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1.

0 Introduction:
1.1 What is E-requirement:
E-recruitment is the process of personnel recruitment using electronic resources, in
particular the internet. Companies and recruitment agents have moved much of their
recruitment process online so as to improve the speed by which job candidates can be
matched with live vacancies. Using database technologies, and online job advertising
boards and search engines, employers can now fill posts in a fraction of the time
previously possible.
E-recruitment gives employers real costs savings plus increased ease and efficiency in the
recruitment process. It also gives candidates a better experience. 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.
E-Recruitment utilizes the power of online resume search technology to parse resume
databases and help recruiters and human resource personnel actively search for
candidates on a global scale. Though E-Recruitment initially began as a simple method
for finding talent online, it has evolved to include all aspects of candidate management.
Now companies and organizations are using it to manage job postings, candidate
applications and even conduct online interviews.
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.
A correct E-requirement can:
• enhance the applicant experience
• communicate the employer's image and culture better
• make the recruitment process faster, more accountable and standardized

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• increase the diversity of applicants
• provide better management information on applicants
• find the right candidate for the job

1.2 How E-requirement Works:


E-requirement enables jobseekers to find out about and apply for many more jobs. When
done well it cuts costs and simplifies the process for HR, recruitment and line managers.
It is an easy way for applicant to find job vacancy and for employers to find the best
applicant. In this process if any company wants to recruit people for the available jobs in
their organization they can give add in online by the agencies who are involved in giving
add in their website about the job vacancies of organizations. People who want to get a
job they can easily find the job vacancies of any organization by e-recruitment and they
can also send their CV/ resume in online. After that the company will get the resume
which is send by the applicant and the company will find the best applicant by this e-
recruitment process. This process reduce the cost for the organization and as well as for
the applicant.

1.3 History of E-recruitment in Bangladesh:

In Bangladesh E-recruitment was started in July 2000 and it was introduced by bd jobs
ltd. At present many agencies has been joined in the line of e-recruitment. Their main
purpose is to help the organization and also the applicant.

There are some names of e-recruitment agencies in Bangladesh have given below:
Bdjobs.com, jobsA1.com, jobs street.com, chakri.com etc.

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1.4 Literature View of E-recruitment:
Recruiting is the systematic of way finding probable person for available job in an
organization. According to Stephen p. robins “recruiting is the process of discovering
potential candidates for actual or anticipated organizational vacancies” In other way it is
linking activity- bringing together those with jobs to fill and those is seeking jobs.
Recruitment process has some sources to discover the candidates. E-recruitment is one of
the sources of recruitment process. This source is mainly based on Internet. E-
Recruitment is also referred to as Internet recruiting, online recruitment. In simple terms,
e-recruitment can be defined as the use of web-based technology to attract candidates and
aid the recruitment process. Historically the terms 'online recruitment' and 'e-recruitment'
were interchangeable, however as technology evolves at ever-increasing speed,
organizations are beginning to interpret the terms differently. It is the use of the internet
for attracting, hiring and retaining job seekers. This involves matching candidates and
validating their skills and qualifications. 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. At present situation it
becomes very popular among the job seekers. As almost every organization small as well
as large creates its own web site, these become natural extensions for finding new
employees. Organizations planning to do a lot of internet recruiting often develop
dedicated sites specifically designed for recruitment. In e-recruitment typical information
gives by the organization as they give in the news paper advertisement. Information such
as- qualifications sought, experienced desired, benefits provided. Organizations also give
their corporate philosophy and mission statement. These kinds of information increase
the quality of applicants. The best designed of those web sites include an online response
from, so applicants don’t need only fill in resume page and hit “Submit” button.
Company like Cisco system.inc, for example, receives more than 80 percent of its
resumes electronically.

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E-recruitment is also known as Internet Recruiting. Internet recruiting uses the internet to
advertise or ‘post’ vacancies provide information about jobs and the employer, and
enable e-mail communications to take place between employers and candidates. The
latter can not only apply for jobs online but also register their CV with a range of sites
and wait for e-mail from employers. Sites can contain a database that covers details of
vacancies and which is constantly searched for matches with incoming CVs which have
been posted by job seekers. The internet was originally used mainly for IT jobs, but it is
increasingly being used for professional and managerial jobs and to recruit graduates.

A typical approach is to advertise the vacancy on an online recruitment site. This will
provide job details and information about the company together with an online
application form. A job seeker returns the completed application electronically and
computer software reviews the application forms for an initial match with the
organization’s requirements.

The main types of online recruitment sites are:

 Job sites:

These are operated by specialized firms and can contain over 100,000 vacancies with 6 or
7 million ‘hits’ a month. Companies pay to have their jobs listed on the sites, which are
not usually linked to agencies.

 Agency sites:

Agency sites are run by established recruitment agencies. Candidates register online but
may be expected to discuss their details in person before their details are forwarded to a
prospective employer.

