CHAPTER-1

INTRODUCTION

TO

THE INDUSTRY

INTRODUCTION

Incorporated in the year 1990, LT Foods Limited (erstwhile LT Overseas Ltd.) is a consumer
focused company, dealing in specialty branded basmati rice, organic foods and convenience
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rice based products. Promoted by four brothers – Mr. Vijay Kumar Arora, Mr. Ashok Kumar
Arora, Mr. SurinderArora and Mr. Ashwani Kumar Arora, the Company is being driven by
highly experienced professional. The Company has an established brand presence, both in the
India and International markets. The Company has five state-of-the-art manufacturing units,
producing high-quality food products in India. The business is supported by a wide
distribution network, with access to more than 1,50,000 retail outlets, 3,000+ wholesalers,
and 2,100+ modern trade stores including hypermarkets, supermarkets and mini markets. It
has also established a manufacturing facility in Rotterdam and three packaging facilities in
the US .

Over the past years, LT Foods has undergone noteworthy changes. The company consistently
augmented our proficiencies. The portfolio strategy has been sharpened and adapted in order
to increase LT Food’s presence in faster growing and more profitable segments of the market.
Innovations have been made bigger and stronger, and many more products have been
introduced successfully. The company also heightened it’s investments to enhance plant’s
product, quality and information technology. In this process, it modernized the Company’s
essential infrastructure and to supportgrowth over the longer term.
Further, company streamlined its organizational structure and re-aligned our business on a
clear distinction of product segments. These together have helped enhance focus on each
business segment while also resulting in significantly higher levels of operational discipline.
The consumers of today are looking for convenience, along with healthy, nutritious and
flavourful products. To further expand our portfolio and the backend knowhow, we entered
into a JV with Kameda Seika of Japan to manufacture rice-based snacks. There is an
increasing demand for shelf steady ready meals due to changing consumer lifestyles,
including longer work hours and multi schedule of a household leading to unstructured meal
times. LT Foods is now an emerging global Food Company with a focus on basmati and
other specialityrices, organic foods and convenience rice based product.

 Types of Products
1. Daawat Authentic Basmati rice

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Daawat Authentic Basmati rice; Let its exquisite aroma fill the air while you simmer it to
perfection. And your family will be lured to the dining table bound by the spell. Daawat
Select Basmati rice is known far and wide for the magic its aroma creates.

2. Royal Besan Flour

Royal® besan flour is made from pure ground chana dal from India. ROYAL®Besan flour
for all your delicious Indian and Middle Eastern foods – especially sweets
Royal delivers authentic cuisine that brings adventure to your table with exotic flavors you
would only expect to find around the world.

3. DaawatDevaaya Basmati Rice

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 DaawatDevaaya Basmati rice Nurtured in the sun-kissed fertile plains of Northern India,
DaawatDevaaya is polished, graded and passed through color sorter machine to give it a
distinctive pearly texture. Untouched by human hands, DaawatDevaaya has been one of the
most popular brands among the masses for its magnificent taste & affordable price. The
product has made a special place in all major modern retail outlets.

4. Ecolife Organic whole Chickpeas

Ecolife organic whole chickpeas are authentically sources from

india, when they are especially popular in northern regional cuisines. Whole chickpeas
makes a nutritious addition to your diet with high level of fiber and proteins, vitamins and
low amounts of fat and cholesterol.

Kohinoor Foods Ltd.

Kohinoor Foods Ltd. embarked upon its journey in 1989. Since then it has been treating
every milestone achieved as a stepping stone to go past another one. Today, in India and in

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over 60 countries, consumer's lives have been touched by not only some of the finest basmati
rice brands, but also a wide assortment of food products that includes Basmati Rice, Wheat
Flour, Ready to Eat Curries & Meals, Simmer Sauces, Cooking Pastes to Spices, Seasonings
and Frozen Food. We have further expanded our product basket to Pure Ghee, Paneer (Indian
Cottage Cheese), Ready Mixes, Namkeens& Sweets. It’s a feat that Kohinoor Foods Ltd.
pulled off by spreading the authentic India flavour across the globe. Thereby becoming a
well-known food giant with one of the most powerful brand in its stable – “Kohinoor”.

At present, the company’s offerings are preferred by connoisseurs across the globe - from the
USA, Canada, Australia, New Zealand and the UK to the Middle East and South East Asian
countries. And they adorn the shelves of reputed retail chains like Booker Cash n Carry,
TESCO, Sainsbury’s, ASDA, Morrisons in UK, Krogers, Costco, BJs & Whole Foods in the
US, Wal-Mart in Canada, Kobe Bussan in Japan, Coles in Australia, Woolworths &
Foodstuff in New Zealand, Mustafa in Singapore, Parknshop in Hong Kong, Shoprite in
South Africa and Carrefour, Geant, Lulu, Tamimi& Panda in Middle East. To be a globally
competitive organisation, Kohinoor Foods Ltd. has strategic bases in the US, the UK and the
Middle East. The company has two 100% fully owned subsidiaries – Kohinoor Foods Inc.,
operating from New Jersey, USA that looks after the North American and Canadian markets,
and Indo European Foods Limited, in the UK with headquarters in London, that looks after
besides UK, the European markets. The joint-venture company Al Dahra Kohinoor LLC
operating from Dubai, UAE takes care of the markets in the Middle East.

And all that is supported by a strong Quality Control culture with dedicated and fully
equipped QC centres and micro-biological labs, manufacturing and processing facilities that
are HACCP and ISO 9001:2000 certified, US-FDA & FSA compliant as well as Kosher
certified.

Kohinoor Foods Ltd. has emerged as an enterprise with very strong and dynamic
fundamentals. And there's only one way things are looking - UP!

 Types of Products

1. Kohinoor Extra Flavour Basmati Rice

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Kohinoor Extra Flavour Basmati Rice, comes from the ethereal snow-fed valleys of the
Himalayas. A rare gift of nature, this Traditional Indian Basmati (Raw) is truly divine. It's
carefully picked and aged for around 1-2 years in a very special way. With grain length of
7.25mm, this Kohinoor's Authentic Basmati Rice has sweet flavour and heavenly aroma that
is beyond compare.

2. The Extra Long Basmati Rice

The Extra Long Basmati Rice, is grown and nurtured with the river water of the Himalayas.
Truly divine, this Pusa 1121 Basmati (Raw) variety of Kohinoor is 8.2 mm long. This
exceptionally long Basmati Rice is carefully picked and aged for 1-2 years in a unique way, a
reason why Kohinoor's Extra Long Basmati Rice is not only considered the longest basmati
available on earth, but also has a sweet flavour and aroma that is truly extraordinary.

3. The Extra Fine Basmati Rice

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The Extra Fine Basmati Rice, is another rare gift available on earth. This Pusa Basmati (Raw) variety
of Kohinoor is the new generation of Basmati. With 7.55 mm long grains, this basmati is selectively
picked and aged for around 1-2 years, a reason why even a small quantity of this basmati looks more
when cooked and has a little bit of sweetness in its taste with an aroma that will certainly cast a spell
on you.

4. KohinoorSaffron Basmati Rice

With World Rice Series, Kohinoor Foods brings you a range of Basmati Rice, each of which is
unique in its own way. Every variety in this series is unique either in its taste or the grains packed in
it or comes with add on advantage of cooking it easily. Carefully picked and aged for 1-2 years, every
pack has basmati grains that carries a unique taste, sweet flavour and a heavenly aroma – a reason
why every pack of this series is a preferred choice for the true connoisseurs of rice.

Sunstar Overseas Ltd.

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Sunstar Overseas Ltd. Started in 1995 by Mr. NareshAggarwal and Mr. RakeshAggarwal
with a vision to personify the standards of rice manufacturing, our consumer centric approach
has always placed us at the forefront of success. Within a short span, today we have found
ourselves a coveted place in the industry, by nurturing best practices and all round innovation
through extensive investment in technology, resources and logistics.Sunstar boasts of
superior technology, strategic location, international expertise and a vision that would sustain
the quality and make consistency, top priority. Sunstar occupies a major share of India's rice
exports. For the year 2012-13 our total rice sales volumes were over 351700 metric tons.

The growth of the company in the rice exports over the years showcases our consistency,
market acceptability and consumer centric approach. Today, we are one of the largest
exporters of basmati rice from India and the largest in certified organic basmati rice exports.
Sunstar Overseas exports to some of the finest top grade food companies spread over three
continents. We meet schedules to the dot rigorously scanning every requirement. We realize
the crucial importance of creating world class, universally acceptable products and ensure a
consistent effort to pass on the benefit of the best costing to our buyers.

Sunstar's 154386 metric tons of share in the domestic rice market in the year 2012-13 shows
the great potential of the demanding markets in India. With a well knit marketing network
and a long term expansion plan that is backed with a sound strategy, our brands such as Hello
and Gateway of India are satiating the taste buds of millions of people across India.

The packaged products of the company are available in all varieties in packaging sizes of 1
to 50 Kgs. Our platter of varieties represents rich Indian heritage coupled with impeccable
quality and taste, namely: Traditional Basmati Rice, Pusa Basmati Rice, Super Basmati
Rice, Indian 1121 Super Rice, Indian 1121 Super Rice, Indian Long Grain Rice, Sharbati,
Sugandha.

 Types of Products

1. Hello Basmati Rice

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Grown in the foothills of misty Himalayas and nurtured by pristine snow-fed Ganges, Hello
Basmati Rice gives your palate a fine Indian concoction. This culinary magic comes to you
after lot of hard work, patience & careful tending. To get the finest grain possible, the
specifications are strictly adhered to and the best quality paddy is dried & graded.

