A Study on Preferences of Jobseekers in Online & Offline Mode

PROJECT DISSERTATION SUBMITTED IN PARTIAL

FULFILMENT FOR THE PURPOSE OF COMPLETION OF MBA
PROGRAMME (BATCH: 2019 – 2021)

SUBMITTED BY:

POULAMI PAUL

Registration Number:

Session: 2019 - 2021

COMPANY GUIDE:

MR.ROSHAN KUMAR

OUTPLACEMENTHEROS

INTERNAL GUIDE

CA. AGNISWHAR BASU

Faculty Member

Department of Management

University of North Bengal

 ENLIGHTENMENT TO PERFECTION

DEPARTMENT OF MANAGEMENT
UNIVERSITY OF NORTH BENGAL

TO WHOM IT MAY CONCERN

This is to certify that Ms. POULAMI PAUL bearing Registration No. of

session 2019- 2021 as a student of Department of Management, University of
North Bengal has carried out a project dissertation titled as “ A CASE STUDY
BASED ON : PREFERENCES OF JOBSEEKERS IN ONLINE &OFFLINE
MODE ” for the partial fulfilment for the award of Master of Business
Administration (MBA) program in the Department of Management, University
of North Bengal, during the year 2018 - 2020. It is certified that all corrections
and suggestions are indicated for internal assessment have been incorporated in
the project dissertation. The project dissertation has been approved as it
satisfies the academic requirement of project work prescribed for Master of
Business Administration, University of North Bengal.

Date:

PROF. SANMOY MALLICK

Head,

Department of Management

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 UNIVERSITY OF NORTH
BENGAL

TO WHOM IT MAY CONCERN

This is to certify that Mr. Poulami Paul bearing Registration No. , of session 2019 -
2021 as a student of Department of Management, University of North Bengal has
carried out a project dissertation titled as ““ A CASE STUDY BASED ON :
PREFERENCES OF JOBSEEKERS IN ONLINE &OFFLINE MODE for the partial
fulfillment for the award of Master of Business Administration (MBA) program. He
has taken advice and guidance from me as when required for completion and
finalization of her project dissertation.

I hope this project dissertation is noteworthy from the aspect of the organization
where worked and also to carry out projects of similar kind independently in his
future professional career. Throughout his project work, he was found very much
disciplined, dedicated and devoted towards the work.
I wish him all the success in this regard.

CA. AGNISHWAR BASU

Faculty Member,
Department of Management,
UNIVERSITY OF NORTH BENGAL

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  PREFACE :

A job platform popularly known as a career portal is a hub of information, which helps the
jobseekers to explore career opportunity with various registered companies and apply for the
same. Online job platform is aimed at developing or building an online search Portal for job
application for job seekers and an online web application which can be opened anywhere
only with proper login provided. Job Seekers must be able to login and upload their
Curriculum Vitae(CV). Companies and organizations may also login and access or search
any information uploaded by Job searchers. Overall it serves as a platform which
accommodates to post, assemble and search for the information required by job seekers and
employers.

During my internship in the renowned company OUPLACEMENTHEROS I was

provided to undertake a project for the partial fulfilment of the degree of Masters of
Business Administration, MBA. The topic of my project was “A CASE STUDY
BASED ON : PREFERENCES OF JOBSEEKERS IN ONLINE & OFFLINE MODE
”This was first of such kind for me. The purpose of the project was to analyse the
preferences of job seekers in job searching mode in the changing environment. The
entire project has been arranged according to the guideline of the company and the
institute. I have tried to apply language in the project as easy as possible. The project
begins with a theoretical overview in which the basic introduction of the project is
given. After finishing the introduction part i have discussed about the company
background and its goals and services. After that I discussed about the objectives of
the project. After finishing this there is a research portion which played a very
important role in preparing the project. More over it was a challenging as well as an
explorable task and as a student I just want my work to be useful.

