EXECUTIVE SUMMARY
This report examines the ways through which GE Company can be able to develop a better and efficient recruitment process for their applicants who are seeking for a job position or internship with the company through embracing technology in order to speed up the process of recruitment. Slow recruitment process in the GE Company has had a lot of disadvantages, especially on the applicants who have to wait for longer periods before getting their feedback.
There are other organizations that have an online service form intern structures for interns that apply to their particular programs. These structures and services give applicants a clear picture regarding their application status and the state of their application during the entirety of the application process—essentially, these online forms are a way that the potential intern can remain abreast of the various informational services necessary for understanding the status of their application. When interns (and, indeed, other potential employees) are not informed about the status of their application, they can become nervous and begin to look elsewhere for potential job opportunities. Both parties can miss out on a potentially excellent relationship if the intern accepts work elsewhere due to lack of communication.
Over the course of this discussion, the researcher will investigate current practices, including paper and online applications, and investigate the strengths and weaknesses of these application processes. The researcher will then look closely at a number of more advanced solutions and present them as options with an analysis of their strengths and weaknesses. The research will focus on online systems for e-recruiting, including processes that mobilize social media strategy and social media platforms. E-recruiting encompasses a number of different areas of interest for companies. Human resources and the hiring supervisors can utilize these strategies extensively to find and maintain new talent within an organization.
Maintaining communication with potential employees is fundamentally important for a company, even in a hiring environment that favors the employer. An employer wants to be able to have their choice of the best minds available, and poor organization and communication nearly ensures that good employees will be lost to the employer. E-recruiting provides security to potential employees, and provides better organizational options to employers and recruitment officers. The size of the organization, according to the literature, does not seem to matter: no matter the size of the organization, it can benefit from properly implemented e-recruiting strategies. It allows targeted recruitment and structured recruitment processes that would otherwise be difficult for human resources and recruitment professionals.