2. Alishaan

Best milling, polishing, & packing ensures the grain is long, slender pearly white & truly
aromatic. The state-of-the-art multi cleaning process cleans each grain eliminating dust, dirt,
stones and other elements. The quality is then measured by the length, fitness and smooth
texture of the grain.

3. Gateway of India

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 Satiate your appetite with gateway of India basmati rice. State- of- the- art milling method
Backed by renowned expertise,enhance the qualityand produce the finest slender Indian
rice making sure that When you cook this finest quality Indian grain, it extends 2.5 times
of its uncooked size. A wholesome treat ‘Gateway of India’ Basmati rice provides
everything needed to make the most spectacular & nutritious dishes with its exquisite
texture, aroma &flavour.

4. Hello Saltanat Basmati Rice

Hello BasmatiSaltanat Rice gives your palate a fine Indian concoction. To get the finest
grain possible, the specifications are strictly adhered to and the best quality paddy is dried &
graded. Best milling, polishing, & packing ensures the grain is long, slender pearly white &
truly aromatic. The state-of-the-art multi cleaning process cleans each grain eliminating
dust, dirt, stones and other elements. The quality is then measured by the length, fitness and
smooth texture of the grain.

ShriLalMahal Ltd.

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ShriLalMahalgroup of Companies was established in 1907. From its modest beginnings way
back in 1907 as a small business house it has grown into a large multinational conglomerate
of India with a steadily rising annual turnover. The Group has been transformed into a
multinational corporate house with its activities spread across several continents and has
achived incredible turnover.

Basmati is ShriLalMahal Group’s premium export. Today with a major share of the Basmati
and non-Basmati export pie the Group is one of the largest exporters of Basmati and non-
Basmati rice from India.In addition, we hold the credit of being the first Exporter to have
exported 5000 MT of Basmati Rice for the first time from India to Europe, way back in
1978. 

It has regularly been making bulk shipments of the commodity during the season, packing at
one time in 16 ships being loaded in a single month. We are exporting Basmati rice to
Europe, USA, Canada, Australia, South East Asia,and Middle East. Our offices and
associates are spread in various parts of the globe including Geneva, USA, UK, Singapore,
Dubai, Mauritius, Saudi Arabia, Nigeria and Oman. The Group also processes and sells
Pulses, Tea, Spices, Soyabean and Sugar. Other prominent products of the Group are are
Detergents, Cement, Steel Scrap, Iron Ore, Timber,Bauxite,Diamond& Gold.

Understanding customers requirement and ensuring to supply as per these requirements is

accomplished with the help of Quality Assurance and Quality Control group at ShriLalMahal.
Across the entire business chain of supplies, operations and marketing appropriate quality
assurance systems are well in place to ensure correctness at each step. Our experience is a
live testimony to this.
ShriLalMahal well documented procedures ensure correctness in testing and certification of
the products. The production process are constantly monitored and controlled to ensure the
finest finished products.

ShriLalMahal is a Star Trading House, the biggest exporter of rice from India.

 Types of Products

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1. Empire Basmati Rice

Empire Rice is today one of the world's most admired Basmati Rice. The recently launched
Empire rice has as such made a big name for itself and is being preferred today all over the
world by all health conscious people. The distribution of Empire Basmati Rice would now
help uplift the health condition of our consumers.
The taste, odor, palatability and digestibility of Empire Basmati Rice is incredibly par-
excellent .

2. Heena Basmati Rice

The rice offered is cultivated in a particular agro-climatic condition going through the
complete process of harvesting, processing with new and latest methods of farming.
Traditional varieties of Basmati, Long Grain Parboiled Basmati, Pusa Basmati and Sharbati
rice.

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 3. Royal Basmati Rice

ShriLalMahal engages itself in manufacturing, supplying and exporting the most luxurious
and royal form of Basmati Rice. The rice is widely used for preparing Biryani, pulao and
fried rice as well.It is considered saatvik that means pure and therefore, easy to digest and
helps balance your metabolism.

4. Neelam Basmati Rice exporters

ShriLalMahal is also one of the leading exporters of non-Basmati Rice in India. Our premium
range of rice comes in variety of sizes. They are available in the long size grain that is highly
considered as good quality non-basmati rice. Apart from that, some of them are available in
small or medium grains that are usually meant for daily consumption and considered to be a
staple food.

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INTRODUCTION

TO

TOPIC

14
 Introduction

E-Recruitment is the process of personnel recruitment using electronic resources, in particular

the internet. E-Recruitment is the latest methodology most business organizations adopt for
finding suitable candidates. According to Flippo “Recruitment is the process of searching for
prospective employees and stimulate and encourage them to apply for jobs in the
organization”. Companies and recruitment agents have moved 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 time previously possible.

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.

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 CV’s in worldwide web, which can be drawn by prospective employees depending upon
their requirements. There is growing evidence that organizations are using internet
technology and the World Wide Web as a platform for recruiting and testing candidates. E-
recruitment is the latest recruitment trend and is increasingly being adopted by small and
large corporate as well as placement firms.

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, contact the company directly without any delay.
All these are just one ‘click’ away.

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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 with the Restrac’s initial product..

Meaning of E-Recruitment

The e-recruitment, also called as the potential candidates for the vacant job positions, using
the electronic resources, particularly the internet. E-recruitment is the use of technology and
electronic resources for the process of attracting, selecting and managing the recruitment in a
company.E-recruitment includes practices carried out by the organization using technology,
particularly web-based technology for the purpose of identifying and attracting potential
employees. Through e-recruitment employers can save resources by reaching larger number
of potential employees and facilitation of the recruitment process like using assessment tools
incorporated into recruitment software. E-recruitment is also known as online recruitment as
internet communication is vital to this process.

Nowadays, companies make use of the internet to reach a large number of job seekers and
hire the best talent for the company at a less cost, as compared to the physical recruitment
process. E-recruitment includes the entire process of finding the prospective candidates,
assessing interviewing and hiring them, as per the job recruitment. 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 reconized by the potential recruiters or the
employers.

 Origin and Evolution of E-Recruitment

On-line recruitment began 4-5 years ago in the U.S. but is still a relatively new phenomenon
in Europe. It began in Scandinavia and now has become a Pan-European tool. More and more
HR departments are using on-line recruitment – often combining their own intranet and web
sites with the services of external on-line firms.

According to a study conducted by Atelier Paribas, in July 2000 there were more than 11000
recruitment sites helps the organizations to automate the recruitment process, save their time
and costs on recruitments.

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 Process of E-Recruitment

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Applicants
Applicants
1. Identify Applicants

Prepare a job description and job specifications: Based on the request for hire from a
client (e.g. another department) and eventual job analysis information, identify candidate
profile and required qualifications. Develop a job description and job specifications.

Identify the appropriate pool of applicants: Identify where and in which segment of the
labour market to look for qualified applicants.

2. Attract Applicants

 Select recruitment source(s): Select recruitment source, and decide which method to use
to reach the target audience, e.g. newspaper advertisements, TV and radio spots,
professional magazines, etc.

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  Prepare and place job announcement: Prepare and place job ads in the selected sources,
observing certain requirements such as size restrictions, design guidelines, graphic
elements, etc.

3. Process Incoming Applications

 Receive, sort and register incoming applications: Sort incoming paper-based

applications for each vacancy. File and register these for monitoring and administrating the
recruitment process.

 Pre-screen and evaluate applicants: Pre-screen and review applications, identify a

number of applicants to be included in a pool for further assessment and selection.
Forward the shortlist to clients for evaluation.

4. Communicate with Applicants

 Inform applicants about pre-screening results: Inform rejected applicants that they
have not been shortlisted for further consideration. Prepare and mail a formal letter,
and /or make a telephone call.

 Arrange interviews with shortlisted candidates: Inform prospective candidates by

formal letter and / or a telephone call, or in person, that they have been pre-selected for
further assessment. Arrange further interviews with them, site visits, and test.

 Requirement of E-Recruitment

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 Creating New Jobs

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Following the March 2000 employment summit in Lisbon, the European Union has set

number of objectives designed to:

Flexibilit
jobs
Increase the EU employment rate 60% to 70%.
Reduce the unemployment rate to 4% by 2010.
Increase female employment from 51% to 60%.

These targets will mean creating 20 million extra jobs. To do this, new jobs will have to be
created in service industries because of the continual loss of jobs in both the agricultural and
the manufacturing sector.

 Mobility & Flexibility

The main challenge facing policy makers is to balance the growing desire for more flexible
relationships between employers and workers with the basic human needs for security and
certainty. Europe has already addressed this latter challenge by adopting an employment
model that combines a high level of social protection with a high degree of regulation.
However, success in the burgeoning global society demands a different approach, with
greater emphasis on labour mobility and flexibility.

 Education & Multi-Skilled Labour Force

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Labour mobility is crucial for employment growth throughout Europe. But education and
training to better equip new entrants to the job market, as well, as older people who need to
upgrade their current skills to meet the ever- changing marketplace demands, is an equally
important factor. This puts an increasingly high premium on both talent and education. The
knowledge-based economy requires not only workers educated to innovate, but also a trained
and skilled workforce that is able to successfully adapt to new working environments.

Life- long learning to adapt skills will be a critical factor in the near future.one problem is
that education and skill levels vary widely within the EU, and this is a critical factor in
determining which countries are going to profit most from new technologies.

 E-Recruitment Market

In the strictest sense of the word, recruitment is the process of creating a pool of candidates to
fill a specific position. It may also be regarded as being an information system through which
an organization literally informs the HR market about the jobs it has to offer. This way, in
accordance with current legislation, it is able to obtain a number of suitable people, so that
both the organization and the candidates are free to make their choice, taking into account
their short and long-term interests. E –recruitment means to hiring process.

