A PROJECT REPORT ON :

“E-recruitment: the effectiveness of the internet as a

recruitment source” with reference to a few Organizations in
Guwahati

PRESENTED BY-

ISHANEE BORA
MBA 3RD SEMESTER
ROLL. NO. 34/19
 INTRODUCTION TO THE STUDY

• Literature Review
• Objective of the study
• Scope of the study
• Research Methodology
• Literature Review
 M Anand J and Dr. Chitra Devi S,(2016) in their paper, “The Impact of E-Recruitment and challenges faced by HR
Professionals”, studied about the electronic recruitment that's prevailing within the HR professionals and found it to be more
effective compared to other sources of recruitment.
 Anand J and Dr. Chitra Devi S,(2016)in their paper , “Literature review on e-recruitment and its perceived benefits: A walk
towards paperless HR”, aimed to test the perceived benefits of e-recruitment from HR managers perspective and found that e-
recruitment is more efficient and effective for HR managers.
 
 Prakash Yadao Khillare, Smita Kashinath Shirsale,(2017) wrote a paper on “A Study of Conceptual Framework of
ERecruitment in Current Business Scenario”, This paper aims to debate the concept, nature, problems, benefits, methods and
trends and in electronic recruitment. They found e-recruitment to be effective.
 
 Dr.Sayel sabha, (2018) in her study “Impact of Online recruitment on recruitment”, found that online Recruitment has become
an important process within the highly competitive labor market. The quality methods of recruitment had been revolutionized
by the emergence of the online. E-Recruitment is that the foremost recent trend within the recruitment process and it has been
adopted in many organizations from large to small-sized companies. Many companies use E-Recruitment to post jobs and
accept resumes on the online, and correspond with the applicants by-mail.

 
Cont.
 Masese Omete Fred, Dr.Uttam M. Kinange,(2018) in their study “Effectiveness of E-Recruitment in Organization
Development”, identified online recruitment methods from relevant literature, and describes how their benefits of online
recruitment can influence the recruitment deciding of the organization. Today, one among the foremost crucial sources of
competitive advantage relies on human resource efforts through attracting and retaining talented individuals. the aim of this
paper is to broaden the research on the online Recruitment practices for the full development of the organization with
concentrate on E-Recruitment practices.

 Nafia Sultana, Nahida Sultana,(2018) in their study, “Analysing the Effectiveness of Online Recruitment: A Case Study on
Recruiters of Bangladesh”, found that present organizations are more online-dependent while dealing with the human resource
management activities. The research not only identified the efficacy of online recruitment but also discovered the stage of
recruitment during which organizations get more benefits by using the web.
 
 Piana Monsur Mindia, Md. Kazimul Hoque,(2018) in their study, "Effects of E-recruitment and internet on recruitment
process: An Empirical study on Multinational companies of Bangladesh”, concluded that the Recruitment process is extremely
much crucial to every organization, because it’s employees who will contribute strategically and make difference within the
workplace. Moreover, through the data collection process, it absolutely was also identified that, there are some loopholes
present within the e-recruitment system. This study will further help the human resource managers to identify the relevant
factors which may be taken into consideration within the strategy of overall recruitment.
Cont.
 Mr. Muhammad Assad ul Mujtaba, Dr. Muhammad Shaukat Malik,(2018) wrote a paper on “Impact of E-Recruitment on
Effectiveness of HR Department privately Sector of Pakistan”, This research paper aims at exploring the impact of latest
technological developments (especially the concept of E-Recruitment) within the context of recruitment and also the way it's
facilitated the fashionable day HR managers. The result has proved that E-recruitment has significant impact on effectiveness
of HR Department in private sector of Pakistan.

 Rozy Rani, (2016) in her paper, “E –Recruitment and its impact upon on job seekers: a up to date Approach” implied that the
developers of online job sites have to provide additional useful functionalities or tools on the sites to assist users for job
search. The paper provides an insight for job seekers to seek out employment by using the web as employment search tool.
The main findings emerging out of this study is that job seekers are getting benefited with the web era, and begin searching
the roles on the web. Some job portals offer resume building facilities also in order that job seekers can get advantage of this.
Last we are able to say that the web has been accepted as a most convenient & better tool to seek out the roles.
 
