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E-Hrm Digital Approaches, Directions & Application Assignment Sample

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E-Hrm Digital Approaches, Directions & Application

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What was the main idea the author shares with the audience?

In this article, the author has described a detailed explanation of the ATS system which is one of the revolutionary tools for HR professionals of any organization. It is mainly used to shortlist the resume of the perfect candidate among a huge number of CVs in a multinational organization. A detailed idea of shortlisting through application attraction, recruitment sources, corporate websites, social media platforms, internet job boards, processing of applications, communicating with applicants, assessment of technology, evaluation methods, and methods of screening descriptively. The opposite-way format is the simplest way for an ATS to interpret. This format highlights your practical experience by placing it at the forefront of the page. Then it ranks your expertise in the field in order of importance.

What are some themes mentioned in the articles?

 This has also become the most common configuration among employment agencies. If Notepad can read it, ATS machines ought to be able to as well (Abiaet al. 2020). Inside the overwhelming majority of cases, whether it's an Expression or a PDF memorandum, it will suffice. Such sufficient themes have been mentioned in articles like the ATS system,

What are some key concepts mentioned in the articles?

In this article, I have found that Several techniques have been Application tracking, identification of employers, job boards, online testing, social media, advantages of E-applications, and disadvantages of E-recruitment, The development of e is to make hiring procedures more streamlined and cost-effective. Furthermore, by applying in the process, Human resources may access a bigger pool of prospective employees while also expediting the recruiting process.

E-recruitment is a wide phrase used to begin a debate concerning recruiting platforms and hiring procedures. Acquisition management services, social advertising, application tracking mechanisms, recruitment advertisements, customer relationship manager, career planning & talent data management are all examples of this. The procedure of choosing the ideal candidate for an available employment position in a company is known as selection. Job boards, corporate websites, and even social media networks all assist to speed up recruiting and identify the greatest fit for open positions.

What do we learn from these articles?

I have learnt about the detailed process of the E-recruitment process in a proper significant manner. Several technologies have been used to full fill the organizational need in a proper systematic way ( Brownet al. 2020). The Talent Management landscape is continually shifting. Companies are using technology to optimize their recruitment process procedures and improve production efficiency. According to a Mercer document, 88% of organisations worldwide sometimes use a form of Machine learning for business. The much more important factors fastest growing markets in the HR Computer industry are employee satisfaction, management consulting, and affect success.

Why should we use these concepts in building and sourcing capabilities?

According to the World Economic Forum, HR technology will generate 58 million new positions by 2022. External recruitment advanced technologies have developed in recent decades, which have been synergizing the significantly bigger and greater volume of job requirements. It has a greater impact on time-saving as well as proper selection-based methodology in a proper dynamic way nowadays. If the company uses this technology, anyone working in the same organization can not betray or refer someone in the same organization with the help of manual selection.

What has the author done well?

In this article, a detailed explanation of several techniques has been mentioned in a proper systematic way via using this kind of technological service dynamically. ATS has been taking a key role to short out proper talent for this organization. Explanations of various techniques as well as implementation techniques have been mentioned in a proper systematic way in this article.

How can the practices mentioned in the assignment be used in the real world?

Using job placement software, hiring managers will be able to reach a larger number of candidates both locally and internationally (Fachrizalet al. 2019). Furthermore, a regression equation will be required for recruitment agencies to detect where job candidates saw open positions. Sourcing prospective candidates on highly qualified social networking sites have become one of the most widely known types of internet-based external recruitment. Would use an applicant management system (ATS) to conduct online interviews using video conference software. E-recruiting has been the right direction, and organizations must embrace it if they want to keep abreast and reach out to homegrown talent. It also simplifies the procedure of selecting the best professionals much more productive, simple, and quick, which any business can profit from.

Reference list


  • Abia, M. and Brown, I., 2020, April. Conceptualizations of e-recruitment: A literature review and analysis. In Conference on e-Business, e-Services and e-Society (pp. 370-379). Springer, Cham.
  • Mindia, P.M. and Hoque, M.K., 2018. Effects of E-recruitment and internet on recruitment process: An Empirical study on Multinational companies of Bangladesh. International Journal of Scientific Research and Management, 6(01), pp.2321-3418.
  • Fachrizal, M.R., Radliya, N.R. and Manik, A., 2019, November. Development of E-Recruitment as a Decision Support System for Employee Recruitment. In IOP Conference Series: Materials Science and Engineering (Vol. 662, No. 2, p. 022018). IOP Publishing.
  • So?ek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment process. Economics and Culture, 15(2), pp.25-33.
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