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 DECLARATION:

I hereby declare that the project work entitled “A Case Study Based On :
Preferences of Jobseekers in Online & Offline Mode” has been done by me,
Poulami paul, under the guidance of CA. Agniswhar Basu (internal guide,
Faculty Member, Department of Management, University of North Bengal)
with great sincerity and hard work. I would like to further add, that the
information submitted is true and original to the best of my knowledge.
Sincere, Thanks

SIGNATURE DATE

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 ACKNOWLEDGEMENT:

I would like to extend my heartfelt gratitude to Mr. Roshan kumar for

assigning such a knowledgeable and creditable project to prepare. I also
express my sincere gratitude to CA. Agnishwar Basu, Faculty Member
Department of Management, University of North Bengal for helping me with
the necessary guidance during the times of need. I think all the above
mentioned people without whose contribution the successful completion of my
project would not have been possible.

SIGNATURE DATE

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  INDEX:

PREFACE 5

DECLARATION……………………………………………………………………………..6

ACKNOWLEDGEMENT………………………………………………………………...…7

CHAPTER – 1 – INTRODUCTION………………………..………………………………9

Online Job Searching 9

Offline Job Searching 10-11

CHAPTER – 2 – COMPANY PROFILE 12-13

OBJECTIVES OF THE STUDY 14

CHAPTER – 3 – LITERATURE REVIEW 15-16

CHAPTER – 4 – RESEARCH METHODOLOGY………………………………..….17-18

Research Design…………………………………………………………………...……18-19

Types of Data Collection……………………………………………………………….19-21

CHAPTER – 5 DATA ANALYSIS AND RESULTS…………………………………22-51

CHAPTER – 6 – OBSERVATIONS AND FINDINGS……….……………………….…52

Limitations……………………………………………………………………………..….53

CONCLUSION…………………………………………………………………………...…54

BIBLIOGRAPHY…………………………………………………………………………..55

 CHAPTER - 1 INTRODUCTION:

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Job aspect means “the act of seeking or obtaining employment,” which should encompass
all reasonable job search initiatives. Job searching includes making contact with potential
employers by telephone, in person, via the Internet, submitting resumes or e-mail applications
to apply for job openings and/or vacancies, and interviewing for jobs and also activity of
seeking full-time or part-time employment with required documentation of attempts to secure
employment.

 Online job searching :

Online job search is great when you think of finding jobs after an in-depth comparison and
analysis of several criteria and aspects. Online job hunt offers you a wider database to keep a
tab on the latest openings & more. So, you can find the right job for you after sifting to many
of them. These job portals or say consultancies are tied up with the companies in providing
you customized job solutions as per your experience, skill-set, and background. Majorly,
there are no such consultation charges involved so the entire thing happens smoothly. 
The best part of applying for a job online is that you can continually stay updated on all the
job-related information from your preferred companies and the vacancies active with them.
You can subscribe to the free job alerts of the web portals to stay tuned to the job openings.

 Offline job searching :

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While the convenience of online job searches makes the internet a popular method of job
searching, jobseekers can also seek employment offline in several ways. For offline seeking
don’t wait for positions to be posted on an internet job board .job search offline is to compile
a list of local companies you’d interested in working for based on criteria such as geographic
location, size and industry also can gather data from newspaper advertisements, media
articles ,phone book directory listing and word of mouth. Keep an eye on local news as well
for tips on businesses making the headlines for things such as mass hiring, relocating or grand
openings.

On the survey of the job search methods of 2,001 U.S. adults by the Pew Research Center
found that a majority of Americans (54 percent) have researched jobs on the Internet, and
nearly as many (45 percent) have applied for a job online. That’s more than double the
number from 2005, when 26 percent of Americans told Pew they had used the Internet to
look for jobs.

Of recent job seekers—defined as the 34 percent of Americans who’ve looked for a job in the
last two years—79 percent reported using resources or information they found online, while
80 percent used professional contacts and personal connections to find work.

There are several strategies a person can use when conducting an offline job search. Many
newspapers and trade magazines still include job listings in their classified sections.
Networking is an another strategy that can be used to learn about new job openings before
they are posted .Those who would like to have an inside’s edge of their search can visit a

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recruitement firm. Many companies used these firms for finding new employees who fit into
the company culture while having the skills to be successful in a specific position.

 CHAPTER – 2 COMPANY PROFILE :

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OutPlacement Heros
Human Resources
Gurgaon, Haryana    8,113 followers

A Social platform to help laid-off employees

 About the company

It's a social platform to help laid-off Employees and Separating Employers. To start getting
immediate support job seekers can update profile at www.outplacementheros.org/jobseeker .
OutplacementHeros is a Social Portal that is responsible for Re-Hiring of Employees
Impacted by COVID-19.

