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E-Recruiting: Sources, Opportunities, and Challenges
Abstract
Recently, a web-enabled e-recruiting emerged quickly as a powerful method for both job seekers and recruiters. E-recruiting has driven companies to redesign the recruiting process and to move quickly to web-based integrated human resource systems that provide standardized frameworks for key personnel processes (Cullen, 2001). Currently, corporate career web sites are among the most widely deployed e-business web sites (Maurer and Liu, 2007). Job seekers visit corporate career web sites to survey a job market in addition to searching for job opportunities. Recruiting via social networks such as Facebook, LinkedIn.com, and MySpace is also getting popular. E-recruiting systems have evolved through numerous technological developments since its introduction in the mid-1990s. A recent survey shows that Fortune 100 companies are in various stages of development (Lee, 2005). At the early stage of the corporate e-recruiting system, the purpose of the career web site was to simply post job openings on the static web page for job seekers’ information. As e-commerce technologies advanced and recruiters gained more e-recruiting experience, the front-end e-recruiting systems added new features and functions, targeted job seekers better, and integrated with a back-end human resource management system. An advanced e-recruiting system of large companies has been powered by an enterprise-wide system and incorporated best practice recruiting methodologies to achieve strategic advantage.
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