Jhanvi Project Report MBA

International Centre for Cross Cultural Research and Human
Resource Management
ICccR & HRM
University Of Jammu
Summer Internship Project Report on
“ANALYSING E-RECRUITMENT PROCESS”
SUBMITTED BY: JHANVI HEERA
UID: 0003MBIB21
In partial fulfilment for the award of the degree of
Masters of Business Administration (International Business), University of Jammu
pg. 1 ANALYSING E-RECRUITMENT PROCESS

STUDENT’S DECLARATION
I undersigned, Jhanvi Heera, a student of University of Jammu, declared that Summer
Internship project titled “Analysing E-Recruitment Process” is a result of my own work and
my indebtedness to other work publications, references, if any, have been duly
acknowledged. I also declare that this project work is towards the partial fulfilment of the
university regulations for the award of degree of Masters of Business Administration
(International business) by University of Jammu. I have undergone a summer project of six
weeks. I further declare that the preparation of this project is based on my personal findings,
several visits of the organization, interaction with the officials /employees/retailers. I further
declare that this project has not been submitted for the award of any degree/diploma from any
other university/institutions.
NAME OF THE STUDENT: JHANVI HEERA
SIGNATURE: Jhanvi Heera
UID: 0003MBIB21

PROJECT COMPLETION CERTIFICATE
This is to certify that the dissertation report titled “Studying the application of E-Recruitment
by HR Professionals” submitted by JHANVI HEERA student of MBA IB (2021-23) for the
partial fulfilment of the MASTER IN BUSINESS ADMINISTRATION (INTERNATIONAL
BUSINESS), embodies the bonafide work done by her under my supervision. I also declare
that this dissertation report is a result of her effort.
Deepak Kashyap
(TRAINER)
EXCELLENCE TECHNOLOGY, MOHALI

ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without meaning a word, on the
other hand one can make a simple expression of gratitude”
I take the opportunity to express my gratitude to all of them who in some or other way
helped me to accomplish this challenging project in EXCELLENCE TECHNOLOGIES,
MOHALI. No amount of written expression is sufficient to show my deepest sense of
gratitude to them.
I am extremely thankful and pay my gratitude to MR. DEEPAK KASHYAP for their
valuable guidance and support on completion of this project in its presently. I am very
thankful for his everlasting support and guidance on the ground of which I have acquired a
new field of knowledge.
A special appreciative “Thank you” in accorded to all staff of EXCELLENCE
TECHNOLOGIES, MOHALI for their positive support.
I express my deep sense of gratitude to our HON’BLE DIRECTOR DR. NEETU
ANDOTRA (ICccR & HRM) and to the course coordinator [DR. ISHA SHARMA] Of
MBA [IB] for giving me permission to undergo this training program.
I also acknowledge with a deep sense of reverence, my gratitude towards my parents and
member of my family, who has always supported me morally as well as economically.

TABLE OF CONTENT
S.NO. PARTICULARS PAGE NO.

1. EXECUTIVE SUMMARY 6
2. PURPOSE OF THE RESEARCH 7
3. INTRODUCTION 8-9
4. EVOLUTION OF E-RECRUITMENT 10
5. INFORMATION TECHNOLOGY AND HRM 11-14
6. E-RECRUITMENT AND KNOWLEDGE WORKERS 15
7. RECRUITMENT AND E-RECRUITMENT 16
8. DIFFERENCE BETWEEN TRADITIONAL AND E- 17-19
RECRUITMENT
9. COMPARISION BETWEEN TRADITIONAL AND E- 20
RECRUITMENT
10. E-RECRUITMENT REVOLUTION 21
11. HRIS AND E-RECRUITMENT 22-23
12. CHALLENGES OF E-RECRUITMENT FROM AN EMPLOYERS 24-25
PRESPECTIVE
13. STAGES OF E-RECRUITMENT 26
14. ADVANTAGES OF E-RECRUITMENT 27-29
15. DISADVANTAGES OF E-RECRUITMENT 30-32
16. METHODS USED IN THE PROCESS OF E-RECRUITMENT 33-34
17. CRITERIA FOR EFFECTIVE E-RECRUITMENT 35
18. EFFICENCY OF E-RECRUITMENT 36
19. IMPORTANCE OF E-RECRUITMENT 37-39
20. PROBLEMS FOR EMPLOYERS 40-41
21. PROBLEMS FOR JOIN APPLICANTS 42
22. E-RECRUITMENT PROCESS 43-44
23. LITERATURE REVIEW 45-47
24. RESEARCH METHODOLOGY 48
25. DATA ANALYSIS & INTERPRETATION 49-55
26. FINDINGS 56
27. SUGGESTIONS 57
28. CONCLUSION 58
29. ANNEXURE 59-60
30. BIBLIOGRAPHY 61

EXECUTIVE SUMMARY
I have done my summer project at “Analysing E-Recruitment Process”. The project

was for duration of about six weeks and it offered a lot of learning activities all
around. This project has been a great learning experience for me; at the same time it
gave me enough scope to implement my analytical ability. I was needed to seek out
the research which involves a study to analyse the E-recruitment process.
Below is the executive summary of my report which contained all the small printed
of what all I did and a couple of recommendation at the end.
An insight regarding the E-RECRUITMENT. One can have a brief knowledge
regarding working process and all its basics through the project. All the topics have
been coated in a very systematic way. The language has been kept simple so that
even a common man could understand. All the information had been well analysed
with the assistance of charts and graphs.
The tools a HR and Recruiters are provided with. The information collected has
been well organised and conferred. Hope the research findings and conclusions will
be of use. It has also covered what strategies are best suited to beat competition.
This report deals with the Importance of e-recruitment in terms of cost, time and
quality efficiency in Indian Organizations /in Current scenario. So this paper
concludes with some global E-Recruitment service providers as well as it
emphasizes on the need of adopting such system by Indian Organization.
KEYWORDS
 E-recruitment
 Job Board
 Internet portals
 Talent Pool
 Applicant tracking System (ATS)
 Virtual Job Fair

PURPOSE OF THE RESEARCH
 To analyze the potential of e-recruitment & the challenges faced by it.
 To study the current e-recruitment activities adopted by the organization.
 To find the impact of e-recruitment on organization.
 To suggest the solutions to overcome the problems of e-recruitment.

INTRODUCTION
“Recruitment” is the process of finding and hiring the best and most qualified candidate for a
job opening, in a timely and cost-effective manner. It can also be defined as the “process of
searching for prospective employees and stimulating and encouraging them to apply for jobs
in an organization”.
It is one whole process, with a full life cycle, that begins with identification of the needs of
the company with respect to the job, and ends with the introduction of the employee to the
organization.
When we speak of the recruitment process, we immediately think of activities such as the
analysis of the requirements of a specific job, attracting candidates to apply for that job,
screening the applicants and selecting among them, hiring the chosen candidates to become
new employees of the organization, and integrating them into the structure.
Obviously, the main reason why the recruitment process is implemented is to find the persons
who are best qualified for the positions within the company, and who will help them towards
attaining organizational goals.
The e-recruitment, also called as online recruitment, is the process of hiring the potential

candidates for the vacant job positions, using the electronic resources, particularly the
internet.
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 requirement. 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 recognized by the potential recruiters or the
employers.
The companies undertake their online promotional activities via their official websites,
wherein the complete information about the corporation is enclosed. Through this
information, the prospective candidate could decide whether to be a part of a firm or not.
Thus, the firm’s official website is considered to be an essential element of E-Recruitment.
The electronic recruitment process of finding, assessing, and recruiting employees is known
as e-recruitment. This process connects organisations with potential employees through the

use of technology, and it has changed how employers and employees interact. Employers can
use e-recruitment to post job openings and search resumes electronically, and employees can
use it to submit applications and resumes electronically, search job postings, and receive job
alerts
DEFINITION OF E-RECRUITMENT:
According to Edwin B. Flippo (1979)
"Recruitment is the process of searching the candidates for employment and stimulating them
to apply for jobs in the organization".
Ravmond J. Stone (2005)
In the fifth edition of his book Human Resource Management defines recruitments the
process of seeking and attracting a pool of applicants from which qualified candidates for job
vacancies within an organization can be selected."
Parry & Wilson (2009)
stated that "recruitment includes those practices and activities carried out by the organization
with the primary purpose of identifying and attracting potential employees.
E-Recruiting is using the internet to recruit through corporate websites, specialized websites
or online advertisement.
Galanaki (2002)
Recruitment is a vital function of human recourse management, which can be defined as the
process of searching the right talent and stimulating them to apply for jobs in the
organization. It is the process of discovering the sources of personnel to meet the

requirements of the staffing agenda and attracting the adequate number of employees, as to
be able to make the effective selection among the applicant employees".

