SUMMER INTERNSHIP PROJECT REPORT ON

THE STUDY OF
E-RECRUITMENT
AT
SHUBHAM NARI SHAKTI MAHILA KALYAN SAMITI
(A Non Government Organization)

Submitted By:
Subhralata Charchi
Regd No. 2006305111
Session- 2020-22

Submitted to Bijupatnaik University of Technology (BPUT) towards

partial fulfillment of the requirements for the degree of

MASTER OF BUSINESS ADMINISTRATION

Under The Esteemed Guidance of

InternalGuide: External Guide:

Mr. Gaurav Rath Ms. Sradhanjali jena

Asst. Professor

KALAM INSTITUTE OF TECHNOLOGY

GOVINDAVIHAR,GOVINDAPUR
BERHAMPUR-761003
 GANJAM (ODISHA)

DECLARATION

I do hereby declare that the project work entitled “The study of E-

Recruitment” submitted by me in partial fulfillment of the requirements of

M.B.A is a record of my bonafide work carried out by me under the

guidance of Mr. Gaurav Rath Asst. Professor Department of M.B.A, Kalam

Institute of Technology, Berhampur. Further, I do declare that the contents

contained in the said project work has not been submitted to any other

University / Institution for award of any degree in any other form including

electronic publication on the internet.

Date: Subhralata Charchi

KIT Berhampur Regd No: 2006305111

 ACKNOWLEDGEMENT
I would like to express my deep sense of gratitude to my esteemed
teacher and Project Supervisor Mr. Gaurav Rath (Asst. Professor) for his
valuable guidance in each aspect of this project work.

I am very much indebted to external guide Miss. Sradhanjali Jena for her
valuable suggestions and support for the preparation of the project.

I am very much thankful to our reverend teacher and Course Co-

ordinator, Dr.Umesh Chandra Panigrahi, Professor, Department of MBA, KIT,
Berhampur for his constant encouragement and guidance throughout the
completion of the said project work.

I do convey my heart-felt respect to the Principal and honorable

members of KIT Management for their constant source of inspiration and
providing academic and infrastructural facilities during the study period in our
institute.

Finally yet importantly, I express my gratitude to all the faculties of the

Department of MBA & staff of the Kalam Institute of Technology and the
officials of Shubham Nari Shakti Mahila Kalyan Samiti for their technical
support and skill-full help in the successful completion of my project work.

Lastly, I am thankful to all my friends and other personals who provided

conducible environment and spending their valuable time in academic
interactions in completing this project work.

Subhralata Charchi

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 CONTENTS

CHAPTER-1 PAGE NO.

 INTRODUCTION …………………………… 1-2

 OBJECTIVE…………………………………. 3
 LITERATURE REVIEW…………………… 9-10
 METHODOLOGY…………………….. …… 10-12
 LIMITATION………………………………… 12

CHAPTER-2
 ORGANIZATION PROFILE………………… 13-18

CHAPTER-3
 RECRUITMENT…………………………….. 19-25
 E-RECRUITMENT…………………………... 26-29
 ADVANTAGES OF E-RECRUITMENT…… 29
 DISADVANTAGES OF E-RECRUITMENT... 30

CHAPTER-4
 DATA ANALYSIS & FINDINGS…………… 31-37

CHAPTER-5
 SUGGESTIONS & CONCLUSIONS………… 38-39

ANEXURE ……………………………………………… 40

BIBLIOGRAPHY ……………………………………… 41-43

CHAPTER-1
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 INTRODUCTION:

Recruitment has become an important process in the highly competitive labour

market. The traditional recruitment method has undergone a revolutionary
change due to the appearance of Internet. E-recruitment is latest trend in
recruitment process and has been adopted by many large companies and small
companies. Many companies use e- recruitment to post work online and accept
resumes and communicate with applicants via email. The main success factors of,
e- recruitment are value- added services provided by the workplace, cost-
effectiveness, speed, provision of customized solutions, help establish
relationships with human resources managers, and promote corporate branding.
Although employers and job seekers in e- recruitment have many benefits, it still
has its own limitations and disadvantages. Case studies help analyze pros and cons
of e- recruitment and its growing scope in the company's recruitmentprocess.

