文獻(xiàn)信息：文獻(xiàn)標(biāo)題：E-Recruitment:ANewDimensionofHumanResourceManagementinIndia（電子招聘：印度人力資源管理的新維度）國(guó)外作者：SnehaSingh文獻(xiàn)出處：《InternationalJournalofAdvanceResearchinComputerScienceandManagementStudies》,2017,5(3):99-105字?jǐn)?shù)統(tǒng)計(jì)：英文2756單詞，14388字符；中文4706漢字外文文獻(xiàn)：E-Recruitment:ANewDimensionofHumanResourceManagementinIndiaAbstractIntherapidlychangingglobalworldeconomy,theonlyessentialvalueforanenterpriseistheexperience,skills,innovativenessandinsightsofitsmanpowerresourcestheyarethekeycomponentsandareconsideredastheassetsoftheorganization.Inthishighlycompetitivemarketorganizationsneedtohavethatcorestrengthofeffectiveworkforce.Everyorganizationputintheirbesttoattract,hireandretainthetalentedmanpowerresources,whichisthebiggestchallengeofcurrentsystem.ThispaperidentifiesInternetrecruitmentmethodsfromrelevantliterature,anddescribeshowtheirbenefitsofonlinerecruitmentcaninfluencethetimeandcostcontainment.Today,oneofthemostcrucialsourcesofcompetitiveadvantageisbasedonhumanresourceeffortsthroughattractingandretainingtalentedindividuals.Likeallotherdisciplineshumanresourcemanagementhasalsogrowntoheightsandworkingincrediblyforthebettermentoftheorganizationsandpeopleingeneral.RecruitmentthroughinternethashelpedintakingHRMtoE-HRMattractingpotentialcandidatestoanorganizationfromtherecruitmentprocess,whichisreferredtoasE-Recruitment.Thepracticeofissuingavacantpositionandapplyingforajobviaawebsitehasincreasedsteadily.ThepurposeofthispaperistobroadentheresearchontheonlineRecruitmentpracticesfortheentiredevelopmentoftheorganizationwithfocusonE-RecruitmentpracticesandtrendsinIndia.Keywords:E-HRM,E-Recruitment,Internet,Trends,Retain.I.INTRODUCTIONE-recruitment,popularlyknownasonlinerecruitment,isthepracticeofusingtechnologyandspecificallyWeb-basedresourcesforprocessinvolvedwithfinding,attracting,assessing,interviewingandprocuringnewpersonnel.Theaimofe-recruitmentistomaketheprocessesinvolvedmoreefficientandeffective,aswellaslessexpensive.Onlinerecruitmentcanreachalargersetofpotentialemployeesandfacilitatetheselectionprocess.E-recruitmenthasbeenanissueofinterestoverthepasttenyears.Internetisconsideredasthelatestmodeofhiring.Itisakindofrevolutionintheworldofrecruitment.Thetermonlinerecruitment,e-recruitmentorinternetrecruiting,implytheformalsourcingofjobinformationonline.WecanfindtheinitialtracesofE-Recruitmentappearedinarticlesofthemid-1980s.E-recruitmentcanbebroadlydividedintotwotypes:corporatewebsiteforrecruitmentandcommercialjobsboardsforpostingjobadvertisements.Nowadays,employeestakehelpofprivateorpublicagencies,togettheirdreamjobandatthesametimeitreducesthetimeandcostoftheorganizationsalso.ButwemustacceptthefactthatadvancementoftechnologiesmademucheasierfortheglobalHRmanagersnotonlytobelieveonagenciesbutalsotheybelieveonInternet.E-Recruitmentisusinginformationtechnologyforhiringtheemployees,toreachthemassesandtosavetime.E-RecruitmentfallsunderE-HRM.It’scompletelyontheemployersthathowtotakethewholeconceptofE-Recruitmentfurther.Inthe50’stothe80’sthemostwidelyusedmediaforrecruitmentwasthenewspapers.Indeed,morethan75%ofcandidatesweresourcedvianewspapersadvertisements.Therecruitmentconsultantsintheback80’susetoworkwithlimitedresourcesavailabletogetthebesttalents;thelocalnewspapers,thenationalnewspapersandthespecialistjobsupplementsusetobetheonlylinksbetweenemployersandemployees.Theinterviewswerefacetofacemeetings,ataplacemutuallyagreedupon.Intheearly90’s,theWorldWideWebwasintroducedwithoutconsideringitwillsignificantlychangetherecruitmentmarket.Itwasinthemid90’stheveryfirstonlinejobsiteswerelaunched.Recruitmentbecamethene-recruitment.Recruitershadtochangetheiroldhabitsandstarthiringonline.Theystartedadvertisingjobsonlinealongwithadvertisingtheiroffersinaprintmagazineornewspapers.Thefirstcontactwiththecandidatewasusuallyanemailfollowedbyatelephonicconversation.Untilthelate1990’s,thebestwaytorecruitpeoplewastopostanannouncementinthenewspapers.Almostallthenewspapershadajobsection,or“jobboard”.Atthetime,companieshadtopayforthespaceoftheirannouncements!Sotheywerekeepingitsimpleandstraight.AndtherewasnoGooglesearchenginetohelpyouknowmoreaboutthepositionorthecompany.Backin1990’s,onlinerecruitmentwasbasicallytheexactsamecontentthatinthenewspapers,exceptthattheywereaccessibleonline.Inthe2000stherecruitmentprocesswitnessedarapidchange,leadingtogrowthwitheverypassingday,giventhatonly6%ofjobseekersusedtheInternetintheirjobhuntin2002leadingto46%in2003.Jobboardsusedtobetherecruiterspreferredtool.Recruitersusetoposttheirrequirementintheformofadsandbuyresumesdatabaseaccesstoreachthebestcandidateasperthejobrequirement.Theybecamefarmoretechsavvy,asprintdeclined.Todaymorethan97%ofjobseekerssearchtheircareeropportunitiesovertheInternet.TheInternetoffersmanywaysforarecruitertofindthepotentialcandidate;theycanadvertisejobsonlinethroughjobsitesortheircareerwebsites.Howevertherecruitersin2017arehyperconnected.AJobboardisnotalimittorecruitatalent.Recruitersaresociallyactiveeverywhereandareconnectedbyallpossiblemodes.TheyuseprofessionalsocialmedialikeLinkedInandpopularsocialnetworkssuchasTwitterorevenFacebooktofindthebesttalent.Wecallthatthesocialnetworkrecruitment.Jobseekersfinditreallyconvenienttofinddifferentjobs,gothroughtheentirejobprofile,andgetanideaaboutthecompensationandbenefitstheemployerisofferingandeveryrelevantdetail,withoutevenvisitingtheorganizationinphysical.II.OBJECTIVESANDSCOPEA.Objectivesofthestudy1.ToexplaintheimportanceofE-recruitment.2.TolistmajorchallengesfacedbyorganizationswhiledoingE-Recruitment.3.TofocusthemethodsandtrendsinE-recruitment..B.ScopeoftheStudyOnlinerecruitmentisnomoreanexclusivedomainofthetechnologicallysavvy,thecuriousandtheultra-sophisticatedsectionofthesociety.Today,withthismediumtried,testedandproventobetrueandmoreimportantlyabsolutelynecessary,professionalrecruitersandemployersequallydependsandtrustjobportalsasaprimarysourceofprofessionaltalentbothonawholeandinsomecasestocomplementtraditionalhiringmethods.Onlinerecruitmenthasanedgeintermsoflongitivityalsoasitslifeislongerthanpaperbasedadvertisementscomparatively.Also,thoseadsonlinehavethescopeofalterationanytime.Companiescanpostcompletedetaileddescriptionofthejobs&cananswertofrequentlyaskedquestionscalledasFAQs.Thisaddedinformationattractsmorecandidatesandsavestimeofemployers.Irrespectiveoftimecandidatescancheckjobsaspertheirconvenienceroundtheclockwhichgivesthemhandinesstosearchandapplyforabettercareeropportunity.AspertheabovementionedfactsanddiscussionswecanclearlyseethecommendablegrowthofrecruitmentindustryandgettingbenefittedbytheimplementationofE-Recruitment.Wecansayonthebasisofabovediscussionthaterecruitmenthasdefinitelyreducedtheburdenofhumanresourcedepartmenttoagreatextentandalsoprovidedwithamuchmoreenhancedandefficientworkingmethods.E-Recruitmentisundoubtedlytimesavvy,simpler,transparentandworldwideaccessible.III.RECRUITMENTOrganizationmakeplanningonthebasisofwhichrequirednumberofhumanresourcearedetermined,thenthenextstepwillbetheprocurementrole,itistoallocatethesourcesfromwheretherequiredmanpowercanbeavailable&toattractthemtowardstheorganization.Thisisknownas‘recruitment’.Organizationhastorecruitpeoplewithmandatoryskills,qualificationsandexperience.A.E-RecruitmentapartofE-HRMInternetemergedasthepotentialrecruitingmechanismintheendof1990’s,andintheearlystagesofinternetrecruitmentitprovidesmanybenefitstotherecruiters.Itwasdeclaredthatinternetisthebackboneofrecruitingfield,anditbringsahugedevelopmentinthefieldofrecruitmentandmakestheworldaglobalplacetoworkin.Thelatesttrendinrecruitmentisthe‘E-Recruitment’or‘OnlineRecruitment’.EveryorganizationbigorsmallisusingE-Recruitmentinpartialorfulltoreachthemaximumnumberofpotentialcandidates.B.HRISandE-Recruitment:ALinkageHumanResourceInformationSystem(HRIS)isoneofthemostimportantManagementInformationSystems.Ithelpsmajorlyinadministrativeactivitiesrelatedtohumanresourcesofanorganization.HRISprovidesessentialinformationonhowmanypeopleworkfor(andwith)afirm,wheretheyareandwhatdotheydosothatonecanmanagethem.Noe(2007)toldthatHRISisusedasacomputersystemthatacquires,stores,manipulates,analyses,retrieves,andgiveawaytheinformationrelatedtohumanresources.Ithasbecomeanimportanttoolasitcollects,managesandreportsinformationthathelpsinmakingdecisions.HRIShelporganizationsinorganizingmostoftheHRplanningfunctionsincludingrecruitingemployeesinanorganization.RecruitmentandselectionareconsideredasthecoreHRactivitiesthatneedtobewellplannedandconductedinanefficientandeffectivemannerinorganizationsinordertoattainsuccess(Darrag,2010).Darrag(2010),identifiedrecruitmentasabridgebetweenthejobseekingcandidatesandvacantpositionsinanorganization.Theuseofjobcenters,employmentagenciesandemployeedatabasesisdonebytheorganizationstofillthegap.El-Kot&Leat(2008),mentionedawiderangeofselectionpracticeswhichcanbeusedforrecruitmentlikeapplicationforms,psychometrictesting,assessmentcenters,jobspecificaptitudeorknowledgetests,group-basedactivitiesetc.ManyresearchershavedonestudiesonrecruitmentmethodsbutmuchhasnotbeensaidandtalkedaboutnewtechnologiesoradvancementsspeciallyHRIS,thatcancontributealotinrecruitmentprocess,HRIScanenhanceandstrengthentherecruitmentprocessofanorganization.Selden(2000)focusedonassessingtheeffectivenessofhumanresourceinformationsystembypresentingaframeworkandmethodology.Itcanbetermedasanimportanttoolfortheorganizationstooffergoodresultsinrecruitmentofemployees.IV.REVIEWOFLITERATUREE-Recruitmentformallyrefertosourcingofjobsonline(Ganalaki,2002).E-RecruitmentpopularlyknownasonlinerecruitmentwiththehelpofwhichthejobseekerscansendtheirCV’sdirectlytotheemployerthroughelectronicmeansandontheotherendtheemployerwillreceivetheCVofthejobseekersandcanfilterfromtheotherrespectivecandidate’sCV’s(Finn,2000).Byintroducingthesoftwarelike“activerecruiting”itisnowbecomingmucheasierfortheemployertotracethedeservingcandidateforaparticularprofile,itisnowmucheasier.Ithasbeenamatterofargumentthatonlinerecruitmentcannotreplacethetraditionalwayofrecruitingbutawellimplementedonlinerecruitmentcanhelptheorganizationtomakeitmuchmoreeasier(caggiano,1999&borck,2000).HadaandGairola(2015)intheirresearchclearlyreportedthatToday’sworldistechnologybasedworldandwecanfeelitspresenceineachsphereofourlives.Conceptofinternethaschangedourlivestremendouslyandithasalsochangedpeople’sapproachtowardstheirwork.Nowtheentireworldisjustaclickawayfromusandwecanconnectwithindividualsinanypartoftheworld.OswallandNarayanappa(2014),thisresearchstatesthatbyonlinejobopening,candidatehaveabetterchancetogothroughcompanyprofileandunderstandtheorganizationsvisionandgoalsandanalyseswiththeirareasofinterest.Onlinerecruitmentwidensthescopeandareaoftalentresearchforhumanresourcedepartment.Evenwithorganizationintranet,managerscouldgothroughexistingemployee’srecordsforinternalrecruitmentprocess.Evenemployeescangofindoutanyjobopenings.Dhamija