Why Use E-Recruitment Portals in Sri Lanka?

Recruitment changed from traditional paper-based procedures to complex, technology-driven strategies as the global digital environment develops. E-recruitment presents both potential and challenges for companies and job seekers in nations like Sri Lanka, where economic and digital change is still in its infancy. In light of its implications for Strategic Human Resource Management (SHRM) in developing nations, this article will examine how e-recruitment has affected Sri Lanka's labour market. Organisations can better utilise e-recruitment's potential for a long-lasting, effective, and inclusive hiring process with the help of SHRM.

(Photo by Marcus Aurelius: https://www.pexels.com/photo/woman-sitting-on-wheelchair-while-using-laptop-4064640/)

E-Recruitment: Revolutionizing Talent Acquisition

The technique of using digital platforms for recruiting management and advertising, or "e-recruitment," has become popular all around the world. Research indicates that organisations benefit from e-recruitment because of its cost-effectiveness and wide reach. Attupuram et al. (2015). Using e-recruitment helps Sri Lankan companies overcome labour-intensive, time-consuming, and geographically constrained traditional approaches (Weligamage & Siengthai, 2003). However, for effective application, it must be essential to understand its effects in a growing environment.

(Shah, S., Ullah, I., Din, A., & Khan, A. (2017). Impact of various factors on student’s attitude towards adoption of Learning Management System (LMS) in Pakistan)

"Perceived ease of use" and "perceived usefulness" have an important effect on applicants' behavioural preferences in e-recruitment platforms, according to a study conducted by Liyanage and Galhena (2014) on undergraduate management students in Sri Lanka. These results are consistent with Davis's (1989) Technology Acceptance Model (TAM), which suggests that these two elements play a major role in technology acceptance. To effectively attract potential candidates, organisations must concentrate on making e-recruitment platforms information-rich and easy to use.

E-Recruitment in Developing Countries: Benefits and Barriers

E-recruitment offers special benefits in developing nations like Sri Lanka. First of all, it gives companies access to a larger candidate pool, which may include people living in rural or isolated locations that are difficult for traditional recruitment techniques to reach. Given that Sri Lanka's university graduates join the workforce in competitive numbers each year, this broader reach is essential to tackling the high unemployment rates among recent graduates in the nation (Weligamage & Siengthai, 2003).

(Figure 1: Technology Acceptance Model - https://open.ncl.ac.uk/theories/1/technology-acceptance-model/)

E-recruitment adoption is not without its difficulties, though. In Sri Lanka's rural areas, limited internet connectivity and problems with digital literacy continue to be major obstacles. Authorities and organisations must address these structural issues with better digital infrastructure and training if they want e-recruitment to be successful (Orlikowski & Barley, 2001). These enhancements are essential for guaranteeing the accessibility and inclusivity of e-recruitment, closing the gap between job searchers in urban and rural areas, and promoting a more fair labour market.

Strategic Human Resource Management: Enabling Effective E-Recruitment

By coordinating human resource initiatives with an organization's strategic objectives, SHRM goes above and beyond conventional HR practices. It places a strong emphasis on using human capital to promote adaptability, creativity, and competitive advantage (Wright & McMahan, 1992). With regard to e-recruitment in Sri Lanka, SHRM can help companies create more successful digital recruitment plans that complement their overall goals of efficiency, sustainability, and diversity.

Key SHRM Considerations for E-Recruitment in Sri Lanka:

1. Building Digital Literacy and Accessibility: SHRM programs may focus on improving workforce digital skills and encouraging digital literacy through training activities. These programs enable the creation of a technologically literate workforce that meets organisational goals in addition to preparing prospective candidates to use e-recruitment platforms efficiently (Brynjolfsson & Hitt, 2000).
   
   
2. Adapting Local Contexts to Recruitment Strategies: Organisations applying SHRM concepts in Sri Lanka need to adjust their e-recruitment procedures to the socioeconomic conditions of the nation. To accommodate different literacy and accessibility levels, this could involve multilingual support and streamlined apps (Kim & Stoel, 2004). In order to create inclusive hiring procedures that draw in a broad candidate pool, SHRM places a strong emphasis on flexibility.
   
   
3. Decision Making Based on Data: Significant amounts of data are produced by e-recruitment, including application trends and candidate demographics. Organisations can examine candidate preferences, recruitment trends, and the efficiency of recruitment channels by combining SHRM with data analytics. By identifying opportunities for development and understanding the shifting conditions in Sri Lanka's labour market, this strategic approach enables more informed decision-making (Karimi, Somers & Gupta, 2001).
   
   
4. Improving the Experience of Candidates: The TAM indicates that consumer acceptance of new technology depends on both perceived usefulness and ease of use (Davis, 1989). By streamlining navigation and making sure the platform offers thorough information on job roles, corporate values, and organisational culture, SHRM urges organisations to consistently improve the applicant experience. By creating a favourable applicant experience, this strategy enhances an organization's reputation and draws in top talent.

The Future of E-Recruitment and SHRM in Sri Lanka

Although it requires a strategic match with SHRM principles, e-recruitment holds hope for revolutionising the way Sri Lankan organisations acquire and retain talent. By making sure that e-recruitment platforms are usable, inclusive, and efficient, SHRM may assist organisations in developing nations in navigating the difficulties particular to growing economies. E-recruitment may develop into a potent instrument for cutting recruiting expenses, expanding the talent pool, and tackling graduate unemployment as Sri Lanka's technology improves.

Organisations in Sri Lanka can increase recruiting efficiency and support a more competitive and equitable labour market by incorporating SHRM into the e-recruitment process. As the nation transitions to a digital future, these actions are crucial and offer a useful template for other developing countries dealing with similar problems.

References

• Brynjolfsson, E. & Hitt, L. M. (2000). Beyond Computation: Information Technology, Organizational Transformation, and Business Performance.
• Mondal, P., Ray, O., and IIEST (2022) Effectiveness of E-Recruitment: Perspective of an employer. journal-article. https://www.aims-international.org/aims16/16ACD/PDF/A-240-Final.pdf.
• Davis, F. D. (1989). Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology.
• Karimi, K., Somers, T. M., & Gupta, Y. P. (2001). Impact of Information Technology Management Practices on Customer Service.
• John Attupuram, P., Sequeira, A.H. and Gopalakrishnan, S., 2015. Talent acquisition process in a multinational company: A case study. Management of innovation e-journal CMBO.
• Kim, S., & Stoel, L. (2004). Apparel retailers: Website quality dimensions and satisfaction.
• Liyanage, D. M. & Galhena, B. L. (2014). Effect of E-Recruitment on Behavioural Intention of Candidates: Empirical Evidence from Management Undergraduates in Sri Lanka. 
• Orlikowski, W. J. & Barley, S. R. (2001). Technology and Institutions: What Can Research on Information Technology and Research on Organizations Learn from Each Other? 
• Weligamage, S. & Siengthai, S. (2003). Employer Needs and Graduate Skills: The Gap between Employer Expectations and Job Expectations of Sri Lankan University Graduates.