 Lakshmi S. L, “e-recruitment: a boom to the organizations within the competitive world”, IOSR Journal of Business and
Management (IOSR-JBM), 2015, ISSN 2278-487X, pp. 25-28, This study has explored the effectiveness of using e-
recruitment in organizations. It’s been found that e-recruitment is effective in terms of saving recruitment cost, reducing time
to rent and helping companies in developing competitive edge, market image and attracting right skilled candidates. Online
recruitment is additionally effective in terms of managing talent process that's also considered effective. It’s also found that e-
recruitment will likely to grow.
• Objective of the Study

1. Primary Objective:
• The primary objective of the study is to analyze the effectiveness of internet as a recruitment source.

2. Secondary Objectives:
• To study the current e-recruitment activities adopted by the organizations.
• To find out the problems recruiters faces in recruitment.
• To study the effectiveness of e-recruitment process in the organizations.
• Scope of the study

The scope of the study is to contribute to the research on whether the internet as a recruitment source is an effective tool
to use in reaching target markets for the organization and to find out the experiences of the use of internet by different
employment groups to source and apply for positions. The study is limited to a few recruiters located in Guwahati city.
• Research Methodology
1. Type of research:
Descriptive Research.

2. Research Instrument: Structured Questionnaire

3. Tools of Analysis: The various tools used in the research are pie-chart, bar charts and tables with the help of Microsoft
Excel.
4. Sources of Data:
 Primary Data: The primary data has been collected with the help of a structured questionnaire.
 Secondary Data: The secondary data has been collected through the assessments of various reports, internet and company’s
website.

5. Sample Design:
 Sampling Technique : The technique used for drawing samples out of the total population is Convenience Sampling.
 Sample Size: The sample size is 41.

6. The Reference Period:

The reference period for the study is from 1 st July to 31st August, 2020.
 INTRODUCTION TO THE ORGANIZATION

‘Development through the distribution or application of knowledge': this is the motto which has guided the Indian Institute of
Management Ahmedabad (IIMA) since its establishment in 1961 in Ahmedabad, Gujarat, India. It was initiated with an active support
from Government of India, Government of Gujarat, Havard Business School and few prominent members of Indian Industry. Vikram
Sarabhai who was the honorary Director of IIMA and Kasturbha Lalbhai, both played a prominent roles in setting up the Institution.
IIMA has been consistently ranked as the premier management school in the country by several national agencies. IIMA programmes are
also ranked highly in several international rankings. In 2008, IIMA became the first management school in the country to be awarded
EQUIS (European Quality Improvement System) accreditation by the EFMD (European Foundation for Management Development).
Vision and Strategic Policies

The Institute delivers on this vision through its focus on the following aspects:
• Promoting excellence in scholarship by encouraging high-quality research, distinctive and impactful
teaching, and meaningful contribution to knowledge-creation in a variety of disciplines.
• Educating and nurturing leaders of institutions and entrepreneurial organizations.
• Impacting the world of policy and practice.
• IIMA supports its vision by placing emphasis on a high-performance work environment, supported by a
culture of autonomy, creativity and collaboration amongst its faculty members, staff and students.
Few organizations from where responses were collected:
• Indusind Bank
• Kotak Mahindra
• Amul
• PepsiCo
• VI
• TCS
• ITC
• JIO
• Modicare Pvt. Ltd.
• Federal Bank
• Samsung
• Panasonic
• Arohan Financial Services
• Aruna Memorial Hospital
• Flipkart
DATA ANALYSIS

1. Gender of the respondent:

49% MALE
51% FEMALE

Interperation: The above analysis shows that this study contains almost equal no. of males and females.
Cont.

2. Age groups of respondents:

Sales
3% 20-30
14% 7%
30-40
40-50
76% 50 to above

Interpretation: It can be interpreted that maximum no. of the respondents of this study belong to the age
group of 20-30
Cont.

