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World Wide Worx’s 2012 Internet Access in SA study, released in May, found that the Internet user base in SA grew 25%, from 6,8-million in 2010 to 8,5-million at the end of 2011, and a total of 7,9-million South Africans access the Internet on their cell phones.
Of these, 2,48-million do not have access to computers and log on to the Internet only on their cell phones, writes Raymond Myburgh, head of HR Solutions at IndigoCube.
Forrester Research predicts that by 2016, smartphones and tablets will put power in the pockets of a billion global consumers. It describes mobile as “the manifestation of a much broader shift to new systems of engagement”.
And this is where the seven key benefits of e-recruitment for South African employers come into play:
It’s cost-effective
Placing job advertisements on the Internet is a lot cheaper than placing them in newspaper, magazines and other media. Using social media like Facebook and Twitter can even make publicising a position an essentially free exercise for companies, if it is linked to a Web site on the company’s Web site where candidates can view the job specs, input their CVs, apply and follow up.
Clear communications

Press insertions have word and space limits that can lead to unclear messages. On the Internet there is no word limitation and all relevant details can be expressed unambiguously. In addition, the automated application process can immediately provide feedback to candidates who are under-qualified or not suitable for the position.

Broader search, deeper pool

The Internet’s virtually instantaneous global reach means companies have the advantage of reaching a much broader pool of candidates, which increases the chances of finding the right candidate.
This is particularly important for companies that are recruiting in fields where the braindrain has hit SA hard – with the global economic downturn, many South Africans are returning and looking for positions before they even set foot on the aeroplane to OR Tambo.
Recruiters can also allow candidates to permit them to keep their CVs on file, and even update them from time to time. This means that recruiters have a deeper pool of candidates on which to call for future positions.

Improved standardisation and compliance

The information provided by candidates is obtained in a standard, uniform format, which facilitates easy comparison. This allows for more objective adjudication of candidates in order to compile shortlists, and provides an auditable data trail which assists with regulatory compliance.

Faster time-to-appointment
Automating recruitment administration, like posting a job opening complete with all the specifications, on the Internet takes only a few minutes. Delivery time and response time are immediate. The prospective candidates can visit the company site, post their CVs and expect responses through e-mails.
As mentioned above, e-recruitment can also cut out all non-appropriate candidates automatically, producing a short list within minutes, rather than days of reading through 200 CVs.
Adoption is growing – especially among younger candidates

In a January 2012 survey by UK market intelligence company Key Note, 43,9% of respondents said that they had used the Internet (via mobile or traditional Internet connections) to search for jobs.
In Key Note’s survey, 16,9% of those who applied for a job online received a resulting interview. Considering that 18,5% of respondents used the Internet to apply for a job online, this is a very high success rate. Furthermore, 12,7% of respondents who said that they had applied for a role over the Internet had gained employment.
Green solution
The gathering and compilation of data, filing of records and all related administrative work is done electronically and therefore paperwork is considerably lessened. Significantly less physical space is taken up for file storage, and overall the ecological footprint is smaller than more traditional recruiting methods.