E-Human Resource Management 12. This book is presented in four sections — the first intended to be more general in nature, the following three devoted to specific aspects of the HRM field in the new information era. Section I, The Cutting-Edge in HRM, presents an overview of how ITCs are modifying general HRM processes and functions. This is the aim of the first three contributions. | Section II Redesigning HR Administrative Processes Copyright 2005 Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. 86 Lee ChapterIV E-Recruiting Categories and Analysis of Fortune 100 Career Web Sites In Lee Western Illinois University USA Abstract Since the mid-1990s a number of e-recruiting methods such as job boards corporate career Web sites ande-recruiting consortia have been introduced into the labor market. Recruiting through the corporate career Web site has been touted as the most efficient and cost-effective recruiting method among them. While most large and medium-sized organizations have deployed corporate career Web sites many of them have failed to achieve the maximum benefits because they do not have the appropriate e-recruiting practice in place. After identifying six categories of erecruiting sources this study analyzes the corporate career Web sites of the Fortune 100 companies. Thirty-three attributes that characterize the Copyright 2005 Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. E-Recruiting 87 corporate career Web sites were identified named and analyzed around four major categories recruiting methods job search tools job application tools and information on organizational attributes. Introduction Currently e-recruiting is one ofthe most successful e-commerce applications as a method for quickly reaching a large pool ofthe potential job seekers. The capability of advanced e-recruiting tools has enabled recruiters to quickly identify and hire qualified candidates and to build ongoing relationships with prospective employees. According to Forrester Research the average cost of hiring an employee via the Internet is US 183 whereas the average cost ofhiring an employee via the traditional methods . newspapers or magazines is 1 383. Forrester Research predicted .