 Website:

http://www.OutplacementHeros.Org

 Industries:
Human Resources

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  Company size:
1-10 employees

 Headquarters:
gurgaon, Haryana

 Type:
Nonprofit

 Founded:
2020

 Locations:

Primary:

332, 3rd Floor, Centrum Plaza

sector 53
Gurgaon, Haryana

 OBJECTIVES OF THE STUDY:

[1.] To study the jobseeker’s preferences in online & offline platform.

[2.] A study on the effectiveness of online recruitment during the pandemic.

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  CHAPTER – 3 LITERATURE REVIEW:

Online job portal is a web based recruitment system that can be defined as recruiting process
which is conducted through web based tools, for instance, a firm’s corporate intranet or its
public internet. This recruitment process through the online job portal can also be termed as
e-recruitment, internet recruitment or online recruitment (M Kerrin, 2003). Online job

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application is a system where time and efforts are saved because the job post will tell the job
seeker where the company is located and may be learn more about the company.

Social media sites become most popular in 2014 and they have been currently in employing
people .Social media sites facilitates the development of personal relationships for hiring ,
networking and employee referrals. This sites include LinkedIn, Facebook, WhatsApp,
twitter etc .With millions of people using social media sites, the large fragment that is
available for talent acquisition is so attractive for any known human resource department to
pay no attention to (Pfieffelmann,2010). The supremacy of social media is a very prosperous
interactive waterway for personalizing and contextualizing the communication at individual
level .

A story in (USA TODAY) says , some companies are now taking to the twitter sphere to find
employees. They use Twesumes which refer to a condensed 140 character resume spread on
twitter. The companies use twitter to publicize their job vacancies and positions with links to
their sites and hashtags.

Corporate web sites refer to an employer’s own website. Most of the organizations and
companies use website to reduce recruitment costs as well as improve the competence of the
recruitment process .Companies and other employment agencies use the corporate websites to
endorse their product, their name and offer a better service to applicants.
According to (Parry and Tyson, 2008), its clear that corporate websites cannot be used
successfully to hire employees in campanies that are not known well except that a company
implements other advertising channels like print media to direct people to their site. “The
web is now a significant component of the recruitment and job search process. However, very
little is known about how companies and job seekers use the web, and the ultimate
effectiveness of this process”. “With the evolution of the Web and development of web-
based search engines, online searching has become a common method for obtaining
information. Given this popularity, the question arises as to how much time people save by
using search engines for their”. One of the simplest and most common first job hunting
tactics is searching newspaper listings and Internet directories. Employers regularly list
open jobs in the newspaper and publish them on online career and employment websites.
In her February 2008 CNN Money article "7 tips for job hunting in a tougher market,"
Anne Fisher notes that this traditional job listing search approach offers a very low return
on your time investment. It is a good place to start for some local opportunities, but the

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competition is usually high for those public listings. A recent online survey by ERC
Dataplus with self-selected respondents found that 77% of the responding companies used
job boards and 72 % posted job offers on their own website (Dataplus 2001). An impressive
46% of the companies had hired employees through their own site and only 25% had not
hired any new employees through job boards. Nonetheless, the novelty of the service is
shown by the fact that only 16% of the companies had been recruiting via job boards for
more than two years. High tech companies were among the first to actively recruit employees
online. The Finnish telecommunications company Sonera for example, receives 90% of its
job applications via the Internet (Mård 1999). However, online recruitment is now becoming
common in a wide variety of industries, as demonstrated by the ERC Dataplus survey. The
advantages of online recruitment for hiring companies and applicants are savings in time and
money (Berta 2000; Dillion 1998).

Offline mode of job searhing also indicate a vital role. In India, the employment exchange is
registered under Employment Exchanges (Compulsory Notification of Vacancies) Act,
1959 that states that it is compulsory for the employers to publish notification of vacancies to
the Employment Exchanges. This mandate makes it important for you to get registered with
the employment exchange so that you do not miss out on any good opportunity. At present,
employment exchange operates through 947 branches all over the country. The registration
process is very simple and the applicants are provided a unique registration ID that is used to
convey his information to the employers by the department. Even the already working
professionals can also register with the employment to grab better opportunities. Job
Consultancies is another lucrative way to get the best opportunities that match your profile.
There are consultancies that serve candidates with the right job profile match to meet their
requirements. They charge minimum fees amounting to Rs.1000/- to Rs. 5000/- depending
upon requirements of the candidates. Some consultancies even provide services for free. But,
they might charge a minimal amount from your salary of the first month when you get
selected in your desired profile.   

 CHAPTER – 4 RESEARCH METHODOLOGY

The research methodology is a collective term for the structured process of conducting
research. There are many different methodologies used in various types of research and the

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term is usually considered to include research design, data gathering and data analysis.
Research methodology seeks to inform: Why a research study has been undertaken, how the
research problem has been defined, in what way and why the hypothesis has been formulated,
what data have been collected and what particular method has been adopted, why particular
technique of analysing data has been used and a host of similar other questions are usually
answered when we talk of research methodology concerning a research problem or study.
Research methodologies can be quantitative (for example, measuring the number of Times
someone does something under certain conditions) or qualitative (for example, asking people
how they feel about a certain situation). Ideally, comprehensive research should try to in
corporate both qualitative and quantitative methodologies but this is not always possible,
usually due to time and financial constraints. Research methodologies are generally used in
academic research to test hypotheses or theories. A good design should ensure the research is
valid, i.e. it clearly tests the hypothesis and not extraneous variables, and that the research is
reliable, i.e. it yields consistent results every time. Part of the research methodology is
concerned with how the research is conducted. This Is called the study design and typically
involves research conducted using questionnaires, interviews, observation, and/or
experiments. The term research methodology, which prescribes the research method to use,
usually encompasses the procedures followed to analyse and interpret the data gathered.
These often use a range of

sophisticated statistical analyses of the data to identify correlations or statistical significance

in the results. Objective, representative research can be difficult to conduct because tests can
normally only be conducted on a small sample (e.g. you cannot test a drug on every person in
the world so as ample needs to be used in research). This means that researchers need to have
a very detailed understanding of the types and limitations of research methodologies which
they are using.

In simple terms research methodology is used to give a clear-cut idea on what the researcher
is carrying out his or her research. In order to plan in a right point of time and to advance the
research work, research methodology makes the right platform to the researcher to mapping
out the research work in relevance to make solid plans. More over research methodology
guides the researcher to involve and to be active in his or her particular field of enquiry. Most
of the time, the aim of the research and the research topic won’t be same at all time it varies

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from its objectives and flow of the research, but by adopting a suitable methodology this can
be achieved.

Right from selecting the topic and carrying out the research, the research methodology drives
the researcher in the right track. The entire research plan is based on the concept of right
research methodology.

 RESEARCH DESIGN :

A careful consideration of study regarding a particular concern or problem using scientific

methods. According to the American sociologist Earl Robert Babbie, “Research is a
systematic inquiry to describe, explain, predict, and control the observed phenomenon.
Research involves inductive and deductive methods.”

Inductive research methods are used to analyze an observed event. Deductive methods are
used to verify the observed event. Inductive approaches are associated with qualitative
research and deductive methods are more commonly associated with quantitative research.

 Research design is the framework of research methods and techniques chosen by a

researcher. The design allows researchers to hone in on research methods that are
suitable for the subject matter and set up their studies up for success.
 The design of a research topic explains the type of research
(experimental, survey, correlational, semi-experimental, review) and also its sub-type
(experimental design, research problem, descriptive case-study). 
 There are three main types of research design: Data collection, measurement, and
analysis.

 Types of data collection:

1. Primary Data
2. Secondary Data

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  What is Primary Data?

Primary data is a type of data that is collected by researchers directly from main sources
through interviews, surveys, experiments, etc. Primary data are usually collected from the
source—where the data originally originates from and is regarded as the best kind of data in
research. The sources of primary data are usually chosen and tailored specifically to meet the
demands or requirements of a particular research. Also, before choosing a data collection
source, things like the aim of the research and target population need to be identified. For
example, when doing a market survey, the goal of the survey and the sample population need
to be identified first. This is what will determine what data collection source will be most
suitable—an offline survey will be more suitable for a population living in remote areas
without internet connection compared to online surveys.

 What is Secondary Data?

Secondary data is the data that has already been collected through primary sources and
made readily available for researchers to use for their own research. It is a type of data that
has already been collected in the past.

A researcher may have collected the data for a particular project, then made it available to be
used by another researcher. The data may also have been collected for general use with no
specific research purpose like in the case of the national census. A data classified as
secondary for a particular research may be said to be primary for another research. This is the
case when a data is being reused, making it a primary data for the first research and
secondary data for the second research it is being used for.

 Primary Data Collection Method Used

Primary data collection methods are different ways in which primary data can be collected. It
explains the tools used in collecting primary data, some of which are highlighted below:

Surveys & Questionnaires :

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Surveys and questionnaires are 2 similar tools used in collecting primary data. They are a
group of questions typed or written down and sent to the sample of study to give responses.
After giving the required responses, the survey is given back to the researcher to record. It is
advisable to conduct a pilot study where the questionnaires are filled by experts and meant to
assess the weakness of the questions or techniques used.

There are 2 main types of surveys used for data collection, namely; online and offline
surveys. Online surveys are carried out using internet-enabled devices like mobile phones,
PCs, Tablets, etc.They can be shared with respondents through email, websites, or social
media. Offline surveys, on the other hand, do not require an internet connection for it to be
carried out. The most common type of offline survey is paper-based surveys. However, there
are also offline surveys like Form plus that can be filled with a mobile device without access
to an internet connection. This kind of survey is called online-offline surveys because they
can be filled offline but require an internet connection to be submitted.

Pros:

 Respondents have adequate time to give responses.

 It is free from the bias of the interviewer.
 They are cheaper compared to interviews.

Cons:

 A high rate of non-response bias.

 It is inflexible and can't be changed once sent.
 It is a slow process

 CHAPTER – 5 DATA ANALYSIS AND ITS RESULT

The whole analysis of parameters and its result is based on 34 leads generated through a
questionnaire.

 The age group of the responses :

AGE GROUP PERCENTAGE

21 - 26 58.8%

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27 – 32 41.2%

33 – 38 NIL

Analysis
 The survey shows that 50.8% respondents were from 21 -26 age group.

 41.2% respondents were from the age group of 27 - 32.

 33 -38 age group didn’t respond.

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  Gender of the respondents :

MALE 58.8%
FEMALE 41.2%

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Analysis
 From the above graph it shows that 41.2% respondents were female.
 Out of 34 responses 58.8% respondents were male.

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 Occupation of the respondents :

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 Analysis

 From the above table it shows that most of the respondents are employed.
 The survey also shows that few of the respondents are unemployed.
 Few of the respondents are employed with a good position in their company.

Inference

 Occupation plays a vital role for any job seeker’s .From the survey it shows that few
of them are employed with a good position in the market.
 As it shows the employment rate is high in the graph.

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ONLINE 79.4%
OFFLINE 20.6%

Analysis
 As it shows 79.4% job seeker’s prefer online job searching mode.
 20.6% job seeker’s preferred offline mode of job searching.

Inference

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 The survey was conducted to understand the most preferred mode of job searching
according to jobseeker’s.
 As it seen that almost 79.4% respondents preferred online job searching mode. As
they recommend online mode is helpful for job seeker’s.
 20.6% respondents state that offline mode of job searching is better.

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E-MAIL 38.2%
PHONE 55.9%

Analysis

 As it shows 38.2% job seeker’s preferred contacting by E-MAIL.

 55.9% respondents preferred contracting through phone call.

Inference
 The survey was conducted to understand which way of contracting are most
preferable.
 As it shows from the above graph 55.9% respondents preferred contracting through
phone call.

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 Contracting by E-mail was got 38.2%.

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Company Website 38.2%
Job searching Website 61.8%
Friend/colleagues 32.4%
Campus Recruitment 47.1%
Recruitment Firm 35.5%

Analysis
 As it shows 38.2% respondents preferred company website.

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 61.8% respondents state friend & colleagues.
 47.1% respondents state campus recruitment.
 35.5% says recruitment firm.

Inference

 The survey was conducted to know from which platform the respondents got to know
about the vacancy.
 The result shows that 38.2% respondents got to know about this vacancy from
company website.

 61.8% respondents state that they got to know about this position from various job
searching platform. For an example
Linkdin, Indeed, Naukri.com,Shine.com, Glassdoor etc.
 47.1% respondents got to know about this position from campus recruitment.
 35.5% respondents got to know about this vacancy from recruitment firm.

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ONLINE 76.5%
OFFLINE 23.5%

Analysis
 From the above graph it shows that 76.5% respondents indicate online mode.
 As the result shows 23.5% indicates offline mode is more active.

Inference
 The survey was conducted to know which mode of job searching responses are more
active.
 As the result shows 76.5% respondents state that online job searching responses are
more active.
 Also 23.5% says that offline responses are more active rather than online.

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 Analysis
 From the above graph it shows that among 34 responses few of them state that online
mode is convenient.
 Online platform is more active and easy to acsses.
 Also few respondents indicate that it’s save much more time ,trust worthy etc.

Inference
 Thus, we infer that 5.9% respondents state that online mode is convenient.
 5.9% respondents state that online mode is more active in job seeking process.
 8.8% state that it less time consuming.

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 Also some respondents indicate that online job seeking saves money.

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 Analysis
 As the result shows 16.7% respondents state that they got opportunity by applying
offline.
 16.7% respondents indicate that offline mode of job searching is trustworthy and also
effective.
 33.3% respondents preferred offline mode of job seeking.

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 16.7% respondents state that its much more time consuming than online .As it need to
through various job searching websites.

Inference
 From this it is understood that some of respondents preferred offline mode of job
seeking because they got opportunity by applying offline.
 Also some respondents indicate that offline mode of job seeking is much more
trustworthy.

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ONLINE 64.7%
OFFLINE 35.5%

Analysis

 The survey result shows that most of the respondents applied for their employment
opportunity through online mode.

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 Only 35.5% respondents state that they applied for their employment position
through offline.

Inference
 Thus, we infer that 64.7% respondents got opportunity by applying online.
 As the result shows that among 34 respondents few of them also got selected by
applying offline.

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YES 85.3%
NO 14.7%

Analysis

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 From the above graph it shows that among 34 responses 85.3% respondents registered
them self in online job searching platform.
 14.7% respondents state that they didn’t registered them in any kind of online job
searching platform.

Inference
 The survey was conducted to know preferences of registering for job purposes in any
kind of online job seeking platform.
 As the result shows that only 14.7% respondents state they didn’t registered them into
any online job searching site.

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 Analysis

 As we can see from the result most of the respondents registered themselves into
online job seeking platform.

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 Inference

 The survey was conducted to understand the role of online

Job searching site .

 As we can infer that online job searching site plays a important role in job seeking
period .
 Also we can state that many companies post their vacancy in many online job
searching platform like shine.com ,Glassdoor , placementindia, Quicker.

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 Analysis

 As we can see from the result during the pandemic online mode plays a vital role in
the livelihood.
 From the above graph it shows that all of the responses state that during pandemic
online mode is much more beneficial.
 34 respondents indicate that online job searching is beneficial during covid19.

Inference
 From the survey we can understood that online job seeking process was most
preferable job seeking process during pandemic.
 Also we can see online job searching got 100% preference.

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ONLINE 76.5%
OFFLINE 23.5%

Analysis
 The survey result shows 76.5% respondents recommend online mode of job searching
.
 23.5% recommend offline mode of job searching.

Inference
 From this it is understood that almost 76.5% recommend online mode.
 Only 23.5% recommend offline mode.
 Online mode help out many job seekers for job searching .

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 Analysis
 From the result it can be state that online mode got the highest rate.
 Among the 34 responses online mode got 67.6%.

Inference
 The survey was conducted to understand how much online mode deserve according
to the respondents.
 By showing the result it shows that 23 responses state that online mode deserve the
highest rate.

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 Analysis
 From the result it shows that offline mode got 2.9%.
 23.5%.
 32.4%
 11.8%
 29.4%

Inference

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 The survey was conducted to understand how much offline mode deserve according
to the respondents.
 By showing the result it shows that the rate of the offline mode varies different rate.

 CHAPTER – 6 OBSERVATION AND FINDINGS

 A survey conducted to understand the preferences of job seeker’s and their behaviour
towards online job searching mode & offline job searching mode , we need to
understand which platform is more popular and helpful according to them.

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 It is very obvious by seeing the result that majority of the respondents preferred online
job searching mode.
 Though it is also visible that 80% of the respondent state that online mode of job
seeking is more helpful.
 Majority of people, i.e., 20% of respondents indicate that offline mode of job
searching also helpful for job seeking process.
 As it observe that most of the respondents ,i.e, 53.3% preferred phone call for
contracting with the recruiter.
 Also 40% indicates that contracting through E-mail also comfortable.
 Most of people, i.e.,77.1% respondents state that online mode of job searching is more
active.
 Also 22.9% indicates that offline mode of job seeking also be effective.
 From the survey it also shows that most of the respondents suggest online mode for
job applying.
 According to the respondents online mode is trust worthy, more active about the
process, less money investment, easy and simple for job searching.
 Most of the respondents also preferred offline job searching mode.
 Offline mode also be trust worthy, few of them got the opportunity by applying
offline mode.

 LIMITATIONS

1. Limited sample size :

The findings of the sample is based on a sample size of 34 candidates. A lower
sample size may affect low statistical power, inflated effect size estimation and low
reproducibility. Small sample size also prevents us from properly estimating and
modelling the populations we sample from. As a consequence, small n stops us from
answering a fundamental yet often ignored empirical question. Small sample size
increases the likelihood of Type II error skewing the results, which decreases the
power of study. If the sample size is small then one has to settle for less conclusive
results.

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2. Lack of prior research on the topic :

There was no prior research particularly in the topic of offline job search. So I
have focused mostly on the online job search process researches. This
Literature review findings were used as the foundation for my project to
achieve my research objectives. Since this is a contemporary and evolving
research problem so I have chosen this topic to work on. I think that this is not
a narrow research topic rather a very important topic from the recruiters point
of view and further researches should be done to improve the shortcomings
derived from this research or any other.
3.

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  CONCLUSIONS

The conclusion is that online process can be associated with the increased use of
certain job-search methods. Nowadays, employers and young job seekers tend to go
online to do job searching in the Internet age. Moreover, most business practices turn
into e-commerce where services can be delivered through the Internet. Both employed
and unemployed workers combine different channels and methods of job searching,
although the most educated people, who have higher levels of training and
professional qualifications, use a greater number of strategies simultaneously and use
predominantly formal methods over informal methods. The online process stands out
as a job-search tool because it succeeds in smoothing markets and eliminating
physical and geographic barriers. Progress in many of the basic computing and
information technologies has been rapid in recent years, and the committee does not
expect the pace of change to slow down in the foreseeable future. While some
technologies are reaching maturity now, many important technologies have enormous
future potential. As more of the world’s information is digitized and more people and
things are networked, the economics of the digital, networked economy will become
ever more important. This includes the ability to make copies of goods and services at
almost zero cost and deliver them anywhere on the planet almost instantaneously.
Furthermore, digitization of products, services, processes, and interactions makes it
possible to measure and manage work with far more precision. Data-driven decision
making and machine learning provide vast opportunities for improving productivity,
efficiency, accuracy, and innovation. Studies have also shown that poor design of E-
recruitment websites can have negative impression on job seeker's attitude towards
the portals and may lead to their reluctance to apply for the jobs posted in such
websites. There is strong empirical evidence about the impact of website design
features such as color, layout, and page loading time and customized search options
on perceptions about quality of the website. It has also been empirically tested in
advertisement research that information delivered in audio-visual mode is considered
to be more engaging and enriching than that delivered in text mode.
Both employed and unemployed workers combine different channels and methods of
job searching e-recruiting is more likely to be used by young, highly educated, white
job candidates than those who are older, less well-educated, or members of ethnic

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 minority groups. Further studies have focused on the wider impact of internet use on
job search practices more generally. A comparison of all job search methods used by
unemployed job seekers who made use of the internet for job search with those who
did not, revealed that the former were more likely to use a range of different job search
methods. The analyses revealed that internet job search was associated with more
intensive job search overall, since internet use supplemented other job search methods;
(just as a study focusing on organisations' use of e-recruitment media showed that such
techniques offered a supplement to, rather than a replacement for, offline methods.
internet to search for jobs had a positive effect both on probability of reemployment
within 12-month period and overall duration of unemployment. In Germany and South
Korea, job seekers who used the internet had respectively 7.1 and 12.7 percentage
points higher probability of being reemployed in the next 12 month.
Duration analysis suggest that job search on the internet has a hazard ratio of 1.17
for South Korea and 1.28 for Germany in the Cox PH model. This means that using the
internet in the job search process increases the hazard of leaving an unemployment
status by 17 and 28 percent over the baseline hazards in South Korea and Germany,
respectively. In the Weibull model the hazard ratios are 1.24 in South Korea and 1.29 in
Germany. These results indicate that job seekers who used the internet had a shorter
duration of unemployment. Overall, our findings indicate the internet has improved the
channels of communication between employers and job seekers. It is a first study that
uses panel datasets to analyze the link between internet use and job search outcomes
while addressing the issue of endogeneity of job search on the internet. Such findings
are in line with studies also report a positive effect of the internet on job search
outcomes. The summary of these studies is presented earlier in the literature review
section.
Policy recommendations emanating from the research findings are largely related to
the facilitation of internet use among unemployed job seekers. The results may be
particularly relevant for policy-makers in the developing countries where internet
penetration rates are yet to reach benchmarks utilized in the
study. Specifically, recommendations may include public policy. This study investigated
how a job seeker self-presentation affects recruiter’s hiring recommendations in an
online communities and what categories of self-presentation contribute to fit
perceptions for obtaining hiring recommendations. The study participants viewed

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potential candidates’ LinkedIn profiles and responded to questions regarding the
argument quality and source credibility of their self-presentations, fit perceptions, and
hiring recommendations. The results show that recruiters make inferences about job
seekers’ person–job fit and person–organisation. 

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  BIBLIOGRAPHY

Primary data has been collected from the field by questionnaire, depth interview, and survey.

And the secondary data are being collected from the below-mentioned links.

https://scholar.google.co.in/scholar?
cluster=1050595979202554443&hl=en&as_sdt=0,5&as_vis=1 [ Date :26/1/21]

https://www.jagranjosh.com/articles/how-to-find-a-job-without-using-internet-1501657473-1
[ Date : 26/1/21]

https://www.academia.edu/40217359/Importance_of_Online_Job_Portal [Date : 25/1/21]

https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/online-job-
searching-doubled.aspx [ Date : 27/1/21]

https://siasah.com.my/best-strategies-for-online-vs-offline-job-search/#:~:text=Finding%20a
%20job%20online%20offers,one%20in%20a%20different%20state [ Date :23/1/21]

https://www.questionpro.com/blog/research-design/ [Date : 21/1/21]

https://www.hrkatha.com/hr-tools/online-vs-offline-recruitment-practices-which-is-better/
[Date : 23/1/21]

https://www.researchgate.net/publication/5215695_Job_Search_Methods_and_Outcomes
[ 21/1/21]

https://www.slideshare.net/irjetjournal/irjet-online-job-portal [Date : 19/1/21]

https://link.springer.com/chapter/10.1007/978-3-030-45002-1_32 [Date : 20/1/21]

 ANNEXURE

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 QUESTIONNAIRE

1. Name

2. Age
(a) 21-26
(b) 27-32
(c) 33-38

3. Gender
(a) Male
(b) Female
(c) Prefer not to say

4. Occupation

5. According to you, which mode is more helpful for job seekes?

(a) Online
(b) Offline

6. What is your preferred way of contact?

(a) By E-mail
(b) By Phone
(c) No preference

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7. How did you hear about your job vacancy?
(a) Company website
(b) Job searching website (Linkedin, Indeed, Glassdoor)
(c) Friend/ Family/ Colleague
(d) Campus Recruitment
(e) Other

8. Which mode of job searching responses are more effective?

(a) Online
(b) Offline

9. If Online, Why?

10. If Offline, Why?

11. By which mode you applied for this position?

(a) Online
(b) Offline

12. Have you registered yourself in any kind of online job search platform?
(a) Yes
(b) No

13. If yes, please mention them.

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14. Do you think online Job searching process is more beneficial inn the period of
pandemic?
(a) Yes
(b) No

15. Which job searching mode would you like to recommend others?
(a) Online
(b) Offline

16. According to you, Online job searching mode deserves:

o 1
o 2
o 3
o 4
o 5

17. According to you, Offline job searching mode deserves:

o 1
o 2
o 3
o 4
o 5

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