Synopsis Sample

Lord Buddha Education Foundation Synopsis For Technical Presentation Entitled “E-recruitment: an emerging HRM technology” September, 2010 Submitted By Bikash Agrawal MBA – I …………….. Roll No.

Synopsis (LBEF) Title: e-recruitment: an emerging HRM technology Objective: 1. To study the merits and demerits of e-recruitment 2. To analyze the reasons why an organization adopts e-recruitment over other modes of recruitment. 3.To find on how the organization hires people through the e-recruitment process. 4.

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Study on the e-recruitment trends and future in context of Nepal. 5. Possible improvements in e-recruitment policy in Nepal. Methodology: MS PowerPoint Description: E-Recruitment use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like jobsnepal. com, the organization’s corporate web site or its own intranet. Companies advertise job vacancies through worldwide web.

Job seekers place their resume in worldwide web, which can be drawn by prospective employees depending upon their requirements. E-recruitment can produce cashable savings, retaining speculative and star candidates for the future, and then contacting them when an appropriate vacancy is advertised effectively generating applicants for free. Reduced administration allows managers to view applications online. Internet recruitment sites are where the skilled individuals of the present and future are looking for jobs.

These results suggest that for certain types of organizations, perhaps those in particular sectors or with specific workforce needs, online recruitment methods are very successful and are therefore being used with increasing regularity. Conclusion: Reach a wide pool of applicants. Separate divisions providing the image of an up-to-date organization, reinforcing employer branding and giving an indication of organization culture.

Offer access to vacancies 24 hours a day, 7 days a week reaching a global audience. Integrate with other recruitment methods so that all recruitment ‘tools’ work in harmony.Evaluate and monitor use – get feedback from applicants about how they found the process and take appropriate actions. Keep content fresh – don’t display vacancies out of date vacancies. Have a policy on how to deal with unsolicited applications. Provide contact telephone numbers in obvious places for those having technical problems. Conduct research into the most appropriate job board to host vacancies. Think of the candidate when building your corporate careers site.

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Author: Cecil Hogan


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