PROJECT REPORT ON Analysis of E-Recruitment in BPO Sector

SUBMITTED IN THE PARTIAL FULFILLMENT OF REQUIREMENT OF THE AWARD OF DEGREE IN MASTER OF BUSINESS ADMINISTRATION OF MAHARSHI DAYANAND UNIVERSITY, ROHTAK (2007-2009)

Under the supervision ofMiss Neha Garg Lectt. MBA Deptt VCE,Rohtak

Submitted ByShaifali Bhutani Roll No:45/MBA/07

VAISH COLLEGE OF ENGINEERING,MAHARSHI DAYANAND UNIVERSITY,ROHTAK

ACKNOWLEDGEMENT

Gratitude is the hardest of emotions to express and one often does not find adequate words to convey what one feels and trying to express it.

None can win any war alone; history is witness of this fact. This fact is applicable in every field of life; same is in the case of my study. I think that I could not do my job so tremendously without the help of various other persons. The person which I have mentioned above help me so lot that it will not be wise to forget their help. So I want to mention their name here.

First of all I would like to express my sincere gratitudes to my supervisor Miss Neha Garg under whose guidance this study was conducted.

It is as such a pleasure as a duty to thank numerous respondents without whose kind cooperation this study would not have rather possible, due to lack of space, though, all of them cant be mentioned yet in no way they are not the least important.

(Shaifali Bhutani)

Declaration

I, SHAIFALI BHUTANI, Roll. No. 45/MBA/07 2yr. 4th Semester of the Institute Vaish College of Engineering hereby declare that the project entitled Analysis of E-Recruitment in BPO Sector is an original work and the same has not been submitted to any other institute for the award of any other degree. The interim report was presented to the supervisor on _________ .The feasible suggestions have been duly incorporated in consultation with the supervisor. Countersigned

Signature of the Supervisor

Signature of the Candidate Shaifali Bhutani

PREFACE

Research project is the bridge for a student that takes him from his/her theoretical knowledge world to practical industry world. It is an integral art of any MBA Program and also one of most crucial in the whole of carrier of any student of MBA Program .The importance lies in the fact that theory with out any practice will be like a rose without fragrance .This is a crucial time for any MBA student as this the time when he/she a chance to apply what he/she has gather till now in his gray matter. Also this provides him/her a chance to be a part of real life situations in business world as against those studied in their discussion room in their class rooms. This is the report of the project i.e. Analysis of E-Recruitment in BPO Sector. The project done by me is a compulsory part of my MBA Program at Vaish College Of Engineering MD University, Rohtak. It is through the combined efforts of people that material and monetary resources effectively utilized for the attainment of common objectives. The advantages of this sort of integration (research program), which promotes guided to corporate culture, functional, social and norms along with formal teaching are numerous. 1) To install the feeling of belongingness and acceptance. 2) To help the student to develop the better understanding of the concept and questions already raised or to be raised subsequently during there research period. The present research report gives a detailed view of E-Recruitment. The research is definitely going to play an important role in developing an aptitude for hard self-confidence.

TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION OF E-RECRUITMENT About E-recruitment Objective of the study Research problem Reasons behind study Hypothysis CHAPTER 2 COMPANY PROFILE About vCustomer About Genpact About iEnergizer About Daksh CHAPTER 3 RESEARCH METHODOLOGY Research design Universe of the study Survey population Sampling techniqur Data collection Data analysis CHAPTER 4 CHAPTER 5 DATA ANALYSIS &INTERPRETATION FINDINGS OF THE STUDY CONCLUSION ANNEXURE - APPENDIX - BIBLIOGRAPHY 37-39 40 24-34 35 36 18 19 20 21 22-23 pg no 1-13 14 15 16 17

