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MICROSCOPIC STUDY OF ONLINE RECRUITMENT AND
SELECTION IN SELECT CORPORATE ENTERPRISES IN
BANGALOREm
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A Project Report/Dissertation submitted in partial fulfillment of the
requirements for the award of MBA Degree of Bangalore Universitym
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Submitted bym
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Roll Number:095177006 m
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Under the guidance ofm
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KIPM-College of Management,Gorakhpurm
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DECLARATIONm
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I hereby declare that this dissertation entitled ·ONLINE RECRUITMENT
AND SELECTION¶ is the result of project work undertaken by me under
the guidance and supervision of Dr.K.V.Prabhakar, Senior Professor,
M.P.Birla Institute of Management, Bangalore. I also declare that this
dissertation has not been submitted to any other University/Institution for
the award of any Degree/Diploma or any other similar title.m
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Place: Bangalorem
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Date:m (Ms.Aditi Pandey)m
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CERTIFICATEm
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I hereby certify that the research work embodied in this dissertation
entitled µONLINE RECRUITMENT AND SELECTION¶, has been
undertaken and completed by Ms.Aditi Pandey under the guidance and
supervision of Dr.K.V.Prabakhar, Senior Professor, MPBIM, Bangalore.m
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Place: Bangalorem m

Date:m (Dr N S Malavalli)m

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CERTIFICATEm
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I hereby certify that the research work embodied in this dissertation
entitled µONLINE RECRUITMENT AND SELECTION ¶, has been
undertaken and completed by Ms. Aditi Pandey under my guidance and
supervision.m
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m m (Dr.K.V.Prabakhar)m m

Place: Bangalorem Senior Professorm m

MPBIM, Bangalorem m

Date:m m m

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Acknowledgementm
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he satisfaction that accompanies the successful completion of any task
would be incomplete without the mention of the people who made it
possible, whose constant guidance and encouragement made my efforts
a success.m
My profound thanks to my project guide Dr .K.V.Prabakhar, Professor,
M P Birla Institute of Management, Associate Bharatiya Vidya Bhavan
for helping me throughout the project. I take this opportunity to thank him
for his immense support, guidance, specifications and ideas without
which the project would not have been a success.m
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I wish to thank our Principal Dr. N.S. Malavalli for his encouragement
and support.m

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Place: Bangalorem
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Date:m Ms. Aditi Pandeym
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List of Tablesm m

Overall analysis of the companiesm 43m

Metasoftm 44m

Amazonm 45m

Accenturem 46m

UFT Technologiesm 47m

Qwestm 48m

Aztecm 49m

Pinnacle Associatesm 50m

Infinity Solutionsm 51m

Nirvana Solutionsm 52m

Dewdrop Solutionsm 53m

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 List of Graphsm
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Overall analysis of the companiesm 43m

Metasoftm 44m

Amazonm 45m

Accenturem 46m

UFT Technologiesm 47m

Qwestm 48m

Aztecm 49m

Pinnacle Associatesm 50m

Infinity Solutionsm 51m

Nirvana Solutionsm 52m

Dewdrop Solutionsm 53m

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1. INTRODUCTIONm
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Before we plunge into recruitment process outsourcing, let¶s take a moment and
understand how this recruitment process works.m
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¢ ¢The Recruitment Processm
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V erything you need to know about finding the right people.m
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In the earliest stages of an intervention, recruitment decisions often get made on the
basis of who is standing in the right place at the right time with the right look on
his/her face. As the situation matures, we have to think more carefully about picking
the right people for longer-term roles including middle and senior management. he
integrity of the recruitment and selection process helps to ensure sustainability by
building a strong and balanced team, demonstrating the organization¶s neutrality,
promoting its good name and serving as an example for partners. You may find that
one of the first roles you need to fulfill is a HR administrator to help achieve these
goals.m
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¢
Defining the requirementm
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Decide what vacancy you have. If you need to fill a new role quickly you might find it
helpful to adapt one of the models provided here.m

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Task analysis: draw up a detailed list of tasks that the person will have to do. his
helps in determining the qualities and qualifications genuinely required for the job.m

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ÿob description: produce an outline of the broad responsibilities (rather than
detailed tasks) involved in the job.m

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Person specification: decide what skills, experience, qualifications and attributes
someone will need to do the job as defined in the task analysis and job description.m
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¢ Attracting applicationsm
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Your file of previous applicants can be a good place to start.m
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Advertising: phrase your announcement in a way that makes clear what the job
involves and the type of person needed. Avoid any stipulations, which could be seen
as discriminatory e.g. applying an age restriction, which is not necessary. You can
display a notice internally and/or at your gate, in the local newspaper or with a
message on the local radio station.m

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Application Form: a well-designed form can elicit information about the person's
ability and willingness to do the job. Do not ask for irrelevant information. Make it
clear on the form that applicants should consider the points in the job description
and person description when applying. Allow enough space on the form for
applicants' answers, and indicate whether continuation sheets can be used. State
clearly on the form the closing date for applications. For senior positions a
supporting letter or CV may also be required; if this is the case indicate the kind of
information sought.m
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Background information: provide applicants with clear, up-to-date and accurate
information about the organisation, its work, its priorities and the job. Clearly indicate
the closing date for applications and the short listing and interview dates.m
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¢ electionm
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Select your candidate. Be objective and unbiased. Choose the person who best fits
your person specification.m

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Short listing: assess applications on the basis of the person specification (standard
forms can be very helpful at this stage). Guard against bias and discrimination -
ensure that you select for interview those who match the specifications, regardless
of age, sex, race etc, and that the specifications are not themselves discriminatory.m

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Interviews: Interview your short-listed candidates. Remember that your job is not
only to assess the best candidate for the job, but also to create a great impression of
your organization. Follow the WASP format as an interview structure:m
¢. Welcome the candidate and make him/her feel at ease.
2. Acquire information about the candidate. Do these before you tell him/her
about the job - you're less likely to get what he/she thinks you want to hear
this way!
3. Supply information about the organization and the job.
4. Part, having agreed what steps are to be followed next.
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he amount and quality of the information that you establish will be largely due to
the effectiveness of your questions. Use open questions (e.g. tell me about...how
you...why did you...talk me through...do) and probe from the general to the specific.m
Avoid any questions which could be considered discriminatory e.g. asking only
female candidates who look after their young children. If you think such a question is
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Candidate assessments: he interview will provide you with some information but
check it out before offering a job. Ways in which you could do this include:m
¢. Ask the candidate to show you examples of previous work, do a
presentation, a case study, some tests or a full assessment. ests can be
done before the interview (either at home, or immediately beforehand) or after
the interview.m
2. Some agencies, faced with large numbers of candidates with dubious
qualifications and no prior experience, have run large-scale tests as part of
the short listing process. Inviting ¢ candidates to sit a short exam is one
way to publicly demonstrate equal treatment and selection for interview on the
basis of merit alone.
3. aking up references. You must have the specific permission of the
applicant to do so, particularly if you wish to contact their current employer. If
you need them quickly, try phoning.
4. Get others to see your preferred candidate/s. his could be done informally
e.g. someone could show them around, or talk to them about their job, or
more formally at another interview.
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¢ aking a Job Offerm
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For your successful candidate:m
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¢. Prepare and send the appropriate documentation;
2. Make up the employee's personnel file; and
3. Arrange the induction plan.
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Inductionm
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Help your new recruit to settle in quickly and become productive as soon as
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Legal Considerationsm
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All documentation should be in an official language of the country in which you are
operating. It is important to consult a local lawyer to ensure that your contracts are
compliant with all applicable laws. Some international NGOs are also introducing
policies to ensure that national staff conditions of employment closely match
standards in the country where the NGO headquarters is based.m

