SUMMER TRAINING PROJECT REPORT

ON

“Study of Effectiveness of E-recruitment at ASAP Staffing Solutions”

SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD OF

THE DEGREE OF MASTER IN BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF:

Ms. Aarti Sehgal
Assistant Professor, RDIAS

SUBMITTED BY:
Aishwarya Singh
00415903918
MBA, Semester 3
Batch 2018 – 2020

RUKMINI DEVI INSTITUTE OF ADVANCED STUDIES

An ISO 9001:2015 Certified Institute

NAAC Accredited: A+ Grade (2nd Cycle), Category A+ Institution
(by SFRC, Govt. of NCT Delhi)
(Approved by AICTE, HRD Ministry, Govt. of India)
Affiliated to Guru Gobind Singh Indraprastha University, Delhi
2A & 2B, Madhuban Chowk, Outer Ring Road, Phase-1, Delhi-110085
 TABLE OF CONTENTS

Page No.

Student Declaration……………………………………………………………………………i

Certificate from Company ……………………………………....…..........................ii

Certificate from Faculty Guide……………………………………....…....................iii

Acknowledgement.........................................................................................................iv

Executive Summary…………………………………………………………………………...v

List of Tables……………………………………………………………………………………vi

List of Graphs………………………………………………………………………………….vii

List of Charts……………………………………………………………………………..……viii

List of Abbreviations, if any………………………………………………………………….ix

INTRODUCTION Page No. 1

1.1 About the Topic

1.2 About the Industry or About the Company
1.3 Literature Review

RESEARCH METHODOLOGY Page No.

2.1 Purpose of the study

2.2 Research Objectives of the study
2.3 Research Methodology of the study
2. 3.1 Research Design
2.3.2 Method of Data Collection
2.3.3 Sample Design
2.3.3.1 Sample Unit
2.3.3.2 Sample Size
2.3.3.3 Sampling Method
2.3.4 Designing Questionnaire
2.4 Limitations

ANALYSIS& INTERPRETATION Page No.

3.1 Analysis & Interpretation

FINDINGS AND SUGGESTIONS Page No.

4.1 Findings
4.2 Suggestions

CONCLUSION Page No.

5.1 Conclusion
5.2 Scope for future research

ANNEXURES

REFERENCES
 Student’s Declaration

This is to certify that I have completed the Project titled ―Study of Effectiveness of E-
recruitment at ASAP Staffing Solutions‖ under the guidance of ―Ms. Aarti Sehgal‖ in the
partial fulfillment of the requirement for the award of the degree of ―Masters in Business
Administration‖ from ―Rukmini Devi Institute of Advanced Studies, New Delhi.‖

It is also certified that the project of mine is an original work and the same has not been
submitted earlier elsewhere.

Aishwarya Singh
00415903918
MBA Semester 3
 Certificate from Faculty Guide

This is to certify that the project titled ―Study of Effectiveness of E-recruitment at ASAP
Staffing Solutions‖ is an academic work done by ―Aishwarya Singh‖ submitted in the partial
fulfillment of the requirement for the award of the degree of ―Masters in Business
Administration‖ from ―Rukmini Devi Institute of Advanced Studies, New Delhi.‖ under my
guidance and direction.

To the best of my knowledge and belief the data and information presented by her in the
project has not been submitted earlier elsewhere.

Ms. Aarti Sehgal

Assistant Professor
RDIAS
 ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my mentor Ms. Aarti Sehgal as well the
college authorities who gave me the golden opportunity to do this wonderful research project on
the topic ―Study of Effectiveness of E-recruitment at ASAP Staffing Solutions‖ which also helped
me in doing a lot of research and I came to know about so many new things that I am really
grateful to learn. Making this project has widened my knowledge on the research aspects and has
deeply enhanced my learning.

Secondly I would also like to thank my parents and friends who helped me a lot in finalizing this
project within the limited time frame.

Aishwarya Singh
00415903918
MBA Semester 3
 EXECUTIVE SUMMARY

The project report is prepared with an aim to throw light upon the effectiveness of using
online recruitment media for hiring purposes at ASAP Staffing Solutions. The research was
designed to test the effectiveness of online recruitment in terms of the quality of candidates
hired, ease of use of technology, optimum use of judicial resources such as time and money
and the satisfaction level of recruiters while dealing with online recruitment. Qualitative data
was collected with the help of questionnaire designed on likert scale. IBM SPSS was used for
factor analysis and finding the true search results.

The findings established that online recruitment is a quiet effective source to search
candidates effectively and efficiently. Although use of traditional sources for recruitment
cannot be completely ignored but it lacks speed and economy. Thus recruiters now-a-days
prefer online recruitment as to traditional recruitment. The future of recruitment is online
recruitment and its use will increase in the future manifold.
 Chapter 1

INTRODUCTION
1.1 Introduction

As per a report in BUSINESS INSIDER Dated Feb. 14 2017, Online recruitment activities for
January 2017 continued to exceed the corresponding period a year-ago at the same rate as in
December 2016; up by 11 percent, according to the Monster Employment Index. The overall
functioning of the organization depends upon the manpower employed in it. As an organization
may have the best of the required resources, but of no use if the human resources employed
within the organization are not skilled enough to put those resources to the optimum use. Hence
the importance of the right man on the right job is recognized for the effective and efficient
utilization of resources. Two organizations having the same resources produce different
outcomes only because of the variability in the human resource factor. No two organizations can
have the same manpower resources. Thus it becomes necessary to recruit the right employees for
the organization for the organization to function properly and get an advantage over the other.

Recruitment refers to finding the potential employees whose candidature will perfectly match the
job requirements of the organization and who are willing to work for the organization at the
particular pay scale. Previously the organizations used traditional sources such as newspaper
advertisements, internal hiring, employee referrals, placement agencies, walk in interviews,
campus recruitment and so on to recruit employees. But nowadays these sources have expanded
and have included the online recruitment sources as well. Online recruitment refers to the
process of hiring the right candidate for the right job using the internet. In other words it refers to
the use of advanced technologies for inviting the candidates, screening them for the relevant job
profile, scheduling or conducting their interview and selecting the best suitable candidate for the
position.

There are few elements of the recruitment process that have been recognized as having a
potential influence on the outcomes of recruitment. These include the administrative policies and
procedures practiced by the organization, the recruitment sources used to attract the right talent
and the nature of the recruiters involved in the process. All the above factors directly influence
the effectiveness of recruitment. Thus organizations these days have broadened their recruitment
sources to reach quality talent at less cost. The usage of online sources for hiring for job
vacancies has increased impressively over the last decade. This increase in the usage can be
linked to the multiple advantages it has to offer. Online recruitment is generally preferred by the
organizations as a mass pool of diverse candidates can be reached at a much lower cost, time and
with minimum efforts while also enhancing the effectiveness and efficiency for the employers in
finding the right candidates for the right job positions.

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. The tool can be either a job website like naukri.com, the organization‘s corporate web
site or its own intranet. Many big and small organizations are using internet as a source of
recruitment. They advertise job vacancies through the help of internet. The job seekers send their
applications or resume through an e-mail using the internet. Alternatively job seekers place their
resumes over the preferred job portal, which can be drawn by prospective employees depending
upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a
study by NASSCOM – ―Jobs is among the top reasons why new users will come on to the
internet, besides e-mail.‖ There are more than 18 million resume‘s floating online across the
world. Listed below are the some of the popular online recruitment sources.
Online Recruitment Sources

● Online Job Portals

Online job portals, also known as online job boards are paid websites where the organizations
can advertise the various job openings and also search for perspective candidates for the job
profile. These job portals form an important part of any recruitment process as a pool of
candidates can be reached at relatively minimum cost. Investing in these online job portals is
great for the organization as the return on investment pays well, by bringing the most qualified
applicants. The organization can advertise the job vacancy and can get interested responses of
candidates online. Apart from this the organizations can also search resumes of the applicants
with the help of Boolean search.

Large and popular job portals are bound to attract many potential applicants. Various job portals
like Naukri.com, Shine.com, Monster.com, Indeed.com, Times Job.com, Glassdoor.com and so
on are now available and quiet popular among the people which are both easy and convenient to
use both for job seeker as well as employer. Both the jobseeker and employer need to make an
account on these websites to access them. The employer is charged a small fee for this account
whereas it is free for the jobseeker. Niche job boards are also available which are specialized in
one particular industry or business function. For example job boards like SalesHeads.com help
find salespeople if your target job opening is of a sales profile, then such job boards will help
you find potential employees at conveniently faster speed.