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 Media sites:

Media sites which may simply contain a copy of an advertisement appearing in the press,
but may include an external description of the vacancy and the company and provide a
link to the company’s Website.
The advantages of Internet recruiting are that it can reach a wider range of possible
applicants, and it is quicker and cheaper than traditional methods of advertising. More
details of jobs and firms can be supplied on the site, and CVs can be matched and
applications submitted electronically. The disadvantages are that it may produce too
many irrelevant or poor applications, and it is not the first choice of most job seekers.
E-recruitment is a recent trend of recruitment practices. Human resource management or
managing “people” includes several activities. Today acquiring and retaining the
employees is the biggest challenge. Thus staffing is a vital activity. Staffing facilitates the
supply of employees. These employees are needed to fulfill the Organizational goals and
objectives by their effective and efficient performance. And recruitment is a logical step
in this staffing process. Recruitment is the process of creating huge pool of potential
candidates. It attracts the prospective employees and stimulates them to apply for job.
The function of it mainly concentrates on two aspects. First is discovering the sources of
manpower to match the job description and job specification. Another is to pull the
application of potential candidates to make the selection process successful. The process
is generally carried forward by the recruiters. He can be the member or staff of the
Organization.

Recruitment before nineteenth century was based on the apprenticeship system.


Apprentices were not the employees of the Organization, but after completion of
apprenticeship they were absorbed in the company. Compared to apprentices the skilled
and qualified candidates were more desirable. Thus the lack of efficient apprenticeship
gave birth to the trend of recruitment process in the middle of nineteenth century.

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E-recruitment in the era of globalization anyone who is interested in corporate world is
aware of these sites.
Using internet prospective applicants could search for positions in which they were
interested. Contact with employers directly is viable. Feasibility of email overruled the
use of telephone, fax or mail and the companies started accepting application through
email. Today Organizations have their own sites or job postings are given in the
placement sites. Again the candidates can visit the sites, post resume, and contact the
company directly without any delay. All these are just one ‘click’ away. E-recruitment is
a tool for many employers to search for job candidates and for applicants to look for job.
Recent trend of recruitment is e-recruitment or the internet recruitment or on-line
recruitment, where the process of recruitment is automated. The automation began in
1980 but was systematized in 1990.
E-recruitment simply means the recruitment process through internet. Various methods
can be used for it.

E-recruiting Methods:

Methods of e-recruitment are many, among those the important ones are-

 Job boards: These are the places where the employers post jobs and search for
candidates. Candidates become aware of the vacancies. One of the disadvantages
is, it is generic in nature. Special skill candidates to be searched by certain job
boards.

 Employer web sites: These sites can be of the company owned sites, or a site
developed by various employers.

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 Professional websites: These are for specific professions, skills and not general
in nature. For an example, for HR jobs Human Resource Management sites to be
visited like www.shrm.org. The professional associations will have their own site
or society.

Why E-recruitment is needed for the company employer and also for the job seekers?

And the answer is companies wanted to collect Resumes of maximum candidates.


Advertisement in employment news was not giving them the satisfactory result. There
came the need for e-recruitment, to overcome the barriers to easy access of the
candidates. To be a successful Organization and to maintain the position recruiting high
caliber staff is fundamental. Not finding the right person can lead to frustration.
Employers of any company aren’t limited to attracting candidates from their own country
and can appeal to qualified candidates all over the world. The same holds true for job
seekers or the applicant who want job. They can search and apply for jobs in areas where
their skills are in demand regardless of geographical location. The widespread use of
internet today has meant that advertising for candidates has become cheaper while at the
same time appealing to the wider audience. This is the secret of e-recruitment gaining
popularity in a short time span.

E-Strategy:
The amount organizations invest in online recruiting will depend largely on their overall
e-strategy, available resources and competitor activity. The simplest online recruiting
model provides a list of vacancies together with contact details. A more in-depth
approach includes a dedicated portal that covers all aspects of jobs and careers within the
organization. Many organizations, rather than try to re-invent the wheel, are taking a
partnership approach; developing their online recruitment strategy in conjunction with
specialist workforce acquisition companies.

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Opportunity:
HR departments are clearly facing a number of challenges while trying to recruit people
in a tight labor market with greater worker mobility. This is an opportunity for providers
of e-recruitment platforms who are willing to consider the needs of organizations for total
workforce acquisition solutions that integrate every part of the recruitment process, from
job posting, through candidate application, screening and selection, staffing agency and
job board management, to HR system integration, management reporting and employee
on-boarding.

Finally, it needs to be understood that e-recruitment is not just about using technology. It
is about the recruitment system being able to attract the right candidate, using a selection
that is based on sound and credible criteria, and a tracking process that can integrate with
existing systems. Perhaps most significantly, e-recruitment is about cultural and
behavioral change, both within HR and at line management level. For e-recruitment to
deliver, an HR capability needs to be developed that will facilitate the system and view
the staffing process as an end-to-end process, similar to that of a supply chain.

1.5 Purpose of The Report:


Our report has following major purpose:
To know about the e-recruitment process, the present situation of e-recruitment in
Bangladesh and also study one e-recruitment agency in Bangladesh.

Our report has following secondary purpose:


Along with, we also try to focus on the process of E-recruitment, How it is benefited for
the employer and job seekers, focus on the E-recruitment methods, focus on the
advantages and drawbacks of E-recruitment, find out why it is needed to the job seekers
and employee.