INTRODUCTION
E-RECRUITMENT The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e-mail. There are more than 18 million resumes floating online across the world. Although e-recruitment caters to jobs at all levels, it is largely useful in exploring people at entry and mid-tier levels. As the base of candidates looking for these positions is very huge, the online recruitment process comes in handy for administering standard evaluation tests for screening and evaluation. For hiring senior professionals, online recruitment process does help in seeking the required skill sets and qualification, but the screening and evaluation is not done online. Corroborating this Shenoy says, Monster and Jobsahead.com cater to all career levels. In our database, about 31 percent belong to the entry level, 54 percent to mid-level and only 4 percent to senior level , including positions such as president, vice president, general manager and director. The use of technology within human resource management has grown considerably in recent years: a CIPD survey in 20051 showed that 77% of organisations used some form of human

resources information system and 51% of organisations reported that their use of technology systems were for recruitment and selection purposes. The term e-recruitment means using information technology (IT) to speed up or enhance parts of the recruitment process. It ranges from the applicant interface for advertising vacancies and making job applications, to the back office processes, which allow a liaison between human resources (HR) and line managers to set up a talent pool or database of potential recruits. Used correctly e-recruitment can:

enhance the applicant experience communicate the employer's image and culture better make the recruitment process faster, more accountable and standardised increase the diversity of applicants provide better management information on applicants find the right candidate for the job

According to one survey, internet postings result in nearly ten times as many hires as newspaper advertisements.E-recruiting, embracing the term web-based recruiting, can be described as any recruiting processes that a business organisation conducts via web-based tools, such as a firms public Internet site or its corporate intranet. We use the terms online recruitment, Internet recruitment, and e-recruitment interchangeably.However used in a more sophisticated way, erecruitment can also actively support strategic people management.

ADVANCED REPORTING
With more & more pressure being brought to bear on HR & recruitment practitoners to find and select high quality candidates faster & deliver measurable benefits to business it is imperative to provide high visibility of process efficiency & a lower cost base particularly in a world where it is increasingly difficult to find those candidates. Advanced reporting includes in ability to measure against key metrices & performance indicators such as 1. Where candidates are coming from. 2. How many candidates are applying. 3. Candidate data such as location, qualification, skills. 4. Time to evaluate candidates through selection process.

TRENDS IN E-RECRUITMENT
There is growing evidence that organisations are using Internet technology and the World Wide Web as a platform for recruiting and testing candidates. The IES survey of 50 organisations using e-recruitment reported that the primary drivers behind the decisions to pursue erecruitment were to:

improve corporate image and profile reduce recruitment costs reduce administrative burden employ better tools for the recruitment team.

Fifty-five per cent of respondents expected their organisation to reduce its use of other recruitment methods in the future. The key limiting factors to e-recruitment most frequently reported were: 1. 2. 3. 4. the cultural approach of the organisation towards recruitment the lack of knowledge of e-recruitment within the HR community Internet usage by target candidates commitment of senior management.

Issues raised as causing concern with e-recruitment included the quantity and quality of candidates applying using web-based tools (eg organisations being inundated with CVs attached by email, many of whom were not suitable for the post), the relevance of shortlisting criteria (eg the validity and legality of searching by keywords), confidentiality and data protection, and ensuring diversity of applicants.

The trends in e-recruitment use suggest a changing landscape whereby in future the candidate is connected to the central system and there is involvement of the line manager in the process (see figure). In addition to the reported benefits such as cost efficiencies, the role of HR in this model is viewed as more of a facilitative role, in theory allowing time for recruiters to become involved in the strategic issues within resourcing.