Perspective jobseekers upload their resumes on the job portals which can easily be accessed by
employers through using Boolean search to find applicants who match the job requirements. The
narrowed down preferred applicants can be contacted and informed about the job opening via
mails, chats or through their personal contact number. All the details about the applicant can
easily be accessed by the employer thus raising the issues of security and privacy. Sometimes the
applicant can also be contacted for jobs which are of no interest to him/her. Thus increasing the
frustration of applicants and wasting of time of recruiter on a non potential candidate.
 ● Social Networking Sites

Social media is where people hang out to express their ideas and beliefs and interact with one
another. The use of social media has increased over the last decade. According to GLOBAL
WEB INDEX, an average internet user has more than 5 social media accounts. People are
frequently visiting these sites to share what‘s on their mind. Thus making them the most popular
tool for recruiters to list in their job requirement. Social networking sites like Facebook, Twitter,
LinkedIn and so on provide a platform for job seekers and employers to list their requirements
and according find, attract and hire human resources. Social media hiring helps to connect with
potential talent better and faster and also know the nature and personality of the respective
candidate even before the meeting. Every organization before going online should develop its
own social media recruiting strategy to reap the benefits of such technology.

Organizations these days are hiring with the help of social media as well as promoting their own
culture online. The benefits of using social media as a recruitment source are immense. Firstly,
details about the candidate apart from that listed on the resume can be easily sourced. As social
media can be used to find out the personality of the candidate by seeing through the kind of posts
he/she shares. It can also be used to track their day to day work and activities and also can be
used to reach out passive candidates.

LinkedIn is one of the best sources of social media network for recruiting purposes. Nearly all
people with established careers have their profile made on the ―World‘s Largest Professional
Network‖. LinkedIn can be used to attract potential candidates by creating a company page on
the platform that showcases the company culture and lists out the job openings in the desired
department. Almost every 9 out of 10 employees can be found on LinkedIn whether be active or
passive members who might not have listed their resumes on any job portal but are potential job
seekers.

● Emails

Mass mailing recruitment refers to the act of sending the job description and job specification for
the relevant job vacancy via email to a large group of prospective jobseekers who would be
interested in such a kind of job vacancy. The recruiter might have to send mass mails to attract
candidates for the interview, to give mass rejections or to update the job requirements. As a
recruiter, one might have to send in a lot of emails for reaching out to the perspective candidates
and also to make sure that they are not missed out by the candidate and also stay away from the
spam folder.

The biggest challenge faced by recruiters while mass mailing is that the email before even
reaching the desired reader might be filtered out as spam. Even if the email reaches the desired
inbox, chances of it being ignored are also high. Thus to avoid inefficient mass mailing some tips
should be kept on mind. Sending mass emails to those people who have already given you
permission to email them or to the subscribers of such emails. While mailing passive candidates
make sure they fit the job you are hiring, as otherwise it will be a waste of time for you as well as
your emails will likely be marked as spam.

Templates can be created for common mass emails to be sent so that the recruiter saves time and
does not need to type the message again and again. Regularly updating the email lists will ensure
that only the most qualified and potential people receive the emails, that will bear fruitful
feedback and will be more likely to remain out of the spam folder. Buying the contact list with
email addresses on it never helps. Hence these lists should be avoided. Lastly the idea behind
mass mailing is to receive responses so that the further recruitment processes can be carried out.

● Recruitment Management System

E-Recruitment software and management systems are available through which the entire
recruitment system becomes automated. Recruitment management System (RMS) is one of such
systems. It is a portal which assists in managing the whole recruitment process, right from the
job posting till the final placement of a candidate. It is one of the technological recruitment tools
facilitated by the information management systems to the human resources of organizations just
like performance management, payroll and other such systems.

Recruitment Management System is designed to fit just right for the organization‘s recruitment
processes with configurable workflow and helps integrate the organization‘s online presence and
branding. This system has been carefully constructed to minimize administration wherever
possible and be easy to use for recruiters. RMS covers all the steps in the recruitment process and
provides an overall management portal for managers to exercise control. Online Applicant
Tracking Systems (ATS) helps to manage the recruitment processes such as sending out job
descriptions, sending interview schedules along with interview locations, receiving applicant
approval for interview and finally providing the feedback after the interviews.

The online hiring system (RMS), is a cost effective and time saving recruitment process
management system. It reduces human work load, by making small routine tasks automated thus
saves the precious time of the recruiter. It also helps recruiters make better decisions by
summarizing important data with the click of the mouse. It also helps provide better control on
the recruitment process and helps improve the overall output of the recruitment process.

As RMS is an integration of the entire software, thus any problem with any one part of the
system disrupts the whole system and makes the complete system go down. Thus technical
software needs frequent updates for better performance and efficiency. Also RMS is subject to
potential threats from external intruders, technical problems, theft of hiring data, malware and
sniffing agents which do not have authorized access to the system.

● Resume Scanner

Resume scanner is one major benefit provided by the job portals to the organizations. It enables
the employees to screen and filter the resumes through pre-defined criteria‘s and requirements
such as skills, qualifications, experience and payroll of the job. Job sites provide a 24 x 7 access
to the database of the resumes to the employees facilitating the just-in-time hiring by the
organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper
than advertising in the employment newspapers.
 Advantages and Disadvantages of E-Recruitment

There are many benefits – both to the employers and the job seekers but the e-recruitment is not
free from a few shortcomings. Listed below are the advantages of using online recruitment .

Advantages of E-Recruitment are:

● Lower costs to the organization as posting jobs online is cheaper than advertising in the print
media.

● Reduces the recruitment process time by over 65 percent.

● Facilitates the recruitment of right people for the right job.

● Enhances the efficiency of recruitment process.

● Head hunting can be successfully and easily practiced with the help of internet.

● Job openings can be easily and quickly filled with online recruitment.

● 24x7 access to online collection of resumes.

● Helps to eliminate unqualified candidates in an automated fashion.

● Recruitment websites also provide valuable data and information regarding the compensation
offered by the competitors, which helps the HR managers to take various HR decisions like
promotions, salary trends in industry and so on.

Disadvantages of E-Recruitment:

Apart from the various benefits, e-recruitment has its own list of shortcomings and
disadvantages. Some of them are:

● Screening and checking the skill mapping and authenticity of millions of resumes is a problem
and time consuming exercise for organizations.
● There is low Internet penetration, no access and lack of awareness of internet in many locations
across India.

● Organizations cannot depend solely on the online recruitment methods.

● In India, the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.

● The sincerity of the candidates with the intention to pursue the job is still in question.

● Availability of applicant data online raises a question on the security of the applicants
information.

● Candidates can be easily lured for the interview by hiding important information regarding job
profile or by promising one value and delivering another.

● E- recruitment does not guarantee that the most suitable candidate will be available online.

● The quality of candidates received by way of online recruitment still needs to be evaluated face
to face to ensure the qualities match that of listed in the resume.

● Selecting the candidates from a pool of multiple candidates can be tiring and frustrating for the
recruiters.

● Online recruitment will come to a stand still if there exists a problem with the servers.

● Recruiters not having the skill to run and operate the computer and the internet cannot take
advantage of this wonderful technology.
 Recent Recruitment Trends

● Outsourcing

In India, the HR processes are being outsourced from more than a decade now. A company may
draw required personnel from outsourcing firms. The outsourcing firms help the organization by
the initial screening of the candidates according to the needs of the organization and creating a
suitable pool of talent for the final selection by the organization. Such firms where the
recruitment processes are outsourced are known as Recruitment Firms.

Outsourcing firms develop their human resource pool by employing people for them and make
available personnel to various companies as per their needs. In turn, the outsourcing firms or the
intermediaries charge the organizations for their services.

Advantages of outsourcing are:

● Company need not plan the whole recruitment process.

● Company can save up on its time and resources.

● Company is free from the weeding of unsuitable resumes/candidates.

● The time saved can be used to focus on the strategic level processes of HRM.

● Best quality candidate can be hired given the pool of resources by recruitment firms.

● Poaching/Raiding

―Buying talent‖ rather than developing it is the latest mantra being followed by the organizations
today. Poaching means employing a competent and experienced person already working with
another reputed company in the same or different industry; the organization might be a
competitor in the industry.
A company can attract talent from another firm by offering attractive pay packages and other
terms and conditions, better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about.

Indian software and the retail sector are the sectors facing the most severe brunt of poaching
today. It has become a challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.

