Impact in E-Recruitment on firms in Bangladesh

Abstract

The purpose of a hiring event is to reach out to prospective employees and bring the specific kind of skills and experiences in the organization especially those which cannot be built from within. For external recruitment company posts job advertisement in different online website and recruit the best possible candidate from the pool of applicants who applied for the position. E‐recruitment or online recruitment system can shortlist the application forms according to years of experience, skills, and educational attainment relevant to the job vacancy effectively and efficiently. The effectiveness of online job recruitment system is based on Performance, Reliability, Security and Cost‐ effectiveness. Speaking about the performance of online recruitment software, it could facilitate efficient filtering of qualified candidates and could provide a well‐matched shortlist of qualified applicants compared to the manual process of Internal Recruitment. In terms of Reliability, online system could produce the required results with precision and could filter out applicants’ forms without anomalies and any form of discrimination while internal recruitment also provides correct results but with more expenditure of time and effort. Online recruitment system has the mechanism to protect and control programs and data, and it provided its user’s passwords as security against unauthorized users while the internal recruitment system of different companies are not capable to control any kind of mechanism. This study thus investigates the trends and effectiveness of e-recruitment in the context of Bangladesh which is more an appropriate technique to hire candidates in today’s competitive world