STUDY ON E-RECRUITMENT & ITS IMPACT ON

JOB SEEKERS

Submitted in partial fulfillment of the requirements for the award of

MASTER OF BUSINESS ADMINISTRATION

by

MANISHA.S
Register No.40410093

SCHOOL OF MANAGEMENT STUDIES

SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with Grade “A” by NAAC I 12B Status by UGC I Approved by AICTE
JEPPIAAR NAGAR, RAJIV GANDHI SALAI, CHENNAI - 600 119

APRIL 2022
 SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY

(DEEMED TO BE UNIVERSITY)
Accredited with “A” grade by NAAC I 12B
Status by UGC I approved by AICTE
Jeppiaar Nagar, Rajiv Gandhi Chennai – 600 119

SCHOOL OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that this Project Report is the bonafide work of MANISHA.S 40410093 who
carried out the project entitled “STUDY ON E-RECRUITMENT & ITS IMPACT ON JOB
SEEKERS” under my supervision from September 2021 to October 2021.

Ms. M. SUDHA PAULIN

Internal guide External Guide

Dr. BHUVANESWARI. G

Dean – School of Management Studies

_____________ _________________________________________ ________________________

Submitted for Viva voce Examination held on

Internal Examiner External Examiner

 DECLARATION

I MANISHA. S (40410093) hereby declare that the Project Report entitled “STUDY ON
E-RECRUITMENT & ITS IMPACT ON JOB SEEKERS” done by me under the guidance of
Ms. M SUDHA PAULIN is submitted in partial fulfillment of the requirements for the award of
Master of Business Administration degree.

DATE:

PLACE: MANISHA.S

Internal guide External Guide

 ACKNOWLEDGEMENT

I am pleased to acknowledge my sincere thanks to Board of Management of

SATHYABAMA for their kind encouragement in doing this project and for completing
it successfully. I am grateful to them.

I convey my sincere thanks to Dr. G. BHUVANESWARI, Dean - School of

Management Studieds and Dr. A. Palani, Head - School of Management Studies
for providing me necessary support and details at the right time during the
progressive reviews.

I would like to express my sincere and deep sense of gratitude to my Project Guide
Ms. M SUDHA PAULIN for her valuable guidance, suggestions and constant
encouragement paved way for the successful completion of my project work.

I wish to express my thanks to all Teaching and Non-teaching staff members of the
School of Management Studies who were helpful in many ways for the completion
of the project
 TABLE OF CONTENTS

CHAPTER PAGE
TITLE
NO. NO.
ABSTRACT (i)
LIST OF TABLE (ii)

LIST OF CHART (iii)

INTRODUCTION 1
1.1 Introduction 2
1.2 Profile of study 3
1
1.3 Needs of study 3
1.4 Objective of study 3
1.5 Scope of study 3
REVIEW OF LITERATURE 4
2
2.1 Review of literature 7
RESEARCH METHODOLOGY 8
3.1 Source of collecting data 9
3.2 Methods for collecting primary data 9
3.3 Collection of data 9
3 3.4 Sampling size 9
3.5 Sampling Technique 9
3.6 Hypothesis framework 10
DATA ANALYSIS AND INTERPRETATION 11
4.1 Percentage Analysis 32
4
4.2 ANOVA 34
4.3 CHI SQUARE 36
FINDINGS, SUGGESTIONS AND CONCLUSION 37
5
5.1 Findings of the Study 38
5.2 Suggestions & Recommendations 39
5.3 Limitations of the study 39
5.4 Conclusion 39
REFERENCES 40
ANNEXURE – QUESTIONNAIRE 44
ANNEXURE 2 - ARTICLE 45
 ABSTRACT

The study explains about the important of e recruitment in today’s senario. It become
very comfort for searching the job. It make them to save the time, expenses, get to
have multiple job with there preference and with the requirements. So due to
pandemic even the job location did play any difficult role, because most even in
current generation, women where not flexible to relocate so due to there preference
for job seeker can even do work from home. So here the office expenses also will
reduce. So here the job seekers have vast opportunity and there get benefited
through internet era. The study compares the perception between job seekers
intention to take a job and recruiter sourcing. Now a days in many organization prefer
to have e recruitment. Because due to online sites like naukri, linkedin, monster and
even in many company they have developed the own site for souring. due to this the
recruiters can reach larger number of job seekers with there requirement. So the e
recruitment benefit both the sides for job seekers and even for recruiters for this study
I have taken 100 job seekers from my college who was going to pass out currently
and study how awareness they have towards job sites and even many MBA Hr
students who has no awareness. Who gonna became a recruiter. The collected data
was analyses by using chi square test and ANOVA test. Here the time saving,
location, expenses are the main perception of job seekers.
Key words: saving time, online sites and free online sites, job seekers, pandemic,
online recruitment.

(I)
 LIST OF TABLES
TABLE NO. TITLE PAGE
NO.
4.1.1 GENDER OF THE RESPONDENTS 13
4.1.2 AGE OF THE RESPONDENTS 14
4.1.3 EDUCATION QUALIFICATION OF THE 15
RESPONDENTS
4.1.4 JOB SEEKING LEVEL 16
4.1.5 FIND WHETHER THE JOB SITES ARE EASY TO 17
USE
4.1.6 CURRENT LOCATION OF THE RESPONDENTS 18
4.1.7 WHETHER THE INTERNET IS EASY TO 19
UNDERSTAND
4.1.8 THE INFORMATION WHICH IS GIVEN IN JOB SITE 20
ID SUFFICIENT
4.1.9 DO YOU HAVE THE NECESSARY RESOURCE TO 21
ENABLE TO ACCESS THE INTERNET
4.1.10 WHICH PROBLEM DID YOU THINK IS THE WORST 22
IN CASE OF JOB SEARCHING
4.1.11 BEST SOURCE OF RECRUITMENT 23
4.1.12 ONLINE RECRUITMENT PROVID OPPORTUNITY 24
4.1.13 DO YOU THINK NEWS PAPER PROVIDE 25
OPPOTUNITY FOR JOB SEEKERS IN CURRENT
SCENARIO
4.1.14 WHERE WILL YOU SEE THE VACANCY 26
ADVERTISED
4.1.15 PRIMARY DRIVE BEHIND THE DECISION TO 27
PURSUE RECRUITMENT
4.1.16 HOW TO ACCESS THE INTERNET 28
4.1.17 HAVE YOU RECEIVED RESPONSE FROM 29
EMPLOYEES AFTER SUBMITTING ONLINE
APPLICATION
4.1.18 HOW OFTEN DO YOU READ NEWSPAPER 30
4.1.19 DO YOU HAVE PERSONAL INTERNET 31
CONNECTION
4.1.20 COST OF INTERNET IN YOUR LOCALITY 32