EVOLUTION OF E-RECRUITMENT
E-recruitment originated in the form of independent job sites called bulletin board systems in
the 1980s. Initially only the U.S. universities and military had access to Internet facilities.
However, the PC revolution that embraced the world in the early 1990s changed the
corporate landscape completely. Today more than three-fourths of the Fortune 500 companies
use online recruiting and approximately about 18 million people are posting their resumes on
Internet portals such as Monster.com.
The United States started the global trend of e-recruitment when Taylor launched
Monster.com in 1994 (Murray, 2001) with 20 clients and 200 job openings (Anonymous,
2007). Monster.com pioneered e-recruitment in the U.S. and today is the leading Internet
recruitment portal globally.Monster.com launched the concept of posting and storing resumes
online (Mollison, 2001).
Since those early days the number of sites has multiplied and the technology has, and will,
continue to improve for the benefit of both recruiter and jobseeker.

INFORMATION TECHNOLOGY AND HRM
21st century is an era of information technology where things are controlled and run by
digital technology and computers. In the world of business management, IT’s role has kept
growing bigger. Information Technology has brought both extra convenience and capability
and so it has become irreplaceable. A computer can perform larger and more complex tasks
than several people could do together. Analyzing thousands of Gigabytes of data
and converting it into actionable information is what computers can easily do. Without them,
the job of every marketing and sales manager would have remained difficult. However, the
case is not different in the world of HR either. In Human Resource management too,
Information Technology and Information management tools have taken centre stage. IT is
changing things around and has revolutionized the business world like never before. It has
raised organizations’ productivity and helped several of them grow very large in no time.
Take the example of Google, Facebook, or Amazon. These are relatively young organizations
that have grown superfast. However, despite this being the era of machines, AI, Data, and
analytics, the importance of human resources has not declined. Skilled human resources are
still highly in demand. It is because things will not run by themselves and businesses will
always need skilled people to run them. The best players value their people and instead of
only using them to achieve their business objectives, now they work to nurture and retain
talent and help their employees learn new skills. This is a critical task for the HR function and
HR managers to manage the performance of employees and help them achieve their potential.
HR planning has become more critical than ever. However, it has also become easier with the
use of Information Technology and created a lot of scope for HR managers to achieve more
from their workforce.
TARGETED AND EFFICIENT HIRING WITH THE HELP OF INFORMATION

TECHNOLOGY:
Information technology comes to the aid of the HR managers who are planning to
manage their employees’ performance. Right from the time of hiring to induction,
training, performance management, and retention, at every stage Information
technology can be a major support for the HR managers. It can help HR managers
understand the needs of their employees and provide them with the best
support. Information technology starts playing the role of the savior right from the
beginning when you are going for hiring. From posting jobs to analyzing
applications and organizing tests and screening, information technology can help
HR managers reduce their workload by several times. Internet is enabling
performance worldwide and a very large part of the world’s business goes on
online. It is easier to reach a wider talent pool using online tools like Linked In.

There are so many tools and websites, which HR managers can use to find and
select the right applicants for a job. The hiring websites assist you find the right
candidate for an open position. Linked In is such a website where you can easily
find suitable people for a job without any major expenditure. HR managers would
not like to waste their time on people who do not match their expectations or the
requirements of the job. So, these websites like Linked In and Monster can help
you target and reach the right people easily. However, Information technology has
enabled much more than that. It helps you make your hiring process more targeted
and more effective. You will not just get suitable candidates but it will also be
easier to choose the right people from among them. Whether it is about hiring full-
time or part-time workers, without IT it is not possible to manage your hiring costs
efficiently. You can check people’s profiles and their work experience as well as
skills. You can post a job, related requirements, and salary so that the right people
can reach you. Information Technology eliminates most of the extra load
associated with hiring people.
 EMPLOYEE INDUCTION AND TRAINING WITH IT
Once you have hired new recruits, the next steps are induction and training. While
induction is a less cumbersome process and can be easily accomplished with the
help of technological tools, training can be a little complex but gets easy when you
are using the right tools and software. Even during the induction process, you can
use the right Information Technology tools and software to make induction easier
and to make new hires feel included. Welcome mails, necessary instructions, and
initial guidance can all be provided through email and the other IT tools.
Training the new employees can be a major task and while some of them may have
all the needed skills and experience, they too may need some training to adjust to
the new environment. It can be easier if you use web-based tools for training.
These tools make training engaging and easier in several ways. Lessons and
training material can be easily delivered over the web and by using IT tools and
software. Software tools like powerpoint and excel make it easy to deliver
presentations and analyze data. Line managers and HR managers can use these
tools to make engaging presentations and to train their new employees.
You can also upload training material online that the new employees can use for
self training. Email-based and web based training material can help your
employees learn faster. This will make your training process effective and the
employees will be ready for their jobs faster. It is also why IT skills have become
mandatory for HR managers.

 PERFORMANCE MANAGEMENT USING IT TOOLS
After training comes the more important part which is performance management.
If you want your employees to achieve their full potential. Apart from performance
assessment and managing feedback, Information technology can be used to set
performance standards and to evaluate performance. It becomes easier to measure
employee performance against the set standards. From getting feedback from the
line managers and colleagues to assessing all the gathered data and checking it
against the metrics, it all gets simple when you are using the right tools. There are
many software available in the market to help you with performance management.
Performance management is not just the task of evaluating your employees’
performance and telling them where you are missing but also of grooming them for
better performance.
Human resources development is also an important part of performance
management. You can check where an employee is missing and what resources or
skills he will need to perform and grow faster. Accordingly, you can advise them
and provide them the right support so they can perform better and be more
productive. The whole process grows faster and more effective with IT tools.
So, overall the burden on the shoulders of the HR managers and line managers is
greatly reduced when you employ the right tools and strategy. HR managers apart
from having IT tools, should also have the right strategy which will help them
bring better results from her resources. It is why the larger technology
organizations have a Chief Technology Officer to oversee the technological aspects
of business and keep it updated with the best technology. Moreover, focusing on
IT for HR Planning and management makes the task of HR managers simpler. HR
leaders industrywide believe that information technology makes their task a lot
easier.
 EMPLOYEE ENGAGEMENT AND RETENTION USING IT TOOLS
However, training and performance management are not the last point where the
HR managers can use IT and related websites and tools. Apart from these things,
the HR managers can use IT for several other purposes too like managing a Human
Resources Information System. These tools can also help with the planning part.
HR managers can use these tools of regular assessment and feedback for
continuous performance management. Performance management is not something
to be done once a year but an ongoing process. Retention also requires use of
Information Technology.
You must keep yourself abreast of industry best practices and adopt the ones
that suit your organization. This will help keep your employees engaged and

interested. You can design your own training programs which is also a good
method of keeping your employees engaged. If you wish to retain your best talent
then you should focus on employee engagement.
Information Technology can offer the best support for employee engagement and
improve employee participation. Both the line managers and HR managers must
use technology for churning excitement inside the organization. Employees should
be allowed to learn new skills and acquire new knowledge. Web 2.0 tools can help
you achieve all that you want from your employees.

E-RECRUITMENT AND KNOWLEDGE
WORKERS
Knowledge workers have several competitive advantages. They are aware of the latest tools
and technologies. E-recruitment is a boon for both the knowledge workers and employers.
When the organization bags a special contract and if the contract demands unique skill set,
mindset and tool set, e-recruitment is the only immediate option. The organization can
immediately get the right talent. It can hit the bulls' eye where it is equally beneficial to the
knowledge workers as they are also on the constant look out for companies that can make use
of their unique skills and abilities.

RECRUITMENT AND E-RECRUITMENT
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a
staffing need to filling it.
Depending on the size of an organization, recruitment is the responsibility of a range of

workers. Larger organizations may have entire teams of recruiters, while others only a single
recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition,
many organizations outsource recruiting to outside firms. Companies almost always recruit
candidates for new positions via advertisements, job boards, social media sites, and others.
Many companies utilize recruiting software to more effectively and efficiently source top
candidates. Regardless, recruitment typically works in conjunction with, or as a part of
Human Resources.
Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall
goals of the organization through effective administration of human capital — focusing on
employees as the company's most important asset.
Recruitment is the first step in building an organization's human capital. At a high level, the
goals are to locate and hire the best candidates, on time, and on budget.
E-Recruitment refers to the process of attracting, screening, selecting, and on boarding a

qualified person for a job. At the strategic level it may involve the development of an
employer brand which includes an 'employee offering'. Depending on the size and culture of
the organization e-Recruitment may be undertaken in-house by managers, human resource
generalists and / or e-Recruitment specialists. Alternative parts of all of the process might be
undertaken by either public sector employment agencies, or commercial e-Recruitment
agencies, or specialist search consultancies.

