A Study On Impact of Covid 19 On Hiring Process at It Sector
A Study On Impact of Covid 19 On Hiring Process at It Sector
On
Session 2022-2023
School of Management
Babu Banarasi Das University
Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
PLAGIARISM CERTIFICATE
DECLARATION
mentioned in this report were obtained during genuine work done and collected by
me. The data or information obtained from primary (first-hand sources) and any other
alternative sources are absolutely acknowledged. The result and analysis embodied
during this project has not been submitted to the other University or Institute for the
HARMEET KAUR
ROLL NO. 1210672115
MBA 4th Semester
BBD UNIVERSITY, LUCKNOW
ACKNOWLEDGEMENT
First and foremost am indebted to the Almighty. It provides Pine Tree State immense
faculty Dr. Seema Singh from Babu Banarasi Das University, Lucknow for all the
timely help and support rendered. But for her constant motivation, encouragement and
adept guidance during the entire course of research, my endeavor would not have
culminated in fruition. The sincerity and dedication put in by her for the sake of my
Research Report is remarkable. I would like to thank her for the opportunity I was
given to conduct my Research and further my Research Report under his guidance. I
am grateful to Prof. (Dr.) Sushil Pande, the Dean/Incharge -SOM of Babu Banarasi
Das University, Lucknow for sparing his valuable time for me on different
occasions. I really appreciate all the bank employees who provided the requisite data
for my research work. It was their cooperation and input that made this research
possible. I express my gratitude to all the library staff of Babu Banarasi Das
and friends. They were always there for me with their wise counsel and sympathetic
ear. I could not have done any of this without you all. Thank you once again.
HARMEET KAUR
ROLL NO. 1210672115
MBA 4th Semester
BBD UNIVERSITY, LUCKNOW
PREFACE
opportunity to work in a truly professional environment where team work score over
executed and evaluated training helps a lot in inoculating good work culture. The
greater extent. I have tried to summarize all our experience and knowledge acquired
up till now, in this report. This project is a keen effort to obtain the expected results
and fulfill all the information required. At the end annexure and bibliography are
This project report is prepared as the partial fulfillment of two year degree programme
project is a compulsory part of the academics. This research is done in the fourth
Today employees expect quality of work life, more than financial benefits from the
organization. With the advent of new technologies, factors related to mental health in
Tata Motors Limited are taken into consideration more than ever. Studies have
organization is quality of work life. Another influential factor is job satisfaction which
efficiency. Quality of work life is an experience which an employee feels about the
job and work place in organization. The purpose of this paper is to identify the
relationship between two variables like, quality of work life and job satisfaction. The
study is an attempt to explore the better understanding of quality of work life and
employee job satisfaction in Tata Motors Limited. Findings of the study will help the
management and employees of Tata Motors Limited to understand the level of quality
Chapter 5: Findings
Chapter 6: Suggestions & conclusions
Chapter 7: References
Chapter 8: Annexure
This report is an honest work towards the topic. There can be many short comings in
it because of the lack of the time, unavailability of data and other constraints.
TABLE OF CONTENT
2 Plagiarism Certificate ii
3 Declaration iii
4 Acknowledgment iv
5 Executive Summary v
6 Introduction 1
7 Company Profile 12
8 Literature Review 27
10 Research Methodology 39
12 Findings 64
15 Conclusion 70
16 Bibliography 73
17 Annexure 76
CHAPTER - I
INTRODUCTION
1
Chapter – I
INTRODUCTION
INTRODUCTION
In today's changing world, finding the right individual for the appropriate job is
studies, companies are movingand adopting technology. Without abandoning the idea
of going global in social aspects, the recruiting cost can be decreased by having an e-
online recruitment procedure that allows for the creation of concrete premade profiles.