(Ii)
 LIST OF CHARTS
CHART NO. TITLE PAGE
NO.
4.1.1 GENDER OF THE RESPONDENTS 13
4.1.2 AGE OF THE RESPONDENTS 14
4.1.3 EDUCATION QUALIFICATION OF THE 15
RESPONDENTS
4.1.4 JOB SEEKING LEVEL 16
4.1.5 FIND WHETHER THE JOB SITES ARE EASY TO 17
USE
4.1.6 CURRENT LOCATION OF THE RESPONDENTS 18
4.1.7 WHETHER THE INTERNET IS EASY TO 19
UNDERSTAND
4.1.8 THE INFORMATION WHICH IS GIVEN IN JOB SITE 20
ID SUFFICIENT
4.1.9 DO YOU HAVE THE NECESSARY RESOURCE TO 21
ENABLE TO ACCESS THE INTERNET
4.1.10 WHICH PROBLEM DID YOU THINK IS THE WORST 22
IN CASE OF JOB SEARCHING
4.1.11 BEST SOURCE OF RECRUITMENT 23
4.1.12 ONLINE RECRUITMENT PROVID OPPORTUNITY 24
4.1.13 DO YOU THINK NEWS PAPER PROVIDE 25
OPPOTUNITY FOR JOB SEEKERS IN CURRENT
SCENARIO
4.1.14 WHERE WILL YOU SEE THE VACANCY 26
ADVERTISED
4.1.15 PRIMARY DRIVE BEHIND THE DECISION TO 27
PURSUE RECRUITMENT
4.1.16 HOW TO ACCESS THE INTERNET 28
4.1.17 HAVE YOU RECEIVED RESPONSE FROM 29
EMPLOYEES AFTER SUBMITTING ONLINE
APPLICATION
4.1.18 HOW OFTEN DO YOU READ NEWSPAPER 30
4.1.19 DO YOU HAVE PERSONAL INTERNET 31
CONNECTION
4.1.20 COST OF INTERNET IN YOUR LOCALITY 32

(iii)
 CHAPTER – 1
INTRODUCTION

1
 CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION

Nowadays, the advancement of technology plays an important role in organizations

functioning and overall development of India. As our country is a developing nation
and it has set its mission to be digital in every arena, the organization also has
started to use technology in their activities.

Before the technological advancement, organization used various sources to recruit

employees. Those sources are newspaper advertisement, campus recruiting,
different job agencies and so on. Those sources are also recognized as traditional
recruitment sources. But now due to covid, along with those sources many other
sources have been added to this list because with technological development.

Various job related websites, recruitment via internet, E- mail, recruitment via
phone calls, social media etc. are the sources which added with traditional
recruitment which is known as e- recruitment or online recruitment.

E-recruitment refers to the use of web-based technology for the different processes
of drawing in or attracting, assessing, selecting, recruiting and on boarding
candidates. E-recruitment is a mode for selecting one of the companies’ human
resources through technological mean.

According to technological acceptance model, the uses of online sources for job
searching have been impressively increased. It is considered to be effective
because it saves time, effort and moreover it can ensure that suitable person is
hired for a particular position. So the main purpose of the study is to identify about
how e-recruitment and internet is influencing the recruitment process of an
organization.

2
1.2 PROFILE OF STUDY

Recruitment is the process of attracting potential employees to the organization or

company.

It is a systematic means of finding and inducing available candidates to apply to the

company or enterprise for employment.

Recruitment is said to be a positive in its approach as it seeks to attract as many

candidates as possible.

It is generating the applications or applicants for specific position. It is linking

activity bringing together those with jobs and those seeking jobs.

1.3 OBJECTIVE OF THE STUDY:

The study has been undertaken with the following objectives

To identify that the e recruitment is easy platform for job seekers.

To know about how much job seekers aware about e recruitment.

1.4 SCOPE OF THE STUDY:

The study is done to find the e-recruitment and its impact on job seekers.
The study covers the effects of e-recruitment in today’s situation.

1.5 NEEDS OF THE STUDY

This research paper will discusses about the concept of e-recruitment and the main
purpose of this particular research to know about the general impacts of e-
recruitment special in the context of job seekers.

3
 CHAPTER 2

REVIEW OF LITERATURE

4
 CHAPTER 2
REVIEW OF LITERATURE
2.1 REVIEW OF LITERATURE
Mencken & Winfield (1998) explored the advantages and disadvantages of informal and
formal recruiting practices in external labour markets. The authors found that quality
was a strong motivator than cost for informal recruiting. The findings from the regression
analysis also demonstrated that the quality of applicants was more salient for hiring
managers in the private sector

Smith (1999) had worked upon e-recruitment where he had tried to conceptualize that
internet helps employer’s better target prospective employees. The author mentioned
that the career web, which small companies may consider expensive, could still be less
costly than multiple newspaper ads A research by Matthews (2006) on the recruitment of
law students by the United States Internal Revenue Service described how by moving
up the start data of its campus recruitment efforts it was able to fill jobs more easily
and with better quality individuals.

Dr. Bhupendra Singh Hada, Swati Gairola (2005) said that latest trend on e-recruitment and
this updated trend has been adopted from MNC to small scale industries in this article he
talks about the opportunity and challenges of e-recruitment.

Galanaki, (2002) said that online recruitment process is started by posting vacancies on the
on there own company websites and an online recruitment vendor’s website or third-party
websites, and asked the applicants to send their resume and their details electronically
through the e-form or through email.

Buda (2003) has found that the recruitment advertisement is to be effective when it
should include positive information at the start when being advertised through non-
expert sources (e.g., general media).

