Corporate websites have become a key means of
communication with stakeholders. A large and increasing number of target
jobseekers visit the sites. This number is multiplying across all
sectors. Employers are increasingly using their websites to promote
their brand. The use of online sifting of applications is about to
take-off. As we showed in a previous report it is cost efficient and
speedy. This report supports the earlier findings and goes further to
illustrate the benefits and the challenges posed.
An IES study claimed that HR needs a greater depth of knowledge of
e-recruitment and that lack of senior management understanding and
commitment is an impediment to its take-up. E-recruitment cannot be
merely bolted onto the front end of traditional recruitment and
selection practices as a technical enhancement. The fit with and effect
on organisation culture needs to be better understood. There are also
data and diversity issues to be addressed. The system will need to be
thought through as a whole, not just in technical matters, and sound,
credible selection criteria will remain at the heart of the process.
To help inform the debate and deepen understanding, contributions are
included from:
Andy Baker, head of Workthing, for the latest research and
recent experience on the e-recruitment landscape; and
Richard Alberg, head of PSL, describing how to supplement
recruitment and selection workflow with online assessment.
Online will be a mainstream recruiting channel because that’s where
candidates will drive it. Corporate UK’s use of e-recruitment is
currently ‘superficial’. The corporate website is the most ‘easily-accessible-element-of-employer-brand-mix’
however few organisations are representing their employer brands online
adequately. This is a big opportunity for the HR community.
For recruiters, there are huge gains to be made in both efficiency
& quality.