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Best Practice Tipsm
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If someone leaves, take the opportunity to decide what you really want to do next. It
is an obvious option to go for a like for like replacement but the best option could be
to restructure, redistribute or automate tasks. Consider how you could give
opportunities to your current team members when you have a vacancy. hey may
require training, but this could be a better option all round than bringing in someone
new to do the job.m
Give applicants a balanced and accurate picture. Point out the terrific things about
the job and its less attractive features. Creating a realistic expectation will help you
to retain employees.m
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At interview, try to relax the candidate. Sitting on opposite sides of the table can be a
little intimidating. A candidate at ease will tell you more. Make notes during or
immediately after an interview - to help your memory and ensure that you're
unbiased. Beware of the 'halo' effect - you like the look of the candidate and find
reasons why they are suitable - or the 'horns' effect, which is the opposite. It can
help you to compare and contrast candidates if you ask a lot of the same questions
at interview. Do consider paying travel expenses.m

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Some methods of recruitment are:m
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Internal Recruitment° existing employees and volunteers are given an opportunity
to apply for a new job openingm
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‡ Rewards the employee/volunteer for past performancem
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 ‡ Gives the employee/volunteer an opportunity for career development

‡ Retains the organization's investment in the employee/volunteer

‡ Reduces the amount of time necessary to orient the person to the new

position
‡ Reduces the costs of recruitment

‡ Provides a limited number of people to select from

‡ Reduces the opportunity for increasing diversity within your organization

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ployee Referrals° employees are asked to recommend a person for the job
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‡ he quality of employee referrals is usually high. Employees usually only

refer people that they are confident would be a good match for the position
and organization.
‡ People tend to recommend others with similar backgrounds. herefore it is

important to ensure that the practice of employee referrals does not lead to a
decrease in diversity within your organization.
‡ People recruited by your staff usually have some understanding of the work

of the organization.
‡ here can be a tendency to feel that you must hire someone who is referred

by an employee even if your assessment is that the person is not the best
match.

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Print Advertisements: the job is posted in a newspaper or professional journalm
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Considerations:m
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‡ You can reach a large audience in a specific area

‡ he content of the advertisement will impact on the number of applicants; if

the ad is general you will most likely receive more applications.

‡ If the ad is general, you may receive a significant number of applications

from unqualified candidates.

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Internet Recruiting: the job is posted on an Internet job site such as
charityvillage.com or workopolis.com.m
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‡ Internet recruiting is cost effective

‡ One study has shown that 96% of people looking for jobs use the internet

‡ Internet job postings as available to potential candidates 24 hours a day

‡ You can minimize the number of unqualified candidates by directing people

to more information on your organization's website

‡ he number of applications may be overwhelming
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Internships/Field Placements: students who come to your organization as part of
their education are recruited after graduationm
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‡ You will have a good understanding of the fit between the person and the

organization, as well as their abilities

‡ he former student will have good knowledge of your organization and

require less time to become productive

‡ Often first jobs are seen as stepping stone and people move on to new

challenges after a relatively short period of time

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Executive earch Firms: A private company that specialized in recruitment is hired
to find suitable candidates.m
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‡ his is a very expensive method of recruitment

‡ Hiring professional recruiter does not guarantee a positive result

‡ he firm will do most of the preparation for the posting and the preliminary

screening
‡ May be an appropriate recruitment method for the most senior positions.
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Ênsolicited Resumes: individual¶s interest in working for your organization send in
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 ‡ he percentage of resumes with skills appropriate for your organization may

be small.
‡ How you treat unsolicited resumes may have an impact on the image of your

organization. It is best to respond with courteous and frank information about

whether or not the application will be kept for future reference.

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Initiate the Recruitment Processm
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Your job announcement should include:m
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‡ A brief description of your organization, its mission or purpose

‡ he title and a description of the position

‡ Duties and responsibilities

‡ Qualifications

‡ he supervising authority

‡ Mention the salary and benefits attached to the position. Specify the starting

salary or salary range, or say the salary depends on experience.

‡ he application deadline

‡ Start date

‡ Request for references

‡ Indicate the format in which you would like to receive the information.
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2. ONLINE RECRUITMENT AND SELECTIONm
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oday's recruitment applications are designed to do a whole lot more than just
reduce paperwork. hey can make a significant contribution to a company's
marketing and sales activity.m
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Recruitment websites and software make possible for managers to access
information that is crucial to managing their staff, which they can use for promotion
decisions, payroll considerations and succession planning.m
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In wake of these and related trends, it is imperative for frequent upgrades to a
company's software or web applications make it easier for clients and employees to
address new business needs.m
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Online recruiting and online recruitment systems, with its emphasis on a more
strategic decision making process is fast gaining ground as a popular outsourced
function.m
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¢ Web Enabling Recruitment Functionm
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he immense power of web enabling crucial recruitment processes to convert them
into online recruitment systems is a key factor in easing out the recruitment
processes. Recruiting and staffing software makes data collection easier and tasks
get completed quicker. he return on investment is immediate, simply because of
the reduced time and increased ease of recruitment processes.m
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Converting HR functions to e-recruitment solutionsm
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Using web recruitment systems like recruitment websites or job sites also play a role
in simplifying the recruitment process. Such websites have facilities where
prospective candidates can upload their CVs and apply for jobs suited to them. Such
sites also make it possible for recruiters and companies to post their staffing
requirements and view profiles of interested candidates.m
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It is also possible to outsource business processes like payroll management and
employee benefits. ASPs or Application Service Providers which host recruitment
software on the internet can manage payrolls, benefits and performance graphs.m
Employee benefits like Health, Medical and Life insurance, and HR management
duties like recruiting, hiring, firing, background interviews, exit interviews, and wage
reviews can also be automated using software. With such processes, it becomes
possible for managers to access information that is crucial to managing their staff,
which they can use for promotion decisions, payroll considerations and succession
planning.m
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he nascent Internet Recruiting Industry remains highly fragmented and is
continually evolving. It is poised for explosive growth as worldwide revenues are
forecasted to grow from $25 Million in ¢999 to almost $8 Billion by 2 5. he three
macro economics trends that are seen as fuelling the growth of this industry are:m
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Shorter employment tenures
Shrinking labor pools
Need for technology workers
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Corporate expenditures for these Online-recruiting services are anticipated to
increase dramatically in the next few years as corporate end users upgrade their
hiring methodologies, strategies and technologies for finding talent.m
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Features and Trendsm
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Most On-line recruiting sites deliver easy-to-use search capabilities, customer
service and convenience. he common features include:m
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State-of-the-art resume database providing recruiters, head hunters and

corporate human resource professionals easy access to some of the best

talents in the workforce todaym
Questionnaires tailored to detect required skills to meet the exact needs of
the Company or position
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E- Recruiting technology is skill-based with automated pre-screening features which
is the next step in the evolution of Online recruiting.m
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A quick look at the overall trends in Online recruiting shows the rise in the
importance of marketing the web site, online training, dawn of video interviews and
emergence of professional Internet Recruiters.m
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If you are a ÿob Seeker««.m
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Online recruiting sites are specifically designed for those who seek the most
demanding and challenging positions in their chosen field, with the most dynamic
employers. hese sites offer the job seeker:m
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A quick ,convenient, reliable, timely and effective way to reach recruiting,

search and employment professionals worldwidem

Comprehensive resources for finding a job online
Crucial information on potential employers - he more you know about the
company, their business objectives and goals, the better you will be able to
communicate your value to them.
opnotch career information
Valuable, content rich information on resume writing advice
Access to tools like resume builders
Career tips from HR managers
Upgraded facilities for maximum visibility
Constant monitoring of job postings against resume
Educational resources for developing effective job searches
and other user friendly services
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he best way to work with the system and let it work for you is to become a member
and create a profile. hat way, search professionals have easy access to your skills,
background and experience to quickly match you with the job opportunities in your
field.m
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If you are a recruiter.«.m
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hanks to skill based automated prescreening, the time spent at every step of the
recruiting cycle is greatly reduced. his translates into huge savings for employers in
terms of:m
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Reduced time to hire
Reduced ramp-up time (time required for a new recruit to train)
Increased probability of hiring the right candidate
Improved retention
Lower turnover
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E-Recruiting sites allow employers to:m
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Search and respond to resume postings online