E-RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED: i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED: Anticipated needs are those movements in personnel, which can predict by studying trends in internal and external environment organization. UNEXPECTED: Resignation, deaths, accidents, illness give rise to unexpected needs

A MATTER OF FLEXIBILITY
The traditional boundaries that separated print media, job boards, recruitment advertising agencies, recruitment consultancies and technology companies are breaking down. Resume databases have been increasing manifold and the availability of a database (number of candidates) is much higher than what manual recruitment modes can offer. The growth in the erecruitment industry has been fuelled with the adoption of technology by prospective employers and Internet penetration. Organisations have cut costs by almost 80 percent over traditional recruitment modes by moving over to the online recruitment process. Manual recruitment process has its own limitation in terms of time, cost, technology, wider platform and ease of applications. Raghuveer Sakuru, Managing Director of Kenexa Technologies says, The costs involved in manual recruiting process include advertising costs, the cost of hiring a placement agency, administrative expenses and the cost of time. Recruiting online would ideally be more focussed, fast paced, effective and give higher RoI (Return on Investment) on the administrative expense. By breaking geographical boundaries, online recruitment gives maximum reach. On the contrary, to get similar benefits through the manual recruitment process one has to devote more resources. Online recruitment offers candidates the advantage of knowing the job profile, responsibilities expected and the nature of the organisation, which are well defined at the outset. Regular communication with potential employees in the manual recruitment process is almost nil, whereas communication with job seekers and within the team is seamless in online recruitment. It takes a while for the manual recruitment process to become operational and yield results whereas in e-recruitment, one can look at the first response to a job advertisement in just 20 minutes.

KINDS OF E-RECRUITMENT DONE BY ANY TYPE OF ORGANIZATION

Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. These are large databanks of vacancies. These may be based on advertising in newspapers and trade magazines, employment agencies, specific organisation vacancies, social networking websites and many other sources. They often have questionnaires or tests for applicants to improve their job-hunting skills to act as an incentive for them to return.

Some vacancies are purely extensions to old media printed advertisements so that online is merely an alternative communication medium, while other vacancies are only found online with no printed equivalent. The vacancies often have link back to the organisations website for candidates looking for further information and to get a feel for the type of employer that is recruiting. Monster.com and Timesjobs.com are examples of commercial job boards. Some job boards target specific groups so it is important to explore who the target audiences for particular boards is. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers

can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available. The amount an organisation invests in its e-recruiting (from custom designed sites to basic information pages) will depend on organisations e-strategy, resources available and competitor activity. The basic option is to provide a list of vacancies and contact details. A more in-depth approach would involve a dedicated web site area that gives details of vacancies, person specifications, benefits, your organisations mission and values and the application process, for example, for online application forms. Large organisations may have areas for specific types of employees, for example graduates, technical specialists, or have a search facility for candidates to view all vacancies. Job areas are often signposted directly from an organisations home page so that more general browsers can access them too. An intranet may also be used to host vacancies for internal staff to access. Some organisations take a partnership approach, working closely with recruitment consultancies and specialised web agencies who manage the online process for them as they dont have the necessary skills in-house.

ONLINE RECRUITMENT TECHNIQUES

1. Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. 2. E-recruitment should be incorporated into the overall recruitment strategy of the organisation. 3. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.

4. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.

PROCESS OF E-RECRUITMENT

TIPS FOR E-RECRUITMENT

1. Integrate with other recruitment methods so that all recruitment tools work in harmony. 2. Evaluate and monitor use get feedback from applicants about how they found the process and take appropriate actions. 3. Keep content fresh dont display vacancies out of date vacancies. If you dont have any, say you dont have any. 4. Avoid jargon and company speak in advertisements. 5. Invest the same time in preparing online copy as you would for printed. 6. Have a policy on how to deal with unsolicited applications. 7. Provide contact telephone numbers in obvious places for those having technical problems. 8. Ensure the site is accessible. 9. Conduct research into the most appropriate job board to host vacancies. 10. Make it easy for search engines to find your vacancies think what keywords job hunters will use and how to improve your website's ranking. 11. Realise your own limitations think about partnership working to develop your erecruitment.

ADVANTAGES OF E-RECRUITMENT

1.

Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers.

2. 3. 4. 5. 6. 7.

No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.

8. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.