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1.6 Scope of the Report:

After reading the report about E-recruitment, readers will have a brief idea about what is
E-recruitment, why it is important, Benefits of E-recruitment, and Modern methods of E-
recruitment and the present situation of E-recruitment in Bangladesh. We hope that this
report will not only fulfill our study purpose but also will act as a guideline to help those
who want to start their or want to find jobs by E-recruitment process.

1.7 Methodology of the Report:


To find out our objective we have applied both Exploratory, Casual and Descriptive
research. We have used both Primary and Secondary data.
Sources of information:

1.7.1 Primary Data:


For primary we have used Questionnaires method. We have collected information
through interview by questionnaires and do survey.
1.7.2 Secondary Data:
For secondary data we have used internet, different kinds of books, journals and articles.
1.7.3 Research Approach:
Our research approach based on the Survey. We have done survey on the e-recruitment
company and ask relevant question about e-recruitment. We also have done survey on a
group of employees about the e-recruitment process. We also go through the company
website for our research paper.
1.7.4 Research Tools:
1.7.4.1 Questionnaire:

For collecting data we have used questionnaire method and the question that was in MCQ
type and open ended.

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1.7.4.2 Mechanical Tools:

For our research paper we have used computer and it’s software like Microsoft word and
for net browsing we have used Mozilla Firefox or Internet Explorer.
1.7.5 Sampling Plan:
1.7.5.1 Sample Unit:
As our research is about e-recruitment so our main sample for survey will be the
employees of the selected company.
1.7.5.2 Sample Size:
We have taken a sample size of 20 employees in which 12 are male and 8 are female for
our data collection by the questionnaire method.
1.7.5.3 Sampling Procedure:
We have used the random procedure for selecting the group of employees.

1.7.6 Contact Method:

1.7.6.1 Personal Interview:

We will mainly use personal Interview as our contact method. We will give our
questionnaire from to a person to fill it up.
1.7.6.2 Mail Questionnaire:
For some unaviodance reason we have used mail questionnaire procedure for collecting
our questionnaire.

1.8 Limitations of the Report:


We have faced some problem while preparing the report. We did not get appropriate secondary
data on this issue. So we make this report on the basis of primary survey data. Limited time was
also a problem for us.

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2.0 Company Profiles:
BdJobs.com Ltd. is the first and leading career management and e-recruitment site in the
Bangladesh. Eight young business and IT professional backed by strong command over
e-business and in-depth understanding of the needs of job seekers and employers in the
country’s context started this venture on July 2000.

Bdjobs.com web-site aims to explore maximum benefits of the Internet. They believe
their service will help the job seekers manage their career more efficiently. This site will
also help employers solve many of the problems associated with traditional recruiting
methods and allow them to save time and money.

Right after its launching, the site has been able to attract the Internet users in the country.
The site regularly updates Job Information (on average more than 1000 valid job news
are placed at any point of time at the site), provides facility to the job seekers for posting
resume and online application. The site has also been able to get good response from a
large number of organizations in the country who use online job advertisement facility,
online CV bank access and online application receiving and processing facility of
www.bdjobs.com. Till now, more than 3000 employers in the country have recruited
more than 50,000 professionals at different levels for their organizations through
Bdjobs.com service.

No. of Unique Daily Visitors: 25,000 (on average)


Monthly Page View: 10 million
No. of Resumes posted on the site: 200,000+
No. of Corporate Accounts: 4000 +

Vision:
The vision of the company is to try bringing Internet technology in the mainstream
business and economic life of the society.

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Mission:
The mission of the company is to get the response the maximum numbers of job
applicants and job Employers Company.

Objective:
The main objective of Bdjobs.com ltd. is to building a bridge between the job applicants
and job Employers Company.

Services:
Bdjobs.com ltd. provides different types of services for the job applicants and job
Employers Company. BDjobs.com Ltd also provide various training and education
programs for the job seekers in the country at different levels. They also request
education and training institutes in the country to cooperate with them in making this
section as informative as possible.
They arrange many workshop programs in Marketing/Sales Track, HR Track, Finance-
Account& Commercial Track, IT Track and other specialized workshop.

Bdjobs.com Ltd also arrange


 University Programs

 Management Training Programs

 IT Training

 Fashion Designed Institutes

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Under the Marketing/sales Track Bdjobs.com Ltd recently does a workshop on
professional key management& Strategic Alliances, Strategic brand planning.
Under the Financial, Accounts and commercial Track Bdjobs.com Ltd recently does a
workshop on Budgetary Control and Cash flow in Business and Emergence and
Application of value added Tex (VAT) in Bangladesh.
This kind of workshop helps the applicant and job seekers to increase their knowledge
and by this they can widen their area of Job.
Many companies participated on the workshop held by BDjobs.com Ltd. The lists of
some company & educational institutes are given below:
• A&A Group, Bangladesh

• AB Bank Ltd.

• Abdul Monem Limited

• ABM ICT (BD) Ltd.

