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E-Recruitment

Discuss about the Effectiveness Of E-Recruitment In Organization.

In today’s global world, all process is relied on the technology and getting automated day by day. Recruitment is the process of attracting, choosing and appointing the feasible applicants for a company (Rees and Smith, 2017). The private organization focuses on the recruitment as the significant procedure for choosing the best workforces. The increased competitiveness in the recruitment sector leads to spending more efforts, resources and time to develop the recruitment strategies and expands the range of advertising techniques. This research focuses on the evaluation of effective Talent Acquisition Strategies: A study on the e-recruitment strategies of Private sector organizations in Dubai, United Arab Emirates (Moghaddam, et al., 2015).

  • To explore the meaning and concept of Talent Acquisition and e-recruitment of Private sector organizations in Dubai, United Arab Emirates
  • To identify the impact of e-recruitment strategies and Talent Acquisition Strategies on Private sector organizations in Dubai, United Arab Emirates
  • To address the Talent Acquisition Strategies and e-recruitment strategies of Private sector organizations in Dubai, United Arab Emirates

According to van et al. (2017), e-recruitment is also known as an online recruitment strategy. It is the practice of using technology and specific web-based resources for the task involved with attracting, assessing, finding, interviewing, and hiring new personnel. The key aim of e-recruitment is to develop the procedure more effectively and efficiently as well as obtain fewer expenses in private sector organizations in Dubai, United Arab Emirates. Online recruitment is used to pool the potential workforces at the workplace.

In contrast to this, Phillips-Wren et al. (2016) evaluated that the online promotion of a company is used as an attractive place to work by which the company website and other venue are used as one of the elements of e-recruitment. E-recruitment system is practiced as standalone application, product suits, as well as services. The use of websites like Facebook, Twitter, and LinkedIn are certain aspects of recruitment that is referred to as social recruiting.

Stone et al. (2015) argued that talent acquisition is the procedure where an employer addresses and obtains potential applicants. The recruitment agency can either be vigorously hiring and collect viewpoint in a talent pool for future recruitment. Talent acquisition is similar to recruitment; however, it is different in that it is an ongoing procedure that focuses on the qualifications and skills of applicants in private sector organizations of Dubai, United Arab Emirates.

In support of this, Melanthiou et al. (2015) stated that talent acquisition is a strategic procedure that emphasizes on filling positions. In this, organization will make plan before selecting a people for fulfilling their vacant position. When an employer identifies to hire the best possible candidates for the position as compared to simply hiring for vacant seats then the term is used as talent acquisition. Each hiring recruitment agency, employer and hiring department has its own way to describe how they seek talent and hire the appropriate workforces. The procedure involves everything from sourcing potential applicants to recruiting them.

Talent Acquisition

According to Bamberger et al. (2014), technology experts and HR professional uses a computer-based system that avoids the need for paper. It is beneficial to save the money and time. Efficiency and productivity is a significant reason for people to go to a paperless system. These systems can significantly decline the required storage space. It is designed to hold the vast and changing array of compliance concerns.

In contrast to this, Melanthiou et al. (2015) evaluated that implementing the e-recruitment strategy is challenging. It takes more time in terms of conducting the team meeting, and group demonstration with users. There is also need of one-on-one sessions and needs to develop a PowerPoint presentation to respond the questions. 

According to Elegbe (2016) using a talent acquisition strategy makes sense as it declines the risk involved with recruiting bad hires. It may decline the cost, save time and enhance the productivity of Private sector organizations in Dubai, United Arab Emirates.

According to Johnson et al. (2016) gathering and using the data is an effective strategy to make talent decision. A recruiting leader is a great talent strategy for Private sector organizations in Dubai, United Arab Emirates. Since, it rarely recruits an individual with leadership skills and hopes that it will effectively work. It makes a data-driven judgment by the procedures of understanding regarding how and why an individual will be fit into an organization. 

In support of this, Maheshwari et al. (2017) stated that the practices of data in HR are enhancing day by day, but some of the private sector organizations in Dubai, United Arab Emirates still use traditional practices of recruitment. Tracking metrics such as time to hire is only the initiation of determining the applicant’s experience. Modern recruiting techniques are moving to determine the long-term metrics such as retention, performance and overall fit. HR professional can estimate the future success at the workplace as per the qualities of precedent high performers. The more data is required for hiring, recruiting and acquisition the talent.

In the view of Griffin (2018), there is different e-recruitment strategy that should be used by Private sector organizations in Dubai, the United Arab Emirates such as job boards, Employer websites and Professional websites. By considering this method, employer will capable to post the requirements of jobs and search applicants. It would be beneficial to aware the applicants regarding recruitment vacancies. In addition, the job board is only beneficial to search the special skill candidates. In contrast to this, Micik and Eger (2015) evaluated that employer websites can be an owned sites of company and sites built by different employers. In addition, it is stated that professional websites are another strategy of e-recruitment in which specific professions and skills can be addressed by a corporation.