3. Designation of the employees:

35.00%
30.00%
29.27%
25.00% 26.83% INTERPRETATION: From the above diagram it can
20.00% HR
Finance
be seen that most of the employees are
15.00% 17.07%
14.63% Administration working at HR department as it holds the highest
10.00% 12.20% Marketing
5.00% Production percentage as 29.27% from the rest departments.
0.00% Others
0.00%
HR ce on ng n rs
an ti eti ctio he
i n ra rk u Ot
F i st a od
m
in M Pr
Ad
Cont.
4. Duration of work of the
respondents:

Above 10 years
2.40%
INTERPRETATION: From the above diagram
it can be interpreted that most of the respondents
5-10 years 19.50% are having work experience for a period between
3-5 years holding a percentage of 36.6%.
3-5 years 36.60%

1-2 years 29.30%

less than a year 12.20%

0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00%

Cont.
5. Source for recruitment mostly
used in the organizations:

7%
22% INTERPRETATION: From the above pie diagram it can be
interpreted that maximum no. of the respondents
goes for recruitment through internet .
Newspaper
Internet
37% Recruitment Agency
Campus Hiring
15%
Others

20%
 Cont.
6. Types of positions that
organization advertises for:

INTERPRETATION: From the above diagram it can be

Lower Management 39 interpreted that most of the organizations advertises for
lower level positions as compared to other positions.
Middle Management 31.8

Senior Management 17

Executives 12.2

0 5 10 15 20 25 30 35 40
Cont.
7. Frequency of online hiring:

60 INTERPRETATION: From the above diagram it

53.7
can be understand that nowadays, organizations
50
40
39 go for more online hiring methods rather than
other traditional methods of hiring.
30
20
10 4.9 2.4
0
Always Often Sometimes Never
Cont.
8. Whether filtration tools provided
by e-recruitment systems helps to
speed up the process of sorting the
candidates or not:

Strongly Agree Agree INTERPRETATION:

Neutral Disagree
It can be interpreted from the above
18% 1%
30% diagram that organizations are agreeing to the fact that
after the filtration tools provided by e-recruitment
systems it became easier and faster while sorting
the candidates.
51% It has been surveyed that 51% of the organizations are
agreeing on the same.
Cont.
9. Showing views on internet as
recruitment source, whether it’s a
better source for reaching wide
category of candidates.

Yes No Maybe
27%
INTERPRETATION: It has been surveyed that 61% of
the respondents are agreeing to the fact that internet
is a better choice as a source of recruitment for reaching
broader candidates.

61%
12%
Cont.
10. E-recruitment matches the level
of efficiency with the traditional
methods of recruitment:

48.8 INTERPRETATION: From the above diagram

50
45 we can interpret that e-recruitment is successfully
40
competing with other traditional methods of
35
30
29.3 recruitment in respect of its efficiency.
25 22
20
15
10
5
0
Yes
No
Maybe
Cont.
11. E-recruitment places the right
person to the right job:

INTERPRETATION: From the above diagram, it can be

Disagree 4.5
interpreted that e-recruitment leads to successful placement
of candidates.
Neutral 26.8

Agree 46.3

Strongly agree 22

0 5 10 15 20 25 30 35 40 45 50
Cont.
12.Problems in e-recruitment:

INTERPRETATION: From the above diagram we can

Others
Poor Website/Network
Too impersonal
Attracts bad customers
Difficult to measure efficiency
2.4 interpret that though internet can be considered
29.3 as one of the best source of recruitment to a
9.7 certain extent; we couldn’t deny its loopholes.
22
During the survey 36.6% of the respondents claimed
36.6
that they didn’t find internet as a suitable source

0 5 10 15 20 25 30 35 40
for measuring effectiveness.
Cont.
13. Whether the internet could lead
to discrimination issues.

35 31.71 INTERPRETATION: From the above diagram it can

30 26.83 be interpreted that on certain grounds internet could
25
lead to discrimination issues.
20
14.63
15

10
4.5
5

0
Strongly agree Agree Disagree Neutral
Cont.
14. Percentage of current acquisition
of personnel through online sources
in the organization:

INTERPRETATION: From the above diagram it

More than 50% 9.76
can be interpreted that 39.02% of the organizations said
that from their total current acquisition of personnel,
40-50% 12.2
30-40% were hired through online recruitment sources
30-40% 39 which is not a bad figure.