DIFFERENCE BETWEEN
TRADITIONAL AND E-RECRUITMENT
Back in the day, job ads were placed in magazines, newspapers and other types of media,
requiring plenty of effort, time and money from those businesses looking to employ new
professionals. Other company managers might also have chosen to utilise the services of
recruitment agencies (something that is still done today) in order to get the job done.
Nowadays, however, the digital age has brought with it a new, much more beneficial way in
which to find the best possible talent to fill your vacancies. Below, we examine the main
reasons why e-recruitment beats traditional recruitment methods hands down every time.
 FAST RESULTS
When posting job ads in newspapers, or relying on the expertise of recruitment agencies, the
overall recruitment process is extended quite drastically. For those companies who are under-
staffed and are looking to hire as quickly as possible, this can be a massive downfall. Luckily,
with e-recruitment, everything is in real-time and in your own hands, making it easy for you
to ensure that everything happens when and how you need it to.
 COST-EFFICIENCY
Let’s face it – recruitment agencies charge a small fortune for their services, and placing an
ad in a newspaper and/or magazine is often ridiculously over-priced. E-recruitment, on the
other hand, is much more affordable, with packages and once-off charges available, all of
which have been tailored to suit both your needs and your budget.
 WIDER REACH
The World Wide Web is a massive place, swarming with incredible talent and skilled
professionals. While newspaper ads limit your reach to the people who actually buy and read
that particular newspaper, and recruitment agencies limit your reach to the people who
actually get in touch with them, e-recruitment allows you to access a wide variety of
individuals from different backgrounds, with different skills and with different career goals
and aspirations. This means that finding that ‘perfect fit’ is easier than ever before.

 HANDY TOOLS
With useful tools like application tracking systems and filters that assist you in looking for
particular types of people with specific skills, it is simple to work through the pool of
applicants throughout the duration of the recruitment process.
Along with the aforementioned benefits, e-recruitment also offers companies a number of
other, lesser-known opportunities. For starters, it makes it possible for businesses to utilise
their job ads to create a company image that both prospective employees and the public in
general will come to understand and value over time, thus resulting in enhanced brand
recognition and improved interest in the brand overall.
TRADITIONAL VS E-RECRUITMENT
One may argue that the most important task that your company has to undertake is
recruitment. Finding new talent in the market is incredibly difficult and HR managers across
the country have tried different methods of recruitment in order to find the best possible
candidates for their organizations. The employee is an integral part of the organization and
recruiting new employees who will improve the organization and take it forward is easier said
than done.
Overtime there have generally been two different types of recruitment methods that are
employed by HR managers across the United States. One is the traditional recruitment
method, while the other is the modern recruitment method. One may argue which methods of
recruitment are the best, but overtime both have their positives in helping organizations hire
the best possible candidates.
Traditional Recruitment Methods
When it comes to recruitment, organizations around the world have reaped the benefits of the
traditional recruitment methods which have served them well and delivered employees which
have played a key role in defining their organizations.
Presenting the traditional recruitment methods:
Local Paper Advertisements
The best way to spread the word about new jobs is through local newspaper advertisements.
One can argue that this is the simplest form of recruitment and yet the most effective method
of all as well.

Local Employment Office Postings
Many organizations have employed recruitment methods which are based on postings at local
unemployment offices, where there are bound to be people looking for a job and you are
likely to find all types and sorts of employees.
Temp Agencies
One of the most used recruitment methods is through temporary employment agencies that
can shortlist potential candidates for your company and find you experienced professionals in
your field easily.
Internal Hiring
Another way of recruitment which has been extremely successful over the years has been the
internal hiring program, through which the company often promotes employees who are
already part of the organization into the positions for which they are hiring. This is one of the
safest methods of recruitment, since you know all about the employee and the level of work
you are getting from them.
The Modern Recruitment Methods
The 21st century has seen a significant rise in technology and has seen modern day
recruitment methods grow in influence and make a difference in landing candidates for
organizations all over the United States.
The Power of Social Media
It is quite common to use the services of social media, when you are recruiting today, since it
is both inexpensive and allows you to form a vast pool of potential candidates, within a very
short period of time. Social media websites such as LinkedIn, Facebook and Twitter have
communities where potential employees submit their resumes and credentials in the hope of
landing a job. There are dozens of other mediums you can take advantage from, when it
comes to modern recruitment methods in general and the age old debate of which method is
better, is one which will go on for quite some time.
COMPARISION BETWEEN TRADITIONAL AND E-RECRUITMENT

TRADITIONAL E-RECRUITMENT
Advertise Advertise + match + notify
Application lag time. Immediate application.
Dependent on right candidate reading right Matching and notification removes element
ad at right time. chance.
Bias towards active job seekers. Passive job seekers covered as well as
international ones.
Costly and time taking. Simple and fast-paced.
Execution is problematic with various Execution is simple due to online

constraints. assessment platforms.
Employers need to contact universities Employers do not need to contact

before-hand. universities. They just have to post
advertisements on job portals.
Companies need to travel long distances to No need to travel. Execution happens
take interviews. remotely.
Took up to a week to get an up to date CV. You can google and research a candidate in
a matter of minutes.
E-RECRUITMENT REVOLUTION

The internet first emerged as a recruiting tool in the mid-1990s and was hailed by the popular
media as the driver behind a “recruiting revolution” due to the benefits it could bring to
recruit. It was predicted that the recruitment industries' "future is on the net" and that the
internet had brought radical change to corporate recruiting. The buzzword and the latest
trends in recruitment is the "E-Recruitment". Also known as "Online recruitment, it is the use
of technology or the web-based tools to assist the recruitment process. Online recruitment and
the use of new emerging technologies have many advantages for the modern recruiter. It
makes the process of finding candidates and new business opportunities quicker, cheaper and
more efficient. The internet has caused the largest change to the recruitment process in the
past decade acting as a link between employers and job seekers. Technology has enabled
corporate websites, suppliers and job seekers to become more sophisticated and interactive.

HRIS AND E-RECRUITMENT
A Human Resource Information System, frequently abbreviated as HRIS, is a software that is
capable of gathering, storing and managing data about the employees in an organization. In
general, its features allow people to have a detailed and precise management of the Human
Resources area. In other words, these systems gather and help you monitor all the information
of employees in the organization. This proves to be key because having a good management
of that information usually has a positive effect on the correct operation of a business.
It is also important to know that this system can receive many names. For example, some
refer to them as Human Resource Management Systems. Some others even call them Human
Capital Management Systems. Despite all those little variations, all these usually refer to the
same concept.
FEATURES OF HUMAN RESOURCE INFORMATION SYSTEM
1. RECORD KEEPING: One of its main features is keeping a detailed record of the
employees’ information. Personal data such as names, address, hiring dates, salary amounts,
benefits gained and many other can be kept in the system. Besides, thanks to cloud
technology, the storage capacity in this software is almost unlimited.
2. DATA MANAGEMENT: Being able to keep all the information in one single place
allows a better management. Since all that data is contained and unified in the same space,
making complex changes can be done in a few minutes. The simplicity this software offers
when it comes to making changes helps to keep data accurately.
Besides, the system is capable of keeping a record of specific information about employees
such as their entrance and leaving hours, absences, sick leaves, vacations and more. Many
versions offer an employee panel, through which they can manage their own tasks and
information. As a result working with employee’s information becomes easier.
3. HUMAN RESOURCES PLANNING: Additionally, since it gathers all the employees’

information, some of these alternatives can make forecasts about possible changes or trends
in the organization’s human resources. That is very useful when it comes to personnel
planning.

4. RECRUITMENT PROCESS MANAGEMENT: One feature we cannot overlook is the
capacity it has to manage all the stages of the recruitment process. That’s why these systems
turn into the weapon of choice of recruiters and helps them to find candidates in many
different platforms. Also, it is possible to make job posting ads from many of these software,
which simplifies recruiters’ work.
But that is not it. These systems can receive applications from candidates to a position in the
organization, analyze their professional profile to see if their fit the position, communicate
with them, and keep the track of their processes. All that without leaving the software. Many
brands include many features that you can see in a modern ATS system.
5. PAYROLL MANAGEMENT: Since it can keep an updated record of the employees and
their information, some of alternatives offer the feature of payroll management. This turns
out to be particularly useful because you can manage payroll from one single platform in a
fast and timely manner.

CHALLENGES OF E-RECRUITMENT FROM AN
EMPLOYERS PRESPECTIVE
An organization on adapting online recruitment can be benefited to a great extent.
However, there are certainly few challenges associated with their successful
implementation. According to Khosrowpour (2007), there are four major challenges by
name managerial, organizational, technological and legal challenges that have to
overcome by organizations for making the best use of online recruitment process. The
four major challenges to be overcome by organization in implementing online recruitment
successful as defined by Harvey, Blakely and Lee (2002), are listed below:
 MANAGERIAL CHALLENGES
 Any technology would remain unused without user acceptance. It is important that
hiring and recruiting managers are knowledgeable and comfortable about the use
of online recruiting methods. Organizations must hence conduct a comprehensive
training program for HR managers to help them use the online recruitment tool
without any difficulty.
 The usage online recruitment method has not put an end to the use of other
recruitment methods such as employee referrals, newspaper ads, etc. Given the
limited financial resources, finding the optimal mix of various recruitment
methods is a challenge for human resource managers.
 The success of online recruitment does not rely purely upon the technical
sophistication of the career website, but upon balanced combination of
management skills and technology. With several available choices, recruiters must
initiate to learn the ways to combine technology into the recruitment practices to
improve strategies and increase their efficiencies.
 Finally, online recruitment has helped companies to retrieve and store talented
applicants faster, but always failed to screen the applicants sufficiently. Therefore
hiring and recruiting managers have to review each of the applications manually
before interviewing a candidate and performing an assessment.
 ORGANIZATIONAL CHALLENGES
 Most qualified applicants are often passive job seekers, who are presently
employed but may be interested in new job opportunities. A strategy to recognize
passive job seekers and motivate them to apply must be developed;

