A

SIP PROJECT

REPORT ON

“A study on Challenges in Online Recruitment Process”

AT

“IOConnect Software Solutions Pvt Ltd”

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN THE PARTIAL FULFILMENT OF TWO YEARS FULL

TIME MASTERS DEGREE IN BUSINESS ADMINISTRATION

(MBA)

SUBMITTED BY

Rupali Pandurang Devale

BATCH 2019 - 2021

UNDER THE GUIDANCE OF

Prof. Niji Shajan

THROUGH

KES’s

PRATIBHA INSTITUTE OF BUSINESS MANAGEMENT CHINCHWAD. 411019

 DECLARATION

I hereby declare that the Project titled “A study on Challenges in Online Recruitment Process” at
“IOConnect Software Solutions Pvt. Ltd.” at Pune is an original piece of Research Work carried out by me
under the guidance and supervision of Prof. Niji Shajan.

The information has been collected from genuine and authentic sources. The project is submitted in partial
fulfilment of the requirement of “Master of Business Administration” to Savitribai Phule Pune University.

Place: Chinchwad, Pune

Date: Rupali Devale

 ACKNOWLEDGEMENT

It is a great opportunity and pleasure for me to express my profound gratitude towards all the individuals who
directly or indirectly contributed towards the completion of this report.
Working on this report was a great fun, excitement, challenges and a new exposure in the field of human
resource.

This project would not have been completed without the guidance and support of my project leader ‘Prof. Niji
Shajan’, PIBM, who with her technical knowhow and experience guided me from the very start. It is by virtue
of her valuable suggestions and mentoring that this project has materialized in concrete form.

I am thankful to Dr. Sachin Borgave, Director, PIBM, for giving me the privilege to be associated with such
an esteemed organization and carry the college’s name forward. I would, be failing in my duty I acknowledge
my gratitude to Prof. Niji Shajan, PIBM who motivated me a lot in carrying out this project.

I am thankful to Mr. Balaji Dange (Executive Director) of IOConnect Software Solutions Pvt. Ltd for their
kind support. I am thankful to all the employees as well as all other sources of encouragement who gave their
valuable time and support towards the completion of this project.

Rupali Devale
M.B.A (2019 – 2021)
PIBM
Chinchwad, Pune
 Pratibha Institute of Business Management
Chinchwad, Pune
Department of MBA
AY 2020-21
Project Outline Report for Summer Internship Project

• Name of the student- Rupali Pandurang Devale

• Trainee Organization- ( If Any)

Name- IOConnect Software Solutions Private Limited

Address- J-113, Mega Center, Hadapsar, Pune-411028
Email- Support@ioconnectsoft.com
Contact No.- 9049546769

• Internal Company Guide-

Name- Balaji Dange

Designation – Executive Director
Email- balajidange77@gmail.com
Contact No.- 9049546769

• Beginning date of the Project: 1ST May 2020

• Completion (Projected) date of Project: 29th June 2020

• Specialization – Human Resource

• Title of the project- A Study on Challenges in Online Recruitment Process

1. Introduction

• Explain the issue you are examining and why it is significant.

1. Attracting the right candidates

If you’ve ever tried to discover the right candidate in a pool full of unqualified talent, you’ll know that your
options are limited. You’ll choose the best person you can find at the time not the best fit for the job. But it’s
not always about the number of candidates who apply; the best way to hire the right people is often from a
smaller pipeline of more qualified talent.

2. Engaging qualified candidates

Good candidates are often contacted regularly by recruiters, making it harder for your own email to stand out.
In addition, candidates with hard-to-find skills are often considering several job offers at the same time. You
need to put extra effort into persuading passive candidates to choose your company over your competitors.

3. Using data-driven recruitment

Companies can use recruitment data and metrics to constantly improve their recruiting process and make more
informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to track
hiring data but they require manual work, are prone to human error and they’re not compliant. This makes it
hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an efficient
and streamlined way.

Significant:
New technologies and better communication systems have reshaped the global recruitment process. More than
50% of job seekers read employees’ reviews and the company’s salary information on their smartphones.
When they see a job they like, they save it on their phone with the idea to apply later from their desktops.
Three out of four people would consider leaving their current jobs for a company with an excellent online
reputation. It is no wonder that almost 90% of companies recruit via their social media channels. This trend
will continue growing as younger jobseekers use these channels to look for jobs and to learn more about
company.
 • Describe the general area to be studied

Human Resource Management focuses on principles, methods, and technologies that are used to improve the
productivity of an organization. HR specialists achieve this through strategies and policies that increase the
effectiveness of employees. The employees or staff are also referred to as the human capital, the lifeblood and
the most important resource of most organizations.

The following are some of the most common tasks for HR departments:

1. Hire top talent & oversee the departure of current jobholders

2. Create career development programs
3. Evaluate individual and overall work performance
4. Design and evaluate strategies to increase the retention of personnel
5. Create a positive and enjoyable work environment

• Objectives set for the project study- (Max 6)

1. To find the challenges in E-recruitment process

2. To study the Statistics on E-recruitment in HRM

3. To study the need and importance of E-recruitment

4. To understand the process techniques of E-recruitment

5. To suggest the solutions to overcome the problems of E-recruitment

6. To study the kinds of E-recruitment

7. To study the Advantages and Disadvantages of the topic

2. Rationale/ Significance if the Study

• A description of the questions you are examining and an exploration of the claims.

1. Tell me something about yourself in brief?

This is one of the most frequently asked questions during an HR round interview.
Your answer has to be short, crisp and to the point. Here are some possible high-impact answers to help you
leave a great impression.

2. Describe who you are or Tell me about your background?

In an HR round, you will surely face this question among all other HR interview questions and answers asked
to you, and I am sure you treat it as the easiest of all questions. Never underestimate the possibility of scoring
better points with a crisp answer, if you feel confident. It can become a fate-changer for applicants having
fewer than 5 years of total job experience.

3. What are your strengths and weaknesses?

This is a very common question asked by HR personnel to candidates.

Remember that interviewers these days hardly ever get impressed by flowery responses.

• Explain how these research questions are related to the larger issues raised in the introduction.

a) What are the trends in recruitment in India?

b) What is the impact of conducting E-Recruitment process in Software firms?
c) What is the strategic impact of E-Recruitment on Software organizations – in cost reduction and Time?
d) What are the driving factors of E Recruitment towards jobs with merits and demerits?
3. Research Methodology and Design

A description of how you would go about collecting data and test the questions your are examining. You are
not required to come up with a new or original method (though you can try!). Look journal articles to determine
what methods are standardly used to assess knowledge of research in your chosen area and adapt one of these
for your needs. Mention whether data is Primary or secondary. (Attach reference in the Appendix)

Sources of Data Collection: Primary and secondary sources of data were gathered for the research. Primary
source of data was 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.

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

Data Collection Tool: 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.
 Kamala Education Society's
Photo
PRATIBHA INSTITUTE OF BUSINESS MANAGEMENT

Block D- III, Plot No. 3, Behind Mehta Hospital, off Pune Mumbai Road, Chinchwad
Station, Pune, Maharashtra - 411019.

PROGRESS REPORT (2020 – 2021)

Name : Rupali Pandurang Devale

Course : MBA Specialization : HR Roll Number : 77

Address: Vidyanagar, Near Yash Enterprises, Chinchwad, Pune 411019

Email -Id : rupalipdevale@gmail.com

Contact Number : 7057502649

Duration of the Project : 2 Months

Name of the Company : IOConnect Software Solutions Private Limited

Company Address: J-113, Mega Center, Hadapsar, Pune-411028

Name of the external guide & email id : Balaji Dange (balajidange77@gmail.com)

Telephone No. : 9049546769

Project commencement date: 1st May 2020

Project completion date : 29th June 2020

Project Title: A Study on Challenges in Online Recruitment Process

 Internal Faculty Guide Discussion

Date Points DISCUSSED Progress Report Sign

St
1 SESSION / WEEK

02/05/2020 Introduction of IOconnect During my first week of

Solutions’ tools, Documents & internship, I was introduced to
E-Recruitment Process IOconnect‘s tools, necessary
documents and Interns‘
Recruitment Process. The
recruitment process involves
screening
candidates in talent portal,
evaluation written tests and
interview setup.
04/05/2020 Guidance on Applications, Confluence - company‘s notice
Training board,
Jira — Project Management
tool
Personio – HR tool to manage
Employees.

