Professional Documents
Culture Documents
E Recruitment
ON
1
DECLARATION
I hereby declare that this submission is our own work and that, to the best of
written by another person nor material which to a substantial extent has been
accepted for the award of any other degree or diploma of the university or
2
ABSTRACT
3
ACKNOWLEDGEMENT
On the moving wheels of life, occasion comes, but rarely in life. An occasion
came to write a dissertation report on “E-Requirement &its impact on
MNCs in India”.
RAJNEE
MBA 4th semester
(2nd year)
SIET, Jhalwa
Allahabhad
4
TABLE OF CONTENTS
Declaration 2
Certificate 3
Abstract 4
Acknowledgements 7
CHAPTER 1
INTRODUCTION
Recruitment 10
E-Recruitment 22
Job Analysis 28
Job Postings 34
Impact of job seekers 40
Tracking Report of job seekers 41
Job Portals 49
Social Media for job seekers 72
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CHAPTER 2
Review of Literature 82
Research Design/ Methodology 84
Questionnaires 86
Analysis & Interpretation 89
Conclusion 92
Recommendation 93
Findings & Limitations 94
Future & Scope of E-Recruitment 96
References 97
Bibliography 99
Webliography 100
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KEYWORDS
Recruitment
E-recruitment
Multinational companies
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INTRODUCTION
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The advancement of technology plays an important role in organizations
functioning and overall development of India. As our country is a developing
nation and it has set its mission to be digitalized in every arena, the
organization also has started to use technology in their activities. Before the
technological advancement, organization used various sources to recruit
employees. Those sources are newspaper advertisement, campus recruiting,
different job agencies and so on. Those sources are also recognized as
traditional recruitment sources. But now along with those sources many other
sources have been added to this list because of the technological
development. Various job related websites, recruitment via internet, E- mail,
social media etc. are the sources which added with traditional recruitment
which is known as e- recruitment. E-recruitment is a mode for selecting one
of the companies’ human resources through technological mean. According
to technological acceptance model, the uses of online sources for job
searching have been impressively increased. It is considered to be effective
because it saves time, effort and moreover it can ensure that suitable person is
hired for a particular position. So the main purpose of our study is to identify
about how e-recruitment and internet is influencing the recruitment process of
an organization.
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RECRUITMENT
organization or company.
linking activity bringing together those with jobs and those seeking jobs.
FACTORS AFFECTING
RECRUITMENT
Potential advantages
Internal:
External:
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UNDESIRABLE CONSEQUENCES
OF POOR RECRUITMENT
Poor recruitment choices (i.e., poor person-job fit t) can have a range of
undesirable consequences for the organization and the worker including:
CHALLENGES TO
RECRUITMENT OF EFFECTIVE
STAFF INCLUDE
Lack of qualified applicants
Inadequate salary packages
Lack of resources (including funds)
Limited scope for advancement and promotion
Lack of job security
Remoteness of services
Stigma attached to working in the AOD field.
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STRATEGIES FOR SUCCESSFUL
RECRUITMENT
STAFF INCLUDE
Recruitment and selection is not only about choosing the most suitable
candidate. The recruitment and selection experience can also impact on the
likelihood that a candidate will accept a job offer and on their commitment to
remaining with the organization. Committing time and resources to develop a
comprehensive recruitment strategy is a worthwhile investment. Poor
recruitment choices (i.e., poor person-job fit) can have a range of undesirable
consequences for the organization and the worker including:
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SOURCES OF RECRUITMENT
The eligible and suitable candidates required for a particular job are available through various sources.
STAFF INCLUDE
These sources can be divided into two categories.
Sources of Recruitment
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INTERNAL SOURCES OF
.
RECRUITMENT
employees who work hard and show good performance. Promotion results in
2. RETIREMENT
The retired employees may be given the extension in their service in case of
3. FORMER EMPLOYEES
Former employees who had performed well during their tenure may be called
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4. TRANSFER
5. INTERNAL ENVIRONMENT
they are working in the company since long time, they know about the
specification and description of the vacant job. For their benefit, the
intimated.
