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Journal: Journal of Management (JOM) (Vol.09, No. 02)

Publication Date:

Authors : ;

Page : 16-27

Keywords : Interview; COVID-19; Employees; e-recruitment; Human resources;

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In the pre-pandemic time, the term 'interview' was synonymous with a nightmare for most people. It used to be a common sight of an interviewee walking into the interviewer's room with a rushing pulse, jelly legs, tensed temples, and profuse perspiration – so much so that their faces used to convey all about that anxiety and nervousness. However, the past year has been the year of change, and the change is there to stay in 2021 and hopefully in the next few years as well. The COVID-19 pandemic has brought a series of transitions on the personal and professional front for all. Paving their way through the challenges, organizations have reacted to them with a resilient attitude. The ever-increasing digitalization in today's business processes and incredibly fast-growing markets have created a more competitive business environment. And, this more competitive business environment has led companies to be more demanding regarding the employee qualifications as well as the quality of tasks carried out by these employees. Moreover, this change process has rendered the traditional human resources management methods inadequate, further digitizing the field of human resources. In this study, the author examines the handling of recruitment functions within human resources management and the digitization process. Furthermore, they discuss both the basic dynamics of the e-recruitment processes, the tools of erecruitment, as well as its advantages and disadvantages

Last modified: 2022-07-04 20:54:40