5
Tong and Sivanand, (2005) online recruitment (e-recruitment) emerges as a handy
and advantageous method over traditional methods of recruitment e-recruitment
enable the firm to perform the tasks in speed and improves the process One of the
outcomes of the growth of e-recruitment technologies has been that applying for jobs
has become simpler and more streamlined. Executives of Malaysia believe that e-
recruitment can lead them to a new competitive position in regional labour markets
due to the importance of knowledge workers and resource-based competition.

Helen Verhoeven and Sue Williams (2008), said that the Internet recruitment and
selection in the United Kingdom. In this discusses the advantages and disadvantages
of Internet recruitment and selection as identified in literature and considers those
against the views of employers in the United Kingdom.

Khan, (2010) has stated that lower cost investment, shorter recruitment cycle, reach
to a wider range of applicants, better quality of applicants, the opportunity to address
specific market niches, and issue attraction of passive job-seekers; are described as
the strong sides of the Internet recruitment. Additionally, the advertisement and its
attributes are important factors in e-recruitment.

Poorangi et al., (2011; Ahmed, 2009) Executives of Malaysia believe that e-

recruitment can lead them to a new competitive position in regional labor markets due
to the importance of knowledge workers and resource-based competition.

Pavitra Dhamija (2012), said that E-Recruitment refers to posting vacancies on the
corporate website or on an online recruitment vendors’ website. It allows applicants to
send their resumes electronically through an email or in some other electronic format.

Mooney (2002), said that the review of the above literature provides an indication that
online recruitment (e-recruitment) is acknowledged as being an important aspect of
job/candidate searching for jobseekers and organizations. Moreover, e-recruiting is
becoming more effective recruitment tools, creating an avenue to build relationships
between job seekers and organizations (Mooney, 2002).

6
Matthews (2006) on the recruitment of law students by the United States Internal
Revenue Service described how by moving up the start data of its campus recruitment
efforts it was able to fill jobs more easily and with better quality individuals.

Verhoeven and Williams (2008) reports on a study into internet recruitment and
selection in the United Kingdom. The study discussed the advantages and
disadvantages as identified in literature and considered those against the views of HR
Managers in UK.

Williams (2009) on E recruitment showed dwindling recruitment spends focused on

web-based recruitment at the expense of traditional methods. The author also
reported that online methods proved far more popular, as two-thirds (66 per cent) of
the HR professionals surveyed said that the jobs section of their own company’s
website was used as a recruitment tool for most jobs.

7
 CHAPTER 3

RESEARCH METHODOLOGY

8
 CHAPTER 3
RESEARCH METHODOLOGY

3.1 SOURCE OF DATA COLLECTION

primary data and secondary sources of data will be gathered for the research.
Primary source of data will be collected through the use of questionnaires and survey
interviews.
The secondary sources of information were collected from past research work, books,
journals, articles, internet search, etc.

3.2 METHODS FOR COLLECTING PRIMARY DATA

In collecting data for the study, questionnaire and direct interview methods will be
employed. The questionnaire was used to ensure that only relevant questions were
asked and also to ensure that the questions were properly structured.

3.3 COLLECTION OF DATA

The questionnaire was the only tool used to collect data. Likert type (close ended)
questionnaire was employed to generate data. The importance of the use of close
ended questions was to avoid delays in responding to the questionnaire, thus
enabling the respondents who had busy schedules to respond quickly. Another
reason for using close ended questions was that coding of close ended questions did
not take much time as compared to open ended questions/ and also for testing
hypothesis.

3.4 SAMPLING
A sample of hundred (100) respondents were drawn from job seekers.
Convenience sampling technique has been used to derive data from different levels of
employees

3.5 SAMPLING TECHNIQUE

Convenient Sampling Technique.

9
3.6 HYPOTHESIS FRAME WORK

ANOVA: A common approach to figure out a reliable treatment method would be to

analyses the days it took the patients to be cured. We can use a statistical technique
which can compare these three treatment samples and depict how different these
samples are from one another. Such a technique, which compares the samples on
the basis of their means, is called ANOVA.

Analysis of variance (ANOVA) is a statistical technique that is used to check if the

means of two or more groups are significantly different from each other. ANOVA
checks the impact of one or more factors by comparing the means of different
samples.

FORMULA: The test statistic is the F statistic for ANOVA,

F=MSB/MSE. CHI – SQAURE:

A chi-square (χ2) statistic is a test that measures how a model compares to actual
observed data. The data used in calculating a chi-square statistic must be random,
raw, mutually exclusive, drawn from independent variables, and drawn from a large
enough sample. For example, the results of tossing a fair coin meet these criteria.

Chi-square tests are often used in hypothesis testing. The chi-square statistic
statistic compares the size of any discrepancies between the expected results and the
actual results, given the size of the sample and the number of variables in the
relationship.

For these tests, degrees of freedom are utilized to determine if a certain null
hypothesis can be rejected based on the total number of variables and samples within
the experiment. As with any statistic, the larger the sample size, the more reliable the
results.

10
The hypothesis tested in the study are shown below

H0=There is no significant different between Gender and the online recruitment provide
opportunity
H1=There is significant different between Gender and the online recruitment provide
opportunity
H0=There is no significant different between job seeking level and Worst in the case
of job searching through internet
H1=There is significant different between ob seeking level and Worst in the case of
job searching through internet

11
 CHAPTER 4

ANALYSIS AND INTERPRETATION OF DATA

12
 CHAPTER 4

ANALYSIS AND INTERPRETATION OF DATA

4.1 PERCENTAGE ANALYSIS
TABLE 4.1.1 GENDER OF THE RESPONDENTS

Gender No. of responds percentage

Male 63 63%
Female 37 37%
Total 100 100%

CHART4.1.1

Source: Primary Data

Interpretation
Table 4.1.1 shows that male constitute 63% percentage, female constitute 37%
percent so here we can find that mostly male were searching for the job while
compare with female.
Inference
Majority 63% percentage of retailers are male.

13
TABLE 4.1.2 AGE OF THE RESPONDENTS

Age No. Of responds percentage

18-25 years 77 77%
26-35 years 15 15%
36-50 years 5 5%
50+ 3 3%
Total 100 100%
CHART 4.1.2

Source: Primary Data

Interpretation

Table 4.1.2 shows that 77% of respondent were around 18-25 years old, 15%of
respondent were around 26-35 years old, 5% of respondent were around 36-50 years
old, 3% of respondent were around 50+ years old. So we get to know that current
generation people were job seekers
Inference

Majority 84% percentage of retailers are graduate.