(2012)inherpapershesaidthatitismoreimportanttogetthebestandmostappropriatecandidateinone’shumancapitalratherthanselectingthebestamongthosewhohadappliedforthejob.Fromthiswecanunderstandthatwemustnotcompletelyrelyone-recruitmentanditcannotbeconsideredastheonlysourceofrecruitment,infactitshouldblendwithtraditionalmethodofrecruitmentwhenandwhereverrequiredinordertogetthebesttalent.Kapse(2012)thisarticleaboutErecruitmentstatedthatonlinerecruitmenthaslotofadvantagestocompanieslikelowcost,lesstime,quick,widerreach,bettermatchandwiththistheyhavepointedoutsomeofthedisadvantagesofonlinerecruitmentlikescrutinizingapplications,lackofawarenessregardinginternetinIndiainsomeplacesandtheysaidthatemployerswanttohavefacetofaceinteractionwithcandidates.Caggiano(1999)&Borck(2000)ithasbeenarguedbythemthatinternet-basedrecruitingwillnotreplacetraditionalpracticesinrecruitingbutawell-implementede-recruitmentstrategycanhelptherecruitmentprocessbecomemoresuccessful.AccordingtothestudybyNASSCOM–Jobisamongthetopreasonswhynewusersaccesscometheinternet,besidescheckinge-mails.Therearemorethan18millionresumesfloatingonlineacrosstheworldasperthereport.V.METHODSUSEDINTHEPROCESSOFE-RECRUITMENTTherearebroadlytwomethodsofexecutingE-Recruitment:1.Thecorporatewebsite:Thecorporatewebsiteoftheorganizationisgenerallyusedforpostingajobthroughalinkforcareeroptionswherethepotentialcandidatescanlookforthecurrentopenings,eligibilitycriteriaandotherrelevantdetails.Oncompany’swebsite,humanresourcedepartmenthasachoiceofpostingthevacanciesfreelyandindicatethecareerpathexpectedafterjoiningtheorganization.Thecorporatewebsiteattractsonlytheinterestedcandidatestowardsitself.Forattractingothercandidates,otherchannelscanbeused.2.Commercialjobportalsorjobboards:TheCompanycanusecommercialjobportalsforpostingthejobadvertisementsandsearchfortalentedcandidates.Forcandidateslookingoutforjobitiseasiertogothroughnumberofopeningatoneplatformthatiscommercialjobportals,whereasitistimeconsumingtovisitindividualwebsitesoforganizationsandmostofthetimescandidatedidnotgettoknowabouttheopeningsifnotvisitedregularly.Jobportalsemergedasasolutiontothisproblem.A.AdvantagesofE-Recruitment?Fastandeasyaccesstoinformation.?Lowcost,comparedtoprintadvertising.?Minimummanualintervention.?Widerrangeandscopeofjobopportunities.?Flexibilityofaccessingtheinternetasanattractivesource.?Fororganizations,itprovidesanopportunityforjobstobeadvertisedinglobalmarket.?Platformforattractinghighqualitypeoplewhoarenotactivelysearchingforjob,alsoknownaspassivejobseekers.?Itprovidesverifiedandtechnicallygoodcandidates.B.DisadvantagesofE-Recruitment?Organizationscan’tsolelyrelyonE-recruitment.?Alargeapplicantpoolcanhaveanegativeimpactofincreasingcostsinadministeringrecruitmentsystems.?InIndia,employersstillpreferafacetofaceinteractionratherthansendingE-mails.?Peoplewhoarefromlesseducatedgroupsorgeographicallydispersedmaynotusethismediumtoseejobsvacant.?Screeningandcheckingskillmapping&validationofmillionsofresumesisaproblemattimes&istimeconsuming.VI.CONCLUSIONTherealstrengthandpowerofonlinerecruitment,whendoneproperly,lieinutilizinginternettechnologytonotjustattractcandidatesbuttodealwiththemtoo.Inthissenseitisalsoaboutrationalizingtherecruitmentprocess-sobusyHRdepartmentscangiveabetterrecruitmentservicetotheircolleaguesinfinance,marketing,salesandmanufacturing.E-Recruitmentispresentaswellasabrightfutureofrecruitmentindustrythatwillkeepgrowingyearafteryear.WithlotsofpositivetraitsithassomelimitationslikeprobleminruralIndia,problemwithlesseducatedpopulation,strongbeliefandtrusttowardsfacetofaceinterviewtonameafew,butifwelookatthebrightsideofthestorytheseproblemsareverylittleandwillsurelybegonebythepowerofeducation.AsperareportinBUSINESSINSIDERDatedFeb.142017,OnlinerecruitmentactivitiesforJanuary2017continuedtoexceedthecorrespondingperiodayear-agoatthesamerateasinDecember2016;upby11percent,accordingtotheMonsterEmploymentIndex.中文譯文：電子招聘：印度人力資源管理的新維度摘要在瞬息萬變的全球化經(jīng)濟(jì)中，企業(yè)唯一的本質(zhì)價(jià)值是其人力資源的經(jīng)驗(yàn)、技能、創(chuàng)新能力和洞察力，它們是組織的關(guān)鍵組成部分，被視為組織的資產(chǎn)。在這個(gè)競(jìng)爭(zhēng)激烈的市場(chǎng)中，組織需要擁有有效勞動(dòng)力的核心力量。每個(gè)組織都在盡最大努力吸引、招聘和留住人才資源，這是當(dāng)前系統(tǒng)面臨的最大挑戰(zhàn)。本文從相關(guān)文獻(xiàn)中確定了電子招聘的方法，并介紹了電子招聘的好處，如何影響招聘時(shí)間和成本控制。今天，競(jìng)爭(zhēng)優(yōu)勢(shì)最重要的來源之一是通過吸引和留住有才能的人員來實(shí)現(xiàn)人力資源整合。像所有其他學(xué)科一樣，人力資源管理也發(fā)展到到了很高的水平，致力于改善組織和人們的整體效益。通過互聯(lián)網(wǎng)進(jìn)行招聘，有助于將人力資源管理納入電子化人力資源管理，從招聘過程中吸引潛在的求職者到組織中來，這被稱為電子招聘。通過網(wǎng)站發(fā)布空缺職位和申請(qǐng)工作的做法穩(wěn)步增加。本文的目的是拓寬電子招聘實(shí)踐的研究，促進(jìn)組織的全面發(fā)展，重點(diǎn)關(guān)了注印度的電子招聘實(shí)踐和趨勢(shì)。關(guān)鍵詞：電子化人力資源管理，電子招聘，互聯(lián)網(wǎng)，趨勢(shì)，保留。一、簡(jiǎn)介電子招聘，通常被稱為網(wǎng)絡(luò)招聘，是利用技術(shù)，特別是根據(jù)網(wǎng)絡(luò)資源，來尋找、吸引、評(píng)估、面試和招聘新員工的一種做法。電子招聘的目的是提高招聘過程的效率和效果，同時(shí)降低成本。電子招聘可以接觸到更多的潛在員工，并為甄選過程提供便利。在過去十年中，電子招聘一直是一個(gè)令人感興趣的問題。互聯(lián)網(wǎng)被認(rèn)為是最新的招聘模式。這是招聘界的一場(chǎng)革命。術(shù)語“在線招聘”，“電子招聘”或“網(wǎng)絡(luò)招聘”意味著可以在網(wǎng)上發(fā)布招聘信息。我們可以在20世紀(jì)80年代中期的文章中發(fā)現(xiàn)最初的電子招聘痕跡。電子招聘大致可以分為兩類：企業(yè)招聘網(wǎng)站和發(fā)布招聘廣告的商業(yè)招聘網(wǎng)站。現(xiàn)在，員工在私人或公共機(jī)構(gòu)的幫助下，得到他們夢(mèng)寐以求的工作，同時(shí)也減少了組織的時(shí)間和成本。但我們必須接受這樣一個(gè)事實(shí)，即技術(shù)的進(jìn)步使全球人力資源管理者不僅更容易相信機(jī)構(gòu)，而且更容易相信互聯(lián)網(wǎng)。電子招聘是利用信息技術(shù)來招聘員工、接觸大眾、節(jié)省時(shí)間。電子招聘屬于電子化人力資源管理的范疇。如何充分利用電子招聘的概念，完全取決于雇主。在50年代到80年代，最廣泛使用的招聘媒體是報(bào)紙。事實(shí)上，超過75%的求職者是通過報(bào)紙廣告獲得的。在80年代后期，招聘顧問利用有限的資源獲得最佳人才；本地報(bào)紙、全國(guó)性報(bào)紙和專業(yè)招聘副刊是雇主和雇員之間唯一的聯(lián)系渠道。