The Adoption of eRecruitment in the Australian Construction Industry.

The construction industry in Australia has traditionally relied on more conventional recruitment methods, such as job advertisements, online jobs boards and referrals. However, the advent of digital technologies has brought about significant changes in the way organizations approach the recruitment process. The emergence of e-recruitment, which involves the use of targeted online platforms and digital tools to attract, screen, and select candidates, has the potential to revolutionize the recruitment landscape in the Australian construction industry.

The adoption of e-recruitment in the Australian construction industry can be examined in comparison to more traditional recruitment methods. E-recruitment offers several advantages, including a wider reach, enhanced efficiency, and improved candidate experience. The internet has become a primary source for job seekers, and organizations that embrace e-recruitment can tap into this vast pool of potential candidates. (Nikolaou, 2021)

Research suggests that e-recruitment can increase the efficiency and lower the costs of the recruitment process (Stone et al., 2015). Online platforms that allow you to target tradies and advanced applicant tracking systems can streamline the screening and selection process, leading to quicker and more informed hiring decisions. Moreover, e-recruitment can foster innovation and creativity by attracting a diverse pool of candidates with unique skill sets.

However, the adoption of e-recruitment in the Australian construction industry has faced some challenges. Organizational factors, such as the perceived complexity of the technology, the lack of technical expertise, and concerns about data security, can hinder the adoption of e-recruitment. Additionally, the construction industry's traditional reliance on personal connections and word-of-mouth referrals may create resistance to the adoption of online recruitment methods.

To address these challenges, construction companies in Australia should invest in training and upskilling their HR teams to effectively utilize e-recruitment tools. Employer branding and leveraging social media platforms can also be effective in attracting a wider pool of candidates. (Nikolaou, 2021) (Stone et al., 2015) (Evseeva et al., 2019)

To address these challenges, construction organizations in Australia can focus on enhancing their digital capabilities, providing training and support for their HR professionals, and promoting the benefits of e-recruitment to both the organization and potential candidates. (Stone et al., 2015) (Parry & Wilson, 2009)

By embracing the opportunities presented by e-recruitment, the Australian construction industry can drive the adoption of more efficient and effective recruitment practices, ultimately strengthening the competitiveness of the industry.

References

1. Evseeva, O., Kalchenko, O., Evseeva, S., & Plis, K S. (2019, January 1). Instruments of human resource management based on the digital technologies in Russia. https://doi.org/10.2991/icdtli-19.2019.29

2. Nikolaou, I. (2021, January 1). What is the Role of Technology in Recruitment and Selection?. Cambridge University Press, 24. https://doi.org/10.1017/sjp.2021.6

3. Parry, E., & Wilson, H. (2009, September 18). Factors influencing the adoption of online recruitment. Emerald Publishing Limited, 38(6), 655-673. https://doi.org/10.1108/00483480910992265

4. Stone, D L., Deadrick, D L., Lukaszewski, K M., & Johnson, R D. (2015, June 1). The influence of technology on the future of human resource management. Elsevier BV, 25(2), 216-231. https://doi.org/10.1016/j.hrmr.2015.01.002