• Abul Khair Group

• American International University of Bangladesh(AIUB)

• New Zealand Milk Products Bangladesh Ltd

• North South University

• Premier Bank etc

Finally Bdjobs.com Ltd pays a lot emphasis on e-recruitment in Bangladesh. They help
the job seekers of Bangladesh though there is a curse of Unemployment. Now
Bdjobs.com Ltd is one of the top most recruiting agencies over the Bangladesh.

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Company Management:
Ahmad Islam Muqsit Chairman
A.K.M Fahim Mashroor CEO

Technical Team:
Kazi Latifur Rahman Nahid Ferdous Auny
Software Team Leader Implementation Manager
e-Recruitment Systems
Mir Tariqul Alam Naznin Nahar
Senior Software Engineer Senior Software Engineer
Mustafa Ashek Mahmud M. Niaz Morshed Shovon
Senior Software Engineer Network & Tech. Support Engineer

Rony Mondal
Junior Software Engineer
Administration Department:
Md. Majharul Islam Monju Sharmin Sultana
Administration Manager Receptionist

Content Team:
Mohammad Helal Uddin A.K.M. Mojibul Haque
Senior Executive, Content Development Content Development Executive

Tanzida Islam A.S.M. Hassan Imam Prince


Content Development Executive Content Development Executive

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Sales & Marketing Team:
Prokash Roy Chowdhury Muhammed Imrul Kayesh
Sales Manager Assistant Sales Manager
Md. Shamim Hasan Muhammad Enamul Hasan
Assistant Sales Manager Assistant Sales Manager
Md. Rakibul Hasan Md. Jomir Hossain
Service Development Executive Assistant Sales Manager (Chittagong)

Finance & Accounts Team:


Md. Mosaddik Bin Kamal Md. Shofiqul Islam
Manager, Finance & Accounts Executive, F & A

Training Division:
Md. Mofidul Alam Raihan Nun Nahar
Training Manager Training Manager

Company Board of Directors:

A.K.M. Fahim Mashroor


Majbah Uddin Ahmed
Masumul Haque Shiblee
Muhammad Hasan Mahmud
Ahmad Islam Muqsit
Faisal Chowdhury

Institutional Affiliation/Membership:

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• Bdjobs.com Ltd. is the first corporate member of Bangladesh Society for Human
Resource Management (BSHRM)- since 2001
• Bdjobs.com Ltd. is the affiliate member of Bangladesh Association of Software &
Information Services (BASIS)- since 2002
• Bdjobs.com Ltd. is the general member of Bangladesh Computer Samity (BCS) -
since 2000

3.0 Findings and Analysis:


For the findings and analysis we have used two questionnaires; one is about our selected
company Bdjobs.com ltd. and another one about the employees of different organizations.
The main findings and analysis of those two questionnaires are described in below:

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3.1 Questionnaire on Bdjobs.com ltd.:
For the questionnaire on Bdjobs.com ltd we have asked some questions about
Bdjobs.com ltd and the services they provide to job applicants and job Advertiser
Company. On the behalf of Bdjobs.com ltd Mr. Rakibul Hasan, Assistant Sales Manager
has answered our questions.

01. What is the main objective of bdjobs.com?

The main objective of Bdjobs.com ltd is to build a bridge between job applicants and job
Advertiser Company.

02. Do you think the number of job advertisement in bdjobs is satisfactory level with
the number of job application?

Bdjobs.com ltd has believed that the number of job advertisement in bdjobs.com ltd is not
satisfactory level with the number of job application.
03. Do you think the employees who are getting their job through bdjobs are
satisfied with jobs?

Bdjobs.com ltd has a strongly opinion that the employees who are getting their job
through bdjobs are satisfied with jobs.
04. What kind of criteria bdjobs consider for receiving the job application / CV?

Bdjobs.com ltd do not have any specific criterion for receiving CVs in their database.
Any body with qualification may drop their CV at the database and apply for suitable
jobs.

05. Do you think the job applicants are now more dependable to get a job on e-
recruitment agency?

Bdjobs.com ltd has agreed with this question but there is an opportunity to provide more
job applicants to depend on e-recruitment agency.

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06. Do you think bdjobs provides the job employer company faster, acceptable and
standardized recruiting process?

Bdjobs.com ltd has strongly agreed with this question that bdjobs provides the job
employer company faster, acceptable and standardized recruiting process.

07. Do you think bdjobs can help the job employer company to select the right
person in right position?

Bdjobs.com ltd has strongly agreed with that the job employer company can select the
right person in right position through bdjobs.com ltd.

08. Do you think the job seekers can easily find their suitable job positions through
bdjobs?

Bdjobs.com ltd has strongly agreed with that the job seekers can easily find their suitable
job positions through bdjobs.com ltd.

09. Do bdjobs go for background investigation to recruit the applicants for a job
employer company?

Bdjobs.com ltd has never gone for any background investigation to recruit the applicants
for a job employer company.

10. Do bdjobs go for any initial screening process to send the CV for a job employer
company?
Sometimes bdjobs.com ltd. has gone for initial screening process to send the CV for a job
employer company.

