JOURNAL OF THE ORIENTAL INSTITUTE

ISSN: 0030-5324

A STUDY ON RECENT TRENDS IN THE E-RECRUITMENT

INDUSTRY AMONG THE YOUNG GENERATION
Ms.P.Akshaya, Bachelor of Commerce with Professional Accounting, Sri Ramakrishna
College of Arts and Science, Coimbatore
Dr.D.Sharon, Assistant Professor, Department of B Com PA, Sri Ramakrishna College of
Arts and Science, Coimbatore
ABSTRACT
The e-recruitment industry has witnessed significant evolution in recent years, driven by
technological advancements and changing preferences of the young generation. This study
aims to explore and analyze the latest trends shaping e-recruitment practices among the
young generation. Through a thorough review of existing literature and empirical research,
this paper delves into the key factors influencing the adoption of e-recruitment platforms by
young job seekers and employers alike. The research identifies several emerging trends in the
e-recruitment landscape, including the growing reliance on mobile platforms. Additionally,
the study investigates the impact of social media platforms on the recruitment process. The
study consist of both primary and secondary data. The study suggests to explore the
effectiveness of different recruitment strategies to improve the recruitment process. The
study concludes that the organizations must adapt their recruitment strategy according to the
preferences and expectations of the young generation by prioritizing authenticity, inclusivity
and career development opportunity.
KEYWORDS:E-recruitment, technology, modern trends, recruitment strategy, authenticity,
inclusivity, career development opportunity.
INTRODUCTION
E-recruitment also known as online recruitment refers to the use of web based technology
for the process of attracting, assessing, selecting and recruiting on boarding job candidates.
Employers can easily identify skilled personnel and reach a larger pool of potential
employees through E-recruitment. Mass adaption of new tools and technologies has made
the talent acquisition process, a data rich and work friendly environment. Online hiring is
efficient in terms of money, time, quality, etc...The primary goal of e-recruitment is to make
the hiring process more efficient, effective and less expensive. Despite the benefits, certain
challenges are also associated with the hiring process.
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The modern trends of E-recruitment includes Artificial intelligence, chat bots , employer
branding, automated resume screening, driven decision making ,etc.. It helps in enhancing
the candidate’s efficiency and ensures recruiters to locate the qualified individuals. The
companies can access a diverse and global talent pool through virtual job fairs and online
platforms which eliminates geographical barriers and promotes inclusivity and diversity in
the workplace .From mobile-friendly applications to AI-driven candidate matching
algorithms, e-recruitment platforms have revolutionized the way organizations connect with
talent in today's competitive job market. Understanding the recent trends in e-recruitment
among the young generation is crucial for both employers and job seekers to navigate this
evolving landscape successfully. This study aims to explore and analyze the latest trends
shaping the e-recruitment industry specifically within the context of the young generation.
OBJECTIVES
• To assess the impact of Applicant Tracking System (ATS) software.
• To evaluate the e-recruitment trends adhering to data security and data privacy.
• To analyze the effectiveness of social media recruitment.
STATEMENTOFPROBLEM
In the rapidly evolving landscape of e-recruitment, several key challenges and issues have
emerged, necessitating a focused investigation to address them effectively. The objectives of
this research correspond to three distinct problem areas within the e-recruitment industry.
Despite the widespread adoption of ATS software by employers to streamline their
recruitment processes, there is a lack of comprehensive understanding regarding its actual
impact on the recruitment outcomes, particularly among the young generation. With the
increasing digitization of recruitment processes, concerns regarding data security and privacy
have become more pronounced. Social media platforms have emerged as powerful tools for
talent sourcing and employer branding. However, the effectiveness of social media
recruitment strategies, particularly in reaching and engaging with the young generation,
remains unclear. Factors such as platform preferences, content relevance, and candidate
response rates need to be evaluated to optimize the impact of social media recruitment efforts
and maximize the recruitment outcomes. Addressing these problem areas is crucial to
advancing our understanding of e-recruitment practices and ensuring their alignment with
ethical, legal, and practical considerations. By investigating the impact of ATS software,

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evaluating e-recruitment trends in relation to data security and privacy, and analyzing the
effectiveness of social media recruitment, this research aims to provide actionable insights
and recommendations for enhancing recruitment practices in the digital age.
REVIEWOFLITERATURE
Dr. NileshJaikishanBhugada , Dr. PratimaSanadhya, (2018) ”Recent trends in E-recruitment
within private organizations” examined the comparison between the conventional
recruitment and online recruitment . The study states that the online recruitment has been
expanded to become a considerable portion in the recruitment market. The recruitment and
application processes are more efficient due to adoption of contemporary trends. The
Recruiters are able to communicate more rapidly and effectively which helps to retain the
Credibility of the business. The study comes to the conclusion that , job candidates looking
for a new employment, electric Recruitment is not always the best option . It must be used by
the right person at the right time in a right way by the relevant individual in order to achieve
the highest potential benefits.
Ms.D.Shahila, (2018)”E-recruitment challenges“ analyzed the overall trends in E-
Recruitment use and practice, methods, E-Recruitment Challenges and problems of E-
Recruitment and its developing scope in the company’s hiring process. The main elements
for online recruitment includes the job portals superior service, reduced cost, reduced time
and creating goodwill for the company. According to the study’s findings, the success of
online recruitment depends on the valuable services offered by the online job boards ,helping
to establish relationships with HR managers and promote brand building of the business.
TulasiBej , (2017) ”Recent trends and practices of e-recruitment system in India” states that
the new strategy can help workers locate employment opportunities quickly and easily than
before. Being aware of which human resource is necessary, will enable the development of
relationships based on values. The current trend demands a comprehensive and strategic
perspective to recruit, use and conserve human resources. The study examines the potential
of e-recruitment and its obstacles .Thus, the study’s findings highlight a number of crucial
challenges for businesses looking to optimise their human resource capacity.
Mohammad Mainul Islam, (2016) ”Analysis of e-recruitment trends and effectiveness “
states that the e-recruitment trends are very effective. It examines the overall benefits and
difficulties of e-recruitment trends and also identifies the online recruitment methods being

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used by the business. A survey questionnaire has been made which uses descriptive statistics
and indexing tools to determine the degree of online recruitment efficacy during the course of
investigation. It has resulted that the effectiveness of online recruitment trends is determined
by the key factors such as performance, reliability, security, cost effectiveness.
Fred and Kananga (2016) examined the organization current e-recruitment practices, E-
recruitment process that affects the organization, efficiency and performance of company’s
e-recruitment procedure. The work force diversity, time zone, specialization, benefits and
compensation is managed by the HR department. The secondary data used in the study was
gathered from academic journals, books and the internet. According to this study, companies
seem to be competent, quality-focused applicant for positions where cost is the primary
consideration. Interest from outside parties, like headhunters and recruitment agencies is
actively involved in the hiring process. E-recruitment boosts performance for organizational
recruiting and improves the efficiency and effectiveness of the recruitment process and
certain online recruitment techniques are linked to organizational advancements.
RESEARCHMETHODOLOGY
In this study, the research methodology is used to get information about Recent trends in E-
recruitment industry among the young generation. A structured questionnaire is designed and
distributed via Google forms. The data is collected from a diverse range of young individuals
who are actively engaged in the online job platforms. A 100 questionnaire were sent and the
data was collected from 65 respondents.
Research design
The study uses descriptive research method as research design.
Sources of data
• Primary data :Primary data is collected from a well-structured questionnaire. It is an
original data collected from the respondents.
• Secondary data : Based on various studies, secondary data is collected from
published and unpublished records, websites, booklets, journal, magazines, etc…
SAMPLE SIZE
The sample size of the study is 65.
Tools used
• Simple percentage analysis.

