“A STUDY ON E-RECRUITMENT: FROM THE PERSPECTIVE OF JOB APPLICANTS" A study at Solan Himachal Pradesh"

A

Project Report on

“A STUDY ON E-RECRUITMENT: FROM THE PERSPECTIVE OF JOB APPLICANTS

                                     TABLE OF CONTENT

CHAPTER	CONTENTS	PAGE
NO.		NO.

 

1.			Introduction
		1.1 Introduction E-Recruitment		7-25
		1.2 Definition of E-recruitment
		1.3	Features of E-Recruitment
		1.4	Benefits & uses of E-Recruitment
		1.5	Use of job portals
		1.6	Online career option in the organization‟s sites
		1.7	Model of E-Recruitment process
		1.8	Tools of E-Recruitment
		1.9	Recent trends of E-recruitment
		1.10 E-Recruitment Challenges
		1.11 Advantages & Disadvantages of E-Recruitment
2.		2.1	Research Methodology
			Meaning of Research Methodology
		2.2	Need of the study
		2.3	Objectives of the study
		2.4	Scope of the study	26-30
		2.5	Research Design
		2.6	Sample Design
		2.7	Data Collections
		2.8	Tools for the Study
		2.9Limitations of the Study
4.			Findings, Suggestions, Conclusion	52-54
5.			Annexure: Bibliography	55-60
			Bibliography
			Questionnaire

CHAPTER-1

INTRODUCTION

Abstract: E-Recruitment is the current trend in the recruitment process and it has been adopted by many large and small organizations as the role of human resource manager in the recruitment process is changing, with line managers becoming more involved in dealing with specific job openings and human resource manager taking on a more co-ordinating and strategic role. Increased use of e-recruitment methods and systems is helping to facilitate this trend by eliminating much of the routine administrative work involved in recruiting and allowing human resource managers to more easily monitor and track recruitment-related activities. E-Recruitment has great potential for any organization as its up-to-date recruiting method provides current information; opens up geographical borders searching for talents and is time and cost-saving. This study examines the use of e-recruitment amongst the job applicant of final year MBA students in Solan and will also study the attributes promoting job applicants to apply online. The study reveals that the use of e-recruitment has made it easy for job applicants to search and find an appropriate job that meets their expectations. Further, it also reveals that the most important attribute encouraging job applicants to apply online is a strong organizational culture which allows potential applicants to assess their fit with companies’ culture and good reputation.

 

Keywords: e-recruitment, job portals, online recruitment awareness, e-recruitment adoptions, job aspirants.

 1.1 Introduction E-Recruitment:

 With the advancement of new technology, people use a wide range of internet for everything such as online shopping, online banking transactions, etc. because it‟s cost-effective and saves time. Technological advances have streamlined almost all business operations, including recruiting. The rise of computer technology and the Internet has changed the way businesses compete. One area that has been changed drastically by information technology is e-recruitment. E-recruitment is an important part of the recruitment strategy for an organization. E-recruitment is also known as “online recruitment”, “web-based recruitment”, “recruiting on the internet” and electronic resumes. E-recruiting is not merely recruiting using other electronic but includes those practices and activities carried out by the organization with the main purpose of identifying and attracting the right candidate, the selection process is based on sound and credible criteria, and the tracking process can integrate with the existing system. Many organizations are using e-recruitment to post jobs and accept resumes on the Internet and correspond with the applicants by e-mail. Online recruitment is the process of finding and hiring a potential candidate for a job opening, in a timely and cost-effective manner using the internet. The beauty of online recruitment lies in its accessibility and ease of use. It is the charisma of online recruitment that you can search for job twenty-four hours a day and seven weeks a day. Online recruitment today is vital for recruiters and employers who use job portals as the main source for headhunting, where they can easily access the job applicants and job applicants can easily find the job as well recruiters on these career sites. So job portals and career sites are the two edges of the recruitment equalizer. E-recruitment has crossed geographical boundaries so those job seekers can search for jobs anywhere on the globe. Connecting the job seeker and the employer becomes easy, fast, and cost-effective thus mobilizing the recruiting process.

Electronic recruitment, online recruitment, cyber recruitment, and internet recruitment these are all synonyms of e-recruitment. It plays a very vital role in the process of recruitment as it provides a suitable number of applicants who full fill the criteria set by the companies. E-recruitment started in the form of autonomous job sites called bulletin board systems in the 1980s. A new global trend was started in us when Jeff Taylor, launched monster .com with 20clients and 200 job openings in 1994. Today scenario more than companies is using the e-recruitment process because it will be help full for time-saving. E-recruitment can be done through company websites, social media, and online job openings, for example, indeed.com, freshersworld.com, monsterindia.com and click jobs, etc. social networking sites also play a major role in the electronic recruitment process like Twitter, Facebook, LinkedIn, etc. these are social networking websites. E-recruitment has proved to be very convenient for both company and job applicants. Sometimes it will fail to the collection of the job applicants because of network problems. The purpose of e-recruitment is to make the process involved more efficient as well as expensive. It can reach a large pool of probable employees and it makes it possible to the selection process.

E-Recruitment

 E-Recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing, and hiring new personnel. The purpose of e-recruitment is to make the process involved more efficient and effective, as well as less expensive. Online recruitment can reach a larger pool of potential employees and facilitate the selection process. The online promotion of an organization as a desirable place to work, through corporate websites or other venues, is the one element of e-recruitment. E-recruitment software is available as standalone applications, products suites, and services. A recruitment management system is an integrated product suite or portal that streamlines and automates the processes involved. The use of websites such as LinkedIn, Facebook, and Twitter for some aspects of recruitment is sometimes referred to as social recruiting. A few examples of online recruitment portals are naukri.com, times job.com, monsterindia.com, indeed-one search, all jobs, jobsahead.com, careerbuilder.com, shine.com, freejobalerts.com, facultyplus.com, jobsahead.com, etc. 

1.2 Definition of E-recruitment: E-recruitment is the use of technology and electronic resources for the process of attracting selecting and managing recruitment in a company. It involves training carried out by the organization using technology to identify probable employees. It is also known as online recruitment as internet communication is vital to the process. However, it has certain disadvantages such as being too impersonal, high volume of responses and facing certain technical issues. Many e-recruitment centers around major job sites that categories open positions by location, industry, and seniority.

Breaugh & Starke (2000): Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees.

 

Barber (1998): it is an important part of human resources management as it performs the essential function of drawing important resources i.e. human capital into the organization. Bussler & Davis, (2001): online recruitment also known as e-recruitment is one of the worldwide trends for HR functions.

 

Joe Dysart, (2006): it has evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually.

3 Features of E-Recruitment

Nowadays recruitment software has to meet many requirements. Whenever a company decides to select a new system there are different groups of interest involved: e.g. recruiters, business managers, IT, and management departments.

1.  User-friendly: A recruitment system is a complex application that has to be intuitive for the users. The handling has to be clear with a logical allocation of the functionalities in order to increase user acceptance and productivity. The use of modern web technologies in software architecture is a precondition, too.

 2.  Web-based: In any case, an up-to-date system should be web-based. Whereas it doesn't‟t really matter whether the data is hosted on a server of the client (On-premise) or of the supplier (SaaS/Software as a service). The access of all employees to a centralized database enables the users from different locations. The software can then also be maintained and updated more regularly.

 3.   Multi-Channel-Posting: One of the recruiters‟ main activities is the publishing of job offers on various online job portals to obtain the maximum reach. The central handling of the job board logins directly from the system makes the function of multi-channel-posting easy-to-handle and helps to save precious time.

4.  CV Parsing: CV Parsing is the automatic scanning of candidate data. Applications can be directly extracted, modified, and evaluated. Like this, the HR employees gain lots of time when inserting data. Furthermore the number of errors resulting from the manual insertion decreases.

5.  Matching: The matching between the candidate's and the customers‟ needs is one of the essential processes for engineering services. It is crucial that the relevant competencies are recognized and considered within the search. A dynamic catalog of competencies that contains different specific keywords as well as synonyms and other spellings and other translations can bring a major advantage.

6.  Talent pool: Any position can be staffed with only one candidate. Though this does not necessarily imply that the other applicants do not represent precious human capital. In times where you have to talk about the “war of talents” with a decreasing number of candidates for the number of jobs to be staffed this potential should not be given away with a negative answer. Instead, you can transfer them into a talent pool – with their consent, of course. Like this, they can be reconsidered for later vacancies. Here it makes sense to use the recruitment software rather than a CRM to establish regular contact with the pool members.

7.  CRM: Recruitment usually starts with a staffing need whether it is internal or external, i.e. for a client. If the engineering services are able to cover their own recruitment processes with the tool, the same should go for their customer relationships. In fact, the contact and exchange with the client is equally important since the recruitment is being done for him. The recruiter can receive required profiles and offer candidates with the desired competencies directly through the CRM to make their work easier. 

8.    Monitoring: In order to manage a company precisely you need to know about certain KPIs, especially within the core business areas of engineering service, i.e. recruitment and sales. The e-recruitment system can support this with clearly structured reporting. Like this, you can easily understand how many applications were received, how many client interviews resulted from this, and how many projects were won in the end.

9. Communication history: To avoid that candidates and clients are getting contacted twice or never, it is important to track the interactions with the related actors and to make them accessible for all employees involved. Like this, the processes become comprehensible and transparent for all colleagues. In matured systems, it is even possible to set automatic actions, e.g. to send predefined emails after a certain period of time. 

1.4 Benefits & Use of E-recruitment:

The traditional methods of recruitment require far too much paperwork and time. Consequently, from the job posting to the employment, e-recruitment could be the solution to streamline the entire process. In fact, time and resources can be relocated for prioritizing the development of talent and strengthening your employees‟ morale. Having the right tools and implementing e-recruitment software could save cost, time and attract specialists, who would drive more growth and productivity into the company.

 a)    Time-saving: No matter where you are, you can send out job postings anytime with Internet access. In other words, you can forget about the paperwork and the action of entering data manually. As a result, it will not only save time for HR managers, but by retrieving files from LinkedIn, the process of application will speed up.

b)  Dynamic content: Generate dynamic content could build up your employer branding in a successful way to attract top talents and boost corporate culture. Use your social media account to spread the word and to attract more traffic to both your website and social media accounts.

c)   Minimized hiring cost: Labor costs in recruiting are usually high in terms of advertising, travel expenses, third-party recruiter fees, etc. As a result, the hiring process usually takes up too much time and its cost could be minimized by implementing software that allows you to post free job openings on multiple social platforms just by one click.

d)    Effective: Online recruitment is easily accessible to individuals, making it a more effective method of getting your posts noticed. Online job ads can be posted within a few minutes and they can be easily posted on several social media platforms with no waste of time.

e)   Shorten hiring process: The hiring process could be shortened by just clicking a few buttons to screen, filter, and sort applicants' data and CV. Online recruiting streamlines the process of inviting or rejecting applicants one by one and inserting applicants‟ data manually is no longer needed.

f)  Accessible: Job ads and campaigns can be released through various social media platforms reaching a specific target group.

g)  Broader scope for candidates: By using recruitment software, recruiters will be helped in reaching a wider amount of candidates locally and abroad. Moreover, statistical analysis will be essential for recruiters to track where applicants have seen the job advertisements.

h)   Personalized design: Your professional career page is tailored made accordingly to the graphical identity of the company. As a result, this will help your employer branding, underlining the company‟s identity and values.

i)   Filtration tools: Recruitment systems have filtration tools to help recruiters to find the ideal candidates with competencies that match the job position. Therefore, the filtration tools provided by e-recruitment systems speed up the process of sorting the candidates according to experience, education, competencies, and many more criteria.

j)  Flexible and easy: There is no hassle in learning how to use an e-recruitment system. So, it is easy to use and provides a platform where all the HR managers could follow the hiring process. Moreover, the cloud-based feature allows the employer to have a CV database with no limits and to be GDPR-compliant.

1.5 Use of Job Portals:

Various job portals in India are,

 www.naukri.com

 www.shine.com

 www.monesterindia.com

   www.jobstreet.com

  www.clickjobs.com

www.timesjobs.com

 www.jobrapido.com

 www.careerbuilder.co.in

 www.simplyhired.com

  www.Govtjobsdaily.com, etc.

According to www.bestindiansites.com, December, 2011, best job sites in India are,

 1.  Naukri

 2.  Monster India

 3.  Times jobs

 4.  Job street

 5.  Govtjobsdaily.com

 6.  Careerbuilder.co.in

 7.  Career jet

 8.  Naukri Hub

 9.  Career India

 10.  Bestjobsindia.in

Another different online recruitment service is the online Referral/Reward based recruitment service. These websites are a new kind of recruitment portal that unlike other Indian job portals offer cash rewards for referrers along with finding or browsing jobs in it. Moreover from the employer's perspective, they can upload videos of their organization, which will be YouTube linked. e.g. www.Reffster.com. This service is the first of its kind that lists only premium mid and Senior Management openings.

1.6 Online career option on the organization’s website:

 One of the recent options available for E-recruitment is an online career option on the company‟s website itself. Many huge companies have started adopting this option. The website will have a separate „Career‟ option so that passive applicants can apply online only for the job and they will be called at the time of respective requirement in the future. This method is also very useful to save the time as well as resources of the organization. Many companies like Sun Pharma, GlaxoSmithKline, BAN labs Ltd, Kotak Mahindra Bank, etc are using online.

New age E-recruitment strategies involve further advancement in recruitment like,

1.8 Tools of E-Recruitment: The concept of e-recruiting encompasses many different tools these are as follows:

Career Websites: As the number of people searching online for jobs increases, companies are taking advantage of e-recruiting software to manage the entire recruitment process and reduce recruiting-related costs.

Job Boards: These can be used to source candidates through resume mining or by posting an open position on the job board. The e-recruiting industry includes both large job boards like Monster and CareerBuilder as well as smaller niche job boards and job board aggregator sites.

Social Media: As the sub-industry of e-recruiting, social recruiting continue to grow, so does the use of social media to engage candidates and candidate prospects using social media. Nearly 39% of firms manage candidates with social media tools in 2010. In general social media lends to two different kinds of e-recruitment strategies like most of the bulleted items. It serves as a sourcing mechanism for just-in-time recruitment or a community and candidate courting tool. Candidate courting relies on engagement, interaction, and relationships.

Use of Search Engine: E-Recruitment utilizes the power of search engine optimization (SEO) and online resume search technologies to search and source databases including resumes, online communities, and social networks. The use of SEO by recruiters and companies is important just as is the reality that candidates are using online search engines to search for jobs, company information, and insights at an even faster rate.

1.9 Recent trends of e-recruitment:

 Recent trends in e-recruitment are the use of mobile applications for job purposes or searching indeed monster, Naukri is one of the main job portals in India that have started mobile applications for job applicants. Company websites also play a major role in searching for potential candidates. Other social websites are available to connect with job applicants and attract them to organizations. Blogs are also getting popular nowadays. Also, a resume scanner helps companies to screen and shortlist the resume as per candidates, qualifications and experience, special skills, and salary details and is provided by major portals in India. These recent trends are very used full in e-recruitment, these recent trends are mostly depending on technology. Some recent trends are there in e-recruitment. They are given below:

 ·       Mobile applications

 ·       Job portals

 ·       Company websites

 ·       Social networking

These are recent trends in e-recruitment. They are liberal evidence that proves that organizations are increasingly using internet technology as well as the world wide web as a platform for recruiting candidates. The main reason for e-recruitment usage improve internet corporate images, minimize hiring costs, reducing paperwork and administrative burden, ability to arrange advanced web tools for the recruitment team.