Constantly monitor resume postings

Use criteria builders
Find resumes to match specifications
Setup interviews
Add graphics (like company logos) and active hyperlinks to your corporate
web site
Receive, sort and shortlist online resumes
Send mass e-mail to candidates direct from your desk top
enhance newspaper advertisements by providing candidates with an online
application facility
Provide facts about company culture, environment, practices and recruitment
processes, thus giving the company a higher visibility.
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Collect resumes, hire people, maintain a candidate database, handle human
resource ± both in-house and those of your client; identify prospective candidates
and perform various evaluations.m
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Our E-Recruitment Solution is an innovative web based solution useful for
organizations with multiple locations that manage resource requirements. It is an
automated system helping recruitment process; aimed at providing easy solution for
the job listing, job management, candidate sorting and management and recruitment
process management.m
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In essence, it helps in keeping the recruitment process clear and transparent
between the applicant and the HR managers.m
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Advantages of using e-recruitmentm
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speed up the recruitment cycle and streamline administration

allow organizations to make use of I systems to manage vacancies more

effectively and co-ordinate recruitment processes
reduce recruitment costs
reach a wide pool of applicants
reach a niche pool of applicants
make internal vacancies widely known across multiple sites and separate
divisions
provide the image of an up-to-date organization, reinforcing employer
branding and giving an indication of organization culture
offer access to vacancies 24 hours a day, 7 days a week reaching a global
audience
be a cost effective way to build a talent bank for future vacancies
help handle high volume job applications in a consistent way
provide more tailored information to the post and organization e.g. case
histories of the µday in the life¶ or self-assessment questionnaire or quiz to
assess fit with role
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 be spontaneous for candidates as ease of use means there is the ability for
applications to be instantaneous.
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Disadvantages of using e-recruitmentm
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he disadvantages to using e-recruitment include the potential to:m
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limit the applicant audience as the Internet is not the first choice for all job

seekers
cause applications overload or inappropriate applications if care isn¶t taken
drafting the job profile/specification
exclude those who do not want to search for a new job online
limit the attraction of those unable to fully utilize technology e.g. certain
disabled groups
give rise to allegations of discrimination, in particular the use of limited
keywords in CV search tools
make the process impersonal, which may be off-putting for some candidates
impact on the µcultural fit¶ dimension of recruitment
µturn-off¶ candidates, particularly if the website is badly designed or technical
difficulties are encountered
lose out on candidates, especially if your own website is below the search
engine ranking of your competitors
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m providem toom littlem orm inappropriatem information, form example,m corporatem
m recruitment guidelines might not be written in a web friendly style.m m
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 onitoringm
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E-recruitment may not be cost effective for all positions so it is important to review
the use of technology along with the overall assessment of the effectiveness of the
recruitment process.m
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Some tipsm
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Integrate with other recruitment methods so that all recruitment µtools¶ work in

harmony.
Evaluate and monitor use ± get feedback from applicants about how they
found the process and take appropriate actions.
Keep content fresh ± don¶t display vacancies out of date vacancies.
Avoid jargon and µcompany speak¶ in advertisements.
Invest the same time in preparing online copy just as a printed copy.
Have a policy on how to deal with unsolicited applications.
Provide contact telephone numbers in obvious places for those having
technical problems.
Ensure the site is accessible.
Conduct research into the most appropriate job board to host vacancies.
Make it easy for search engines to find vacancies ± provide a list of keywords
job hunters will use and how to improve a website's ranking.
m
Recent developments and future prospectsm
m
Online testingm
m
Companies are extending the electronic recruitment process by conducting
assessments, such as psychometric or aptitude tests, online. he process
significantly reduces the administrative overhead of distributing and collecting
written test papers though care needs to be taken in how feedback is given.
m
Broadbandm
m
Broadband access makes the transmission of live images via the Internet a feasible
alternative to a conventional video linking. For recruiting purposes, broadband
enables the hosting of µlive¶ employee video profiles and virtual office tours to
illustrate life within the organisation and create engagement and commitment early
in the recruitment process.m
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Social networking and blogsm
m
A number of companies have started to make use of recruitment ¶blogs¶ (or
online diaries) from employees as part of the information they offer to
potential candidates about working for the organisation (for example based on
the experiences of graduates on a development scheme). his is a potential
way to build relationship with would-be candidates - and to feature different
areas of your company and vacancies. he use of social networking sites to
target different talent audiences is a new opportunity also.
A rise in the number of employers using the web to gain information on
prospective employees has highlighted a number of challenges that need to
be considered.
m
Employers can make the practice of using the web and social networking sites to
gain information safer if they:m
m
tell candidates that website checking may be part of the vetting process
separate the web-vetting from recruitment decision-making
give applicants a chance to explain discrepancies in CVs and applications
ask if the job justifies such in-depth vetting, and whether the information could
be gathered in another way.

 election
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Selecting
m candidatesm
Selecting candidates involves two main processes: short listing and assessing
applicants to decide who should be made a job offer.m

m
Selection decisions should be made after using a range of tools appropriate to the
time and resources available. Care should be taken to use techniques which are
relevant to the job and the business objectives of the organisation. All tools used
should be validated and constantly reviewed to ensure their fairness and reliability.m
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Candidates¶ applications may arrive as a curriculum vitae (CV) or an application
form. Whatever form they are in, it is important to make sure that all of those who
are involved in the selection process, from the short listing stage onwards, are aware
of the need to avoid unfair discrimination and the potential risk to the organization¶s
reputation should a candidate make a tribunal claim.m
m
Short listing candidatesm
m
he process of short listing involves slimming down the total number of applications
received to a shortlist of candidates you wish to take forward to the more detailed
assessment phase of the selection process.m
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Using technologym
m
With technological advances, electronic techniques are also being used to slim down
the number of potential candidates. In particular, using online recruitment can mean
employers receive large numbers of applications from unsuitable candidates, so it
can be helpful also to use technology to help manage the application formsm
m
Questionnaires can be built into the application process on the Internet. hese can
be used either for the purposes of selection or self-selection.m
m
Selection questionnaires: can be used to ask a small number of vital

questions before permitting the candidate through to the next stage of the
application process. For example, this could be used to ensure the
candidate¶s willingness to work shifts, to potentially be located in any part of
the country or, for graduate positions.m
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Self-selection questionnaires: are designed to help candidates decide for
themselves how suitable they would be for the role, by asking them to
complete a series of questions related to the job.
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Assessing candidatesm
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A range of different methods can be used to assess candidates. hese vary in their
reliability as a predictor of performance in the job and in their ease and expense to
administer.m
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Psychological testingm
m
he term psychological testing is often interchanged with the terms occupational
testing or psychometric testing. hese terms are used to describe tools which are
essentially sophisticated devices designed to measure individual difference in a
number of areas such as intelligence and ability.m
m
ests are used for a number of purposes in various circumstances including:m
m
m
career counseling

team building
development and recruitment.
m
m
However, the most common use of tests is in the process of selecting individuals at
the point of entry into an organisation. esting has been in use for more than 5
years, but there has been a significant rise in test use in the last decade and, as the
selection process becomes ever more sophisticated, testing has assumed a more
and more prominent role for a number of organisations. esting is also more
frequently taking place online.m
m
Issues to consider in the use of m
m
Once these criteria and the decision to use tests has been taken there are a number
of issues which are important to consider if the best value for money is to be
achieved from the use of testing.m
m
hese issues include:m
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 Feedback - feedback should always be given unless there are good reasons
why this should not be the case. Before a test is carried out, candidates
should always be informed about the arrangements for giving feedback.
Openness - candidates should always be aware that tests will be conducted
and the procedure should be explained in advance.
Confidentiality - access to test results should be restricted to those with a
genuine need to know. Candidates should be informed as to who will have
access to their test results.
Screening - a single test should never be used for screening purposes
although a battery of tests may be appropriate in, for example, shortlisting of
applicants for employment. Personality tests should never be used for
screening purposes.
Norms - only tests for which appropriate norm tables are available should be
used.
m
Monitoringm
m
est use should be monitored continuously to ensure it does not discriminate, that it
remains appropriate to the purpose and that norms are up to date and relevant.m
m
Users should be aware that testing requirements may differ over timem
m
m
and therefore particular tests may become less appropriate. est users should also
be aware that the effectiveness of particular tests may differ according to the
situation to which they are applied.m
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Interviewm
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Interviews in the selection processm
m
Interviews are very widely used in the selection process and it is expected by both
candidates and managers. his is because as well as providing information to
predict performance, interviews also give an opportunity for the interviewer and
interviewee to meet face to face and exchange information.m
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For the candidate, the interview is an opportunity to:m
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ask questions about the job and the organisation

decide if they¶d like to take the job.