14
TABLE 4.1.3 EDUCATION QUALTIFICATION OF THE RESPONDENTS

Education qualification No. Of responds Percentage %

SSC-HSC 4 4%
Graduation 33 33%
Masters 59 59%

M. phil/Ph.D 4 4%

Total 100 100

CHART 4.1.3

Source: Primary Data

Interpretation

Table 4.1.3 shows that 4% of respondent have studied up to SSLC AND HSC, 33%of
respondent have studied up to graduation, 59% of respondent have studied up to
masters, 4% of respondent have studied up to M.phil/PH.D. so we get to know that
most job seekers are fresher with higher qualification
Inference

Majority 59% of respondent have studied up to masters.

15
TABLE 4.1.4 JOB SEEKING LEVEL OF THE RESPONDENTS

Seeking job level No. Of responds percentage

Entry level 43 43%
Middle level 48 48%
Top level 9 9%
Total 100 100%

CHART 4.1.4

Source: Primary Data

Interpretation

Table 4.1.4 shows that 48% of the respondent are seeking for entry level jobs, 43%
respondent are seeking for middle level jobs, 9% respondents are seeking for top
level jobs.

Inference

Majority 48% percentage of respondent are seeking for entry level.

16
 TABLE 4.1.5 FIND WHETHER THE JOB SITE ARE EASY TO USE

Internet job site are easy to use No. Of responds percentage

Strongly agree 18 18%
Agree 45 45%
Neutral 32 32%
Disagree 5 5%
Strongly disagree 0 0

Total 100 100%

CHART 4.1.5

Source:Primary Data
Interpretation
Table 4.1.5 shows that 18% of people where strongly agree, 45% of people
where agree, 32% of people where neutral, 5% of people where disagree,
and no respondent was strongly disagree with the opinion on the internet job site
are easy to use
Inference
The majority of the respondent 39% strongly agree that internet job site are easy to
use, with same amount of respondent has given an opinion on agree.

17
TABLE 4.1.6 CURRENT LOCATION OF THE RESPONDENTS

Current location No of responds percentage

Capital/divisional city 32 32%

District city/ town 59 59%
Rural area 9 9%
Total 100 100%

CHART 4.1.6

Source: Primary Data

Interpretation
Table 4.1.6 shows that 32% responds are district city/from town.59% are
Capital/divisional city, 9% percent of responds are from rural area.
Inference

The majority of the respondent are 59% whose current location where in city/ town.

18
TABLE 4.1.7 whether the internet is easy to understand

Satisfaction level No of responds percentage

1 1 1%
2 6 6%
3 18 18%
4 57 57%
5 18 18%
Total 100 100%
CHART 4.1.7

Source: Primary Data

Interpretation
Table 4.6 shows satisfaction level of understanding about internet . here 1% get
strongly dissatisfied, 2% get dissatisfied, 18% is neutral, 57% get satisfied, 18%
where strongly satisfied with there opinion.
Inference
Majority of the respondent where satisfied by understanding the internet usage for e
recruitment.

19
TABLE 4.1.8 THE INFORMATION WHICH IS GIVEN IN JOB SITES IS

SUFFICIENT

Sufficient level No of responds Percentage %

1 2 2%
2 5 5%
3 22 22%
4 63 63%
5 8 8%
Total 100 100%

CHART 4.1.8

Source: Primary data

Interpretation
Table 4.1.7 shows that the given information are sufficient in job sites. 2% where
highly disagree, 5% are disagree,22% are neutral, 63% are agree, 8% are highly
disagree.
Inference
The majority of the respondents (63%) where agree with the statement.

20
TABLE 4.1.9 Internet access

Access the internet No of respond Percentage %

Strongly agree 21 21%
Agree 39 39%
Neutral 35 35
Disagree 41 4%
Agree 1 1%
Total 100 100%

CHART 4.1.9

Source: Primary Data

Interpretation
Table 4.1.9 shows that where 21% strongly agree, 39% are agree, 35% are neutral, 41% are
disagree, 1% are strongly disagree.
Inference
The majority of the respondents (39%) where agree.

21
TABLE 4.1.10 which problem did you think is the worst in case of job
searching, through internet
Job searching, through internet No of Respond Percentage
Response rare is comparatively low 41 41%
Time consuming 44 44%
Costly 15 15%
Total 100 100%

Chart 4.1.10

Source: Primary Data

Interpretation
Table 4.1.10 shows that 41% of respondent response rate is comparatively low,
44% of respondent were said time consuming, 15% of respondent where said that it
is costly.
Inference
Majority of respondent (44%) where said time consuming.

22
TABLE 4.1.11 Best source of recruitment

Best source of recruitment No of respond Percentage %

On board 32 32%
Career websites 35 35%
Software 14 14%
Internship 19 19%
Total 100 100%

CHART 4.1.11

Source: Primary Data

Interpretation
Table 4.1.11 shows that 32% of people prefer on boarding, 35% people prefer career
website, 14% people prefer software, 19% people prefer job through internship
Inference
Majority 35 % of respondents where prefers career website due to current scenario.

23
TABLE 4.1.12 Online recruitment provide opportunity

Online recruitment No of respond Percentage

provide opportunity
Strongly agree 12 12%
Agree 61 61%
No comments 12 12%
Disagree 11 11%
Strongly disagree 4 4%
Total 100 100%

CHART 4.1.12

Source: primary data

Interpretation Table 4.1.12 has shown how online recruitment provide opportunity,
so 12% where strongly agree, 61% where agree, 12% has no comments, 11% where
disagree, 4% where strongly disagree
Inference The majority of the respondents where agree with 61%

24
TABLE 4.1.13 do you think newspaper provide opportunity for job seekers

in current scenario

Newspaper provide opportunity for No of respond Percentage

job in current scenario %
Strongly agree 15 15%
Agree 61 61%
No comments 13 13%
Disagree 9 9%
Strongly disagree 2 2%
Total 100 100%
CHART 4.1.13

Source: primary data

Interpretation: Table 4.1.13 shows that how much newspapers provide opportunity
for the job seekers in current scenario? Here 15% of respondents where strongly
agree with the question,61% where agree,13% did have any opinion,so here only 9%
of respondent are disagree and 2% where strongly disagree.
Inference: The majority of the respondents (61%) where agree with the question
given above.

