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Adoption of E-Recruitment in the Ethiopian Banking Industry
The main objective of this study is to assess the adoption, advantages and disadvantages of e-recruitment in the Ethiopian Banking Industry. This study will be significant to those who are in charge of performing recruitment tasks in different industries, academicians and researchers. The results of the study are presented in a brief manner here under in order of the specific objectives of the study mentioned above. 39% of the banks in the industry are applying e-recruitment methods in performing their recruitment tasks. Geographical spread, ability to reach a large audience, greater chance to find the right candidates quicker, 24/7 on line, cheaper than the traditional method, increased quality of applicants, shift from manual HRM, positive effect on company image, increased efficiency of the recruitment practice, informing vacancies in creative ways, attracting passive job seekers, access to target candidates, easiness to apply for candidates, reduced administrative tasks, wider scope, choice and opportunities are discovered as the advantages of e-recruitment in the Ethiopian Banking Industry. The result of the study revealed that difficulty to use for non-clerical, discrimination of those who do not have access to internet, involvement of user unfriendly tools, lack of personal touch, development fees for small companies, name recognition required, outdated resumes, internet may not be the first option for applicants, overwhelming number of applicants, time consuming sifting of applications, poor segmentation of the market and lack of transparency of data are the disadvantages of e-recruitment in the Ethiopian Banking Industry.
HRM, Recruitment, E-Recruitment, Websites, Social Media, Job Portal.
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