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A STUDY ON E-RECRUITMENT IN HR

CONSULTANTS WITH SPECIAL REFERANCE TO


MAGNES MANAGEMENT CONSULTANTS

By
Latha Priyadharshini.A

International Scenario

James O. McKinsey established McKinsey &Company, the first exclusive management


and strategy consultancy-1926 -the practice of hiring business-school graduates

Consulting firms played a significant role during the Great Depression in the 1930s at
the period of world war II

The consulting industry, in 2014, recorded revenues of nearly $415 billion worldwide
Indian Scenario
In India, after the liberalisation of the economy, consultants were hired by Indian
companies that wanted to expand their operations abroad. Now, Indian consultants,
particularly those in the IT world, are most sought after, not only in India but also by
world powers, for developing their global businesses.

Company Profile
Magnes Management Consultants

ISO 9000:2008 Certified organization Incorporated in the year 2013

Core Activity

Recruitment,

Temporary staffing

HR solutions
Magnes Academy

Training in HR Recruiting and Business Development

Review of Literature

OBJECTIVES

To study the E-Recruitment process in Magnes Management Consultants.


To anlysing the Factor influencing the effectiveness of E-Recruitment.
To offer the suggession based on the study.
LIMITATIONS
The study is timebound, and may not be applicable after the passage of time.
The organization follows other type of recruitment.
Scope of the study
The study is made to analyse the effectiveness of e-recruitment. The study
measures factors like cost saving, time saving, qualified candidates, recruitment cost.

Research Methodology
DESCRIPTIVE RESEARCH
Descriptive research includes surveys and a fact finding enquires

DATA COLLECTION
1.Primary data - collected for the first time, through
questionnaire.
-Complete Enumeration method

2.Secondary data - collected by someone else and already


used, collected from books and websites
POPULATION - The population of the concern is 30

TOOLS USED FOR ANALYSIS

1.

Percentage analysis method

2.

Garrett Ranking

3.

Correlation

4.

Regression

5.

Chi-square

6.

Weighted Average

ANALYSIS & INTERPRETATION

Gender
Male

Age

Education

Designation

30

20-25

46.6 School

Executive

76.7

Female 70

25-30

40

Diploma -

Team
Leader

16.7

30-35

6.7

UG

26.7 Manager

35-40

3.3

PG

73.3 Tellecaller

Above
40

3.3

Ph.D

Admin

6.6

Weighted Average
Garrett Ranking
Rank

Recruitment Websites
Naukri
Shine
Magnes Jobs
Monster
LinkedIn

Factors influencing E-Recruitment

Reduction in recruitment cost

Cost saving than news paper Ads

Qualified Candidates

Timesaving in collecting the quality of resume

Increase in performance of the organization

Reduction in employment turnover

Rank
I
II
III
V
IV

E-recruitment As A Corporate Image


Key limiting factor of e-recruitment
Cultural approach
Internet usage
Commitment of senior mgt.

lack of knowledge
CV over flow

Strongly Disagree

Disagree
10%
Neutral

Agree

Strongly agree

20%

30
7%

33.3

36.7

63%

Hypothesis
Correlation between large pool of candidates through e-recruitment and performance of the
organization

H0 = there is no relationship between large pool of candidate and performance of the organization

H1= there is relationship between large pool of candidate and performance of the organization
Chi Square : Comparison between time saving to collect quality resume and the Quality of the
candidate

Ho There is no relationship between time saving to collect quality resume and the Quality of the
candidate

H1 - There is relationship between time saving to collect quality resume and the Quality of the
candidate
Regression Comparison between corporate image for e-recruitment and the large pool of
candidates collected through e-recruitment

Ho There is no relationship between corporate image for e-recruitment and the large pool of
candidates collected through e-recruitment

H1 - There is relationship between corporate image for e-recruitment and the large pool of candidates
collected through e-recruitment

Findings

It was found that 70% of the respondents were female.

It was observed that 46.7% of the respondents fall under age category 20-25.

It was found that 73.3% of the respondents had completed their PG.

76% of the respondents were Executives.

It was found that 46.7 % of the respondents agreed that e-recruitment effective than
old traditional method.

36.7% respondents agreed that e-recruitment create corporate image for the
organization.

It was observed that 63.3% of the Key limiting factors of e-recruitment were CV over
flow; especially those not match with job profile.

GARETT RANKNG:
Ranked first Naukri, second rank and third rank are given Shine, Magnes Jobs and fourth,
fifth to LinkedIn and Monster.
REGRESSION
The corporate image shows the significant relation with the large pool of candidates recruited
through e-recruitment .
CORRELATION
The null hypothesis accepted and conclude that no relationship between large pool of
candidate recruited through e-recruitment and performance of the organization .
CHI SQUARE:
There is a relationship between time saving in collecting the quality resume and the Quality of
the candidate
WEIGHTED AVERAGE
The highest ranked factor influencing e-recruitment is Reduction in Recruitment cost and
Reduction in employment turnover ranked 6 th .

Suggestion & Conclusion


Suggestion

Monthly analysis of this process be made like how genuine are the profile, how many
candidates have been placed.

E-recruitment multiple level of security to avoid duplication, and genuine profiles.

Very secured online chat is advisable for the recruiters and the candidates for
handling enquiries.

Conclusion