A STUDY ON IMPACT OF SOCIAL NETWORKING SITES IN

EMPLOYER BRANDING TECHNIQUES WITH REFERENCE OF

TEXILA

PROJECT REPORT

Submitted by
K. GOWTHAM

(Register Number:2035F0049)

Under the guidance of

DR.K.THIRUGNANASAMBANTHAN
ASSISTANT PROFESSOR

Towards partial fulfilment of the

requirements for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

Of
BHARATHIAR UNIVERSITY

DEPARTMENT OF MBA

Sankara college of science and commerce

Accredited by NAAC with ‘A’ grade
An ISO 9001:2000 Certified Institution
Recognized by UGC & Approved by AICTE, New Delhi
Saravanampatty, Coimbatore-641035
(2020-2022)

1
2
 CERTIFICATE

This is to certify that the project report entitled “A STUDY ON IMPACT OF

SOCIAL NETWORKING SITES IN EMPLOYER BRANDING
TECHNIQUES WITH REFERENCE OF TEXILA” submitted in partial
fulfilment of the requirement for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

OF

BHARATHIAR UNIVERSITY

Is a Bonafide record of the project carried out by

GOWTHAM.K

(REG NO:2035F0049)

................................. ......................................

FACULTY GUIDE HEAD OF THE DEPARTMENT

..............................
PRINCIPAL

The Viva-Voce Examination is held on ....................

____________________ ______________________
INTERNAL EXAMINER EXTERNAL EXAMINER

3
 DECLARATION

I affirm that the project work titled “A STUDY ON IMPACT OF SOCIAL NETWORKING
SITES IN EMPLOYER BRANDING TECHNIQUES WITH REFERENCE OF
TEXILA EDUCATIONAL MANAGEMENT SERVICE” being submitted in partial
fulfilment for the award of MASTER OF BUSINESS ADMINISTRATION is the original
work carried out by me. It has not formed the part of any other project work submitted for
award of any degree or diploma, either in this or any other University.

Signature of the Candidate

K. GOWTHAM

(Register No:2035F0049)

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 ACKNOWLEDGEMENT

This Project Report is the blossom of an arduous Endeavour coupled with the compassionate
blessing of the almighty.

I thank our Honourable Secretary SHRI T.P RAMACHANDRAN, Sankara Educational

Institutions, Coimbatore for providing me an opportunity to undertake this MBA project work.

I thank to our respected Principal DR.V.RADHIKA, Sankara College of Science and

Commerce, Coimbatore.

I wish to express my gratitude and sincere thanks to our respected HOD-MBA Dept

Dr. PRIYA KALYANASUNDARAM ,Sankara College of Science and Commerce,

Coimbatore.

I have a great pleasure in expressing my sincere gratitude to my beloved faculty guide

DR.K.THIRUGNANASAMBANTHAN for giving valuable guidance during each stage of
my study.

I wish to express my sincere thanks to all the members of ‘TEXILA EDUCATIONAL

MANAGEMENT AND SERVICE”

I wish to thank my belowed parents, faculty members, colleagues, friends and all well-wishers
of mine for their support and encouragement throughout my study.

I wish to express my deep sense of gratitude to the humanity for showing their blessings at my
entire endeavour.

(K.GOWTHAM)

5
 TABLE OF CONTENT

S.NO CHAPTER NO PARTICULAR PAGE NO

1 1 INTRODUCTION 1

2 2 REVIEW OF LITERATURE 8

3 3 RESEARCH METHODOLOGY 12

4 4 DATA ANALYSIS AND 15

INTERPRETATION
5 5 FINDINGS,CONCLUSION AND 37
SUGGESTION
6 5 APPENDIX 45

6
 LIST OF TABLES

S.NO TABLE NO TITLE PAGE NO

1 4.1.1 to 4.1.5 Frequency analysis for job seekers 15

2 4.1.6 to 4.1.8 Frequency analysis of Recruiters 20

3 4.2.1 to 4.2.4 Percentage analysis for job seekers 23

4 4.2.5 to 4.2.7 Percentage analysis for Recruiters 27

5 4.3.1 Anova for job seekers 30

6 4.3.2 Anova for Recruiters 34

7 4.4.1 Correlation 36

LIST OF CHARTS
S.NO CHART NO TITLE PAGE NO

1 4.1.1 to 4.1.5 Frequency analysis for job seekers 15

2 4.1.6 to 4.1.8 Frequency analysis of Recruiters 20

3 4.2.1 to 4.2.4 Percentage analysis for job 23

seekers
4 4.2.5 to 4.2.7 Percentage analysis for Recruiters 27

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 CHAPTER-1

1.0 INTRODUCTION OF THE STUDY

Employer branding is a method adopted by organisations to brand their image in the

market by using this practice, organisations brand themselves to attract potential candidates for
prospective job vacancies Over a period of time companies have realised that the selection of
potential job seekers is the most important function of the human resource department in any
organisation and with the rising use of social networking sites, these organisations have got a
new platform to brand themselves by providing information related to their work culture,
corporate social responsibility, working environment and future career prospects This research
paper focuses on the impact of the use of social networking sites on employer branding
techniques in Indian IT firm from both the recruiters and the job seeker's perspective, by means
of two separate questionnaires from both the job seeker's and recruiter's perspectives and its
use is expected to me in the future The result is analysed by taking a few independent variables
like innovation, market leadership and employee focus into consideration

In Hr the social media plays a very important role in people’s lives. It helps the communities
to get engaged and build genuine relationships. Examples of social media include Internshala,
LinkedIn, Naukri and shine.com .There are significant differences between these sites ,but the
basic component, which is networking through social contacts, is similar . LinkedIn, Naukri
and Internshala have features to act as recruiting tools as they include job-posting features for
recruiters and job-search options for jobseekers. Internshala , Naukri and LinkedIn are most
popular among young professionals.

Employers who use LinkedIn and Naukri, have the highest potential of reaching young
professionals in the workplace. LinkedIn is used for business and networking reasons and can
be described as a virtual.

These social media networking websites allow users to connect with others and tap into their
internal network and contact business. With the advancement of technologies, both recruiters
and jobseekers are using social media platforms to advertise jobs, find talent, and communicate
with potential.