E- recruitment or online recruitment is the process of recruiting candidates

using electronic resources, especially the Internet. The first mention of e-
recruitment occurred in the mid-l980s. E- recruitment can be divided into
two categories: recruitment company websites and business recruitment
committees/portals (such as monster.com). A commercial website is a
company's own website that provides links to recruitment information and
career options. Users can log in to current job openings. If the company
advertises vacancies on other websites that focus on recruitment, such as
naukri. com, monster. com, etc., these companies will use commercial
recruitment boards.

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 As shown in figure e-recruitment has greatly addressed the need to keep
database at all the levels of recruitment and selection 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.

E-recruitment has made the job and candidate search very cheap and easy
compared to traditional method and hence gained quick success.

OBJECTIVES

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 Understand the trend and practice of, e- recruitment in the company
recruitment Process.
 Compare traditional recruitment processes and e-recruitment and
discuss the advantages and disadvantages of e-recruitment.
 Analyze the potential of e- recruitment and the challenges it faces.
 Provides security and privacy for stored information.
 Reduce the cost of manual documentation.
 Maintain a balance between human resources needs and supply.
 Speed up employee-related decision-making.
 Identify the technology used for e-recruitment in shubham Nari
shakti Mahila Kalyan samiti.

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 CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

THEORETICAL BACKGROUND of THE STUDY

E-RECRUITMENT:

E-recruitment is a clear technology that effectively uses Internet technology to

increase efficiency and effectiveness of recruitment processes.

Effective & efficient selection and utilization of HR has been acknowledged by

many practitioners before. Recruitment just one function of HRM but it is very
significant for the further function of HR.

Recruitment is an activity and practice conducted by an organization whose

main purpose is to identify and attract potential employees (Barber, l998).
Recruitment is conceptualized as covering all organizational routines and
decisions that affects number or type of individuals willing to apply for or
receive a given vacancy (Rynes, l99l). Recruitment may be " the most critical
human resource function for organizational success and survival " (Taylor and
Collins2000:304).

More specifically, recruiting to become a strategic HR practitioner must find

effective answers to the following five questions (Breaugh l992; Breaugh and
Starke 2000): (l) Recruiting people? (2 ) Where to recruit? (3) Which
recruitment resources are used (eg, internet, newspapers , job fairs, campuses,
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 etc .) ? (4 ) When to hire? (5 ) What information is conveyed? For example,
the size and quality of initial number of applicants is crucial to determine
effectiveness of the overall recruitment ( Carlson, Connerley and Mecham
2002; Collins and Han2004).
INTERNET ECONOMY:

Internet economy has revolutionized the way companies operate by opening

new channels of communication, collaboration and coordination among
consumers, businesses and trading partners ( Barua & Whinston 2000 ).
Internet brings together buyers and sellers of goods and services. Through
automated transactions, the online market has expanded the choice of buyers,
enabled sellers to reach new customers and reduced transaction costs for all
participants (Kaplan and Sawhney 2000). The rapid development of technology
has dramatically changed the way the business is developed and the number of
organizations and individuals using the Internet and e- mail (EricaR. Marr,
2007) clearly demonstrates that this technology is increasingly used and
dependent.

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 Diagram no 2.l: Hosting Website

In terms of, human resources management, Internet has changed the

views organizations and job seekers (Epstein et al., 2003; Feldman et al., 2002;
Warner 2005). At the same time, Internet makes recruitment more efficient
and effective. On the one hand, Internet has drastically reduced recruitment
costs and time, and on the other hand it has made applicants pool almost
limitless (Cappelli2001).
The most common way of using the Internet as a means of recruiting and
identifying other online activities within the scope of Internet recruitment is
described as three: (l) addingrecruitment pages to existing organization sites,
(2) using online work boards, and (3) Use electronic advertising on media sites
(Galanaki, 2002).

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LITERATURE REVIEW:

1. l. Corporate website recruitment methods can often be defined as

eccentric or basic recruiting (recruitsoft.com/ ilogos Research 2000). For
this, eccentric recruitment was defined as "an online work, an e-mail or
resume builder receiving application on the website." Basic employment is
defined as " using the Internet to post vacancies, but candidates are
encouraged to apply to companies through more traditional recruitment
channels, such as mailing or faxing."

2. Another method of recruiting through the Internet is the online

recruitment committee. Companies subscribe to online job boards and
post effective posts, sometimes anonymously. Job seekers visit job
boards to find potential opportunities. In addition, job seekers can post
their resumes online for companies to search for and match skills and
needs. Some online job seekers automatically notify the registered
company by e-mail. When a job seeker responds to a specific post,
whenever new job publishes resume (Feldman 1999) using a title that
meets the company and the job board informs by e-mail. Job-seekers are
releasing new related work. Users can also enter keywords and the
database will search for and match keywords.