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11. Do you think now-a-days the companies are more dependable on e-recruitment
agency?
Bdjobs.com ltd. has strongly believed that now-a-days the companies are more
dependable on e-recruitment agency.

12. Which level of job advertisement is published generally in bdjobs for job
seekers?
Bdjobs.com ltd has published all kinds of level such as entry, middle and upper level job
advertisement for the job applicants.

13. Do you think the e-recruitment agency can helps the organization to reduce
recruitment cost, time and administrative burden?
Bdjobs.com ltd. has strongly believed that the e-recruitment agency can helps the
organization to reduce recruitment cost, time and administrative burden.

14. Do bdjobs go for overall recruitment process for a specified company?


If any particular organization has requested or appointed bdjobs.com to go for overall
recruitment process then bdjobs.com finished the overall recruitment process.

15. What kind of categorized jobs are advertised in bdjobs website?


Bdjobs.com ltd has published all categorized jobs such as full time, part time, temporary
and contract etc.

16. Do you think bdjobs is covered a larger number of job seekers in Bangladesh?
Bdjobs.com ltd has believed that they covered the larger number of job applicants
through e-recruitment agencies.

17. Do bdjobs provides any training or development course for job seekers?

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Bdjobs.com ltd has always provides job training and development course to build up the
applicants for suitable job positions.

18. Do you think bdjobs provides more options to recruit the employee for the
organizations?
Bdjobs.com ltd has believed that they create the more options for job employer company
to recruit the suitable and right employees.

19. How much area covered by bdjobs throughout the Bangladesh?


Bdjobs.com ltd does not have any control to which area are covered by bdjobs.com. It is
mainly depend on the internet coverage and users. But they think the most of the clients
are coming from the divisional city.

20. Do bdjobs publish any overseas company’s job advertisement for overseas
employment?
Bdjobs.com ltd has always published the overseas company’s job advertisement for
overseas employment. They mainly published Dubai, Mauritius, Malaysia etc countries
job advertisement. They have also a joint venture with a Mauritius company to publish
the job advertisement.

21. In which types of organizations generally publish their job advertisement in


bdjobs website?

Bdjobs.com ltd has published all kinds of organizations job advertisement such as
Corporate, Multinational, Private and other kinds of organizations.

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3.2 Questionnaire on Employees:
For the questionnaire on employees we have selected 20 employees in which 12 are male
and 8 are female. We have asked questions about the e-recruitment agency, their
effectiveness, lack ness and opportunity to serve the job applicants.
01. From which types of recruiting process do you get job in your existing company?

a)E- b)Employment c)Recommendation d)Advertisement e) Others


recruitment agency
agency
12 2 2 3 1

 60% of the employees are recruited through e-recruitment agency. Its shows the
job applicants are now more dependable on e-recruitment agency.
 10% of employees got job through employment agency. The dependency on
employment agency also increases day by day.

 10% of employees got job through recommendation by their colleague and


relatives.

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 15% of employees got their job through advertisement published in newspaper
and employees vacancy paper. 5% of employee that means only one employee got
job by others recruiting process.
02. Now-a-days employees are considered e-recruitment agency to get a job in an
organization.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
8 4 1 4 3

 The most of the part means 40% of employees agreed that today employees prefer
most e-recruitment agency to get a job.
 Another 20% of employees are partially agreed with this statement. 10% of
employees are remained neutral to give answer this question.
 15% of employees are partially disagreed with this because they do not think e-
recruitment agency can solve the unemployment problem. The rest of 20%
employees are showed complete disagreement with this opinion.

03. Employees are satisfied with the jobs which getting by e-recruitment agency.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
6 5 2 3 4

 30% of employees are agreed that they satisfied with their jobs which getting by
e-recruitment agency. Most of the middle and upper level employees viewed this
opinion.
 25% of employees which most of them are recruited in entry level are partially
agreed with this statement. Another 10% of employees are remained neutral with
this question.
 15% of employees are partially disagreed with this and rests of 20% are
completely disagreed with this opinion.

04. In which level do you enter in your organization through e-recruitment process?

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a) Entry level b) Middle level c) Upper level
13 5 2

 The most of the sample employees which are about 65% entered in their existing
company in entry level.
 25% of employees are joined in their existing company as a middle level
manager.
 And the rest 10% of employees that means only two persons are entered as upper
level manager.

05. Do you receive any training or development course from e-recruitment agency?

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a) Yes b) No

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 The least of the employees about 30% of employees received training or


development course from recruitment agency. That is also helps them to get the
jobs in renowned organization.
 The most of the sample employees which is about 70% do not received any
training or development course from the recruitment agency. They think training
or career development course can increase their efforts and capability.

06. E-recruitment provides better job opportunity to the job seekers.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
9 4 2 3 2

 45% of employees are agreed that r-recruitment process can provide more job
opportunity in today’s competitive job market.
 20% of employees are partially agreed that e-recruitment provides better job
opportunity. And another 10% employees remained neutral with statement.
 15% of employees are partially disagreed because of uncertainty of e-recruitment
process. And the rest 10% employees are completely disagreed with this opinion.