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BENEFITS OF INTERNAL
SOURCES OF RECRUITMENT
STAFF INCLUDE
1.The existing employees get motivated.
vacancy.
4. Training cost is saved as the employees already know about the nature
of job to be performed.
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LIMITATIONS OF INTERNAL
SOURCES OF RECRUITMENT
STAFF INCLUDE
1. Young people with the knowledge of modem technology and innovative
before.
selected.
EXTERNAL SOURCES OF
RECRUITMENT STAFF INCLUDE
1. Press advertisement
A wide choice for selecting the appropriate candidate for the post is available
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through this source. It gives publicity to the vacant posts and the details about
the job in the form of job description and job specification are made available
to public in general.
2. Campus interviews
It is the best possible method for companies to select students from various
personally visit various institutes and select students eligible for a particular
3. Placement agencies
4. Employment exchange
5. Walk in interviews
These interviews are declared by companies on the specific day and time and
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conducted for selection
6. E-recruitment
available electronic sites on which candidates upload their resume and seek
the jobs
7. Competitors
BENEFITS OF EXTERNAL
SOURCES OF RECRUITMENT
2. The best selection is possible as a large number of candidates apply for the
job.
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LIMITATIONS OF EXTERNAL
SOURCES OF RECRUITMENT
1.Skilled and ambitious employees may switch the job more frequently.
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E-RECRUITMENT
E-Recruitment includes the entire process of finding the prospective
candidates, assessing, interviewing and hiring them, as per the job
requirement. Through this, the recruitment is done more effectively and
efficiently.
Generally, the job vacancies are advertised on the world wide web (www),
where the applicants attach their CV or resume, to get recognized by the
potential recruiters or the employers.
The companies undertake their online promotional activities via their official
websites, wherein the complete information about the corporation is
enclosed. Through this information, the prospective candidate could decide
whether to be a part of a firm or not. Thus, the firm’s official website is
considered to be an essential element of E-Recruitment.
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FACTORS AFFECTING
E-RECRUITMENT
Internal Factors
External Factors
1. Internal Factors:
1.ADVERTISEMENTS:
The internal factors also called endogenous factors are the factors within the
organisation that affect recruiting personnel in the organisation. Some of
these are mentioned here.
b. Image of Organisation:
Image of organisation is another internal factor having its influence on the
recruitment process of the organisation. Good image of the organisation
earned by a number of overt and covert actions by management helps attract
potential and competent candidates. Manage-rial actions like good public
relations, rendering public services like building roads, public parks, hospitals
and schools help earn image or goodwill for the organisation. That is why
blue chip compa-nies attract large number of applications.
c. Image of Job:
Just as image of organisation affects recruitment so does the image of a job
also. Better remuneration and working conditions are considered the
characteristics of good image of a job. Besides, promotion and career
development policies of organisation also attract potential candidates.
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2. External Factors:
Like internal factors, there are some factors external to organisation which
has their influence on recruitment process.
a. Demographic Factors:
As demographic factors are intimately related to human beings, i.e.,
employees, these have profound influence on recruitment process.
Demographic factors include sex, age, literacy, economic status etc.
b. Labour Market:
Labour market conditions i.e., supply and demand of labour is of particular
importance in affecting recruitment process. For example, if the demand for a
specific skill is high relative to its supply, recruiting employees will involve
more efforts. On the contrary, if supply is more than demand for a particular
skill, recruitment will be relatively easier.
c. Unemployment Situation:
The rate unemployment is yet another external factor having its influence on
the recruitment process. When the unemployment rate in a given area is high,
the recruitment process tends to be simpler. The reason is not difficult to
seek. The number of applicants is expectedly very high which makes easier to
attract the best qualified applicants. The reverse is also true. With a low rate
of unemployment, recruiting process tends to become difficult.
d. Labour Laws:
There are several labour laws and regulations passed by the Central and State
Governments that govern different types of employment. These cover
working conditions, compen-sation, retirement benefits, and safety and health
of employees in industrial undertakings.