DISADVANTAGES OF E-RECRUITMENT

Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are: Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations

1. limit the applicant audience as the Internet is not the first choice for all job seekers 2. cause applications overload or inappropriate applications if care isnt taken drafting the job profile/specification 3. exclude those who do not want to search for a new job online 4. limit the attraction of those unable to fully utilise technology eg certain disabled groups 5. give rise to allegations of discrimination, in particular the use of limited keywords in CV search tools 6. make the process impersonal, which may be off-putting for some candidates

7. impact on the cultural fit dimension of recruitment 8. turn-off candidates, particularly if the website is badly designed or technical difficulties are encountered

OBJECTIVE OF THE STUDY

1. To describe the effectiveness of e-recruitment in BPO sector over other modes of recruitment 2. Evaluate the changes that e-recruitment is bringing in B.P.O recruitment strategies and practices. 3. To highlight the broadening horizon of e-recruitment in B.P.O.
4. Analyze opportunities and risk for firm and job seekers using e-recruitment.

COMPANY PROFILE OF BPO`s

vCUSTOMER GENPACT iEnergizer DAKSH

ABOUT VCUSTOMER
vCustomer is a leading provider of customer care contact center solutions and services. We leverage the right blend of innovative technology, business analytics and industry expertise to consistently deliver customized, high quality, cost-saving services and solutions. We offer a

unique combination of best-in-class contact center services and an integrated, feature-rich CRM suite to help increase your customer lifetime value. We provide industry expertise in Communications/Telecom, Travel/Hospitality, Retail and Technology. We understand your business to effectively help you reduce operating costs and improve quality levels by deploying self-service and automation to optimize customer care. vCustomer has been ranked No.1 in Employee Satisfaction among BPOs and contact centres

in India for 2007. The company has also been ranked 15 among Top 20 BPO's by Data Quest. The long list of benefits offered by the company are: higher education sponsorship, work-life balance programs, healthcare benefits, 401(k) plan, gratuity/pension program, provident fund, employee stock option plan, employee referral bonus, promotional plan and tie-ups and opportunities to work at client site for limited engagements. vCustomer combines a data driven focus on customer needs with technological innovation and certified operational excellence to deliver customized service solutions to individuals, government institutions, and companies around the world. These service solutions are informed through strong analytics to deliver more rewarding customer interactions, and help better inform management decisions. The end result is lower cost for clients and more value for end customers we serve.

ABOUT GENPACT
Genpact is a leader in the globalization of services and technology and a pioneer in managing business processes for companies around the world. The Company combines process expertise, information technology and analytical capabilities with operational insight and

experience in diverse industries to provide a wide range of services using its global delivery platform. Genpact provides a wide range of services, including Finance & Accounting, Collections and Customer Service, Insurance, Supply Chain & Procurement, Analytics, Enterprise Application, IT Infrastructure and Management. Our goal is to help our clients improve the ways in which they do business by continuously improving their business processes through Six Sigma and Lean principles and by the innovative use of technology. As a service provider, we strive to be a seamless extension of our clients' operations. Our leadership team, processes and culture have been deeply influenced by our eight years as a captive operation of GE. Many elements of GE's successthe rigorous use of metrics and analytics, the relentless focus on improvement, a strong emphasis on the client and innovative human resources practices-are the foundations of our business. We became an independent company in 2005 and, since then, we have grown rapidly, continued to expand our range of services and diversified our client base.

ABOUT iENEGIZER
iEnergizer is one of the largest and most progressive International Call Centers in Asia Pacific region, located in Noida near New Delhi, India. It undertakes Business Process Outsourcing (BPO) projects in voice based & web based processes as well as provides back office support in Finance, Banking, HR, Claims processing- Insurance, Healthcare etc. to leading Fortune 500 companies around the world. iEnergizer makes use of the latest state-of-the-art infrastructure with world class standards in networking like earth station, IPLCs to provide instant connectivity to it's global customers through calls, e-mails, chat etc

Since its inception, iEnergizer has delivered on a business strategy that focuses on selected customer service based, process oriented industries. While defining its business charter, iEnergizer compared the operational background of its key management talent against top industry verticals. Our USP lies in providing our customers with the Quality at the right Price. Our motto in this regard is "You will come to us for Price but stay for Quality". iEnergizers Team combines experience with acquired knowledge that results in an expertise strongly complimenting that of our Clients. The iEnergizer Team understands the issues, the products, the services and the challenges facing US creditors. The iEnergizer business process design team has developed documented processes built around common Customer Care, accounting and industry business practices. Combining sound, proven practices with the latest technologies and the educated, low-cost labor force of India. Our six sigma approach to Process Migration, COPC Quality Compliance, scheduling of competent workforce ensures our customers of the best quality with better than in-house Reliability. In addition to reducing costs, outsourcing to iEnergizer delivers speed, flexibility and round-the-clock productivity. In a constantly changing environment, many Clients have found greater success in meeting the urgency of change through the highly flexible, Client oriented environment of iEnergizer versus in-house operations. Our scalable, flexible and unique on-site / off-shore model delivers an onsite management team and an off-shore development / processing center. The result is a vendor relationship that functions like a true partnership.

ABOUT DAKSH
IBM Daksh is a global leader in Continuous Improvement BPO. It's an outsourcing model that has the power to drive improvements in your business, year-on-year. We build a robust platform to deliver cost-savings, while positioning your processes for improved performance through the expert use of Six Sigma and re-engineering initiatives.

Continuous Improvement BPO goes way beyond basic 'lift and shift' outsourcing. It increases the efficiencies of outsourced business processes and delivers improved operational and business results. Our Indian and Philippine centres offer expertise in customer relationship management, finance and administration and industry specific processes. Clients also enjoy access to the rest of the IBM organization to take advantage of IBM's IT and technological capabilities to move towards Business Transformational Outsourcing.

IBM Daksh offers business performance improvement rather than just cost-savings and is a step closer to Business Transformation Outsourcing (BTO). By unlocking revenue generation through up-selling and cross-selling, improving customer satisfaction scores, optimizing capital use and reducing operational expenditure, IBM Daksh offers far-reaching and positive impact on shareholder value IBM Daksh has worked with a pioneering group of global companies that have successfully used BPO and BTO to execute a broad range of strategies with strong results

RESEARCH PROBLEM
Change is the need of the hour The meaning of this is practicised by the young blood presently working in B.P.O. As B.P.O gives the lucurative salary which can be earned in couple of months match with the earge of strong buddies citizen of India, propels them to leave one job for the sake of better salary, good job profile in comparison with another job. This leaves a scope of E-recruitment for the HR of B.P.O which provide them quickly- A Talented Workforce.

REASONS BEHIND E-RECRUITMENT

1. To advertise vacancies on your organisations website, job sites, or on social networking sites 2. To deal with the applications email enquiries, emailed application forms/CVs, online completion of application forms 3. To select candidates online testing, information gathering 4. To enhance employer brand . 5. To create a personal relationship with your talent pool.

HYPOTHESIS
1. The participants sited in this study are assumed to be taken objectively without any biasness or subjectivity. 2. All the B.P.O studied in this project uses atleast a single e mode of e-recruitment. 3. The job seekers now a days uses internet for searching a job.

RESEARCH MEYHODOLOGY
Research, in common parlance refers to a search for knowledge. One can also define research as a scientific and a systematic search for pertinent information on a topic. In fact research is an art of scientific investigation to collect and interpret the fact for providing information to the management to get the product & services more efficiently. It is a way to systematically solve & study the research. The research methodology include:1. Research design 2. Universe of the study 3. Survey population 4. Sampling Technique 5. Data collection 6. Data analysis

RESEARCH DESIGN: The research design implemented in this project is descriptive come diagnostic design. The aim regarding the project is to get the complete & accurate information. UNIVERSE OF THE STUDY: The universe of the study is confined to B.P.O situated in Gurgaon, Delhi. SURVEY POPULATION: 4 B.P.O are targeted for gathering the information.