Social media, when used for human resource purposes, provides a medium to post available
jobs to a social media website and allows the recruiters to go through the profiles of responders
1
for finding a perfect match for the job. To achieve this, social media provides a crucial
advantage to form a wide network of connections (Scott, 2017). Such connections can include
clients, former co-workers, college and school mates, business owners, professional
acquaintances, and other people who can act as a hub for access to secondary connections

1.1 EMPLOYER BRANDING

The essential aim of branding is to make differentiation. Organizations began

differentiating themselves by adjusting distinctive branding methodologies. The concept of
“Employer Branding” was given by Tim Ambler and Simon Barrow in 1996. Employer
branding is a platform for job seekers to look for the information about any organization.
Organizations now use social media to communicate to the prospective employees. It’s a
platform where two way communications is done. It is beneficial for both organization as well
as the prospective employees.

Jobseekers can look about various jobs on the sites like Naukri LinkedIn, etc., Millions of
job advertisements are posted on the mentioned sites. Now a day, organization also started their
YouTube channels where they post the videos of their firm. By doing this they give an insight
of the organisation and try to attract more talents. Social media is like a treasure house of
information. It consists for formal and informal information. With the help of social media
employers can construct a positive image of their firm in the mind of job seekers. Now with
the easy accessibility of internet, social media becomes a prime source for promoting job
vacancies and recruiting potential candidates. Social media mainly focuses on users and
communities, which encompass all core elements of personnel management. But it also creates
a challenge in front of employers as how they manage the different information and create their
brand image. Organizations also try to gain competitive advantage by doing the right use of
social media. Organizations are already using social media as an employer branding strategy
to gain attention of the potential employees. There is further scope for scholars for doing
research in that particular area. This paper aims to find the role of social media in creating
positive employer brand image and acquiring right kind of talent.

In today’s world, it is almost unthinkable not to use the internet to broadcast messages to
large audiences using status updates and wall posts, while also providing features, such as chat,
for messages the user wishes to keep private.

Social networking sites (SNS), such as LinkedIn, Naukri etc., have already attracted millions
of users, many of whom have integrated these sites into their daily practices. The use of social

2
networking sites are still rapidly growing, and many people do not even think of what life
would be without it. Network usage makes the world more connected than ever and impacts
how people interact with each other. Also within companies the impact of SNS is tangible

1.3 Impact of use of social networking sites

These social networking sites have increasingly grown beyond personal use. Recently,
employers have begun using social networking sites to examine the background of their
prospective candidates, as well as to host interviews via Facebook or other social media
technology tools. Groups can schedule virtual meetings or brainstorm together even when they
can’t physically meet. This eases the scheduling pressures for school projects and board
meetings. It goes without saying that we as a society have a grown reliant and dependent on
social networking sites. Overall, we rely on social networks for connectivity and primary
communication in today’s world.

One of the largest industries that social media has had an effect on is news and journalism.
Since, the internet is now the fastest and easiest way to get news, print media is diminishing
and publications are being forced to post their articles online. Another effect of this advanced
technology is that virtually anyone can now deem themselves a “journalist” and produce news
that they feel is accurate and credible. Almost instantly we can create, share, and spread
newsworthy or gossip stories across the globe. Social media has only made this easier. Top
news stories are being broken via Twitter and other social networking sites and people
worldwide are made aware of them almost instantaneously. The power of social media has
allowed our society to be much more knowledgeable of worldwide affairs and news.

According to the Nielsen Social Media Report, active social media users have a higher
likelihood of being influenced offline. Social media is now beginning to impact its’ users’
decision making processes. Reviews and blogs are posted constantly describing colleges,
restaurants, products, companies, etc. Some people have learned to rely on these reviews to
make their decisions. For example, Johns Hopkins University created “Hopkins Interactive”
which is a social media site designed by current students for prospective students. On this site,
prospective students can see the unedited versions of students’ experiences at Hopkins.
Prospective students visit this site to get the behind the scenes look of the school and to
determine if the school is right for them.

3
 In addition, social media tools have become the new must have tool in the marketing world.
Digital and internet marketing are on the rise, and those with no presence on social media will
slowly become extinct. Entrepreneurs and small business owners are beginning to rely on
social media sites to spread the word about their companies

The possibilities are seemingly endless for social media. It is uncommon for people to go
a day without using or referring to social media. Whether it is used for communicating,
learning, or decision making, social media is here to stay and will continue to affect our society.

COMPANY PROFILE

TEXILA was found in 2005 and Mr.S.P. Sajubhaskar was the president of the Company.
At TEMS, believe that technology should simplify businesses, not complicate them; it
is this philosophy that has been the driving force behind all our innovations and product
developments. Motivated by our core values, ethics, expertise and leadership, we have
a proven track on Application Development and Support, Enterprise Solutions, Digital
Marketing services and many more Being in the Professional Services sector for years has
helped TEMS understand every aspect of the education industry, thereby enabling it to develop
and manage its Software solutions to perfectly suit the needs of industry - scaling every nuance
of business' operations, processes and strategic needs. TEMS delivers integrated enterprise
solutions that can boost an organization's ability to hire, train and retain workforce, implement
projects efficiently, manage finances comprehensively and provide superior customer service
levels.

The products have a unique resource management feature which allows an organization to
effectively optimize its resources across multiple assignments. In order to cater to enterprise
level customers, it supports multi-company, multi-currency configuration with global
consolidation. We strongly believe that our responsibility will not end with facilitating the right
solution but we make sure our hands stretch when our customers need us.

4
Texila journey

Texila started as consulting company in educational management and grow up

wisely year by year

 In 2010 they Registered with National Accreditation Council, Guyana Commenced

First Batch of Doctor of Medicine

 In 2012 International Medical Education Directory (IMED) and Listed in World

Directory of Medical Schools (WDMS)

 In 2013 ISSN Number For Our E-Journal Launched EIJASR South American Journal
School of Nursing. Royal College UK Examination Training Program Digital Library.