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Child Labour (Prohibition and Regulation) Act, 1986, for example, prohibits
employment of children in certain employments. Similarly, several other acts
such as Employment Exchange (Compulsory Noti-fication of Vacancies) Act,
1959, the Apprentices Act, 1961; die Factory Act, 1948 and the Mines Act,
1952 deal with recruitment.
e. Legal Considerations:
Another external factor is legal considerations with regard to employ-ment.
Reservation of jobs for the scheduled castes, scheduled tribes, and other
backward classes (OBCs) is the popular example of such legal consideration.
The Supreme Court of India has given its verdict in favour of 50 per cent of
jobs and seats. This is so in case of admissions in the educational institutions
also.
ADVANTAGES OF
E-RECRUITMENT
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DISADVANTAGES OF
E-RECRUITMENT
REASON FOR
E-RECRUITMENT
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SOURCES OF
E-RECRUITMENT
with.
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JOB ANALYSIS
particular job duties and requirements and the relative importance of these
Job analysis is a process where judgements are made about data collected on
a job.
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Why job analysis?
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Specimen of job description
Job Profile Telecom Engineer
Qualification BE/B.Tech in EC/ Electrical
&Electronics Engineering
Experience Fresher
Location UP East-West
Interview Time 11:00 AM to 5:00 PM
Salary 1.5 lac to 2.2 lac p.a
Vacancy 25+
Interview Date - 19/06/19 to 28/06/19
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SamInfratech (P) Ltd. has worked with over 550 + Clients worldwide,
Including – Northern Railway , Rural Postal Life Insurance (RPLI,PLI),
Reliance Communication, Radical Security,Aircel, Airtel, Vodafone, BSNL,
ESSAR Telecom, GTL, WTTIL (TATA, Quippo Telecom, Webtech, Mach
Well Tools, S.D Engineers ,etc. and Many More....
Dedicated team of more than 250 technically qualified engineers and
technicians who handles technical support services for entire range of IT &
other Industries.
Started its own Premier Education & Training Division SIPL.
Venue - SIPL, Nilgiri road,Indra nagar, Lucknow
www.saminfratech.com
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Experience Applicant must have 2 years
experience in sales.
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JOB POSTING
A job posting is the way that an organization communicates with the public
about a vacant position that it wishes to fill. The posting gives applicants a
good idea about what qualifications are necessary, what the new hire will do
and how much the job pays..
GENERAL DESCRIPTION
The general description provides a broad overview of what the position does.
If you were to ask the person who last held the job what they did for a living,
this would be what that person would tell you. The general description does
not delve deeply into what the position does because that information is
provided in greater detail in a subsequent section of the posting.
DUTIES
The duties are the responsibilities or tasks that the position is responsible for.
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It varies from posting to posting and organization to organization just how
specific the duties are stated. Postings for higher level jobs tend to have the
duties more broadly outlined. Lower level jobs tend to have more distinctly
defined responsibilities.
Knowledge, Skills, and Abilities
The knowledge, skills and abilities – also known as KSA’s -- for a job are the
attributes that an individual needs to bring into the job to be successful.
KSA’s are the things that an organization does not have the time, resources or
capacity to teach a new hire.
Knowledge in this context is the body of fundamental information the new
hire must know. Skills are demonstrable physical activities required to do the
job. Abilities are behaviors required to perform the work.
Of course, organizations and managers are going to train new hires on the
daily tasks to be performed, but KSA’s are what a person has to have coming
into the door. The job posting does not necessarily list all the KSA’s needed
to do the job well, just the ones that new hires need coming in the first day.
Education and Experience Requirements
Education and experience requirements tell applicants the mix of formal
education and work experience they need in order to be considered for the
job. These requirements help organizations target their postings to entry-
level, mid-career or late-career applicants.
Many times organizations will allow for some flexibility between the amount
of education and experience required. They will often allow applicants to
meet a total number of years between education and experience. For example,
an organization could post a job that requires a bachelor’s degree plus three
years of experience in a related field. To allow for people who did not go to
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college, the organization could allow experience to substitute for education
on a year-for-year basis. To allow people with additional education and little
experience, the organization might allow a master’s degree substitute for two
of the three years of experience required.
