UNIVERSITY OF ASIA PACIFIC

Assignment on
“Online Recruitment and Selection is Very Cost
And Time Effective”

Submitted to
Md. Musharrof Hossain
President, Federation of Bangladesh Human Resource Organizations (FBHRO)
and President, IPM Bangladesh.

Submitted by
Course Name: Human Resource Management
Course Code: HRM 502
MBA (Master of Business Administration)

SL No. Name Reg No.

01 Md. Moshiur Rahman 21306019
02 Chayan Sarker 21306022
03 Mahfuza Akter Sumi 21306004
04 Md. Azizul Hakim Chowdhury 21206044
05 Md. Rashedul Islam 21206045

Submission Date: January 16, 2023

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 Table of Contents
1.0 Introduction ………………………………………………………………………….… 01
1.1 Review of Literature ……………………………………………............................... 02
2.0 Professional Research on the topic…………………………………............................... 03
2.1 Objective of The Study ………………………………………………………….…. 03
2.1.1 What is e-Recruitment …………………………………………………….……… 04
2.1.2 Difference between e-Recruitment and Traditional Recruitment……………….... 04
2.1.3 Online Recruitment Process………………………………………………………. 04
2.1.4 Criteria for Effective e-Recruitment…………………………………………….... 05
2.1.5 General Process of e-Recruitment…………………………………………............ 05
2.1.6 Benefits e-Recruitment and Traditional Recruitment……………………………... 06
2.2 Limitations …………………………………………………….................................. 06
3.0 Methodology ………………………………………………………................................ 07
3.1 Sources of Data ……………………………………………………………………... 07
4.0 Data Analysis ………………………………………………………............................... 07
4.1 Preference of Online Recruitment Among Recruiters …………................................ 07
4.2 Acquired Data and Interpretations …………………………………………………. 08-12
4.3 Perceived Advantages of Online Recruitment …………………................................ 13
4.4 Results of the Research ……………………………………………………………... 13
5.0 Summary, Conclusions and Recommendations ……………………………………….. 14
5.1 Summery of the Findings ………………………………………............................... 14
5.2 Recommendations ………………………………………………………………….. 15
5.3 Conclusion ………………………………………………………………………….. 15
References…………………………………………………………………………………... 16

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 Abstract

At present organizations are becoming more online-dependent while dealing the human resource
management activities. Today companies prefer online-recruitment media to attract and pick the
best suit from a pool of potential candidates. Some advantages are ensured and some problems,
too often faced by the organizations during depending on online recruitment. Addressing the
effectiveness of online recruitment and generating the solutions for overcoming the current
difficulties of online recruitment is key focus of our study. Some variables are identified to evaluate
the usefulness of online recruitment to the recruiting organizations. The study not only identified
the efficacy of online recruitment but also discover the stage of recruitment in which organizations
get more benefits through using the internet.

In this paper we are going to do a comparison between online recruitment processes with
traditional recruitment process and also, we are going focus on what are the benefits of online
recruitment over traditional recruitment and also, we discuss about what are the methods of e
recruitment with its process

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1.0 Introduction

Recruitment is a process of attracting the potential people towards the organization. And selection
is a process by which organization try to nominate candidates and then select the best people for
the organization. Recruitment can be done through online and offline. Choosing the best
employees from a wide pool of applicants is one of the difficulties for any firm. The probability
of a successful business depends not only on the financial gain but also on how the organization
develops and combines its human capital. Recruitment is considered as an important part of human
resource (HR) management since it executes the vital function of bringing the most significant
resource -human capital into the organization” (Barber, 1998). Due to globalization and
technological advancement, nowadays organizations depend on online recruitment. Online
recruitment is becoming more popular than traditional recruitment practices, even in
underdeveloped nations like Bangladesh.

Online recruitment typically specifies the use of technological knowledge and web-based capitals
for inviting, screening, cross-examining and choosing the best candidates. To reduce workload and
reach a diverse pool of candidates, organizations prefer online recruitment. Online recruitment as
a media of bringing effectiveness and efficiency for the employers in finding the right candidates
for the right positions said by Khan et.al., (2013).

The focus of this report is to analysis the effectiveness of online recruitment and selection for the
recruiters of Bangladesh and their cost.

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1.1 Review of Literature

Ghani Faiyyaz, (2014): This research paper stated that every organization has a specific objective
and these objectives can be achieved only when all the resources are put to maximum use. Internet
is one such important tool which helps an organization to inform, attract and retain the potential
employee. Internet has the changed the outlook of the human resource department.