25
TABLE 4.1.14 where will you see the vacancy advertised
The vacancy advertised No of respond Percentage %

Job portal 43 43%

Career website 39 39%

Newspaper 18 18%
Total 100 100%

CHART 4.1.14

Source: primary data

Interpretation: Table 4.1.14 shows that through which source the vacancy
advertised is helpful. So here 43% gave through job portal, 39% gave career
website,18% gave newspaper.
Inference: The majority of the respondents are 43% who prefer job portal.

26
 TABLE 4.1.15 primary driver behind the decision to pursue e - recruitment

Pursue No of respond Percentage %

E-recruitment
Better tool for finding 24 24%
suitable job
costly 39 39%
Time taken search a job 20 20%
Volume of job openings 7 7%
Wide reach 9 9%
Better tool for finding 1 1%
suitable job
Total 100 100%
CHART 4.1.15

Source: primary data

Interpretation Table 4.1.15 shows that 24%of respondents say that better tool for
finding suitable job. 39% said that it is costly, 20% said that time taken to search a
job,9% said that volume of job opening,7% said that wide reach,1% said that better
tool for finding suitable job.
Inference Majority of the respondents said that 39% where said it costly.

27
 TABLE 4.1.16 how do you access the internet
Access the internet No of respond percentage
Board band 34 34%
modem 18 18%
mobile 48 48%
Total 100 100%

CHART 4.1.16

SOURCE: PRIMARY DATA

Interpretation Table 4.1.16 show that 34 % access there internet with board band,
18% access with modem,48% access with mobile.
Inference The majority of the respondents 48% will access there internet with mobile.

28
 TABLE 4.1.17 After submitting online applications

After submitting online No of respond Percentage %

applications

Strongly agree 10 10%

Agree 43 43%
Neutral 41 41%
Disagree 6 6%
Strongly disagree 0 0
Total 100 100%

CHART 4.1.17

SOURCE: PRIMARY DATA

Interpretation Table 4.1.17 shows that employer who get response after submitting
online application. 10% where strongly agree,43% where agree,41% said neutral,6%
where disagree, and no comment on strongly disagree
Inference The majority of the respondents 43% where agree.

29
TABLE 4.1.18 How often do you read newspaper

Reading newspaper No of respond Percentage %

everyday 39 39
One a week 34 34
Once a fortnight 11 11
Once a month 7 7
Never 8 8
Total 100 100

CHART 4.1.18

Source: primary data

Interpretation Table 4.1.18 show that 39% will read newspaper daily, 34% will read
weekly,11% will read once a fortnight, 7% will never read.

Inference The majority of the respondents 39% will read newspaper daily.

30
Table 4.1.19 do you have personal internet connection
Personal internet No of respond Percentage %
connection
yes 88 88%
no 14 14%
Total 100 100%
CHART 4.1.19

Source: primary data

Interpretation Table 4.1.19 shows that 86% will said yes for using personal net
connection, 14% said no to it.
Inference The majority of the respondents 86% will use personal net connection.

31
 TABLE 4.1.20 Cost of internet in your locality

Cost of internet in your No of respond Percentage

locality
Very satisfactory 18 18%
Satisfactory 28 28%
Neutral 49 49%
Dis satisfactory 3 3%
Very dis satisfactory 2 2%
Total 100 100%

CHART 4.1.20

Source: primary data

Interpretation Table 4.1.20 shows that rate the cost of internet connection and
browsing in your locality. So 18% said very satisfied,28% said satisfied, 49% says
neutral, 3% said dissatisfied, 2% said very dissatisfied.
Inference The majority of the respondents 49% said it was neutral.

32
ANOVA
TABLE 4.1.4 AND 4.1.10

Expected 7.6 38.4 7.6 6.9 2.5 63.0

Count

female Count 0 10 12 11 4 37

Expected 4.4 22.6 4.4 4.1 1.5 37.0

Count

Total Count 12 61 12 11 4 100

Expected 12.0 61.0 12.0 11.0 4.0 100.0

Count

ANOVA

Descriptive
Worst in the case of job searching through internet
95% Confidence Interval for
Mean Maxi
N Mean Std. Deviation Std. Error Lower Bound Upper Bound Minimum mum
entry level 43 1.05 .213 .032 .98 1.11 1 2

middle level 50 2.16 .370 .052 2.05 2.27 2 3

top level 7 3.00 .000 .000 3.00 3.00 3 3

Total 100 1.74 .705 .071 1.60 1.88 1 3

33
 ANOVA

Worst in the case of job searching through internet

Sum of Squares df Mean Square F Sig.

Between Groups 40.613 2 20.307 228.322 .000

Within Groups 8.627 97 .089

Total 49.240 99

Worst in the case of job searching through internet

Duncana,b
Subset for alpha = 0.05
Job seeking level N 1 2 3
entry level 43 1.05
middle level 50 2.16
top level 7 3.00
Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed.

a. Uses Harmonic Mean Sample Size = 16.119.
b. The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not
guaranteed.
Interpretation

Since p value is 0.000 is less than 0.05 so, null hypothesis is rejected, Alternative hypothesis
is accepted. Hence there is no significant difference between job searching through internet
and job seeking level.
Null hypothesis H0: there is no significant different between job searching through internet
and job seeking level
Alternative hypothesis H1: There is a significant different between job searching through
internet and job seeking level

34
4.2 CHI SQUARE TEST

TABLE 4.1.2 AND 4.1.5

Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
gender of the respondent * 100 99.0% 1 1.0% 101 100.0%
online recruitment provide
opportunity

Chi-Square Tests
Value df Asymptotic Significance (2-sided)
a
Pearson Chi-Square 64.133 4 .000
Likelihood Ratio 77.362 4 .000
Linear-by-Linear Association 51.315 1 .000
N of Valid Cases 100
a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is 1.48.

gender of the respondent

Online recruitment provide opportunity Cross tabulation

Online recruitment provide opportunity

strongly no disagre strongly Tot
agree agree comments e disagree al

gender of the male Count 12 51 0 0 0 63

respondent

35
Interpretation

Since p value is 0.000 is less than 0.05 so, null hypothesis is rejected, Alternative hypothesis
is accepted. Hence there is no significant difference between gender and online recruitment
provide opportunity.

