Human Resource Recruiting and Staffing

Blog 2: Human Resource Recruiting and Staffing

            Recruitment is the process to get the right person at the right position in an organization. As compared to those days where people search through newspapers, magazines, or mass media for job vacancies, nowadays, people usually just browse through the internet for it. We can directly search the portal website of a company that we want to work in or search the online job vacancies websites like JobStreet or AsiaPartTime and all the qualifications and job specifications are listed there. Therefore, many organizations started to use online recruiting and staffing tools to help them to hire the best quality employees. These web-based recruitment systems can help the organization to reduce the cost of filling the job opening, increase the speed of filling job vacancies, and also to hire diversity of potential applicants.

            For example, Maybank uses myCareer e-recruitment as its online resource tool for potential candidates to apply for career opportunitis in Maybank group or to maintain their CVs in the Talent Pool. This e-recruitment module has made the job opportunities within the Maybank Group visible to all external candidates. HR Managers within the Maybank Group will access to the personal data of the applicants. Short-listed profiles will then be forwarded to the relevant Line Managers for further consideration and then an automatic online reply will be sent to the chosen candidates for face-to-face interview.

            Moreover, this system enables Maybank to collect and retain the applicants’ information and also to secure their personal data for the purposes of administering and managing applicants’ registration, operating and improving the web site. The myCareer system of Maybank not only allow the management to store data, applicants can keep their CV in Maybank e-Recruitment database too. They can keep their CVs in 2 ways: allow it to be searchable by the managers or not. If the applicants are not yet ready for the job application, they can just keep their CVs in the database which is not accessible by the managers. The applicants can always update or delete their information in the system.

            Another example of HRIS in recruitment and selection tools is Applicant Tracking System which helps to screen for candidates according to the qualifications set by the companies. This system can reduce the screening cycle period when there are too many job applicants in one session. However, in order to well utilize the information systems in the recruitment process, managers have to fully understand how the information systems work and ensure that it congruent to companies’ objectives.

(Total 415 words)

References:

1.      1. Kimberly, M.L., et al. (2012). Recruitment and Selection in an Internet Context. Human Resource Information Systems, 2^nd edition, Chapter 12, pp 370-385.

2.      2. Simon, S.D. (2010). Picking the Best Apple: Selection Tools for Recruitment. 

3.      3. Braddy, P.W. , Meade, A.W., and Kroustalis, C.M. (2008). Online recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers’ impressions of organizations. Computers in Human Behavior, 24, 2992-3001.

4.      4. Maybank Data Privacy Statement for myCareer e-Recruitment website:
http://mycareer.maybank.com.my/sap(bD1lbiZjPTgxMA==)/bc/bsp/sap/z_bsp_erc_l dpg/zPrivacy_Statement.htm

5. Maybank myCareer FAQs website: http://mycareer.maybank.com.my/sap(bD1lbiZjPTgxMA==)/bc/bsp/sap/z_bsp_erc_lndpg/zfaqs.htm