2nd SESSION / WEEK

11/05/2020 E-recruitment Process, Consideration of CV, Cover

Training Letter of job applied
candidates.
12/05/2020 Shortlisting of Applicants Based on the cleared online test
applicants were shortlisted for
specific job opportunity.
13/05/2020 Data Collection (Online Test) Review the applicant’s profile
for further process

3rd SESSION / WEEK

18/05/2020 Interview Invitation, Schedule Schedule Skype interview for

candidate and adding hiring
managers in
interview reminder on Personio.
19/05/2020 Interview Result Sending the result to each
applicant
20/05/2020 Documentation Receive Newcomer’s
documents through Mail
 4th SESSION / WEEK

25/05/2020 Department wise document Maintaining each department’s

collection test results along with
documents
26/05/2020 Confirmation on E-Mail Data has been stored

5th SESSION / WEEK

01/06/2020 Job Postings Advertisement of jobs

vacancies on website
02/06/2020 Checking the applied Review CV & Cover Letter
candidates

6th SESSION / WEEK

08/06/2020 Shortlisting Process Based on requirements & Skills

09/06/2020 Team Meeting (Conference) Through Skype meeting was

scheduled

th
7 SESSION / WEEK

15/06/2020 Preparation of Reference Letter Collection of documents for

& Leadership Certificates Team & Management Meeting
through Skype
16/06/2020 Presentation Task for Presentation of
Management Board Meeting

8th SESSION / WEEK

22/06/2020 Feedback Positive feedback from HR

23/06/2020 Training Session Learning new techniques in
hiring the right candidates.
 Internal Guide Discussion (If Any)

St
1 SESSION

Date Points DISCUSSED Progress Report Sign

22/05/2020 Discussion of the Summer Chosen the topic for Summer
Internship Report . Internship Project
Sent name of the chosen topic
to Niji Mam and She approved
it.

2nd SESSION

Date
12/07/2020 Discussed issues of Project Completed the report and sent
Report to Mam through mail and
WhatsApp and asked for the
correction in the completed
Project Report.

3rd SESSION

Date
16/08/2020 Discussion about PPT PPT sent to Mam and discussed
about it and Mam suggested to
make some changes in the
objectives so accordingly
changes are made in the Report.

4th SESSION

Date
18/08/2020 Discussion about project The project outline
outline and weekly and weekly report
progress report along with PPT
mailed to Internal
Guide.

REMARKS
SCHEDULE OF PROJECT SUBMISSION
Date:

SPECIFIC INSTRUCTIONS / REMARKS BY EXTERNAL EXAMINAR

Rupali Devale
Signature of the Internal Guide
 INDEX

Chapter Title Page No.

Executive summary 1

1 Introduction
➢ Outline of the problem
➢ Objectives 2-7
➢ Scope
➢ Limitation of the study

2 Company Profile 8 - 10

3 Theoretical Background 11 - 28

4 Literature Review 29 - 31

5 Research Methodology 32 - 34

6 Data Analysis and Interpretation 35 - 48

7 ➢ Findings
49 - 51
➢ Suggestions

8 Learning through the Project 52

9 Contribution to the host Organization 53

10 Conclusion of the Project 54

Bibliography 55

Annexure 56 - 58
a) Questionnaire
 EXECUTIVE SUMMARY

E-Recruitment: E-recruitment, also known as online recruitment, is the practice of using technology and in
particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring
new personnel.

The purpose of e-recruitment is to make the processes involved more efficient and effective, as well as less
expensive. Online recruitment can reach a larger pool of potential employees and facilitate the selection
process.

E- Recruitment strategy is the well-articulated technique for effective utilization of internet technology to
improve efficiency as well as effectiveness of the recruitment process. As internet usage became widespread,
the first step of e-recruiting was the addition of online career option on corporate websites itself. It was mostly
accepted that corporate website recruitment has improved recruiting efficiency. Major two kinds of E-
recruitment involve use of job portals and the other is online career option in the organization’s web site. E-
recruitment strategies provide many advantages like centralized platform, less paper work, streamline
workflow, etc. But at the same time it offers disadvantages like low internet penetration in rural India,
preventing face-to-face communication, authenticity of the resumes, etc.

Based on many quantitative and qualitative benefits associated by use of recruitment technology.
Implementing e-recruitment system and supporting technology for vacancy distribution helps the organization
to identify potential candidates from the competitive corporate world within limited period of, time along
with least recruitment expense. There by the following, project research conducted in IOConnect Software
Solutions explains the various options and opportunities along with other, company details in regard with the
e- recruitment process & challenges.

1
 CHAPTER 1. INTRODUCTION

INTRODUCTION TO E-RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.

“Recruitment refers to the process of attracting people with multidimensional skills and experiences that suits
the present and future organizational strategies. Recruitment is the process of creating huge pool of potential
candidates. It attracts the prospective employees and stimulates them to apply for job. E- recruitment is an
online recruitment where the recruitment is done through electronic resources. It utilizes the web-based tools,
techniques and technologies. It is the speed that counts in these days of changing times and technologies.

When employers want to fill the slots quickly, they prefer e-recruitment to traditional recruitment. E-
recruitment is also known as internet recruitment. It may also be called emerging recruitment, evolving
recruitment and effective recruitment. The process of e-recruitment involves the elimination of ineligible and
unsuitable candidates through automation process. There are resume scanners that filters automatically online
and provides the right candidates to the employers.

E-recruitment is a cost-effective online recruitment. It is useful when there is sudden shortage of skilled
manpower and also if the company bags a new contract and if it wants job seekers with specific skillset,
mindset and tool set then e-recruitment is the only solution. In particular, E-recruitment is the mantra for
successful recruitment in this global technology world. “The growth in the e-recruitment industry has been
fueled with the adoption of technology by prospective employers and Internet penetration

2
OUTLINE OF THE PROBLEM

The Challenges faced organization in implementing e-recruitment have included problems

with the technology and difficulties in tailoring e-recruitment systems to meet the particular needs of their
recruitment process. Other challenges have included problems with having to simultaneously operate both
online and offline systems, and a lack of integration of e-recruitment systems and existing HR systems.

A traditional concern with e-recruitment was in relation to its acceptability to a broad range of applicants. This
appears to be becoming much less of an issue, as more and more applicants are using the Internet as part of
their job search process. In fact, there is significant evidence to suggest that the Internet is the preferred
application method for a large majority of candidates.

Our organization is involved in this research showed concern in relation to candidate access and perceptions,
and are designing their online processes to be as candidate-friendly as possible, in addition to accepting
applications, in some cases, by other methods.

3
OBJECTIVES OF STUDY

Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about
advertising vacancies on either job sites or corporate websites. At this very basic level it is particularly effective
at getting a high level of response. While it may generate hundreds more applications than traditional print
advertising, simply attracting more candidates is only part of the job.

• To study kinds of E-recruitment

• To study Need, Importance, Advantages and Disadvantages of E-recruitment in IOConnect Software

Solutions

• To study Challenges in E-recruitment Process in IOConnect Software Solutions

• To understand the Statistics and Process Techniques of E-recruitment of HRM in IOConnect Software
Solutions Private Limited

• To find the Solutions to overcome challenges in E-recruitment Process

4
SCOPE OF STUDY

E- Recruitment is the well-articulated technique for effective utilization of internet technology to improve
efficiency as well as effectiveness of the recruitment process. Major two kinds of E-recruitment involve,

Use of job portals:

The use of various job portals is increasing day by day by the candidates. It provides ease for applying for the
job. Moreover, as internet usage has been increased in the recent years, it is one of the convenient ways also
for application. Candidates can search for the suitable jobs and at the same they can apply from home for the
job.
Generally these job portals have tie-ups with the organizations and by screening the candidates profile and
considering the requirements of the organization, job portals refer to the candidates with the suitable job
profile for the application.

According to www.bestindiansites.com, December, 2020, best job sites in India are,

• LinkedIn
• Naukri
• Monster India
• Glassdoor
• Times jobs
• Careerbuilder.co.in
• Career jet
• Naukri Hub
• Career India
• Bestjobsindia.in

Online career option in the organization’s web site:

One of the recent options available for the E-recruitment is online career option in the company’s website itself.
Many huge companies have started adopting this option. Website will have a separate ‘Career’ option so that
passive applicants can apply online only for the job and they will be called at the time of respective requirement
in future.