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The hiring process means carrying out a full series of functions in addition to simple
recruitment. It means making a choice and deciding if the company feels that any of the
candidates meet the requirements of the specific job and, if so, hiring that person. The next
step is closing the deal and having the new employee join the company and fit in within the
existing company culture.

The internet and other new technologies may be used to simplify several of the phases of the
hiring process in a different way than has been done traditionally. The interaction between
companies and job seekers is radically different within the scope of new technologies. The
phases are still the same, but the new technologies provide a different set of tools to carry out
the same steps in a different way.

Several new terms refferring to the use of new technologies in hiring processes have appeared
in recent years, such as on-line recruiting, e-recruitment and internet recruiting business.

At the present time, internet technology is not being applied in any other stages of the
process. HR departments are still carrying out the rest of the hiring process in much the same
way as they have in the past.

 Job Seeker

a) Active Candidates:An active job seeker is someone that for one another- whether
because he/she is between jobs or because he/she is unhappy with his/her current position- is
activity seeking a new job. For this type of candidates on-line tools are quite an attractive
complement to the more traditional ways of looking for a job.

Internet usage in relation to job seeking is on the rise in Europe for several reasons, one quite
obviously being the upswing in internet usage. Recent research on internet use in European
countries shows that we are catching up fast, and particularly in Sweden,where on-line
penetrationis very high and net users are more experienced and sophisticated. So it is just
common sense that the more people from a specific country enhance their internet skills, the
more they are going to be using the net as a job searching tool.

People who use the internet as a job-hunting tool tend to be more highly educated and/or
computer-literature than non-users. They find it less time-consuming to use than traditional
job-hunting avenues, and say it provides them with more information about the company and
specific career opportunities. With such information in hand, they can then decide whether
they wish to contact a given company to be considered for a position.

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Perhaps due to rather limited experience in the use of e-recruitment tools in Europe,
European users are still rather skeptical about how the personal information they are asked to
provide over the internet is going to be used.

b) Passive Candidates: Passive candidates are those workers who are not currently
planning to switch jobs yet do regularly surf the internet for any one of a million
reasons(doing research, for instance) and may accidentally come across new job
opportunities or simply drop theirresumes into one place or another on the internet.

For this type of candidates, one of the most effective means of e-recruitment is the job
offered within the corporateweb site. What we are calling passive candidates may never
actually visit a job site but might surf different companies’ corporate web sites, especially
the site of their main competitor and just by chance see a job opening that fits their profile.

 Potential Employers: Companies

Prior research with respect to quantifying current and projected future usage of e-recruitment
by European companies gave widely varying figures and so was of little use.

In Spain, the situation seems to be very similar to that of the rest of Europe.Navegalis.com
carried out a study, which claimed that 30% of all Spanish companies publicize their job
openings over the internet. This report also shows that job site usage both by job seekers and
by companies is on the upswing in order to diversify the present search channels for new jobs
and new employees. In Spain, job seeking over the internet is still in the nascent stage yet
every month there are more web sites focusing on employment.

According to the IRCO-IESE business school survey, some human resource managers think
the internet is a very important component for recruitment, but it is not everything. It might
be a channel itself, but it also facilitates other channels, like when advertising a web address
on printed marketing materials. There are some vacancies that are usually better resourced by
using a newspaper, or a newspaper and the web page together.

 On-line Recruitment Market

Studying the boom in the internet recruiting businessis highly complex: there are so many
different kinds of service providers and so many new technologies being used. Trying to

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explain the various pools for candidates and ways they can be used for recruiting means
talking about three main channels:

 Traditional way
 New look of the traditional way
 E-way

a) Traditional way :Experts feel that the use of traditional recruitment and the traditional
hiring process (candidates volunteer career centres, recruiting agencies and headhunters)
is, at best stagant and most probably.

1. Newspaper: Newspaper remain the top media source in Europe according to the IRCO-
IESE research survey. While the internet reduces the need for newspaper ads, it does not
outright replace them. Most companies are still using newspaper job ads and will
probably continue to do so.

2. Campus labour exchange: The second most common source of recruitment is the
campus labour exchange which may also be called the university or business school
carrer center.it is used by 72% of the companies that responded to the survey.71% of the
companies included in the survey stated that they use either traditional mail or fax or
both for recruitment purposes. The IRCO-IESE business school study revealed that two
out of three respondents still tend to use temporary work agencies quite frequently for
their recruitment needs. It must point out that there is still a rather outdated view of temp
work agencies. In fact, they have progressed beyond providing temps and in many cases
provide, one way or another, many of the recruitment services required by their clients.

b) New look of the traditional way

Some online sources are now being used on-line. They tend to have greater content, an
added value with respect to the traditional method, with the goal of reaching as much of
the target group as possible. For istance, some of the leading head-hunting organizations
are now trying to establish themselves on the internet by offering lower rates for their
services. They are also promoting the idea that a well-regarded head-hunter is able to find
passive job seekers over the internet more easily and that using the web gives them a
global reach.

1. Universities/Colleges with Job-Openings on the Net

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There are jobs sites that have been specially designed for university students and recent
graduates by offering internships and jobs for university graduates. They send the job
openings to the universities in exchange for a fee in order to help the university to provide
jobs for its students.

2. On-line Newspaper Ads

More and more newspaper managers have decided to post their job openings on the
internet, hence creating a site with basically the same features as the job boards. This step
has been taken in most cases due to the need to capture both the job seekers who buy the
Sunday edition to read the jobs section and net surfers and those we have described as
passive job seekers.

3. Public Sector job Openings on the Net

The public administration(city halls,state universities, regional governments, government

ministries, and law enforcement agencies, among others)are now offering as many
professional job categories as the private sector. Those job seekers who are eager to
discover all of the available job openings within the public sector are now finding it to be a
nearly impossible task due to the wide varietyof posts on offers and the fact that there are
so many different agencies, bodies, levels of government, ministries, etc., that post their
own job categories.

4. HR Consulting Firms

Some HR consulting firms have begun to post their offers on the internet. The IRCO-IESE
business school survey found that the greatest number of traditional recruiting sources that
have decided to go on- line consisted of such consultants. However, once we dug a little
bit deeper, we soon discovered that these companies had begun as simple job sites or on-
line bulletin boards and only later started to offer additional services, while nowadays they
are billing themselves as HR consulting firms. This process is directly linked to the
extremelycompetitive environment in the on- line recruiting market.

5. Temp Recruiting Agencies with On-line Job Openings

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 The internet image offered by the temp recruiting agencies in Europe reflects exactly the
same situation that exists off-line. The larger temp firms are the ones with a larger market
share on the net.

Thus, the market leaders, such as Adecco and Vedior-Labborman, are the ones who
provide top quality services and also the ones with the most sophisticated and transparent
on-line tools with respect to basically the same business activity as they provide off-line.
The temp sector is gaining a significant on-line presence by using cutting edge technology
that enables it to offer services such as consultancy for job seekers in relation to the firms
that use temp recruiting agencies to provide them with the required profiles and resumes.

6. On-line Outplacement Consultants

Outsourcing firms corporate web sites tend to offer links to other related related web sites
such as professional forums, management training centres, press releases etc., in addition
to other own corporate information and a listing of the services provided. These companies
tend to be focused on specific industries and so are able to provide an added value on the
net by offering well-defined professional profiles to their potential clients.

In the USA, search web sites and top level recruiters have been extremely successful. Such
well-known head-hunters as heidrick& struggles, korn ferry, tmp worldwide and
barkersnormanbroad event have actually created their own affiliate on-line firms wholly
decicated to carrying out executive such functions on-line.

c) E-way

The findings of the IRCO-IESE business school survey regarding the usage of the new e-
recruitment tools provided by the internet.

1. E-mail

The IRCO-IESE business school survey showed that e-mail is the most commonly used
internet tool with respect to personnel recruitment, as 51% of the respondents stated that
they use it always or sometimes. E-mail, rather than a recruitment tool, is a means of
speeding up the contact between the potential employer and the job seeker.

2. On-line Boards

25
 According to a report published by computer economics, over 2 million Europeans are
seeking work over the internet and there are at present more than ten million resumes
registered at the various job sites. The number of employees who have actually been hired
on-line is increasing every single month. Although only 5% of all new hirings are presently
being done through this system, by 2005 it is expected that 55% will be conducted over the
internet.

 E-recruitment Trends

There is growing evidence that organizations are using Internet technology and the World
Wide Web as a platform for recruiting and testing candidates. The IES survey of 50
organizations using e-recruitment reported that the primary drivers behind the decisions to
pursue e-recruitment were to:
 Improve corporate image and profile

 Reduce recruitment costs

 Reduce administrative burden

 Employ better tools for the recruitment team.

 Social Media finds an Inherent Place in Hiring Process:-

With social media coming up on the scene, companies have more information than over on
the job seekers. While earlier recruiters were dependent solely on the candidate’s resume,
today they can easily performa web search and find more information about them by counting
their social media profiles, and also examine their work samples, all through the use of web.
Social media can also be a great way of discovering candidates who are employed but are
open to changing jobs if offed the right opportunity.

Since the best jobs are hardly advertised out there on job boards, and a smart job seeker
would probably know that, in order to find these prospective employees, recruiters will have
to search through various communities such as Github(for engineering professionals). This
makes social media a fascinating way of finding talent that one may not be able to find
otherwise.

Further, while using social media is an immensely helpful tactic for recruiters, the job seekers
is also at a advantage here as he has or opportunities today find the right job than he had ever
before.