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 3. The third, less common method is to recruit passive candidates through
Internet (people who are not actively looking for jobs). Online recruiters,
called source strategies, using recruiting procurement techniques to track
potential candidates on Internet. Source strategists may search persona1
pages the association's website identify, and find potential candidates to fill
positions ( HR Magazine August2000).

The company recruits its own internal human resources department through
the Internet, or outsources its work to professional consulting, services that
provide recruitment. Similarly, companies can host websites either internally
or with application service providers (ASPs). With the increase in website
recruiters and online recruitment activities, Crispin claims that at least 30,000
websites have tried to obtain a part of this market (Crispin 2000).

RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the

investigation of the matter. The primary purpose of applied research is discovering,
interpreting, and developing methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe.
Research can use the scientific method, but need not do so. Scientific research
relies on the application of the scientific method, a harnessing of curiosity. This
research provides scientific information and theories for the explanation of nature
and the properties of the world around us. It makes practical applications possible.
Historical research is embodied in the historical method. Scientific research can be
subdivided into different classifications according to their academic and
application disciplines.

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  Aim:-
To analyze the recruitment and selection process of Shubham Nari Shakti Mahila
Kalyan Samiti and review HR policies for e-recruitment.

 Research Design:
Descriptive Research

 Sourceof DataCollection:-
The primary as well as the secondary sources was used for the collection of data.

Primary Data:-
 Questionnaire and interview
 Primary data-Interview Schedule, Questionnaires, Observation Method,
Discussion.
 Primary data involves the collection of data that does not already exist. This
can be through numerous forms, including questionnaires and telephone
interviews amongst others.

Secondary Data:-
 Books and Journals
 Secondary data- Company Records, Magazines, Website of the company
etc.

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  Secondary data involves the summary, collection, and/or synthesis of
existing research rather than primary research, in which data are collected
from, for example, research subjects or experiments.

 Simple Unit:-

Shubham Nari Shakti Mahila Kalyan Samiti

 Sample Size:-

100

 Sampling Technique:-

Convenient Sampling

 Field Of Study:

This project was carried out at Shubham Nari Shakti Mahila

Kalyan Samiti.

Limitation of Study:-
.
• Not useful for work in the location of the relevant labor market.

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 • Competitors increase because other companies can easily find the

same candidates.

• A large number of resumes are exaggerated online, while others may not

express the true value of the candidates. Therefore, on the one hand,
companies may waste time to meet a poor candidate, but they will not
interview a good person.

CHAPTER-2
ORGANIZATION PROFILE:

Shubham Nari Shakti Mahila Kalyan Samiti

Name Shubham Nari Shakti Mahila Kalyan Samiti

Works On Works For Women Empowerment And Upliftment Of

Underprivileged Section Of Society
Type Non-Profit

Sub Type Society

Website Https://Shubham-Nari-Shakti-Mahila-Kalyan-Samiti.Ueniweb.Com/

Sector(S) Agriculture Animal & Wildlife Food & Nutrition Art & Culture Child &
Youth Development, Minority Education Senior Citizens Energy &
Environment Health Employment Legal Corporate Social
Responsibility
Start Year 2007

Number Of Employees 100+

Government Id Mp/2017/0155508

Registration Id 01/01/01/17458/07

Projects In States Gujarat, Haryana, Himachal, Pradesh, Jharkhand, Madhya, Pradesh,

Jammu & Kashmir
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Projects In Districts Sehore, Hoshangabad, Rajgarh

Overview Claims To Have 20,000 Women Members In 19 States And 350+

Centers.
Through The Centers And With A Contribution Of Rs. 20/- Per Month
From The Members They Help People In Distress (Including Men
Too).
Coordinates With Development Authorities For Helping The Needy
And To Ensure They Get Justice.
Primary Office Address 20-B, Nema Complex, In Front Of Bhel Jublee Gate Indrapuri
City Bhopal
State Madhya Pradesh
Facebook Https://Www.Facebook.Com/Snsmahilakalyansamiti/

Linkedin Https://Www.Linkedin.Com/Company/Shubhamnarishakti
Twitter Https://Twitter.Com/Narikalyan

Shubham Nari Shakti Mahila Kalyan Samiti is a non-profit organization,

established in 2007 that works primarily in the domain of Corporate Social
Responsibility (CSR), Legal, Employment, Health, Energy & Environment, Senior
Citizens, Education, Minority, Child & Youth Development, Art & Culture, Food &
Nutrition, Animal & Wildlife and Agriculture. Its primary office is in Bhopal, Madhya
Pradesh.