 In 2014 Graduation ceremony – 1st batch of Doctors Residency Program in USA 1st
e-Conference

 In 2016 Zambia Campus registered with Higher Education Authority, Zambia (HEA)
Guyana Campus received Full Registration by National Accreditation Council for 3
years Listed in the Medical Council of India Texila International Journal of Basic
Medical Sciences Guyana Campus – Graduation ceremony –3rd batch of Doctors

 In 2017 Guyana Campus – Academic Partnership with Ponce Health Science

University – Puerto Rico New University Campus in Guyana Recognition by Nursing
Council of Guyana Site visit by CAAM-HP Academic collaboration with University of
Zambia Approved by Health Profession Council of Zambia (HPCZ)Zambia Campus-
1st batch students 94.9% rating by HEA Audit Report | Ranked Tier 1 by HEA

 In 2018 International Medical conference held in Guyana Campus

 In 2019 Zambia Campus: The Kenneth Kaunda–TAU Scholarship for Zambian

students, worth 1.3 Million ZMW, was launched on August 14, 2019, which was aimed
to benefit 25 students with an outstanding aptitude and an exemplary profile. Guyana
Campus: The Accreditation Commission of Colleges of Medicine (ACCM) paid its site
visit to Texila American University’s Guyana campus. Guyana Campus: Texila

5
 American University, Guyana, has got approval from NAC for postgraduate medical
programs: Master of Medicine- Anaesthesiology and Master of Medicine in Emergency
Medicine.

 In 2020 Zambia Campus: TAU-ZM has signed an MOU for undergraduate and
postgraduate development programs with ZACCI, ZMA, RDAZ, and Biomed Society
of Zambia. DBLP: Public health and business administration programs have been
started to be delivered in the French language Smart Labz: Taksha Smart Labz, an
online tutoring service, has been launched.

Mission

 To reduce and revolutionize international educational by offering updated ,modern and

excellent in areas of health science, information and communication technology,
education ,applied science & all possible areas that a learner seeks to engage with TAU.
 To observe the highest standards of ethics, integrity and compassionate care for students
and community at large.
 To make Texila American university proud of being the most sustainable university of
the world through creating , disseminating and applying actionable health knowledge

Vision
To be recognized as a leader committed to excellence in higher education, research and
innovation that meets the aspirations of the global community.

OBJECTIVE OF THE STUDY

 To study the impact of the social networking sites on the texila management

 To study the importance of social media in employer branding techniques

 To study the problems faced by the job seekers whether he/she is comfortable with
social networking sites.

6
SCOPE OF THE STUDY

 The study would help in gathering the opinion of people for social networking Sites,
how it is useful for recruiting, what are the things that they do on social and professional
networking sites and how these sites help them in socializing with their personal and
professional contacts.
 The study further helps in analysing the benefits of promoting though social media,
identifying the benefits of recruiting.

 The study will help to implement the easiest recruiting method.

LIMITATION OF THE STUDY

 This study done under the social networking sites commonly used in Indian platforms.
 In this study there is less face to face interaction among the people
 And can’t find out quality rather than quantity.

7
 CHAPTER-2
REVIEW OF LITERATURE

INTRODUCTION

Literature Review was not only written summary of published and acknowledged works
but also documentation of embodied works within the research theme of importance and noted
if there were any knowledge gaps. The reviews on SNS impact, SNS sociability and SNS
academic performance justified the aspects of the virtual technology and provided rationale for
the research question and hypotheses. In this chapter, review of important studies are carried
out and prior works from various sources are listed here. Social Networking Sites like Naukri,
linkedin, internshala etc., are becoming more and more popular and has become part of daily
life for an increasing number of people. Because of their features, young people are attracted
to Social Networking Sites. New Media is changing the life style and relationships of everyone
on earth, but the vulnerable effect is on the life style of our younger generation.

REVIEW OF LITERATURE

Ethan kross. (2020)There is a growing concern that these online social comparisons
negatively impact people’s subjective well-being (SWB). In this paper, we review research on
the antecedents of social comparisons on SNSs, the consequences of social comparisons on
SNSs for SWB and, social comparison as a mechanism explaining (mediator) or affecting
(moderator) the relationship between SNSs and SWB. The occurrence of social comparisons
on SNSs depends on who uses the SNS and on how the SNS is being used with passive use in
particular resulting in increased levels of social comparison. Finally, several studies show that
social comparison is a key mechanism explaining the relationship between use of SNSs and
SWB and that users with a tendency to engage in social comparison are especially likely to be
negatively impacted by SNSs. The dynamic, cyclical processes that result from this pattern of
findings are discussed

Song et al. (2019) examined the synergistic effect of social media common usage (work-
oriented and socialization-oriented) on team and employees' performance. The findings of their
study showed that both purposes of social media usage are complementary resources that create
synergies to enhance team and employees' performance.

Demircioglu and Chen (2019) conducted a study to analyse the influence of using social
media for work related purposes on public sector employees, the findings revealed that

8
employees' use of social media is positively related to employees' needs satisfaction and,
ultimately, intrinsic motivation.

Barnett et al. (2019) argued that using social media for work purposes increases employees'
job satisfaction. Surveying 298 employees in China, Zhang et al., (2019) found that the use of
social media for both work-related and non-work-related purposes is positively associated
with job satisfaction.

Demircioglu (2018) reported a strong positive influence of using social media for work
purposes on employee's job satisfaction but through self-determination. Job performance could
be defined as the overall job-related activities expected from an employee and how well they
are accomplished (Cao, 2010). Research suggests that using social media in the workplace may
lead to improve employees' job performance (Shujaat et al., 2019).

Alahmad et al. (2018) investigated the influence of enterprise social media (ESM) on job
satisfaction and job performance through co-workers support as a mediator. The findings
revealed that ESM significantly and positively impacts co-worker support, which in turn
mediates the relationship between ESM and job satisfaction and job performance. Social media
and job performance.

(Mosley and Schmidt 2017)Thus, it is vital to understand that Social networking sites and
employer branding strategy targets specific talents whose skills and expertise help the
company meet its business objectives and goals, and is thus also a process where open positions
and the job environment are promoted externally.

(Robertso and Kee, 2017) investigated the impact of using social media on workers'
satisfaction in various organizations in Southern California. The results showed that job
satisfaction is positively associated with the intensity of the use of social networking platforms.

Hayes et al., (2017) used McAfee's argument to examine whether a positive connection
between work colleagues exist as a result of using Facebook to connect, the findings showed
that employees' level of job satisfaction is positively correlated with Facebook intensity use
among colleagues.

Social media platforms provide essential benefits to knowledge management as it enhances

both vertical and horizontal communication (Mantymaki and Riemer, 2016). Firms now
consider social media as a strategic tool to spur innovation, and a large number of them have
integrated social media into their operation system (Lam et al., 2016).

9
 Haddud et al., (2016) demonstrated that the more significant employees' self-reported usage
of internal social media, the higher the level of employees' self-reported engagement, which in
turns may lead to a higher level of employees' job performance.

(Ali-Hassan et al., 2015).Social media is a broad term that involves a wide range of
applications and tools; however, there are several standard features related to those tools. First,
the tools are technology-based usually used by employees and influence the organization;
second, they are commonly social and used to support interaction among people; finally, these
tools are used at work as well as for personal contacts

(Alniacik et al., 2014) The concept of employer branding has recently become a prominent
topic in the human resources management field

Charoensukmongkol (2014) argued that using social media at work help employees to feel
relaxed and remove work stress as it allows them to connect with their families and colleagues,
which in turn enhances job satisfaction.

(Lin, Fan and Chau, 2014). Social networking sites nowadays are used by people of all
ages, which join and use an array of different SNS for various reasons. Although enjoyment is
an crucial motivator for connecting on SNS, also user satisfaction and sense of belonging are
important factors for continuance of using social networks.

Baumer et al., (2013) revealed that the among the numerous researches on social network
site, why and how people leave using social network service by alluding to privacy, breach of
trust, third party users and other reasons are the main reason says study conducted by
communication department of Cornell University

O'Keeffe and Pearson (2011) found that the Clinical Report on impact of social media on
children, Adolescent, and families reveals that not all of SNS are healthy for children and
adolescents.

Papacharissi (2011) revealed that the use of SNS has got significant effect on sociability
and academic performance of College students cannot be ignored.

Guo et al., (2010) found that the seeking useful information is one motivation of Chinese
users in adopting SNS. SNS have been shown to provide adolescents with a space to work out
identity and status, make sense of cultural cues,Negotiate public life and enhance their social
capital.

10
 Peng and Zhu (2010) Kleinnijenhuis, Hooff and Vermeulen (2011) suggested that the
network members’ exert more social influence on others in their utilitarian value. Peng and
Zhu (2010) Study conducted by on internet adoption and internet usage on sociability reveals
that internet use does not negatively influence users’ sociability.

Richard E West (2010) found that the how to use online social technologies for educational
purpose to students in his research. It also highlights how to build successful online learning
community and its advantages.

Anderson and Stajano (2008) Current social networking technology provides users with little
of the privacy that they expect and are promised. While some individuals may truly wish to be
“open books,” violating most users’ privacy expectations leads to serious consequences for
both the users and their network.

Sheldon (2008) suggested that technological tools such as social network sites assist us in
maintaining friendship relationships with more individuals

Shin and Kim (2008) concluded that Social networking via Cyworld takes up the major
portion of the time spent online, where meeting, dating, and entertaining people online has
become a social norm With over 20 million unique visitors a month, Cyworld’s popularity and
usage is actually greater than their registered user base.

Boyd D. (2007) formed that the youngsters that social media sites allow different options that
were not possible offline mode as making new friends, staying connected with friends and
family, exchanging ideas and sharing pictures. Participation in social media offers adolescents
deeper benefits that extend into their view of community, self, and the world.

Berg et al. (2007) concluded that the Social networking and online learning communities are
keeping teachers and students connected in and out of the classroom. The University of
Wisconsin-Madison documented the enormous potential social networking technologies have
to connect students, faculty and staff, and increase the efficiency and flexibility of campus
services

11
 RESEARCH METHODOLOGY

INTRODUCTION:

As the general definition of research in common terminology refers to search for knowledge,
this chapter provides a media to explain the scientific and systematic study for the selected
topic. The procedures used for collecting and analysing data are reported in this chapter. The
sampling strategy and development of data collection instruments for measures of social
networking websites, factors influencing recruitment, employer branding methods etc.

Type of Research

After developing the questionnaires, the next step is to formulate the process of collecting
data which will help in examining the theories. To achieve this various decisions need to be
taken as clarity about appropriate methods is very important to illustrate valuable inferences
from the information collected. The research can be broadly classified into three different types
namely exploratory, descriptive and hypothesis based. The exploratory research revolves
around phenomenon under consideration and thus gain understanding about the problem area.
Descriptive research focusses on secondary data, i.e. data already available in the form of
different models. In hypothesis based research, the original data is collected and then
hypotheses are tested to verify the theories based on gathered data. This research tried to
establish the three-way relationship between social media, recruitment and IT industry and thus
tried to unveil the facts by testing various hypotheses.

Research Design

Research design is a highly significant factor in any research as it provides a framework or

blueprint to reach the established research objectives. Research design is not a single step;
rather it consists of a series of steps that formulate a strategy for answering the research
questions and testing the hypotheses. A research design consists of a structured set of rational
decision-making choices, or guidelines, that assist in generating valid and reliable research
results.

In this research design descriptive research method was used for the study

12
Methodology and collection of data

● Primary data
● Secondary data
Primary and Secondary Data The source of information required for the study
pertaining to social media impact on recruitment in IT industry lies with employees
working with IT companies who have the perspective of Jobseeker and HR recruiters
of IT companies having the recruiter perspective. So it requires a first-hand information
from the respondents and hence primary responses from both the jobseekers and
recruiters were recorded. It had to be ensured during data collection process that
respondents stay convinced with the motive of the study and should come with utmost
honest responses. Sufficient time was provided to the respondents for the whole
exercise. The questionnaire was created in the form of Google docs and it was shared
with people on emails and their social media accounts like LinkedIn and Facebook.
Secondary data for the purpose of validation was collected from various journals,
websites and books.

Sample Design and size

 In the sample design this study were obtained from Texila Educational Management
service as a convenience sample method
 A sample of 108 respondents had been selected for the study.
 Recruiters-52
 Employees-56

COLLECTION OF TOOLS

Percentage Analysis

It refers to the special kind of rates, percentage are used to making the comparison
between two or more series of data. A percentage is used to determine relationship
between the series

13
ANOVA

ANOVA techniques investigate any number of factors which are hypothesized or said
to influence the dependent variable. In this study ANOVA was applied in order to test
the demographic differences on the study variables.