● E-Recruitment

Many big organizations are using internet as a source of recruitment. E- Recruitment is the use of
technology to assist the recruitment process. The companies today are advertising the job
vacancies through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e-mail using the internet. Alternatively job seekers place their resume‘s on
respective job portals and websites, which can be easily drawn by prospective employees
depending upon their job requirements.
 The Benefits of E-recruitment over Traditional Recruitment

● Wide Geographical Reach

Advertising online opens up a much wider candidate pool than advertising in print. This gives
the organizations a much better chance of finding the right candidate for the job. Note, however,
this is only a benefit if sifting, sorting and grading tools are applied to the applications coming
in. Otherwise there will be hundreds of candidates to go through manually which will become a
liability.

● Speed

Jobs posted online go live in literally minutes and candidates can literally respond immediately.

For companies needing to recruit staff quickly to handle extra work, cover sickness, leave or
other staff shortages, the option to advertise, select and appoint people within 48 hours this
recruitment media can be of great value.

● Lower Cost

It may come as a surprise but technology in online recruitment is not expensive. It can be done
by saving on time, design and print costs and targeting precisely the best sites for the best
candidates, online recruitment is a very cost-effective option. Not only that, but the hours saved
through automating the pre-selection process represent a considerable cost cut in terms of HR
time needed to get candidates to the interview stage. Suddenly, HR staff have time to do more
productive things, apart from just weeding out unsuitable candidates.

● Automating the Process

The pre-selection process can be tailored to individual organizations needs. This way, the
organizations can sift and sort candidates who meet the exact job requirements. Not only does
this save time and money, but it also results in a better quality of candidate reaching the
interview stage having already established the candidates meet a certain key criteria. For many
larger organisations, achieving consistency of handling candidates across many branches or
regional offices can be a problem with online recruitment as a solution to it.
● Interaction with Candidates

Working online via websites and email is the way of the future. It's not just the youngsters who
are logging on to find jobs. Recent results from NORAS shows 35% of all users are over 35. It's
quick, personal and direct. Questions are answered in seconds and information is immediately
accessible. There is no better way to establish whether the candidate is right for the organization
and indeed that the job requirement is right for the candidate.

Another benefit is that candidate information can be held on one place, that is on the Recruitment
Management System. So if someone is not quite right for the job for which they're applying, the
recruiter can see if their skills and profile match another job better. Working online opens up
communication channels and enables the organization to go directly to the candidate either
immediately or at a later date when an opportunity arises.
1.2 About The Company : ASAP Staffing Solutions

ASAP Staffing Solutions is a recruitment agency or can be referred to as an employment agency

that earns money by finding suitable workers for third party companies and organizations. The
company firstly develops it‘s own human resource pool also known as recruiters and then makes
available personnel to various other organizations with whom the company shares a contract, as
according to the companies needs and requirements. In return for this service offered, the
company charges the clients appropriate fees according to the designation of the candidate and
the job profile for which the candidate has been selected for.

An employment agency is an organization which matches employers to employees. Otherwise

known as employment agencies, recruitment agencies act as the middleman between jobseekers
and employers. They work on behalf of employers to find suitable candidates to fill vacancies.
Many employers use them, and signing up with these recruitment firms may sometimes give
candidates access to jobs that aren't advertised elsewhere. When an employer needs to hire
someone, it provides the agency with a job description. The agency then uses this description to
search the pool of resumes in its database to match jobseekers to the vacancy. Alternatively, the
firm can post a job advertisement online to attract applicants before drawing up a shortlist. The
employer will then pick its preferred candidates from this shortlist, and ask the agency to
coordinate interviews.

Recruitment agencies not only provide services to the employers but also benefit the candidates
who are actively seeking a job or job change. Employment agencies are well connected, meaning
that candidates can forward their resumes to multiple organizations at the same time, thus
improving the chances of the candidate being selected at least for one job opening. Agencies also
help the candidates improve their resumes and cover letter and also provide the candidates with
the tips and tricks to crack the interview. Apart from this it also provides constructive feedback
about the interview if in case the candidate does not get past the interview. Recruitment agencies
sees candidates as a potential income source thus they try the best that the candidate coming to
them gets placed at least somewhere.

The ―ASAP Staffing Solutions‖ provides retained and contingency based search and recruitment
services for companies of varying sizes across industry segments. The also help executives find
workplaces of their choice, matching their professional skills, career aspirations and personality
attributes with the requirement, performance demands and work culture of organizations.
During the hiring process for this specific sector, equal importance is given to candidate‘s
domain knowledge and their inclination towards ethics and integrity. In order to achieve the
stated objective, the company does various reference checks and ensure that there are no gaps in
the process.

Vision

The aims to be the most dependable providers of cost effective and timely manpower solutions to
both the IT and non-IT industries by constantly supplying efficient and achievement-oriented
candidates. The company‘s targets are always set to exceed client expectations.

Mission

Client Satisfaction is the ultimate mission and the company pledges to ensure that by ardently
searching for the best talent available and providing the client the same with maximum client
benefit. The company endeavors are to provide the client with efficient, credible and professional
individuals who are strongly motivated by the desire to excel and become pillars of company
prosperity.

Value

Long term relationship based on trust, integrity, efficiency and professionalism is the core value
and driving motto. The clients confidence in the company is the greatest motivating factor and
the company team will never let the client get down on that. Employee and company welfare is
another core value and the efforts are towards ensuring that all contractual obligations are
fulfilled on either side. Effect of complete satisfaction is that the company comes under.
 Company Services

The company offers a full range of staffing solution services to clients located in India. The
company‘s professionals know how to handle a wide range of candidates who are best fit for the
job openings available in an organization.

● Executive Search

Leadership is the single most important contributing factor to an organization‘s success. Board
level appointments, Executive Search, Senior Executives and Top Management form the most
critical resources for any organization. Identifying, screening, assessing and recruiting qualified
individuals to serve in a dynamic environment requires insight, creativity and experience, at
accord the company is expert at this.

Today companies are increasingly turning to specialized search firms to help them find leaders
who can take them to newer heights. The company helps provide what it takes to help clients hire
the right person to occupy the C-Suite roles in the organization.

● Recruitment Process

The company follows a carefully structured recruitment and selection process, which starts right
from understanding the clients needs and functions all the way to follow-ups with both clients
and candidates post recruitment.

● Head Hunting

The company is providing head hunting services for middle and senior level recruitment. The
company‘s efficient employees do the industry mapping, focus and find out the profiles having
the competence for the requirement. Once they identify the ‗right‘ person, they use their
professional and social contacts to reach the candidate.

The search executive explains the candidate the job parameters, the compensation package and
the positive effect of such assignments on his/her subsequent career. A discreet reference to the
people recruited earlier is also made and the candidate is invited to contact them to verify the
facts. Thus, head hunting team eliminates the possibility of the fact that ―the best man may not
even apply to the advertisements‖.
Company Clients

Policy Bazaar

Policy Bazaar is an online platform that aggregates insurance plans and serves as a marketplace
for policies. It was started in June 2008 in Gurugram, Haryana by Yashish Dahiya, Alok Bansal
and Avaneesh Nirjar. It began as a price-comparison website, and an information portal for
learning about insurance and insurance programs. The website subsequently expanded to
becoming a marketplace for insurance policies.

Teleperformance

Teleperformance is a BPO company headquartered in France. The company specializes in

outsourced customer experience management, also known as Business Process Outsourcing. The
company provides customer acquisition, customer care, technical support, debt collection, social
media, and other services around the world.

Akcent Healthcare

Akcent healthcare is India's most upcoming fastest growing pharmaceuticals & marketing
organization based in the heart of India . Making the best products available to the patient is the
company‘s prime objective and are determined to provide the best of services to the patient and
associates through highly professional and motivated team. It is India's most upcoming & fastest
growing pharmaceutical company entering top companies in India in the very few year of its
launch.

Paisa Bazaar

Paisa bazaar is virtual debt syndication services plus business support system of banks and
financial institution. It is a marketplace for loans and credit cards and offers all a complete
spectrum of lending and investment products for retail customers. It is the part of EtechAces
Marketing and Consulting which owns and operates Paisabazaar.com. Paisa bazaar is working
with over 60 partners that include India's leading banks, NBFCs and mutual fund houses with
operations that span over 250 cities across the country and offer more than 100 financial
products.

Globiva

Globiva is a leading Business Process Management company. It offers business value through
innovative solutions and operational excellence in key industry verticals, including banking and
financial services, insurance, manufacturing, e-commerce and retail, telecommunications, travel
and hospitality.

Stanza Living

Stanza Living is reimagining student housing in India by transforming it into a tech-enabled,

community and experience led product. It is a student accommodation platform. It provides
accommodation facility to college students. They have various properties in various popular
cities of India.

Big Stack

The Big Stack is a premium lifestyle poker apparel brand retailing digitally. The original
merchandise are crafted keeping the poker community in mind. The tagline saying, ―Play your
best, play better than the rest‖.
1.3 Review of Literature

The second chapter deals with extensive literature on online recruitment in terms of the past
studies done on this wide topic. Literature review is important to build critical thinking skills
about the topic in hand. It also enhances reader‘s understanding on the current topic and on the
other hand helps reduce duplicates of work. It helps gain proper knowledge about the researches
done way in the past.

Past studies on online recruitment have thrown light on both advantages and disadvantages of
this source. The perceived advantages are its cost effectiveness, speed of recruitment, geographic
reach and ease of use of technology. While the disadvantages listed are the technological
problems, searching from a high number of applications, privacy and security issues. There few
empirical studies undertaken to assess online recruitment effectiveness based on the source of
superiority and the realistic information theory. The findings of these studies show little evidence
to suggest that the internet attracts more quality applicants than other sources, despite it being a
popular source.

Factors influencing the adoption of online recruitment - Emma Parry, Hugh Wilson (2019)

The findings of this study concluded that the factors related to the adoption of corporate web
sites and commercial jobs boards are found to be different, with negative beliefs emerging in the
case of corporate web sites and positive beliefs with the compatibility for jobs boards. It was
found that commercial job boards are preferred over corporate websites, as potential jobseekers
are in constant contact with the commercial job boards looking for better job opportunities.

Using Online Recruitment: Implicit Theories and Candidates’ Profile

Catarina Brandão, Cristina Morais, Sara Dias, Ana Rita Silv, Rosa Mário (2017)

This exploratory research aims at describing perceptions regarding the online recruitment tool,
using interviews with organizational informants and an online survey with potential job
candidates. Results from the survey show that 46% of participants already used online
recruitment, most being female. More than 43% of these candidates said to have taken them less
than a week to get feedback from the recruiting organization. Qualitative data suggests a
dominant positive appraisal of this type of recruitment. It‘s considered a fast method and able to
reach a wide audience. However, it is considered impersonal and there are some doubts
regarding the control over the process and the veracity of the job ads. Organizations‘ should
consider the advantages and disadvantages associated to this type of recruitment, in order to
optimize the process.

Costs and Efficiency of Online and Offline Recruitment Methods: A Web-Based Cohort
Study - Tina Christensen, Anders H Riis, Elizabeth E Hatch, Lauren A Wise, Marie G
Nielsen, Kenneth J Rothman, Henrik ToftSørensen, Ellen M Mikkelsen (2017)

In the Internet-based cohort study, concluded that online recruitment methods were superior to
offline methods in terms of efficiency (total number of participants enrolled). The average cost
per recruited participant was also lower for online than for offline methods, although costs varied
greatly among both online and offline recruitment methods. The study observed a decrease in the
efficiency of some online recruitment methods over time, suggesting that it may be optimal to
adopt multiple online methods.

The influence of social media on employee recruitment - Mbake, Maureen (2016)

Research results shows that, social recruitment is not likely to facilitate candidates search but
goes a long way to impact positively the employers‘ brand, and competitiveness. However a
social media profile in itself is not a shortcut to success. Continuous monitoring, time, update,
reviews are activities needed to ensure its full potential are ascertaining other to assist Cameroon
Development Cooperation build an online presence ,development suggestions such as strategy
formulation, continuous review, updates and putting a person in charge are presented in the
theoretical part of the thesis.
Examining job seekers’ perception and behavioural intention toward online recruitment: a
PLS path modelling approach - Hamed Azad Moghaddam, Sajad Rezaei, Muslim Amin
(2015)

Electronic recruitment has become an essential practice among competitive firms in various
industries owing to the importance of human resource capabilities toward building competitive
positioning. The purpose of this study is to examine the impact of information content qualities ,
vividness, interactivity, attractiveness and effectiveness, search engine optimization, website
ranking , and ease of navigation on job seekers‘ perception and behavioural intention . Structural
equation modelling using partial least squares path modelling approach for assessment of
measurement models and structural models was performed to empirically test the proposed
hypothesis, taking 232 graduate students as target population.

Recruitment Strategies: A power of E-Recruiting and Social Media - Neha Sharma (2014)

This paper set a comprehensive overview of how e-recruitment is being used, and provide an
imminent into what organizations see as the benefits and challenges of using e-recruitment
technologies. It indicates that e-recruitment and use of social media is set to grow significantly in
the coming years. The internet is being used for advertising and facilitating the application
process. The organization can also use internet- based systems to track and manage candidates
application, which provide significant benefits in terms of efficiency, cost and capability to
monitor on recruitment activities. The study highlights the range of e-recruitment options that
can be used and implemented to improve the efficiency of the recruitment process. These
technologies will also help organizations to challenge their own thinking and to identify a
solutions that can be implemented in a timely and efficient manner. This study provides a new
benchmark on practices and trends in e-recruitment market. It also helps organizations to develop
their e-recruitment practices and strategy needs to attract and recruit the best candidates in the
most efficient manner possible.
Applicants’ Perceptions on Online Recruitment Procedures - Tania Roy Chowdhury, M.
Srimannarayana (2014)

This study focuses on the applicants‘ perception of various modes of e-recruitment, namely
employment websites (like monster.com or naukri.com) and career sections of corporate
websites. The perception is measured based on five constructs, namely perceived efficiency,
user-friendliness, information provision, fairness perception and internet selection image of the
company. It was found out that there was a significant difference in perception between career
section of a corporate website and employment websites except for the constructs, user
friendliness and fairness perception. It was also established that the course that the student was
pursuing and the previous work experience had a significant impact on the perception of online
application systems of the candidates.

Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue the Jobs

N.R Khan, Marinah Awan, Arsalan Mujahid Ghouri (2013)

The study highlighted the significance of e-recruitment in the firm. The study examined the
relationship between the recruitment sources, job seekers‘ perception and the intention to pursue
the job. The findings of the study showed that internet is the most preferred source to search the
job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-
recruitment depends upon the placement of advertisement and salary is the most influential
motivator to find interest in the job applied.

E-Recruitment: A Roadmap towards E- Human Resource Management - Dhamija, Pavitra

(2012)

The study tries to identify the overall concept of e-recruitment. It aims at collecting information
regarding methods such as e-mails, corporate websites and commercial job boards etc. of e-
recruitment. It includes the general advantages and disadvantages of e-recruitment.
An integrated e‐recruitment system for automated personality mining and applicant
ranking Faliaga, Tsakalidis, Tzimas (2012)

The proposed e‐recruitment system was deployed in a real‐world recruitment scenario, and its
output was validated by expert recruiters. It was found that with the exception of senior positions
that required domain experience and specific qualifications, automated pre‐screening performed
consistently compared to human recruiters.

Online recruitment information as an indicator to appraise enterprise performance

Bo Wang, Xiaojun Guo (2012)

This paper provided a novel way for the public to break information barriers to reach the truth of
companies' performance and avoid misleading fraudulent finance statements. It is also a useful
application of natural language processing techniques. The experiments showed that recruitment
information intensity is significantly correlated to company's stock performance for normal
firms, which indicates that the company's recruitment activities are consistent with their
performance. But for fraudulent companies, the fact that the result is quite the opposite may
imply that the RII discloses the truth when managers make misreports. The findings suggest that
the intensity of a company's recruitment information is a valuable element for investors in
evaluating the firm, and it also can be used as a reliable tool to assist in identifying fraudulent
companies.

E- Recruitment - Avinash S. Kapse, Vishal S. Patil, Nikhil V. Patil (2012)

Traditional methods should not be replaced by the e--recruitment, it should supplement. The
loopholes of e-recruitment can be covered by the traditional methods and recruitment process
will be faster, global due to e-recruitment. One method should not replace the other. While other
methods like campus interview, internal search has a personal touch. But receiving application in
hand, communicating with candidates becomes time consuming without internet. Job Portals are
the most popular and widely used tool by companies and recruitment teams to facilitate the
smooth flow of recruitment process in the competitive world. Job Portals provide a platform for
the employers to meet the prospective employees. Hence this system will help for betterment of
traditional recruitment with less time and cost .This will act as platform for both job seeker to
search the job and corporate sector to hire appropriate candidates

Using company web sites to e-recruit qualified applicants: A job marketing based review of
theory-based research - Steven D.Maurer, David P.Cook (2011)

In their rapidly expanding attempts to use company web sites to e-recruit job applicants in a
world-wide labor market, employers have often found their hiring systems to be unexpectedly
overwhelmed by large numbers of applications from poorly qualified individuals. To both limit
and understand this phenomenon, this article employs a job marketing perspective to organize
and review contemporary theory-based studies of the effects of web site recruiting sources on job
seeker attitudes and employment application behaviors. To accomplish this task, recruiting
research based on theoretical elements of Realistic Job Previews, Person–Organization Fit, the
Elaboration Likelihood Model and signaling theory is examined in terms of its implications for
the ability of companies to e-recruit high quality job applicants. Overall, results of this analysis
reveal that each of these theoretical areas offer useful insights but that considerably more theory-
based research is needed to assess the effect of e-recruiting sources on the attitudes and decisions
of highly qualified job seekers actively engaged in the job search process.

