A STUDY ON DIGITAL RECRUITMENT

AND IT’S STRATEGIES

G.K.JOYNA ANGEL, CORNELIUS DEVAPRIAM

DEPARTMENT OF COMMERCE, SELF FINANCED STREAM
MADRAS CHRISTIAN COLLEGE, CHENNAI

Abstract: The internet has become a primary source now. Its’ contribution towards scientific
and technological development is incomparable. This particular research is a study that
evaluates digital recruitment and its strategies in detail. The concept is all about recruiting
human resource through online interviews and various other platforms. It enables us to find
and communicate potential aspirants, to reach the unreachable and promotes employee
branding. It is cost and time efficient, and also a great avenue for hiring employees with
better talents. Online interviews will no longer be unapproachable. Our research will
highlight the strategies of digital recruitment and its’ success

Keywords: sourcing, data analytics, AI (Artificial intelligence)

INTRODUCTION

Internet has undoubtedly been the game changer in every field. Human resource
management is not an exception. Recruiting employees is the top concern for any HR. The
arrival of digital recruitment has profoundly changed the way of enrolling ideal candidates.
Both the recruiter and the job seeker expect an expedited process. Digital recruitment would
be their choice of preference. It’s been used as a professional tool by human resource
managers to enlist best talents across countries. It is precisely the method of selecting
candidates through online platforms. Greg savage, a global leader of recruiting industry says
“Every hiring agency should really operate as a digital marketing agency”. “Twenty years
ago the resume was just a piece of paper. But now it is a collection of all data that can be
found online” says Jon Bischke, CEO of Entelo. Social media (e.g. Facebook, Twitter),
online professional networks (e.g. LinkedIn) and other company websites serve as a platform
for this process. Nearly 30% of all Google searches are employment related. People find it
more convenient and efficient. E –recruiting is not just a fad. It is embedded, ensuring that we
are moving with the time
STRATEGIES IN RECRUITMENT

SOURCING

Sourcing is the process of searching highly specialized talents. They will mine the
candidate lists from the internet through various websites. This strategy is at the foremost of
recruiting. sourcing has some best techniques. It searches candidates through

1. Recruitment database
2. Social media
3. Online job postings
4. Via referrals
5. Recruiters network

The process involved in sourcing are of seven steps:

1. Profiling the category

2. Selecting the sourcing strategy
3. Generating candidates portfolio
4. Implementing path
5. Integrating candidates
6. Benchmarking candidates

DATA ANALYTICS

Data analytics is one strategies used in recruitment. It is the process in which planning and
decision making is involved, that are based on the data driven from the analysis. It is all about
tracking, measuring and analysing the data, through which they can hire better candidates.
Applicants tracking systems are greatly useful in this process. It shortlist’s the job seekers in
no time. But this can also end up with a disadvantage. There are chances of not selecting the
truly potential candidates. There are no specific set of steps in data analysing. It is simply the
process of analysing and sorting the data accordingly.

AI IN RECRUITING

AI for recruitment is an emerging in the human resource technology to short list the
candidates automatically, rather than screening it manually that consumes time. It is the
application of AI technology to the hiring process. It reduces the time of screening and also
improves the quality of sorting the candidates. It also reduces the cost of screening by 75%.
The main applications if AI in 2018 are, 1. Posting jobs 2. Sourcing 3. Rediscovering 4.
Screening 5. Messaging 6. Digitalized interviews. Though AI can mimic human intelligence,
there are some tasks it cannot perform.

1. It cannot build a relationship with candidates.

2. In- person interviews are not possible.
3. Lack of Judging cultural fitness.
4. Lack of Valuing interpersonal skills.

But it helps to eliminate human bias on age, gender and race by accessing candidates purely
on their merits.

RESEARCH OBJECTIVES

1. OBJECTIVE OF THE STUDY

In this study we propose the different strategies used for employing people through
social networks and other websites.
2. SCOPE OF THE STUDY
 It is way faster than the archaic modes of recruitment.
 It is very easy to access
 A job seeker can post for a job in just 10 minutes and can receive resumes
with the job going live.
 It saves 65% of the hiring time by screening out the unqualified candidates.
 It makes the process faster and standardized.
 It is cost and time efficient.
 It helps to shortlist qualified candidates across the globe.
3. LIMITATIONS
 The major problem or the disadvantage is, many people are still unaware of it.
 Chance of scam is high.
 Still in India people prefer face-to-face interaction rather than sending mails.
 No access of internet and lack of awareness in many rural areas.
 Potential frauds.
RESEARCH METHODOLOGY
1. METHOD OF DATA COLLECTION
A questionnaire was prepared for the primary data. Multiple choices were given
below the questions that are framed relevant to the topic. A sample size of 100
respondents been used for this research. Data was analysed by using Statistical
Package of Social science (SPSS). The statistical techniques for analysing data are chi
square.

FINDINGS AND ANALYSIS

Chi square test

QUESTION: Are you aware of online interviews?

AGE AWARE UNAWARE CHI P VALUE

SQUARE
Below 20 34 6
20-30 23 9
30-40 15 3 2.0703 0.56
Above 40 8 2
TOTAL 80 20

QUESTION: How well you know about it?

AGE WELL TO SOME JUST UNKNOWN CHI P VALUE

KNOWN EXTENT THE SQUARE
TERM
Below 20 2 18 11 7
20-30 2 9 8 3
30-40 1 11 4 8 11.1418 0.27
Above 40 4 7 3 2
TOTAL 9 45 26 20

QUESTION: Have you ever tried online interviews?

AGE YES NO CHI P VALUE

SQUARE
Below 20 2 53
20-30 5 12
30-40 8 9 25.1401 0.00014
Above 40 6 5
TOTAL 21 79
QUESTIONS: What would be its disadvantage?

AGE CHANCES TECHNICAL TIME CHI P VALUE

OF SCAM PROBLEM ZONE SQUARE
Below 20 18 29 5
20-30 9 3 7
30-40 7 8 1 22.2625 0.00713
Above 40 4 2 7
TOTAL 38 42 20

QUESTIONS: What is your overall opinion on online interviews?

AGE GOOD BAD CHI P VALUE

SQUARE
Below 20 35 2
20-30 16 4
30-40 20 3 3.8824 0.2744
Above 40 19 1
90 10

In the above chi square tests none of the table’s p value is above 0.5. Every p value is less
than 0.5. The null hypothesis is been rejected with 5% significance. Hence there is
combination of both.

FINDINGS

In this research we focused on the major digital recruitment strategies in detail.

E-recruitment is a boon in the process of hiring. It will no longer be unapproachable. Though
it plays a major role, people are still unaware of it. From the questionnaire prepared on
employee’s point of view, it acknowledges the various reasons backing it to be uncommon.
Some of the reasons are lack of internet connections, cyber threats, chances of scam, etc. but
on the other hand it reduces cost and time consumed, it promotes employee branding and
increases the standard of hiring candidates. It serves as global platform and what not.

CONCLUSION
Direct interviews will be a no-no in future. Though there are some drawbacks in this method,
it can be overcome by making the process for secured and unbreachable. AI will definitely
pave a way for such processes. This study intends to propose the major strategies of digital
recruitment, its success and the drawbacks as well. This will help us to get a clear
understanding on the strategies of digital recruitment.