Benjamin B. Aguenza1, Ahmad Puad Mat Som (2012): The purpose of the study is to
investigate the relevance of collaborative technology such as social networking to employee
productivity in the workplace. The conceptual paper examines positive and negative perceptions
of social networking sites, provides the relationship between social networking and employee
productivity and examines whether social networking are capable of increasing the levels of
employee performance and satisfaction.

Sandra Abel, May (2011): The author studies the extent to which the use of Social Networking
Sites leads to effective recruitment. The author established a research model in order to find
relationships between the qualities of Social Networking Sites and effective recruitment.

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2.0 Professional Research on the topic

2.1 Objectives of the study

This study will provide the recruiters a view of the full benefit of online recruitment practice in
Bangladesh. Before making a job advertisement, recruiters consider some recruitment media to
place the ad. The new business entrants will receive a recommendation from the study about the
online recruitment effectiveness in present days of Bangladesh. The recruiting companies will be
able to know what recruitment process has been improved and what hasn’t been. In Bangladesh,
the most improved stage is screening stage. So, the recruiters can undertake steps for making other
recruitment stages more improved and efficient. Along with this, when the human resource
department will desire to make new policy for improving the recruitment stages, this study is
supposed to guide them showing which stage needs to be focused more and what problems are
generally faced by the employers. Some generated solutions may guide the new policy making as
well.

The broad purpose of this study is to analyze the effectiveness of online recruitment to recruiters.
Specific purposes of the study are:

• To identify the preference of online recruitment media

• To explore the perceived advantages of online recruitment
• To assess the improvement of recruitment process
• To find out the problems recruiters face and generate solutions

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2.1.1 What is E-Recruitment?
Online recruitment is the use of online technology to attract and select the candidates by using this
process. In this process companies create their own websites and use social media as a platform to
advertise their vacancies to public. Now a days we can see that many organizations are using
internet as a source to recruit people. Organizations will post a notification regarding vacancy
alternatively if the jobseeker is eligible for the post, he can upload his CV through company’s web.

2.1.2 Difference between Online Recruitment Process and Traditional

Recruitment Process

There is huge difference between online recruitment process and traditional recruitment process.
Some of them are discussed below: Traditional recruitment process: In this process one of the
method the organizations use is using newspapers as a medium to communicate about vacancies
in their organization. The other method is using local employee office for posting vacancies which
will affect the organization financially. And also, they use temporary employment agencies to find
the people who are suitable for the job.

2.1.3 Online recruitment process

In this e recruitment process the smartphone plays a vital role in communicating with people
through online by providing company portals. The other thing is usage of social media through
social media companies engage with people. And also, now a day’s event recruitment has become
a trend that is companies increase their brand value through sponsor events.

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2.1.4 Criteria for Effective e-Recruitment

• Before implementing the e- Recruitment system, all the companies should take into
consideration the ROI (Return on Investment). Return on investment (ROI) should be
calculated to compare the costs and risks. This calculation helps to find out how much the
company will benefit out of it.
• Companies should follow recruitment policy, such that it can easily get adapted to the
market changes. The policy should be clear and each and every point has to be included
and prioritized accordingly.
• At most consideration to be given for the unemployment rate, labor turnover rate. The
complete process of e- Recruitment depends on the candidates available in the market and
also time limit should be taken into account for every single vacancy filling.
• Precautions to be taken for resume screening. Words that discriminate gender, age, religion
etc. to be avoided and 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.

2.1.5 General Process of E-Recruitment

Identify current needs of employment in the organization Posting the advertisement of job vacancy
on job board (online) Managing the response (applicant database) Shortlisting the applicant
according to job specification Arranging and conducting online interviews Decision making
regarding further process.

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2.1.6 Benefits of E-Recruitment Process over Traditional Recruitment Process

One of the major advantages is time saving that is by the usage of internet we can reduce our paper
work and also, we can give postings at any time by being anywhere through the access of internet
We can use social media to attract the eligible people to apply for the job by giving the strong
content regarding the organization. We can minimize the hiring cost by this method by eliminating
travelling expenses, third party recruiter fees. So, in replacement we are using software which will
be free of cost by just a one click away. Through e recruitment we can easily get notified by the
people about our postings within a few minutes of time. It can also shorten the process of hiring
time by screening, filtering and sorting the applications. It is easily accessible because job ads are
released through social media. There will be a scope to find the large number of candidates locally
and abroad. There will be a chance to highlight our company’s brand, identity and values there
will be filtration method to sort out the candidates who are eligible for the required post and can
be filtered according to the age, experience, and many more. The process of recruiting the
employees is much easier and flexible and also it is very easy to use. Moreover, the cloud-based
feature has made it much easier by storing all the data in the database.