5
LIMITATION OF STUDY

1. Costs Can Spiral

Depending on the online platform you use, you may have to pay a subscription fee or other costs to post your
vacancy. Some sites might even require a membership fee or charge for extra services like application tracking
or analytics to manage your advert.

Also, if you are not getting the kind of response you’re looking for, the costs of leaving the ad to run can
accumulate.

2. It Can Be Difficult to Measure Effectiveness

Not all online recruitment services offer an in-depth analysis of your posting; therefore, it can be hard to figure
out what is and isn’t working and how to optimize your ad. Of course, this is a common problem in offline
recruitment, too, but it’s worth remembering that just because you’ve posted an ad online, it doesn’t mean that
you will always have access to reams of metrics and supporting data.

3. It’s Informal

For some roles, companies perceive that online job postings – particularly on social media – can give off the
wrong image of their company. This is particularly true for executive-level roles, particularly at firms (or in
industries) that have a strong corporate or professional culture. It’s not uncommon, for instance, for high-
caliber firms to advertise C-level roles in reputable print publications such as The Economist or the Financial
Times.

4. It Attracts Bad Candidates

As previously mentioned, it’s very easy for people to apply for jobs online; this can potentially be a negative
point as well, though. Posting a position online usually results in hundreds of applicants, many of whom will
not be suitable for, or serious about, the role, thus diluting the quality of your talent pool.

6
5. There’s a Lot of Competition

The main downside to following trends is that everybody else is doing the same thing. As a result, your post
can quickly become buried under a mountain of other job offers, forcing you to either pay more for extra
exposure or risk not being seen. When it comes to social media, you’re also at the mercy of Facebook or Twitter’s
algorithms, meaning that who you target is essentially in the hands of somebody else.

6. It Attracts Fraudulent Applicants

Some applications might be fake, in order to get information about the company or hiring officer, while
spammers might use the information posted online to promote a service or product to your company.

7
 CHAPTER 2. COMPANY PROFILE

COMPANY

IOConnect software solutions Pvt. Ltd. is a new leading software development company in India providing,
software development, outsourcing software development Pune, web development Pune, Android Application
development, .net development India, Graphic Design and Solutions, Website Design and Development. We
are customized process-driven software solutions provider based in India. Established in the year 2015, Some
of our clients include business from industry verticals like Traders, Retailers, Real-estate, multimedia,
constructions, games young entrepreneur.

IOConnect software solutions Pvt. Ltd. Establishment in 2015 for providing Software, web development,
Internship Project, this is Product base as well as client base company.

It plans to address customers need in ERP, Business Intelligence and web applications domain and hosting.

As its name suggests IOConnect software solutions Pvt. Ltd. believes in innovative ideas of the team for better
products and better services. IOConnect – software solutions Pvt. Ltd. is a core value of the company.

8
VISION & MISSION

Our Vision

• Providing Organization with power to Know.

• To deliver high quality services and solution.
• To become ITians friendly.

Our Mission

• IOConnect Group is long-lasting commitment to providing excellence.

• To work with CUSTOMER friendly environment and providing best solution.
• We are committed to delivering VALUE to our Customer.
• Quality Of product, Promises matter for us.

We take on big challenges, and pride ourselves on seeing them through. We hold ourselves accountable to our
customers, shareholders, partners, and employees by honoring our commitments, providing results, and
striving for the highest quality.

Our mission is delivering solutions on-time with flawless design and IOConnect- software solutions Pvt. Ltd.
using efficient development techniques and tools. We enable companies to focus on their core competencies,
while we handle the integral details of
building IT infrastructure guaranteeing quality delivery with major cost savings.

9
CORE VALUES

• Customer Satisfaction

• The company is dedicated to building a relationship with the customers by becoming partners in
fulfilling their mission. The company strives to understand the customer’s needs and to deliver products
and services that fulfill and exceed all their requirements.

• Focus on Quality

• The company strives to deliver services with high quality, manufactured using the cutting edge
technology to the customers at promised time schedule.

• Collective Responsibility

• The employees of the company work together as a family to achieve the collective objective. The
respect and dignity showered on the employees makes them develop loyalty towards the company and
work at their best to achieve the goals.

• Ethical Business Practices

• All our communication with the clients is honest and direct. The company delivers the promised quality
at the mentioned time. There are no hidden clauses in our contracts and are loyal to our customers.

• Emphasis on Innovation

• The company invests in modern infrastructure and technology from time to time to keep in tune with the
changing global trends.

QUALITY POLICY

The company is committed to ensure total customer satisfaction by using modern manufacturing technology
and quality services at competitive price, on time delivery and prompt communication.
The company shall strive to achieve the same by continual technological improvement by meeting the global
environmental requirements and updating the Quality Management.
10
 CHAPTER 3. THEORETICAL BACKGROUND

PART – A]
DEFINITION

Internet recruitment creates awareness of positions that are open in your organization, allows you to obtain
information about interested candidates and makes it easier to communicate with potential hires. You can even
use online employment testing and training methods and conduct interviews entirely online thanks to video
conferencing software like Skype and GoToMeeting. The internet also allows background checks and
paperwork to be handled remotely.

At the heart of online recruitment is the use of online recruitment software that assists with applicant tracking
and application processing. This tool can help screen resumes for job-related keywords, send status
notifications to applicants, generate reports, post jobs and keep managers notified as applicants move through
the hiring process.

MEANING

Online recruitment refers to using company websites, online advertisements, job listings, social media and
other means on the internet to find and hire suitable employees for your business. Not only has the internet
made it easier to source candidates, but you can now even conduct interviews, handle employee paperwork
and initiate training online.
Online recruitment can give your company a quicker and cheaper way to fill positions, but you should also
consider its limitations and use it alongside other recruiting methods.

HISTORY

The rapid development of modern Information and Communications Technology (ICT) has resulted in an
increasing number of job-seekers turning to the Web for information. This has motivated the use of electronic
recruitment (e-recruitment) systems, also known as online recruitment which is one of the emerging worldwide
trends in electronic human resource management (E-HRM) functions. E-HRM is a way of implementing HRM
strategies, policies and practices in an organization through a directed support of Web technology-based
channels. The Internet can facilitate the selection of employees and other HR functions related to recruitment,
especially where long distances are involved. This has dramatically changed the way business is conducted
and this use of technology is clearly demonstrated by the number of organizations and individuals who utilize
the Internet and electronic media. In terms of HR management, the Internet has changed the recruitment
perspective for both organizations and job seekers. Key words: Information and Communications Technology,
e-recruitment systems, online recruitment, human resources, Internet, E-HRM, electronic media.
11
KINDS OF E-RECRUITMENT

• Recruitment Sites: It is a site that the job websites linked to apply directly to the company.

• Recruitment Agencies: This is a Agency are need people to fill their vacancies, the candidates can
register their CV and get the information about the jobs

• Websites Links: through the websites links a candidate can search the jobs

a] browse general recruitment sites

b] find vacation work and placements

c] look at sector specific recruitment

d] search the local councils’ vacancies

e] search the graduate schemes and closing dates

1. By approaching companies and offering candidates from their own files

2. Advertising jobs on behalf of companies and producing a shortlist of candidates for interview

3. Job portals – i.e. posting the position with the job description and the job specification on the job portal
and also searching for the suitable resumes posted on the site corresponding to the opening in the
organization.

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 skills,
qualifications, experience, payroll etc.) of the job. Creating a complete E-recruitment / Application section in
the company’s own website.
Companies have added an application system to its website, where the ‘passive’ job seekers can submit their
resumes into the database of the organization for consideration in future, as and when the roles become
available.

12
Job sites provide a 24*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. Sometimes companies can get valuable references through
the “passers-by” applicants. E-recruitment helps the organizations to automate the recruitment process, save
their time and costs on E-recruitments.

The E-recruitment different three strategies are:

A. email recruitment through

1] emailing lists and

2] email snowballing

a) website recruitment through

2 types 1] notices placed on websites and 2] postings on online forums.

b) Internet advertising through

2 types 1] keyword search and 2] content-related placements

13
NEED AND IMPORTANCE OF E-RECRUITMENT

The aim of this research is to examine the impact of the e-recruitment on the quality of applicants, cost and
time involved in acquiring applications, wider choice of applicants and employees job search behavior
and the development of the resulting conceptual model.

