How to Transform the Traditional Way of Recruitment into Online System

Sivabalan, Loganesh; Yazdanifard, Rashad; Ismail, Nor Haslinda

doi:10.5539/ibr.v7n3p178

Cited by 6 publications

(7 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The purpose of organizations is to identify and implement the most suitable recruitment strategies. (Sivabalan, Yazdanifard, & Ismail, 2014) The traditional hiring process consisted of hardcopy CVs, personally submitted or mailed to the organization, followed by interviews that were conducted in a certain geographical area. The selection of CVs was very difficult to do, recruiters selected a limited number of potentials, without using very well defined selection criteria.…”

Section: Traditional Recruitment Vs Electronic Recruitmentmentioning

confidence: 99%

Attitudes toward e-recruitment. An explorative study in Romania

Laurențiu¹,

Mădălina²

2020

Academicus International Scientific Journal

View full text Add to dashboard Cite

This paper uses a measurement scale to identify the vision of individuals in relation to online recruitment. The main objectives seek to identify what sources of recruitment respondents prefer, whether their opinions are differentiated by gender and age; the occupational status is an important variable which might change the participants’ opinion on the effectiveness of recruiting websites. The key objective of this paper is to emphasize the relationship between social media and recruitment, more precisely how is the entire process by the virtual environment. Based on the obtained results we may conclude that people who tend to use Facebook above the average are inclined to use and to have a positive attitude with respect to recruiting platforms. Furthermore, it can be noticed that people who would choose as a primary source of search of a job the recruitment websites display differences in perception compared to the other respondents. The conclusions drawn from this research are that age and gender are not a variable which displays differences in perception. Yet, based on the obtained results we may notice that the preferences for the use of recruiting platforms influence their opinions.

show abstract

Section: Traditional Recruitment Vs Electronic Recruitmentmentioning

confidence: 99%

Attitudes toward e-recruitment. An explorative study in Romania

Laurențiu¹,

Mădălina²

2020

Academicus International Scientific Journal

View full text Add to dashboard Cite

show abstract

“…printed, audio and video. These new presentation forms provide additional information for the recipient of the advertisements (Sivabalan, Yazdanifard, & Ismail, 2014). That is a great chance to transfer new kind of information to potential candidates, to present different presentation styles and to transfer more than information.…”

Section: Videos In Job Advertisementsmentioning

confidence: 99%

20th International Scientific Conference "Economic Science for Rural Development 2019". Integrated and sustainable regional development. Marketing and sustainable consumption.

2019

Economic Science for Rural Development

View full text Add to dashboard Cite

The Editorial Board is responsible for, among other, preventing publication malpractice. Unethical behaviour is unacceptable and the authors who submit articles to the Conference Proceedings affirm that the content of a manuscript is original. Furthermore, the authors' submission also implies that the material of the article was not published in any other publication; it is not and will not be presented for publication to any other publication; it does not contain statements which do not correspond to reality, or material which may infringe upon the intellectual property rights of another person or legal entity, and upon the conditions and requirements of sponsors or providers of financial support; all references used in the article are indicated and, to the extent the article incorporates text passages, figures, data or other material from the works of others, the undersigned has obtained any necessary permits as well as the authors undertake to indemnify and hold harmless the publisher of the proceedings and third parties from any damage or expense that may arise in the event of a breach of any of the guarantees.Editors, authors, and reviewers, within the International Scientific Conference "Economic Science for Rural Development" are to be fully committed to good publication practice and accept the responsibility for fulfilling the following duties and responsibilities, as set by the COPE Code of Conduct and Best Practice Guidelines for Journal Editors of the Committee on Publication Ethics (COPE).It is necessary to agree upon standards of expected ethical behaviour for all parties involved in the act of publishing: the author, the editor, the peer reviewer, and the publisher. DUTIES OF EDITORS Publication decisionsThe Editorial Board is responsible for deciding which of the articles submitted to the Conference Proceedings should be published. The Editorial Board may be guided by the policies of ethics and constrained by such legal requirements as shall then be in force regarding libel, copyright infringement and plagiarism. The editor may confer with other editors or reviewers in making this decision.

show abstract

“…As stated in Sivabalan et al [36], recruitment is defined as the process of generating a pool of job seekers whom are valuable for the company, have all necessary skills and expertise and meet all job requirements that enable them to contribute in constructing a promising future for the organisation. Traditional recruitment methods are time-consuming and usually require huge efforts by HR departments.…”

Section: Related Workmentioning

confidence: 99%

“…Then, candidates are screened for choosing the most suitable persons for vacant posts. Although this recruitment and selection process performs well in screening out unqualified applicants, it still has limitations associated with the required effort, cost and time [36,38] to match resumes to their relevant job offers. To address these issues, several e-recruitment systems have been proposed [7,18,20].…”

Section: Related Workmentioning

confidence: 99%

“…These systems are preferred by employers and job seekers in comparison with traditional recruitment methods due to their introduced advantages [39]. For example, e-recruitment systems are cost effective, easy to use, have proper targeting in any field or industry, generate fast responses, allow to build up a database of candidates for talent searching, enable employers to present more information regarding the required job skills and competencies and allow them to have better access to talents [36,39]. By reviewing state-of-the-art e-recruitment systems, we find that they have employed different techniques and approaches for automating the conventional recruitment process.…”

Section: Related Workmentioning

confidence: 99%

See 1 more Smart Citation

Analysis and shortcomings of e-recruitment systems: Towards a semantics-based approach addressing knowledge incompleteness and limited domain coverage

Maree

Kmail

Belkhatir

2018

Journal of Information Science

View full text Add to dashboard Cite

The rapid development of the Internet has led to introducing new methods for e-recruitment and human resources management. These methods aim to systematically address the limitations of conventional recruitment procedures through incorporating natural language processing tools and semantics-based methods. In this context, for a given job post, applicant resumes (usually uploaded as free-text unstructured documents in different formats such as .pdf, .doc or .rtf) are matched/screened out using the conventional keyword-based model enriched by additional resources such as occupational categories and semantics-based techniques. Employing these techniques has proved to be effective in reducing the cost, time, and efforts required in traditional recruitment and candidate selection methods. However, bridging the skill gap - that is, the propensity to precisely detect and extract relevant skills in applicant resumes and job posts - and highlighting the hidden semantic dimensions encoded in applicant resumes are still challenging issues in the process of devising effective e-recruitment systems. This is due to the fact that resources exploited by current e-recruitment systems are obtained from generic domain-independent sources, therefore resulting in knowledge incompleteness and the lack of domain coverage. In this article, we review state-of-the-art e-recruitment approaches and highlight recent advancements in this domain. An e-recruitment framework addressing current shortcomings through the use of multiple cooperative semantic resources, feature extraction techniques and skill relatedness measures is detailed. An instantiation of the proposed framework is proposed and an experimental validation using a real-world recruitment dataset from two employment portals demonstrates the effectiveness of the proposed approach.

show abstract

How to Transform the Traditional Way of Recruitment into Online System

Cited by 6 publications

References 22 publications

Attitudes toward e-recruitment. An explorative study in Romania

Attitudes toward e-recruitment. An explorative study in Romania

20th International Scientific Conference "Economic Science for Rural Development 2019". Integrated and sustainable regional development. Marketing and sustainable consumption.

Analysis and shortcomings of e-recruitment systems: Towards a semantics-based approach addressing knowledge incompleteness and limited domain coverage

Contact Info

Product

Resources

About