Null hypothesis H0: there is no significant different between gender and online recruitment
provide opportunity.
Alternative hypothesis H1: There is a significant different between gender and online
recruitment provide opportunity.

36
 CHAPTER 5

FINDINGS, SUGGESTIONS AND

CONCLUSION

37
 CHAPTER 5

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS OF THE STUDY

1. Majority 63% percentage of retailers are male.

2. Majority 84% percentage of retailers are graduate.
3. Majority 59% of respondent have studied up to master
4. Majority 48% percentage of respondent are seeking for entry level.
5. Majority of the respondent 39% strongly agree that internet job site are easy to
use,with same amount of respondent has given an opinion on agree.
6. Majority of the respondent are 59% whose current location where in city/ town.
7. Majority of the respondent where satisfied by understanding the internet usage for e
recruitment.
8. Majority of the respondents are (63%)where agree with the statement.
9. The majority of the respondents are (39%) where agree.
10. Majority of respondent (44%) where said time consuming.
11. Majority 35 % of respondents where prefers career website due to current
scenario.
12. Majority of the respondents where agree with 61%
13. Majority of the respondents (61%) where agree with the question given above.
14. Majority of the respondents are 43% who prefer job portal.
15. Majority of the respondents said that 39% where said it costly.
16. Majority of the respondents 48% will access there internet with mobile.
17. Majority of the respondents 43% where agree.
18. Majority of the respondents 39% will read newspaper daily.
19. Majority of the respondents 86% will use personal net connection.
20. Majority of the respondents 49% said it was neutral.

38
5.2 SUGGESTION

The following are the suggestion made on the basis of the finding of the study worth
the information collected from the respondents.

5.3 LIMITATION OF THE STUDY:

Time and Cost are the major limitations of the study.
The study is limited only to a particular area.
As the findings are drawn only on the basis of information collected provided by the
respondents, personal bias of the respondents may affect the study.

5.4 CONCLUSION
The study talks about that on today scenario with current generation people were
prefer e recruitment why because the telecommunication interview became very
cheap and easy. Only thing is we should update the resumes in job portal and to
know how to access the job portal.
While compare with traditional method e recruitment become very usable and
convenient. It can be access able at anywhere. Job seekers can find the job through
websites, job boards & portals. It is a time saving & cost- e f f e c t i v e method for
job seekers. Some job portals offer resume building facilities also it includes the
skill setting so that job seekers can get advantage of this.
In conclusion we can say that the internet has been accepted as a most convenient &
better tool to find the jobs. This system benefit MNC because with any other countries
or in any their states we can easily generate the job description so that we get large
no of job seekers and get more benefit and the resources and time get saved. So
this system became more beneficial to both job seekers and such as MNC, IT
companies.

39
REFERENCE

Journal of Management Engineering and Information Technology (JMEIT) Volume -2,

Issue- 2, Apr. 2015, ISSN: 2394 - 8124 (Online)

Byars, L.L. and Rue, L. (2000). Human Resource Management, 6th ed., McGraw-Hill, New
York, NY.

Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 79.

David Yoon Kin Tong (2009). Study on the E-Recruitment technology adoption in Malaysia.

Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career

development international, 7(4),243-251.

Khan, N. R., Awang, M., & Ghouri, A. M. (2013). Impact of e-recruitment and job-seekers
perception on intention to pursue the jobs.

Yoon Kin Tong, D., & Sivanand, C. N. (2005). E-recruitment service provider’s review:
International and Malaysian. Employee relations, 27(1),103-117.

A research paper by Barber Linda on “Development of online recruitment”

www.employment studies.co.uk/pdflibrary/mp63.pdf

http://seminarprojects.com/Thread-e-recruitment- full-report, synopsys.doc

http://recruitment.naukrihub.com/sources-of- recruitment.html

http://recruitment.naukrihub.com/factors-affecting- recruitment.html

A research paper by vinky sharma on “Impact of E-recruitment on human resource supply

chain management” www.jiit.ac.in/uploads/Synopsis%20

40
 QUESTIONNAIR
ANNEXTURE - QUESTIONNAIRE:
1. Gender
A)Male
B)Female
2. Age
A)20-25
B)26-35
C)36-50
D)50+
3. Education qualification
A)SSC-HSC
B)Graduation
C)Masters
D)M.Phil./Ph.D.
4. Mention your seeking job level
A)Entry level
B) Middle level
C) Top level
5. whether the internet job site are easy to use
A)Strongly agree
B)Agree
C)Neutral
D)Disagree
E)Strongly disagree
6. where do you live at the moment
A)Capital/divisional city
B) District city/town
C) Rural area
7. whether the internet is easy to understand
1 2 3 4 5

41
8. The information which is given in job sites is sufficient
1 2 3 4 5

9. Do you have the necessary resource to enable or to access the internet

A)Strongly agree
B)Agree
C)Neutral
D)Strongly disagree
10. which problem, do you think is the worst in case of job searching, through internet
A) Response rare is comparatively low
B)Time consuming
C)Costly
11. which source do you prefer the Best source of recruitment
A)On board
B)Career websites
C)Software
D)Internships
12. Do you think Online Recruitment provide Opportunity
A)Strongly agree
B) Agree
C) No comments
D)Disagree
E)Strongly disagree
13. Do you think Newspaper provide Opportunity for job in current scenario
A)Strongly agree
B) Agree
C) No comments
D)Disagree
E)Strongly disagree
14. Where will you see the vacancy advertised
A)Job portals

42
B) Career websites
C)Newspapers
15. Primary driver behind the decision to pursue e- recruitment
A)Better tool for finding suitable job
B) Cost
C) Time taken search a job
D) Volume of Job Openings
E) Wide reach
16. How do you access the internet
A) Board band
B)Modern
C)Mobile
17. Have you receiving response from employer after submitting online applications
A)Strongly agree
B)Agree
C)Neutral
D)Disagree
E)Strongly disagree
18. How often do you read the newspaper
A)Everyday
B) One a week
C) Once a fortnight
D) Once a month
E)Never
19. Do you have personal internet connection
A)yes
B)No
20. Internet connection and browsing cost in your locality
A)Very satisfactory
B)Satisfactory
C)Neutral

