several algorithms used for string matching, two of which are the Rabin-Karp and Jaro-Winkler algorithms. The Rabin-Karp algorithm is one of the algorithms that is suitable for solving multi-string pattern problems, while the Jaro Winkler Distance algorithm has advantages in terms of accuracy. An e-recruitment application with a plagiarism detection feature is developed and tested on various types of text, namely in the form of a self-description text of the prospective employee. From the experimental results, it was found that the two algorithms can be used to detect plagiarism in the applicant's self-description text, but it still has shortcomings in checking it.

Graduate Students and Companies Web Based E-Recruitment System

Computer systems help to improve human life in all sectors. One of the most important sectors that the recent systems support is the recruitment sector. Recruiters used to waste their valuable time, effort and money to reach the best candidates. The traditional recruitment process fulfills neither the recruiter needs nor the job seeker ambitions. Nowadays, companies use their website or social media to announce job vacancy whereas job seekers usually use job portal to market their abilities and skills. All these can be put on one recruitment website to improve the process for both parties. The proposed system will build an online E-recruitment system for recruiters (companies) and job seekers that will help them to interact with each other and to match their expectations. This system will be developed using Hyper Text pre-processor (PHP), Hyper Text Markup Language (HTML), Cascading Style Sheet (CSS), JQ, MySQL, and XMMAP. Moreover, the recent human computer interaction (HCI) concepts will apply to provide good user experience through simple, clear, and modern interfaces. Our E-recruitment system is directed to all graduated students from university in all programs. The system allows the recruiters (companies) to post announcement for job vacancy and to search for job seeker or about another company, and to view the applied job. For the job seeker it allows graduate student to search for job, apply for the available opportunities, upload CV, and setup his own profile. Finally, this study will help to improve the experience and break the difficulties that present in the recruitment process as well as support the human resource (HR) department in companies and other sectors. Finally, the results show the average score of 4.72 out of 5, indicating that the users are feeling enjoyable while using the application features and the system is easy to use.

Manajemen Risiko Teknologi Informasi Pada Penerapan E-Recruitment Berbasis ISO 31000:2018 Dengan FMEA (Studi Kasus PT Pertamina)

Increasing the efficiency of time and human resources in the process of recruiting PT. Pertamina (Persero) to carry out its business processes that are spread throughout Indonesia is very much needed by implementing a website-based online recruitment system. Increased efficiency is obtained from a system that runs without constraints, while the weaknesses (vulnerabilities) in a system will cause great threats to the company, then the risk management of information technology on the application of the E-Recruitment system needs to be done by referring to ISO 31000: 2018 and risk assessment to get a Risk Priority Number (RPN), which is the priority of risk treatment for each risk attribute using the FMEA (Failure Modes and Effects Analysis) method based on ISO 31010: 2009 with the aim of knowing and assessing how much the threats and risks in an information system can become consideration of company stakeholders in implementing the system. Risks obtained in this study are 3 types of potential risks and 28 risk attributes, after a risk assessment has been obtained, the results are obtained that 7 risk attributes require special attention in the process of implementing the system so that it can run well in the future.

Need of E-Recruitment System for Universities: Case of Pulchowk Campus, Nepal

Need of E-Recruitment System for Universities: Case of Pulchowk Campus, Nepal