 Business process redesign is needed across the whole process of human resource
management to realize the online recruitment benefits (Taylor, 2005). Inefficient
and bottleneck tasks must be identified and reconfigured, so that the whole process
of recruitment moves quickly with an exchange of standardized data; and
 It is critical to benchmark the best management practice and develop a set of

metrics that measure the effectiveness of various methods of recruitment. There
are no important statistics available at present on the effectiveness of different
management practices and online recruitment tools because of a limited experience
with online recruitment.
 TECHNICAL CHALLENGES
 Lack of confidentiality and security of information discourages the posting of job

applications by job seekers. While security is one of the biggest challenges with
job applicants, topmost companies do not specify it explicitly on the career
website
 Combining the process of online recruitment with processes of conventional

recruitment is critical due to limited availability of software resources. Paper
based resumes must be converted into a digitized form and stored in the database
and
 Designing a career database is a complete task. The databases of job must be

designed to minimize redundant data and optimize the performance of job search
by a candidate. This can be done by understanding the recruiters and applicants
search behaviour.
 LEGAL CHALLENGES
 There is a need for employer liability for not violating employment discrimination
laws and the laws are similar to applicant background checks and laws restricting
false advertising. A comprehensive guideline for applicant data collection must be
developed in consultation with legal professionals;
 Various reporting needs for government would be for global companies for
centralized recruiting (Flynn, 2002) and
 Online recruitment is likely to affect the diversity of an organization if proper

efforts are not made. Web users are nonminority, computer savvy, young people
who are typically well educated. These biased demographic characteristics can
create a serious impact on diversity thereby giving candidates belonging to
minority group less chance to be hired than others.

STAGES OF E-RECRUITMENT
There are several integrations levels of e-recruitment solutions, which vary in terms of
Complexity and tasks they support and/or automate. In 2005, Malinowski, Keim &
Weitzel presented their study about the information system supporting the recruitment
process, in which they conducted quantitative and qualitative research to determine four
different phases of e-recruitment development. For reasons of simplicity and common
understanding, this paper will refer to the four e-recruitment stages already defined in
Malinowski, Keim & Weitzel's work, which are as follow:
Phase 1:
Use of isolated solutions that each support a specific task in the e-recruitment process.
These solutions are run independently from the others as well as from the corporate
information system. Examples of such e-recruitment tools fitting this first stage would
include job postings on the corporate website, the use of job portals and the services they
propose (job posting, searching of the database, sending of applications directly to an e-
mail address, applicant status management, partly automated response system, etc.),
storing of applicant data on a computer of the company.
Phase 2:
Firms at this stage have developed an integrated applicant management system, which
support the entire recruitment function, from attracting potential candidates and job
posting to the receiving of applications and final selection.
Phase 3:
Utilization of external service providers that are independently integrated to the corporate
information system, but allow a somehow continuous workflow of the recruitment
process.
Phase 4:
This final stage includes a complete integration of all recruitment activities. All
exchanges of data such as applications are standardized and the files do not require a
format change of any kind. The entire recruitment process is supported by the information
system and assisted by web-based tools.

ADVANTAGES OF E-RECRUITMENT
 Saves Time
If we look back at the time when HR managers used to publish job vacancies and depend on
word of mouth for finding job seekers, we’d see how time consuming it used to be to hire a
single potential candidate and that too, in a small locality! With methods of E-recruitment
where resumes of under qualified candidates can be separated and a larger pool of job seekers
can be found, the recruitment process has just got simplified in case of time usage.
 Minimises Hiring Cost
Costs in recruiting are usually high in terms of advertising, travel expenses, third-party
recruiter fees etc. Which is why, the hiring process usually takes up too much time and its
cost increases subsequently. However, with the use of online recruitment methods, labor
costs like these can be minimised by implementing a software which allows both, the job
seekers and recruiters to post free job openings on multiple social platforms just by one click.
 Broadens Scope of Candidates
With the use of digital tools and the web, HR recruiters can also increase the scope of
candidates. When they post about a job vacancy, it allows them to dive into the larger pool of
potential candidates which also broadens their selection decisions. As a result, they are able
to select the appropriate candidates both locally and internationally.
 Filters According to Criteria
Recruitment systems have filtration tools to help recruiters to find the ideal candidates with
competencies that match the job position. Therefore, the filtration tools provided by E-
Recruitment systems speed up the process of sorting the candidates according to experience,
education, competencies, and many more criteria.
 It’s cost-effective
When you post a job ad on Facebook, you can pay for as much or as little exposure as you
want and target it to a very specific audience. Indeed, if you manage your campaign
effectively, you can save plenty of precious cash while attracting applicants who are the
perfect fit for your vacancy.
 It’s immediate
Most job posts – and replies – appear in real-time. This can help you either increase your
efforts to attract more candidates, a different set of candidates (early- instead of mid-career

professionals, for example) or even stop candidates from applying if you’ve already found the
right person for the job.
 You can reach a bigger audience
The internet is a global phenomenon, with more and more users gaining access every day,
while in most developed countries, internet usage is extremely high. Therefore, you are
gaining exposure to a huge potential pool of applicants.
If you are looking for younger recruits in particular, then e-recruitment is probably the single
most effective and efficient strategy possible; in the US, for instance, 98% of the 18–29 age
group are active internet users.
 It’s easy
Almost anyone can post a job advertisement online because most established job boards
make the process clear, easy to understand and user-friendly.
Conversely, the process is very simple for the applicant, too, making it quick and painless for
interested parties to apply on the spot instead of mailing CVs and written applications
through the post.
 You can make your job ad more dynamic
Posting a job online or via social media platforms gives you a chance to be more creative
with your ad; for instance, you could create and attach a short video showing off the benefits
of working for your company.
Indeed, your use of technology can say a lot about your company culture, helping to attract
specific types of candidates in the process. Businesses that use technology in such a way
prove that they aren’t afraid to innovate and that they are open to new and interesting ways of
doing things.
 It’s flexible
The internet gives you plenty of flexibility with regards to controlling your posts and the
applications you receive. If you post in a newspaper and want to amend the job advert,
though, you would likely need to pay for an entirely new ad. With online posts, most
platforms will allow you to edit, update or remove your job post whenever you wish.
 It’s durable

Newspapers and other forms of printed media have a very limited lifetime, dependent on their
publishing cycle. Most classified publications have a biweekly publishing cycle, meaning that
your ad will only be seen for that relatively small amount of time. On the other hand, online
job posts will stay live until the author or the host website removes them.
 It’s accessible
No matter where you are in the world – if you have an internet-enabled device and
connection, you can perform all those management tasks described above. You can modify
your job posting, see how many replies you have and even communicate with candidates
directly.
 It expedites the hiring process
All of these advantages directly lead to the biggest one of all: a shortened hiring process. You
can shortlist (or even directly contact) the best applicants as their applications come in, with
the availability of integrated ATS software even doing most of the sifting work for you.
 It allows confidentiality
Some employers prefer to keep their names or companies private. This is especially true
when a job role or organisation is too sensitive or controversial to be advertised online. With
online recruitment, employers can conceal the name of their firms or even search and contact
candidates directly without the need of posting a job advertisement.

DISADVANTAGES OF E-RECRUITMENT
 Rise in Competition
One of the downsides of recruiting online is that there is also a pool of recruiters waiting to
hire the perfect candidate for their specified job role. As a result, the job post can quickly
become buried under a mountain of other job offers, forcing the HR manager to either pay
more for extra exposure or risk not being seen. When it comes to social media, it is also the
decision of the platform’s algorithms, to reach the audience the manager wants.
 Technical Issues
During online interviews on the free video platforms like Skype or Zoom video calls, it is
possible to encounter technical faults. It can be quite embarrassing for a recruiter to be
suddenly switched out of a conversation or call due to an electrical outage, while having an
unstable internet connection can be awkward. This also means if the company isn’t good at
technology, they might encounter such glitches more often.
 Attraction of Bad Candidates
With the ease in the process of applying for a job online, it also means that underqualified
and fraud candidates might apply for the job role. With hundreds of applicants, many of them
will not be suitable for or serious about the role, thus diluting the quality of your talent pool.
 Costs can spiral
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 require a membership fee or charge for extra
services like application tracking or analytics to manage your advert.
Also, if you are not getting the kind of response you’re looking for, the costs of leaving the ad
to run longer can accumulate.
 It can be difficult to measure their effectiveness
Not all online recruitment services offer an in-depth analysis of your posting; therefore, it can
be hard to figure out what is and isn’t working and how to optimise your ad.
Of course, this is a common problem in offline recruitment, too, but it’s worth remembering
that just because you’ve posted an ad online doesn’t mean that you will always have access to
reams of metrics and supporting data.
 It’s informal