Shubham Malviya (born 26 April 1996) is an Indian businessperson. He is the

Managing Worker and Director of Shubham Credit Cooperative Society limited
Bhopal also shubham malviya is a President of Shubham Nari Shakti Mahila Kalyan
Samiti is a non-profit organization, established in 2007 that works primarily in
Energy the domain of Legal, Employment, Health, & Environment, Senior Citizens,
Education, Minority, Child & Youth Development, Art & Culture, Food & Nutrition,
Animal Husbandry and Agriculture. Its primary office is in Bhopal, Madhya
Pradesh.  

Page | 14
Shubham Nari Shakti Mahila Kalyan Samiti by selecting a sector below:

Agriculture Animal & wildlife

Food & Nutrition Art & Culture

Child & Youth Development

Minority

Page | 15
 Education Senior Citizens

Energy & Environment Health

Employment Legal

Page | 16
Corporate Social Responsibility (CSR)

Page | 17
Projects of Shubham Nari Shakti Mahila Kalyan Samiti

 Project by National Council Vocational Training (NCVT).

 Conducts training for students for sectors such as IT, Personality
Development and Soft Skills.
 Adopted few villages and conducts campaigns for health, hygiene,
cleanliness and safety. Spreads awareness on these issues.
 Samarth Bharat
 Runs a project for Corporate Social Responsibility - CSR Skill Development
with duration of 66 days. It is a paid project.

Help by Organization Beneficiaries from SNSMKS Children

 Sponsored for Education 914
 Help for higher studies 17 
 Free Eye Camps Patients examined 1272  
 Medical help critical illness 1017  
 Marriage of girls 3133 
 Vocational training 30730  
 Career Guidance 10509 Total 2.5 Million persons got benefits from SNSMKS.

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 CHAPTER-3
RECRUITMENT:

 Recruitment is the process of attracting potential employees to the

organization or company.

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

to the company or enterprise for employment.

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

many candidates as possible.

 It is generating the applications or applicants for specific postions. It is

linking activity bringing together those with jobs and those seeking jobs.

FACTORS AFFECTING RECRUITMENT

1. Internal:

 Worker morale and motivation is enhanced.

 Organization has a better opportunity to assess knowledge & skills of the
candidate.
 Candidate has existing knowledge about the organization.
 Less orientation may be needed.
 May generate unhealthy competitiveness for promotions.
 Additional training may be required .

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  Pool of candidates may be restricted.
 Those not selected may feel rejected and discontented.

2. External:

 New ideas and insight

 New knowledge and experience
 Larger pool of talent to recruit from
 Recruiting and selecting may be more time-consuming
 Longer adjustment period may be needed
 Induction costs may be higher
 Less opportunity to assess knowledge & skills
 Please note that these pros and cons may or may not apply when recruiting
for all positions. Weigh up possible pros and cons for each recruitment
situation before making your decision regarding sources.

SOURCES OF RECRUITMENT

The eligible and suitable candidates required for a particular job are available
through various sources. These sources can be divided into two categories.
1. Internal Resources
o Transfers

o Promotions

o Upgrading

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 o Demotion

o Retired employees

o Retrenched employees

o Dependents and relatives of deceased employees

2. External Resources
o Press advertisements

o Educational institutes

o Placement agencies/outsourcing

o Employment exchanges

o Labour contractors

o Unsolicited applicants

o Employee referrals

o Recruitment at factory gate

INTERNAL SOURCES OF RECRUITMENT

1. Promotion

The promotion policy is followed as a motivational technique for the employees

who work hard and show good performance. Promotion results in enhancements
in pay, position, responsibility and authority. The important requirement for

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implementation of the promotion policy is that the terms, conditions, rules and
regulations should be well-defined.

2. Retirement

The retired employees may be given the extension in their service in case of non
availability of suitable candidates for the post..

3. Former Employees

Former employees who had performed well during their tenure may be called back
and higher wages and incentives can be paid to them.

4. Transfer

Employees may be transferred from one department to another wherever the Post
becomes vacant.

