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论文题目： E-recruitment is seen as a growth area in HRM but recent evidence suggests that many organisations are now more cautious about using this approach to recruitment. Examine and discuss the reasons why organisations are returning to more traditional forms or recruitment.
论文语种：英文
您的研究方向：管理
是否有数据处理要求：否
您的国家：英国
您的学校背景：university of heriot-watt
要求字数：1500
论文用途：本科课程论文 BA Assignment
是否需要盲审（博士或硕士生有这个需要）：否
补充要求和说明：1,The essay must be written on single-sided paper with the pages numbered and stapled and please include the word count on the cover sheet. Essays which exceed the word count by more
than 10% will only be marked at the discretion of the markers. If your essay does not meet the criteria set out above you will automatically lose marks. 2,Havard reference
The Reasons for Revival of Traditional Recruitment

Introduction

An overview of the current situation in HR area
The prevalent tendency of adoption of e-recruitment in HRM
Doubts on e-approach compared with traditional approaches in recruitment

The reasons for the revival of traditional recruitment
    The potential possibility of inducing the problem of brain drain
    An increase in hidden costs for organizations
    A question of ethics during the adoption of e-recruitment

Conclusion=

Reference

The Reasons of the Revival of Traditional Recruitment
Introduction
In the modern world, advanced technology is widely used in various fields for the sake of a high level of efficiency and effectiveness. The rise and prevalence of the Internet provide a great many opportunities for modern managers to facilitate the progress of administration in particular. Without https://www.51lunwen.org/ukthesis/2011/0830/1449434573.html exception, the approach of online recruitment is globally adopted in the human resources area. Managers advertise vacancies on the organization's corporate website or through a job website and job seekers can view the information and sent their applications on the Internet. E-recruitment is generally accepted for the purpose of speeding up and enhancing parts of the process of recruitment. However, whether it can attain the goal of efficiency remains debated and many organizations are returning to more traditional forms. This essay will firstly introduce the prevalent tendency of e-recruitment and induce the doubts compared with traditional approach. Furthermore, a thorough analysis for the reasons of the revival will be given. Ultimately, a further discussion on a contingency recruitment approach https://www.51lunwen.org/humanresource/ will be held and a conclusion will be drawn.

References
Amy, L.R. & Ronald, S.L., 2002. An examination of the relationship between use of the Internet as a recruitment source and student attitudes. Computers in Human Behavior, 18(5), pp.593-604.
Dianna, L.S. & Kimberly, M.L., 2009. An expanded model of factors affecting the acceptance and effectiveness of electronic human resources management systems. Human Resource Management, 19(2), pp. 134-143.
Stefan, S., 2007. Research in e-HRM: review and implications. Human Resources Management Review, 17(1), pp.19-37.

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