Corelation

Correlation or dependence is any statistical relationship, whether causal or not,

between two random variables or bivariate data. In the broadest sense correlation is any
statistical association, though it actually refers to the degree to which a pair of variables are
linearly related.

14
 CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

Table no 4.1.1

Indicate your gender

Frequency Valid Percent

Female 23 41.1

Male 33 58.9

Total 56 100.0

Chart no 4.1.1

Interpretation
From the table and chart it shows that 41.1 percentage of respondents are female and 58.9
percentage of respondence are male.

15
Table no 4.1.2
Indicate your age

Frequency Valid Percent

18-25 51 91.1

25-35 5 8.9

Total 56 100.0

Chart no 4.1.2

Interpretation
From the table and chart it shows that 91.1 percentage of respondents of age 18-25 and
8.9 percentage of respondence of age 25-35

16
Table no 4.1.3

highest educational level

Frequency Valid Percent

post graduate 49 87.5

under graduate 7 12.5

Total 56 100.0

Chart no 4.1.3

Interpretation
From the table and chart it shows that 87.5percentange of respondents of post graduate
and 12.5 percentage of respondence of under graduate

17
Table no 4.1.4

work experience

Frequency Valid Percent

0-3 22 39.3

3-5 23 41.1

5-10 11 19.6

Total 56 100.0

Chart no 4.1.4

Interpretation
From the table and chart it shows that 45.6 percentage of respondents of,work experience
0-5 and 54.4 percentage of respondence of work experience 5-10

18
Table no 4.1.5

currently employed

Frequency Valid Percent

No 24 42.9

Yes 32 57.1

Total 56 100.0

Chart no 4.1.5

Interpretation
From the table and chart it shows that 42 percentage of respondents are not currently
working and 57 percentage are currently workin

19
Demographic data for recruiters

Table no 4.1.6

Gender

Frequency Valid Percent

Female 19 36.5

Male 33 63.5

Total 52 100.0

Chart no 4.1.6

Interpretation
From the table and chart it shows that 36.5 percentage of respondents are female and 63.5
percentage of respondence are male

20
Table no 4.1.7

Age

Frequency Valid Percent

18-25 49 94.2

25-35 3 5.8

Total 52 100.0

Chart no 4.1.7

Interpretation
From the table and chart it shows that 94.2 percentage of respondents are age group of
18-25 and 5.8 percentage of respondence are age group of 25-35

21
Table no 4.1.7

Qualification

Frequency Valid Percent

post graduate 36 69.2

under graduate 16 30.8

Total 52 100.0

Chart no 4.1.8

Interpretation
From the table and chart it shows that 69.2 percentage of respondents are post graduate and
30.8 percentage of respondence are under graduate

22
Percentage analysis

Table no 4.2.1 Highest education with demographic data for job seekers

highest educational level * Indicate your age Crosstabulation

Count

Indicate your age

2.5-034 1.8-024 Total

highest educational level 1 1 9 10

2 2 18 20

3 2 12 14

4 0 12 12
Total 5 51 56

Chart no 4.2.

Interpretation
From the above table and chart the percentage analysis is calculated by the age and the
highest educational level it shows that total 10 of respondents in the highest educational level
1,20 in the highest educational level 2, 14 in the highest educational 3and 12 in the highest
educational level 4.

23
Table no 4.2.2

highest educational level * Indicate your gender Crosstabulation

Count

Indicate your gender

1 2 Total

highest educational level 1 6 4 12

2 9 11 18

3 13 1 14

4 5 7 12
Total 33 23 56

Chart no 4.2.2

Interpretation
From the above table and chart the percentage analysis is calculated by the gender and the
highest educational level it shows that total 12 of respondents in the highest educational level
1,18 in the highest educational level 2, 14 in the highest educational 3and 12 in the highest
educational level 4.

24
Table no 4.2.3

highest educational level * Indicate your occupation Crosstabulation

Count

Indicate your occupation

1 2 3 4 Total

highest educational level 1 0 3 2 5 10

2 5 6 6 3 20

3 2 8 3 1 14

4 2 5 4 1 12
Total 9 22 15 10 56

Chart no 4.2.3

Interpretation
From the above table and chart the percentage analysis is calculated by the occupation and
the highest educational level it shows that total 10 of respondents in the highest educational
level 1,20 in the highest educational level 2, 14 in the highest educational 3and 12 in the highest
educational level 4.

25
Table no 4.2.4

highest educational level * Indicate your occupation Crosstabulation

Count

Indicate your education

1 2 3 4 Total

highest educational 1 0 3 2 5 10
level 2 5 6 6 3 20

3 2 8 3 1 14

4 2 5 4 1 12
Total 9 22 15 10 56

Chart no 4.2.4

Interpretation
From the above table and chart the percentage analysis is calculated by the age and the
highest educational level it shows that total 10 of respondents in the highest educational level
1,20 in the highest educational level 2, 14 in the highest educational 3and 12 in the highest
educational level 4.

26
Percentage analysis for recruiters

Table no 4.2.5

Count

indicate your gender

Female male Total

Which recruitment 1 7 6 13
methods does your 2 7 16 23
Company use? (Multiple
3 3 8 11
answers are allowed)
4 2 3 5
Total 19 33 52

Chart no 4.2.5

Interpretation
From the above table and chart the percentage analysis is calculated by the recruitment
methods does your Company use it shows that total 19 of respondents for female,33 in the male
2,

27
Table no 4.2.6

Count

age

1 2 Total

Which recruitment 1 9 4 13
methods does your 2 20 3 23
Company use?
3 11 0 11
(Multiple answers are
allowed) 4 4 1 5

Total 44 8 52

Chart no 4.2.6

Interpretation
From the above table and chart the percentage analysis is calculated by the
recruitment methods does your Company use it shows that total 44 of respondents for the age
group 18-25, 8 in the age group 25-3

28
Table no 4.2.7

Count

indicate your highest

educational level

under
post graduate graduate Total

Which recruitment 1 10 3 13
methods does your 2 15 8 23
Company use?
3 8 3 11
(Multiple answers are
allowed) 4 3 2 5

Total 36 16 52

Chart no 4.2.7

Interpretation
From the above table and chart the percentage analysis is calculated by the recruitment
method does your company use and the highest educational level it shows that total 36
percentage of respondents in the post graduate 16 percentage in the under graduate.