m
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For the organisation, the interview is an opportunity to:m
m
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describe the job and the responsibilities the job holder would need to take on

in more detail
assess candidates¶ ability to perform in the role
discuss with the candidate details such as start dates, training provisions and
terms and conditions such as employee benefits
give a positive impression to the candidate of the company as a µgood
employer¶ (who they'd like to work should they be offered the position).
m
A poorly conducted interview may leave the candidate with an unfavorable
impression of the organisation that they are likely to share with other potential
applicants and customers.m
m
Limitations of the interviewm
m
The self-fulfilling prophecy effect. Interviewers may ask questions designed
to confirm initial impressions of candidates gained either before the interview
or in its early stages.m
m
The stereotyping effect. Interviewers sometimes assume that particular

characteristics are typical of members of a particular group. In the case of

sex, race, disability, marital status or ex-offenders, decisions made on this
basis are often illegal. However, the effect occurs in the case of all kinds of
social groups.m
The halo and horns effect. Interviewers sometimes rate candidates asm
m
µgood¶ or µbad¶ across the board and thus reach very unbalanced decisions.m
m
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 The contrast effect. Interviewers can allow the experience of interviewing
one candidate to affect the way they interview others who are seen later in
the selection process.
The similar-to-me effect. Interviewers sometimes give preference to
candidates they perceive as having a similar background, career history,
personality or attitudes to themselves.
The personal liking effect. Interviewers may make decisions on the basis of
whether they personally like or dislike the candidate.
m
Structuring the interview can also help improve its ability to predict performance in
the job and a growing number of employers are now taking this approach. A
µstructured interview¶ means that:m
m
questions are planned carefully before the interview
all candidates are asked the same questions
answers are scored using a rating system
questions focus on the attributes and behaviours needed in the job.
m
m
here is a risk, however, that this means an overly rigid approach in which there is
little opportunity to ask the candidate supplementary questions and the candidate
does not feel at ease.m
m
A looser µsemi-structured¶ approach can allow more opportunity for follow up
questions for interviewer, and involves them covering a planned series of topics with
the candidate.m
m
Interview formatsm
m
Interviews can take a range of formats, and can be carried out by one or more
interviewers.m

m
One to one interviews have the advantage of putting the candidate more at their
ease, but make it more difficult for the interviewer to concentrate on and consider them
m
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interviewee¶s responses. hey also make it more likely for unfair bias to occur as the
interviewer will not have to justify their opinions to anyone else. his can be partly
addressed by using two interviewers, or carrying out a panel interview. However, this
is more likely to be a formal and intimidating situation where the candidate will find it
difficult to act naturally.m
m
It is also possible to carry out a sequence of interviews where several people
interview the candidate but never more than one or two at a time. For this to be
successful, it is important for interviewers to agree in advance which areas they are
planning to cover so the candidate is not asked the same question many times. his
requires careful planning and building additional time into the selection process.m
m
Telephone interviewingm
m
elephone interviews can be helpful:m
m
m
as a pre-selection tool when undertaking high volume recruitment

when seeking to fill vacancies where telephone manner and customer contact
is a major part of the role
when recruiting for senior positions internationally.
m
m
hey are frequently used as part of a first stage screen of applications, with a brief
series of key questions. But telephone interviewing is generally not a substitute for a
face-to-face interview and is rarely used in isolation. It would be very unusual for a
final interview to be over the telephone. Before undertaking telephone interviews,
organizations should confirm the validity of telephone interviewing as part of the
selection process. hey should then monitor the process to ensure that it remains a
fair method of selection. Where companies are recruiting from overseas there are
some examples of video link being used as part of the recruitment process.m
m
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Interview questionsm
m
General tips for asking questions include:m
m
m
Avoid asking closed questions to which the candidate can simply answer

µYes¶, µNo¶, or µhat¶s right¶.

Ask open questions, such as those starting with µwhat¶, when¶, why¶, µwhere¶
and µhow¶.
Avoid asking questions that give away the answer you are looking for.
Ask one question at a time. Asking multiple questions will confuse the
candidate.
m
Some different types of questioning styles are given below, but not all questions fit
neatly into a category. It can be helpful to ask some more chatty questions at the
beginning of the interview to help put the candidate at their ease.m
m
èypothetical questionsm
m
Hypothetical questions involve asking candidates how they would react or behave in
specific situations, for example those that might be encountered in the job in
question. For example, µHow would you deal with a customer who is complaining
loudly about sloppy service?¶m
m
With this type of question there is a danger that candidates will think quickly about
the µbest¶ or expected answer: the interviewer has to decide how closely this might
match with reality.m
m
Behavioural questionsm
m
Behavioural questions focus on past events in a candidate¶s life and are designed to
focus on µcritical incidents¶. he interviewer is hoping to hear of occasions when the
candidate has demonstrated the abilities or behaviours most relevant to the job for
which they are applying. For example, µell me about a time when you had to take a
particularly difficult decision¶.m
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 he interviewer can then ask more probing supplementary questions to establish,
for instance, the circumstances, the candidate¶s reaction and what action they
personally took.m
m
In posing the question above, the interviewer is looking for evidence that candidates
have acted decisively in the past. he assumption is then made that, put in a similar
situation; they would display the same behaviour in the future.m

m
It is important that questions of this kind are based on person specifications for the
job which have been agreed ± and ideally discussions with the current holder of the
job.m
m
Stress questionsm
m
m
Stress questions should be used with great caution, as they involve asking a
question that is disparaging or aggressive. Some interviewers argue these are
necessary in order to see how the candidate reacts in a situation that is stressful or
uncomfortable. As the candidate is already in an unfamiliar situation (the interview)
this type of question is likely to be unfair, as the candidate will not have been able to
prepare for the situation or consider their options in advance. here is also a danger
that this style of interviewing could create a bad impression of the organisation on
the candidate.m

m
Legal considerationsm
m
It is important that all interviewers are aware of relevant legislation so they do not
ask questions or make judgements that are discriminatory. hey also need to realize
the importance of good quality notes and record keeping.m
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Other points to considerm
m
Referencesm
m
m
A recruitment policy should state clearly how references will be used, when in the
recruitment process they will be taken up and what kind of references will be
necessary (for example, from former employers). hese rules should be applied
consistently.m

m
Recruiters should always obtain references to check factual information such as
qualifications. But they should not ask former employers to supply a subjective
opinion as to an applicant's likely future performance.m
m
Documentationm
m
m
he process should be documented accurately and access limited to recruitment
staff. Information should be kept for sufficient time to allow for any complaints to be
handled. Unsuccessful candidates should be notified promptly in writing, giving
feedback if possible. As a minimum, feedback on any psychometric test results
should be given.m
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 2. LITERATURE SURVEYm
m
My primary sources of literature on internet recruitment included the following:m
m
Websitesm
m
Journalsm
m
Magazinesm
m
Below I have listed the websites and journals that have immensely helped me in my
research work.m
m
ÿOURNALSm
m
ICFAI HRM REVIEW
Journal published in January 2 5, authored by L.Vijaraghavan bearing the
title ³Recruitment practices- past and the present´ provides a brief overview of
the various methods of recruitment that have been adopted from the ancient
to the present electronic age.
Journal published in April 2 6, authored by S.Jayakrishna bearing the title ³
E-HR: Source of competitive advantage´ gives insight into the integration
web-enabled technologies and HR functions to achieve far-reaching benefits
including enhanced service delivery, better productivity and cost savings.
Journal published in September 2 6, authored by Geethika and Piyali
Ghosh, bearing the title ³recruitment strategies in the Indian software
companies´ his journal aims to examine the relationship between different
strategies of recruitment in the Indian software industry and size of
organization .It also attempts to explore the aspects of recruitment strategies,
namely whom to recruit, from where to recruit and how to recruit, in this
industry.
Journal published in December 2 4, authored by VRP Kashyap and E
Mrudula, bearing the title ³Human Resource OUSOURCING´ identifies
certain HR functions that are outsourced like recruitment.
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 DEBSITESm
m
www.cipd.com

he contents of this website were originally issued in December ¢999 and
later it was revised in November 2 7. his website offers valuable
information on the definition of e-recruitment, usage of e-recruitment, merits
and demerits of e-recruitment and future trends.

www.hrm.com

he above stated website gave insight into the emerging trends in the domain
of human resource management.

www.recruiter.co.uk

he above site gives information on the latest trends in recruitment practices
across the globe.
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3. RESEARCè DESIGNm
m
 ¢ PROBLE TATEENT

UDould èR Professionals practice online recruiting to increase

functional efficiency and compete with rivals?