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07. The numbers of e-recruitment agency in Bangladesh are satisfactory with the
number of applicants.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
3 4 2 4 7

 15% of employees are agreed with that e-recruitment agencies in Bangladesh are
satisfactory with the number of applicants.
 About 20% of employees are partially agreed and another 10% are neutral with
this statement.
 20% of employees are partially disagreed and larger amount 35% of employees
are disagreed with this.

08. E-recruitment agency is helpful to get an acceptable and standardized job.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
8 6 1 3 2

 Most of the employees about 40% are agreed with that e-recruitment agency is
helpful to get an acceptable and standardized job.
 Another 25% are partially agreed and only 5% remained silent with this
statement.
 15% of employees are partially and last 10% of them fully disagreed with this
statement.

09. E-recruitment agency provides better service to get a job.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
4 3 3 4 6

 20% of employees are agreed with that e-recruitment agency provides better
service to get a job.
 Another 15% are partially disagreed and 15% remained neutral to accept this
statement.
 20% of employees are partially disagreed and large part of 30% of employees do
not think its provide better service.

10. E-recruitment agency is better than other recruitment agency.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
9 4 2 2 3

 Most of the employees about 45% are agreed with that e-recruitment agency are
better than other recruitment agency.
 About 20% of employees are partially agreed and another 10% are neutral with
this statement.
 10% of employees are partially disagreed and15% of employees are disagreed
with this.

11. E-recruitment agency needs to involve more recruitment process in Bangladesh.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
12 4 0 3 2

 Most of the employees about 60% are agreed with that e -recruitment agency
needs to involve more recruitment process in Bangladesh.
 About 20% of employees are partially agreed and no one is neutral with this
statement.
 15% of employees are partially disagreed and 5% of employees are disagreed
with this.

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12. E-recruitment agency needs to expand their activities throughout the
Bangladesh.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
11 5 1 2 1

 Most of the employees about 55% are agreed with that e-recruitment agency need
to expand their activities throughout the Bangladesh.
 About 25% of employees are partially agreed and one is neutral with this
statement.
 10% of employees are partially disagreed and 5% of employees are disagreed
with this.

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13. E-recruitment agency needs to develop their IT facilities to provide more job
applicants.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
7 6 2 3 2

 Most of the employees about 35% are agreed with that e-recruitment agency
needs to develop their IT facilities to provide more job applicants
 About 30% of employees are partially agreed and 10% are neutral with this
statement.
 15% of employees are partially disagreed and 10% of employees are disagreed
with this.

14. E-recruitment agency should publish more and abroad job advertisement.

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a) Agree b) Partially c) Neutral d) Partially e) Disagree
Agree Disagree
12 4 1 2 1

 Most of the employees about 60% are agreed with that e-recruitment agency
should publish more and abroad job advertisement.
 About 20% of employees are partially agreed and 5% are neutral with this
statement.
 10% of employees are partially disagreed and 5% of employees are disagreed
with this.

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15. E-recruitment agency should provide more training and career development
programs for the job applicants.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
5 6 3 4 2

 25% of employees are agreed that e-recruitment agency should provide more
training and career development programs for the job applicants.
 30% of employees are partially agreed and 15% also remained neutral with this.
 20% of employees are partially disagreed and 10% of employees are disagreed
with this.

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16. In the ratio of labor force, there is to need increase the numbers of e-recruitment
agency.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
12 4 2 2 0

 Most of the employees about 60% are agreed with that in the ratio of labor force,
there is to need increase the numbers of e-recruitment agency.
 About 20% of employees are partially agreed and 10% are neutral with this
statement.
 10% of employees are partially disagreed and no one is disagreed with this.

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17. Government should help the e-recruitment agencies to provide better service.

a) Agree b) Partially c) Neutral d) Partially e) Disagree


Agree Disagree
10 5 2 2 1

 Most of the employees about 50% are agreed with that government should help
the e-recruitment agencies to provide better service.
 About 25% of employees are partially agreed and 10% are neutral with this
statement.
 10% of employees are partially disagreed and 5% of employees are disagreed
with this

4.0 Impacts of E-recruitment:

4.1 Advantages of E-recruitment:

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4.1.1 Cost Efficient:
Advertisements in internet when compared to newspaper, magazines, and employment
agencies are considerably cheap. As in the other sources continuously one has to revise
the advertisement, for example a company wanted their ad to appear on every Sunday for
a month thus was suppose to pay for four advertisements. But for internet it is not
applicable.

4.1.2 Time Saving Device:


Time to deliver; to communicate is minimized by this. Response is direct and immediate
without any delay. Beforehand the postal services, fax was one way communication and
was time consuming. Phones provided two way communications but resume
management, communicating worldwide were not possible.

4.1.3 Widens The Search:


In the era of globalization the reach cannot be restricted at one place. It provides global
reach that also within a fraction of second. Truly the process supports the definition of
recruitment by creating a vast pool of potential candidates.