SAMPLING TECHNIQUE: Sampling technique used in this research is judgment sampling and convenience sampling.

DATA COLLECTION: The data is collected from 2 sources PRIMARY SOURCE SECONDARY SOURCE DATA ANALYSIS: Firstly the data is collected and then coded into standardized form with the help of statistical tabulation method by using average and percentage tool.

DATA PRESENTATION AND ANALYSIS

IN WHICH SECTOR OF MARKET YOU DEAL IN?

V-CUSTOMER- SERVICES I-ENERGIZER- SERVICES GENPACT-COMMERCIAL & SERVICES

DAKSH- SERVICES & COMMERCIAL

NUMBER OF EMPLOYEES

VCUSTOME R 4000

IENERGIZE R 2300

NO OF EMPLOYEE S

GENPACT 3000

DAKSH 2800

METHOD OF RECRUITMENT FOR THE LAST 12 MONTHS

vCUSTOMER

OWN OWN CORPORATE CORPORATE WEBSITES WEBSITES

RECRUITMENT RECRUITMENT AGENCY AGENCY

WALK INS WALK INS

DAKSH

REC UIT MEN T

AG ENC Y

E RECRUITMENT

JOB PORTALS

iENERGIZER

E E RERUITME RERUITME NT NT

WALK WALK INS INS

RECRUITM RECRUITM ENT ENT AGENCY AGENCY

JOB JOB PORTALS PORTALS

JOB JOB BOARDS BOARDS

GENPACT
E RECRUI TMENT JOB PORTAL S WALK INS RECRUI TMENT AGENC Y

PRESENCE OF CORPORATE WEB SITE Name of BPO`s vCustomer iEnergizer Genpact Daksh Presence Of Corporate Website Present Present Present Present

Interpretation-All the targeted BPO`s have their own corporate websites which shows the popularity of e recruitment & acceptance of e recruitment by the companies.

NUMBER OF CANDIDATE RECRUITED BY E-RECRUITMENT

Companies vCUSTOMER I-ENERGIZER GENPACT Daksh Percentage 55% 9% 60% 45%

Percentage

45%

55%

vCUSTOMER I-ENERGIZER GENPACT Daksh

60%

9%

Interpretation- This shows that genpact is making maximum use of e-recruitment for recruiting employees and others have scope to use it more.

NUMBER OF CANDIDATE RECRUITED THROUGH METHOD

TRADITIONAL

V-CUSTOMER RA 650 WALK-INS 500

GENPACT WALK-INS 100-200 JOB BOARD 600-700 RA 200-300

DAKSH RA 400-500 WALK-INS 800-900

I ENERGIZER JB 80-100 PORTALS 350-400 WI 300-350 RA 650-700 PM 100-200

RETENTION LEVEL IN RECRUITMENT MODES

Interpretation-Genpact is more successful in maintaining the retention level

REASONS OF CHOOSING ONLINE RECRUITMENT OVER TRADITIONAL METHOD

RESPONSES

CUSTOMER Reduce recruitment cost Reduction in time for recruitment

V-

I-ENERGIZER NO RESPONSE

GENPACT Reduction in time for recruitment

DAKSH Reduce recruit Reduction in time for r

Interpretation-All the BPO`s Prefer to choose online recruitment because it reduces the time as well as the cost of recruitingthe employees

AMOUNT OF EXPENDITURE ON VARIOUS MODES (RS)

IENERGIZER T E O N.M N.M N.M GENPACT 100000 75000 10000 DAKSH 50000 20000 20000

V CUSTOMER 1000000 600000 0

INTERPRETATION-This analysis shows that expenses spend on traditional mode are more in comparision to online recruitment which increases the overall cost.