To what extent they have engaged in online recruiting activities?

Dhat are the major barriers and concerns in implementing effective

online recruitment?


REEARCH OBJECTIVE

To determine the level and the extent of using Internet of employee

recruitment.

To identify the barriers in using online recruitment effectively.

  HYPOTHEE

è0: Online recruitment/selection does not enhance the functional

efficiency in terms of time and cost saving in recruitment/selection
process and in better management of talent supply.

è1: online recruitment/selection does enhance the functional efficiency

in terms of time and cost saving in recruitment/selection process and in
better management of talent supply chain.
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 REEARCH ETHODOLOGYm
m
m
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Area of enquiry: The research investigation will be limited to top
corporate enterprises which are practicing online recruitment/selection
regularly.m

m
Sample: The research investigation will be limited to a sample size of 10
corporate enterprises functioning in Bangalore City. The sample size is
based on simple random sampling method.

Data collection tools: The data would be generated through structured

questionnaire blended with personal interviews with the key personnel
of the chosen enterprises. The Personal Enquiry Notes would be the
rewarding phase of the research. This would be documented with
meticulous care.

Data analysis and inference: The data generated would be subjected to

rigorous statistical treatment and inferences would be drawn
accordingly. Appropriate statistical tools would be applied.
m
m
m
 REEARCH LIITATIONm
m
m
m
The study focuses on only top corporate enterprises in terms of using
online recruitment/selection regularly.
The research is limited to a small sample of corporate enterprises
functioning in Bangalore City due to time and cost constraints.
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m
4. DATA ANALYSIS AND INTERPRETATIONm
m
Overall Company analysism m
m m

OVERALL COMPANY ANALYSIS INm %m

BENEFIT ANALYSISm 75m
SCOPE OF ORm 52m
SèORTCOMINGS OF AN ORm 32m
m
m
m
m Overall Company Analysism m

8m m m

7m m m

6m m m

5m m m

4m %m
m

m m

3m m m

2m m m

¢m m m

m m m m

m BENEFI ANALYSIS SCOPE OF BPO SHORCOMINGS OFm

AN RPOm
m
m
Source: Field Investigationm
m
m
m
Inference:m
m
It has been observed that out of the total population surveyed 75% of the
companies agree that they derive benefits from online recruitment.
Furthermore 52% of the companies agree that online recruitment should be
involved in internal as well as external recruiting. As per the survey 32% of the
companies agree that online recruitment is disadvantageous to their
companies.m
m
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m
METASOFTm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m
BENEFIT ANALYSISm 80m
m m

SCOPE OF ORm 68m

m m

SèORTCOMINGS OF AN ORm 50m

m m

m
m
m
m
m
m
m
m
m
m
m
m
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m
m
m
m
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Source: Field Investigationm
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Inference:m
m
Out of the total sample population in Metasoft 80% of them strongly agree
that cost reduction is the perceived benefit from the RPO. 68% of the sample
population in Metasoft feels that the scope of online recruitment is vast and
they strongly agree that online recruitment is one of the means for talent
supply chain. From the survey it is evident that about 45% of the sample
population agrees that outsourcing the recruitment process is
disadvantageous for the company.m
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m
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AMAZONm m
m m

OVERALL COMPANY ANALYSIS INm %m

BENEFIT ANALYSISm 65m
SCOPE OF ORm 45m
SèORTCOMINGS OF AN ORm 35m
m m

m
m
m
m mm Amazonm m m m

mm m m m
7 m
m m
m m m m
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m
m
m

m
m

mm m m m m m
6 m
m m m m m m m
m

mm m m m m m
5 m
m m
m m
m
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m m m
m
m
m
m
m

m
m

mm m m m m m m m
4 m
m m m m m m m m m m m
m

%m
m
m m m m m m m m m m m

m m m m m m m m m m
3 m
m m m m m m m m m m
m

m
m

mm m m m m m m m m m
2 m
m m m m m m m m m m m
m

mm m m m m m m m m m
¢ m
m m m m m m m m m m m
m

mm m m m m m m m m m
m
m
m

m m BENEFI ANALYSISm SCOPE OF BPOm SHORCOMINGS OFm m

m mm m AN RPOm m

m
Source: Field Investigationm
m
m
m
Inference:m
m
Out of the total population interviewed in Amazon, 65% of them agree that
outsourcing reduces cost per hire. Survey reveals that 45% of the sample
population online recruitment believes that online recruitment is the solution
for all vacant layers of an organization.m
m
The survey reveals that about 35% of the sample population agrees that
outsourcing process is disadvantageous for the company by the way of loss
of control of recruitment process and quality of candidatesm
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 m
 m
ACCENTUREm m m

OVERALL COMPANY ANALYSIS INm %m

BENEFIT ANALYSISm 81m
SèORTCOMINGS OF AN ORm 69m
SCOPE OF ORm 68m
m
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Source: Field Investigationm
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Inference:m
m
Out of the total population surveyed in Accenture, 81% agreed that online
recruitment serves the company benefits like larger pool of candidates, cost
reduction and time management.m
At Accenture , 68% of the sample population believed that RPO is a useful
means for acquiring talent to the company.m
Further, 68% of the sample population prefers in house recruitment to online
recruitment.m
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m
m
UFT TECèNOLOGIESm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m

m
BENEFIT ANALYSISm m
92m

m
SCOPE OF ORm m
82m

m
SèORTCOMINGS OF AN ORm m
42m
m
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m
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m
m
m
m
m
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Source: Field Investigationm
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Inference:m
m
Out of the total population surveyed at UFT Technologies, 92% of them agreed
that online recruitment is beneficial to them. At UFT Technologies, 82% of the
sample population agreed that online recruitment can be useful means for
hiring people for all positions in the company including key posts. Further,
42% believed that online recruitment is disadvantageous to the company.m
m
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m
QDESTm m
OVERALL COMPANY ANALYSISm %m
INm m
BENEFIT ANALYSISm 71m
SCOPE OF ORm 60m
SèORTCOMINGS OF AN ORm 53m
m m
m
m
m
m
m
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m
m
m
m
m
m
m
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m
m
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m
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Source: Field Investigationm
m
Inference:m
m
Out of the total sample population interviewed 71% agreed that outsourcing
their recruitment process helps them to achieve organizational efficiency in
terms of cost reduction and talent acquisition.At Qwest, 60% of the population
interviewed agreed that RPO is one of the reliable methods of hiring people.m
Further, 53% of the population interviewed disagreed with the benefits of
online recruitment.m
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m
AZTECm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m
m
BENEFIT ANALYSISm m
80m
m
SCOPE OF ORm m
68m
m
SèORTCOMINGS OF AN ORm m
50m
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m
m
m
m
m
m
m
m
m
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m
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m
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Source: Field Investigationm
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Inference:m
m
Out of the total population surveyed at Aztec, 80% of them agreed that online
recruitment is beneficial to them in terms of cost reduction and talent
acquisition. At Aztec, 68% of the population interviewed agreed that RPO is
one of the reliable methods of hiring people. Further, 50% of the population
interviewed disagreed with the benefits of online recruitment.m
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m
PINNACLE ASSOCIATESm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m