·       Web presence and using internet improve corporate image

 ·       Ability to develop advanced web tools for the recruitment team

 ·       Paperwork and administrative burden

 ·       Minimizes recruitment cost high to low

The employee must learn to reach job aspirants by creating profits on social media networks, like indeed, LinkedIn, Facebook, and can also advertise job vacancies with the e-recruitment agencies to intensify the talent hunt.

1.10 E-RECRUITMENT CHALLENGES:

Traditional recruitment methods have been replaced by online recruitment or e-recruitment with the entry of the internet. Most of the small and large-scale organizations are adopting the e-recruitment process. But in this process the e-recruitment faces many challenges in an organized manner. The main challenges are explained given below:

 From the employer viewpoint:

 ·       The best candidates for a job are likely already employed by your competitors. But identifying these candidates is a hard problem, convincing them to come and work for you is harder still.

 

·       The hiring pipeline(screening, interviewing, etc.) is often fairly unreliable at separating the good candidates from the bad

 ·       References are almost worthless now, as people have stopped giving bad references.

 ·       Mismatch between hiring schedule of employers and candidates means that often when good candidates are available, job vacancies aren‟t.

 From a candidate viewpoint:

 ·       Most candidates are weak negotiators only negotiating their salary a handful of times in their lifetime. The company likely negotiates salaries on a daily basis, hence negotiations tend to favor the more experienced employer.

 ·       Finding a company you want to work for is hard

 ·       Opaqueness of the hiring process is often frustrating (candidates often left “hanging” rather than rejected outright)

 ·       It‟s hard to tell what a company‟s culture is like internally before you work there.

 ·       Salaries are blinded, often companies give no induction of the salary of a role.

 ·       Job boards are often filled with dead/fake/expired jobs

 Most of these problems are fundamentally information asymmetry problems, so it‟s certainly feasible that the internet could be used to tackle them

From a job seekers’ perspective

 Online recruitment is not meant for everyone and it is not a solution for all hiring needs. It is always important to keep in mind how an online environment affects the applicant pool (Boone and Kurtz, 2010). The greatest barrier to online recruitment lies with the type of job seekers who are attracted to online recruitment portals. Ethnic differences, gender, and age play a major role in the usage of online recruiting portals. It is has been identified that well-educated young individuals with literacy towards computers are attracted more to seek jobs through online recruitment. Age as criteria negatively affects the use of online recruitment portals in applying for a job is the same among men and women in Canada and United States, but not in other nations (Waddell and Marquardt, 2011). Further, it has been estimated that employed men use online recruitment portals for searching for a job.

1.11 Advantages & Disadvantages of E-Recruitment

 As recruiters begin to migrate into the digital realm, online recruitment has quickly become the preferred means of talent scouting. As a result, https://examstudie.blogspot.com/many companies are now paying closer heed to their online recruiting strategies, with social media proving a particularly effective way of sourcing new employees.

A.  Advantages of E-Recruitment

 It is Cost-Effective

 When you post a job ad on Facebook, you can pay for as much or as little exposure as you want, as well as target it to a very specific audience. Indeed, if you manage your campaign effectively, you can save plenty of precious cash, while attracting applicants who are the perfect fit for your vacancy.

It is Immediate

Most job posts – and replies – appear in real-time. This can help you either increase your efforts to attract more candidates, a different set of candidates (early- instead of mid-career professionals, for example) or even stop candidates from applying if you‟ve already found the right person for the job.

You Can Reach a Bigger Audience

The internet is a global phenomenon, with more and more users gaining access every day, while in most developed countries, internet usage is extremely high. Therefore, you are gaining exposure to a huge potential pool of applicants.

It is EasyAlmost anyone can post a job advertisement online because the majority of established job boards make the process clear, easy to understand, and user-friendly. Conversely, the process is very simple for the applicant, too, making it quick and painless for interested parties to apply on the spot, as opposed to mailing CVs and written applications through the post.

You Can Make Your Job Ad More DynamicPosting a job online or via social media platforms gives you a chance to be more creative with your ad; for instance, you could create and attach a short video showing off the benefits of working for your company.

It is flexible internet gives you plenty of flexibility to control your posts and the applications you receive. If you post in a newspaper and want to amend the job advert, though, you would likely need to pay for an entirely new ad. With online posts, most platforms will allow you to edit, update or remove your job post whenever you wish.

It is Durable

Newspapers and other forms of printed media have a very limited lifetime, dependent on their publishing cycle. Most classified publications have a biweekly publishing cycle, meaning that your ad will only be seen for that relatively small amount of time. Online job posts, on the other hand, will stay alive until the author or the host website removes them.

 It is Accessible

No matter where you are in the world – if you have an internet-enabled device and connection, then you can perform all those management tasks described above. You can modify your job posting, see how many replies you have, and even communicate with candidates directly.

It Expedites the Hiring ProcessAll of these advantages directly lead to the biggest one of all: a shortened hiring process. You can shortlist (or even directly contact) the best applicants as their applications come in, with the availability of integrated ATS software even doing most of the sifting work for you.

B. Disadvantages of E-Recruitment

 Costs Can Spiral

Depending on the online platform you use, you may have to pay a subscription fee or other costs to post your vacancy. Some sites might even require a membership fee or charge for extra services like application tracking or analytics to manage your advert. Also, if you are not getting the kind of response you‟re looking for, the costs of leaving the ad to run can accumulate.