• Lower costs to the organization. Also, posting jobs is cheaper than advertising in the newspapers. No
intermediaries.

• Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment
of right type of people with the required skills. Improved efficiency of recruitment process.

• Gives a 24*7 access to an e-collection of resumes.

• E-recruitment helps the organizations to weed out the unqualified candidates in an automated way.

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

• To support the organization such that it is able to get, maintain and improve the best talent and skills.

• To be certain about the present and future manpower needs of the organization in relation with planning
& job evaluation activities.

• To recruit competent employees who can achieve organizational goals & objectives

14
ADVANTAGES OF E-RECRUITMENT

• It will spread to whole Geographical Area

• It will reach Larger Audience

• It gives Greater chance to find right candidate quicker/with greater effectiveness

• It accesses for 24/7 – no waiting for issue dates

• It accesses in Quicker turn-around time/cost saving

• It Relatively cheap

• It gives Higher quality of applicants

• It gives Better match of workers – vacancies

• It Shift from manual screening to using ‘HRM expertise’

• It gives Positive effect on corporate image/up-to-date image

• It is Efficiency gain work

• It is Cost saving/saving personnel costs

• It Access for passive jobseekers

• It target candidates/ Address niche markets

• It reduce the unqualified candidates

• It gives more opportunities for smaller companies

• Automating the application process also gives a level playing field to all candidates

15
DISADVANTAGES OF E-RECRUITMENT

• It needs a higher expectations regarding relocation costs

• The Development fees will effect for small companies

• Name recognition required (buy banner space etc.)

• It creates outdated resumes

• It crosses discrimination/privacy factors

• Internet is the first option for applicants

• It gives overwhelming number of candidates

• It gives huge number of unqualified candidates

• It is a time-consuming sifting of application forms

• It gives poor segmentation of the market

16
TRENDS IN E-RECRUITMENT

• There is growing evidence that organizations are using Internet technology and the World Wide
Web as a platform for recruiting and testing candidates. The IES survey of 50 organizations using
E-recruitment reported that the primary drivers behind the decisions to pursue e-recruitment were
to:

• Improve corporate image and profile

• Reduce recruitment costs

• Reduce administrative burden

• Employ better tools for the recruitment team.

• The trends in e-recruitment use suggest a changing landscape whereby in future the candidate is
connected to the central system and there is involvement of the line manager in the process.

• In addition to the reported benefits such as cost efficiencies, the role of HR in this model is viewed
as more of a facilitative role, in theory allowing time for recruiters to become involved in the
strategic issues within resourcing.

17
STATISTICS OF E-RECRUITMENT

For ease of review, the statistics have been divided into -

1] International research

Borrell Associates found that online recruitment advertising revenues hit $3.1 billion in 2018 and IDC
forecasts that the world market will be worth $13 billion by 2019. Year on year the value of online recruitment
is growing as both job seekers and recruitment agencies continue to adopt this method of recruitment.

According to the UK National Online Recruitment Survey (Winter 2018), 45% of job seekers use the Internet
as their preferred method of looking for a job, 75% have applied for a job online and 59% have obtained an
interview as a result. 44% of these have actually obtained a job through the Internet.

2] Local findings

A Local trends from Career Junction between September 2018 and September 2019, show that over 1,5 million
unique (new) career seekers have searched for jobs on Career Junction’s web site, with an average of 5,500 new
resumes entered each month. There were 160,000 jobs advertised during the same period, generating over
700,000 online job applications. World Wide research indicated that by the end of 2019, more than a quarter
of all Internet users will be seeking jobs online.

The Sunday Times Business Times Work In Life Survey of September 2018 reported that 34% of respondents
use online job sites to look for jobs, while 46% will go directly to a recruitment agency, 77% look for jobs in
newspaper recruitment pages, 36% through trade and other magazines, 57% have found jobs through word of
mouth and 33% approach companies directly.

Local findings indicate that while job seekers continue to use the Net, but this has not cut into the newspaper
employment pages niche. Alliances between sites and newspapers have resulted in extended reach where
companies and recruitment agencies still place ads in newspapers but give the Web address of a job advert
rather than requiring an e-mail or written response.

Career Junction concluded a survey in March 2019, of just over 10% of the recruitment agents that use their
Web site.. Part of the focus was on the relative importance of online recruitment as a medium for advertising
job vacancies. The survey was conducted telephonically with a balanced mix of small, medium and large
agencies.

18
Key findings show that the main reasons for agencies using online recruitment is they view it as the most
effective medium (between 25-30% of respondents). The second highest rating indicated that they saw online
recruitment as successful and targeted at their needs (also between 25-30%). The third highest factor was that
online recruitment is seen as the most cost-effective medium (between 20-25%).

According to the respondents, online recruitment is used by agencies to equally search the resume database
(between 40-50%) and place job ads (also between 40-50%).

19
DRAWBACKS OF E-RECRUITMENT

1. High Volume of Responses: Since anyone can access a public advertise, company can get a very high
volume of response from irrelevant resources. It is huge task to screen and scrutinize all the applications
which is highly time consuming and less productive.

2. Logistical Issues: It may be found that the candidates that are more suitable for the job are not in same
city and are working at a far distance and cannot attend in person interview after telephonic round. The
hiring department needs to decide whether to send resources to another city for further processing or
pay traveling costs to the candidates. Both ways it is less cost effective and if the candidate is not
interested in offer it may waste both time and money.

3. Technology Issues: Many MNCs have their own jobs sections that invite candidates and publish jobs.
They require online application forms to be filled. It is generally time consuming and right candidates
may not spare time to fill every detail. Thus company may miss right candidates due to technical issues.

4. Poor Website: If the company’s website is poorly managed then candidates may not be impressed with
the company and may not respond. Either someone from company needs to be technology savvy to
maintain the website or the company needs to outsource it.

5. Disclosure of Information: For the candidates who are already working with other companies are
reluctant to provide personal information along with the resume since job portals are public in nature.
Also some companies do not want to disclose that they have openings for certain positions since their
internal candidates may be interested.

6. No Response from Companies: Many times candidates submit their applications on job portals like
naukri.com, monster.com etc. and never actually get any calls or emails from the company. Companies
do not provide contact details on the job portals or are strict about communication keeping through
emails only. This is major drawback of electronic recruitment system – many of the jobs not getting
actualized may shake the candidates’ belief.

7. Low Retention of Candidates Hired Online: Candidates those are hired from job portals like
naukri.com or monster.com or freshersworld.com may tend to find better jobs and offers. Hence they
have lower retention rate than traditionally hired candidates. Company’s budget spent on their
induction and training may get wasted and hiring cost of new candidates gets increased unnecessarily
too.
20
 PART – B]

E-RECRUITMENT PROCESS IN IOCONNECT SOFTWARE SOLUTIONS PRIVATE

LIMITED

Diagram 1.1: E-recruitment process

As shown in figure E-recruitment has great1y addressed the need to keep database at all the levels of
recruitment process. It gives easy access and longer retention. Despite huge investment in the process, not
finding right candidate becomes frustrating and many companies go through it routinely.

1. Job Advertisement:
This is the first step by HR Recruiter to post various jobs on IOConnect Software Solutions Website as well
as on Job Portals such as Naukri, LinkedIn, Freshersworld and many other. A recruiter has to post company’s
new jobs on Social Media like Facebook to get candidates.

2. Contact Applicant:
Those applicants have applied for a specific job on job portals or company website a HR Recruiter receive
applicant’s application, CV/Resume with their cover letters. Then Recruiter need to contact to each applicant
through company’s email address. In email there is information about Job Role with Description and
Recruitment Process.

3. Select Applicant:
A HR Recruiter need to select the candidates those are having skills and experience with specific job role in a
company. The Screening process of each applicant’s resume and cover letter is carried out.
21
4. Notify Applicant:
Those having required skills and experience gets shortlisted for an interview process. So Recruiter
communicate with applicant through email for further rounds.