Government E‐Recruiting Web Sites: The influence of e‐recruitment content and usability
on recruiting and hiring outcomes in US state governments - Sally Selden, Joe Orenstein
(2011)

This research examines both the content and usability of e‐recruiting web sites on a government's
ability to attract individuals to apply for government positions and on government's ability to
retain new hires. Building on previous studies evaluating corporate recruiting web pages, this
study evaluates the e‐recruiting efforts of state governments in the United States. The study
shows that governments with more usable hiring web site receive significantly more applications
per job opening; whereas states with higher quality content on their recruiting web pages have
significantly less voluntary turnover of new hires.
The effectiveness of online employment background screening systems Meshack
Muderedzwa and Emanuel Nyakwende (2010)

This research assessed the effectiveness of online background screening. It also looks at the
problems encountered in the use of online background screening and the proposed solution to
these problems in order to improve the usage of online background screening systems. Statistical
analysis of quantitative information obtained from an e-mail survey questionnaire, illustrates the
effectiveness of online background screening.

Web-based recruiting - Soumaya Amdouni, Wahiba Ben abdessalem Karaa (2010)

Recently, Information and Communication Technologies have introduced new practices in

human resource management functions such as e-recruitment. Job seekers submit their
Curriculum Vitae (CV) via the Web, or send them directly to a company. The area of e-
recruitment is facing a growing number of these documents which are in different formats, and
contain a large amount of information. Then, it has become imperative to use automated
techniques to identify, extract, and exploit information from CVs to find the most appropriate
one for a given post. Our work focuses on CVs analysis. We present a system for analyzing and
structuring CVs which are in French language. For his end, we made an extension of General
Architecture of Text Engineering (GATE) by formulating necessary rules that generate new
annotations. The goal is to normalize the CV content according to the structure adopted by
Europass CV. This action is guided by the HR-XML standard. An empirical study is conducted
to validate the proposed process and we show that there is an improvement in the extraction
phase.

Getting social with recruitment - Richard Doherty (2010)

The article outlines best practice when it comes to social recruiting, highlighting how one major
global retail brand has successfully integrated social media tools into its recruitment strategy.
The article aims to discuss the growing popularity of social networking as a recruitment tool and
to outline some of the key considerations that organizations must take when embarking on social
recruiting.
Reflecting on e-Recruiting Research: a Systematic Literature Review - J.F. Wolfswinkel

(2009)

This paper presents a systematic review of e-Recruiting literature by using the grounded theory
approach. The increasing number of recent publications and attention paid to online recruiting
research as the most studied field within Electronic Human Resource Management calls for
synthesizing the major achievements, methods used, gaps and future research directions. We
provide an overview of state-of the-art e-Recruiting research, and discuss directions to advance
e-recruiting research and practice.

An analysis of the use and success of online recruitment methods in the UK - Emma Parry,
Shaun Tyson (2008)

This article reports on the use of a large‐scale, longitudinal survey of recruitment activity to
investigate the usage and perceived success of both corporate and commercial web sites by
employers. In addition, 20 interviews with users and providers of online recruitment were
conducted in order to provide a deeper exploration of the factors that may affect the successof
these methods. The results provide valuable insights into the use and success of online
recruitment in the UK and have strong implications for practitioners.

Online recruiting: The effects of organizational familiarity, website usability, and website

attractiveness on viewers’ impressions of organizations - Phillip W.Braddy , Adam

W.Meade , Christina M.Kroustalis (2008)

Previous research on Internet recruitment has made the implicit assumption that recruitment
websites influence viewers‘ opinions of recruiting organizations. This study tested this
assumption using a pretest/posttest design. Findings revealed that participants‘ organizational
favorability, image as employer, and organizational attractiveness perceptions were affected by
their viewing of organizational recruitment websites. Greater increases in favorable
organizational evaluations from the pretest measures to the posttest measures occurred with
organizations maintaining websites that were easy to navigate and/or that were appealing.
Contrary to predictions made by signaling theory, recruitment websites had similar effects on the
organizational impressions of all individuals, regardless of their familiarity with the
organizations maintaining the recruitment websites that they viewed.

Internet Recruitment and Selection: Kissing Frogs to Find Princes - Dave Bartram (2008)

The Internet has already had a dramatic impact on the way in which recruitment and selection are
carried out in North America, and the impact is increasingly being felt in terms of changes in
practice in Europe and Asia-Pacific. The paper presents a picture of the current development of
the Internet as a medium in general and as a recruitment and selection medium in particular. The
new medium has enabled the widespread adoption of computer-based assessment and it is
predicted that it will replace paper as the default medium before very long. A range of issues are
raised and discussed. These include security, confidentiality, authentication, control of
assessment conditions, control over practice and equality of access. It is argued that as the
second generation of users takes over from the first generation, so inequality of skill and access
are becoming less and less of an issue. Finally, some potential areas of abuse of the system are
noted and a call is made for the development of international standards to protect the rights and
interests of test providers, test users and test takers.

Web-based recruitment: Effects of information, organizational brand, and attitudes

toward a Web site on applicant attraction - Allen, David G. Mahto, Raj V. Otondo, Robert
F. (2007)

Recruitment theory and research show that objective characteristics, subjective considerations,
and critical contact send signals to prospective applicants about the organization and available
opportunities. In the generating applicants phase of recruitment, critical contact may consist
largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web
sites); however, research has yet to fully address how all 3 types of signaling mechanisms
influence early job pursuit decisions in the context of organizational recruitment Web sites.
Results based on data from 814 student participants searching actual organization Web sites
support and extend signaling and brand equity theories by showing that job information
(directly) and organization information are related to intentions to pursue employment when a
priori perceptions of image are controlled. A priori organization image is related to pursuit
intentions when subsequent information search is controlled, but organization familiarity is not,
and attitudes about a recruitment source also influence attraction and partially mediate the effects
of organization information. Theoretical and practical implications for recruitment are discussed.
E-Gen: Automatic Job Offer Processing System for Human Resources - Rémy Kessler,
Juan Manuel Torres-Moreno, Marc El-Bèze (2007)

The exponential growth of the Internet has allowed the development of a market of on-line job
search sites. This paper aims at presenting the E-Gen system (Automatic Job Offer Processing
system for Human Resources). E-Gen will implement two complex tasks: an analysis and
categorisation of job postings, which are unstructured text documents (e-mails of job listings
possibly with an attached document), an analysis and a relevance ranking of the candidate
answers (cover letter and curriculum vitae). This paper aims to present a strategy to resolve the
first task: after a process of filtering and lemmatisation, we use vectorial representation before
generating a classification with Support Vector Machines. This first classification is afterwards
transmitted to a ‖corrective‖ post-process which improves the quality of the solution.

The Impact of Semantic Web Technologies on Job Recruitment Processes - Christian

Bizer, Ralf Heese, Malgorzata Mochol, Radoslaw Oldakowski, Robert Tolksdorf, Rainer
Eckstein (2005)

Using Semantic Web technologies in the domain of online recruitment could substantially
increase market transparency, lower the transaction costs for employers, and change the business
models of the intermediaries involved. In this paper, we describe how online recruitment
processes can be streamlined using Semantic Web technologies. We analyze the realization
chances of such a scenario from the technological and business viewpoint. We describe a
prototypical implementation of the required technological infrastructure and analyze the potential
economic impacts, the interests of the involved parties, and potential changes to their business
models.
The effect of company recruitment web site orientation on individuals’ perceptions of
organizational attractiveness - Ian O.Williamson, David P.Lepak, JamesKing (2003)

The use of company web pages to attract prospective job applicants has experienced tremendous
growth in recent years. To date, very little is known about the process by which recruitment web
sites influence individuals‘ desire to pursue employment with an organization. This study
attempts to address this issue by using an experimental design to investigate the relationships
among recruitment web site orientation, individuals‘ expectations concerning the use of Internet
technology, web site usability, and organizational attractiveness. Survey results from 252
business students indicated that web site orientation and outcome expectancy influenced
organizational attractiveness perceptions through influencing the perceived usability of the
website. The implications of such results for firms interested in using recruitment web sites to
attract applicants are discussed.