Technology-based Recruitment Systems

This research methodology could enable the researcher to choose a suitable method to attain the targeted aim and objectives of research concern. This section entails different elements like research approach, research design, data collection method, data analysis method, sampling, research limitation, and ethical consideration. It will facilitate the researcher to develop feasible research result in the least time (Ng. and Sears, 2017). In this, the primary data collection method will take more time as compared to the secondary data collection method as it could create the complication for the researcher to obtain a reliable outcome.          

Research approach supports the researcher to obtain feasible information with respect to the current matter. There are certain methods that could be considered in the research like inductive and deductive approach (Likhi, et al., 2018). The inductive approach could facilitate investigator to obtain theoretical information towards the e-recruitment strategies of Private sector organizations in Dubai, United Arab Emirates. The deductive approach enables the researcher to develop research hypothesis and accept and reject them on the basis of current matter (Godshalk, 2018). For this research, research will use the inductive approach as compared to the deductive approach to conduct their study caused of subjective nature of research concern.  

The research design could enable the researcher to conduct their research in a systematic way by selecting feasible data collection method and obtain reliably. There are certain factors that are considered in the research design like explanatory, exploratory, and descriptive research design (Godshalk, 2018). For this investigation, the researcher will execute descriptive research design to conduct the research. It will allow the researcher to identify the relationship between recruitment strategies and private sector organizations performance. The researcher will not use the explanatory and exploratory research design caused of subjective nature of research.

The research strategy could play an imperative role in the accomplishment of specified aim and objectives of current research concern. There are many research approaches that could be considered by the researcher to conduct their research concern like mixed, qualitative, and quantitative research strategy. For this investigation, the researcher will be practised mixed data collection method to accomplish the aim and objectives of current research matter.  The mixed research strategy could support to obtain advantages of both qualitative and quantitative research design.

The data collection method could be effective for selecting feasible data collection method to collect appropriate information towards e-recruitment strategies of Private sector organizations in Dubai, United Arab Emirates. In this researcher, the researcher will use both primary and secondary data collection method for collecting the information about research concern. The primary data collection method supports to obtain factual information about the research concern. In this, the researcher will entail many sources to obtain the primary information about the research matter like observation and survey through a questionnaire to perform the research matter (Deshmukh, 2015). The secondary data collection method could aid to collect theoretical information from the existing sources like an academic journal, online and offline sources, books, and magazines (Kaur, 2015).    

Challenges in Implementing E-Recruitment Strategies

Sampling method could support to select appropriate sample size from the specified population and obtain a reliable outcome. There are two kinds of methods that could be considered in the sampling method like probability sampling and non-probability sampling method (Kaur, 2015). For this, the researcher will use probability sampling method as it could be effective for selecting the research participants on the random basis. It could eliminate possibilities of biases from the research study.  In addition, the researcher will not be practiced non-probability sampling method as it could permit the researcher to select the respondent on the basis of education, sex, age, gender, and experience. This method could create the biases in the research hence research will not consider this method to select the sample size for conducting their investigation (Fred and Kinange 2018). For this, the researcher will select 50 employees of the private organization from a different region of Dubai, which will be effective to collect the opinion of research participants towards the e-recruitment strategies in the private section organization of Dubai, United Arab Emirates.

The data analysis technique could also be imperative for examining gathered data of current research concern. There are certain techniques that could be considered in the data analysis method like a case study, content analysis, and statistical analysis (Malik and Mujtaba, 2018). For this research study, the researcher will use statistical data analysis method to evaluate the collected information and obtained a reliable outcome.  The researcher will use Ms-Excel software method could be considered to evaluate the valid and reliable result. There is a different tool that could be considered by the researcher like a pie chart, bar diagram, and histogram. It could be imperative for interpreting the collected information of research concern.          

In the research study, research limitation could negatively influence the research result. There are many elements that could be considered as research limitation such as cost, time, and resources (Taylor, et al., 2015). The time could make a boundary for the researcher to meet their specified task in a targeted time frame that could decline the quality of research outcome. The primary data collection method could take more time as compared to the secondary data collection method thus it could also a negative impact on the obtained outcome of research. Apart from this, it is also analyzed that lack of cost could also decline possibilities favorable outcome with respect to the current research concern (Malik and Mujtaba, 2018). In this, it is also analyzed that lack of resources could also decline quality of research outcome.

Using Talent Acquisition Strategies to Enhance Organizational Productivity

Ethical consideration plays an imperative role in getting an optimistic result with respect to the e-recruitment strategies in the private section organization of Dubai, United Arab Emirates. In this study, the researcher will use the ethical norms to collect feasible information towards current research matter. The ethical norms could enable the researcher to enhance their quality of research result (Fred and Kinange 2018). There are many components that could be entailed by the researcher to ethically conduct research like university guidelines, data manipulation, plagiarism, referencing, and citation. Moreover, the researcher will liable to secure confidential data of research participants as it would support to make reliable relationship among the researcher and research participants after the completion of investigation (Kaur, 2015).