It depends on how flexible the organization wants or needs to be.
Starting Salary Range
The starting salary range lets applicants know what the organization is
willing to pay for the job. Organizations -- particularly government
organizations -- are very reluctant to go outside this range.
The top of the posted range is not necessarily the top of the position’s salary
range. Organizations are reluctant to bring in someone at an absolute
maximum salary. With a successful track record within the organization, an
employee may eventually make more than the posted range.
Sometimes postings will say that the starting salary is “commensurate with
skills and experience” or something similar. This can be frustrating for
applicants because people want to know what they can expect to make.
Posting a salary as commensurate with skills and experience allows
organizations to consider a broad range of candidates and does not lock the
hiring manager into offering a salary within a predetermined range.
Application Instructions
Application instructions tell applicants how and when to apply for the job. It
is absolutely critical that applicants follow these instructions to the letter.
Each directive in the instructions is included for a reason. Applicants may not
know why a specific document such as a college transcript is required, but
each applicant must provide it. Failing to follow application instructions is
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one of the common mistakes that will get your application thrown away.
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The fundamentals of e-recruitment are as follows:
Tracking: It is helpful in tracking the status of candidate with respect to the
jobs applied by him/her.
Job portals: Like CareerAge, Indeed, Monster, Naukri, timesjobs, etc these
carry job advertisements from employers and agencies.
Online Testing: Evaluation of candidates over internet based on various job
profiles to judge them on various factors.
Social networking: Sites like google +, twitter, facebook, linkedin, etc helps
in building strong networking and finding career opportunities.
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IMPACT ON JOB SEEKERS
Recruitment sources
1. Newspaper Job seeker’s intention
2. Internet to pursue the job
3. Friends/relatives
4. Others
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TRACKING REPORT
OF JOB SEEKERS
Not only is the ATS the system of record for applicants, it also offers basic
functionality required to automate, streamline, and manage sourcing,
assessment, and hiring workflows. Features often include:
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Approvals/Requisition Routing
Candidate Management
Workflow Configuration
• Salary grade
• Divisions
• Location
• Job Level
• Evergreen
Offer Management
• Administration
• Quick approvals
• Internal
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• Candidate
• Records
Built-In Integrations
• Attached to job profiles
• Associated to candidate status/trigger
• Storing of data
Automation of
• Referral tracking
• Assessments
• Notifications
• Routing to Managers
• Rejections
Scorecards
• OFCCP / AAP / EEO
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• Diversity
Job Postings
Increased exposure,
better targeting
• More candidates
• Better candidates
• Lower cost
Search Engine
Optimization
• More organic traffic
• Better targeting
Channel Performance
• Data on best
performing source
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Candidate Search
(Single, searchable database)
PROS:BENEFITS OF ATS
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Cons: Some drawbacks associated
with bad ATS
Length of Application
Technical Issues
Bad candidate experience
Resume “black hole”
Application Volume
Screen out qualified candidates
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An ATS Can Change Problems to
Opportunities
Financial
Improves Revenue
Improves Employee Morale
Customer Satisfaction
Competitive Advantage
Operational
25% Reduction in Time-to-Fill and 30% Reduction in Cost-toFill
EEOC Recommends Recruitment Standardization to Reduce the Risk of
Discrimination in Hiring
Strategic
85% of Job Seekers Rely on Career Portals
Career Portals and Facebook are the Two Most Important Places for Talent
and Employers to Meet
73% of Companies Successfully Hired Using Social Media
Technical
Reporting can Increase Shareholder Value by 10 –20%
Organizations Using Workforce Analytics have 8% Higher Sales Growth and
58% Higher Sales Per Employee
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SIGNIFICANCE OF ATS
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JOB PORTALS
“Job portal” is a web-based application, which helps end user to find a job
with searching criteria like preferred skill and location and work profile.
It also helpful to “post job” and “search candidate” based on jobseeker profile.
Job provider can download resume of job seeker.
Job provider can make discussion with job seeker and also send mail to job
seeker.
One can post his/her details on this portal with all relative information.
Purpose:-
This system tends to replace the existing manual system for the recruitment
process which is a time consuming, less interactive and highly expensive.