The decision to recruit online: A descriptive study - EleannaGalanaki (2002)

This paper presents the findings of some descriptive research, involving UK IT companies. The
research tries to identify the effect that the perceived attributes of the practice have on the
decision of companies to recruit through the Internet. The attributes tested are cost effectiveness;
recruitment cycle time; response rate; quality of response; impact on the image of the company;
targeting of the passive job‐seeker; worldwide coverage; necessary resources, time and effort to
implement; attractiveness of the mean to the job seekers; and impact of the size and reputation of
the company. The paper provides an insight on how the companies perceive and value online
recruitment.

Internet job hunting: A field study of applicant experiences with on‐line recruiting - Daniel
C. Feldman, Brian S. Klaas (2002)

This field study examines the experiences of managers and professionals searching for jobs via
the Internet. Results suggest that facility with Internet navigation is significantly associated with
the amount of general job searching, particularly for those who want to explore job options
initially in private without fear of retribution from supervisors. The data also suggest that
managers and professionals are more likely to use the Internet for job hunting when the
geographical scope of the job hunt is wide, when a major salary increase is desired, and when
both small and large firms are being considered as potential employers. Use of the Internet is
perceived as a somewhat less effective job search strategy than personal networking, but far
superior to searching for jobs through newspaper advertisements and ―cold calling.‖ Major issues
found to impede the effectiveness of on‐line recruiting are the degree and speed of follow‐up
on‐line applications, lack of specific and relevant job descriptions on a company's Web site,
concerns about the security of personal information, and difficulty in customizing, formatting,
and downloading resumes to companies' specifications.

Making the Most of On-Line Recruiting - Peter Cappelli (2001)

What this all means is that companies will have to work even harder in the future to establish
trusting relationships with an increasingly well-informed and restless applicant pool and
workforce. Today on-line recruiting is more than just a human resources tool; it‘s a whole
culture. It already touches a vast number of workers—the 18 million employee profiles and
résumés on Monster.com represent 13% of the U.S. labor force—and it‘s growing at a breakneck
pace. Pretty soon, the culture will extend beyond the new economy into many sectors of the old,
transforming the way everyone is hired. A new crop of workers will come to see the Internet as
the only way to find a job. And companies that stay on top of these changes will get the cream of
that crop.
 Chapter 2

RESEARCH

METHODOLOGY
2.1 Purpose of the Study

The reason of this study is to help understand the significance of online recruitment in a
placement agency. The reason to conduct this study is to identify the factors measuring the
effectiveness of e-recruitment and also understand the advantages and disadvantages of using
online recruitment media, and give the idea about where proper solutions need to be
implemented in order to enhance the productivity of the recruitment process.

2.2 Research Objectives of the Study

The broad purpose of this study is to analyze the effectiveness of e-recruitment to recruiters.

∙ To study the effectiveness of e-recruitment at ASAP Staffing Solutions

∙ To identify the factors measuring effectiveness of e- recruitment at ASAP Staffing Solutions

2.3 Research Methodology of the Study

A research methodology mostly entails the processes followed for research preparation, methods
used for data collection, tools and techniques to analyze the data and finally concluding the
research problem. It is required to state the research problem, identifying the objective of the
study and finally concluding the findings of the study. In other words research methodology can
be said as a sequence of systematic techniques or procedure used to identify, select, process and
analyze information on the given research problem. It‘s main objective is to critically evaluate
the study‘s overall reliability and validity. It is a systematic function as all the listed below are
answered in a serial order.
2.3.1 Research Design

A research design is like a blue print for the researcher that presents a detailed outline of the
research methods and techniques that are to be adopted. Given this study the research design
employed here is descriptive cum exploratory. An exploratory cum descriptive research design
has been followed. Descriptive research design is a scientific method which involves observing
and describing the behavior of a subject without influencing it in any way. While exploratory
research design is used for a problem that has not been studied more clearly. Exploratory
research design as data of this very specific study has been collected for the very first time, while
descriptive research design because data has been collected without influencing the behavior of
recruiters.

2.3.2 Methods of Data Collection

Irrespective of the field of study or research problem, accurate and appropriate data collection is
mandatory for maintaining the validity and integrity of the research. The objective for all data
collection is to gather honest and quality data in order to avoid collection of false or faulty data
that can mislead the conclusions and findings of the study. In research there are various different
methods used to gather information, all of which fall under two main categories : Primary Data
and Secondary Data.

Primary data is that data that is collected for the very first time using self constructed
questionnaire. A structured questionnaire has been used to collect data. Likert scale questionnaire
has been employed to generate data. The importance of the use of close ended questions is to
avoid delays in responding to the questionnaire, thus enabling the respondents who have busy
schedules to respond quickly. Another reason for using close ended questions will be that coding
of close ended questions will not take much time as compared to open ended questions.
2.3.3 Sample Design

A sample design is a procedure or plan drawn up before any data is collected to obtain a sample
from a given population. It is also known as sampling plan or survey design. There are different
types of sample designs based on two factors that are the representation basis and the element
selection technique.

2.3.3.3 Sampling Method

Convenience sampling method has been used to select the sample for the study. Convenience
sampling also known as availability sampling is a specific type of non-probability sampling
method that relies on data collection from population members who are conveniently available to
participate in study. This type of sampling method is used to create sample as per accessibility,
readiness to be a part of the sample, availability at a given time slot or any other practical
specifications of a particular element. This technique will provide insights into the opinions and
viewpoints of the sample in the easiest possible manner.

2.3.3.1 Sampling unit

A unit in a statistical analysis is one member of a set of entities being studied. It is the material
source for the mathematical abstraction of a "random variable". In this study the sampling unit is
the recruiter working at ASAP Staffing Solutions, who has been assigned the task of recruiting
potential candidates for the relevant job vacancy. The data will be collected from the employees
working at lower level at ASAP Staffing Solutions. The employees working at lower level are
mostly recruiters who are in direct touch with the e-recruitment sources thus a clear and true
picture will be depicted by taking them as the sample study.
2.3.3.2 Sample size

Sample size is a count the number of individual samples or observations in any statistical setting,
such as a scientific experiment or a public opinion survey. Though a relatively straightforward
concept, choice of sample size is a critical determination for a project. Too small a sample yields
unreliable results, while an overly large sample demands a good deal of time and resources. The
sample size taken into consideration for this study is 110 respondents, which is neither too large
nor too small. It is comparatively easy to collect data from such a number within few days

2.3.4 Designing Questionnaire

An email survey method using questionnaires was employed as a tool for collecting data. The
questionnaire comprised a section where respondents were asked their extent of agreement using
a five point likert scale (with 1 = strongly disagree, to 5 strongly agree). After sending
questionnaires to 110 respondents, 102 responses were successfully collected and analysed.

Below is the google form link to the questionnaire prepared for the purpose of collecting the
recruiters opinions on the effectiveness of online recruitment .

https://docs.google.com/forms/d/1vae6xsxqQZBpGYJrxFraJWMmS6nr5lQrM_Bmd1g8x0A/edi
t?usp=drivesdk

2.4 Limitations

The findings of this study have to be seen in light of some limitations which have been discussed
below:-

 Convenience sampling selects a sample on the basis of how easy it is to access. Such
samples are extremely easy to organise, but there is no way to guarantee whether they are
representative.
 When conducting a study, it is important to have a sufficient sample size in order to
conclude a valid research result. The sample size for this study is small, thus it becomes
difficult to identify significant relationships from the data.

 The time available to study this research problem and to measure the exact results is
bound by the deadline of the project submission dates.
 Chapter 3

ANALYSIS AND

INTERPRETATION
3.1 Analysis and Interpretations

The data has been collected with the help of the questionnaire prepared. SPSS (Statistical
Package for the Social Sciences), also known as IBM SPSS Statistics, is a software package used
for the analysis of statistical data. Factor analysis tool was used to analyze the data collected.
Given below are the results obtained after running factor analysis on the data collected.