This research will provide a reliable and valid outcome to researchers. This research will develop the understanding regarding meaning and concept of Talent Acquisition and e-recruitment of Private sector organizations in Dubai, United Arab Emirates. It will also demonstrate the impact of e-recruitment strategies and Talent Acquisition Strategies for Private sector organizations in Dubai, United Arab Emirates. It will also identify the Talent Acquisition Strategies and e-recruitment strategies of Private sector organizations in Dubai, United Arab Emirates. 

Gantt chart could be imperative for demonstrating the action plan as it could be practiced for identifying the total time of each research activity completion. The following table demonstrates the time of research activities:  

Research Activities

Number of months

6th  months

12th

18th

24th

30th

36th

42nd 

48th

Suitable research issue section

Build research aim and objectives

Collecting the data by considering the primary and secondary data collection method

Questionnaire Design    

Choosing the suitable sample size by considering the probability sampling method

Data analysis method

Final draft Writing

Final submission of the report


With respect to the above table, it can be illustrated that there are many research activities that could be considered by the researcher like Suitable research issue section, Build research aim and objectives, and collection of the data by using the primary and secondary data collection method. Other research activities are Questionnaire Design, Choosing the suitable sample size by considering the probability sampling method, Data analysis method, Final draft writing, and final submission of the report. From this, it is also analyzed the data collection method takes more time as compared to the other research activities.

References

Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation, implementation, and impact. UK: Routledge.

Deshmukh, S., 2015. Recruitment Innovations. KHOJ: Journal of Indian management Research and Practices, pp.337-343. [Online]. Available at: https://khoj.mitsom.edu.in/index.php/KHOJ/article/download/107784/75855 (accessed: 22 June 2018).

 Elegbe, J.A., 2016. Talent management in the developing world: Adopting a global perspective. UK: Routledge.

Fred, M.O. and Kinange, U.M., 2018. The effectiveness of E-Recruitment in Organization Development. management and Economic Journal, 2(4), pp. 294-301.

Godshalk, V.M., 2018. Sustainable Careers and IoPTS: May the Internet of People, Things and Services Be Too Much of a Good Thing for Career and Human Resource management?. On The Internet of People, Things and Services (pp. 45-66). UK: Routledge.

Griffin, C.R., 2018. Adopting a Strategic Approach to Matching People to Jobs. International Journal of Business and Management, 13(4), p.1.

Johnson, R.D., Lukaszewski, K.M. and Stone, D.L., 2016. The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. CAIS, 38, p.28.

Kaur, P., 2015. E-recruitment: A conceptual study. International Journal of Applied Research, 1(8), pp.78-82.

Likhi, D.K., Sabita, C. and Rao, A., 2018. Flexible Benchmarking Approach of Talent Management: A Case Study of MIDHANI. In Global Value Chains, Flexibility and Sustainability (pp. 133-143). Singapore: Springer.

Maheshwari, V., Gunesh, P., Lodorfos, G. and Konstantopoulou, A., 2017. Exploring HR practitioners’ perspective on employer branding and its role in organizational attractiveness and talent management. International Journal of Organizational Analysis, 25(5), pp.742-761.

Malik, M.S., and ul Mujtaba, M.A., 2018. Impact of E-Recruitment on Effectiveness of HR Department in Private Sector of Pakistan. International Journal of Human Resource Studies, 8(2), pp.80-94.

Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), pp.31-49.

Micik, M. and Eger, L., 2015. Recruiting talents with social media. Aktual'ni Problemy Ekonomiky= Actual Problems in Economics, P. 266. [Online]. Available at: https://www.irbis-nbuv.gov.ua/cgi-bin/irbis_nbuv/cgiirbis_64.exe?C21COM=2&I21DBN=UJRN&P21DBN=UJRN&IMAGE_FILE_DOWNLOAD=1&Image_file_name=PDF/ape_2015_3_35.pdf (accessed: 22 June 2018).

Moghaddam, H.A., Rezaei, S. and Amin, M., 2015. Examining job seekers' perception and behavioral intention toward online recruitment: a PLS path modeling approach. Journal for Global Business Advancement, 8(3), pp.305-325.

Ng, E.S., and Sears, G.J., 2017. The glass ceiling in context: the influence of CEO gender, recruitment practices and firm internationalization on the representation of women in management. Human Resource Management Journal, 27(1), pp.133-151.

Phillips-Wren, G., Doran, R., and Merrill, K., 2016. Creating a value proposition with a social media strategy for talent acquisition. Journal of Decision Systems, 25(sup1), pp.450-462.

Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. USA: Sage.

Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), pp.216-231.

Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. USA: John Wiley & Sons.

van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15(1), pp.1-
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My Assignment Help. Essay: E-Recruitment Strategies Of Private Sector Organizations In Dubai. [Internet]. My Assignment Help. 2019 [cited 18 July 2024]. Available from: https://myassignmenthelp.com/free-samples/effectiveness-of-e-recruitment-in-organization.

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