 It Can Be Difficult to Measure Effectiveness

Not all online recruitment services offer an in-depth analysis of your posting; therefore, it can be hard to figure out what is and isn't‟t working and how to optimize your ad. Of course, this is a common problem in offline recruitment, too, but it‟s worth remembering that just because you‟ve posted an ad online, it doesn‟t mean that you will always have access to reams of metrics and supporting data.

It is InformalFor some roles, companies perceive that online job postings – particularly on social media – can give off the wrong image of their company. This is particularly true for executive-level roles, particularly at firms (or in industries) that have a strong corporate or professional culture.

It Attracts Bad Candidates

As previously mentioned, it‟s very easy for people to apply for jobs online; this can potentially be a negative point as well, though. Posting a position online usually results in hundreds of applicants, many of whom will not be suitable for, or serious about, the role, thus diluting the quality of your talent pool.

 There is a Lot of Competition

The main downside to following trends is that everybody else is doing the same thing. As a result, your post can quickly become buried under a mountain of other job offers, forcing you to either pay more for extra exposure or risk not being seen.

CHAPTER-2

 

RESEARCH METHODOLOGY

2.1 RESEARCH METHODOLOGY

 

MEANING OF RESEARCH:

 Word „Research‟ is comprised of two words = Re + Search. It means to search again. So research means a systematic investigation or activity to gain new knowledge of the already existing facts. Research is an intellectual activity. It is responsible for bringing to light new knowledge.

 

Definition of Research:

 “Research may be defined as a method of studying problems whose solutions are to be derived partly or wholly from facts.”The Advanced Learner‟s Dictionary of Current English lays down the meaning of research as “a careful investigation or inquiry specially through search for new facts in any branch of knowledge.”

 

MEANING OF RESEARCH METHODOLOGY:

 

Research methodology is a systematic way to solve a problem. It is the science of studying how research is to be carried out. Essentially, the procedures by which researchers go about their work of describing, explaining, and predicting phenomena are called research methodology. It is also defined as the study of methods by which knowledge is gained. Research in common parlance refers to a search for knowledge. In this study, quantitative research has been used.

 

Its aim is to give the work plan of research.

 

2.2 NEED OF THE STUDY:

It‟s considered to be effective because it saves time, effort and moreover it can confirm that suitable person is hired for a selected position. Therefore the foremost purpose of our study is to spot the way of e-recruitment and the internet is influencing the recruitment process of a corporation and to know the perspective of job applicants on e-recruitment.

 

2.3 SCOPE OF THE STUDY:

E-recruitment or online recruitment is no more an exclusive domain of the technologically savvy, the curious, and the ultra-sophisticated section of society. Today, with this medium tried, tested, and proven to be true and more importantly absolutely necessary, professional recruiters and employers equally depend on and trust job portals as a primary source of professional talent both on a whole and in some cases to complement traditional hiring methods. The study is restricted to the SOLAN town only. Since the preference of the respondents varies from region to region. Therefore the findings of the study may not be applicable throughout India. Thus the scope of the study is limited to Solan only.

 

2.4 OBJECTIVE OF THE STUDY:

1)     To understand the various sources of e-recruitment

2)     To examine the use of e-recruitment amongst the job applicant of final year MBA students from B school in Solan

3)     To study the attributes that promote the job applicants to apply online

4)     To assess the perceptions of job seekers about e-recruitment and their behavior towards it.

 

2.5 RESEARCH DESIGN

A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

In fact, the research design is the conceptual structure within which research is conducted. Research design is the blueprint for the collection measurement and analysis of data.

 

Definition of Research Design:“Research design is the plan, structure, and strategy of investigation conceived so as to obtain answers to research questions and to control variance.” This study includes:

 a)     Sample design

 b)     Sample technique

 c)     Sample unit

 d)     Sample size

2.6 SAMPLE DESIGN

 A sample design is a definite plan for obtaining a sample from a given population. It refers to a technique or the procedure the researcher would adopt in selecting items for the sample. For my present study purpose, I have taken three decision regarding sample design which includes:

 Sample technique

   Sample units

   Sample size

 SAMPLE TECHNIQUE

For the purpose of this study, I used a convenient sampling technique.

 SAMPLE UNIT

It is necessary so as to develop a sample frame so that everyone in the target population gets an equal chance of being sampled. In this study, the target population has been the job seekers of SOLAN City.

SAMPLE SIZE 

Sample size refers to the number of items to be selected from the universe to constitute a sample. The Sample was most studies of e-recruitment for job seekers chosen by convenience &   students of post-graduated who were the applicants for jobs/internship. An optimum sample is one that fulfills the requirements of efficiency, representative, reliability, and flexibility. In this study, I have taken a sample size of 50 respondents.

2.7 DATA COLLECTION:

Primary data was collected with the help of a questionnaire and secondary data was collected from the internet, journals & magazines, etc.

 2.7 (a) PRIMARY DATA

Primary data is information that you collect specifically for the purpose of your research project. Primary data is the information, which is collected afresh for the first time and this happens to be original in character. The source of your primary data is the population sample from which you collect the data. The first process is determining your target population. The collected through conducting the personal interview with the retailers. This is through a well-designed questionnaire.

In this study I have used questionnaire method.

 

2.7 (b) SECONDARY DATA

 

Secondary data refers to the one which has already been collected for some purpose. The secondary data has been collected from already published sources such as:

 

Internet sites

 

Journals & magazines.

 

 2.8 TOOLS FOR THE STUDY:

 

In this study, I have used the percentage method for analysis and interpretation of findings.