m
BENEFIT ANALYSISm m
80m
m
SCOPE OF ORm m
78m
m
SèORTCOMINGS OF AN ORm m
69m
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m
m
m
m
m
m
m
m
m
m
m
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m
m
m
m
m
m
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Source: Field Investigationm
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m
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Inference:m
m
Out of the total population surveyed in Pinnacle Associates, 81% agreed that
online recruitment serves the company benefits like larger pool of candidates,
cost reduction and time management. At Pinnacle Associates, 78% of the
sample population believed that RPO is a useful means for acquiring talent to
the company. Further, 69% of the sample population prefers in house
recruitment to online recruitment.m
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m
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INFINITY SOLUTIONSm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m
m
BENEFIT ANALYSISm m
72m
m
SCOPE OF ORm m
66m
m
SèORTCOMINGS OF AN ORm m
61m
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Source: Field Investigationm
m
Inference:m
m
Out of the total population surveyed at Infinity Solutions, 72% of them agreed
that online recruitment is beneficial to them in terms of cost reduction and
talent acquisition. At Infinity solutions, 66% of the population interviewed
agreed that RPO is one of the reliable methods of hiring people. Further, 61%
of the population interviewed disagreed with the benefits of online
recruitment.m
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m
NIRVANA SOLUTIONSm m
m m

m
OVERALL COMPANY ANALYSIS INm m
%m
m
BENEFIT ANALYSISm m
80m
m
SCOPE OF ORm m
72m
m
SèORTCOMINGS OF AN ORm m
70m
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m
m
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Source: Field Investigationm
m
Inference:m
m
Out of the total population interviewed in Nirvana Solutions, 80% of them
agree that outsourcing reduces cost per hire.m
Survey reveals that 72% of the sample population online recruitment believes
that online recruitment is the solution for all vacant layers of an organization.
The survey reveals that about 70% of the sample population agrees that
outsourcing process is disadvantageous for the company by the way of loss
of control of recruitment process and quality of candidates.m
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m
DEDDROP SOLUTIONSm m
OVERALL COMPANY ANALYSIS INm %m
m m

SCOPE OF ORm 90m

m m

BENEFIT ANALYSISm 80m

m m

SèORTCOMINGS OF AN ORm 23m

m m

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Source: Field Investigationm
m
m
m
Inference:m
m
Out of the total population surveyed at Infinity Solutions, 90% of them agreed
that online recruitment is beneficial to them in terms of cost reduction and
talent acquisition. At Infinity solutions, 80% of the population interviewed
agreed that RPO is one of the reliable methods of hiring people. Further, 23%
of the population interviewed disagreed with the benefits of online
recruitment.m
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m
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5. SUMMARY OF FINDINGSm
m
m
As per the research carried out on online recruitment and Selection, it has been
found out that online recruitment is in favor of majority of the companies. As we can
clearly understand the findings from above the charts that benefits axis always
soared and never dipped down. Out of the sample of ¢ companies, 96.67% swear
by RPO for the immense benefits it offers.m
m
Not only are the benefits, the companies also satisfied with the performance of
online recruitment and Selection.m
m
 ¢ Benefit Analysism
m
As per the survey 75% of the company agrees that they are getting benefit from
online recruiters. he company agrees that the time and cost per hire will be
reduced by outsourcing. Companies agree that it enhances the quality candidates in
hiring process and standardizes the recruitment process. Service improvement and
effective time management is the perceived benefit by outsourcing. he
organizational requirement matches the capabilities of an RPO.m
m

cope of online recruitmentm
m
52% of the companies agree with this. Online recruitment should be involved in
internal as well as external recruiting. he Organization understands the scope of the
services to be outsourced.m

m
5.3Shortcomings of an online recruitmentm
m
As per the survey 32% of the companies agree that online recruitment is
disadvantageous to their companies.. hey agree that it won¶t pose threat of loosing
managerial control. hey think the legal disputes may arise, particularly if the
company is signing the contract with the online recruiters.m
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m
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Metasoftm
m
m
m
Benefit analysism
m
Metasoft agrees that the benefit they are getting by outsourcing their recruitment
process is 8 %. hey strongly agree that cost reduction is the perceived benefit from
the RPO. hey say that by outsourcing their recruitment process there is a
significant reduction in time spent administering the recruitment process and it also
allows them to focus on other strategic issues. Along with these thing they
somewhat agree that it enhances the quality candidates in the hiring process.m

m
Scope of Online recruitmentm
m
Metasoft feels that the scope of online recruitment is 68%. hey strongly agree that
online recruitment is one of the means for talent supply chain. he company
believes that online recruitment is the solution for some vacant layers of an
organization. he company agrees that online recruiters have developed
sophisticated tools and processes to efficiently meet the needs of many
organizations.m
m
m
Shortcomings of Online recruitmentm
m
From the survey about 45% of the outsourcing process is disadvantageous for the
company. he company is pretty much satisfied with the outsourcing process. hey
disagree that in-house recruiters don¶t have the skill set needed to be effective and
online recruitment wont pose a threat loosing managerial control. hey strongly
agree that the goal of cost savings dominates everything else.m
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=

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m
m
AMAZONm
m
m
m
Benefit Analysism
m
Amazon agrees it benefits from online recruitment to about 65%.m
m
hey strongly agree that outsourcing reduces cost per hire. Effective time
management and providing better people is the perceived benefit that is achieved
through RPO.m

m
Scope of online recruitmentm
m
Survey reveals that the scope of online recruitment is 45%. hey disagree thatm
m
Online recruitment might be a way to offload high volume recruiting and they agree
that the organization outsource the performance of the function not the responsibility
for it and believe that online recruitment is the solution for all vacant layers of an
organization.m
m
m
Shortcomings oO online recruitmentm
m
he survey reveals that about 35% of the outsourcing process is disadvantageous
for the company. he company agrees that outsourcing is worth it if there is no
recruiting leadership able to cope with the recruiting challengers, and they think legal
disputes might arise if they are signing contract with offshore operations.m
m
m
m
m
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=

   m
 m
m
m
ACCENTUREm
m
m
m
Benefit analysism
m
he company agrees that the benefit they are getting from outsourcing is about
8 %. he survey reveals that effective time management is main benefit they getting
by outsourcing their recruitment process. hey agree that online recruiters provide
service improvement and quality candidates. It standardizes the recruitment
process. According to them online recruitment is reliable and it reduces the cost per
hire of the candidates. It also enhances the quality candidates in the hiring process.m

m
Scope of online recruitmentm
m
he scope of online recruitment for the company is about 69%. he online
recruitment is not the only way for talents supply chain and online recruitment may
be a way to offload high volume recruiting. Outsourcing recruitment function
provides solutions for filling key positions.m
m
m
Shortcomings of Online recruitmentm
m
he survey reveals that about 68% of the outsourcing process is disadvantageous
for the company. he company disagrees with the point that in-house recruiters
don¶t have the skill set needed to be effective. Online recruitment is
disadvantageous if they think that the cost reduction dominates everything else.m
m
m
m
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m
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m
m
m
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m
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m
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=

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 m
m
m
UFT Technologiesm
m
m
m
Benefit Analysism
m
he company agrees that the benefit they are getting by outsourcing their
recruitment process is 92%. As per the survey the company agrees that cost
reduction is the perceived benefit through online recruitment and they agree that
service improvement is also a benefit and they believe online recruitment is superior
to in-house recruiting. hey think by outsourcing the time spent on administering the
recruitment life cycle is reduced and it allows them to focus on other strategic issues
and also it enhances the quality candidates in the hiring process.m
m
m
Scope of Online recruitmentm
m
As per the survey the scope of online recruitment for the company is 82%. he
company strongly agrees that the online recruitment is the only means for talent
supply chain and the organization outsourcers the performance of the function not
the responsibility for it. hey some what agree that Online recruitment should be
involved in internal as well as external recruiting.m

m
Shortcomings of Online recruitmentm
m
Survey reveals that about 42% of the outsourcing process is disadvantageous for
the company. he company does not think that if recruiters come and go in the
recruitment outsourcing model, they are not going to loose the knowledge. hey
agree that online recruitment and selection can prove to be a threat to the security
and confidentiality of issues of company (salary)m
m
m
m
m
m
m
m
m
m
m
m
=

   m
 m
m
m
QDESTm
m
m
m
Benefit Analysism
m
he company agrees that the benefit they are getting from outsourcing is about
7¢%. Effective time management is one of the benefits from outsourcing. hey
agree that the organization requirements match the capabilities of an RPO service
provider and it allows HR department to focus on other strategic issues.m
m
m
Scope of Online recruitmentm
m
Survey reveals the scope of online recruitment is 6 %. hey strongly agree that the
online recruiters assume risk. hey disagree that Online recruitment might be a way
to offload high volume recruiting and they agree that the organization outsource the
performance of the function not the responsibility for it and believe that Online
recruitment is the solution for all vacant layers of an organization.m

m
Shortcomings of Online recruitmentm
m
he survey reveals that about 53% of the outsourcing process is disadvantageous
for the company. he company agrees that outsourcing is worth it if there is no
recruiting leadership able to cope with the recruiting challengers, and they think legal
disputes might arise if they are signing contract with offshore operations.m
m
m
m
m
m
m
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m
m
m
m
m
m
m
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=