WHICH MODE OF RECRUITMENT IS COST EFFECTIVE IN NATURE?

I-ENERGIZER TRADITIONAL

GENPACT ERECRUITMENT

DAKSH ERECRUITMENT

V CUSTOMER ERECRUITMENT

Interpretation-This shows that all the companies respond positively towards e recruitment because it gives more return on investment.

FINDINGS OF THE STUDY

1. Most of the bpo`s deals in service sector. 2. The companies are using erecruitment as well as other tradional methods recruiting the employees but erecruitment is used by all the companies as it is more beneficial than other methods. 3. All the BPO`s have their own corporate websites which shows the increasing scope of e recruitment. 4. Retention level of employees is more in genpact as it recruit more employees through erecruitment.. 5. Most of the bpo`s are using online recruitment over tradional method because it reduces time as well as cost of recruitment. 6. E recruitment is more cost effective as it generates more return on investment.

CONCLUSION
Most of the BPO`S from whom the survery has been done give their response in favour of erecruitment as compared to traditional methods of recruitment.Employers of the companies feel that tradional methods are more costly and time consuming as compared to e-recruitment. Erecruitment gives employers increased ease and efficiency in the recruitment process. It also gives candidates an improved experience. Using e-recruitment rather than conventional print media or agencies - offering considerable cost savings and extensive candidate reach for most roles It reduced time to hire employees which can have a major economic impact for the employers, getting productive employees. It reduced Administration as all applicants are held on a single e-recruitment system they can be contacted individually or collectively with ease at the click of a mouse, reducing the time, effort and cost of the administration staff.

ANNEXURE

APPENDIX
Ques In what sector of market is your main activity? a) Commercial b) Service c) Business d) Commercial & Service [ [ [ [ ] ] ] ]

Ques How many employees are working in your companies? Ques Which method of recruitment have been used for the last 12 months a) RECRUITMENT AGENCY b) JOB PORTALS c) JOB BOARD d) ADERTISEMENT THROUGH MEDIA e) WALK-INS f) OWN CORPORATE WEB SITE g) E-RECRUITMENT h) REFFREERALS i) OTHERS Ques Do you have corporate website? a) PRESENT b) NOT PRESENT [ [ ] ] [ [ [ [ [ [ [ ] ] ] ] ] ] ]

[ ]

[ ]

Ques How many number of candidates are recruited by e-recruitment? a) Vcustomer b) GENPACT c) i energizer d) DAKSH [ [ [ [ ] ] ] ]

Ques How many number of candidates are recruited through traditional methods? a) Vcustomer b) GENPACT c) i energizer d) DAKSH [ [ [ [ ] ] ] ]

Ques What are the causes of choosing online recruitment over traditional method? a) b) c) improve corporate image and profile reduce recruitment costs reduce administrative burden [ [ [ ] ] ]

d) reduction in the time for recruitment

Ques Which mode of recruitment generate maximum response? a) RECRUITMENT AGENCY b) ADVERTISEMENT THROUGH PRINT MEDIA c) OWN CORPORATE WEBSITES d) E-RECRUITMENT Ques How much amount of expenses are spend on various modes? a) TRADITIONAL b) E-RECRUITMENT c) OTHER [ [ [ ] ] ] [ [ [ [ ] ] ] ]

Ques Which mode of recruitment is more effective in retaining employees? a) TRADITIONAL b) E-RECRUITMENT [ [ ] ]

Ques Which mode of recruitment is cost effective in nature?

a)TRADITIONAL b)E-RECRUITMENT

[ [

] ]

BIBLIOGRAPHY
1. Kothari,C.R. Business Research & Methodology,New Delhi New Age Publishers Pvt. Ltd, 2005 2. www.gogle.com 3. www.iEnergizer.com 4. www.genpact.com 5. www.daksh.com 6. www.vCustomer.com