P=Q/R*100

P=Reading in percentage

Q=Number of respondents falling in this category to be measured

 R=Total number of respondents

 2.9 LIMITATIONS:

 1.       The study is only limited to the SOLAN City and it is based on primary data.

 2.     The findings of the study are based on the information provided by the respondents.

 3.     The accuracy of findings is limited by the accuracy of statistical tools used for analysis.

 4.     Some of the respondents resist filing the questionnaire due to lack of time.

 CHAPTER-3

 

DATA ANALYSIS AND

 

INTERPRETATION

In table 3.1 an attempt has been made to classify the respondents on the basis of their response towards gender. From the table, it is observed that 54% of respondents are male and 46% of respondents are female.

 

CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF THEIR GENDER

Table 3.1

Sr. No.	GENDER	RESPONDENTS	PERCENTAGE
1	MALE	27	54%
2	FEMALE	23	46%
	TOTAL	50	100

Source: Data collected through questionnaire

 CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF THEIR GENDER

Figure 3.1

Interpretation: Hence, the majority of respondents are male i.e. 54%.

In table 3.2 an attempt has been made to classify the respondent on the basis of their response towards age group. From the table, it is observed that the age group between 21-25 years belongs to 84% of respondents and 16% of respondents belong to the age group of 26-30 years.

 

CLASSIFICATIONS ON THE BASIS OF THEIR AGE GROUP

 

Sr.No.	Age	Respondents	Percentage
1	21-25	42	84%
2	26-30	8	16%
3	31-35	0	-
Total		50	100

Source: Data collected through questionnaire

 

 CLASSIFICATIONS ON THE BASIS OF THEIR AGE GROUP

 Figure 3.2

Majority: it can be interpreted that 84% of respondents belong to the age group of 21-25 years pursuing their final year MBA from B school. 

In table 3.3 an attempt has been made to classify the respondents on the basis of their response towards years of experience they have for using e-recruitment sites. From the table, it is observed that 22% of respondents are using the e-recruitment sites for less than a year and 68% of respondents are using the sites for 1-3 years, and 10% of respondents used the sites from 3-5 years.

 

CLASSIFICATIONS ON THE BASIS OF THEIR YEARS OF EXPERIENCE FOR USING THE E-RECRUITMENT SITES

Table 3.3 

Sr.No.	Years	Respondents	Percentage
1	Less than a year	11	22%
2	1-3 years	34	68%
3	3-5 years	5	10%
4	5 years and above	0	-
Total		50	100

Source: Data collected through questionnaire

 CLASSIFICATIONS ON THE BASIS OF THEIR YEARS OF EXPERIENCE FOR USING THE E-RECRUITMENT SITES

 Figure 3.3

Majority: It reveals that 68% of respondents are using e-recruitment sites between 1-3 years.

In table 3.4 an attempt has been made to classify the respondents on the basis of their response towards using social media/ websites for recruitment. From the table it is observed that 52% of respondents use social media/websites most of the time, 38% of respondents use social media/websites depending on the level of the job opening, 6% of respondents use social media/websites rarely and 4% of respondents use social media/websites for recruitment.

 CLASSIFICATION OF THE RESPONDENT FOR USING SOCIAL MEDIA/WEBSITES FOR RECRUITMENT

 Table 3.4 

Response	Respondents	Percentage
Always	0	-
Most of the time	26	52%
Depending on the level of	19	38%
job opening
Rarely	3	6%
Never	2	4%
Total	50	100

Source: Data collected through questionnaire

 CLASSIFICATION OF THE RESPONDENT FOR USING SOCIAL MEDIA/WEBSITES FOR RECRUITMENT

 Figure 3.4

Hence, 52% of respondents use social media and websites most of the time.

In table 3.5 an attempt has been made to classify the respondents on the basis of their response towards the best job portal for recruiting the candidates. From the table it is observed that 17% of respondents use monster.com, 49% of respondents use Naukri.com, 4% of respondents use shine.com, 13% of respondents use career builder and 17% of respondents use times job.com for recruitment

CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF BEST JOB PORTALS FOR RECRUITMENT

Table 3.5 

Response	Respondents	Percentage
Monster.com	11	17%
Naukri.com	23	49%
Shine.com	2	4%
Career builder	6	13%
Times job	8	17%
Total	50	100

Source: Data collected through questionnaire 

CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF BEST JOB PORTALS FOR RECRUITMENT

 Figure 3.5

the majority says that 49% of respondents said that Naukri.com is the best job portal for recruitment.

In table 3.6 an attempt has been made to classify the respondent on the basis of their response towards E-Recruitment is the fastest mode for applying for the job. From the table it is observed that 5% of respondents agree that E-Recruitment is the fastest mode for applying for the job,88% of respondents are agreed, 2% of respondents are neutral.

 

RESPONSE TOWARDS THE FASTEST MODE FOR APPLYING FOR THE JOB IN E-RECRUITMENT

Table 3.6 

Response	Respondents	Percentage
Strongly agreed	5	10%
Agreed	44	88%
Neutral	1	2%
Disagreed	0	-
Strongly disagreed	0	-
Total	50	100

Source: Data collected through questionnaire

RESPONSE TOWARDS THE FASTEST MDE FOR APPLYING FOR THE JOB IN E-RECRUITMENT

Figure 3.6

Hence, 88% of respondents are agreeing that E-Recruitment is the fastest mode for applying for the job.