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 m
m
m
AZTECm
m
m
Benefit Analysism
m
As per the survey the company is benefited by 8 % from the online recruitment. he
company agrees that online recruiters help them in reducing the cost per hire and
provides better candidates for them. It helps them in time management and
perceives online recruitment is superior to in-house recruiting. Online recruitment
allows them to focus on other HR activities and standardize the recruitment process.m
m
m
Scope of an online recruitmentm
m
he company feels that the scope of an online recruitment is 68%. hey agree that
online recruitment is the only means for talent supply chain. hey prefer online
recruitment for all layers of an organization and they assume risk.m

m
Shortcomings of Online recruitmentm
m
he survey reveals that about 5 % of the outsourcing process is disadvantageous
for the company. hey agree that hidden and missed out cost of outsourcing is hard
to predict causing the overall costs to be underestimated. Contract length and
competitive edge are the perceived disadvantages.m
m
m
m
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m
m
m
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=

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m
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m
m
PINNACLE ASSOCIATESm
m
m
m
Benefit Analysism
m
he company agrees that they are benefited by about 8 % from online recruitment.
hey also agree that the points like cost reduction, effective timem
management and getting better candidates are the benefits are superior compared
to in-house recruiting. Outsourcing standardizes the recruitment process.m
m
m
Scope of Online recruitmentm
m
Pinnacle systems feel that the scope of the online recruitment is 78%. Online
recruitment has a clear vision of what outsourcing should achieve. he organization
understands the scope of the services to be outsourced.m

m
Shortcomings of Online recruitmentm
m
he survey reveals that about 69% of the outsourcing process is disadvantageous
for the company. hey agree that RPO is nothing but a panic staffing.m
m
m
m
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m
m
m
m
m
m
m
m
m
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=

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 m
m
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m
m
INFINITY SOLUTIONSm
m
m
m
Benefit Analysism
m
he company is benefited by about 72% from the online recruitment. hey say that
the online recruiters are reliable and they prefer to outsource their core recruitment
process. Outsourcing enhances the quality candidates in the hiring process.m

m
Scope of Online recruitmentm
m
he scope of online recruitment is about 72%. hey prefer the online recruitment
should be involved in internal as well as external recruiting. he company believes
that it provides solution to focus on filling key positions.m
m
m
Shortcomings of Online recruitmentm
m
he survey reveals that about 7 % of the outsourcing process is disadvantageous
for the company.m
m
m
m
m
m
m
m
m
m
m
m
m
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=

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 m
m
m
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m
m
m
m
DEDDROP SOLUTIONSm
m
m
m
Benefit Analysism
m
he company agrees that the benefit they are getting from outsourcing is aboutm
m
9 %. he survey reveals that effective time management is main benefit they getting
by outsourcing their recruitment process. hey agree that online recruitment
provides service improvement and quality candidates. It standardizes the
recruitment process. According to them online recruitment is reliable and it reduces
the cost per hire of the candidates. It also enhances the quality candidates in the
hiring process.m

m
Scope of Online recruitmentm
m
he scope of online recruitment is about 9 %. Since online recruitment is one of the
means for talent supply chain and online recruiters assume risk. he organization
understands the scope of the services to be outsourced and them
RPO strategy has a clear vision of what outsourcing should achieve.m
m
m
m
Shortcomings of Online recruitmentm
m
he survey reveals that about 23% of the outsourcing process is disadvantageous
for the company. hey agree that online recruitment is not panic staffing and
strongly disagree that if the recruiters come and go in the model the company is
going to lose the knowledge.m
m
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   m
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m
m6. èYPOTèESESm
To know whether there is significant difference in benefit analysis
and shortcomings of online recruitment.m
m
P1=0.75 P2=0.61
42*0.75 +42*0.61m
m
P=
42+42m
m
P= 0.68m
m
Q=1-P
Q=1-0.68
Q = 0.32
P1-P2m
m
Z= =1.4m
m
PQ (1/42 +1/42)
èo: P1=P2
èa: P1 = P2
Z tab=1.96m
Level of significance=5m
m
m
m
è1 is accepted.m
m
As per the hypothesis the companies agree that they are getting
better benefit by outsourcing and there performance is good
Online recruitment/selection does enhance the functional
efficiency in terms of time and cost saving in recruitment/selection
process and in better management of talent supply chain.m
m
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 m
m
7. OBSERVATIONS AND RECOMMENDATIONSm
m
m
m
As per the survey it was found that the reason for outsourcing is the companies don¶t
have to build the internal skills and technologies for recruiting. If the company is
looking for a way of providing increased services without incurring additional internal
cost and maintenance of those programs, outsourcing is the good solution.m

m
he survey shows that Outsourcing gives the companies an enhanced control of
their HR/benefits responsibilities, especially in those areas like administrative control
of data, reports, and staffing finding a vendor that can provide comprehensive
solutions enhances the effectiveness of outsourcingm

m
As per the survey the Service improvement is the perceived benefit the company will
achieve through online recruitment.m

m
Effective time management is one of the factors that the companies consider while
employing online recruitment.m

m
From the survey it was found that outsourcing the recruitment process is superior to
in-house recruiting.m

m
Outsourcing also reduces cost per hire of an employee.m
m
m
Outsourcing allows the administration to spend their time that is saved from
outsourcing one of their processes or other core process.m

m
As per the survey it was found that outsourcing reduces the hiring time for the
company.m
It may be possible that the company may not find a provider whose culture matches
the culture of the company.m
m
=

   m
 m
m
Product and service cycle times have reduced dramatically and time based
competition demands quicker response.m

m
Outsourcing drives efficiency into the hiring process through planning and careful
metric monitoring.m

m
he company feels that RPO can also prove to be a threat to the security and
confidentiality of issues of salary.m

m
RECOMMENDATIONS:m
m
m
Integrate with other recruitment methods so that all recruitment µtools¶ work in
harmony.
Evaluate and monitor use ± get feedback from applicants about how they
found the process and take appropriate actions.
Keep content fresh ± don¶t display vacancies out of date vacancies.
Avoid jargon and µcompany speak¶ in advertisements
Have a policy on how to deal with unsolicited applications.
Provide contact telephone numbers in obvious places for those having
technical problems.
Ensure the site is accessible.
Conduct research into the most appropriate job board to host vacancies.
m
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   m
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BIBLIOGRAPèY:m
m
9:
m2;"7m
m
'Managing Human Resources' by Luis R Gomez-Meijia, David B Balkin,
and Robert L Cardy, Pearson Education Publications, 2 6
'Managing Human Resources' by Wayne F Cascio, ata McGraw-Hill
Publications, 2 6
'Human Resource Management' by Gary Dessler, Pearson Education
Publications, 2 6
'Human Resource Management' by Biswajeet Pattanayak,
PHI Publications,2 5
'Human Resource Management' by R Wayne Mondy and Robert M
Noe, Pearson Education Publications, 2 6
'Human Resource Management' by John M Ivancevich, ata McGraw-
Hill Publications, 2 4
'Human Resource Management' by Cynthia D Fisher, Lyle F Schoenfeldt and
Names B Shaw, Bizantra Publications,2 5
'Hiring people' by Kevin C Klinvex, Mathew S O'Connell and Christopher
LP Klinvex, ata McGraw-Hill Publications, Brief case book, 2 6
m
m
9 mm) $)m<m")() mmm=m'%mm'm=:m
m
m
m
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9':m&("7m