5. Internal Environment

The existing employees may be interested in taking up the vacant jobs. As they are
working in the company since long time, they know about the specification and
description of the vacant job. For their benefit, the advertisement within the
company is circulated so that the employees will be intimated.

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 BENEFITS OF INTERNAL SOURCES OF RECRUITMENT

 The existing employees get motivated.

 Cost is saved as there is no need to give advertisements about the vacancy.

 It builds loyalty among employees towards the organization.

 Training cost is saved as the employees already know about the nature of
job to be performed.

 It is a reliable and easy process.

LIMITATIONS OF INTERNAL SOURCES OF RECRUITMENT

1. Young people with the knowledge of modem technology and innovative

ideas do not get the chance.

2. The performance of the existing employees may not be as efficient as
before.
3. It brings the morale down of employees who do not get promotion or
selected.
4. It may leads to encouragement to favouritism.
5. It may not be always in the good interest of the organization.

EXTERNAL SOURCES OF RECRUITMENT

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1. Press advertisement
A wide choice for selecting the appropriate candidate for the post is
available by through this source. It gives publicity to the vacant posts and
the details about the job in the form of job description and job specification
are made available to public in general.

2.Campus interviews
It is the best possible method for companies to select students from various
educational institutions. It is easy and economical. The company officials
personally visit various institutes and select students eligible for a particular
post through interviews. Students get a good opportunity to prove
themselves. and get selected for a good job.
3.Placement agencies
A databank of candidates is sent to organizations for their selection purpose
and agencies get commission in return.

4.Employment exchange
People register themselves with government employment exchanges with
their personal details. According to the needs and request of the
organization, the candidates are sent for interviews.

5. Walk in interviews
These interviews are declared by companies on the specific day and time
and conducted for selection.

6. E-recruitment
Various sites such as jobs.com, naukri.com, and monster.com are the
available electronic sites on which candidates upload their resume and seek
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the jobs.

7. Competitors
By offering better terms and conditions of service, the human resource
manager try to get the employees working in the competitor's organization .
BENEFITS OF EXTERNAL SOURCES OF RECRUITMENT
1. New talents get the opportunity.
2. The best selection is possible as a large number of candidates apply for
the job.
3. In case of unavailability of suitable candidates within the organization, it
is better to select them from outside sources.
LIMITATIONS OF EXTERNAL SOURCES OF
RECRUITMENT
1. Skilled and ambitious employees may switch the job more frequently.
2. It gives a sense of insecurity among the existing candidates.
3. It increases the cost as advertisement is to be given through press and
training facilities to be provided for new candidates.

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 E-RECRUITMENT

 E-Recruitment includes the entire process of finding the prospective

candidates, assessing, interviewing and hiring them, as per the job
requirement. Through this, the recruitment is done more effectively and
efficiently.

 Generally, the job vacancies are advertised on the world wide web (www).
where the applicants attach their CV or resume, to get recognized by the
potential recruiters or the employers.

 The companies undertake their online promotional activities via their official
websites, wherein the complete information about the corporation is
enclosed. Through this information, the prospective candidate could decide
whether to be a part of a firm or not. Thus, the firm's official website is
considered to be an essential element of E-Recruitment.

REASONS FOR E-RECRUITMENT

 Access to worldwide

 Convenient a click away from a job industry

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  Efficient in terms of accuracy

 Cost & Time Effective

FACTORS AFFECTING E-RECRUITMENT

 Internal Factors

 External Factors

Internal Factors
The internal factors also called endogenous factors are the factors within the
organization that affect recruiting personnel in the organization. Some of these are
mentioned here.
a. Size of the Organization :
The size of an organization affects the recruitment process. Experience suggests
that larger organizations find recruitment less problematic than organizations with
smaller in size.
b. Image of Organization:
Image of organization is another internal factor having its influence on the
recruitment process of the organization. Good image of the organization earned by
a number of overt and covert actions by management helps attract potential and
competent candidates Manage-rial actions like good public relations, rendering
public services like building roads, public parks, hospitals and schools help earn
image or goodwill for the organization. That is why blue chip companies attract
large number of applications.
c. Image of Job:
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Just as image of organization affects recruitment so does the image of a job also.
Better remuneration and working conditions are considered the characteristics of
good image of a job. Besides, promotion and career development policies of
organization also attract potential candidates.