29
Anova for job seekers

Table no 4.3.1
Factors Sum of
Squares df Mean Square F Sig.

social media helps in Between

3.878 1 3.878 3.344 .073
getting the right job Groups

Within Groups 62.622 54 1.160

Total 66.500 55

In what type of area Between

3.036 1 .036 3.038 .047
you located Groups

Within Groups 51.518 54 .954

Total 54.554 55

Do you update your Between

2.018 1 .018 2.017 .096
profile on social media Groups

Within Groups 57.982 54 1.074

Total 59.000 55

Receive job Between

.840 1 .840 1.685 .012
descriptions even when Groups
you are not actively Within Groups 66.285 54 1.227
looking to change jobs?
Total 67.125 55

professional Between
1.404 1 .404 1.500 .082
achievements on your Groups
Social media Within Groups 43.578 54 .807

Total
44.982 55

Method rely on to Between

2.593 1 2.593 2.755 .103
distribute your resume Groups
or vitae to potential Within Groups 50.835 54 .941
employers
Total 53.429 55

30
Ask for Between
.008 1 .008 3.008 .029
recommendation from Groups
your colleagues/friends Within Groups 51.921 54 .961

Total
51.929 55

social media networks Between

3.010 1 .010 3.010 .021
do you use for updating Groups
your professional Within Groups 57.115 54 1.058
achievement
Total
60.125 55

Receive friend request Between

.551 1 .551 .519 .474
on your professional Groups
network from HR Within Groups 57.289 54 1.061
/consultants of various
Total
57.839 55
organizations

Interpretation
 The above table shows that the base for social media gets a right job ,it is a years of
practice and level of satisfaction sig. vale is lesser than p-value 0.05.soHo is rejected
and Ha is accepted. Hence there is a relationship between respondents in social media
getting a right job.

 The above table shows that the base for receive job descriptions even when you are not
actively looking to change jobs it is a years of practice and level of satisfaction sig. vale
is lesser than p-value 0.05. So Ho is rejected and Ha is accepted. hence there is a
relationship between respondents in receive job descriptions even when you are not
actively looking to change jobs

 The above table shows that the base for update your profile on LinkedIn regularly, it is
a years of practice and level of satisfaction sig. vale is lesser than p-value 0.05. So Ho
is rejected and Ha is accepted. Hence there is a relationship between respondents in
update your profile on LinkedIn regularly.

31
 The above table shows that the base for receive job descriptions even when you are
not actively looking to change jobs, it is a years of practice and level of satisfaction
sig. vale is lesser than p-value 0.05. So Ho is rejected and Ha is accepted. hence there
is a relationship between respondents in receive job descriptions even when you are
not actively looking to change jobs

 The above table shows that the base for add your professional achievements on your
Social media profile (LinkedIn)? It is a years of practice and level of satisfaction sig.
vale is lesser than p-value 0.05. So Ho is rejected and Ha is accepted. Hence there is a
relationship between respondents in add your professional achievements on your
Social media profile (LinkedIn)?

 The above table shows that the base for method do you rely on to distribute your
resume or vitae to potential employers, it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05. so Ho is not rejected and Ha is not
accepted .hence there is no relationship between respondents in method do you rely
on to distribute your resume or vitae to potential employers

 The above table shows that the base for ask for recommendation from your
colleagues/friends on your LinkedIn/Social media profile, it is a years of practice and
level of satisfaction sig. vale is lesser than p-value 0.05. So Ho is rejected and Ha is
accepted. hence there is a relationship between respondents in ask for
recommendation from your colleagues/friends on your LinkedIn/Social media profile

 The above table shows that the base for social media networks do you use for
updating your professional achievement, it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05. So Ho is rejected and Ha is accepted
.hence there is a relationship between respondents in social media networks do you
use for updating your professional achievement.

 The above table shows that the base for receive friend request on your professional
network from HR /consultants of various organizations? it is a years of practice and
level of satisfaction sig. vale is not lesser than p-value 0.05. so Ho is not rejected and

32
 Ha is not accepted .hence there is no relationship between respondents in receive
friend request on your professional network from HR /consultants of various
organizations

Anova for recruiters

Table no 4.3.2

33
ANOVA FOR RECRUITERS
Sum of
Squares df Mean Square F Sig.

total strength of Between Groups 2.171 1 2.171 2.275 .092

employees in your Within Groups 31.136 50 .623
company
Total 31.308 51

recruitment methods Between Groups 1.542 1 1.542 1.870 .038

does your Company Within Groups 41.227 50 .825
use
Total 43.769 51

Since how long has Between Groups 3.014 1 3.014 3.016 .021
your company been Within Groups 44.659 50 .893
using social media
Total
networking websites
47.673 51
for recruitment
purpose

check the profile of Between Groups 2.148 1 2.148 2.196 .030

candidates from Within Groups 37.602 50 .752
different networking
Total
groups on social media 39.750 51

check the social media Between Groups 2.014 1 2.014 2.477 .022
profile of the candidate Within Groups 40.659 50 .813
you consider for
Total
42.673 51
recruitment

use social media for Between Groups .503 1 2.503 2.480 .042
profile search of Within Groups 52.477 50 1.050
candidates whose
Total
profile is received
through means other 52.981 51
than social media

34
extent have you Between Groups 2.941 1 2.941 2.820 .099
achieved the desired Within Groups 52.136 50 1.043
results by using social
Total
55.077 51
media

Interpretation
The above table shows that the base for total strength of employees in your company it
is a years of practice and level of satisfaction sig. vale is lesser than p-value 0.05. so Ho is
rejected and Ha is accepted .hence there is a relationship between respondents in social media
getting a right job
The above table shows that the base for recruitment methods does your Company use it
is a years of practice and level of satisfaction sig. vale is lesser than p-value 0.05.soHo is
rejected and Ha is accepted. Hence there is a relationship between respondents in social media
getting a right job
The above table shows that the base for Since how long has your company been using
social media networking websites for recruitment purpose it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05 .so Ho is rejected and Ha is accepted .hence
there is a relationship between respondents in social media getting a right job
The above table shows that the base for check the profile of candidates from different
networking groups on social media it is a years of practice and level of satisfaction sig. vale is
lesser than p-value 0.05.soHo is rejected and Ha is accepted. Hence there is a relationship
between respondents in social media getting a right job
The above table shows that the base for check the social media profile of the candidate
you consider for recruitment it is a years of practice and level of satisfaction sig. vale is lesser
than p-value 0.05.soHo is accepted and Ha is rejected hence there is no relationship between
respondents in social media getting a right job
The above table shows that the base for use social media for profile search of candidates
whose profile is received through means other than social media it is a years of practice and
level of satisfaction sig. vale is lesser than p-value 0.05. So Ho is reaccepted and Ha is rejected
.hence there is no relationship between respondents in social media getting a right job
The above table shows that the base for extent have you achieved the desired results by
using social media it is a years of practice and level of satisfaction sig. vale is lesser than p-