2.2 Limitations
The study is based on a limited survey where the survey is conducted on the recruiters of a few
industries of Bangladesh. There are many more industries like Banking, Fast Moving Consumer
Goods (FMCG) sectors where the practice of online recruitment is established. The viewpoints of
the recruiters of these industries have been overlooked here.

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3.0 Methodology

3.1 Sources of Data

The study involves both qualitative and quantitative techniques. This is mixed-method research
with a cross-sectional design. The mixed-method technique was adopted since the study's research
issues call for both inductive and deductive thinking. Semi-structured interviews of HR managers
were conducted, while questionnaires were used to collect data from HR team members of
different HR departments.

Out of 152 responses 83.6% respondents have attend the online interviews which was more than
expected.

4.0 Data Analysis

4.1 Preference of Online Recruitment among Recruiters

The recruiters are asked about the preference of different recruitment media while recruiting.
Following chart shows the result:

This is observed that a large proportion (51%) of recruiters prefer social networking sites, about
42% recruiters prefer company websites and 46% of the recruiters prefer online job portals as
recruitment media. Some significant proportion prefers the word of mouth and personal referrals
as effective recruitment media. There is very a trivial percentage that prefers traditional
recruitment media.

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4.2 Acquired Data and Interpretations

Some questions about online recruitment have been asked on various job candidates and based on
their answer the data was gathered on. Those questions and interpretations are:

1. Have you attended online interview?

Respond 127 or 83.60%, not respond 25 or 16.40%

16.…

83.60%

respond not respond

Interpretation: Out of 152 responses 16.40% (25) of respondents have not attended an
online interview before and 83.60% (127) respondents have attended online interviews.

2. How many online interviews have you attended?

Respondent’s % of respondents
0 to 3 119 78.30%
4 to 6 29 19.10%
7 to 9 2 1.30%
Above 10 2 1.3%

1.30% 1.3%

19.1%

78.3%

0 to 3 4 to 6 7 to 9 above 10

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Interpretation: Out of 152 responses 78.3% (119) respondents attended 0-3 interviews,
19.1% (29) respondents attended 4-6 interviews, 1.3% (2) respondents attended 7-9 interviews
and 1.3%(2) respondents has attended above 10 online interviews.

3. Do you prefer online interview over face-to-face interview?

Yes 82.20%
No 17.80%

17.80%

82.20%

Yes No

Interpretation: Out of 152 responses 82.2% respondents choose online interview over face-to-
face interview, and 17.8% respondents choose face to face interviews.

4. If you pick the reason to why you choose?

Respondents % of respondents
Less stress 72 54.1%
No need to travel 83 63.90%
More confidence 63 47.40%
Able to present well 2 1.50%
Various other aspects 1 0.80%

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 Various other aspects
1

Able to present well

2

More confidence
63

No need to travel
83

Less stress
72

0 10 20 30 40 50 60 70 80 90

% of rspondnds respondens

Interpretation: Out of 152 responses 133 respondents chose online interview over face to face
interview from the following reasons: Less stress: 54.1% (72) respondents feel Online
interviews are easy, No need to travel: 63.9% (83) respondents, more confidence: 47.4% (63)
respondents, Able to present well 1.5% (2) respondents and various other aspects 0.8%(1).

5. Are you satisfied with E-recruitment?

Respondents % of respondents
Satisfied 66 43.40%
Slightly satisfied 75 49.30%
Slightly dissatisfied 8 6.30%
Dissatisfied 3 2%

6.30% 2%

43.40%

49.3%

satisfied slightly satisfied slightly dissatisfied dissatisfid 10

Interpretation: Out of 152 responses 43.4% (66) respondents are satisfied, 49.3% (75) is
slightly satisfied, 6.3% (8) are slightly dissatisfied and 2% (3) is dissatisfied with E-
recruitment.

6. Do you think all organizations should move to online recruitment?

Should move 69.70%

Should not move 30.30%

30.30%

69.70%

Yes No

Interpretation: Out of 152 responses 30.3% candidates think that all organizations should not
move online recruitment and 69.7% respondents want all organizations to move to online
recruitment.

7. Does e-recruitment lead to placing right people to the right job?

Respondents % of Respondents
Yes 70 46.10%
No 19 12.50%
May be 63 41.40%

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 41.40% 46.10%

12.50%

yes No May be

Interpretation: Out of 152 responses received 46.1% (70) respondents believe E-

Recruitment leads to placing the right person for the right job, 12.5% (19) respondents
believe it doesn’t lead to placing the right person for the right job and 41.4% (63) respondents
are not sure whether E-recruitment places the right person for the right job.