For some roles, companies perceive that online job postings – particularly on social media –
can give off the wrong image of their company. This is particularly true for executive-level
roles, particularly at firms (or in industries) that have a strong corporate or professional
culture.
It’s not uncommon, for instance, for high-calibre firms to advertise C-level roles in reputable
print publications such as The Economist or the Financial Times.
 It attracts bad candidates
As previously mentioned, it’s very easy for people to apply for jobs online; this can
potentially be a negative point as well, though. Posting a position online usually results in
hundreds of applicants, many of whom will not be suitable for or serious about the role, thus
diluting the quality of your talent pool.
 There’s a lot of competition
The main downside to following trends is that everybody else is doing the same thing. As a
result, your post can quickly become buried under a mountain of other job offers, forcing you
to either pay more for extra exposure or risk not being seen.
When it comes to social media, you’re also at the mercy of Facebook or Twitter’s algorithms,
meaning that who you target is essentially in the hands of somebody else.
 It could lead to lost labour hours
If you are receiving large volumes of applications that need to be pruned, there are technical
issues with the platform you are working with, or the job ad itself constantly needs to be
changed, then the process can start to become difficult to manage. This either detracts you
from other aspects of your job or requires somebody else to supervise the process closely.
 It attracts fraudulent applicants
Some applications might be fake to get information about the company or hiring officer (a
common espionage tactic). Simultaneously, spammers might use the information posted
online to promote a service or product to your company.
If you give away too many details in your ad, malicious hackers can even use the information
to potentially gain access to your company’s IT systems.
 It can affect communication
Communicating with prospective employees through a screen can lead to misconstrued

messages or wrong assumptions. However, talking to someone face-to-face can clarify what a

person is like (at least by first impressions) while also maintaining clear communication with
one another.
 It can lead to technical issues
Whether you’re chatting to candidates via Skype chat or Zoom video calls, it can leave room
for possible technical faults. It can be quite embarrassing for a recruiter to be suddenly
switched out of a conversation or call due to an electrical outage, while having an unstable
internet connection can be awkward. If your company hasn’t got a stable internet connection
or a good grip on technology, it can be detrimental to your company’s reputed
professionalism.
 You may miss out on great employees
Online recruitment can sometimes fail to attract good employees if your company’s online
persona isn’t up to scratch. Candidates usually rush to the organisation’s website or social
media to get a sense of its reputation, mission, and overall culture. If they see that yours
aren’t impressive enough, they may turn down the job proposal or just ignore your
advertisement altogether.

METHODS USED IN THE PROCESS OF E-
RECRUITMENT
E-Recruitment can be done through:
1. The corporate website:
The corporate website of the organization can be used for posting a job through a link for
career options where the potential candidates can log in for the current openings. On
company's own website, HR department has a choice of posting the vacancies freely and
indicate the career path expected after joining the organization. The corporate website
attracts only the interested candidates towards itself. For attracting other candidates, other
channels should be used.
2. Commercial job portals or job boards:
The Company can use commercial job portals (like www.naukri.com .

www.timesjobs.com , www.monsterindia.com etc) for posting the job advertisements and
search for talented candidates.
3. Professional websites:
Human Resource Management sites like www.shrm.org can be used professionally.
4. Commercial Job Boards:
Commercial job boards most common form of online recruiting. Job boards work like
classified ads in the newspaper. These are global and allow a larger reach into the
candidate pool. The job board's greatest strength is the sheer numbers of job listing
resumes, it has been estimated that they contain five million unique resumes. In addition,
they enable recruiters to operate 24 hours a day, examine candidates from around the
world, and are generally quite inexpensive. A major advantage of the job board approach
for an organization is that many people post resumes and that most job boards provide a
search mechanism so that recruiters can search for applicants with the relevant skills and
experience. A second advantage is that an organization can provide extensive
information, as well as a link to the company's web site for further information on both
i.e. the job as well as the organizations. The dedicated recruitment websites can take a
form of job listing websites, that are very similar to printed classified advertisements,
work wanted sites, which emphasize the prospective employees' side and finally online
recruiters who make use of other websites as a resource for finding clients and customers.

CRITERIA FOR EFFECTIVE E-RECRUITMENT
1. Companies use the E-recruitment process for simplifying the selection procedure. To
make the process effective, the Organizations should be concerned about the Return on
investment (ROI), which should be calculated to compare the costs and risks involved. It
helps in calculating the benefits and measures the estimated return on investment.
2. In the era of globalization, the recruitment policy should be flexible and proactive, to
adapt market changes.
3. Unemployment rate, labor turnover rate are to be considered. Remember, the whole
process of recruitment depends on the availability of candidates in the market. For every
vacant position in the company, it is not viable to spend too much of time and resources.
4. Impact of availability of compensation details in the job advertisement should be
considered. Also, the wage, salary, benefits, when disclosed online, should follow the
legal norms. Chance for negotiation will not arise. Compensation policy of the company
will be known to the candidates.
5. Precautions to be taken while screening the resume online, Keywords that
discriminates gender, age, religion to be avoided.
6. Company should be selective while choosing the site for posting the job advertisement.
It should be clear whether to post the advertisement on company's own website or on a
job portal available.

EFFICIENCY OF E-RECRUITMENT SYSTEM
 TIME EFFICIENCY
Conventional or manual or traditional recruitment takes lot of time in recruiting the
potential hires. However, the e-recruitment saves lot of time for both employers and job-
seekers. E-recruitment bridges the gap between the employers and job seekers. It provides
wider scope, choice and opportunities for both.
It provides round the clock services. It is indeed win-win for both employers and
prospective employees.
It helps in tracking the status of the candidates at different stages while hiring.
 COST EFFICIENCY
The cost is low because there are no middlepersons involved. If an employee left the
organization, immediately a person can join the organization so that the work cannot be
hampered.
 QUALITY EFFICIENCY
It filters ineligible and unsuitable candidates and saves time by 60 per cent of thehiring
time for recruiters. It is far better and faster than the conventional methods of recruitment.
In a survey 35% of respondents felt that recruiting online increased their ability to attract
quality candidates.

IMPORTANCE OF E-RECRUITMENT
The traditional methods of recruitment require far too much paperwork and time.
Consequently, from the job posting to the employment, e-recruitment could be the
solution to streamline the entire process. In fact, time and resources can be
relocated for prioritizing the development of talent and strengthening your
employees’ morale. Having the right tools and implementing an e-recruitment
software could save cost, time and attract specialists, who would drive more
growth and productivity into the company. Learn why in this top 10 benefits of e-
recruitment:
I. Time-saving: No matter where you are, you can send out job postings anytime with
Internet access. In other words, you can forget about the paperwork and the action of
entering data manually. As a result, it will not only save time for HR managers, but by
retrieving files from LinkedIn, the process of application will speed up.
II. Dynamic content: Generate dynamic content could build up your employer branding
in a successful way to attract top talents and to boost corporate culture. Use your
social media account to spread the word and to attract more traffic to both your
website and social media accounts.
III. Minimized hiring cost: Labor costs in recruiting are usually high in terms of
advertising, travel expenses, third-party recruiter fees etc. As a result, the hiring
process usually takes up too much time and its cost could be minimized by
implementing a software which allows you to post free job openings on multiple
social platforms just by one click.
IV. Effective: Online recruitment is easily accessible to individuals, making it a more
effective method of getting your posts noticed. Online job ads can be posted within
few minutes and they can be easily posted on several social media platform with no
waste of time.
V. Shorten hiring process: The hiring process could be shortened by just clicking a few
buttons to screen, filter, and sort applicants data and CV. Online recruiting
streamlines the process of inviting or rejecting applicants one by one and inserting
applicants’ data manually is no longer needed.
VI. Accessible: Job ads and campaigns can be released through various social media
platforms reaching the specific target group.
VII. Broader scope for candidates: By using recruitment software, recruiters will be
helped in reaching a wider amount of candidates locally and abroad. Moreover,
statistical analysis will be essential for recruiters to track where applicants have seen
the job advertisements.