4.1.4 Provides Clarity:


Advertisements in employment news, other newspapers, magazines will have word limit,
thus sometimes is misinterpreted. For an example a company advertisement announced
vacancy for computer skilled person which was interpreted as MIS job which was rather
a job for computer skilled receptionist. The advertisement was not clear enough to

explain the full profile. In internet the word limitation is not there, the idea, opinion,
profile can be expressed as anyone like.

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4.1.5 Speedy Communication:

Company and the prospective employee can communicate with each other via the blogs.
Thus blogs, podcasts, Vodcasts are being considered a tool of e-recruitment. Blogs is an
interesting area of development in online recruitment is the use of career site blogs to
help applicants gain a deeper understanding of the culture, people, work and environment
of their target employer. Companies are encouraging their employees to effectively tell
the world about their work, without seeking prior permission and without fear of being
dismissed. For these employee blogs to be effective, organizations merely require that
their employees follow simple guidelines and that they approach their blog-reporting
responsibly. No more the process can be blamed for being one way communication like
mails, faxes only being speedy as done electronically.

4.1.6 Scope for Better Match:

Information in detail is provided with clarity therefore suitable candidate match is


possible. The search is widened link with other websites are possible, these attracts the
candidates and after the job profile matches, the candidates apply.

4.1.7 Candidate’s Preference:

History states that employers had the privilege to be selective in hiring process, especially
in screening resumes but were not always fair. Because of the time constraint it was not
possible to go through all the applications. Today the candidates can choose their
employers as not only the financial state is known to them but also the culture is known.

4.1.8 Standardization:

The information of the candidates are collected in a standard format. Besides collecting
the data it also consolidates information received from various sources.

4.1.9 Reservoir:

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It acts as the reservoir of information. From the job profile to candidate profile is
available along with past applicant data.

4.1.10 Lessen Paper Work:

As the data collection, filing, administrative work are done electronically thus paper work
or documentation has been lessened.

4.1.11 Search Engine Advertisement:

Print ad is phasing out due the popularity of search engine ads. Pay-per-click is not only
convenient but also more attractive.

4.2 Drawbacks of E-recruitment:

4.2.1 Require Being Computer knowledge:

The process is restricted within computer savvy candidates. As the search is based on
various websites, their screening, keywords application demands for a computer savvy
person and company.

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4.2.2 Legal Consequences:

Alike other recruitment sources this source also should be aware of the words used in the
advertisements otherwise it may lead to the charge of discrimination. For example,
Disney World was sued for screening the resumes preferring the key words used by
whites.

4.2.3 Vast Pool of Applicants:

This benefits the Organizations as well as it is disadvantage to them also. Because the
huge database cannot be scanned in depth. Either first few candidates are called for
interview or the resumes are screened based on some key words. On the other hand
applicants also face global competition.

4.2.4 Non-Serious Applicants:

Lot of applicants forward their resumes just to know their market value. As personally
the candidates are not checked thus whether they are serious is not known. At the time of
interview the recruiter might realize that the candidate is not serious in leaving the current
job. But by that time some serious candidates might have been rejected.

4.2.5 Disclosure of Information:

Candidates profile and company details are available to public. The applicants do not
want their employer to know that they are looking for a change. Phone number, address
information has lead to many security problems. Again the companies do not want their
competitors always to know the current scenario.

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5.0 Recommendation:
• E-recruitment agency should have to increase their capacity to provide more
numbers of job applicants.
• E-recruitment agency should expand their activities to publish more numbers of
job advertisements.
• Bdjobs.com ltd. should go for more recruiting activities to recruit the right person
for right job.

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• Bdjobs.com. ltd should increase their training and development facilities to
provide more qualified and skilled employee.
• E-recruitment agency needs to develop their IT facilities to provide more job
applicants.
• E-recruitment agency should publish more and abroad job advertisement.
• E-recruitment agency should provide more training and career development
programs for the job applicants.
• In the ratio of labor force, there is to need increase the numbers of e-recruitment
agency.
• E-recruitment agency should maintain a good relationship with job advertise
company.
• Government should help the e-recruitment agencies to established and provide
better service.
• Government should help the IT sector to expand internet facilities all over the
country.

6.0 Conclusion:
The recruitment process has been completely changed and revolutionized by the Internet,
and today all the traditional and slower process of recruitment have been bypassed in
favor of the new process that is known as 'e-recruitment. This report shows how e-
recruiting, a simple and easy method of recruiting candidates for vacant positions, has
become a major force in recruitment today. Most organizations recognize that manpower
is the key to success, and, by using e-recruitment, they are hiring better people, at a faster
and cheaper rate than ever before. E-recruitment gives employers real costs savings plus

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increased ease and efficiency in the recruitment process. It also gives candidates an
improved experience. Greater use of e-recruitment can also help combat longer-term
recruitment issues through the use of talent pools and better management information
about applicants and new hires. With some of drawbacks of e-recruitment, it’s now the
most prospering job agencies which provide greater numbers of job opportunity. So re-
recruitment agency helps our over all labor market to find out the right job for a right
person.

Appendices

Appendix A:
Questionnaire on BDjobs.com
E-recruitment Agency in Bangladesh
(Mark multiple options if applicable)
Name :
Job Position :

01. What is the main objective of bdjobs.com?

Answer:……………………………………………………………………………………..