Factor Analysis Tables :-

Table 3.1.1 – KMO and Bartlett’s Test

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .699
Approx. Chi-Square 596.919
Bartlett's Test of Sphericity Df 120
Sig. .000

KMO Table Interpretations:-

This table shows two tests that indicates the suitability of the data collected for structure
detection. The Kaiser-Meyer-Olkin Measure of Sampling Adequacy is a statistic that indicates
the proportion of variance in the variables that might be caused by underlying factors. High
values (close to 1.0) generally indicate that a factor analysis may be useful with the data. If the
value is less than 0.50, the results of the factor analysis probably won't be very useful. The value
of KMO, should be more than 0.6, from the above table, it is evident that the value of KMO is
more than 0.6 , it means that the sample size of this study is sufficient as per study.
Table 3.1.2 Communalities

Communalities
Initial Extraction
Erecruitmenthassimplifiedth 1.000 .795
ehiringprocess
Thescopeofonlinerecruitmen 1.000 .821
thasrisendrasticallyoverthep
Onlinerecruitmenthelpssavet 1.000 .804
imeandmoneyfortheorganiza
tio
Onlinerecruitmentactsasahin 1.000 .721
drancetotheapplicantssinceri
Urgenthiringcanbeeasilydon 1.000 .313
ewiththehelpoferecruitment
Erecruitmentcanonlybeperfo 1.000 .689
rmedbytrainedsoftwareprofe
ssi
Onlinerecruitmentdoesnotdo 1.000 .563
wellwiththecandidatesintenti
o
Thereisadifferencebetweent 1.000 .667
hequalityofcandidateshiredfr
Itiseasytofindthemostpotenti 1.000 .655
alcandidatewiththehelpof
Responseratereceivedfromo 1.000 .557
nlinejobpostingisfarbettertha
Onlinerecruitmenthelpsconn 1.000 .641
ectwithpotentialemployeesal
ot
Erecruitmentfacesthechallen 1.000 .641
geofmultiplerecruitersreachi
n
Thebenefitsoferecruitmentov 1.000 .675
errideitsdrawbacks
Selectingpotentialcandidate 1.000 .728
sfromapoolofdatacanbetiring
Theadvantagesoferecruitme 1.000 .604
ntarefartoooverrated
Onlinerecruitmentisbeingpre 1.000 .677
ferredovertraditionalrecruitm
e
Extraction Method: Principal Component Analysis.

Communalities table Interpretations:-

Initial communalities are, for correlation analyses, the proportion of variance accounted for in
each variable by the rest of the variables. Extraction communalities are estimates of the variance
in each variable accounted for by the factors in the factor solution. Small values indicate
variables that do not fit well with the factor solution, and should possibly be dropped from the
analysis. This table also known as Factor loading. Loading of each statement should be 0.5, if the
loading is less than 0.5, then that statement need to be alimented from the questionnaire. So we
will remove the statement.

Table 3.1.3 Total Variance Explained

Total Variance Explained

Component Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 4.608 28.799 28.799 4.608 28.799 28.799
2 2.051 12.821 41.620 2.051 12.821 41.620
3 1.549 9.681 51.301 1.549 9.681 51.301
4 1.220 7.624 58.925 1.220 7.624 58.925
5 1.122 7.014 65.939 1.122 7.014 65.939
6 .925 5.781 71.720
7 .803 5.017 76.737
8 .718 4.487 81.224
9 .616 3.849 85.073
10 .538 3.360 88.433
11 .477 2.979 91.412
12 .424 2.652 94.065
13 .376 2.348 96.413
14 .250 1.563 97.976
15 .185 1.157 99.133
16 .139 .867 100.000
Extraction Method: Principal Component Analysis.

Total Variance Explained Interpretation:-

The leftmost section of this table shows the variance explained by the initial solution. Only five
factors in the initial solution have eigenvalues greater than 1. The second section of this table
shows the variance explained by the extracted factors before rotation. All variables which are
used for the purpose of this study are defining 61.049 variance of desire area. It is clear from the
above table that, there are 06 variables, can be formed. These numbers of 90 variables can be
validated with the help of eigenvalues.
Table 3.1.4 Component Matrix

a
Component Matrix Component
1 2 3 4 5

Erecruitmenthassimplifiedth .728 .204 -.405 -.188 .159

ehiringprocess
Thescopeofonlinerecruitmen .627 .505 -.324 -.217 -.144
thasrisendrasticallyoverthep
.764 .397 -.181 -.056 .162
Onlinerecruitmenthelpssavet
imeandmoneyfortheorganiza
tio

Onlinerecruitmentactsasahin .055 .725 .211 -.351 -.157

drancetotheapplicantssinceri
Urgenthiringcanbeeasilydon .525 .136 -.100 .087 .033
ewiththehelpoferecruitment
-.467 .547 .240 .293 .168
Erecruitmentcanonlybeperfo
rmedbytrainedsoftwareprofe
ssi
.024 -.108 .620 -.388 -.128
Onlinerecruitmentdoesnotdo
wellwiththecandidatesintenti
o

Thereisadifferencebetweent -.152 .555 .511 .206 .179

hequalityofcandidateshiredfr
Itiseasytofindthemostpotenti .464 .040 .294 .398 -.440
alcandidatewiththehelpof
Responseratereceivedfromo .637 -.026 .242 .235 -.192
nlinejobpostingisfarbettertha
.602 .185 -.022 .457 -.187
Onlinerecruitmenthelpsconn
ectwithpotentialemployeesal
ot
.618 .032 .389 -.320 .066
Erecruitmentfacesthechallen
geofmultiplerecruitersreachi
n

Thebenefitsoferecruitmentov .536 -.233 .188 .331 .433

errideitsdrawbacks
Selectingpotentialcandidates .575 -.365 .395 -.290 .155
fromapoolofdatacanbetiring
Theadvantagesoferecruitme -.404 .348 .039 .021 .563
ntarefartoooverrated
.659 -.294 .032 .080 .385
Onlinerecruitmentisbeingpref
erredovertraditionalrecruitme

Extraction Method: Principal Component Analysis. a. 5 components extracted.

Component Matrix Table Interpretation:-
The table shows the loadings extracted values of each item under 5 variables factors extracted.
The higher the absolute value of the loading, the more the factor contributes to the variable.

Table 3.1.5 Rotated Component Matrix

Rotated Component Matrixa

Component
1 2 3 4 5
Erecruitmenthassimplifiedth .832 .228 .028 -.225 -.009
ehiringprocess
Thescopeofonlinerecruitmen .871 -.154 .182 -.061 .025
thasrisendrasticallyoverthep
Onlinerecruitmenthelpssavet .839 .241 .190 .049 .061
imeandmoneyfortheorganiza
tio
Onlinerecruitmentactsasahin .429 -.485 .006 .446 .320
drancetotheapplicantssinceri
Urgenthiringcanbeeasilydon .449 .215 .252 -.044 .001
ewiththehelpoferecruitment
Erecruitmentcanonlybeperfo -.169 -.183 -.059 .764 -.198
rmedbytrainedsoftwareprofe
ssi
Onlinerecruitmentdoesnotdo -.198 -.091 .034 .049 .715
wellwiththecandidatesintenti
o
Thereisadifferencebetweent -.035 -.036 .108 .796 .136
hequalityofcandidateshiredfr
Itiseasytofindthemostpotenti .061 .054 .798 .010 .112
alcandidatewiththehelpof
Responseratereceivedfromo .234 .269 .615 -.065 .217
nlinejobpostingisfarbettertha
Onlinerecruitmenthelpsconn .372 .212 .660 .038 -.144
ectwithpotentialemployeesal
ot
Erecruitmentfacesthechallen .374 .242 .172 -.020 .642
geofmultiplerecruitersreachi
n
Thebenefitsoferecruitmentov .118 .777 .222 .036 .077
errideitsdrawbacks
Selectingpotentialcandidate .126 .464 .101 -.250 .651
sfromapoolofdatacanbetiring
Theadvantagesoferecruitme -.038 .085 -.491 .573 -.160
ntarefartoooverrated
Onlinerecruitmentisbeingpre .292 .715 .117 -.201 .162
ferredovertraditionalrecruitm
e
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 6 iterations.
Rotated Component Matrix Interpretation:-

The idea of rotation is to reduce the number factors on which the variables under investigation
have high loadings. Rotation does not actually change anything but makes the interpretation of
the analysis easier. All the remaining variables are substantially loaded on factor. These factors
can be used as variables for further analysis

Table 3.1.6 Component Transformation Matrix

Component Transformation Matrix

Component 1 2 3 4 5
1 .674 .439 .465 -.251 .271
2 .550 -.419 .042 .714 -.102
3 -.396 .128 .282 .467 .727
4 -.270 .349 .580 .291 -.620
5 .113 .703 -.605 .353 -.054
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.