External Factors

Like internal factors, there are some factors external to organization which has
their influence on recruitment process. Some of these are given below:

a. Demographic Factors:

As demographic factors are intimately related to human beings, i.e.. employees,

these have profound influence on recruitment process. Demographic factors
include sex, age, literacy, economic status etc.

b. Labor Market:

Labor market conditions i.e.. supply and demand of labour is of particular

importance in affecting recruitment process. For example, if the demand for a
specific skill is high relative to its supply, recruiting employees will involve more
efforts. On the contrary, if supply is more than demand for a particular skill,
recruitment will be relatively easier.

c. Unemployment Situation:

The rate unemployment is yet another external factor having its influence on the
recruitment process. When the unemployment rate in a given area is high, the
recruitment process tends to be simpler. The reason is not difficult to seek. The

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number of applicants is expectedly very high which makes easier to attract the
best qualified applicants. The reverse is also true. With a low rate of
unemployment, recruiting process tends to become difficult.

d. Labor Laws:

There are several labor laws and regulations passed by the Central and State
Governments that govern different types of employment. These cover working
conditions, compensation, retirement benefits, and safety and health of
employees in industrial undertakings.
Child Labor (prohibition and Regulation) Act, 1916, for example, prohibits
employment of children in certain employees. Similarly, several other acts such as
Employment Exchange (Compulsory Notification of Vacancies Act, 1959, the
Apprentices Act, 1961, de Factory Act, 1948 and the Mines Act, 1952 deal with
recruitment.

e. Legal Consideration:
Another external factor is legal considerations with regard to employment.
Reservation of jobs for the scheduled castes, scheduled tribes, and other backward
classes (OBC) is the popular example of such legal consideration The Supreme
Court of India has given its verdict in favor of 50 per cent of jobs and seats. This is
so in case of admissions in the educational institutions also.

ADVANTAGES OF E-RECRUITMENT

 Shorter recruitment cycle.

 Faster than traditional mode.

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  Lower cost per hire.

 Convenience and easy accessibility (free of time& place constraint) draws.

 even passive job seekers.

 Clearer job description.

 No middlemen. Selecting an applicant or not completely depends on the HR

Manager of the Company.

 Serves as a means for advertising and brand building for corporate.

DISADVANTAGES OF E-RECRUITMENT

 Due to easy availability and convenience large number of unsuitable candidates

may apply hence increasing screening effort.

 Limited reach of the medium in some parts of the country.

 In order to make their profile attractive, many applicants give fake referrals
with some times fake service certificates which again takes more time for the
HR managers to select a genuine candidates.

 As some job portals are coming out with a standardized format for filling the
profile, the applicant cannot highlight his/her skill set.

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 CHAPTER-4

DATA ANALYSIS AND INTERPRETATION:

Table no 4.1: Source of, e-recruitment

Job In bui1t website All the

porta1s above
6 2 92

sources of e-recruitment
100

80

60

40

20

Chart no 4.1: Sources of recruitment

Interpretation

In the above analysis, it can be seen 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
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 stated that they could only complete the recruitment through the recruitment
portal. 2% said they have already helped with ICICI's built-in website. Job
seekers are very comfortable.

Table no 4.2: Factor consider when choosing recruitment portal

Active Popu1arity Re1evance User All of

of of
Resumes Inter- above
porta1s profi1es face
3 10 12 2 73

factors consider in selecting job portals

80
70
60
50
40
30
20
10
0

Active PopularityRelevance UserAll ofabove

Resumes of portals of the interface
profiles

Chart no 4.2: Factors consider in selecting job porta1s

Interpretation

From the above table it can be concluded that, among all 98% of
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 employees, the work portal is considered to be the ideal way to fulfill 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 should be a user- friendly
interface.

Table no 4.3: Clear e-recruitment policy

Yes No To some extend

83 4 l3

Do you have a clear e-recruitment policy

90
80
70
60
50
40
30
20
10
0

Y N To some extend

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 Chart no 4.3: e-recruitment policy

Interpretation

From the above table it has been concluded that 83 percent people says
that company has a clearly defined and stated E- Recruitment policy 13
percent are saying to some extent it has and 4 percent are saying no they
don’t have clearly stated policies.

Table no 4.4 :Quality of, the electronic recruitment system

Recruiting Quick Efficient All of, above None of, above

qualit response database
y manageme
peopl nt
e
4 9 11 74 2

Chart no 4.4: Quality of e-recruitment system Interpretation

E-recruitment system quality
2%
4%
9%

11%

74%
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 From the above data, it can be seen 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% think it depends on the recruitment
of good people, 2% said they do not think these factors are effective at all.