5. Online Test of Applicants:

In this step HR Recruiter send online assessment to all shortlisted applicants to check their skills and
knowledge. In which they need to complete within specific time period. After completing that assessment HR
Recruiter review score and on basis of criteria next step of recruitment is done.

6. Interview:
This is the final stage where applicant need to give interview to get selected in organization. An interview can
be of 3 types:

• Phone Interview
• Online Interview (Skype, Zoom, Google Meet)
• Recruiting Interview (Face to Face)

7. Welcome to Organization:
Applicant get selected to work for company for specified position.

22
 CHALLENGES IN ONLINE RECRUITMENT PROCESS IN IOCONNECT SOFTWARE
SOLUTIONS

• Organizational Challenges

• Managerial Challenges

• Technical Challenges

• Legal Challenges

Organizational Challenges:

The organization has to give proper training to HR managers to help them use the online recruitment tool
without any difficulty.
The usage of online recruitment has not put to an end the use of other recruitment methods such as employee
referrals, newspaper ads, etc. finding the optimal mix of various recruitment methods is a challenge for HRMs.
E-recruitment has helped companies to retrieve & store talented applicants faster, but always failed to screen
them as they have to review each manually before interview and assessment.

Managerial Challenges:

Most qualified applicants are often passive job seekers, who are presently employed but may be interested in
new job opportunities.
A strategy to recognize passive job seekers and motivate them to apply must be developed;

Business process redesign is needed across the whole process of human resource management to realize the
online recruitment benefits.
It is critical to benchmark the best management practice and develop a set of metrics that measure the
effectiveness of various methods of recruitment.

23
Technical Challenges:

Lack of confidentiality and security of information discourages the posting of job applications by job seekers.
Combining the process of online recruitment with processes of conventional recruitment is critical due to
limited availability of software resources.
Paper based resumes must be converted into a digitized form and stored in the database

Designing a career database is a complete task. The databases of job must be designed to minimize redundant
data and optimize the performance of job search by a candidate.

Legal Challenges:

There is a need for employer liability for not violating employment discrimination laws and the laws are similar
to applicant background checks and laws restricting false advertising.
A comprehensive guideline for applicant data collection must be developed in consultation with legal
professionals.
Various reporting needs for government would be for global companies for centralized recruiting.

Online recruitment is likely to affect the diversity of an organization if proper efforts are not made. Web users
are nonminority, computer savvy, young people who are typically well educated.

E- Recruitment since its inception has turn out to be successful but it has faced quite a number of challenges
hurdles in the path of success. Some fails to provide correct information online as they are not computer savvy.
They tend to commit mistakes like filling their name wrongly, their native place wrongly, their qualifications
etc.

Online resumes easily gets duplicated and hence chances of neglecting the real candidates instead of duplicate
increases. As resumes are uploaded online so there is no surety of authenticity and correctness of information
provided by personnel. Some challenges are the quality and the quantity of candidates through the web tools.

24
Fake profile (Challenges to Employers)

• High fees for access

• Casual attitude of job seekers Challenges to employers Lack of personal touch

• Use of internet may not be Priority for all job seekers

• Fake profile (Challenges to Job Seekers)

Impersonal

• Privacy issues

• Outdated job posting Challenges to

Job seekers No response from

company

• Not suitable for all types of jobs

✓ Screening and checking the skill mapping and authenticity of million of resumes is a problem and time
consuming exercise for organizations.

✓ There is low internet penetration and no access and lack of awareness of internet in many locations across
the world.

✓ Organizations cannot be dependent solely and totally on the online recruitment methods. In countries
like India and Nigeria, the employers and the employees still prefer a face-to-face interaction rather
than sending emails.

25
PROBLEMS IN E-RECRUITMENT PROCESS

Apart from the various benefits, E-recruitment has its own share 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 and no access and lack of awareness of internet in many locations across
India.

• Organizations cannot be dependent solely and totally on the E- recruitment methods.

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

• With the convergence of greater connectivity, more cost-effective software solutions and ever more
competitive business environments, HR departments face a new challenge.

• The proliferation of Internet job-hunting resources makes finding, attracting & retaining the best people
more difficult than ever. The operational imperative in leading organizations today is to improve
performance and reduce costs whilst staying abreast of world’s best practice.

26
SOLUTIONS FOR E-RECRUITMENT

Build a talent pipeline:

Building a talent pipeline will allow to build a network of potential candidates when the need arises. A skilled
candidate may no get the position they have applied for. This role comes into play. Keep them engaged through
text messages or emails so they feel they can continue to take an interest in working for you. This establishes
a relationship with them and increases the chances of a qualified candidate working for you.

Invest in a Good Applicant Tracking System:

Investing a Good Applicant Tracking System will automate recruitment process. Finding the right candidate
is priority. It is cost effective and reduces E-recruitment related costs. The engagement with candidates will
provide them with positive hiring experience and convert them into brand ambassadors.

Pre-screening

Pre-screening will improve quality of hire. It screens out candidates that are likely to display risky behaviors.
You also reduce your chances of making wrong hiring decision.

Managing talent pools

• Managing talent pools will make hiring process a lot more relaxed and save a lot of additional cost.

• The cost of software for E-recruitment solutions has to be economically

• There is a necessity of screening and filtering of the data by different job groups which helps the
employees to select easily and economically

• The employees have to learn the process of Internet and uses

• The brochures, invitation and tools of E-recruitment must be advanced and easily understandable

• The performance has to improve

• The greater connectivity of software has to develop

27
IOConnect Software Solutions is hiring less, but more for Remote Work:

As anticipated, the global crisis has started to have an effect on the job market as well.

There has been a considerable drop in job offers, with a 13% fall taking place in March 2020, compared to the
steady growth that was happening the same time last year.

The number of job applications saw a drop throughout in February and the first half of March 2020, when the
pandemic had already conquered headlines globally and the uncertainty regarding the economy started kicking
in.
This outcome is actually natural as people are cautious about job change especially in times of changes.

Also ‘depending on how long the outbreak will last and its impact on businesses in the long term, we can
expect more applications once the company start to react and optimize their workforce according to the new
demand and market conditions.’

This seems to be in process already as there has already been a steep rise in the number of applications to the
jobs that begun on the second week of March 2020.

28
 CHAPTER 4. LITERATURE REVIEW

1) (Palmer, 2019) : Employers need to stand out in order to attract the best candidates. Thus, accounting
for the wave of research investigating user experience (UX) factors that impact applicant perception
of organizational appeal.

2) (Esch, Black, & Ferolie, 2019) : E -recruitment has evolved over the years due to the incorporation
of online applicant tracking systems (ATSs), multimedia tools, and self-learning, artificially intelligent
computer systems.
3) (Mushfiqur Rahman, Erhan Aydin, Mohamed Haffar, 2020) : This study aims at demonstrating
how social media shape the recruitment and selection processes of individuals in developing countries.
It further explores the impacts of social media on business productivity, cost efficiency, widening of
search, less employee turnover and competitive advantage mediated by adopting e-recruitment
processes. This research adopts social network theory to discuss the findings and highlight the new
mechanisms that legitimize business manipulation in e- recruitment process by exploring the usage of
social media.

4) (Md. Sajjad Hosain, 2020) : Electronic recruitment (E-recruitment) has become a common
phenomenon due to the increasing utilization of information technology by the human resource
departments in many organizations around the world. However, recently, we can also observe the
integration of social media as a part of e-recruitment although the practice is limited. This review paper
aims at discussing the role of social media on e-recruitment process based on existing literature. Most
of the previous studies indicate that social media is not being used as the main source of e-recruitment,
rather as one of the secondary sources. Further, it has been revealed that such utilization of social media
as complementary source is getting popular due to the inexpensive availability of information. The
paper is expected to be beneficial for the scholars as a substantial literature evidence for reference as
well as for human resource professionals for some practical guidelines (based on recommendations
provided) regarding the utilization of social media information for e-recruitment.

5) (Sidra Nasreem, Mushtaq Hassan, 2020) : Usage of technology brings robust improvement in every
aspect of human life. Paramount research reveals that Internet is being used in employment sector
globally. Recruitment through electronic sources brings phenomenal success in a very short time. This
study is an attempt to explore the effectiveness of e-recruitment in small and medium enterprises of IT
based companies of India through descriptive analysis. Effectiveness of e- recruitment is measured
through the attributes of advantages and disadvantages.