Scope:-
The Online job Portal System that is to be developed provides the members
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with jobs information, online applying for jobs and many other facilities.
The job seeker can apply for the match jobs and search job as per his/her
requirement.
System Description
The website provides both the Job seekers and the Employer his User Id
which is unique.
The main stakeholders of this system are:
1. Job Seekers
2. Employer
3. Administrator
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57
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Implementation
Admin Panel
Job Provider
Job Seeker
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Admin Panel
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64
65
Job Seeker
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67
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Job Provider
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Social Media:
for Job Seekers and Recruiters
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REVIEW OF THE LITERATURE
The process of finding and hiring the best-qualified candidate (from within or
outside of an organization) for a job opening is a timely and cost effective
manner. The recruitment process includes analyzing the requirements of a
job, attracting employees to that job, screening and selecting applicants
hiring, and integrating the new employee to the organization. Essentially, the
process involves seeking and attracting a pool of qualified applicants using
various feasible recruitment methods.
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RESEARCH METHODOLOGY
Primary and secondary sources of data were gathered for the research.
Primary source of data was collected through the use of questionnaires and
survey interviews. The secondary sources of information were collected from
past research work, books, journals, articles, internet search, etc.
In collecting data for the study, questionnaire and direct interview methods
were employed. The questionnaire was used to ensure that only relevant
questions were asked and also to ensure that the questions were properly
structured.
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Data Collection Tool
The questionnaire was the only tool used to collect data. Likert type (close
ended) questionnaire was employed to generate data. The importance of the
use of close ended questions was to avoid delays in responding to the
questionnaire, thus enabling the respondents who had busy schedules to
respond quickly. Another reason for using close ended questions was that
coding of close ended questions did not take much time as compared to open
ended questions/ and also for testing hypothesis.
Sampling
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Sampling Technique
QUESTIONNAIRE
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o Online Recruitment provide Opportunity
Particulars Number of Percentage
respondents
Strongly 35 35%
agree
Agree 30 30%
No 10 30%
comments
Disagree 15 10%
Strongly 10
disagree 10%
Total 100 100%
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o Where did you see the vacancy advertised?
Particulars Number of Percentage
respondents
Job portals 45 45%
Career 40 40%
websites
Newspaper 15 15%
s
Total 100 100%
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ANALYSIS AND INTERPRETATION
Table 1: Correlations
Average of Average of E-
traditional recruitment
recruitmen
t
Average of Pearso 1 .590**
traditional n
Correl
recruitment ation
Sig. (2- - .000
tailed)
N 110 110
**
Average of E- Pearso .590 1
recruitment n
Correl
ation
Sig. (2- .000 -
tailed)
N 110 110
**. Correlation is significant at the 0.01 level (2-tailed).
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value. This means that changes in one variable are moderately correlated with
changes in the second variable. For this reason, we can conclude that there is
a moderate relationship between traditional recruitment system and e-
recruitment system. However, we cannot make any other conclusions about
this relationship, based on this number.
Table 3: ANOVA
(The ANOVA Table shows the significance
level at .000)
Model Sum of df Mean F Sig.
Squares Squar
e
Regression 15.710 7 2.244 9.8 .00
27 0
Residual 23.294 102 .228
Total 39.003 109
a. Predictors: (Constant), E-recruitment system
b. Dependent Variable: Average of traditional recruitment
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CONCLUSION
Job seekers can find the advertisement easily on websites, job boards
& portals. It is a time saving & cost effective method for job seekers.
Some job portals offer resume building facilities also so that job
seekers can get advantage of this. In conclusion we can say that the
internet has been accepted as a most convenient & better tool to find
the jobs
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RECOMMENDATIONS
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FINDINGS AND LIMITATIONS
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FUTURE / SCOPE
It will be useful for the E-recruiters to focus on the limitation of it and problems
associated, with the aim of eliminating the discrepancies and effectively
implementing E-recruitment.
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REFERENCES
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Bibliography
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Webliography
www.scribd.com
www.google.com
www.slideshare.com
wikipidea
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