26
 Mobile Recruitment:-

Even if you aren’t a part of the HR industry, chances are less that you must not have come
across the immensely popular buzzword, mobile recruitment. More than half of the internet
users now access the web from mobile devices. By the end of2014, mobile devices will
overtake computers as the most used tool to access the web. These statistics highlights the
underlying need to invest in mobile recruitment by every organization that is serious about
hiring in 2014. According to a recent LinkedIn survey, 59% of the candidates are using
mobile to search for vacancies and 52% are using mobile to apply. However, these stats
wouldn’t matter if you do not have a well-developed mobile recruitment strategy at first
place.

 Using Online Media for Brand Building:-

Online media can have many more benefits if used in a more comprehensive manner against
the piecemeal approach. Taking time to chalk out a detailed plan for utilizing all forms of
online media towards strengthening brand presence of the company and its communication
with potential candidates’ works even better compared solely to recruitment. Employers can
use job ads to promote a consistent brand to prospective job seekers. With there being some
tough competition for available talent, it ultimately some tough competition for available
talent, it ultimately boils down to how well a recruiter is able to communicate his brand to the
prospective employees.

 Talent CRM, the Future Buzzword:-

Most people know CRM as Custom Relationship Management tool, a platform for tracking
existing and target clientele and measure the progress toward business goals. 2013 was the
first time when this concept made its serious debut into recruiting. Talent-related CRM
platforms like Avature, Telemetry, Jobsite Engage are being implemented in many of the
Fortune 500 companies. The basic concept of Talent CRM is to establish relationships with
passive and target candidates. The Talent CRM will help recruiters manage marketing
content including job descriptions, photos, videos or any other media that optimizes
recruiting. Effective Talent CRM will also help in offering localized content based on the

27
target audience. The recruiting landscape continues to evolve with the best candidates facing
multiple options. The fusion between recruiting and marketing has been incredible. Leaders
are companies big and small are focused on their employer brand and looking to attract
passive candidates online. Social recruiting and other hot trends like employer branding,
talent communities, recruitment videos, and mobile engagement leave no doubts that online
recruitment is more of a digital marketing initiative now than ever before.

 Speedy Communication:-

Company and the prospective employee can communicate with each other via the blogs. Thus
blogs, podcast are being considered a tool of e-recruitment. No more the process can be
blamed for being one way communication like mails, faxes only being speedy as done
electronically. Podcasts are the services of digital media files. Vodcasts are the video
podcasts.

 Candidate’s Preference:-

History states that employees had the privilege to be selective in hiring process, espeically 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.

 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.

 RSS Feed:-

Job boards are embracing RSS feed. Hot jobs, Google deserves special mention. Google
offers one to upload the jobs on Google Base even when one doesn’t have their own site. RSS
can be read using software “RSS reader”. It is a family of web feed formats use to publish
frequently works. Such as blog entries, news headlines in a standard format.

 Criteria for Effective E-Recruitment

 The requirement for it is to benefit the selection procedure. Thus to make the process
effective, the Organizations should be concerned about various factors. Among them

28
 most important are- Return on investment (ROI) should be calculated to compare the
costs and risks. It facilitates to evaluate benefits and to calculate the estimated return.

 Recruitment policy should be flexible and proactive, to adapt market changes. The
companies will have their own mix and match sources according their objective. The
guidelines to be provided in the policy.

 Unemployment rate, labor turnover rate are considered. As the whole process depends on
the availability of candidates in the market. For every post, position it is not viable to
spend too much of time. These rates will determine whether to be stringent or lenient.

 Impact of supplying compensation details to be considered. That is the wage, salary,

benefits, when disclosed on line then it should follow the legal norms. Chance for
negotiation will not be there. Compensation rate of the company not only reaches to the
candidates but will be known to all.

 Precautions to be taken for resume screening. Words that discriminates gender, age,
religion etc to be avoided. For an example, ‘recent’ college graduates only in an ad are
not preferable.

 Review the results periodically and also update regularly to achieve a better result.
Otherwise pool of candidates will remain static and will not serve the purpose.

 Organizations need to selective while choosing the sites. It refers to whether it is required
to be giving to the job search sites like www.monster.com or in their own site. When
special skill candidates are searched then generic job search sites to be avoided.

 Online Recruitment Techniques

 Giving a detailed job description and job specifications in the job posting to attract
candidates with the right skill sets and qualifications at the first stage.

 E-recruitment should be incorporated into the overall recruitment strategy of the

organization.

 A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.

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

29
Therefore, it can be said that e-recruitment is the “Evolving face of recruitment”

 Implementation

Implementation is a challenge. It takes time to explain it to users in team meetings,

through group demonstrations, via one-on-one sessions and even create a PowerPoint
presentation to answer the questions. I take time initially to scan each and every single
document. But once, HR department starts practicing it, it will make life so much easier.
It saves so much of once started practicing it. Technology has changed the whole
dynamic of hiring people. It has shifted the accountability and ownership.

All aspects of candidate management from searching for prospective applicants to new
employee orientation now have the ability to fit into an e-recruitment system. Few
employers, employment, and businesses specializing in recruiting job seekers for
placement can keep up with today's personnel recruitment practices without
implementing some form of e-recruitment system, even if only a rudimentary system.
Many national companies, in fact, now require candidates to complete an initial
application for employment online, or at the least submit a resume to an online database.

In the early days of e-recruitment, the concept simply meant using online resources to
find candidates for various job positions. Job boards and resume databases allowed
employers and employees to search for, find, and contact each other. Once contact was
established, the remaining tasks involved in the hiring process were conducted via face-
to-face interviews and other traditional methods. Today, e-recruitment consists of job
boards, online advertising, web-based applications, talent communities, social recruiting
efforts, and pre-employment assessment tools. Additionally, software packages have been
developed to allow recruiters and human resource personnel to speed up the hiring
process through automated database searches, auto responders, and assessment tools
incorporated into web-based employment applications.

 Scope of E-Recruitment

In this scientific era, E-recruitment is preferred than the traditional modes of recruitment.
Organization can post its available job vacancies online in just 20 minutes and receive
resumes within minutes of the job going live. It helps to access an online pool of resumes
on a 24*7 basis. E recruitment process allows the managers in the recruitment department

30
 to screen and eliminate candidates who does not match the job profile in an automated
way, which saves over 65 percent of the hiring time. This helps the organization to reduce
the processing time and cost in a considerable quality. By implementing E-Recruitment
process organization can track the progress of a candidate in various stages of his or her
hiring process.

A study on E-Recruitment portal will help the organization to identify and hire the best
suitable employees matching its job profile.

In the article – the Economic Times, Kolkatta, January 30,2008.E-Recruitment in

Indian Scenario.

 Technological Challenges

Most organizations seriously working with E-Recruiting have to face technological

challenges. With a specialized e- recruitmentsystem, the expectations in this area are
particularly high. These are:

1. Candidates send in information in many different forms. Not only paper-based

applications are processed but also electronic documents in variety of formats such as
Microsoft Word, PDF, TIF, and JPG. One Possibility is to have all applicants fill in an
online form with the most important information.

2. Data security is always an issue, and it has two sides:

 Candidates who register and enter confidential data want to be sure that no
unauthorized access of this data ispossible.
 It makes sense that the recruiting system interacts with the operative HR system.
Because this interaction opens upa connection between the HR system and the outside
world via the Internet, technology must guarantee that data ofthe operative HR system
cannot be accessed from outside the organization.

3. International recruitment is often a reason for changing from traditional recruitment

processes to E-Recruiting.

31
However, this means that the system has to:

 Comply with legislation of different countries regarding data security, accessibility,

etc.
 Be multilingual

 Deal with different formats for addresses, names, etc.

 Take into account the different education systems and grading systems

With E-Recruiting, it is often more difficult to assign the costs to a specific hiring,
because the costs for the talent pool must be shared by all hiring activities in some way.

 From the Employer Viewpoint:

 The best candidates for a job are likely already employed by your competitors. But
identifying these candidates is a hard problem, convincing them to come and work for
you is harder still.

 The hiring pipeline (screening, interviewing, etc.) is often fairly unreliable at

separatingthe good candidates from the bad.

 References are almost worthless now, as people have stopped giving bad references.

 Mismatch between hiring schedule of employers and candidates means that often
whengood candidates are available, job vacancies aren't.

 From a Candidate Viewpoint:

 Most candidates are weak negotiators only negotiating their salary a handful of times
in their lifetime. The company likely negotiates salaries on a daily basis, hence
negotiations tend to favour the more experienced employer.

 Finding a company you want to work for is hard Opaqueness of the hiring process is
often frustrating (candidates often left "hanging"rather than rejected outright)

 It's hard to tell what a company's culture is like internally before you work there.

 Salaries are blinded, often companies give no indication of the salary of a role.

 Job boards are often filled with dead/fake/expired jobs

32
 Most of these problems are fundamentally information asymmetry problems, so it's
certainly feasible that the internet could be used to tackle them.

 From a Job Seekers’ Perspective:

Online recruitment is not meant for everyone and it is not a solution for all hiring needs.It
isalways important to keep in mind how an online environment affects the applicant pool
(Boone and Kurtz, 2010). The greatest barrier of online recruitment lies with the type of job
seekers who are attracted towards online recruitment portals.

Ethnic difference, gender and age play a major role in the usage of online recruiting portals.
Ithas been identified that well educated young individuals with literacy towards computers
areattracted more to seek job through online recruitment. Age as criteria negatively affects
the use of online recruitment portals in applying for a job. It has also been identified that the
rate of usage of online recruitment portals for applying a job is same among men and women
in Canada and United States, but not in other nations (Waddill and Marquardt, 2011). Further
it has been estimated that employed men use online recruitment portals for searching a job.