29
6) (Diem J. Mooney, 2020) : E-recruitment, an Internet-based approach for recruitment, has been shown
to be an efficient method for organizations to reach a target candidate population. However, challenges
with recruitment websites have resulted in high rates of job seekers abandoning an online application
before completion. A quantitative meta-analytic review of literature from 2009 to 2019 was conducted
to determine the relationship between applicant user experience (UX) when interacting with an
organization’s e-recruitment website, applicant perceptions of the hiring organization, and applicant
behaviors related to pursuing employment.

7) (Patrick van Esch, 2019) : In the war for talent, many organizations have started marketing the use of
social media as a platform to communicate with and attract talent as part of their e- recruitment strategy.
Recently, some of those organizations have begun replacing part of the e- recruitment process with
social media platforms with video, such as Snapchat. Technology continues to advance and social
media use has largely become an acceptable method for people to communicate, share ideas, and
portray themselves both personally and professionally.

8) (Zanina Kirovska, Saso Josimovski, 2020) : The paper explores the concepts of gamification systems
and their fusion withe-recruitment. Research is implemented in through available literature, by
comprehensively defining them and their main elements, as well as the practical application of these
systems analyzed through case studies to gain insight into the real world implications and benefits they
bring. Through gamification in e-recruitment, companies can achieve various benefits which are
outlined in details, such as reduced time to hire and greater engagement and levels of interaction
through the recruiting process. The paper presents the general ways for the implementation of gamified
systems in e-recruitment, with a clear definition of the elements needed to achieve success. The
findings clearly show that gaming systems can offer numerous advantages in the e-recruitment process
and overcome certain barriers that companies face.

9) (Flecke, 2019) : Defines e-recruitment as a process through which potential candidates are hired for
vacant job positions through the use of resources which are electronic, preferably the internet. With
basis on the definition, e-recruitment involves a particular institution which has vacant job positions
using the internet to hire the preferable individuals. Therefore, during the process, there is a kind of
interview in which the individuals are subjected to in order to confirm their legibility so as to get
consideration as the preferable candidates for hire.

30
10) (Celine D'Silva, 2020) : The internet has changed the ways organizations do business and recruit new
members. This paper concentrates on how there is a drastic increase in the online recruitment process
with the emergence of technology. Here efforts are made to understand if users prefer online
recruitment or face to face selection. Effective E-recruiting and selection process increases
organizations competitive advantage through lower costs and increased efficiency and offers more
benefits for both job seekers and recruiters. The businesses set up as a regular recruitment strategies
and techniques that would be the most useful to accomplish hierarchical objectives and goals. The
main purpose of this research paper is to understand the increase in recruitment and selection
procedures online. We found that most of them select E- recruitment more than regular recruitment
process and prove to be more successful in finding the right candidate for the right position.

31
 CHAPTER 5. RESEARCH METHODOLOGY

RESEARCH

The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “a careful
investigation or inquiry especially through search for new facts in any branch of knowledge.”
According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis
or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching
conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating
hypothesis.

RESEARCH METHODOLOGY

Every project work is based on certain methodology, which is a way to systematically solve the problem or
attain its objectives. It is a very important guideline and lead to completion of any project work through
observation, data collection and data analysis.
According to Clifford Woody, “Research Methodology comprises of defining & redefining problems,
collecting, organizing &evaluating data, making deductions &researching to conclusions.”

Accordingly, the methodology used in the project is as follows:

➢ Defining the objectives of the study.

➢ Framing of questionnaire keeping objectives in mind.
➢ Feedback from the employees.
➢ Analysis of feedback
➢ Conclusion, findings and suggestions.

RESEARCH DESIGN

This project is based on Descriptive Research Design.

Descriptive Research is a study designed to depict the participants in an accurate way. More simply put,
Descriptive Research is all about describing people who take part in the study.

32
Data Collection:

Data collection is the process of gathering and measuring information on variables of interest, in an established
systematic fashion that enables one to answer stated research questions, test hypotheses, and evaluate
outcomes. The data collection component of research is common to all fields of study including physical and
social sciences, humanities, business, etc. While methods vary by discipline, the emphasis on ensuring accurate
and honest collection remains the same. The goal for all data collection is to capture quality evidence that then
translates to rich data analysis and allows the building of a convincing and credible answer to questions that
have been posed.
There are two types of data collection:

Primary Data:
Primary data is being collected during the course of asking questions by performing survey. It is obtained
either through respondents; either through questionnaire or through personal interviews. Some of the
employees were interviewed personally.

Questionnaires:
For collecting data, I used questionnaire method. I used close ended questionnaires. Close ended questions are
defined as question types that ask respondents to choose from a distinct set of pre-defined responses, such as
“Yes/No” or among a set multiple choice question. In a typical scenario, closed-ended questions are used to
gather quantitative data from respondents. Closed-ended questions come in a multitude of forms, but are
defined by their need to have explicit options for a respondent to select from. However, one should opt for the
most applicable question type on a case-by- case basis, depending on the objective of the survey.

Sampling:

Sample Universe:
The sample universe is the total number of employees and trainee in the company. The sample universe in this
project is around 135 employees in IOConnect Software Solutions Pvt. Ltd.

Sample Size:

Sample size is the number of respondents in the questionnaire. The Census of the entire lower level Office
Staff of the company is taken for this project, i.e. the sample size here is taken as the entire lower level Office
Staff of the company that is 100 employees.

33
Secondary Data:

Secondary data is collected from previous researches and literature to fill in the respec0tive project. Secondary
data was collected from
1. Websites
2. Textbooks
3. Going through the records of the organization, etc.

Tools for Data Analysis:

For analysis and interpretation of primary data percentage analysis will be used mainly due to qualitative
nature of data and pie chart or bar graph will be used to represent them in pictorial form.

34
 CHAPTER 6. DATA ANALYSIS AND INTERPRETATION

Table 1): What are the Sources of E-recruitment in your organization?

Job Portals In built website All the above Total

6 2 92 100

Sources of E-recruitment

Chart 1): Sources of E-recruitment

Analysis

In the above chart, the sources of E-Recruitment has shown. The employees with 6% has
completed E-recruitment through various job portals. Also 2% employees has done through Built-in Website.

Interpretation

From the above analysis, I interpret that most of the employees stated that the recruitment portal and the
internally generated website were used to recruit candidates. The remaining 6% of the employees stated that
they could only complete the recruitment through the recruitment portal.
2% said they have already helped built-in website. Job seekers are very comfortable.

35
Table 2): What are the factors do you considered when choosing recruitment portal?

Active Popularity of Relevance of User All of Total

Resumes portals profiles Interface above
3 10 12 2 73 100

Factors consider in selecting job

Active User All of above

Relevance
of portals of profile

Chart 2): Factors consider in selecting job portals

Analysis

In the above chart, the factors which are considered while applying for a job on portal has shown.
The factors are divided into 4 sections. It is based on attraction of candidates for applying job using their job
portals.

Interpretation
From the above analysis, I interpret that among all 100 Employees, the work portal is considered to be the
ideal way to fulfil the resume, and the reason why the candidate prefers the job portal is that 73% of them
indicated that it is user-friendly. In the interface, the personal information in the portal site has certain
relevance, their resumes, remain active, and due to the popularity of, the portal, the remaining 12% expressed
that they considered relevant factors and 10% indicated that they chose the portal according to their popularity.
3% said they chose based on an active resume and the remaining 2% said it shou1d be a user-friendly interface.

36
Table 3): Do you have a clear E - recruitment policy in your organization?

Yes No To some extend Total

83 4 13 100

Do you have a clear E-recruitment

Ye No To some

Chart 3): E-recruitment policy

Analysis

In the above chart, the policy of E-recruitment means that a statement on how to hire. Also outlines company’s
preferred hiring practices and promote consistency within recruiting process.

Interpretation

From the above analysis, I interpret that 83% people says that company has a clearly defined and stated E-
recruitment policy 13% are saying to some extend it has and 4% are saying no they don’t have clearly
stated policies. It means that most people are having the policy in hiring practices and in recruiting process.