An organization's goal is always the same: to reduce costs and automate procedures.
recruitment agencies have shifted much of their recruitment process and method from
traditional toonline mode to enhance the speed with which potential candidates are
matched with available positions. HR Managers now fill the available positions in a
Though Covid-19 comes up with many challenges for the organizations, recruitment
is one of them. Traditional methods used by organizations such as posting the jobs on
for the organization. Recruiting and finding the right candidates for the organization is
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no small task. Corporate as enhancing to adopt technology-aided recruitment
techniques and total which can be used remotely and help in ensuring hiring as well as
The e-Recruitment system reduces the pollutants and energy associated with the
production, transportation, and usage of paper items. The automated procedure would
save energy in various functions like sending letters by posts, recording the data in
hard copy, filing of details, report making, etc. E-Recruitment helps in reducing
should create an easy-to-use and functional online portal to build a tangible online
recruitment process that can provide a concrete premade profile. The E-recruitment
professionals for the role, with an emphasis on taking the tests in the Online platform
Psychometric tests, and in the end submitting the candidature. Once the profile is
submitted to HR, the system should be able to generate the necessary required data,
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RECRUITMENT AND COVID 19 PANDEMIC:
Hamza et al., (2021) Recruitment is the process of inviting, finding, choosing, and at last,employing
the best eligible and qualified candidate and fit him/her in the organization. It is the process by which
the organizations attract and find the employees to fill job openings. Recruitment is defined as a series
of activities conducted by an organization to attract the attention of job seekers who possess the skill
set which is required by the organization in accomplishing its objectives and goals. Inviting
applications, understanding the requirements of jobs available, attracting employees to apply, screening
and finally selecting the best candidates,placement and induction of the new employee to the
organization are all constituents of the recruitment process. Organizations should be ableto understand
and predict whether the available workforce of the organization would be able to meet the requirements
on the quantity and quality of employees required for the achievement of organizational objectives.
Also, to find out the gaps in the available and required employees should be done to fix the most
JOB ANALYSIS
Reporting To Skills
4
JOB ANALYSIS: An analysis of the work on the Internet is an easy
roles, and responsibilities of a given selected job in the organization. Inthe past few
years, there has been a considerable shift and increase in the usage ofonline methods
for doing job analysis surveys, and most organizations prefer to use online methods to
have often maintained their printed job descriptions on computers or corporate servers
either in cabinet filings or in word descriptions. There are now many organizations
with other departments, and access different files with the help of the internet from
any device.
necessities to do a job are being stored like educational qualification, required skill
Businesses are looking for strategies to be productive in the face of enormous hurdles
as COVID-19 sweeps the nation and the world. Managing employee procedures,
operation for many firms as they strive to protect their employees, customers, and the
general public. The epidemic has shifted a significant portion of the workforce in
unexpected ways. Remote employment has become the new norm for firms that can
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rooms into offices while juggling children and personal duties. Businesses must make
difficult decisions about how to adapt to and survive this massive transformation, and
recruiting practices have shifted overnight. Today, Software as service suppliers are
part of the job description management business, including those incorporated into the
company. It helps in managing and verifying the job descriptions for all interested
compensation.
arrangements to their employees, slowing shaping remote working as the new normal.
When it comes to the technology sector, the recruitment market has become
increasingly combative during the past decade. Companies have been competing over
employment benefits. The COVID-19 pandemic has, however, hit the market
severely, with many companies resolving to fire their new recruits and freezing any
new appointments.
The global market is in a state of unfluctuating panic due to economies halting for
months on end, and the IT sector across the world has also witnessed new hirings
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The pandemic has also detained companies from carrying out core operations due to
their inability to retain employees, leading many to shut shop or freeze their
businesses temporarily.
Nonetheless, the COVID-19 global quarantine has led to a giant boost in the gig
economy, with a majority of businesses – both large corporations and small start-ups
looking for talent in the global arena to find remote IT developers at a much lower
cost as compared to the cost they have been incurring with full-time employees.