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• Rank analysis.
LIMITATIONS
• The study is primarily based on the information collected from the sample respondents.
• The study focuses only on the younger generation, so the information is limited.
• The sample size is limited to 65 respondents.
Analysis and interpretation
SIMPLE PERCENTAGE ANALYSIS
Respondent regarding applicant tracking system(ATS)
TABLE – 1 Assessing Candidate’s Potential
Particulars No. of respondents Percentage
Agree 42 64.6
Disagree 4 6.2
Neutral 19 29.2
TOTAL 65 100
INTERPRETATION
Table 1shows that, 64.6% of the respondents agrees that the Applicant Tracking System
(ATS) software correctly assess the potential of the candidates, 6.2% of the respondents
disagrees and 29.23% of the respondents stays neutral
TABLE – 2 Assessing Correct And Appropriate Result
Particulars No. of respondents Percentage
Always 25 38.5
Sometimes 39 60
Never 1 1.5
TOTAL 65 100
INTERPRETATION
Table 2 shows that, 38.5% of the respondents have agreed that the Applicant Tracking
System software always provides appropriate results, 60% of the respondents have agreed
that ATS provides correct and appropriate results sometimes and 1.5% of the respondents
have agreed that ATS will never provide correct and appropriate results.
TABLE – 3 Assessing User Friendliness

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Particulars No. of respondents Percentage

Agree 32 49.2
Disagree 8 12.3
Neutral 25 38.5
TOTAL 65 100
INTERPRETATION
Table 3 shows that, 49.2% of the respondents have agreed that ATS software is user friendly,
12.3% of the respondents have disagreed that it is user friendly and 38.5% of the respondents
have stated that it is neutral.
RESPONDENTS REGARDING DATA SECURITY AND DATA PRIVACY
TABLE-4 DATA SECURITY
Particulars No.of respondents Percentage
Always 31 47.7
Sometimes 26 40
Never 8 12.3
TOTAL 65 100
INTERPRETATION
Table 4 shows that, 47.7% of the respondents always believes that the use of new
recruitment trends provides data security, 40% of the respondents believes that the
recruitment trends sometimes provides data security and 12.3% of the respondents never
believes that it provides data security.
TABLE-5 DATA PRIVACY
Particulars No. of respondents Percentage
Yes 50 76.9
No 15 23.1
TOTAL 65 100
INTERPRETATION
Table 5 shows that, 76.9% of the respondents believe that the organization follows data
privacy laws and 23.5% of the respondents does not believe that the organization follows
data privacy laws.

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RESPONDENTS REGARDING SOCIAL MEDIA RECRUITMENT

TABLE-6 Assessing The Effectiveness And Trustworthiness
Particulars No. of respondents Percentage
Always 26 40
Sometimes 32 49.2
Never 7 10.8
TOTAL 65 100
INTERPRETATION
Table 6 shows that, 40% of the respondents always believe that the social media recruitment
is very effective and trustable , 49.2% of the respondents believe that the social media is
sometimes effective and trustable and 10.8% of the respondents never trust the social media
recruitment.
TABLE-7 Assessing Data Security While Interacting Through Social Media
Particulars No.of respondents Percentage
Highly secure 21 32.3
Moderately secure 35 53.8
Unsecure 9 13.8
TOTAL 65 100
INTERPRETATION
Table 7 shows that , 32.3% of the respondents agrees that social media recruitment provides
high data security while interacting through it for recruitment, 53.8% of the respondents
states that it is moderately secure and 13.8% of the respondents states that it is unsecure .
TABLE-8 Assessing The Role Of Social Media In E-Recruitment
Particulars No.of respondents Percentage
Agree 48 73.8
Disagree 4 6.2
Neutral 13 20
TOTAL 65 100
INTERPRETATION

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Table 8 shows that , 73.8% of the respondents agrees that social media plays an important
role in the e-recruitment industry, 6.2% of the respondents disagrees and states that social
media does not play a major role in online recruitment and 205 of the respondents remains
neutral.
RANK ANALYSIS
Social Media Platform Preferred By Respondents To Search For A Job

S.no Factors No. of respondents Rank

1 Facebook 7 4
2 LinkedIn 53 1
3 Naukri 33 2
4 Jobster 17 3
INTERPRETATION
The above table represents the social media platform preferred by the individuals to search
for a job. It shows that LinkedIn takes the lead with highest respondents (Rank 1), reflecting
its widespread recognition and effectiveness as a platform for career development. Naukri
securing its second position (Rank 2), known for its significant presence in the job market.
Jobster (Rank 3), shows its relevance and utility in connecting job seekers with opportunities.
Meanwhile, Facebook holds the last position (Rank 4), indicating a lower perceived
significance in comparison to the other platforms.
FINDINGS
Findings from percentage analysis
Majority 64.6% of the respondents have agreed that the Applicant Tracking System (ATS)
software can correctly assess the candidate's potential.
• Majority 60% of the respondents have stated that the Applicant Tracking System (ATS)
software can sometimes provide correct and appropriate results.
• Majority 49.23% of the respondents have agreed that the Applicant Tracking System (ATS)
software is user-friendly.
• Majority 47.7% of the respondents have stated that they always believe that the new online
recruitment trends provide data security.
• Majority 76.9% of the respondents believe that the organization follows data privacy laws.

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• Majority 49.25% of the respondents have stated that social media recruitment is sometimes
effective and trustable.
• Majority 53.85% of the respondents believe that social media provides moderate data
security while interacting through it for the recruitment process.
• Majority 73.8% of the respondents agree that the social media recruitment trend plays an
important role in the e-recruitment industry.
Findings From Rank Analysis
• The top-ranked social media recruitment app which is mostly preferred by job seekers is
LinkedIn, with the highest respondents of 53, signifying it as the most prominent and
effective platform.
• The second-ranked social media recruitment app is Naukri with 33 respondents, indicating
its substantial presence and relevance in the job market.
• The third-ranked social media recruitment app is Jobster with 17 respondents, showing a
moderate level of effectiveness in connecting job seekers and employers.
• The fourth-ranked social recruitment app is Facebook with 7 respondents, implying it as a
less influential platform in the context of professional networking and job searches.
SUGGESTIONS
• It is suggested to conduct a survey among young job seekers to assess their
preferences and experiences with e-recruitment platforms, focusing on usability,
accessibility, and overall satisfaction with the recruitment process.
• To analyze data from e-recruitment platforms to identify trends in candidate behavior,
such as preferred job search channels, device usage, and engagement metrics, to
better understand how young individuals interact with online job portals.
• It is suggested to explore the effectiveness of different recruitment strategies,
including social media advertising, email campaigns, and mobile app notifications, in
attracting and engaging young talent.
• To conduct a comparative analysis of e-recruitment practices across industries or
geographic regions to identify variations in trends and best practices for engaging
with the young generation, considering factors such as sector-specific job preferences,
cultural influences and regulatory environments.
• It is suggested to use high encryption techniques to ensure data security .

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• To implement feedback mechanism in the recruitment process to improve the

organizations hiring process.
CONCLUSION
The study highlights the importance of personalized and transparent recruitment practices in
attracting and retaining young talent. From tailored job postings to interactive
communication channels, organizations must adapt their recruitment strategies to align with
the preferences and expectations of the young demographic, prioritizing authenticity,
inclusivity, and career development opportunities. the study underscores the importance of
understanding and leveraging recent trends in the e-recruitment industry to effectively attract,
engage, and retain young talent. By embracing digital transformation, prioritizing user
experience and data privacy, and fostering authentic employer branding efforts, organizations
can enhance their ability to compete for top talent in today's competitive job market, ensuring
long-term success and sustainability in the digital age.
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