Personality and education background of the job seekers also play a major role in
determiningtheir usage of online recruitment portals. Since application through online
requires computers, individuals with no computers are less likely to use them as a medium for
applying for a job. In addition to that, online recruitment is mostly meant for white collar
jobs, people who look for blue collar jobs cannot make use of them. Arthur (1998) state that
the internet tends attracts those with four year or graduate degrees. Conversely, those with
low level of confidence on using computers do not prefer to make use of online recruitment
portals in seeking job.

Thus it can be concluded that online recruitment is not always suitable for individuals who
intend to find a job. Online recruitment can yield the best results when used by appropriate
persons in an appropriate way and at the appropriate time.

 E-Recruitment Websites

In the Indian context e-recruitment is also making its inroads in the armor of recruitment
professionals. This is evident in the growth of e-recruitment portals like Naukri.com,
Jobstreet.com, Timesjob.com, Monsterindia.com etc. increasingly job portals are recognizing
the need for offering customized solutions and value added services.
33
E-Recruitment websites are designed as a powerful medium that brings employers and job
seekers together and allows them to interact in a fast, efficient, and effective way. For job
seekers, an e-recruitment website provides a unique opportunity to explore constantly
updated employment opportunities through an extensive database of jobs. Job seekers can
then post their resumes online and announce their availability to potential employer.

For employers, e –recruitment delivers a convenient, low cost, and efficient solution by
providing direct across to a continuously expanding database of resumes. In general, the
recruitment service provided on these websites is free for the job seekers, who can enjoy the
service once they have become members of that website. In constrast, employers typically
have to pay a subscription fee in order to take advantage of the recruitment.

 Advantages of E-Recruitment

1. Cost effective: Usually free to use! Not only is it cost effective because most platforms
allow you to post your job openings for free but it also minimizes labour cost.

2. Immediacy: Most posts and replies appear in real time. It can help you either increase
your efforts to attract more candidates, a different set of candidates(early instead of mid-
career professionals, for example) and even stop candidates from applying if you’ve
found the right person for the job. This further reduces the number of labor hours spent
screening and informing job applicants about the status of their application.

3. More effective: Online recruitment is easily accessible to individuals making it a more

effective method of getting your posts noticed. Online job ads can be quickly shared on
multiple platforms.

4. Reach a bigger audience: You can target far wider audience without having to pay
extra or alter your recruitment strategy. 46% of the entire world’s population uses the
internet, in developed countries up to 80% of people have an internet connection. If you
are looking for younger recruits, then e-recruitment is probably the single most effective
and efficient strategy possible, because almost 100% of the 18-29 age group are daily
internet users.

5. Easy: Almost everyone can use online recruiting methods with very little training
because it is clear, easy to understand and user-friendly. Many job posting websites work
with the familiar functionality of social media platforms and email providers. They also

34
 help you categorise and set the region where you would like your job posting to be
displayed.

6. Dynamic Content: Posting jobs online and via social media platforms gives you a
chance to be more creative with your content and appealing to job seekers. Implementing
technology can say a lot about your company and its culture and help attract a specific
type of candidate. Businesses that use technology effectively prove that they aren’t
afraid to innovate and that they embrace new technology and solutions.

7. Flexibility:  The internet gives you much more flexibility with regards to controlling
your posts and the applications you receive. If you post in a newspaper, however, and
want to amend the job advert, it is tough, and in most cases, you would need to pay for
an entirely new ad. With online posts, most platforms will allow you to edit, update and
remove your job post whenever you wish.

8. Longevity:  Newspapers or other forms of printed media have a very limited lifetime,
dependent on their publishing cycle. Most classified publications have a bi-weekly
publishing cycle, meaning that your ad will only be seen for that relatively small amount
of time. Online job posts on the hand will stay live until the author or the website removes
it.

9. Accessibility: No matter where you are if you have an internet enabled device and
connection, then you can do everything that I mentioned above. You can modify your job
posting, see how many replies you have and even answer candidates.

10. Expedited Hiring Process:  All of the previous advantages, lead to the biggest one of
all; a shortened hiring process. Instead of waiting for a group of candidates to build up
and then choosing from them, you will be able to access an enormous amount of
applicants which will inevitably lead to hiring a capable individual sooner.

 Disadvantages of E-Recruitment

1. Hard to Target: Often, with online recruiting, it can be difficult to target a specific
group of candidates, and your job post will be seen by many other people who will waste

35
 your time. Also trying to geographically define the application can be hard especially if
it’s shared on social media.

2. Expense: Depending on the online platform you use, you may have to pay a subscription
fee or other costs to post your vacancy. Some sites might even require a membership fee
or charge for extra services like application tracking or analytics to manage your advert.

3. Difficult to Measure Effectiveness: When implementing several online recruitment

strategies, it can be difficult to measure their effectiveness. If you choose a bare bone
service, then it is doubtful that you will have any metrics to examine and modify your
posting accordingly. Job posts can also become lost due to ineffective search engine
optimization, denying it any kind of exposure.

4. Informal:  With regards to social media recruitment, some companies find that it gives
off the wrong image about them as it is an informal recruiting method. This can be a
disadvantage especially if your company is trying to reinforce and promote a
professional company culture to future employees or the public in general. It may also
prompt an informal response from applicants via the company’s social media channels,
complicating the screening and hiring process.

5. Large response rate:  By posting a job in an industry trade journal, you can almost
guarantee that the applicants will be relevant and not time wasters. But, posting online
will increase the chances of getting hundreds of job applications, many of which will not
be relevant.
6. Free Isn’t Always Ideal: Sure this might contradict both aforementioned “cost” points,
but if you do choose to go with a free to use platform you might run into an entirely
different problem; oversaturation or your post becoming buried under a mountain of
other job offers. This will compound the already large response rate from social media
channels (if you are using them in conjunction with your e-recruitment campaign).

7. Impersonal:  This is especially true if you are trying to attract top-tier talent. Creating an
e-recruitment ad can seem like a catch-all, and be off-putting to people that don’t feel
like they should compete with candidates that have less experience or knowledge. It can
even prove damaging if your ad is offering an executive position in certain industries and
professional circles.

8. Lost Labour Hours:  If you are using an online platform to promote your job posting
and the system happens to be complicated or too technical you might need someone to

36
 manage the recruitment campaign or even worse you might need to pull someone off a
project to oversee the hiring process.

9. Fraudulent Applicants:  Some applications might be fake to get information about the
company or hiring officer. Spammers might use the information posted online to promote
a service or product to your company.

10. Require being computer savvy: 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.

The biggest risk though is posed by professional hackers that might use the job posts’
information to gain access to the company’s intranet or even to pose fraudulently as a
member of staff. This can be a logistical nightmare or even worse damage your company’s
reputation and credibility.

Online recruitment is a valuable tool to be used when looking for new hires, but the most
effective strategy would be employing multiple avenues including traditional publishing,
trade publications and even external recruiters to assist you in finding the best person for the
position you seek to fill.

on the web. In Europe, the market has seen dramatic growth in the past years, with an
estimated 800 sites in the UK alone.

The development of the market has been phenomenal, but it is still held back by the slow
development of broadband access, which has been limited because of the slow pace of
telecom dregulation.in many places the last mile-connecting the consumer to the local
exchange is still blocked. The high cost of computer equipment and telephone rates in some
countries is another barrier.

 Elements of E-Recruitment

The main elements of e-recruitment are as follows:

1 Applicant Tracking: Status of candidate with respect to the jobs applied by him/her.

2 Employer’s website: Communicate details of job opportunities and collect data for the
same.

37
3 Job boards: Just like recruitment advertising section of a newspaper or magazine, will
carry job advertisements from employers and agencies.

CHAPTER-2

LITERATURE

REVIEW

38
LITERATURE REVIEW
Source 1

Article:-A Conceptual Study on an Approach to E-Recruitment and its

Technological Challenges

By:-Dr. A. Kumudha, Saranya Priyadarshini, 2016

E-Recruitment, also known as online recruitment, is the practice of using technology and in
particular Web – basedresources for tasks involved with finding, attracting , assessing,
interviewing and hiring new personnel. E-recruiting, embracing the term web-based
recruiting, can be described as any recruiting processes that a business organization Conducts
via web-based tools, such as a firm’s public Internet site or its corporate intranet. (Shahila
.D&Vijayalakshmi.R, 2013). It is e-recruitment that encourages organizations reviewing the
processes of human resource management and applying information communication
technologies. (Rasa Smaliukienė&SergejusTrifonovas, 2012).Online Recruitment allows
candidates to flirt with the idea of change of employer without leaving their desk. (Alec
Reed, 2004).

Findings from CIPD survey on E-Recruitment

As per CIPD, (2016) recruitment survey confirms, the use of e-mail and the internet has
become an integral part of recruitment strategy:
 The trend for e-recruitment is growing – almost two thirds (64%) of the organizations
surveyed used technology to aid their recruitment process.
 The greatest usage was email and online applications, advertising job vacancies and
placing background information on corporate websites.
 Reducing recruitment costs was the main business objective for developing e-recruitment
(71% of organizations).
39
 Nearly half of the respondents (47% strongly agreed that e-recruitment would replace
paper-based application in future
 The same number believed that trend towards e-recruitment was increasing the number of
unsuitable applications.

Source 2

Article:-The Effect of E-recruitment On the Recruitment

By:-Ms. Radhika S. Malhotra, October 2016
The purpose of e-recruitment is to make the processes involved more efficient and effective,
as well as less expensive. Online recruitment can reach a larger pool of potential employees
and facilitate the selection process.
E-recruitment, also known as online recruitment, is the practice of using technology and in
particular Web-based resources for tasks involved with finding, attracting, assessing,
interviewing and hiring new personnel. E-recruitment includes practices carried out by the
organization using technology, particularly web-based technology for the purpose of
identifying and attracting potential employees. Through e-recruitment employers can save
resources by reaching larger number of potential employees and facilitation of the
recruitment process like using assessment tools incorporated into recruitment software.

