Tag Archives: E-Recruitment

The introduction and use of electronic recruitment (e-recruitment) on the recruitment process in organizations: Benefits of this technology for recruiting organizations (Published)

The success of every organization depends on its human capital, and recruitment by the human resource department is vital in generating organizational human capital. In the past twenty years, the traditional paper-based method of recruitment has been replaced to some extent by electronic recruiting (e-recruitment) in many organizations as many organizations are now utilizing e-recruitment to post jobs and accept resumes on the internet, and correspond with applicants by e-mail.  In this paper, recruitment and e-recruitment are theoretically defined, summarized and synthesized and the various benefits accruing to organizations for adopting electronic recruiting are highlighted. I also identified gaps and opportunities for future research and proposed some testable research questions in the domain of e-recruitment, as well as suggested research methods that can be utilized in future research to answer the proposed questions. Important contributions of this paper are highlighted.  

Keywords: E-Recruitment, Human Resource Management, Transaction Cost, employer brand image, signaling theory

Information Literacy Skills and Information Utilization by Students In Two Nigerian Universities (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment

Leveraging Information Technology (It) In Recruitment and Selection Processes- A Comparative Study (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment