Journal of Critical Reviews

ISSN- 2394-5125 Vol 7, Issue 5, 2020

Review Article

EFFECTIVENESS OF E-RECRUITMENT FOR MAN POWER SELECTION PROCESS

B. Akila1, Dr.S.Vasantha2, Dr. P.G. Thirumagal3
Research Scholar Ph.D. (Part Time), School of Management Studies, Vels Institute of Science, Technology and Advanced Studies
(VISTAS), Chennai.akilabalakrishnan3@gmail.com
Corresponding AuthorProfessor, School of Management Studies, Vels Institute of Science, Technology and Advanced Studies
(VISTAS), Chennai, vasanthaa.sms@velsuniv.ac.in
Associate Professor, School of Management Studies, Vels Institute of Science, Technology and Advanced Studies (VISTAS),
Chennai.tmagal@velsuniv.ac.in

Received: 05.01.2020 Revised: 24.02.2020 Accepted: 19.03.2020

Abstract
Today’s the world is fully connected with internet. Right from small kids to till the elders all of them use internet for their daily
needs.Though there are many fields in the usage of internet, usage of internet in MNC’s is outstanding. Since them works according to shift
timing the usage of internet gives them hand. After the launch of IT infrastructure the working function of recruiters and other manager
level people’s work has doubted. So obviously they are in dilemma to usage internet. In other words they need the support of internet. The
role of HR department are linked with the help of IT for administrative process. Such by doing so, there is increase time consuming by
speed in transactions and decrease in information errors. Thus through the entry off.

Keywords: Recuriment, It Infrastructure, Administrative Process, E Recruitment, Job Portal, Effectiveness

© 2019 by Advance Scientific Research. This is an open-access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/)
DOI: http://dx.doi.org/10.31838/jcr.07.05.57

INTRODUCTION: their education and qualification. By doing so, fraud

Internet is the biggest platform in recruiting the right candidate. advertisement and fake agencies are reduced. It is in the hands of
Either it can be online recruitment or E recruitment it undergoes the jobseekers to enquire once a twice before they could spend on
some technology and other web based resources which includes it. Companies reundertake their online portals during every new
designing, attuning and helps to their new man power. Separates opening. It will be easier for the jobseekers to get updated without
practices were given by the organizations to enhance the usage of any queries. It is the wish of the jobseekers whether they must be
technology in order to attract prospective people. This helps the a part of a firm or not. Thus the website of an organisation seems
job seekers to directly apply into the company website for new to be official and considered to be an essential element of e-
openings. This finally results in reduction of time, work pressure, recruitment.
cost and saves assets. The main aim of e-recruitment is to create
online job portals which lead to quality of the applicant, helps to
see the job openings of specific organization, to know the job
status and also to ease the sharing of resources.
Either e-recruitment or Online Recruitment, it is the
process/steps to hire a suitable candidate for the vacant position
using electronic devices and other social media companies make
use of internet to reach large number of job seekers in order to
hire the best talented person at less cost which is compered to
physical recruitment process. These process covers the entire
cycle of recruitment like screening, souring, interviewing and
hiring them as per the job requirement with more effectively and
efficiently. Job vacancies of an organisation will be posted in the
(WWW), where the jobseekers can easily find out job according to

➢ Web Technology
➢ Company
Websites
➢ Social
Networksites
➢ Email
➢ CV database
➢ Online Job Portals
E – Recruitment
➢ Quality of Applicants ➢ Reduction in Timing ➢ Screening
➢ Wider choice of ➢ Reduction in cost
candidate ➢ Reduction workload ➢ Interviewing
➢ View all job vacancy ➢ Reduced Recruitment
➢ Search for job by title cycle ➢ Assessment
➢ view job status ➢ Consistent
➢ Search for job by Recruitment Process ➢ Selection
vacancy number

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 EFFECTIVENESS OF E-RECRUITMENT FOR MAN POWER SELECTION PROCESS
Analysis of the Literature:-
➢ Cost per candidate is reduced when compared to physical
recruitment process.
➢ Worldwide coverage candidate can be recruited from any
part of the world.
➢ Advantage for both the jobseeker and the employee
candidate can find out an organisation through World Wide
Web. Same like employer can find out the candidate through
the CV uploaded.
➢ Need not spend much time to fill up the candidate.
➢ Suitable candidate for suitable opening can be selected and
recruited through E-recruitment by matching candidates CV
based on the job profile.
➢ Recruitment process has become more methodical/
systematic to record the details of the applicant. Thus
recorded details will be referred for later usage.
After the introduce of E-recruitment software, entire recruitment
process has become automated. Recruitment Management System
is a portal that involves each steps taken in the recruitment
process to be atomized.
Is Online Recruiting a Priority?
A recent survey indicates that even though online recruitment is
being practiced widely, it hasn't assumed great importance. The
respondents of the survey are divided in their opinions as to why
online recruitment hasn't gathered full momentum. The survey
reveals that close to 35% of respondents consider it be a viable
alternative to direct recruitment. On the other hand, 26% of
participants think it otherwise. Another 10 % emphasized the
need to assess the effectiveness of only online recruitment and a
small group of respondents ( about 5 %) feel that online
recruitment should be given less importance.
Features of Your Recruiting or Jobs Web Page
The survey takers on their jobs webpage 89% of Job Descriptions,
63% of Resume delivery and 62 % of Application form.
Journal of critical reviews
“Parry and Wilson states that recruitment includes those practices
and activities carried out by the organization with the primary
purpose of identifying and attracting potential employees”.
REVIEWS ON LITERATURE:-
AVINASH S.KAPSE (2012)(1)has given a detailed study on e-
recruitment with an issue that had been faced for the past ten
years. The authors found that considering the help of internet is
the latest tool in hiring a candidate. Author has divided the
recruitment in two types, 1. Corporate web site for recruitment
and 2. Commercial job brands for posting job advertisement. The
set of rules followed in recruitment is connected with traditional
methods which the work will be faster and universal. Author
criticize Dr. sayal by saying that when a company receives 2000
application for two vacant deep – screening process of
methodology is not possible. While they source candidate through
other methods like placement, internal search(reference) has a
personal touch. While undergoing this process, they come across
huge application and these won’t be enough time to go through all
those things. On the other hand, it helps the HR team to
communication with the candidate and easier for them to screen
the talented candidate through both physically and mentally. Job
portals are the most impressive and easiest tool used by MNC’s to
smoother work balance in recruitment towards competitive
world. Finally the author concludes by saying that this system
helps for the betterment of traditional recruitment with cheapest
cost. The juxtapose between these two platforms helps both the
job seeker and employee to construct very good platform.
AAKASH GOPALIA (2012)(2)given an overall view of advantage
of using internet to select people with reference to tesco. These
online recruitment and selection process reaches many industries
and students who does internship project. Tesco method of
recruitment helps to reduce admin cost, reduces time in hiring,
increases market image inorder to attract right candidate.
Organizations have taken steps to make their HR team to accept of
act in recruitment, selection, personality development etc. Online
recruitment helps to share speedy information, expose company
reputation, and improve the quality of candidate. Finally
Aakshgopalia concludes by saying that Tesco recruitment has
helped to find and build a theory for further approach. It has been
clearly drafted that internet recruitment is effective and saves the
cost and reduces time and also helps at critical circumstances.
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Kamalasaravan (2019)(3) has made an study on the effectiveness
of job portal & networking sites recruitment. In this study he
shares a real images or real work life balance of the employees in
an organization. In another word you can also say as the
problems/ issues faced by the employees who works in a
recruitment team.In many MNC’s they conduct a telephonic
interview to filter the candidates through communication. But on
the other hand this process should not be encouraged. Instead
theycan directly move for face to face interview to build a good
candidates. Dr.S. Kamalasaravan says that recruiters sources
candidates from job portals and also through some reference.
While referring such candidates they gets an incentives but if the
candidate relieves from that organization, the person who
referred the candidate must make a replacement. Such by doing
this employees are pushed to pressure. To avoid this kind of
situation, job portals & networking sites gives hand. Finally in this
study, he gives some suggestion which the MNC’s must undertake
to development the recruiting team or working employees. He
agrees that while the technology is growing in high speed, usage
of job portals and networking has a separate value. To develop
mone sites, separate training has to be given to the recruiters.
NATIA SULTANA (2018)(4)now a days more countries launches
in India and such MNC’s depends more on Internet with the help
of human resources team. As the days goes faster and better,
MNC’s prefer online recruitment through social media which
reaches multiple of people at a time. Through that selected profiles
get attracted and work is made easier to choose the candidates
from a deeper pool. The usage of technologies knowledge, web
based sources for souring, screening, filtering cross examining
helps to choose the best candidate with lower cost and reduces
work load. This kind of selection attracts more passive job seekers
and also increases preference of an organization. Recruitment has
grown in screening process. So an organization must look keenly
about the growth of an organization to make a work easier, steps
to solve and faced problems
NAVDEEP KUMAR(2010)(5)says that internet allows every
organization to reach number of mobs very easily end effectively.
The author has identified about positive applicant who brings
awareness of individual interest in their career, usage of time and
also by refreshing their friends. Finding while communicating
with possible applicants. The advantage of internet are as follows.
➢ Att.raction of an organization
➢ Searching for organization
➢ Following traditional method in recruitment gives
more benefit to the organization. These kind of benefits suits for
corporate recruiting where they recruit bulk number of mobs. So
by using their own company website, they post vacant position
with cheaper cost than traditional and communication.
PIANA MONSUE MINDIA & KAGIMUL HOQUE (2018)(6)has
made a study on the effects of E-recruitment and internet. The
case what they have analyzed gives the information on the life of
youngsters who are in search of new job and their usage of job
portals in internet and also the improvement in technology. When
there is a development intech obviously there is a share in E-
recruitment which is a center for MNC’s to fill the candidate’s
accordance with position. As a result the usage of online sites are
impressively increased. The author has differentiated the
advantage and disadvantage of e-recruitment. Where he says that
it is a kind of an attraction for external candidates. So by the
introduce of e-recruitment and internet, youngsters has shown
some interest which helps them to save time and update their job
as per their qualification and experience. They can edit or update
their information whenever they needed.
In this year 2019 Sulaiman Saleh Alateyah(7), researches
regarding e-recruitment as a competitive tool. The current
knowledge of e-recruitment mechanisms that affects firm
Journal of critical reviews
performance based on the dynamic capability’s perspective and
the view of a hierarchy of capabilities. Peoples have been steadily
tuning to the web to improve their knowledge and skills as well as
for career development. Job seekers are increasingly using web
2.0 services. System recommended to the candidates job positions
that better fit his profile and available job positions .technologies
main aim of recognizing attracting, and choosing potential
employees. Researches have built on Penrose’s insights and the
RBT evolved. HR system focus should be customer oriented cost
efficient, innovative and flexible to identify priorities and
adapt to the organization need.
SAYEL (2018)(8)made a study on online recruitment which was
adopted by many organizations. That adopted process brought
trend in present recruitment process. The case study made by him
helps to analyze the usage and practice of recruitment methods.
Benefit of the problems and challenges faced by the recruitment
was solved and it increased the scope in the recruitment process
of a company. He says that e-recruitment process using
technology and web-based resources leads to interview and select
the potential candidate. The biggest advantage of e-recruitment
according to Dr. Sayal is that it will be costlier, communicates
without error, vide range of search, candidate from deeper pool
will be reached in shorter time. So that the it reduces the work
pressure of the employee.
When we focus on the traditional method, it talks about the in-
depth screening process of a candidate. ie, in present scenario
there are many more youngsters who are in search of new jobs.
With reference to that there are 2000 applications to fill up the
two vacant position in a company. To give hands in this type of
situation, job portals helps the employees to maintain a record.
This helps to choose a person when there is another opening. This
process consume time without the usage of internet. Dr.Sayal also
feels that, modern way of e-recruitment builds a bridge with the
interlink of job portal. He also says that e-recruitment should not
be replaced by old traditional style. Because it mixes with physical
boundaries and looks for a talented work force platform which
stay there for long time.
July 2018 P.SIVASANKARI(9) made a study on E-recruitment
which is similar to online recruitment with reference to web based
technology. In present scenario, MNC’s make use of internet
inorder to grab the attention of the youngster. Through job
posting reaches many mobs through messages in social media. As
a result of it, once the candidate is selected he/she must undergo
various critical situation. Based on the experience some gets
transfer and moves to another place. Thus E-recruitment goes
ahead by achieving its goal through its behavior and cultural
change.
In this year 2013, Ms D.shahila(10) has recruit the process in
highly competitive in labour market. E-recruitment is the latest
trend in the recruitment process and it has been adopted in many
organization. Challenges and issues of e-recruitment is increasing
scope in the recruitment process of a company. The pedagogical
objectives are to understand the trends and practices, to compare
the traditional recruitment process, to analyse the potential of e-
recruitment interchangeably. These study ensure to improve
corporate image and profile, reduce costs and administrative
burden.IES survey reported that out of the 50 organizations
surveyed a large proportion were using online application forms.
Hiring pipeline, screening, interviewing is often fairly unreliable
at separating the good candidates from the bad mismatch between
occur that is good candidates are available , job vacancies aren’t.
Finding the recruitment covers the activityof employers,
recruitment agencies and perspectives employees such as
companies and individuals using social networks.
The structural model was examined to evaluates the
hypothesized relationships among the research. Screening the
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study results, discussion and managerial implications have been
explained demonstrating the future research. Recruitment access
casualty between two variables. Finding the e-recruitment plays
an important role of improving firm performance and to attract
new job seekers and effects of firm performance throw HR
capability.
The employers and the aspirants to be recruiters are flocking to
job-sites is due to success factors-
Subhashree and Vasantha (2020) (11) made a study on Influence
of IT Infrastructure and IT Expertise on E-HRM Adoption by many
organizations. These EHRM adaption reaches many industries and
IT infrastructure built in a company. Using the tendency to adopt
eHRM with the help of HR department the employees selection to
adopt with the organization. Finally subhshree concludes by
saying that eHRM adoption was an organization will be higher.
Bhuvana and Vasantha (2016)12 have identified the dimensions
associated with ICT (Information and Communication
Technology) assessed by the rural people in the society. Bhuvana
and Vasantha (2017)13 have used Technology Acceptance Model
for their research study to build the conceptual framework on
utilizing Mobile banking services by the people living in remote
villages. Bhuvana and Vasantha (2017)14 have determined that
perceived usefulness is the most dominating factor among
Information and Communication Technology (ICT) towards using
Mobile Banking services. Bhuvana and Vasantha (2017)15 have
measure that the demonetization of higher value currency notes
have played a dominant role in using ICT based banking services.
Bhuvana and Vasantha (2019)16 have made an examination on
using Mobile Banking Services by the people living in remote
villages. The authors have adopted TAM2(Technological
Acceptance Model) for their study. Bhuvana and Vasantha
(2019)17 have measured that Direct Benefit transfer (DBT)
through ICT acts as a mediating variable between the attitude and
behavioral intention of the rural people for assessing banking
services. Bhuvana and Vasantha (2020)18 have determined that
Behavioral Intention for accessing e-governance services among
the people from remote villages with the mediating effect of ICT.
The authors have highlighted that ICT increases the building
blocks for the rural development.
CONCLUSION:-
After verifying many articles, researches, It is submitted that there
is a fastest growth in adoption of e-recruitment and Internet. This
study is an attempt to make the researches understand the
selection process that takes place in manpower solution. All the
authors concludes with one point that e-recruitment is effective
when compared to other kind to methods in recruitment. Even I
too agree with that same point and there are some slight changes
Journal of critical reviews
Value-added services
Increase in number of products
Modular, cost-effective, customized solutions
Relationship management programme with HR
managers
Focus on brand building.
that has to be changed. If those things are made e-recruitment will
be considered to effective and efficient.
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