35
value 0.05.so Ho is rejected and Ha is accepted. Hence there is a relationship between
respondents in social media getting a right job

Correlations

Table no 4.4.1

Impact of use of
social networking Employer
sites branding

Impact of use of social Pearson Correlation 1 -.220**

networking sites Sig. (2-tailed) .137

N 47 47

Employer branding Pearson Correlation -.220** 1

Sig. (2-tailed) .137

N 47 56

**. Correlation is significant at the 0.01 level (2-tailed).

Interpretation:
The table 4.17 indicates that the correlation between impact of social networking sites
and employer branding in Indian firms. The significant values are found to be 0.05 which is
correlation between job characteristics and intrinsic motivation 0.220. Therefore the correlation
between this factors is positive. So there is a relationship between impact of social networking
sites and employee branding in Indian firms.

36
 CHAPTER-5

FINDINGS, SUGGESSTIONS AND CONCLUSION

Summary of findings

Percentage Analysis

 The employees by the age group 18-25. the highest educational level it shows that total
10 no of respondents in the highest educational level 1,20 in the highest educational
level 2, 14 in the highest educational 3and 12 in the highest educational level 4.
 The employees the male and the highest educational level it shows that total 12 of
respondents in the highest educational level 1,18 in the highest educational level 2, 14
in the highest educational 3and 12 in the highest educational level 4
 The majority of employees the occupation have working, the highest educational level
it shows that total 10 of respondents in the highest educational level 1,20 in the highest
educational level 2, 14 in the highest educational 3and 12 in the highest educational
level 4
 The employees are post graduate and the highest educational level it shows that total
10 of respondents in the educational level 1,20 in the highest educational level 2, 14 in
the highest educational 3and 12 in the highest educational level 4.
 The employer is males t analysis is calculated by the recruitment methods does your
Company use it shows that total 19 of respondents for female,33 in the male 2,
 The employer are age group between 18-25 analysis is calculated by the recruitment
methods does your Company use it shows that total 44 of respondents for the age group
18-25,8 in the age group 25-35
 The employer is post graduate analysis is calculated by the recruitment method does
your company use and the highest educational level it shows that total 36 percentage
of respondents in the post graduate 16 percentage in the uner graduate.

37
Anova

 The Anova for the seekers shows that the base for social media gets a right job ,it is a
years of practice and level of satisfaction sig. vale is lesser than p-value 0.05. soHo is
rejected and Ha is accepted .hence there is a relationship between respondents in social
media getting a right job.

 The Anova for the seekers shows that the base for receive job descriptions even when
you are not actively looking to change jobs it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05. so Ho is rejected and Ha is accepted.
hence there is a relationship between respondents in receive job descriptions even when
you are not actively looking to change jobs

 The Anova for the seekers shows that the base for update your profile on LinkedIn
regularly ,it is a years of practice and level of satisfaction sig. vale is lesser than

P-value 0.05. So Ho is rejected and Ha is accepted .hence there is a relationship

between respondents in update your profile on LinkedIn regularly.

 The Anova for the seekers shows that the base for receive job descriptions even when
you are not actively looking to change jobs ,it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05. so Ho is rejected and Ha is accepted
.hence there is a relationship between respondents in receive job descriptions even when
you are not actively looking to change jobs

 The Anova for the seekers shows that the base for add your professional achievements
on your Social media profile (LinkedIn)? it is a years of practice and level of satisfaction
sig. vale is lesser than p-value 0.05. so Ho is rejected and Ha is accepted .hence there
is a relationship between respondents in add your professional achievements on your
Social media profile(LinkedIn)?.

 The Anova for the seekers shows that the base for method do you rely on to distribute
your resume or vitae to potential employers, it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05. so Ho is not rejected and Ha is not

38
 accepted .hence there is no relationship between respondents in method do you rely on
to distribute your resume or vitae to potential employers

 The Anova for the recruiter shows that the base for ask for recommendation from
your colleagues/friends on your LinkedIn/Social media profile, it is a years of practice
and level of satisfaction sig. vale is lesser than p-value 0.05. So Ho is rejected and Ha
is accepted. hence there is a relationship between respondents in ask for
recommendation from your colleagues/friends on your LinkedIn/Social media profile

 The Anova for the recruiter that the base for social media networks do you use for
updating your professional achievement, it is a years of practice and level of satisfaction
sig. vale is lesser than p-value 0.05. so Ho is rejected and Ha is accepted. Hence there
is a relationship between respondents in social media networks do you use for updating
your professional achievement.

 The Anova for the recruiter shows that the base for receive friend request on
your professional network from HR /consultants of various organizations?, it is a years
of practice and level of satisfaction sig. vale is not lesser than p-value 0.05. so Ho is
not rejected and Ha is not accepted .hence there is no relationship between respondents
in receive friend request on your professional network from HR /consultants of various
organizations..

