Abstract E-recruitment has emerged as a significant success factor for Human Resource Management in many organizations over the past decade due to its impact on efficiency and performance. This paper highlights the effectiveness of e-recruitment in HRM and recruitment process. A report on recruitment efforts indicated that in the year 2007, 75 percent of companies made use of their websites to attract candidates to fill open vacancies in their organizations. The paper discusses e-recruitment strategies and how they accrue benefits to organizations. The case study of Nike which reduced its recruitment costs and time taken to fill vacancies though streamlining of its HR process is given. The report also highlights the weaknesses of e-recruitment and proposes how this process can be used to foster organizational success. Introduction The concept of E-recruitment has over the last decade transformed the normal recruitment process. It has done this by providing a wider pool of candidates and making it possible for the human resource personnel to identify the most proficient candidate. By definition, E-recruitment is the carrying out of the recruitment process via online means (CIPD, 2009). Without e-recruitment, it would be difficult for most organizations to attract a significant of potential candidates from which they can choose the best hire. Technological advances have been used in the HR section so as to assist in recruitment. A report by CIPD (2009) indicates that in the year 2007, 75 percent of companies made use of websites to attract candidates to fill open vacancies in their organizations. The appeal of E-recruitment is that if not only increases the productivity of HR personnel but it also significantly cuts the cost of the recruitment process and saves time. Even so, most organizations encounter difficulties in their implementation of e-recruitment especially at the executive level. This literature review will discuss the traditional recruitment and e-recruitment methods with focus on how each method uses resources to publicize vacancies and how applicants apply for these vacancies. E-Recruitment E-recruitment is known by many other terms including: Internet recruiting, web based recruiting, and online recruiting. However, all this terms are used to express the same thing. Millar (2010, p.5) reveals that e-recruitment is “practices and activities carried on by the organization that utilizes a variety of electronic means to fill open positions effectively and efficiently”. The CIPD (2009) elaborates that e-recruitment necessitates the use of technology to attract candidates in the recruitment process. These two definitions suggest that e-recruitment makes use of the internet or intranet in the efforts to attract applicants for the vacancies. E-Recruitment strategy E-recruitment strategies make use of advances in internet technology to enhance both the effectiveness and efficiency of the recruitment process. Many companies have come to appreciate these benefits of the internet and therefore incorporate e-recruitment in their recruitment strategies. The increased use of the internet led to the first e-recruiting innovation which was the creation of large corporate website