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4.3 Perceived Advantages of Online Recruitment

Analysis of the case on the effectiveness of online recruitment identifies some positivity. Some
case suggests that use of online recruitment is effective. Various case reveals various pros of using
online recruitment and selection.

Time to hire: Online recruitment saves time to hire that is perceived in the case of Tesco. With
the help of online recruitment and selection process

Recruitment and Administration Cost: Online recruitment and selection procedure also saves
cost of recruitment and administration recruitment.

Competitive edge: It is also revealed that use of online recruitment and selection also provides a
competitive edge to the firms.

Speedy Data collection: Online recruitment and selection also helps in terms of gaining
advantages on the basis of speedy data collection regarding candidates.

4.4 Results of the Research

We have done research and has found that most of the job seekers prefers online recruitment
rather than regular recruitment because it is easier, less time consuming and cost effective. Internet
e-Recruitment services including e-Recruitment websites and job search engines used to gather as
many candidates as possible by advertising a position over a wide geographic area. In addition,
social network sourced e-Recruitment has emerged as a major method of sourcing candidates.

Online recruitment and selection process is the method to recruit and select people through the use
of internet. Overall research data indicates that online recruitment and selection is effective in
terms of time to hire reduction, recruitment and administration cost saving. Apart from this, it is
also identified that online recruitment is also effective in terms of developing competitive edge for
the firms by developing market image and attaining quality candidates.

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5.0 Summary, Conclusions and Recommendations

5.1 Summery of the Findings

Figure: Results of the study

The respondents were asked to identify what recruitment media they prefer for urgent recruitment.
A very few respondents opined that online recruitment is the best. Most of the respondents think
that using online recruitment media is okay for the time being, but it needs to be improved. Many
respondents argue that there is lack of personal interaction while using online recruitment media.
The problem that is stated most by the respondents is the applicants often do not provide authentic
information. Again, the respondents feel that online recruitment takes much time to pick the best
candidates for interview from a broad pool of applicants. Sometimes candidates apply for positions
that do not suit their qualifications which may lead to consumption of time of the recruiters.

The respondents suggested a few ways to overcome the problems. They think there should be an
automated filtration tool to screen the application without much time and effort. Some also suggest
introducing Skype interview to advance all stages of recruitment.

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5.2 Recommendations

Some recommendations have been proposed after analyzing the fact and findings here:

• The online recruitment media should advance their tools by providing some auto-filtration
techniques so that perfect candidates can be chosen quickly and easily.

• The organizations should practice the use of online recruitment in all stages of recruitment
process.

• There should be a clear feedback system between the recruiters and applicants while using online
media of recruitment.

5.3 Conclusion

Many of the organizations are becoming online-centric day by day. So, this is necessary for the
new entrants to understand the effectiveness of online recruitment regarding different dimensions.
The study focused on showing the effectiveness of online recruitment in terms of preference of
different media among employers, perceived advantages as well as improvement in different
recruitment stages. This is observed that very insignificant number of recruiters prefer traditional
media, word of mouth and referrals for employee recruitment. The perceived advantage analysis
showed that online recruitment is effective regarding speed, cost, time, and accessibility, reducing
workload, reaching to a large pool of candidates, meeting specified requirements, attracting
passive job seeker and increasing organizational performance. Another finding presented that the
recruitment has been improved most in the screening stage. So, the organizations should be
concerned about how they can utilize the benefits of online recruitment in other stages of the
recruitment process to make the recruitment process easy, flexible and convenient. They should
undertake proper steps to solve the faced problems in recruitment process.

In future, researchers can further work on proposing a system to accelerate the online recruitment
effectiveness in other recruitment stages, and to do investigate whether online recruitment is filling
the gap between recruiters and job seekers.

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References
Arthur, D. (2001). The employee recruitment and retention handbook.
New York: AMACOM Div American Mgmt Assn.

Awang, M. G. (2013). Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue

the Jobs. Management & Marketing - Craiova , Vol. 11, pp. 47-57.

Barber, L. (2006). E-recruitment Developments. Brighton: Brighton: Institute for Employment

Studies.

Cober, R. T. (2004). Recruitment on the Net: How Do Organizational Web Site Characteristics
Influence Applicant Attraction? Journal of Management , Vol. 30, pp. 623-646.

Galanaki, E. (2002). The decision to recruit online: a descriptive study. Career Development
International , Vol. 7, pp. 243-251.
Hausdorf, P. A. (2004). Firm Size and Internet Recruiting in Canada: A Preliminary Investigation.
Journal of Small Business Management , Vol. 42, pp. 325-334.

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