E-Recruitment can overcome the barriers of traditional recruitment methods for 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.
Many employers now aren't limited to attracting candidates from their own country and they
can appeal to qualified candidates all over the world. The same holds true for job seekers.
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.

40
Source 3

Article:- E-Recruitment: A conceptual study

By:-PrabjotKaur, 2017

E-Recruitment or e-Recruitment is the process of personnel recruitment using

electronicresources, in particular the internet. The first references to e-recruitment Appeared
in articlesof the mid-1980s. E-recruitment can be divided into two types of uses: corporate
web site forrecruitment and commercial jobs boards (such as monster.com) for posting
jobadvertisements. Corporate websites are a company’s own website with a link for
jobposting/career options where candidates can log into for current openings. If the
companyadvertises its vacant positions on other website that specialize in recruitment such as
-
naukri.com, timesjob.com, monster.com, etc., the companies would be adopting
commercialjob boards for recruitment.

Companies and recruitment agents have moved much of their recruitment process online soas
to improve the speed by which candidates can be matched with live vacancies. Usingdatabase
technologies, and online job advertising boards and search engines, employers cannow fill
posts in a fraction of the time previously possible. Using an online e-Recruitmentsystem may
potentially save the employer time as usually they canratethee-
CandidateandseveralpersonsinHRindependently review e-Candidates. Recruitment agencies
also use amethod of e-Recruitment by using a cloud based SaaS service, there are several
onlineofferings for ready to use recruitment software the internet, which reaches a large
number ofpeople and can get immediate feedback has become the major source of potential
jobcandidates and well known as online recruitment or E-recruitment. However, it may
generatemany unqualified candidates and may not increase the diversity and mix of
employees.
In terms of HRM, the internet has radically changed therecruitment function from the
organizational and job seekers'perspective. Conventional methods of recruitment

41
processesare readily acknowledged as being time-consuming with highcosts and limited
geographic reach. However, recruitmentthrough World Wide Web (WWW) provides global
coverageand ease.

Source 4

Article:-E-Recruitment and Its Perceived Benefits

By:-AnandJ and Dr. Chitra Devi S., 2017

Universal struggle in fashionable market provides a business to overwhelm the competitors

by looking out for a mixed bag of strategy, So many organizations purposefully in
implementing e recruitment for their growth and sustainability, to source right person for
right time with right cost. The superiority of real-time communication over the Internet is a
reason why e-recruitment becomes the main podium for HR Professionals to think and use e-
recruitment.
Many companies use e-Recruitment to post jobs and accept resumes on the Internet, and
correspond with the applicants by e-mail. The main success factors of e- Recruitment are the
value-added services provided by the job sites, cost effectiveness, speed, providing
customized solutions, this helps to establish relationships with HR managers with applicants
and facilitate brand building of the companies.

Nowadays HR professionals in an organization cannot work smoothly if it’s not

electronically adopted properly. This research helps to identify and analyze HR professional’s
behavioral intention and acceptance of e-recruitment system. This studyinvestigates the
adoptions of E-Recruitment by HR Professionals in Chennai. The studycovers the impact of
E-Recruitment system by HR Professional and also identifies the attitude, usefulness,
easiness, intention to use, barriers of E-Recruitment system.

42
Source 5

Article:- A Step Towards Paperless in HR

By:-Dr. Yogita Gupta, 2018

Electronic Recruitment (E-Recruitment) is also known as online recruitment or internet

recruitment. Recruitment processes in which use of electronic resources, such as the Internet
is use to achieve and improve the normal outcomes of recruitment by the organization is
known as E-Recruitment. It allows Corporate HR to automate and streamline simple tasks,
resulting in more efficient and productive hiring processes. But even with the advancements
of technology, recruitment is still a people business. And because direct people interactions
can take a substantial amount of effort and time, processes supported with online
technologies have added automation and efficiencies to the value-chain. That is where online
recruitment software technologies excel and where immense value can be derived from them.

Internet job boards are rapidly gaining market share of all advertised jobs. According to HR
Advice.com, the biggest concerns when recruiting on the Internet include not enough time to
review resumes, too many resumes, too many unqualified applicants due to the ease of
application process, and potential exposure to discrimination charges due to adverse impact.
Faced with the expected wave of retiring baby boom employees, organizations are looking to
entice retirees and seniors back into their organizations as employees or as consultants.
Several new websites have emerged to address these organizational needs. The websites are:
yourencore.com, seniors hire.org, enrge.us and seniorjobbank.com. According to Top Job
Sites.com, the top three general job websites by traffic ranking are Monster.com,
CareerBuilder.com and HotJobs.com. TopJobSites.com reviews and ranks job and career
websites based on a three month window of traffic volume. In addition to general job sites,
the site compiles rankings for college sites, executive sites, niche sites, diversity sites, and
international sites.

43
According to online recruiting commentator Peter Weddle, nearly two-thirds of all companies
under-utilize their corporate web sites for recruiting.

Source 6

Article:-The Impact of E-Recruitment in HRM Effectiveness

By:-Manju, 2018

 E-Recruitment can be understood as recruitment carried out by the use of various electronic
means. Online, Internet, or web-based recruiting can be defined as the use of the Internet to
identify and attract potential employees e.g. advertising a vacant position and attracting a
pool of applicants through corporate websites and Internet job boards. An e-Recruitment
system is a back-office system for administrating the recruitment process, and is normally
designed to allow applicants to submit their data electronically. E-Recruitment can thus be
perceived as an umbrella term covering recruitment activities performed using various
electronic means and the Internet, including online recruitment and E-Recruitment systems.

E-Recruitment can be divided into two types of uses: Corporate web site for recruitment and
commercial jobs boards for posting job advertisements. Corporate websites are a company’s
own website a link for job posting/career options where candidates can log into for current
openings. If the company advertises its vacant positions on other website that specialize in
recruitment such as- naukri.com, timesjob.com, monster. Com, etc., the companies would be
adopting commercial job boards for recruitment.

The fundamentals of E-Recruitment are as follows:

Tracking: Helpful in tracking the status of candidate with respect to the jobs applied by
him/her.
Employer’s Website: Provides details of job opportunities and data collection for same.
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.
44
Social Networking: Sites like Google +, Twitter, Facebook, Linkedin, etc. helps in building
strong networking and finding career opportunities.

CHAPTER-3

RESEARCH

METHODOLOGY

45
RESEARCH METHODOLOGY

Research
Modern technology has made research an exciting and a relatively smooth process. With the
help of such technology one can have knowledge of what is happening in the global markets
and how the world economy is impacting on business. Knowledge of research not only helps
one to look at the available information but this knowledge also helps in other ways.
The quest for knowledge is a never ending process and in its simplest form this process is
called research.
Business research is a systematized effort to gain knowledge.

Methodology

Methodology is the systematic, theoretical analysis of the method applied to a field of study.
It comprises the theoretical analysis of the body of methods and principles associated with a
branch of knowledge. Typically, it encompasses concepts such as philosophical or theoretical
frameworks, theoretical model, phases and qualitative or qualitative techniques.

Research Methodology

Research methods refer to all the techniques that have been used to conduct the research. The
science of method is termed as research methodology. Before proceeding ahead it is pertinent
that a distinction is drawn between research methods and research methodology. It refers to
all the instrument like questionnaire and behaviour like attitude measurement that are used in

46
research. The distinction between research techniques and methods is very thin and can be
better illustrated with the help of an example. For instance, in a survey research a researcher
may use the method of interview to collect data and to conduct this interview the researcher
will probably develop an interview schedule which would be called as a researcher technique.
Similarly, the method of data collection may be observation and the researcher may use the
technique of score cards or close circuit TV cameras as instruments to collect data.

The science of methods is termed as research methodology. It refers to the process of

conducting the research. Research methodology not only describes the steps involved in
conducting the research, but also justifies the choice of various methods, states the limitations
of research and also brings out the presuppositions and consequences and conducting the
research.

 Criteria of a Good Research

 Good reseach is a systematic and logical.
 It adopts a scientific method.
 The validity and reliability of the data should be carefully.
 High ethical standards applied.
 Limitations frankly revealed.
 Adequate analysis for decision makers needs..

 Research Process

 Ty

 Exploratory Research:This structures that identifies new problem. The main objective
of exploratory research is identifying the new problem to providing a better solution.

47
  Descriptive Research: It refers to research that provides an accurate portrayal of
characteristics of a particular individual, situation, or group. Descriptive research, also
known as statistical research. It is used to describe characteristics of a population or
phenomenon being studied.

 Applied research:It refers to scientific study and research that seeks to solve practical
problems. Applied research is used to find solutions to everyday problems, cure illness,
and develop innovative technologies, rather than to acquire knowledge for knowledge's
sake.

 Basic research:It is driven by a scientist's curiosity or interest in a scientific question.

The main motivation is to expand man's knowledge, not to create or invent something.
There is no obvious commercial value to the discoveries that result from basic research.

 Casual Research: This is related to day to day problems or for casual problem. It is
used to determine the nature of the relationship between the casual variables and the
effect to be predicted.

 Sources of Data

 Primary Sources

Primary data, also called as first hand data contains information that has been collected
specifically for the purpose of investigation at hand. Thus purpose defines the
difference between primary data and secondary data. The primary data collection
involves greater effort on behalf of the researcher and is time consuming and expensive.

 Sources

 Questionnaire
 Informal Interviews
 Observation

 Secondary Sources

Secondary data is the information that has been gathered not for the immediate study
but for some other purpose. It is collected by people or agencies in response to some
other problem rather than the problem at hand. This data is available easily and at a
relatively low cost . The secondary data was collected from the company personnel.