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02. Do you think the number of job advertisement in bdjobs is satisfactory level with the
number of job application?
a) Strongly agree b) Agree c) No d) Never

03. Do you think the employees who are getting their job through bdjobs are satisfied
with jobs?
a) Always b) sometimes c) Rarely d) Never

04. What kind of criteria bdjobs consider for receiving the job application / CV?

Answer:……………………………………………………………………………………

05. Do you think the job applicants are now more dependable to get a job on e-
recruitment agency?
a) Strongly agree b) Agree c) No d) Never

06. Do you think bdjobs provides the job advertiser company faster, acceptable and
standardized recruiting process?
a) Always b) sometimes c) Rarely d) Never

07. Do you think bdjobs can help the job advertiser company to select the right person in
right position?
a) Always b) sometimes c) Rarely d) Never

08. Do you think the job seekers can easily find their suitable job positions through
bdjobs?
a) Always b) sometimes c) Rarely d) Never
09. Do bdjobs go for background investigation to recruit the applicants for a job
advertiser company?
a) Always b) sometimes c) Rarely d) Never
10. Do bdjobs go for any initial screening process to send the CV for a job advertiser
company?
a) Always b) sometimes c) Rarely d) Never

11. Do you think now-a-days the companies are more dependable on e-recruitment
agency?
a) Always b) sometimes c) Rarely d) Never

12. Which level of job advertisement is published generally in bdjobs for job seekers?
a) Entry level b) Mid level c) Upper level d) All

13. Do you think the e-recruitment agency can helps the organization to reduce
recruitment cost, time and administrative burden?
a) Always b) sometimes c) Rarely d) Never

14. Do bdjobs go for overall recruitment process for a specified company?


a) Always b) sometimes c) Rarely d) Never

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15. What kind of categorized jobs are advertised in bdjobs website?
a) Full time b) Part time c) Temporary d) Contract e) All

16. Do you think bdjobs is covered a larger number of job seekers in Bangladesh?
a) Yes b) No

17. Do bdjobs provides any training or development course for job seekers?
a) Always b) sometimes c) Rarely d) Never

18. Do you think bdjobs provides more options to recruit the employee for the
organizations?
a) Always b) sometimes c) Rarely d) Never

19. Do you think the number of inappropriate and poor qualified candidates goes for drop
their CV in bdjobs website?
a) Always b) sometimes c) Rarely d) Never
20. How much area covered by bdjobs throughout the Bangladesh?
a) Only Dhaka city b) Divisional city c) District d) All over the country

21. Do bdjobs publish any overseas company’s job advertisement for overseas
employment?
a) Always b) sometimes c) Rarely d) Never

22. In which types of organizations generally publish their job advertisement in bdjobs
website?
a) Corporate b) Multinational c) Private d) All

Appendix B:
Questionnaire on Employee
E-recruitment Agency in Bangladesh
(Mark multiple options if applicable)
Name:
Job Position:
Company Name:
Age:
Educational Degree:

01. From which types of recruiting process do you get job in your existing company?

46
a) E-recruitment agency b) Employment agency c) Recommendation
d) Advertisement e) Others

02. Now-a-days employees are considered e-recruitment agency to get a job in an


organization.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

03. Employees are satisfied with the jobs which getting by e-recruitment agency.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

04. In which level do you enter in your organization through e-recruitment process?
a) Entry level b) Middle level c) Upper level

05. Do you receive any training or development course from e-recruitment agency?
a) Yes b) No

06. E-recruitment provides better job opportunity to the job seekers.


a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

07. The numbers of e-recruitment agency in Bangladesh are satisfactory with the number
of applicants.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

08. E-recruitment agency is helpful to get an acceptable and standardized job.


a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

09. E-recruitment agency provides better service to get a job.


a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

10. E-recruitment agency is better than other recruitment agency.


a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

11. E-recruitment agency needs to involve more recruitment process in Bangladesh.


a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

12. E-recruitment agency needs to expand their activities throughout the Bangladesh.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

13. E-recruitment agency needs to develop their IT facilities to provide more job
applicants.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

14. E-recruitment agency should publish more and abroad job advertisement.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

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15. E-recruitment agency should provide more training and career development programs
for the job applicants.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

16. In the ratio of labor force, there is to need increase the numbers of e-recruitment
agency.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

17. Government should help the e-recruitment agencies to provide better service.
a) Agree b) Partially Agree c) Neutral d) Partially Disagree e) Disagree

Bibliography

• Michael Armstrong, “A Handbook of Human Resource Management”,9th edition:


Kogan Page: UK
• David A. Decenzo, “Fundamentals of human resource management”, 8th edition
• Gary Dessler, “Human resource management”, 9th edition: Pearson Education,
2005.
• E-volution in Recruitment: Retrieved from http://www.thealbanygroup.com
• E-recruitment Strategy: Retrieved from http://www.jobsDB.com
• http://www.webproworld.com

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• http://www.bdjobs.com
• http://www.jobweb.com
• http://espan.com

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