10-20% 26.8

Less than 10% 12.2

0 5 10 15 20 25 30 35 40
 Cont.
15. Possibilities of organizations
likely to stop using other
recruitment sources and adapting
internet as a recruitment source in
upcoming days:
4000.00% 36.6 INTERPRETATION: From the above diagram it can be
3500.00%
29.3 interpreted that possibilities of organizations likely
3000.00%
2500.00%
to stop using other recruitment sources and
2000.00% adapting internet
14.6
1500.00%
9.7% 9.8
as a recruitment source in upcoming days is higher.
1000.00%
500.00%
0.00%
Strongly Agree Neutral Disagree Strongly
Agree Disagree
Cont.
16. Internet has added value to your
recruitment process from both an
employer and employee perspective:

INTERPRETATION: From the above diagram it can be

interpreted that Internet does have added value to the
20% 2% recruitment processes of organizations from both an
32%
Strongly agree employer and employee perspective. During the
Agree survey 46% of the respondents agree to the
Neutral
46% Disagree above statement.
MAJOR FINDINGS
• It was found that 39.% of respondents claimed they always practice online hiring, 53.7% claimed they often do, 4.9% said
they sometimes do and 2.4 never go for online hiring.

• It was found that 29.3% of the respondents strongly agreed with the fact that filtration tools provided by e-recruitment
systems speed up the process of sorting the candidates, while 48.7% agreed with the fact. Moreover 17.1% were neutral
and 4.9% disagreed.

• It was found that 61% of the respondents said that internet as recruitment source is a better source for reaching lots of
candidates and 12.2% of the respondents had a negative view while 26.8% had a mixed view regarding this.
 
• It was found that 22% of the respondents strongly agreed with the fact that internet as a recruitment source is able to place
right person to the right job, 46.3% agreed to the same, while 26.8% of them had a neutral view and the remaining 4.9%
disagreed to the statement.

 
Cont.

• Majority 41.4% of the respondents considered e-recruitment as the best source of recruitment in their respective
organizations as it is time saving.

 
• It was found that 9.7% of the respondents agreed organizations would be more likely to stop using other recruitment
sources and instead use internet as a recruitment source in upcoming days and similarly 29.3% of the respondents agreed
with the same. 36.6% of the respondents had a neutral view, while 9.8% of the respondents disagreed with it and 14.6%
strongly disagreed with the statement.
RECCOMENDATIONS

• The online recruitment media should provide some more advanbced auto-filtration techniques so that perfect candidates
can be chosen quickly and easily by the recruiters and organizations
 
• 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.The
organizations also need to be informed about the confidentiality of the process of e-recruitment as some organizations feel it
has security issues.
 
• The organizations should encourage the use of technology among its employees and provide the recruiters with a good IT
infrastructure as network issues it has been cited as one of the major problems in the use of internet as a recruitment source.
CONCLUSION

This study is quite relevant in our current situation where we are facing a pandemic. In this situations it will be more effective

for organizations to go for e-recruitment rather than using traditional methods . 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.
REFERENCES

• Sabha,S.(2018). “Impact of Online recruitment on recruitment”, International Journal of Education and Research, Volume 6(4),
ISSN: 2411-5681  

• Fred, M.O.,Uttam M.K,(2018). “Effectiveness of E-Recruitment in Organization Development”, Management and Economic
Journal, Volume 2(4), pp. 294-301

•   Sultana,N., & Sultana,N.(2018) “Analysing the Effectiveness of Online Recruitment: A Case Study on Recruiters of
Banglades”, Research gate publications, volume 7(2), ISSN 2305-8730, pp. 79-8730  

• Mindia,P.M., Hoque,K.M.(2018) “Effects of E-recruitment and internet on recruitment process: An Empirical study on
Multinational companies of Bangladesh”, International Journal of Research and Management (IJSRM), Volume 06, Issue 01,
ISSN (e): 2321-3418  

• Mujtaba, M.A. & Malik,S.M. “Impact of E-Recruitment on Effectiveness of HR Department in Private Sector of Pakistan”,
International Journal of Human Resource Studies, volume 8(2), ISSN 2162-3058

• Anand, J. &Devi, S.S. (2016). “The Impact of ERecruitment and challenges faced by HR Professionals”, International Journal of
Applied Research, volume 2(3), ISSN 2394-7500, pp. 410-413  
• Anand, J & Chitra Devi,S.S.,(2016).“Literature review on e-recruitment and its perceived benefits: A walk towards paperless
HR”, International Journal of Applied Research, volume 2(11), ISSN2394- 7500, pp. 528-531

• Rani,R.(2016). “E –Recruitment and its impact upon on job seekers: A Contemporary Approach” Semanticscholar.org,
Volume 2(4), ISSN 2395- 4396

• Lakshmi S. L, (2015)“E-recruitment: a boom to the organizations in the competitive world”, IOSR Journal of Business and
Management (IOSR-JBM), ISSN 2278-487X, pp. 25-28,