37
Table 4): How is the quality of the electronic recruitment system?

Recruiting Quick response Efficient All of, above None of, Total
qua1ity peop1e database above
management

4 9 11 74 2 100

E-recruitment system
quality
2%
4%
9%

74%

Chart 4): Quality of E-recruitment system

Analysis

In the above chart, the quality of E-recruitment system means that quality on getting applications from
employees that can make sure a good fit with the company.
Interpretation

From the above analysis, I interpret that most employees have expressed that the quality of E- recruitment
system depends on many factors, such as quality personnel, rapid response time, and database management,
while 11% said that it only depends on efficient database management. 9% said it depends on the quick
response time, 4% thinks it depends on the recruitment of good peop1e, 2% said they do not think these factors.

38
Table 5) : Does the company provide efficient and timely e-training programs?

Yes No To some extend Total

76 14 10 100

Regardless of whether the company provides

an efficient and timely E- training program

10%

14%

76%

Chart 5): Efficient and timely E-training program

Analysis

In the above chart, the working of training program and how they are providing has mentioned. This
observation has divided into 2 sections with percentage.

Interpretation

From the above analysis, I interpret that 76% of employees stated that they are getting timely and efficient E-
training programs. Also 14% said they did not get E-training programs and the remaining 10% said that they
partly get E-training programs.

39
Table 6) : Do you have an appropriate daily activity report (DAR) submission policy ?

Yes No Total
96 4 100

Do you have DAR Submission policy

4%

Blue – Yes

Red - No

96%

Chart 6): DAR submission po1icy

Analysis

In the above chart, Daily Activity Report (DAR) of employees has described. Most of employees submits this
report to the department.

Interpretation

From the above analysis, I interpret that 96% of employees stated that they must submit their “day- to-day
activity report” to them so that they can forward the report to relevant department heads for evaluation. The
remaining 4% do not have to submit their Daily Activity Report because they belongs top level of management
in the organization.

40
Table 7) : Does the company mainly promote E-recruitment ?

Yes No Total
84 16 100

Does Company majorly promote E-

Recruitment

16%
Blue – Yes

Red - No

84%

Chart 7): Majorly promote E-recruitment

Analysis

In the above chart, whether company promotes E-recruitment or not with percentage has mentioned. It
observed that company promotes E-recruitment with 84%.

Interpretation

From the above analysis, I interpret that most employees have stated that the company mainly advocates E-
recruitment with 84%, while the remaining 16% says that the company does not promote E-recruitment
because company have other offline modes for Recruitment.

41
Table 8) : If not then how they promotes?

Wa1k - in Referrals Consultancy Advertisement Total

interview
25 25 37 13 100

13
25
Walk-in

Referrals
Consultancy

37 Advertisement

25

Chart 8): Types of Selection

Analysis

In the above chart, It states that types of selection methods for candidates has been shown. It is divided into
several methods for Recruitment.

Interpretation

From the above analysis, I interpret that 25% said that candidates usually recommend visiting means that
Walk-in interview procedure, and another 25% said that they promote recruitment through referrals, 37% They
indicated that they promoted recruitment through consultancy, and the remaining 13% said they advertised
through advertising

42
Table 9) : On what basis employee recruited in your organization ?
• Merit
• Experience
• Both

Options Merit Experience Both Total

Responses 10 30 60 100

Blue - Merit

Red - Experience

Both

Chart 9) : Selection Basis

Analysis

In the above chart, Selection basis means selection criteria has mentioned. Experience candidates are selected
according to their overall suitability and best with criteria. It is divided into 3 sections.

Interpretation

From the above analysis, I interpret that the Experience and advantages were taken into account in the selection
process. However, experienced people receive more attention with 30% instead of more valuable fresh people
with 10%. Both candidates were taken with mainly 60% in selection process.

43
Table 10) : Are people satisfied with the selection process ?
• Yes
• No

Options Yes No Total

Responses 80 20 100

20

Yes

80 no

Chart 10) : Satisfaction of selection process

Analysis

In the above chart, It is observed that satisfaction of the employees are carried out with survey. Most of the
them are satisfied with the process.

Interpretation

From the above analysis, I interpret that 80% of, employees are satisfied with the selection process. However,
the remaining opinion is that the selection process of the organization should be changed. There are 20%
employees are dissatisfied with the process because they feel that Selection Process of organization needs to
be improved.

44
Table 11) : Your organization is considered to be :
• Peop1e - Oriented
• Task - Oriented
• Combination of Both

Options Peop1e - Task - Oriented Combination of Total

Oriented Both

Responses 30 25 45 100

30 People- oriented
45

Task-oriented
25

Combination of
both

Chart 11) : Orientation basis

Analysis

In the above chart, it has shown that whether the company is People-oriented or Task-oriented. 45% employees
said that organization is mix of both the oriented types.

Interpretation

From the above analysis, I interpret that from the 100 emp1oyees surveyed, 45% were considered to be good
for the organization (whether it be Peop1e - oriented or Task oriented).
But according to 25% of employees.

45
Table 12): Is it comfortable when your job is managed by a HR manager?
• Yes
• No

Options Yes No Tota1

Responses 80 20 100

20

Yes
80
No

Chart 12) : Comfortable chart

Analysis

In the above chart, the survey was carried out for comfort of jobs can be managed by HR. Mainly 80%
employees are ready to work under managers.

Interpretation

From the above analysis, I interpret that 80% of, employees feel comfortable working under the supervision
of, Human Resource Managers. 20% of employees has chosen option as No for comfort for job.

46
Table 13) : How is your daily work schedule ?
• Excellent
• Good
• Average
• Poor

Options Excellent Good Average Poor Total

Responses 21 11 64 4 100

21

11 Excellent
Good
64
Average

poor

Chart 13) : Daily Schedule

Analysis

In the above chart, the schedules of employees are carried out with responses given by 100 employees.

Interpretation

From the above analysis, I interpret that In IOConnect Software Solutions Pvt ltd, 64% of employees are
satisfied with their schedule, while 21% and 11% of employees are in excellent and good categories,
respectively. Only 4% of the employees surveyed are not satisfied with their daily work schedule.
47
Table 14) : How long do you want to continue to participate in the organization?
• 5 – 10 years
• 10 - 15 Years
• 15 - 20 Years
• Till Retirement

Options 5 - 10 10 - 15 15 - 20 Till Total

years years years Retirement
Responses 40 35 10 15 100

15
10 40 Blue: 5-10 Year
Red: 10-15 Year
Green: 15-20 Year

35 Purple: Till Retirement

Chart 14) : Organization age

Analysis

In the above chart, The employee’s organization age survey has carried out to stay with the organization. There
are total 100 responses taken to start this survey. There were 4 sections from which employee must choose
one option.

Interpretation

From the above analysis, I interpret that 15% of employees are loyal to the same organization (IOConnect
Software Solutions Private Limited) until they retired. 40% employees are ready to stay with organization for
5-10 years. Such as 35% has selected 10-15 year stay with company. From all the response sections only 10%
employees are decided to work for 15-20 years.

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 CHAPTER 7. FINDINGS & SUGGESTIONS

FINDINGS

From Analysis 1) - Most employees stated that recruitment portals and internally generated websites were
used to recruit candidates, and the remaining 6% of employees indicated that only 2% of them could be
completed through the recruitment portal. Bui1t-in website with the help of. Job seekers are very comfortable.

From Analysis 2) - Among all 100 Employees, the work portal is considered to be the ideal way to fulfil the
resume, and the reason why the candidate prefers the job portal is that 73% of them indicated that it is user-
friendly. In the interface, the personal information in the portal site has certain relevance, their resumes, remain
active, and due to the popularity of, the portal, the remaining 12% expressed that they considered relevant
factors and 10% indicated that they chose the portal according to their popularity.
3% said they chose based on an active resume and the remaining 2% said it shou1d be a user-friendly interface.

From Analysis 3) – there is 83% people says that company has a clearly defined and stated E- recruitment
policy 13% are saying to some extend it has and 4% are saying no they don’t have clearly stated policies.
It means that most people are having the policy in hiring practices and in recruiting process.

From Analysis 4) - Most employees have expressed that the quality of E- recruitment system depends on
many factors, such as quality personnel, rapid response time, and database management, while 11% said that
it only depends on efficient database management. 9% said it depends on the quick response time, 4% thinks
it depends on the recruitment of good peop1e, 2% said they do not think these factors.

From Analysis 5) – There is 76% of employees stated that they are getting timely and efficient E-training
programs. Also 14% said they did not get E-training programs and the remaining 10% said that they partly get
E-training programs.

From Analysis 6) – There is 96% of employees stated that they must submit their “day-to-day activity report”
to them so that they can forward the report to relevant department heads for evaluation. The remaining 4% do
not have to submit their Daily Activity Report because they belongs top level of management in the
organization.

From Analysis 7) - Most employees have stated that the company mainly advocates E-recruitment with 84%,
while the remaining 16% says that the company does not promote E-recruitment because company have other
offline modes for Recruitment.

49
From Analysis 8) – There is 25% said that candidates usually recommend visiting means that Walk-in
interview procedure, and another 25% said that they promote recruitment through referrals, 37% They
indicated that they promoted recruitment through consultancy, and the remaining 13% said they advertised
through advertising.

From Analysis 9) – The experience and advantages were taken into account in the selection process. However,
experienced people receive more attention with 30% instead of more valuable fresh people with 10%. Both
candidates were taken with mainly 60% in selection process.

From Analysis 10) – There is 80% of, employees are satisfied with the selection process.
However, the remaining opinion is that the selection process of the organization should be changed. There are
20% employees are dissatisfied with the process because they feel that Selection Process of organization needs
to be improved.

From Analysis 11) - From the 100 emp1oyees surveyed, 45% were considered to be good for the organization
(whether it be Peop1e - oriented or Task oriented).
But according to 25% of employees the organization is Task - oriented.

From Analysis 12) – There is 80% of, employees feel comfortable working under the supervision of, Human
Resource Managers. 20% of employees has chosen option as No for comfort for job.

From Analysis 13) - In IOConnect Software Solutions Pvt ltd, 64% of employees are satisfied with their
schedule, while 21% and 11% of employees are in excellent and good categories, respectively. Only 4% of
the employees surveyed are not satisfied with their daily work schedule.

From Analysis 14) – There is 15% of employees are loyal to the same organization (IOConnect Software
Solutions Private Limited) until they retired.
40% employees are ready to stay with organization for 5-10 years. Such as 35% has selected 10-15 year stay
with company. From all the response sections only 10% employees are decided to work for 15-20 years.

50
SUGGESTIONS

• During the above discussion and evaluation process, there are some tasks that managers can perform.
For example, managers must distinguish between jobs that will be recruited through traditional
recruitment methods and jobs that are recruited with the help of online recruitment.

• Human resources managers must always be vigilant so that they do not interview wrong applicants,
resulting in wasted expenses.

• Small online interviews can also be conducted with resumes so that managers can get a lot of
information about applicants, and managers can't provide this information simply by reviewing the
applicant’s resume.

• Implement an Employee Referral Program to encourage candidate recommendations and get creative
with the incentives you offer company employees.

• Continually sourcing candidates for roles before they become vacant will greatly reduce company’s
time-to-hire.

51
 CHAPTER 8. LEARNING THROUGH THE PROJECT

LEARNING

Following are the things I have learned from the project.

• I learned the practical training as to develop and execute recruiting plans of E-recruitment.

• I also understood the importance of recruiting to hire new candidates also to track goals for the
recruiting and hiring process.

• I learned about the various recruiting methods and to handle administrative duties and recordkeeping.

• I understood how communication skills and networking are important for HR professional.

• I learned to screen applicants to evaluate if they meet the position requirements.

• I understood the research and recommend new sources for active and passive candidate recruiting.

• I learned how to formulate a questionnaire and how to do analysis from questionnaire

52
 CHAPTER 9. CONTRIBUTION TO THE HOST ORGANIZATION

CONTRIBUTIONS TO THE ORGANIZATION

• Helped them in performing phone interviews with candidates

• Communicating employer information and benefits during screening process of candidates

• Helped them completing timely reports on employment activity also conducting exit interviews on
terminating employees

• Helped the organization to prepare the company profile document & HR Policies document

• Made a presentation on new HR policies & Tasks as per requirement organization

• Advertisement of job vacancies on website

• Maintaining relationships with both internal and external clients to ensure staffing goals are achieved

53
 CHAPTER 10. CONCLUSION

E-recruiting has made the work of companies and job seekers easier. In this regard, software, IT professionals,
the Internet, computers and many other people who are working have also received good reviews.

E- recruitment is the easiest and most compelling way to hire people from around the world and promote
opportunities. It helps companies gain global recognition. E-HR can help to communicate any kind 0f human
resources policies, training programs and payrolls are easy.

RM helps human resources departments to carefully and accurately review employee performance based on
more systematic technical theorems. It helps to teach any HR policy; track employee day-to-day activity
reports (DARs) to effectively help employees promote and transfer.

E-recruitment is becoming one of the most important tools for selecting the required human resources for the
industry. Although this method has some shortcomings, it is comp1etely relevant and applicable in the modern
world today. Despite the large amount of research in the area of e- recruitment, there are still many possibilities
for accepting e-recruitment research and applications. The opinions and research of recruiters on the impact
of e- recruitment on the overall recruitment process have been identified. Most studies have been completed
and the applicants hope to reflect on and organize the awareness of the corporate career website.

The most important agreement of this research flow is to suggest that the impact of the availability of airline
advocacy on the attractiveness and attractiveness of the applicant's organization is not related to the
organization's attractiveness. But the most important thing is to conduct more research on the entire e-
recruitment field to illustrate the large number of gaps and to confirm the current knowledge. To date, some
small studies have been conducted to counter published content in the field.

54
 BIBLIOGRAPHY

Part A : Theoretical Background

1. http://ioconnectsoft.com

2. http://ioconnectsoft.com/portfolio/Default.aspx

3. https://en.wikipedia.org/wiki/Internet_recruiting

4. https://www.coursehero.com/file/43511758/e-recruitment-Literature-Reviewdocx/

5. http://www.whatishumanresource.com/e-recruitment-and-job-portals

6. Barber, A. E. 2018. Recruiting Employees: Individual and Organizational Perspectives

7. Thousand Oak, California, 91320: Sage Publications Inc.

8. Peters, K. (2015). Five keys to effective e-recruiting. Ivey Business Journal

Part B : Data Analysis and other information

1. http://www.monsterindia.com/ioConnectsoft-pvt-ltd-jobs.html

2. http://recruitment.naukrihub.com/e-recruitment.html

3. https://www.naukri.com/recruiters/ioconnectsoft-2652062

4. http://www.turborecruit.com.au/what-is-erecruitment

5. Dr. Sayel Sabha, “Impact of Online recruitment on recruitment”, International Journal of Education
and Research, 2018

6. Mushfiqur Rahman, Erhan Aydin, “Journal of Enterprise Information Management”, 2020

7. Md. Sajjad Hosain, “E-recruitment: A Social Media Perspective”, 2020

8. Saleh Alamro 2018, ”Conceptualizing and Modelling E-Recruitment Process for Enterprises through
a Problem Oriented Approach

55
 QUESTIONNAIRE

1. What are the Sources of E-recruitment in your organization?

o Job Portals

o In Built Website

o All the above

2. What are the factors do you considered when choosing recruitment portal?

o Active Resumes

o Popularity of Portals

o Relevance of Profiles

o User Interface

o All of above

3. Do you have a clear E - recruitment policy in your organization?

o Yes

o No

o To some extend

4. How is the quality of the e1ectronic recruitment system?

o Recruiting quality people

o Quick response

o Efficient database management

o All of above

o None of above

56
5. Does the company provide efficient and timely e-training programs?

o Yes

o No

o To some extend

6. Do you have an appropriate daily activity report (DAR) submission policy?

o Yes

o No

7. Does the company mainly promote E-recruitment?

o Yes

o No

8. If not then how they promote?

o Walk-in Interview

o Referrals

o Consultancy

o Advertisement

9. On what basis employee recruited in your organization?

o Merit

o Experience

o Both

10. Are people satisfied with the selection process?

o Yes

o No

57
11. Your organization is considered to be:

o People – oriented

o Task – oriented

o Combination of both

12. Is it comfortable when your job is managed by a HR manager?

o Yes

o No

13. How is your daily work schedule?

o Excellent

o Good

o Average

o Poor

14. How long do you want to continue to participate in the organization?

o 5 – 10 Years

o 10 -15 Years

o 15 – 20 Years

o Till Retirement

58