43
D) Dis satisfactory
E) Very dis satisfactory

44
ANNEXRE- 2
ARTICLE

45
 ANNEXURE 2
STUDY ON E-RECRUITMENT & ITS IMPACT ON
JOB SEEKERS

Ms.S. MANISHA BCOM, M.B.A,

School of Management Studies, Sathyabama Institute of Science and Technology
Chennai, Tamil Nādu, South India
manishashivanathan@gmail.com

Dr M SUDHA PAULIN, M.B.A,Ph.D

Assistant Professor,
Chennai, Tamil Nadu, South India
Sudhapaulin.sons@sathayabama.ac.in

ABSTRACT

In today's scenario, the study explains the significance of e recruiting. It has become really convenient to look for work. It
allows individuals to save time and money by allowing them to work different jobs according to their preferences and needs.
So, due to the outbreak, even workplace location played a challenging part, because most women, especially in today's
generation, are not willing to migrate and prefer to work from home. As a result, office costs will be cut as well. As a result,
job searchers have a wide range of options and can benefit from the digital age. The research contrasts job searchers' intent
to take a position with recruiter sourcing. Many businesses nowadays prefer to use to engage in e-recruitment Because of
web sites such as naukri.com, linkedin.com, monster.com, and even many businesses, they have built their own site for
sourcing. Recruiters will be able to reach a bigger number of job searchers as a result of this. So, e-recruitment benefits both
job seekers and recruiters. For this study, I took 100 job seekers from my institution who were about to graduate and studied
how much awareness they had of job sites, as well as many MBA HR students who had little awareness. Who is going to be
a recruiter? The collected data was analyses by using chi square test and ANOVA test. Here the time saving, location,
expenses are the main perception of job seekers.

Key words: saving time, online sites and free online sites, job seekers, pandemic, online recruitment.

I INTRODUCTION

Nowadays, technological advancements play an essential part in the functioning of enterprises and India's general
development. Because our country is still evolving and has made it a goal to be digital in all areas, the organization has
begun to use technology into its operations.

Before technology came into use there where many source of recruitment is used like newspaper advertisement, Campus
drives etc. These are also known as conventional sources of recruiting. However, due to Covid, many more sources have
been added to this list, in addition to those already mentioned, as a result of technological advancement.

II REVIEW OF LITERATURE

Dr. Bhupendra Singh Hada, Swati Gairola (2005) said that latest trend on e-recruitment and this updated trend has been
adopted from MNC to small scale industries in this article he talks about the opportunity and challenges of e-
recruitment.

Galanaki, (2002) said that online recruitment process is started by posting vacancies on the on there own company
websites and an online recruitment vendor’s website or third-party websites, and asked the applicants to send their
resume and their details electronically through the e-form or through email.

Buda (2003) has found that the recruitment advertisement is to be effective when it should include positive information
at the start when being advertised through non-expert sources (e.g., general media).
III OBJECTIVE OF THE STUDY:
The study has been undertaken with the following objectives
To identify that the e recruitment is easy platform for job seekers.
To know about how much job seekers aware about e recruitment.

IV RESARCH METHODOLOGY
A,The research design
The data will be gathered directly from the respondents through sample survey method.
The data analysis for this research will be both on quantitative and qualitative manner.

B. Collection of data
primary data and secondary sources of data will be gathered for the research.
Primary source of data will be collected through the use of questionnaires and survey interviews.
The secondary sources of information were collected from past research work, books, journals, articles, internet search,
etc.

C. Tools and techniques

This study will contain table, chart, chi square tests and two-way analysis of variance and interpret the data.
Chi square is a statistical tool used in research to investigate variations between categorical variables within the same
population.
A two-way analysis of variance is a technique for determining whether two samples' means are statistically different or
not.

D. Sample size
A sample of hundred (100) respondents were drawn from job seekers. Convenience sampling technique has been used to
derive data from different levels of employees

E. Period of study
The period of study will be one month.

F. Profile area of study sample location

Area of the study is Sholinganallur, Chennai.

G. Sample location.
The reason for selecting Sholinganallur there were more IT parks and many company located around
Sholinganallur location.
H. Sample targeted people
The targeted people is a Job seekers

I. Hypothesis frame work

ANOVA: One typical strategy for determining a viable treatment procedure is to examine the number of days it took the
patients to be cured. We can use a statistical approach to compare these three treatment samples and show how they
differ from one another. ANOVA is the name given to a technique that compares samples based on their means.

Analysis of variance (ANOVA) is a statistical technique used to determine if the means of two or more groups differ
substantially from one another. ANOVA tool was used to find the mean. It is also known as Analysis of Variance.
A chi-square (2) statistic is a test that compares a model to real observed data. The data required to calculate a chi-square
statistic must be random, raw, mutually exclusive, obtained from independent variables, and drawn from a big enough
sample. The outcomes of a fair coin flip, for example, fulfil these conditions.

Chi-square tests are frequently used under the distribution of null hypothesis. Given the sample size and the number of
variables in the relationship, the chi-square statistic evaluates the extent of any disparities between predicted and actual
findings.

Degrees of freedom are used in these tests to examine if a certain null Based on the total number of variables and
samples in the experiment, a hypothesis might be rejected. The greater the sample size, as with every statistic, the more
dependable the results.

The hypothesis tested in the study are shown below

H0=There is no significant different between Gender and the online recruitment provide opportunity

H1=There is significant different between Gender and the online recruitment provide opportunity

H0=There is no significant different between job seeking level and Worst in the case of job searching through internet

H1=There is significant different between job seeking level and Worst in the case of job searching through interneData
analysis

TABLE 1: Gender of the respondents

Gender No. of responds percentage

Male 63 63%

Female 37 37%

Total 100 100

FIGURE 1: Gender of the respondents

Source: Primary Data

Interpretation: Table 4.1 shows that male constitute 63% percentage, female constitute 37% percent so here we can find
that mostly male were searching for the job while compare with female.

Inference: Majority 63% percentage of retailers are male.

TABLE 4.2 Find whether the job site is easy to use

Internet job site are easy to use No. Of responds percentage

Strongly agree 18 18%

Agree 45 45%
Neutral 32 32%
Disagree 5 5%
Strongly disagree 0 0
Total 100 100%

FIGURE 2 Find whether the job site is easy to use

Source: Primary Data

Interpretation: Table 4.2 shows that 19% of people where strongly agree, 39% of people where agree, 39% of people
where neutral, 5% of people where disagree, and no respondent was strongly disagreeing with the opinion on the internet
job site are easy to use

Inference: The majority of the respondent 39% strongly agree that internet job site is easy to use, with same
amount of respondent has given an opinion on agree.

TABLE 3: Job seeking level of the respondents

Seeking job level No. Of responds Percentage

Entry level 43 43%

Middle level 48 48%
Top level 9 9%
Total 100 100%
FIGURE 3 Job seeking level of the respondents

Source: Primary Data

Interpretation: Table 4.1.4 shows that 48% of the respondent are seeking for entry level jobs, 43%
respondent is seeking for middle level jobs, 9%
respondents are seeking for top level jobs.

Inference: Majority 48% percentage of respondent are seeking for entry level.

TABLE 4 Which problem did you think is the worst in case of job searching, through internet

Job searching, through internet No of Respond Percentage

Response rare is comparatively low 41 41%

Time consuming 44 44%

Costly 15 15%
Total 100 100%

FIGURE 4 Which problem did you think is the worst

in case of job searching, through internet

Source: Primary Data

Interpretation: Table 4.1.10 shows that 41% of respondent response rate is comparatively low,44% of respondent were
said time consuming, 15% of respondent were said that it is costly.

Inference: Majority of respondent (44%) where said time consuming.

ANOVA

TABLE 1 AND 2

Descriptive

Gender

Expected 7.6 38.4 7.6 6.9 2.5 63.0

Count

female Count 0 10 12 11 4 37

Expected 4.4 22.6 4.4 4.1 1.5 37.0

Count

Total Count 12 61 12 11 4 100

Expected 12.0 61.0 12.0 11.0 4.0 100.0

Count

ANOVA
Descriptive

Worst in the case of job searching through internet

95% Confidence Interval for

Mean Maxi
N Mean Std. Deviation Std. Error Minimum mum

Lower Bound Upper Bound

entry level 43 1.05 .213 .032 98 1.11 1 2

middle level 50 2.16 .370 .052 2.05 2.27 2 3

top level 7 3.00 .000 .000 3.00 3.00 3 3

Total 100 1.74 .705 .071 1.60 1.88 1 3

gender

ANOVA

Worst in the case of job searching through internet

Sum of Squares df Mean Square F Sig.

Between Groups 40.613 2 20.307 228.322 000

Within Groups 8.627 97 .089

Total 49.240 99

Worst in the case of job searching through internet

Duncana,b

Subset for alpha = 0.05

Job seeking level N
1 2 3

entry level 43 1.05

middle level 50

top level 7 3.00

Sig. 1.000 1.000

Means for groups in homogeneous subsets are displayed.

a. Uses Harmonic Mean Sample Size = 16.119.
b. The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are
notguaranteed.

Interpretation
Since p value is 0.000 is less than 0.05 so, null hypothesis is rejected, Alternative hypothesis is accepted. Hence there is
no significant difference between job searching through internet and job seeking level.
Null hypothesis H0: there is no significant different between job searching through internet and job seeking level
Alternative hypothesis H1: There is a significant different between job searching through internet and job seeking level
CHI SQUARE TEST

Table 3 & 4

Case Processing Summary

C
a
s
e
s
Valid Missing Total

N Percent N Percent N Percent

gender of 100 99.0% 1 1.0% 101 100.0%

the
respondent
*
online
recruitment
provide
opportunity

Chi-
Squar
e
Tests
Value df Asymptotic Significance (2-sided)

Pearson Chi-Square 64.133a 4 000

Likelihood Ratio 77.362 4 .000

Linear-by-Linear Association 51.315 1 .000

N of Valid Cases 100

a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is 1.48.
 gender of the respondent
Online recruitment provides opportunity Cross tabulation

Online recruitment provide opportunity

To

strong no disagree strongl tal

ly agree commen y
agree ts disagre
e

gender of male Co 12 51 0 0 0 63
un
the
t
respondent

Interpretation

Since p value is 0.000 is less than 0.05 so, null hypothesis is rejected, Alternative hypothesis is accepted. Hence there is
no significant difference between gender and online recruitment provide opportunity. Null hypothesis H0: there is no
significant different between gender and online recruitment provide opportunity.

Alternative hypothesis H1: There is a significant different between gender and online recruitment provide opportunity.

FINDINGS OF THE STUDY

Majority, 63% percentage male were searching for job.

Majority of the respondent are 59% whose current location were in city/ town.
Majorityoftherespondentwheresatisfiedbyunderstandingtheinternetusagefore
recruitment.
Majority61% of respondents were agreeing with the online opportunity.

SUGGESTION

The following are the suggestion made on the basis of the finding of the study worth the information collected
from the respondents.

LIMITATION OF THE STUDY

Time and Cost are the major limitations of the study.

The study is limited only to a particular area.

As the findings are drawn only on the basis of information collected provided by the respondents, personal bias of
the respondents may affect the study.
CONCLUSION
According to the report, today's age prefers e-recruitment because telephonic interviews have become incredibly
inexpensive and simple. The only thing left is to keep our resumes up to date in the job portal and to learn how to use it.
E recruitment has become highly usable and convenient when compared to traditional methods. It can be accessed
fromany location. Websites, job boards, and portals can help job searchers locate work. For job hunters, it is a time-
saving and cost-effective option. Some job portals provide resume building services that include feature skill setting,
allowing job seekers to take advantage of this.

In conclusion we can say that the internet has been accepted as a most convenient & better tool to find the jobs. This
system benefit MNC because with any other countries or in any their states we can easily generate the job description so
that we get large no of job seekers and get more benefit and the resources and time get saved. So, this system became
more beneficial to both job seekers and such as MNC, IT companies.

REFERENCE

Journal of Management Engineering and Information Technology (JMEIT) Volume -2, Issue- 2, Apr. 2015, ISSN: 2394
- 8124 (Online)

Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career development international, 7(4),243-251

Byars, L.L. and Rue, L. (2000). Human Resource Management, 6th ed., McGraw-Hill, New York, NY.

Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 79.

David Yoon Kin Tong (2009). Study on the E-Recruitment technology adoption in Malaysia.