48
Sources

 Magazines, journals, brochures etc.

 Bank’s personnel.
 Books

 Data Collection

Data collection is the process of gathering and measuring information on targeted variables in
an established systematic fashion, which then enables one to answer relevant questions and
evaluate outcomes. The data collection component of research is common to all fields of
study including physical and social sciences, humanities and business. It help us to collect the
main points as gathered information. While methods vary by discipline, the emphasis on
ensuring accurate and honest collection remains the same. The goal for all data collection is
to capture quality evidence that then translates to rich data analysis and allows the building of
a convincing and credible answer to questions that have been posed.

 Research Design

The research design refers to the overall strategy that you choose to integrate the different
components of the study in a coherent and logical way, thereby, ensuring you will effectively
address the research problem; it constitutes the blueprint for the collection, measurement,
and analysis of data.

Types of data Primary data and Secondary data

Types of questionnaire Structured

Analysis pattern Pie charts and tables

Sampling technique Random Sampling

Sample size 50 employees

CHAPTER-4
49
 DATA ANALYSIS

AND

INTERPRETATION

Data Analysis and Interpretation

 Data Analysis

50
 Data analysis is a primary component of data mining and Business Intelligence (BI) and is
key to gaining the insight that drives business decisions. Organizations and enterprises
analyze data from a multitude of sources using Big Data management solutions and customer
experience management solutions that utilize data analysis to transform data into actionable
insights.

 Data Analysis Process

• Decide on the objectives – Determine objectives for data science teams to develop a
quantifiable way to determine whether the business is progressing toward its goals; identify
metrics or performance indicators early

• Identify business levers – Identify goals, metrics, and levers early in data analysis projects to
give scope and focus to data analysis; this means the business should be willing to make
changes to improve its key metrics and reach its goals as well

• Data collection – Gather as much data from diverse sources as possible in order to build
better models and gain more actionable insights

• Data cleaning – Improve data quality to generate the right results and avoid making incorrect
conclusions; automate the process but involve employees to oversee the data cleaning and
ensure accuracy

• Grow a data science team – Include on your science team individuals with advanced
degrees in statistics who will focus on data modeling and predictions, as well as
infrastructure engineers, software developers, and ETL experts; then, give the team the
large-scale data analysis platforms they need to automate data collection and analysis

• Optimize and repeat – Perfect your data analysis model so you can repeat the process to
generate accurate predictions, reach goals, and monitor and report consistently

 Benefits and Challenges of Data Analysis

51
 Data analysis is a proven way for organizations and enterprises to gain the information they
need to make better decisions, serve their customers, and increase productivity and revenue.
The benefits of data analysis are almost too numerous to count, and some of the most
rewarding benefits include getting the right information for your business, getting more value
out of IT departments, creating more effective marketing campaigns, gaining a better
understanding of customers, and so on.

But, there is so much data available today that data analysis is a challenge. Namely, handling
and presenting are two of the most challenging aspects of data analysis. Traditional
architectures and infrastructures are not able to handle the sheer amount of data that is being
generated today, and decision makers find it takes longer than anticipated to get actionable
insight from the data.

Fortunately, data management solutions and customer experience management solutions give
enterprises the ability to listen to customer interactions, learn from behavior and contextual
information, create more effective actionable insights, and execute more intelligently on
insights in order to optimize and engage targets and improve business practices.

 Interpretation 

Interpretation is the act of explaining, reframing, or otherwise showing your own

understanding of something. A person who translates one language into another is called an
interpreter because they are explaining what a person is saying to someone who doesn't
understand. Interpretation requires you to first understand the piece of music, text, language,
or idea, and then give your explanation of it. A computer may produce masses of data, but it
will require your interpretation of the data for people to understand it.

SWOT (Strength, Weakness, Opportunity and Threats) Analysis

52
 SWOT Analysis is a powerful technique for understanding the strength and weakness and for
looking at the opportunity and threat one might face. Used in business context, it helps an
organization carve a sustainable niche in the market. It is simple and powerful way to
Analyses Company Recruitment and Selection. Strength and weakness are internal factor,
opportunity and threat relates to external factor. For this reason, the SWOT Analysis is
sometime also called as Internal-External Analysis.

 Strengths

Strength describes the positive attributes, tangible and intangible, and internal to the
organization or a bank. The strengths segment of a SWOT analysis provides an area to list
everything done right either individually or as an organization. This section contains both
strengths within the organization and external strengths, such as client relationships.
Organizations should seek to reflect their strengths honestly to maintain the integrity of the
SWOT analysis.

 Corporate Image.
 Co-operation between different departments.
 Good relations with dealers and customers.
 Superior quality of product produced.
 Employees get response very quickly, as there is no Red Tapism. A flat, networked
organization therefore, speed and flexibility in decision-making. The organization grooms
the spirit of freedom and every employee is encouraged to take his own decision that
encapsulates the win-win formula.

 Weaknesses

53
 The weaknesses segment contains needed improvements within an organization or
personally. Group sessions can help organizations identify weak areas. Analysis in this
segment can provide a clear list of areas that need a development plan to remedy the issues
identified. Tools such as action plans and goal formation provide ways to improve
weaknesses.

 Week performance appraisal system.

 Limited flexibility.
 Attrition rate is high.
 Absenteeism rate is high in labor.
 No facility provided to commute.
 Long time period for wage settlement.
 Concept of Job Enrichment is not there.

 Opportunities

Opportunities for improvement exist within all organizations. This makes the opportunities
segment of the SWOT analysis important. Within this segment, organizations identify
internal and external opportunities. To have a comprehensive list, organizations sometimes
use group facilitation to identify these opportunities. Organizations can add both current
and future opportunities to this segment of the quadrant.

 Expanding business
 New and advance technology
 Quick response to customer needs

 More tie up with other world class organization.

 Threats

By examining threats, such as new competitors in the market, organizations can implement
counter measures prior to the threat occurring. To ensure success, organizations may need to
deal with both future and present threats. For individuals creating a SWOT analysis for
personal development purposes, an example of a threat such as job security problems, would
reside in this section of the SWOT analysis.

54
  High initial investment and prevailing economic condition.
 Uncertainty and delays in implementation of various programs/initiatives announced till
date.
 Regulatory framework.
 Competition intensity in the Industry and prominence of unorganized players.
 Pressure on margins and raw material price fluctuation risk.
 Uncertainty and delays in implementation of various reforms, programs/initiatives.
 Low quality imports from China a stiff challenge for domestic suppliers.

• PEST Analysis

Pest analysis is a measurement tool which is used to access to markets for a particular product
or a business at a given time frame. Pest stand for political, economic social and
technological factors. Once these are analysed organizations can take better business
decision. Pest analysis helps organizations take better business decisions and improve
efficiency by studying various factors which might influence a business such as poliyical,
economic, social and technology.Pest analysis helps in making strategic business decision,
planning marketing activities, product development and research. It is similar to SWOT
analysis, which stands for strength, weakness, opportunities and threats.

• PEST Analysis in Detail

 P stands for Political Environment:

It includes government regulations or any defined rules for that particular industry or
business. It also involves study of tax policy which includes exemptions if any, employment
laws environment laws, etc.

55
 Estands for Economic Factors:

It gagues the economic environment by studying factors in the macro economy such as
interest rates, economic growth, exchange rate as well as inflation rate. These factors also
help in accessing the demand, costing of the product, expansion, and growth.

 S stands for Social Factors:

Social factor form the macro environment of the organization. It includes the study of
demographics, as well as the target customers. These factors help in gauging the potential
size of the market. It includes study of population growth, age distribution, career attitude,
etc.

 T stands for Technology: Technology changes very rapidly, and consumers are hungry
to adopt new technology. It involves understanding factors which are related to technological
advancements, rate at which technology gets obsolete (Examples: the operating system in
mobile phones), automation, and innovation.

56
Question no.1: Which of the recruitment method, the organization finds
cost effective and time saving?

Table 6.1 Cost Effective and Time Saving Recruitment Method

Opinion No. of Respondents In Percentage (%)

Traditional method 10 20

E-recruitment 15 30

Both 25 50

Total 50 100

Figure 6.1

Cost Effective and Time Saving Recruitment Method

20

Traditional method

E-recruitment
50 Both

30

INTERPRETATIONS:

 The data shows that 50% of the respondents agreed with the both method
 30% respondents are agreed with e-recruitment.
 20% respondents are agreed with traditional method.

57
Question no. 2: Are you satisfied that E-Recruitment leads to restructuring
the recruitment operations?

Table 6.2 E-Recruitment Leads to Restructuring the Recruitment

Operations

Opinion No. of Respondents In Percentage (%)

Satisfy 35 70
Dissatisfy 15 30

Total 50 100

Figure 6.2

E-Recruitment Leads to Restructuring the Recruitment

Operations

30

Satisfy
Dissatisfy

70

INTERPRETATIONS

 70% of the respondents satisfied with the e-recruitment leads to restructuring the
recruitment operations.
 30% respondents are dissatisfied with it.

58
Question no. 3: Did your organization achieve an effective recruitment
process by using E-Recruitment tools?

Table 6.3 Effective Recruitment Process by Using E-Recruitment Tools

Opinion No. of Respondents In Percentage (%)

Yes 35 70
No 15 30

Total 50 100

Figure 6.3

Effective Recruitment Process By Using E-Recruitment Tools

30

Yes
No

70

INTERPRETATIONS

 This figure shows that 70% the respondents said yes the e-recruitment tool is most
effective for recruitment process.
 30% of the respondents said no.

Question no. 4: How often does your organization use E-Recruitment?