JOURNAL OF HRM REVIEW (ICFAI PUBLICAIONS)

HUMAN CAPIAL

BUSINESS LINE (HE CAALYS)\

EXECUIVE EXCELLENCE

HARVARD BUSINESS REVIEW

m
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+)2")"7m
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DDD.RECRUITMENTPROCESSOTSOURCING.COM

DDD.èRM.COM

DDD.NèRD.CO
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ANNEXUREm
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ONLINE RECRUITMENT AND SELECTION QUESTIONNAIREm
m
NAME:m DATE:m
m
ORGANISATION DORKING FOR:m
m
m
m

SL NO.m MERITS OF ONLINEm STRONGLYm AGREEm SOMEDèATm DISAGREEm STONGLYm m

m m

AGREEm AGREEm DISAGREEm

m m m

m
m
RECRUITMENTm m
m
m m
m
m m
m

m m m m m m m m

m Is ·cost benefit¶ am m m m m m m

m perceived benefitm 5m 4m 3m 2m 1m m

1m trying to be achievedm m m m m m m

m through onlinem m m m m m m

m
m m
recruitment?m mm
m
m
m
m
m
m
m
m
m
m

m Is ·servicem m m m m m m

2m improvement¶ am 5m 4m 3m 2m 1m m

m perceived benefit to bem m m m m m m

m achieved throughm m m m m m m

m online recruitment?m m m m m m m

m Is ·providing betterm m m m m m m

3m people a perceivedm 5m 4m 3m 2m 1m m

m trying to be achievedm m m m m m m

m through onlinem m m m m m m

m recruitment?m m m m m m m

m m m m m m m m

m Is ·effective timem m m m m m m

4m management¶ a benefitm 5m 4m 3m 2m 1m m

m of online recruitment?m m m m m m m

m m m m m m m m

m Do you feel thatm m m m m m m

5m organizationalm 5m 4m 3m 2m 1m m

m requirements arem m m m m m m

m being met by onlinem m m m m m m

m
m m
recruitment?m m
m
m
m
m
m
m
m
m
m
m
m

m Do you feel that onlinem m m m m m m

6m recruitment is reliable?m 5m 4m 3m 2m 1m m

m m m m m m m m

m
m
m
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=

   m
 m
m Is online recruitmentm m m m m m m

7m superior to In-housem m m m m m m

m recruitment?m 5m 4m 3m 2m 1m m

m m m m m m m m

m Dramatic reduction inm m m m m m m

8m cost per hirem m

5m 4m 3m 2m 1m
m m

m m m

m m m m m m m m

m Significant reduction inm m m m m m m

9m the time spent on them 5m 4m 3m 2m 1m m

m recruitment lifecyclem m m m m m m

m m m m m m m m

m Standardization ofm m m m m m m

10m recruitment processm 5m 4m 3m 2m 1m m

m across the entirem m m m m m m

m industrym m m m m m m

m m m m m m m m

m Allows èR department tom m m m m m m

11m focus on other strategicm 5m 4m 3m 2m 1m m

m issuesm m m m m m m

m m m m m m m m

m Enhancement of qualitym m m m m m m

12m candidates in the hiringm 5m 4m 3m 2m 1m m

m processm m m m m m m

m m m m m m m m

m Single point of entry tom m m m m m m

13m the candidatem 5m 4m 3m 2m 1m m

m marketplacem m m m m m m

m m m m m m m m

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   m
 m
m m m m m m STRONGLYm AGREEm SOMEDèAT m STRONGLYm DISAGREEm
SL No.m SCOPE OF ONLINEm m AGREEm m AGREEm DISAGREEm m
m RECRUITMENTm m m m m m m m
m m m m m m m

m Is online recruitment them m m m m m

1m only means for talentmm 5m 4m 3m 2m 1m
m supply chain?m m m m m m m m
m m m m m m m m m

m Should onlinem m m m m m m m
2m recruitment be involvedm 5m 4m 3m 2m 1m
m in internal as well asm m m m m m m
m external recruiting?m m m m m m m
m Do you believe onlinem m m m m m
3m recruitment is them m 5m 4m 3m 2m 1m
m solution for vacantm m m m m m m
m positions in yourmm m m m m m m
m organization?m m m m m m m m
m Do you believe thatm m m m m m m
4m online recruitmentm m 5m 4m 3m 2m 1m
m offload high volumem m m m m m m
m recruitment?m m m m m m m m
m Dom youm believem thatmm m m m m
5m online recruitment usesm 5m 4m 3m 2m 1m
m uses sophisticated toolsmm m m m m
m and processesm to meetmm m m m m
m organizational needs?m m m m m m
m Online recruitment helpsm m m m m m
6m to fill key positions in them 5m 4m 3m 2m 1m
m organization.m m m m m m m m
m m m m m m m m
m Do you believe thatm m m m m m m
7m online recruitmentm m 5m 4m 3m 2m 1m
m reduces ramp-up time (m m m m m m
m the time taken for themm m m m m m
m new recruit to train)m m m m m m m
m m m m m m m

m Does your organizationm m m m m m

8m understand the scope ofm 5m 4m 3m 2m 1m
m the services to bem m m m m m m
m outsourcedmm m m m m m m m
m
m m
?m m m m m m m
m
m
m
m
m
m
m
m

m Does your organizationm m m m m m

9m just outsource them m 5m 4m 3m 2m 1m
m performance of them m m m m m m
m function and not them m m m m m m
m responsibility for it?m m m m m m m
m m m m m m m m m

m Does the onlinem m m m m m m m

10m recruitment site assumem 5m 4m 3m 2m 1m
m the risk?m m m m m m m m m

m m m m m m m m m m m
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=

   m
 m
m m m m STRONGLYm AGREEm SOMEDèAT m STRONGLYm DISAGREEm m

SL NO.m SèORTCOMINGS OFm AGREEm m AGREEm DISAGREEm m m

m ONLINE RECRUITMENTm m m m m m m

m m m m m m m m m m

Limitsm them applicantm m

1m 5m 4m 3m 2m 1m
m audience as the Internetm m m m m m
m

m is not the first choice form m m m m m m

m all job seekersm m m m m m m m

m m m m m m m m m

Causem applicationsm m

2m 5m 4m 3m 2m 1m
m overloadm orm
m m m m m
m

m inappropriatem m m m m m m m

m applications if care isn¶tmm m m m m m

m takenm draftingm the jobm m m m m m

m profile/specificationm m m m m m m

m m m m m m m m

m Excludes those who dom m m m m m m

3m not want to search for am 5m 4m 3m 2m 1m m

m job onlinem m m m m m m m

m m m m m m m m

m Make the processm m m m m m m

4m impersonal making them 5m 4m 3m 2m 1m m

m process off-putting form m m m m m m

m
m m
some.mm m m
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m
m
m
m
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m
m
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m

m Do you think onlinem m m m m m m

5m recruitment can be am 5m 4m 3m 2m 1m m

m threat to safety andm m m m m m m

m security of confidentialm m m m m m m

m company informationm m m m m m m

m like salary and the like?m m m m m m m

m Competitive edge is them m m m m m m

6m perceived disadvantagem 5m 4m 3m 2m 1m m

m of online recruitment.m m m m m m m

m m m m m m m m

m Do you think onlinem m m m m m m

7m recruiters have the skillsm 5m 4m 3m 2m 1m m

m to be effective?mm m m m m m m

m m m m m m m m

m Do you think legal issuesm m m m m m m

8m can hamper onlinem 5m 4m 3m 2m 1m m

m recruitment?m m m m m m m m

m m m m m m m m m m

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DIRECTIONS FOR FURTèER RESEARCè:m
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Based on our research findings, the following fertile areas have
emerged for further research:m
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An analytical study on the interface between
online recruitment & selection and offline recruitment &
selectionm
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Employees' perceptions toward online recruitment
and selection: A perceptual studym
m
An analytical study on the recruitment for retention

Pay-off matrix of online recruitment & selection: An

explorative study

Attrition rate and online recruitment & selection: A diagnostic

study
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mmmmmmmmmmmmmmmmmm=

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