Component Transformation Matrix Interpretation :-

Component Transformation Matrix displays the correlations among the components prior to and
after rotation. Values greater than 0.5 display higher correlation among components whereas
values less than 0.5 convey that the correlation among components is not significant.
 Chapter 4

FINDINGS AND

SUGGESTIONS
4.1 Findings & Suggestions

In this chapter, findings of the study are presented along with the summary, suggestions and
conclusion of the study. The aim of the study was to find out the effectiveness of online
recruitment practice followed at ASAP Staffing Solutions.

 The findings drawn from the respondents responses is that most recruiters agree to the
fact that online recruitment has simplified the recruitment process. The process of
weeding out the least qualified candidates has been automated thus saving the time of the
recruiters from such tedious activity. The recruiters agree to the fact that practices of
online recruitment has risen drastically over the past decade. Internet usage in India
among common masses has drastically increased and has paved way for online
recruitment. People these days spend more time on the internet than reading newspapers
in the morning. Apart from this some people don‘t even read the newspaper as news is
easily available on mobile applications that can be accessed with the help of internet.
Hence making the internet a strong and important tool for recruiters all around the globe.

 Most recruiters feel that online recruitment helps save time and money for the
organization. Money is saved by the organization as the cost of job advertising on job
portals is cheaper when compared with newspaper advertising. Also job portal
advertisement has less cost per head broadcasting. Time is saved by the HR Personnel
who can spend the valuable time on other HR practices and policies.

 Recruiters here have given a mixed opinion to the question of online recruitment acts as a
hindrance to the applicants sincerity towards the interview. The analysis drawn from this
data is that the recruiters themselves are not quiet sure about judging the seriousness of
the candidates towards the recruitment process. As there are some applicants who are
quiet serious regarding the interview and there are a few who do not give a care in the
world.

 Many recruiters believe than urgent hiring in case of emergencies can be done with the
help of online recruitment. Talent hunting can be easily done with the help of e-
recruitment. Recruitment Management System helps manage the record of potential
 candidates that can be immediately contacted for urgent hiring.

 Most recruiters do not agree with the fact that trained software professionals can only run
the online job portals. Thus recruiters find online recruitment technology user friendly.
Job portals and social media sites are user friendly and can be easily understood to work
upon. No such training is required for recruiters to work on these websites.

 Although online recruitment has simplified things and has made hiring much more
effective than traditional recruitment. There are several challenges faced by online
recruitment that are yet to be overcome and are a major drawback to effective recruitment
and also effects the mental health of the recruiter. The few major challenges faced by
recruiter are mentioned subsequently.

 The recruiters have given mixed responses as to judge the candidates intention to pursue
the job when it is being offered through the use of online recruitment process. As the
source of recruitment does not determine the candidate‘s intention to pursue the job. The
candidates behavior and intentions are not influenced by the recruiters but by his own
attitude and perception.

 Most recruiters disagree to the fact that there lies a difference between the quality of
candidates approached through online recruitment rather than offline recruitment. Online
recruitment only provides for speed with which the candidates can be contacted. It does
not guarantee the connectivity to the best quality of candidate, nor does offline
recruitment offer that.

 Most of the recruiters feel that the most potential candidate can be hired with the use of e-
recruitment. Online recruitment has a wider scope when compared with offline
recruitment. Services such as head hunting and poaching can be carried out at ease to find
the most suitable and potential candidate for the relevant job opening.

 Responses received through online job posting are far better than offline print media as
people these days spend most of their time on the internet . An average person spends
about 4 to 5 hours on the internet, while only half an hour on reading the newspaper
 every morning. Thus it is likely that the job advertisement given in the paper is either
missed or forgotten about, but in case of internet the responses are high as there are less
chances of it being missed by the candidates.

 Many recruiters feel that online recruitment provides an edge over traditional recruitment
in terms of the speed offered by online recruitment while connecting with the potential
candidates.

 Most of the recruiters agree to this disadvantage to online recruitment, that multiple
recruiters who reach the same applicant can confuse the candidate about the multiple job
profiles offered and can affect the candidates seriousness towards the interview process.

 Many of the recruiters believe that the advantages of online recruitment outweigh the
disadvantages of online recruitment. As online recruitment has some disadvantages but
these can be ignored as the advantages of online recruitment are far more than the
advantages. By making it easy for people to submit applications, job boards tend to
inundate companies with large volumes of résumés, many from unqualified applicants.
Sorting these applications quickly, without screening out good candidates, becomes a
crucial skill.

 Recruiters believe that online recruitment can be tiring and frustrating due to the fact that
recruiters have to select the most potential candidates over a pool of data. While selecting
may not pose much of a problem but the continuous use of technology can tire out the
mental health of the recruiter. The recruiter becomes tired by the continuous use of
computer and internet and also managing such a vast pool of data.

Thus from the above listed findings it can be concluded that although online recruitment might
offer some drawbacks, but its positive impact cannot be ignored. Recruiters these days, rely on
the internet technology to ease out the hiring process. Thus, online recruitment cannot be ignored
and is bound to grow manifold in the future. Some important suggestions mentioned below can
help improve the impact of online recruitment.
4.3 Suggestions

 A recruiter‘s task is in spotlight more than ever due to growing job vacancies and speed
with which these need to be filled. Such circumstances call for avoiding redundant
efforts, automating manual task to extract maximum efficiency and streamlining the
entire recruitment process to create a seamless experience for hiring manager and
candidate.

 Recruiters must value a candidate‘s time as they will value their own. The application
process must be simple and quick for the candidate, which will peak the candidates
interest as well as save time for the recruiter as well.

 The easiest way to speeding up candidate sourcing is to use a recruitment software that
automatically pulls candidate profiles from various sources like social media accounts,
job boards, career site etc. Also, using a fully automated recruitment suite with latest
resume search and matching technology gives the most suitable CVs for a particular role.

 Once a good candidate is identified, speed is essential, with so many companies

competing for candidates, the first company to make contact often gains a huge
advantage.
 Chapter 5

CONCLUSION
5.1 Conclusion

Just as product marketing has moved toward relational marketing, so too has the marketing of
jobs on-line. For most job seekers, the Internet is where the action is. The overall aim of online
recruitment is to obtain at minimum cost and quality of employees required to satisfy the human
resource needs of the company. Thus we can conclude that online recruitment has a better future
than traditional recruitment as it is being preferred owing to the advantages offered . Recruiters
are now familiar with internet as a technology and are using it to the full advantage. Online
recruitment is the future although online recruitment cannot fully replace traditional recruitment.
Researchers worldwide are researching on this wonderful topic and each one of them has
mentioned the growing importance of e-HRM and online recruitment as it is the future.

As on-line recruiting expands, job boards will become larger and more influential—a mixed
blessing for employers. Monster.com and others are already so big that they could sell
information to employers about how many of their workers are looking for jobs and where they
are looking. Recruiting for top executives is expected to increasingly go on-line. The major
corporate-recruiting companies have already moved portions of their executive-recruiting
processes to the Internet. Typically, a recruiter creates a confidential site for each senior position
so that the employer and potential candidates can communicate instantly through the recruiter.
What this all means is that companies will have to work even harder in the future to establish
trusting relationships with an increasingly well-informed and restless applicant pool and
workforce.
QUESTIONNAIRE
Listed below is the set of questionnaire used to study the effectiveness of e-recruitment at ASAP
Staffing Solutions.

Question 1 - E-recruitment has simplified the hiring process.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 2 - The scope of online recruitment has risen drastically over the past decade.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 3 - Online recruitment helps save time and money for the organization.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 4 - Online recruitment acts as a hindrance to the applicants sincerity towards the
interview.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 5 - Urgent hiring can be easily done with the help of e-recruitment.
 ● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 6 - E-recruitment can only be performed by trained software professionals.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 7 - Online recruitment does not do well with the candidates intention to pursue
the job.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 8 - There is a difference between the quality of candidates hired from e-

recruitment from that of traditional sources of recruitment.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 9 - It is easy to find the most potential candidate with the help of e-recruitment.

● Strongly disagree
● Disagree
● Neutral
 ● Agree
● Strongly agree

Question 10 - Response rate received from online job posting is far better than offline print
advertising.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 11 - Online recruitment helps connect with potential employees a lot faster than
traditional recruitment.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 12 - E-recruitment faces the challenge of multiple recruiters reaching the same
candidate at the same time. *

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 13 - The benefits of e-recruitment override its drawbacks.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree
Question 14 - Selecting potential candidates from a pool of data can be tiring and
frustrating.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 15 - The advantages of e-recruitment are far too overrated.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree

Question 16 - Online recruitment is being preferred over traditional recruitment.

● Strongly disagree
● Disagree
● Neutral
● Agree
● Strongly agree
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