59
Table 6.4 Does the Organization use E-Recruitment

Opinion No. of Respondents In Percentage (%)

Always 10 20
Most of the time 5 10

Rarely 0 0

Never 35 70
Total 50 100

Figure 6.4

Does the Organization use E-Recruitment

20

Always
Most of the time
Rarely
10 Never

70

INTERPRETATIONS:

The result of the analysis shows that almost all the respondents said that the organization
never use e-recruitment. On the other hand 20% respondents said always and 10%
respondents said that the organization use e-recruitment at most of the time.

Question no. 5: According to you which is the best job portal for
recruiting?

Table 6.5 Best Job Portal for Recruiting

60
 Opinion No. of Respondents In Percentage (%)

Naukari.com 12 24

Shine.com 14 28

Monster.com 10 20

Times job.com 5 10

Others 9 18

Total 50 100

Figure 6.5

Best Job Portal for Recruiting

18
24

Naukari.com
Shine.com
Monster.com
10
Times job.com
Others

20 28

INTERPRETATIONS:

The analysis found that 28% respondents said that shine.com is the best, 24% said
naukari.com and 20% said monster.com, 10% said times job.com and 18% said that others
are the best job portals for recruiting.

Question no.6: Are you satisfied that E-Recruitment helps in developing

positive image of the organization?

61
Table 6.6 E-Recruitment helps in Developing Positive Image of the
Organization

Opinion No. of Respondents In Percentage (%)

Yes 15 30
Rarely 10 20

Never 25 50

Total 50 100

Figure 6.6

E-Recruitment helps in Developing Positive Image of the

Organization

30
Yes
Rarely
Never
50

20

INTERPRETATIONS:

The conclusion of the analysis shows that the half of the candidates didn’t satisfied that e-
recruitment helps in developing positive image of the organization. Other than 30% employee
satisfiedand remaining employeesrarely satisfied that E-Recruitment helps in developing
positive image of the organization.

CHAPTER-5
62
 FINDING

AND

CONCLUSION

Findings of the Study

 Half of the respondents said that the traditional as well as e-recruitment method are cost
affective and time saving for the recruitment whereas few respondents are disagree with
it.

63
 Mostly employees are agree with the e-recruitment leads to restructuring the recruitment
operations.

 Approximately almost all the respondents said that yes the e-recruitment tool is most
effective for recruitment process.

 Almost all the respondents said that the organization never use the e-recruitment.

 From all of the respondents approximately average respondents said that shine.com is
the best, some said nakuri.com, and fewer respondents said that times job.com is the best
job portal for recruiting.

 Half of the candidates said that e-recruitment never helps to develop the positive image
of the organization but some candidates satisfied and remaining are rarely satisfied with
it.

 Mostly employees of the organization are said that online job offer never cover their
desired level.

 Most of the candidates agree with the e-recruitment facilitates ease in building and
managing data base whereas some candidates are strongly agree but fewer disagree with
it.

 Almost all the employees said that the company never regularly updates the websites
other than the some employees said the company always updates the website.

 More than half of the respondents said that yes the global economy alter the
organization’s recruitment channel.

 Half of the candidates said at all level (lower level, middle level, top level) of
organization finds e-recruitment most effective. Other than some candidates said at top
and middle level the e-recruitment most effective.

 Approximately all of the respondents said that the website of the company provides the
relevant information about the job.

 Mostly employees disagree with the organization leads to placing right people at the
right job, whereas the some are strongly agree and fewer are agree and disagree with
this.

 Half of the candidates are highly and half of the candidates are satisfy with the e-
recruitment is useful for the organization that move in the new location.

64
 Approximately all of the respondents said yes the organization gives knowledge and
training for the use of internet to its employees.

Limitation of the Study

 There has been a gap of a few months between data collection and the consolidation of
the report, the finding might not accurately reflect the current attitudes and perception of
the employees, as this kind could have changed over time.

 Some of the respondents where hesitated to express their opinion about e-recruitment
measures due to fear of management.

 The survey is based on the opinion of the employees, which may be biased.

RECOMMENDATIONS AND SUGGESTIONS

65
 The industry should try to use the e-recruitment at always because mostly respondents
said that the organization never use the e-recruitment.

 The industry should try to develop the positive image of the organization among their
employees through the e-recruitment.

 The industry should try to cover the desired level of the employees who are recruited
form the online job offers.

 The industry shout try to update its websites at the regularly basis among the employees.

 The industry should try to Placing Right People at the Right Job from E-Recruitment
because mostly candidates disagree with the e-recruitment placing right people to the
right job.

Conclusion
The perception of the Rice Industry about the “effectiveness of e-recruitment” at kundli,
sonipat were assessed. It appears that the many organizations have different- different types
of recruitment techniques. Receiving application in hand, communicating with candidates
becomes time consuming without internet. Job Portals are the most popular and widely used
tool by companies and recruitment teams to facilitate the smooth flow of recruitment process
in the competitive world. The respondents attitude towards their job and organizationis
positive with the majority of the respondents agreeing that organization gives knowledge and
training for the use of internet, it is useful for organizations that move in new location.

With regard to the organization, a vast majority of the respondents have a strong sense of
belonging and majority of the respondents feel about the e-recruitment methods of the
organization is excellent, most of the respondents were satisfied with the organization’s
website provides relevant information about the job to the candidates. Traditional methods

66
should not be replaced by the e-recruitment, it should be supplement. The loopholes of e-
recruitment can be covered by the traditional methods and recruitment process will be faster,
global due to e-recruitment. Online recruitment offers clear advantages over traditional
recruitments methods. This will be more effective if they keep innovating and introducing
new technologies E-recruitment is essential for almost every organization because it is not
only cost effective but also a way to put complete information in good manners on website
and able to attract job seekers.

67
 ANNEXURE

BIBLIOGRAPHY

BOOKS
Ashwathappa, k.(2002). Human Resource AndPersonnalManagemen.New Delhi: Tata
Mcgraw- Hill Publishing Company Ltd.Third Edition.

68
Nair, N.N.(2001).Personnal Management And Industrial Relations.New Delhi: S.Chand and
Co. Ltd.First Edition.
RAO, V.(2002).Human Resource Management.New Delhi :Excel Books,First Edition.
Denisi, Angelo S(2007)Human Resource Management.NewDelhi,Third Edition.
DessierGary(2010 )Human Resource Management.NewDelhi,Twelve Edition.
Fisher, Cynthia D(2002)Human Resource Management.Mumbai,Sixth Edition
Gupta, C. B(2006 Human Resource Management.NewDelhi,Twelve Edition
Jyothi P,(2000)Human Resource Management.Mumbai,Tenth Edition
Mathis,Robert l (2011)Human Resource Management. V.KPublications
NewDelhi,FifthEdition.
Varma,Rohit(2008)Human Resource Management S.Chand and Co. Ltd. New
Delhi,FourthEdition
Rao, VSP(2004) Human Resource Management.Punjab,Second Edition.
Daniela,Mitran(2012)Human Resource Management. Panipat,Eighth Edition.
Pattanayak,Biswajeet(2005)Human Resource Management.NewDelhi.Third Edition.
Saiyadain,Mirza S.(2009)Human Resource Management.NewDelhi.Fourth Edition.
Snell,Scott(2012)Human Resource Management.NEWDelhi.Sixteen Edition.
Lvancevich,John M.(2010)Human Resource Management.NewDelhi.Tenth Edition
.
WEBSITES
 http://smallbusiness.chron.com/effectiveness-recruitment-selection-
process-2527.html
 http://smallbusiness.chron.com/measure-effectiveness-recruiting-
strategies-66921.html
 https://www.slideshare.net/bharat_headhunters/types-of-
recruitment
 https://www.scribd.com/doc/33808660/Types-of-Recruitment-and-
Selection
 https://simplicable.com/new/recruitment
QUESTIONNARIE
Section A
Please place a tick (√) in the box [ ] to represent your answer.

69
Respondent’s Profile
1. Gender:
[ ] Male [ ] Female
2. Age:
[ ] Below 25 [ ] 25 – 29years
[ ] 30 – 34 years [ ] 35 years and above
3.Status:
[ ] Single [ ] Married
4. Job Designation:
[ ] Manager [ ] Department Officer [ ] Receptionists
[ ] Bellboy [ ] Others: ______________
5. How long have you work for the organization?
[ ] Below 5 years [ ] 5 – 9 years
[ ] Above 10 year

SECTION-B

1) Which of the recruitment method, the organization finds cost effective and time saving?

Opinion No. of Respondents In Percentage

(%)
Traditional method 10 20

E-recruitment 15 30

Both 25 50

Total 50 100

2) Are you satisfied that E-Recruitment leads to restructuring the recruitment operations?

Opinion No. of Respondents In Percentage

(%)

70
 Satisfy 35 70
Dissatisfy 15 30

Total 50 100

3) Did your organization achieve an effective recruitment process by using E-Recruitment

tools?

Opinion No. of Respondents In Percentage

(%)
Yes 35 70
No 15 30

Total 50 100

4) How often does your organization use E-Recruitment?

Opinion No. of Respondents In Percentage

(%)
Always 10 20
Most of the time 5 10

Rarely 0 0

Never 35 70
Total 50 100

5) According to you which is the best job portal for recruiting?

Opinion No. of Respondents In Percentage

(%)
Naukari.com 12 24

71
 Shine.com 14 28

Monster.com 10 20

Times job.com 5 10

Others 9 18

Total 50 100

6) Are you satisfied that E-Recruitment helps in developing positive image of the
organization?

Opinion No. of Respondents In Percentage

(%)
Yes 15 30
Rarely 10 20

Never 25 50

Total 50 100

72