Table no 4.5 Efficient and timely e- training programs

Yes No To some extent

76 l4 l0

Regardless of whether the company provides an efficient and timely e- training program

10%

14%

76%

Chart no 4.5: Efficient and timely e-training program

Interpretation

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According to this analysis,76% of employees stated that they are getting timely
and efficient e- training programs, of which l4% said they did not get and the
remaining l0% said they are accepting e-training program.

SUMMARY of FINDINGS

• As can be seen in the above analysis, 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 and
that they were already at ICICI. Built-in website with the help of. Job
seekers are very comfortable.

• From the above table, it can be concluded that among all 98% of the
employees, the job portal is considered to be the ideal way to fulfill the
resume, and the reason why the candidate prefers the job portal is that
73% of them indicated that this is a user. The friendly interface, the
profile in the portal site has a certain relevance, their resumes remain
active , and due to the popularity of! the portal, the remaining l2%
expressed that they considered relevant factors, and l0% indicated
that they chose the portal based on their popularity. On the website, 3%
said they chose to base on a positive resume, and the remaining 2%
stated that it should be a user-friendly interface.

• From the above table, it can be concluded that 83% of people said that
the company has a clear e-recruitment policy, l3% said that they have a

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certain degree of expression, and 4% said that they do not clearly
indicate the policy.

• As can be seen from the above data, most employees believe that the
quality of the e- recruitment system depends on many factors such as
fast response time, and database management, while 11% of people
say they only rely on efficient database management, and 9% percent
indicate it. Depending on the fast response time, 4% think it depends
on the quality of the recruiters, 2% said they do not consider these
factors.

• Based on this analysis, 76% of employees stated that they are

receiving timely and efficient e- training programs, l4% said they did not
get and the remaining l0% said they are accepting e-training programs.

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 CHAPTER-5
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.

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. EHR
can help to communicate any kind of human resources policies, training
programs and payrolls are easy. . E-HRM 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

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andtransfer.

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 completely 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.

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 ANNEXURES
 What is the source of e- recruitment?
 Do you have a clear e- recruitment policy? .
 What factors do you consider when choosing a recruitment
portal?
 How is the quality of the electronic recruitment system?
 Are people satisfied with the selection process?
 So, tell me something about yourself?
 What do you know about Human resource?
 Suppose we hire you as an HR intern then how you'll work or
how would you strategize your work?
 What will be your strategies regarding the same?
 .How many internships have you been through? How was your
experience there? What do you learnt there?
 Why should we choose you or why do you believe yourself to
be more capable than others?

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 BIBLIOGRAPHY

BOOKS:

1) Corporate website recruitment methods,, defined, as “eccentric or basic,

recruiting, “recruitsoft.com/,,ilogos Research- (2000), 8”

2) Online recruiters, called, “source strategies, using recruiting procurement

techniques” (HR Magazine, August 2000), 41,

3) A study conducted by” Verhoeven and Williams (2008) ,12 ”

4) William’s – “analysis of e-recruitment shows that the main reason for the
dec1ine in recruitment costs is online recruitment at the cost 0f traditional
methods” -2009, 11

5) Ms.D,Shahila- This research helps, to !investigate “e-recruitment, !its

app1ications, practices, e-recruitment, methods, trends in e-recruitment,
cha11enges, and, issues” – 2013

6) Berry, John W. “Addressing the Recruitment and Diversity Crisis.” American

libraries, 33:2 (2002), 7.

7) Chmelir, Lynn. “Got a Secret? Pass It on…Recruiting New 1ibrarians.” College

and Research libraries News, 64:6 (2003): 395-7.

8) Council for Aid to Education, and Commission on National Investment in

Higher Education. Breaking the Social Contract: The Fiscal Crisis in Higher
Education. Council for Aid to Education, 1997.

9) Crowley, Bill. "Just another Field?" library Journal, 129:18 (2004), 44-6.

Page | 41
10) Cullen also supports, e-recruitment, not, as an independent tool, but as an
integration into the overall recruitment and, selection, strategy 2001,vol 5”

11) Bulter – “believes that this requires the use of inductive methods to
generate the advantages of e-recruitment, 1991, 5”

12) Rupp “ extended the life cycle of new economic emp1oyees, 2004, 5 “ 13)
Boswell, Roehling, LePine, and Moynihan ” A theoretical paper on e-
recruitment management challenges”(2003), 18.

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