In table 3.7 an attempt has been made to classify the respondents on the basis of their response towards filling the E-Recruitment form legitimately. From the table, it has been observed that 96% of respondents say yes that they fill E-Recruitment form legitimately and 4% of respondents say no for filling the E-Recruitment form legitimately.

 

RESPONSE TOWARDS THE RESPONDENTS FOR FILING THE E-RECRUITMENT FORM LEGITIMATELY

 Table 3.7

Response	Respondents	Percentage
Yes	49	96%
No	1	4%
Total	50	100

Source: Data collected through questionnaire 

RESPONSE TOWARDS THE RESPONDENTS FOR FILING THE E-RECRUITMENT FORM LEGITIMATELY

 Figure 3.7

 Hence, 96% of respondents say yes that they fill the E-Recruitment form legitimately.

In table 3.8 an attempt has been made to classify the respondent on the basis of their response towards E-recruitment helps in developing the positive image of the organization. According to the study, 15% of respondents are strongly agreed that E-Recruitment helps in developing the positive image of the organization, 82% of respondents are agreed that E-Recruitment helps in developing the positive image of the organization and 3% of respondents are neutral.

 

RESPONSE TOWARDS E-RECRUITMENT HELPS IN DEVELOPING THE POSITIVE IMAGE OF THE ORGANIZATION

 Table 3.8 

Response	Respondents	Percentage
Strongly agreed	2	15%
Agreed	46	82%
Neutral	2	3%
Disagreed	0	-
Strongly disagreed	0	-
Total	50	100

Source: Data collected through questionnaire 

RESPONSE TOWARDS E-RECRUITMENT HELPS IN DEVELOPING THE POSITIVE IMAGE OF THE ORGANIZATION

 Figure 3.8

Hence, 82% of respondents are agreeing that E-Recruitment helps in developing the positive image of the organization.

In table 3.9 an attempt has been made to classify the respondent on the basis of their response towards that E-recruitment leads to placing the right people at the right job. From the table it has been observed that 50%respondents are strongly agreed that E-recruitment leads to placing the right people at the right job, 44%respondents are agreed that E-Recruitment leads to placing the right people at the right job and 6%respondents are neutral in placing the right people at the right job through E-Recruitment.

 RESPONSE TOWARDS E-RECRUITMENT LEADS TO PLACING THE RIGHT PEOPLE AT THE RIGHT JOB

 TABLE 3.9

Response	Respondents	Percentage
Strongly agreed	22	50%
Agreed	25	44%
Neutral	3	6%
Disagreed	0	-
Strongly disagreed	0	-
Total	50	100

Source:- Data collected through questionnaire 

RESPONSE TOWARDS E-RECRUITMENT LEADS TO PLACING THE RIGHT PEOPLE AT THE RIGHT JOB

 Figure 3.9

 

Hence, 50% of respondents are strongly agreed that E-Recruitment leads to placing the right people at the right job.

In table 3.10 an attempt has been made to classify the respondents on the basis of their response towards the sources through which you come across the job availability well trusted and compatible. From the table it has been observed that 12%respondents never believe in the sources of job availability, 22%respondents sometimes believe that the sources of job availability are trustworthy and compatible, 20%respondents frequently believe in the sources of job availability, 7%respondents are rarely believed in the sources and 39% respondent always believe on the sources come across the job availability well trusted and compatible.

  

RESPONSE TOWARDS TRUSTWORTHINESS AND COMPATIBILITY

 Table 3.1

Response	Respondents	Percentage
Never	5	12%
Sometimes	9	22%
Frequently	8	20%
Rarely	3	7%
Always	16	39%
Total	50	100

Source: Data collected through questionnaire

RESPONSE TOWARDS TRUSTWORTHY AND COMPATIBILITY

 Figure 3.10

 Hence, 39% of respondents always believe on the sources of the job availability are well trusted and compatible.

In table 3.11 an attempt has been made to classify the respondents on the basis of their response towards the online websites as trustworthy to provide personal information. From the table it has been observed that 22% of respondents are strongly agreed that online websites are trustworthy to provide personal information, 30% of respondents are agreed towards the online websites trustworthy to provide personal information, 28% of respondents are neutral, 14% respondents disagree and 6%respondents are strongly disagreed.

RESPONSE TOWARDS THE ONLINE WEBSITES IS TRUSTWORTHY TO PROVIDE PERSONAL INFORMATION.

 Table 3.11

Response	Respondents	Percentage
Strongly agreed	11	22%
Agreed	15	30%
Neutral	14	28%
Disagreed	7	14%
Strongly disagreed	3	6%
Total	50	100

Source: Data collected through questionnaire 

RESPONSE TOWARDS THE ONLINE WEBSITES IS TRUSTWORTHY TO PROVIDE PERSONAL INFORMATION.

Figure 3.11 

Hence, 30% are agreed that online websites are trustworthy in providing personal information.

CHAPTER-4

 

FINDINGS, SUGGESTIONS,

 

CONCLUSIONS

4.1 FINDINGS:

 

1.     54% of respondents are male and 49% of respondents are female.

 2.     84% of respondent belongs to the age group of 21-25 years pursuing their final year MBA from B school.

 3.     68% of respondents are using e-recruitment sites between 1-3 years of experience.

 4.     52% of respondents use social media /websites most of the time.