 The Anova for the recruiter shows that the base for total strength of employees in
your company it is a years of practice and level of satisfaction sig. vale is lesser than p-
value 0.05.soHo is rejected and Ha is accepted hence there is a relationship between
respondents in social media getting a right job
 The Anova for the recruiter shows that the base for recruitment methods does
your Company use it is a years of practice and level of satisfaction sig. vale is lesser
than p-value 0.05.soHo is rejected and Ha is accepted. hence there is a relationship
between respondents in social media getting a right job
 The Anova for the recruiter shows that the base for Since how long has your
company been using social media networking websites for recruitment purpose it is a
years of practice and level of satisfaction sig. vale is lesser than p-value 0.05.soHo is

39
 rejected and Ha is accepted. hence there is a relationship between respondents in social
media getting a right job
 The Anova for the recruiter shows that the base for check the profile of candidates
from different networking groups on social media it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05.so Ho is rejected and Ha is accepted
.hence there is a relationship between respondents in social media getting a right job
 The Anova for the recruiter shows that the base for check the social media profile
of the candidate you consider for recruitment it is a years of practice and level of
satisfaction sig. vale is lesser than p-value 0.05.soHo is accepted and Ha is rejected
hence there is no relationship between respondents in social media getting a right job
 The Anova for the recruiter that the base for use social media for profile search
of candidates whose profile is received through means other than social media it is a
years of practice and level of satisfaction sig. vale is lesser than p-value 0.05.soHo is
accepted and Ha is rejected. hence there is no relationship between respondents in
social media getting a right job
 The Anova for the recruiter shows that the base for extent have you achieved the
desired results by using social media it is a years of practice and level of satisfaction
sig. vale is lesser than p-value 0.05.so Ho is rejected and Ha is accepted. hence there
is a relationship between respondents in social media getting a right job

Correlation

In the correlation indicates that the correlation between impact of social networking sites
and employer branding in Indian firms. The significant values are found to be 0.05 which is
correlation between job characteristics and intrinsic motivation 0.220. Therefore the correlation
between this factors is positive. So there is a relationship between impact of social networking
sites and employee branding in Indian firms.

40
Suggestions
 The findings and literature review of the study reveal that both Recruiter and employee
generated social media brand communication play an important role which leads to
branding techniques, and brand loyalty.
 The company should use more online job portals for recruitment process
 The company should use the networking sites which is useful and easy for the job
seekers
 The company should post the pictures and videos of their organization and events
conducted in their organization to attract the job seekers
 The company should help the job seekers who feel difficulty in attending online
interviews
 However, the firm created social media brand communication has a positive impact on
brand awareness which affects the employee’s perception of the brand. Companies
should focus on social networking technologies.
 Companies today are using social media for promotional activities because of the
increasing popularity of this platform. But company‘s need to be sure of the reasons as
to why they are using social media and what are the results which they are expecting
from social media.
 It would be recommended that Social networking sites like LinkedIn and Twitter can
improve their advertising efficiency by enhancing features like targeting the
advertisements to the right group of audience,
 It would be not wise enough to underestimate the easy access of SNSs some of the sites
gather the information and show the information in their own perception.

41
Conclusion

The use of social networking sites for hiring has shifted the focus away from traditional
forms of recruiting and selecting. In addition, SNS can affect the candidate experience and
employer image. Social networking sites' use can be successful in recruitment if used to post
job vacancies, post locations of recruitments, or to redirect applicants to companies' websites.
Thus, if the result is hiring employees at a lower cost and at a faster rate than competitors a
company can achieve a competitive advantage. In addition, it enables the recruitment of a
younger generation and the inclusion of passive candidates. Furthermore, social media could
allow employers to predict future employees' performance, and this could give them the
advantage of knowing whom they are hiring The overall future of social networking sites in
the hiring process is still unclear due to the lack of research. Nonetheless, taking into account
its present reality, the number of employers joining this trend will continue to grow, and
employers need further insight into this process in order to evaluate its actual influence in the
hiring process.

42
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44
 APPENDIX
A STUDY ON IMPACT OF SOCIAL NETWORKING SITES IN
EMPLOYER BRANDING TECHNIQUES WITH REFERENCE TO
TEXILA
Job seekers
1. Indicate your gender
a) Male
b) Female
2. Indicate your age
a) 18-25
b) 25-35
c) 35-45
d) 45-55

3. Indicate your occupation

a) Student
b) Business
c) Profession
d) Service
e) Others
4. Indicate your educational qualification
a) under graduate
b) post graduate
c) M.Phil./Ph.D.

5. What is your work experience

a) 0-5
b) 5-10
c) 10-15
d) 15-20
e) More than 20 years

6. Are you currently employed

a) Strongly disagree
b) Disagree
c) Neutral

45
 d) Agree
e) Strongly agree

7. In what type of area you located

a) Suburban area
b) Urban area
c) Rural area

8. what method do you rely on to distribute your resume or vitae to potential employers
a) friends /colleagues
b) email
c) postal mail
d) in-person campus visit

9. Do you think social media helps in getting the right job

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

10.Which of the following social media networks do you use for updating your
professional achievement?
a) LinkedIn
b) Facebook
c) Twitter

11.Do you update your profile on social media ?

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

12. Do you add your professional achievements on your Social media profile?
a) Strongly disagree
b) Disagree

46
 c) Neutral
d) Agree
e) Strongly agree

13. Do you ask for recommendation from your colleagues/friends on your LinkedIn/Social
media profile?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

14. Do you receive friend request on your professional network from HR /consultants of
various organizations?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

15. Do you receive job descriptions even when you are not actively looking to change jobs?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

47
 Recruiters
1. Indicate your gender
a) Male
b) Female
2. Indicate your age
a) 18-25
b) 25-35
c) 35-45
d) 45-55

3. What is the total strength of employees in your company?

a) Lesss than 50
b) 50-100
c) 100-250
d) 250-500
4.Which recruitment methods does your Company use? (Multiple answers are allowed)

5. Since how long has your company been using social media networking websites for
recruitment purpose?
a) Daily
b) Weekly
c) Every 6 month
d) once ayear
6. Do you check the profile of candidates from different networking groups on social
media?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
7. Do you check the social media profile of the candidate you consider for recruitment?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree

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 e) Strongly agree

8.How would try to engage more of your employees to take part in employeer branding?
a) Convey your mission & vision
b) Interact with potential hires early on
c) Your employees are your brand ambassadors
d) Host industry events
e) Use and encourage feedback

9. If the answer of above question is yes, where do you check the profile?
a) Linkedin
b) Facebook
c) Twitter
d) Others
10. Do you use social media for profile search of candidates whose profile is received
through means other than social media?
a) Regular
b) Often
c) Sometimes
d) Rarely
11. To what extent have you achieved the desired results by using social media ?
a) Poor
b) Average
c) Very good
d) Execptional
12. How often you check social media professional profile of the candidate on different job
portals?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

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