The Indian IT market has also been severely hit. While numerous IT companies like
Infosys Ltd., Accenture, and Tech Mahindra Ltd. have put in place efficient work
from home and digital hiring programs, smaller IT companies have been struggling to
honor new job offers and retain their existing employees. Many IT developers in India
have revealed their struggle in finding work due to lack of projects from their
On the brighter side, the national lockdown has allowed IT developers to look for
work in the global landscape as companies in the USA, Europe, and other Asia Pacific
The Indian IT market has become a favorable ground for companies across the world
to look for talent, especially during the coronavirus havoc, both due to the availability
Companies from all industries benefit from hiring developers in India due to the
diversity of talent and the booming tech industry in the country. Indian cities like
Bengaluru, Gurugram, Hyderabad, and Pune have risen in the Asia Pacific tech arena,
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with their flourishing tech markets, accommodating business environment,
talent syndicate for companies to hire developers in India. However, when it comes to
finding the right talent and expansion of projects in countries like India, foreign
companies may find themselves lost in the labyrinth due to the sheer size of the talent
For global companies, the best solution to finding and hiring the right IT talent lies
with a Professional Employer Organization (PEO), which can help them in locating
In the wake of COVID-19, companies are operating remotely and allowing their
employees to work from home. The whole idea is to avoid physical contact and
practice social distancing in order to prevent the virus from spreading further. Even in
the case of recruitment, you cannot meet candidates in person as the office is shut. Job
interviews are now being scheduled through video calls, resulting in a rapid change in
More and more organizations are opting to integrate with virtual interview apps, like
HireVue, Jobvite, etc., or incorporate an applicant tracking system that enables them
laying off employees. Companies are experiencing a crisis due to this uncertain
situation and trying to cut down costs which will help them sail through these tough
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times. Major IT giants in the market have already started layoffs across the world,
Ultimately, they will be less open to hiring a new workforce, eventually limiting the
number of job openings in the organization. But the candidates should expect these
interviews to be much trickier than before, as organizations are very keen on finding
Onboarding as usual is not an option for employees who have already been hired in
the pre-lockdown period. Organizations are now arranging for virtual onboarding
with the help of various HRMS software or onboarding software that enables you to
carry out the process smoothly. The current pandemic situation has opened avenues to
a lot of new experiments for businesses across the world. Remote onboarding is one
such aspect.
Sourcing candidates for open positions is going to be more difficult than ever before,
as employees will not be willing to switch between companies. They are likely to
value security more in this time of uncertainty. All this depends on their current
employer's potential for holding back layoffs within the company. If they feel that
their job is secured, then there are very few possibilities for those employees to be
open to switching.
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It’s very unlikely that your recruitment funnel has not been impacted due to the
COVID-19 wave. This, of course, is an uncertain situation and no one could have
predicted its impact. Whether you belong to the tourism industry or the IT sector, each
Companies have been quick to react and take action to control and take preventive
measures. On the other hand, they are transitioning their functions through digital
Hence, you may consider redesigning your whole recruitment funnel in order to
ensure that you seamlessly transition your functions. This will enable you to
efficiently conduct these operations at each stage whether it's sourcing the candidates,
candidates.
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CHAPTER - II
COMPANY
PROFILE
11
Chapter – 2
COMPANY PROFILE
COMPANY PROFILE
12
CHAPTER - III
LITERATURE
REVIEW
13
Chapter – 3
LITERATURE REVIEW
LITERATURE REVIEW
Abia, M., & Brown, I. (2020) reviewed that e-recruitment is known by many other
manage the recruitment process of the organization. A recruiting model that presents
the recruitment process includes the activities like setting the objectives of
recruitment output. Recruiters fight for the best-fit applicants (job seekers which are
suitable and perfect fit for the available job), whereas, job seekers compete for jobs to
get selected; this motivates both the organization and candidate to adopt information
technology fastly to
alleviate some of the challengesin the recruitment efforts. This study reviewed five
concepts of e-recruitment that emerged from extant literature, these are e-recruitment
as a technology tool, system, process, service, and proxy. It also concluded the
which goes unnoticed in the stored literature, and advocated that recognizing and
C., & Esteves, J. (2015) concluded that substantial forces of institutions may induce
firms to choose the features of the recruitment websites of the organization are based
on copying and feature the colleagues in their reference, networks, and groups.In the
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other research studies of the IT industry, e-recruitment functions that the HR
to tailor the available application to as per their requirements and cost-benefit criteria.
understanding the external environment and its role in forming the digital business
tool and method for employers and HR professionals in seeking and identifying the
top people while reducing expenses occurred with the screening of worldwide
candidates. E-recruitment has obvious benefits for any organization, it also creates
several obstacles for businesses. Ehrhart et al.,(2012) The study on attracting and
recruiting is both conceptually and practically useful because the job market is
flooded with Web-savvy applicants who frequently visit various websites as their first
the website so that businesses can use it to manage the available resources and attract
the best valuable human resources. Given the prominence of this recruitment strategy
in companies and the need to balance its potential and risks and also suggested
It also helps in mediating the relationship between work-life balance and enhancing
the usability of the website. Organizations should plan for the implications and
feedback or other important information that could encourage and helps in the better
and more accurate selection of human capital through the e-recruitment process.
Kucherov, D., &Tsybova, V. (2021) presented that the e-recruitment methods which
15
methods are associated with the favorable outcome. However, e-recruitment
utilization does not serve as a bridge between e-recruitment techniques and outcomes.
Erecruitment aid not only in lowering the cost of advertisements and selection
procedures but also in eliminating paperwork. Hot skill alerts can be enabled to allow
organizations to be notified when a candidate who meets the criteria for future
requirements registers. People looking for a job can browse for and apply 24*7.
Recruitment agencies, which can cost thousands of pounds, can also be avoided to
Bhupendra, S.H., & Swati, G. (2015)The strategy of hiring the best candidates and
encouraging them to investigate job opportunities are defined. The organization itself
to determine the most efficient recruitment source and it is situational and has its pros
and cons.
Adetunji, O.J., & Ogbonna, I.G. (2013) Recruitment has a long history, starting from
prehistoric times because individuals tend to consume the services of others when
they cannot do that alone. Adeosun, O. T., & OHIANI, A. S. (2020) presented that
organizations can use salary, brand recognition, referral, and job stability as key
approach for attracting, recruiting, and selecting the most eligible employees. Using
interviews have been shown to aid in the selection of top personnel. Gignac et al.,
support. Human beings with the challenges of physical and mental health expressed
more fears and less assistance as compared to other groups during the early stages of
the COVID-19 epidemic, as per the findings. The findings also highlighted the
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significance of job conditions to understand COVID-19, as well as the necessity to
work impacts views and can contribute to disparities that may occur as a result of a
COVID-19. It merits additional research attention in the future and emphasizes the
significance of developing more inclusive work opportunities for people with the
Concluded that in the recruitment process both recruiter and job seeker can maintain
their anonymity. Organizations can search for potential candidates and their CVs
without advertising vacancies, or they can also promote the vacancies without making
their names out. Additionally, job searchers can submit their CVs with the help ofthe
Internet while maintaining the secrecy of their details like their names and details of
employment. Al-Zagheer, H., & Barakat, S. (2021) Investigated and introduces the
concept of electronic recruitment, as well as its benefits for both businesses and job
expensive than advertising it in the newspapers, there are no mediators. Also, the time
taken in the recruitment is reduced. E-recruitment facilitates and helps in hiring the
right candidate with the optimal skills which improves the efficiency of the
recruitment process and also enhances the access to 24*7 to an ample amount of
online resumes for both applicants and organizations. E-recruitment has its own set of
advantages and disadvantages, some of which are like screeing and verifying the
skills which consume lots of time. B. Low internet speed or lack of internet access or
17
recruitment strategies. D. In India, both the interviewer and interviewee prefer to
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CHAPTER - IV
OBJECTIVES OF
THE STUDY
19
Chapter – 4
20
CHAPTER - V
RESEARCH
METHODOLOGY
21
Chapter – 5
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH DESIGN:
A quantitative method has been used in the study, a questionnaire was prepared
and distributed to IT Companies in Noida Region. There are two separate parts to
the questionnaire, the first part of the questionnaire represented and focused on the
first objective to examine the impact of the Covid-19 pandemic situation on the
SAMPLING DESIGN:
For the survey, the IT companies of the Noida Region were considered and its
employees filled the survey form. MS-Excel Version 2010 has been used as the
statistical analysis tool whereas the descriptive statistics were calculated and used
for the interpretation of findings. The selected population of this study is 100
22
DATA COLLECTION:
Data for this study was collected through a Multi-Factor Quitonnaire (MFQ)
taken on the Five Point Likert Scale for data analysis and interpretation. The
collected data was analyzed using the T-test Hypothesis (One-Tailed Test).
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CHAPTER - VI
DATA ANALYSIS
&
INTERPRETATION
24
Chapter – 6
25
CHAPTER - VII
FINDINGS
26
Chapter – 7
Findings
FINDINGS
27
CHAPTER - VII
LIMITATIONS OF
THE STUDY
28
Chapter – 7
29
CHAPTER - VIII
SUGGESTIONS
AND
RECOMMENDATIONS
30
Chapter-8
31
CHAPTER - IX
CONCLUSION
32
Chapter-9
Conclusion
CONCLUSION
33
BIBLIOGRAPHY
34
BIBLIOGRAPHY
BIBLIOGRAPHY
35
ANNEXURE
36
QUESTIONNAIRE
NAME:
37