 5.     49% of respondents said that Naukri.com is the best job portal for recruitment.

 6.     88% of respondents are agreed that e-recruitment is the fastest mode for applying for the job.

 7.     96% of respondents say yes that they fill the e-recruitment form legitimately.

 8.     82% of respondents are agreed that e-recruitment helps in developing the positive image of the organization.

9.     50% of respondents are strongly agreed that e-recruitment leads to placing the right people at the right job.

 10.  39% of respondents always believe on the sources of the job availability are well trusted and compatible.

 11.  30% of respondents are agreed that online websites are trustworthy to provide personal information.

 

4.2 SUGGESTIONS:

1.     Reduced time to time hire, e-recruitment allows for immediate real-time interaction 24*7 job search activity. It is most important in e-recruitment.

 2.     Reduced cost of hire, costs of posting jobs, and searching for candidates on job portals can be up to 90% lower than the costs of using traditional search firms or advertising methods.

 3.     Wider reach for employers is also one of the important of e-recruitment

 4.     State of the art filtration tools are very important

 5.     Branding opportunity for employers

 6.     Sophisticated management tools are important

 7.     Allows for confidentiality both employers and job seekers can elect to maintain their confidentiality.

4.3 CONCLUSION:

 

 It can be concluded that the use of e-recruitment impact significantly businesses as well as job applicants who utilize this method in the hiring process and job search. Therefore providing clear recruitment information becomes essential as it affects more applicants‟ intentions to seek employment with the company. Especially, job applicants find many favorable reasons to use e-recruitment including company brand experience, lowering searching costs, secured system, sometimes interactive relation with employers and helps them determine proactively if they are a cultural fit to the organization, and whether to apply. Thus, company and career websites should include and communicate the right amount of real, authentic, and relevant information to attract potential applicants. 

ANNEXURES

BIBLIOGRAPHY:

 1.     C.R. Kothari, “Research Methodology: Methods and Techniques”, Second (revised) edition, New age publications, India.

 2.     Pavitra Dhamija, E-Recruitment- A Roadmap Towards E- Human Resource Management International, Refereed Research Journal, Volume 3, Issue–3[2],

 3.      Aakash Gopalia , Effectiveness of online recruitment and selection process: A case of Tesco.” Oxford Brookes University, pg. 13-17

 4.    Ms. D Shahila & Ms. R. Vijayalakshmi (2013), E-RECRUITMENT CHALLENGES, IJSSIR, Vol. 2 (5), MAY (2013)

 

REFERENCE TO WEB PAGES

 ·     www.google.com

 ·     www.naukri.com

www.LinkedIn.com

  www.smartrecruiter.com

   www.careeraddict.com/advantages-and-disadvantages-of-online-recruiting

 

Dear Respondent, 

I Miss XXXX student of L.R Institute of Management Solan, conducting “A STUDY OF E-RECRUITMENT: FROM THE PERSPECTIVE OF JOB APPLICANTS IN SOLAN CITY”. The following statements relate to your ‟re feeling about E-recruitment and the perspective of job applicants. This survey is also conducted to find out the effectiveness of E-Recruitment. I requested you to fill this questionnaire accurately & attentively with the best of your knowledge and experience select the option which is in your opinion believed to be true.

 

Section-A 

Name of the respondent             ……………………………………… 

Age                                                         ………………………………………. 

Sex                                                         ………………………………………. 

Qualification                                     ………………………………………. 

The time period of using the E-recruitment................................................................

 Section-B

 

Q1. Do you use any social media/website for recruitment? 

a) Always   b) Most of the time           c) Depending on the level of the job opening 

d) Rarely              e) Never

Q2.Which is the best job portal for recruiting candidates? 

a) Monster 

b) Naukri

 c) Shine.com 

d) CareerBuilder 

e) Timesjob

Q3. Do you agree that e-recruitment is the fastest mode to apply for Job? 

a) Strongly Agreed

B) Agreed

c) Disagreed

d) Neutral 

e) Strongly Disagreed

Q4. Does the job seeker fill the E-Recruitment form legitimately?

(a) Yes                         (b) No

Q5. E-recruitment helps in developing a positive image of the organization? 

a) Strongly Agreed   b) Agreed with c) Neutral                d) Disagreed

 e) Strongly Disagreed 

Q6. E-recruitment leads to placing right people at the right job?

a) Strongly Agreed          b) Agreed

c) Neutral

 d) Disagreed

e) Strongly Disagreed

Q7. Are the sources through which you come across the job availability well trusted and compatible? 

a) Never b) Sometimes c) Frequently d) Rarely e) Always 

Q8. Are online websites are trustworthy to provide your personal information?

a) Strongly Agreed

b) Agreed to

c) Neutral

d) Disagreed

e) Strongly Disagreed

Q9. Do you think that the online application process is a time saver for us by using the internet?

a) Strongly Agreed

b) Agreed 

c) Neutral

d) Disagreed

e) Strongly Disagreed

Q10. Are our online selection procedures more convenient than traditional recruitment procedures in terms of time and location? 

a) Strongly Agreed            b) Agreed on c) Neutral             d) Disagreed  

e) Strongly Disagreed 

Q11. Is the online application process is a user-friendly way of completing the application process for any position in a company? 

a) Strongly Agreed            b) Agreed with c) Neutral             d) Disagreed

 e) Strongly Disagreed

Suggestions

 

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THANK YOU

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