VIII. Personalized design: Your professional career page is tailored made accordingly to
the graphical identity of the company. As a result, this will help your employer
branding, underlining the company’s identity and values.
IX. Filtration tools: Recruitment systems have filtration tools to help recruiters to find
the ideal candidates with competencies that match the job position. Therefore, the
filtration tools provided by e-recruitment systems speed up the process of sorting the
candidates according to experience, education, competencies, and many more criteria.
X. Flexible and easy: There is no hassle in learning how to use an e-recruitment system.
So, it is easy to use and provides a platform where all the HR managers could follow
the hiring process. Moreover, the cloud-based feature allows the employer to have a
CV database with no limits and to be GDPR-compliant.
XI. Wider reach for emplovers: Unlike traditional methods which are usually restricted
by career level, geography, industry or other parameters online recruitment portals
typically have current and active talent databases that cover all career levels,
industries and regions. Top marketing dollars are spent ensuring the databases are
diverse, updated regularly, relevant and high quality. Sprawling business development
teams also ensure that affiliations are established whereby the portals are always
prominent and top-of mind with the relevant candidates and are visited by the target
job seekers regularly.
XII. Wider reach for candidates: Candidates benefit immensely from the wider scope
they gain through online job sites. They are able to access jobs in companies,
industries and locations they may not otherwise have learned of and can apply
immediately with the click of a mouse. By posting their CVs online they can be
contacted by employers/recruiters directly for opportunities that may not even be
advertised.
XIII. Branding opportunity for employers: Employers can use their job ads to project a
consistent brand and company image/values to prospective job seekers.With the heat
on for top talent, candidates can be very particular about who they work for and these
company descriptions often serve as a basis for their application decisions.
XIV. Sophisticated management tools: The entire recruitment process is managed from
one location which allows the employer to post vacancies, receive CVs, screen,
prioritize and contact candidates individually or collectively and track all activities
from the confines of a private and highly functional employer Workspace. Job seekers
similarly can track the progress of their application at every stage of the hiring process
from their own functional Workspace. This allows for an enhanced user experience
for both employer ad jobseeker.
XV. Allows for confidentiality: Both employers and job seekers can elect to maintain
their confidentiality. Employers can select to search the databases without posting a

job if the vacancy is sensitive in nature, or they can post a vacancy while keeping the
company name confidential. Similarly, candidates can post their CVs online while
keeping their names and present employer's name confidential.
XVI. Allows for pro activity: The employer/recruiter is in full control of the hiring process
with online recruitment, can contact candidates real-time and directly and does not
require a middleman to sift through, filter, assess or select the required candidates. By
being in the driving seat the employer gains valuable insight into the nature of the
marketplace and the competitive landscape for the position. He is also able to ensure a
superior match and a better fit for the long term.

PROBLEMS FOR EMPLOYERS
a. Too many irrelevant or underqualified applicants: 53.5% of survey respondents

said they aren’t receiving enough relevant applications or qualified candidates. These
responses echo claims of a widening skills gap and beg a couple of questions: Are
employers setting unrealistic candidate expectations? And, are the position
requirements listed in their job ads unclear?
However, a closer look at the survey data pointed to another culprit. More than half of
employers who cited irrelevant or underqualified applications as their top challenge
prioritize posting their ads to general job boards.
b. Lack of local talent: 20.8% of employers said they struggle to find qualified talent in
their area. While this is partially attributed to a shortage of qualified talent-period-
employers may simply need to adjust their expectations and be more accommodating.
c. Fewer applicants: Of employers surveyed, 11.5% said their No. 1 online recruiting
challenge is an underwhelming number of applicants. This is another indication of the
talent shortage and a consequence of the tight labor market, but it also signals that HR
managers could benefit from expanding their recruiting toolsets.
d. Ghosting: More than 10% of employers said their top online recruiting challenge was
being “ghosted” by candidates who either don’t show up for interviews or don’t
respond to their communications.
This is not too surprising, as the current market gives job seekers more freedom in
choosing which opportunities to pursue and when. Applicants feel that dipping out on
an interview or sending a hiring manager straight to voicemail have minimal
repercussions. For the employer, however, candidate ghosting is frustrating, wastes
valuable resources and can significantly set back the hiring timeline.
e. Sub-par job ads: Lastly, 2.1% of employers said they are most challenged with
writing strong ads that get responses. No longer do we rely on a five-line “help
wanted” ad in a local newspaper to attract applicants – today’s more sophisticated job
boards and recruiting tools use candidate-matching algorithms to proactively connect
top talent with employers.
But without ample descriptions and carefully selected keywords, the right candidate
will have a harder time finding you.

f. Abundance of applicants: Because the Internet is accessible to people all over the
world, the employer is likely to get swamped with resumes from interested
candidates. And unfortunately, many of the applicants responding to the ads are not
qualified. Recruiters spend a great deal of time sorting through resumes to discard
those that do not qualify for the position they are seeking to fill.
g. Inflated resume keywords: Because employers rely upon the applicant tracking
system to locate resumes that include relevant keywords, there is a strong possibility
that certain keywords in a vast majority of job applicant's resumes are exaggerated.
Yes, some candidates purposely stuff his/her resume with keywords so that their
resume is selected by the system. Therefore, recruiters are deceived into calling
applicants for interviews that do not meet the job requirements. This is a waste of
time, for both the applicant and the employment recruiter. Nonetheless, some job
seekers who have been unemployed for a great length of time are really desperate for
an interview that could hopefully land them a job.
h. Overestimate applicant: It's difficult for a company recruiter to determine whether

or not an applicant is the right fit for a job without meeting him/her face-to-face. A
candidate can have all the right credentials on paper but still may not have the right
character for the company. The most effective way to determine if an applicant is
suitable for a particular job and right fit for the company is to meet with him/her face-
to-face in an interview.
i. Outdated job postings: Occasionally, human resource representatives fail to remove

old postings for positions from the website that have been filled. Sometimes this is
due to miscommunication between the hiring manager and HR or a glitch in the
system Recruiters get swamped with resumes for jobs that are no longer open.
However, employers will continue to get flooded with resumes from interested
applicants until the posting is removed.

PROBLEMS FOR JOB APPLICANTS
I. Impersonal
This is by far, the biggest complaint I hear from job applicants. Many job seekers
attest that looking for a job online lacks a personal touch. Jobs seekers want to be able
to talk with someone via phone or face-to face should they have questions about the
company or the job they are interested in applying for. Job seekers claim employers
are so inaccessible and display very little or no human interaction.
II. Outdated job postings
A aforementioned on the recruiting side, outdated job postings is the second biggest
drawbacks of online recruitment that job applicants detest. Many applicants claim
they have applied for what appeared to be a current job posting, only to find out
weeks later that the position had been filled a Month ago. How devastating this is for
individuals who are hoping to land an interview with a prospective employer. Had the
aspirant known the position was filled; he/she would have never applied for it. This is
simply a total waste of the applicant's time.
III. Website malfunctions
Applicants often complain about company websites that breakdown when attempting
to submit their documents. Others complain that some website layouts are so
confusing and find it difficult to navigate around the site. Some get so frustrated that
they give up trying to apply for work on that particular site.
IV. No response from the company
Another popular complaint from job applicants is, they don't get responses from some
companies where they've submitted their resume and contact information to the
company website. Well of course there's no way for the applicant to call the company
because they've purposely omitted a contact number. Or else state, "no phone calls
please". Nowadays, companies discourage applicants from calling the company to
inquire about a job posting, it's strictly web based process. Nonetheless, applicants

want to hear something...even if it's an email stating, "you will not be considered for
the job". This will, at least, advice the applicants to continue his/her job
search elsewhere.

E-RECRUITMENT PROCESS
1. Creating Job Requirement: To begin with the process, the manager/recruiting

manager creates a job requirement to fill a vacant position in a team. If a manager
takes the initiative to create job requirement, he/she needs to take approval by
recruiting manager on the same.
2. Publishing Job Requirement: To get applicants from internal and external

candidates, the recruiting manager publishes the job requirement.
3. Short listing: HR manager receives multiple resumes from the vacant position.
4. Amongst the available applications, recruiting manager needs to shortlist

candidates whose skill set and capabilities match with the pre-defined job description.
Using recruitment database, HR manager can also review resumes that have been
submitted by candidates in the past to shortlist right candidates.
5. Assign Tests & Conduct Interviews: For the selection of talented professionals, it
is necessary to conduct interviews and tests to decide on their capabilities and skills.
An automated tool helps in assigning multiple test coordinators and interviewers to
interview different candidates at the same time.
6. Interviewer Submits Feedback and Scores: When there are too many candidates
that apply for a same position, it becomes difficult to compare their skills and hire the
right person. But in presence of automated ATS, interviewers can give scores or
ratings to the applicants and instantly share their feedback.
7. Selection: After comparing the scores of all candidates, recruiting manager takes
final decision on selection of some candidates. He/ She also performs background
verification of the selected candidates before giving out job offers.
8. Job Offer: On the basis of reference checks, the recruiting manager takes a final
call for the finalized candidates and send them the offer letters.
ONBOARDING

Employee onboarding tools are helpful in preparing new employees for their new job
role and responsibilities. Most of the organizations plan onboarding for their new
hires to make them feel welcomed, comfortable and valued. It leads improved
employee performance, engagement and retention.
When employees realize that they are valued, they are inclined to move an extra mile
to achieve their organizational objectives and add more value to company profits.
1. Configure On boarding Form: An online employee onboarding tools allow HR to

configure onboarding forms depending upon the company process.
2. Initiate On boarding Process: The HR manager initiates onboarding process by

providing a URL to the new hire where he/ she can add personal and professional
details.
3. Add Employee Information to Database: On submission of the onboarding form

by employee, HR manager completes other job related details and submits this form
to HIS database.
4. Generate Employee Code: On completion of this step, employee code is

generated and given to the new employee.

LITERATURE REVIEW
During the course of my research several e-recruitment practices have been found to help
recruitment process and enhance paperless HR process which is discussed in the following
work.
The digital world has brought a new dimension to the world of recruiting. The World Wide
Web, or Web 1.0, shortened the search time, costs and offered a transparent method of
information for candidates. E-Recruitment is an easiest and convincing way to hire people
from any part of the world and promotes opportunity, it benefits the company to be
recognized globally, and E-HRM helps in conveying any kind of HR policies, training
program, and pay slip sheets easily.
E-HRM is based on more systematic & technology theorem, which helps the HR department
to scrutinize employee performance carefully & accurately. It helps in imparting any HR
policy; keep a track on employees daily activity report (DAR), efficiently helps the
employees in promotion & transfers. E-recruitment, also known within the literature as online
recruitment, cyber recruiting, or internet recruiting are synonymous. They imply formal
sourcing of jobs online. It is a complete process which includes job advertisements, receiving
resumes and building human resource database with candidates and incumbents.
The findings from Holm's (2012) thesis were that there was a difference between the paper-
based and the electronic-based recruitment process. From the findings, Holm's found that the
electronic-based recruitment process began with few electronic tools for line managers to
commence the recruitment process, e.g. line managers were putting their hiring needs into a
Word document and sending it to the responsible recruiter. The recruiter then had to read
each applicant and rate the order. In some cases, this is handled through filter programs
bringing top applicants to the forefront. Holm's (2012) study was conducted between the
years 2008 to 2010 in three companies in Denmark, which could have limited the validity of
the recruitment process today as electronic technology has been developed for the evolving
topic of recruitment.
E-recruitment is the use of internet to attract high quality candidates, screening of suitable
profiles, streamlining the application and selection process. Internet has made an impact on
the human resource arena. E-recruitment enables the firm to perform the tasks in speed and
improves the process. One of the outcomes of the growth of e-recruitment technologies has
been that applying for jobs has become simpler and more streamlined. E-recruitment emerges
as a handy and advantageous method over traditional methods of recruitment.

Smith had worked upon e-recruitment where he had tried to conceptualize that internet helps
employer's better target prospective employees. The author mentioned that the career web,
which small companies may consider expensive, could still be less costly than multiple
newspaper ads.
A study conducted by Connelly, Carlson, & Meacham (2003) on the evidence of differences
in applicant pool quality addressed the research need by examining the attraction outcome of
firms competing head-to-head for recruits for similar positions. Results of an analysis suggest
that applicant quality can vary substantially within and across job families.
Chapman and Webster in thir survey research on the use of technologies in recruiting,
screening, and selection processes for job candidates conducted in USA found that most
organizations implemented technology based recruitment and selection tools to improve
efficiency, enable new assessment tools, reduce costs, standardize systems and expand the
applicant pool.
According to the Pew Internet Research reported by NAS insights, about 72 percent of
American adults were online. That translated to over 145 million people. This was a wide
audience, and the Internet proved to be an integral part of employee recruitment because
there was no faster, simpler, or more cost effective way to reach thousands of qualified
candidates. In fact, 44 per cent of online Americans were looking for information about a job.
The Internet allowed HR Managers to reach these candidates 24 hours a day, 7 days a week.
A study conducted by Martinez and Martineau on rethinking human resources stated that
when health reforms aims at efficiency savings or overall cost reduction, they go by changing
the way in which staff are employed.
A conceptual paper on Managerial challenges of e-recruitment: extending the life cycle of

new economy employees by Smith and Rupp, examined the application of technology to
recruiting and retaining knowledge workers in an e-commerce, information intensive
environment. The authors reported that e-recruitment as a general process is job specific and
offers computer-assisted screening interviews and statistical prediction to aid in reducing
recruiting costs, time-to-hire and employee turnover.
Hadass (2004) in his research on the effect of internet recruiting on the matching of workers
and HR Managers developed a model of recruitment in which job seekers have private
information about their qualification for different jobs and firms possess imperfect screening
technologies. The implications of the model were empirically examined using personnel data
from US-based multinational manufacturing firm with more than 15000 employees. The
adoption of e-recruitment was modeled as reducing application costs to workers and
improving screening technology for firms. He concluded that firms may adopt e-recruitment

strategies because of the direct reduction in recruiting costs and because of competition
among HR Managers for qualified hires.
As reported by Agayo Research on efficient talent acquisition through e-recruitment, a survey

was conducted among several hiring managers at NRG Engineering Pvt. Ltd.; a consulting
company specialized in the Oil and Gas industry, to identify how the E-Recruitment software
they used enhanced efficiency of their recruitment activities. All unanimously agreed that
using Applicant Tracking Systems significantly reduced the time spent on each recruitment
activity, and additionally smoothened the recruitment process.
A research on Internet job search and unemployment durations by Kuhn and Skuterud had
tried to find out which types of unemployed workers looked for work online and whether
internet searchers became reemployed more quickly. The authors concluded that internet job
search is more common among workers with observed characteristics that are usually
associated with faster reemployment and internet job search does speed reemployment. The
authors pointed out that, internet job search might significantly improve search outcomes on
dimensions such as job quality that they had not measured in their research.
Jansen, Jansen and Spink, gave implications for online job seeking and recruiting in their
paper on using the web to look for work. The authors focused upon three specific research
questions: how do people search for job-related information on the web? How effective are
these searches? And how likely are job seekers to find an appropriate job posting or
application? The data used to examine these questions come from job seekers submitting job-
related queries to a major web search engine at three points in time over a five-year period.
Results of their study indicated that individuals seeking job information generally submitted
only one query with several terms and over 45 percent of job-seeking queries contained a
specific location reference. Of ments retrieved, findings suggested that only 52 per cent were
relevant and only 40 per cent of job-specific searches retrieved job postings.
Ng and Burke in their study on the next generation at work explored the views, career
expectations, and job search behaviors among a sample of business students. The authors
conducted a field survey involving 20,771 students across Canada to understand the views of
university students on jobs, organizations, careers and perception of their organizations. The
study using multiple regression analysis found that cooperative students appear to have more
realistic expectation, have better insights into their own abilities and desires, and report
higher self-confidence. It also reported that the respondents had low expectations that their
campus career offices would get them a job, and expected to use the internet more frequently
in their job searches-------This suggested a shift away from traditional recruitment mediums
to more contemporary approaches such as internet.

RESEARCH METHODOLOGY
To conduct any research, a scientific method must be followed. The universe study is very
large in which it is difficult to collect information from all the employees.
So, the stratified random sampling method has been followed for the study, the analysis is
based on primary as well as secondary data.
Primary data was collected through
 Questionnaires
Secondary data was collected through
 Newspapers
 Magazines
 Internet
HIGHLIGHTS OF RESEARCH METHODOLOGY
Sampling method: Random sampling
Sample unit: Human resources professionals (50)
Data collection: Data was collected through both primary and secondary sources.
The Primary data was collected through administration of questionnaire through personal
observation.

Secondary source includes article from magazines and journals. Company's manual and
internet was used to collect data (secondary).
TOOLS OF ANALYSIS
The tool of analysis adopted by me is "Pie Chart" which I have prepared on the basis of
my questionnaire.
DATA ANALYSIS & INTERPRETATION
1. Do Excellence Technology use any social media/ websites for recruitment?
Yes % of Participants No % of Participants
81% 19%
Use of social media for recruitment
YES NO
2. How often do E-Recruitment is used in the Organization?
Alway Most of the Time Depending on the level of opening Rarely
20% 67% 33% 8%

Use of E-Recruitment
ALWAYS MOST OF THE TIME DEPENDING ON THE LEVEL OF OPENING NEVER
3. What major challenges do you face in hiring through web?
Trouble attracting passive Trouble in retaining the Efforts in screening the large
job seekers employee sourced through number of respondents
portals
31% 23% 46%
CHALLENGES DO YOU FACE IN HIRING THROUGH WEB
TROUBLE ATTRACTING PASSIVE JOB SEEKERS

TROUBLE IN RETAINING THE EMPLOYEE SOURCED THROUGH PORTALS
EFFORTS IN SCREENING THE LARGE NUMBER OF RESPONDENTS
4. E-recruitment is the fastest mode to apply for jobs?
AGREED DISAGREED

71% 29%
E-RECRUITMENT IS THE FASTEST MODE TO APPLY FOR JOBS
AGREED DISAGREED
5. E-Recruitment is an effective way to gather quality resumes than the old traditional
method of gathering?
Agreed Neither agreed nor disagreed Disagreed
61% 12% 32%
E-Recruitment is an effective way to gather quality resumes

than the old traditional method of gathering
AGREED NEITHER AGREED NOR DISAGREED

DISAGREED
6. E-Recruitment supports in bringing better qualified candidates in an organization?
Agreed Neither agreed nor disagreed DISAGREED
81% 8% 27%

E-Recruitment supports in bringing better qualified can-
didates in an organization
AGREED NEITHER AGREED NOR DISAGREED DISAGREED
7. Large pool of applicants can be collected through e-recruitment?
AGREE NEITHER AGREE NOR DISAGREE DISAGREE
16% 12% 72%
LARGE POOL OF APPLICANTS CAN BE COLLECTED

THROUGH E-RECRUITMENT

DISAGREED
8. Posting of jobs online is cost saving activity for the organization instead of
advertising the newspaper?