面試是在雙方商定的地點(diǎn)進(jìn)行面對(duì)面的會(huì)議。90年代初，互聯(lián)網(wǎng)在沒有考慮到它將顯著改變招聘市場(chǎng)的情況下推出。正是在90年代中期，第一批在線招聘網(wǎng)站推出。招聘變成了電子招聘。招聘人員不得不改變他們的舊習(xí)慣，開始在網(wǎng)上招聘。他們開始在網(wǎng)上發(fā)布招聘廣告，同時(shí)在印刷雜志或報(bào)紙上刊登招聘廣告。與求職者的第一次接觸通常是一封電子郵件，然后是電話交談。直到20世紀(jì)90年代末期，招聘員工的最佳方式還是在報(bào)紙上發(fā)布公告。幾乎所有的報(bào)紙都有一個(gè)招聘版面，或者叫“求職版面”。當(dāng)時(shí)，公司不得不為他們的公告版面付費(fèi)！所以他們簡(jiǎn)潔而直接，并沒有谷歌搜索引擎來幫助你更多地了解這個(gè)職位或公司。早在20世紀(jì)90年代，網(wǎng)絡(luò)招聘基本上與報(bào)紙上的內(nèi)容完全相同，只不過它們可以在網(wǎng)上訪問。在本世紀(jì)頭十年，招聘過程發(fā)生了迅速的變化，導(dǎo)致每天都在增長(zhǎng)，因?yàn)樵?002年，只有6%的求職者在求職時(shí)使用互聯(lián)網(wǎng)，而在2003年，這一比例達(dá)到了46%。招聘網(wǎng)站曾經(jīng)是招聘人員的首選工具。招聘人員通常以廣告的形式發(fā)布招聘要求，并根據(jù)工作要求購(gòu)買簡(jiǎn)歷數(shù)據(jù)庫(kù)訪問權(quán)限，以獲得最佳求職者。隨著印刷品數(shù)量的減少，他們的技術(shù)水平也大大提高了。今天，超過97％的求職者通過互聯(lián)網(wǎng)搜尋他們的職業(yè)機(jī)會(huì)。互聯(lián)網(wǎng)為招聘人員找到潛在求職者提供了多種途徑；他們可以通過求職網(wǎng)站或職業(yè)網(wǎng)站在線發(fā)布招聘廣告。然而，在2017年，招聘人員是超連接的。招聘網(wǎng)站并不是招聘人才的限制。招聘人員在社會(huì)上到處都是活躍的，并通過各種可能的方式進(jìn)行聯(lián)系。他們使用專業(yè)的社交媒體如LinkedIn和熱門的社交網(wǎng)絡(luò)如Twitter甚至Facebook來尋找最佳人才。我們稱之為社交網(wǎng)絡(luò)招聘。求職者發(fā)現(xiàn)找到不同的工作，瀏覽整個(gè)工作概況，了解雇主提供的報(bào)酬和福利以及每一個(gè)相關(guān)的細(xì)節(jié)，都非常方便，甚至不用去親自拜訪組織。二、研究目的和范圍A.研究的目的1.說明電子招聘的重要性。2.列出各組織在進(jìn)行電子招聘時(shí)面臨的主要挑戰(zhàn)。3.關(guān)注電子招聘的方法和趨勢(shì)。B.研究的范圍網(wǎng)絡(luò)招聘不再是社會(huì)中技術(shù)精英、充滿好奇和極端復(fù)雜群體的專屬領(lǐng)域。今天，隨著這一媒介的試用、測(cè)試和證明是真實(shí)的，更重要的是絕對(duì)必要的，專業(yè)招聘人員和雇主同樣依賴和信任招聘網(wǎng)站，將其作為專業(yè)人才的主要來源，在整體上和在某些情況下，是對(duì)傳統(tǒng)招聘方法的補(bǔ)充。網(wǎng)絡(luò)招聘在長(zhǎng)期性方面具有優(yōu)勢(shì)，因?yàn)橄鄬?duì)于紙質(zhì)廣告，網(wǎng)絡(luò)招聘的壽命更長(zhǎng)。而且，這些網(wǎng)絡(luò)廣告隨時(shí)都有修改的余地。公司可以發(fā)布對(duì)工作的完整詳細(xì)描述，或者可以回答被稱為FAQs的常見問題。這些增加的信息吸引了更多的求職者，并節(jié)省了雇主的時(shí)間。無論什么時(shí)候，求職者都可以根據(jù)自己的方便，全天候地去找工作，這讓他們很容易去尋找和申請(qǐng)一個(gè)更好的職業(yè)機(jī)會(huì)。根據(jù)上述事實(shí)和討論，我們可以清楚地看到招聘行業(yè)的可喜成長(zhǎng)，并通過實(shí)施電子招聘獲益。在上述討論的基礎(chǔ)上，我們可以說電子招聘顯著減輕了人力資源部門的負(fù)擔(dān)，同時(shí)也為人力資源部門提供了更好、更高效的工作方法。電子招聘無疑是節(jié)省時(shí)間、簡(jiǎn)單透明和全球通用的。三、招聘組織根據(jù)規(guī)劃來確定所需人力資源的數(shù)量，下一步將是招聘員工，即分配所需人力的來源，吸引他們來到組織。這就是所謂的“招聘”。組織必須招聘具有強(qiáng)制性技能、資格和經(jīng)驗(yàn)的人員。A.電子招聘是電子化人力資源管理的一部分互聯(lián)網(wǎng)在90年代末成為潛在的招聘機(jī)制，在電子招聘的早期階段，它給招聘人員帶來了許多好處。據(jù)稱，互聯(lián)網(wǎng)是招聘領(lǐng)域的分水嶺，它給招聘領(lǐng)域帶來了巨大的發(fā)展，并使世界成為一個(gè)全球性的工作場(chǎng)所。招聘的最新趨勢(shì)是“電子招聘”或“網(wǎng)絡(luò)招聘”。每個(gè)組織，無論大小，都在使用部分或全部的電子招聘，以實(shí)現(xiàn)求職者的最大數(shù)量。B.人力資源信息系統(tǒng)：一種聯(lián)系人力資源信息系統(tǒng)（HRIS）是最重要的管理信息系統(tǒng)之一。它主要有助于與組織人力資源相關(guān)的行政活動(dòng)。人力資源信息系統(tǒng)提供了許多人為(和)一家公司工作的重要信息，他們?cè)谀睦铮麄冏鍪裁矗员闳藗兛梢怨芾硭麄儭oe(2007)指出，人力資源信息系統(tǒng)被當(dāng)作一種計(jì)算機(jī)系統(tǒng)，用于獲取、存儲(chǔ)、操作、分析、檢索和提供與人力資源有關(guān)的信息。由于它可以收集、管理和報(bào)告有助于決策的信息，它已經(jīng)成為一個(gè)重要的工具。人力資源信息系統(tǒng)幫助組織規(guī)劃大部分人力資源職能，包括在組織中