DISAGREED
84% 16% 18%
Posting of jobs online is cost saving activity for the orga-

nization instead of advertising the newspaper

DISAGREED
9. E-Recruitment saves time in collecting quantity of resumes?
DISAGREED
53% 6% 2%
E-Recruitment saves time in collecting quantity of resumes

DISAGREED
10. Apply through job portals and social networking sites is more accessibility
to the candidates?

61% 2%
Apply through job portals and social networking sites is more

accessibility to the candidates
11. E-recruitment plays an important role in organization success?
DISAGREED
81% 19% 5%
E-RECRUITMENT PLAYS AN IMPORTANT ROLE IN ORGANI-

ZATION SUCCESS
12. Did you achieve an effective recruitment process by using E- Recruitment tools?
NO. OF PARTICIPANTS (YES) NO. OF PARTICIPANTS (NO)

81% 19%
Did you achieve an effective recruitment process by using E-

Recruitment tools
YES NO
13. Which web 2.0 tools have you used to source candidate?
LINKEDIN SOCIAL NETWORKING SITES
76% 24%
web 2.0 tools have you used to source candidate
LINKEDIN SOCIAL MEDIA

FINDINGS
 In Excellence Technology most of people use website or portal for doing recruitment.
 The process of e-recruitment is depending on the level of the opening in Excellence
Technology.
 Excellence Technology recruiters are aggressively using websites LinkedIn,
Naukri.com, Facebook for sourcing qualified candidates.
 In Excellence Technology e-recruitment plays an important role in organization
success because this is the easiest way for recruitment.
 Excellence Technology also used the advertisement option for the vacancies of their
top-level positions.
 In Excellence Technology they prefer to post their job opening in online job portals
instead of using advertisement because using of online portals are more cost savior as
compare to using of advertisement.

SUGGESTIONS
The above discussion and from the evaluation process there are some points on which
managers can work upon, like-
 The manager must differentiate between the jobs which are to be recruited through
traditional way of recruiting and which are to be recruited with the help on online
recruitment.
 The HR manager must always be vigilant so that they do not interview the wrong
applicant and resultant into wasteful expenditure.
 Small online written interview can also be conducted along with the resume, so that
manager can get a good amount of information about the applicant, which the
manager cannot give just by scrutinizing the applicants resume.

CONCLUSION
E-Recruitment is becoming one of the important tools for selecting a required pool of human
resource. Although this method has few disadvantages but it is completely relevant and
applicable in today's modern world. In spite of the huge amount of research available in the
field e-recruiting, there are still many possibilities to proceed accepting of e-recruiting
research &apply.
Mainly the recruiter perspective and research regarding the influence of e-recruiting on the
overall recruitment process established slight consideration.
 E-recruitment is more than the technology.
 E-recruitment is about winning buy-in, and behavioural and cultural
 changes.
 E-recruitment means developing the capability of HR and line managers.

ANNEXURE
NAME:
GENDER: MALE FEMALE
AGE:
SNO. QUESTIONS
1. Do Excellence Technology use any social media/websites for recruitment?
a) Yes
b) No
2. How often do E-Recruitment is used in the Organization?
a) Always
b) Most of the Time
c) Rarely Depending on the level of the opening
d) Never
3. What major challenges do you face in hiring through web?
a) low hit Ratio
b) Trouble attracting Passive Job seekers
c) Trouble in retaining the employees sourced through Portals
d) Efforts in screening the large number of respondents
4. E- Recruitment is the fastest mode to apply for jobs?
a) Agreed
b) Neither agreed nor Disagreed

c) Disagreed
5. E- Recruitment is an effective way to gather quality resumes than the old traditional
method of gathering?
a) Agreed
c) Disagreed
6. E- Recruitment supports in bringing better qualified candidates in an organization?
a) Agreed
c) Disagreed
7. Large pool of applicants can be collected through e- recruitment?
a) Agreed
c) Disagreed
8. Posting of jobs online is cost saving activity for the organization instead of advertising
the newspaper?
a) Agreed
c) Disagreed
9. E- Recruitment saves time in collecting quantity of resumes?
a) Agreed
c) Disagreed
10. Applying through job portals and social networking sites is more accessible to the
candidates?

a) Agreed
c) Disagreed
11. E - Recruitment plays an important role in organization success?
a) Agreed
c) Disagreed
12. Did you achieve an effective recruitment process by using E- Recruitment tools?
a) Yes
b) No
13. Which web 2.0 tools have you used to source candidates.
a) LinkedIn
b) Social Networking Sites
BIBLIOGRAPHY
a) Ruël, H., Bondarouk T., and Looise J., "E-HRM: innovation or irritation
b) Dileep K M and Ramesh M (2009), "E-Recruitment: Leveraging Technology towards
Business Excellence"

c) Bemus, C., Henle, C. & Hogler, R. L. (1998). Internet recruiting and employment
discrimination: a legal perspective. Human Resource Management Review, 8, 2,149-
164
d) Gupta C.B. (2010),"Human Resource Management", 1st Edition, Sultan Chand &
Sons. New Delhi
e) Rao VSP (2005), Human Resource Management Text & Cases, 2nd Edition, Excel
Books, New Delhi. Dowling, P.J. & Welch, D.E. (2004). International human
resource management. 4th edition. Thomson, Australia.
f) Hadass (2004), in his research on the effect of internet recruiting on the matching of
workers and HR Managers developed a model of recruitment

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International Centre for Cross Cultural Research and Human

ICccR & HRM

Summer Internship Project Report on

“ANALYSING E-RECRUITMENT PROCESS”

SUBMITTED BY: JHANVI HEERA

In partial fulfilment for the award of the degree of

Masters of Business Administration (International Business), University of Jammu

pg. 1 ANALYSING E-RECRUITMENT PROCESS

I undersigned, Jhanvi Heera, a student of University of Jammu, declared that Summer

my indebtedness to other work publications, references, if any, have been duly

university regulations for the award of degree of Masters of Business Administration

(International business) by University of Jammu. I have undergone a summer project of six

NAME OF THE STUDENT: JHANVI HEERA

SIGNATURE: Jhanvi Heera

pg. 2 ANALYSING E-RECRUITMENT PROCESS

by HR Professionals” submitted by JHANVI HEERA student of MBA IB (2021-23) for the

partial fulfilment of the MASTER IN BUSINESS ADMINISTRATION (INTERNATIONAL

that this dissertation report is a result of her effort.

EXCELLENCE TECHNOLOGY, MOHALI

pg. 3 ANALYSING E-RECRUITMENT PROCESS

other hand one can make a simple expression of gratitude”

helped me to accomplish this challenging project in EXCELLENCE TECHNOLOGIES,

MOHALI. No amount of written expression is sufficient to show my deepest sense of

new field of knowledge.

A special appreciative “Thank you” in accorded to all staff of EXCELLENCE

TECHNOLOGIES, MOHALI for their positive support.

I express my deep sense of gratitude to our HON’BLE DIRECTOR DR. NEETU

MBA [IB] for giving me permission to undergo this training program.

member of my family, who has always supported me morally as well as economically.

pg. 5 ANALYSING E-RECRUITMENT PROCESS

S.NO. PARTICULARS PAGE NO.

pg. 7 ANALYSING E-RECRUITMENT PROCESS

I have done my summer project at “Analysing E-Recruitment Process”. The project

pg. 8 ANALYSING E-RECRUITMENT PROCESS

 To analyze the potential of e-recruitment & the challenges faced by it.

 To study the current e-recruitment activities adopted by the organization.

 To find the impact of e-recruitment on organization.

 To suggest the solutions to overcome the problems of e-recruitment.

pg. 9 ANALYSING E-RECRUITMENT PROCESS

The e-recruitment, also called as online recruitment, is the process of hiring the potential

pg. 10 ANALYSING E-RECRUITMENT PROCESS

According to Edwin B. Flippo (1979)

Ravmond J. Stone (2005)

Parry & Wilson (2009)

pg. 11 ANALYSING E-RECRUITMENT PROCESS

pg. 12 ANALYSING E-RECRUITMENT PROCESS

Internet portals such as Monster.com.

online (Mollison, 2001).

continue to improve for the benefit of both recruiter and jobseeker.

pg. 13 ANALYSING E-RECRUITMENT PROCESS

TARGETED AND EFFICIENT HIRING WITH THE HELP OF INFORMATION

pg. 14 ANALYSING E-RECRUITMENT PROCESS

pg. 15 ANALYSING E-RECRUITMENT PROCESS

pg. 16 ANALYSING E-RECRUITMENT PROCESS

pg. 17 ANALYSING E-RECRUITMENT PROCESS

of their unique skills and abilities.

pg. 18 ANALYSING E-RECRUITMENT PROCESS

Depending on the size of an organization, recruitment is the responsibility of a range of

E-Recruitment refers to the process of attracting, screening, selecting, and on boarding a

pg. 19 ANALYSING E-RECRUITMENT PROCESS

TRADITIONAL AND E-RECRUITMENT

pg. 20 ANALYSING E-RECRUITMENT PROCESS

Traditional Recruitment Methods

Presenting the traditional recruitment methods: