case study on e recruitment in india

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E-Recruitment System in Indian Organizations and its Efficiency.

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In the rapidly changing global world economy, its important to keep pace with the competition and succeed. Today, one of the most crucial sources of competitive advantage is based on human resource efforts through attracting and retaining talented individuals. The internet has helped in attracting potential candidates to an organization from the recruitment process, which is referred to as E-Recruitment. The practice of issuing a vacant position and applying for a job via a website has increased steadily. The purpose of this paper is to broaden the research on the recruitment practices, with focus on E-Recruitment practices and trends in India, to identify what e-recruitment methods are being used and what benefits are being experienced by organizations using these methods. A number of methods will be used for the study including the interview method, surveys and the secondary data available.

Shuaib Soomro

Abstract This research study aims to investigate the influence of adoption of e-recruitment method by job seekers in Karachi, Pakistan. It also analyzes the relationship between e-recruitment and their adoption behavior. A convenient sample of 250 job seekers from different universities students of Karachi was taken. After validating the instrument, one sample t-test was performed to test the relationship of selected variables i.e. cost saving, time saving, extensive search and unlimited excess with the behavior of job seekers in adopting a e-recruitment method. Using SPSS 17.0 Statistical evidence at 0.05 level of significance proved that cost saving, time saving, extensive search and unlimited excess are significantly correlated with a e-recruitment adoption. The findings are helpful for academicians, organizations and other institutions to design and market new web pages to attract more and more job seekers.

nuran mwasha

IJAR Indexing

Persistent and effective talent is a prerequisiteforfacing the tremendous challenges posed by the ever evolving and competitive business environment.While the companies are being pushed to innovate in regards to its recruitment strategies on one hand, the budgets to do the same continue to be snipped. Thus, companies have been seen to resort to use of information technology as a medium to source, select, recruit and place its candidates. The use of IT in recruitment is not only an economically feasible alternative but is also found to be a viable option in regards to its time effectiveness. The objective of this paper has been to primarily understand the transformation which has taken place in regards to recruitment initiatives of corporates in general and IT firms in particular. Further, the focus of the study has been to gain relevant insights pertaining to the current status of technology adoption in the recruitment domain of IT firms. The significant findings from the study were that there has been a definite shift in Human Resource Management architecture. It has witnessed a thoroughchangeover from being merely an administrative job to today contributing towards the strategic business objectives of the firm. The adoption of information technology has reduced the overall workload of HR personnel thereby enabling them to redirect their energies towards tactical decision making. Firms have been seen shifting towards adoption of E-recruitment drives in order to differentiate their market standing in regards to the available talent pool. Even though organizations continue to witness certain resentment in terms of completely adapting to system based HR functions, stakeholders at different levels are slowly realizing the value add due to such an initiative and are thus effectively contributing towards smoother transition of the same.

International Journal of Applied Business and Economic Research, IJABER

Dr.Hari G. Krishna

Current challenges and changes in technology and the role of the internet open up new vistas for companies to communicate and work. The fact that Social Networking Sites entered the business landscape, and in particular, the recruitment landscape leads to a demand for knowledge about recruitment trends regarding Social Networking Sites. To detect the extent to which the use of Social Networking Sites leads to effective recruitment, a research model was established in order to find relationships between the qualities of Social Networking Sites and effective recruitment. The chosen qualities of sites were information quality, popularity, networking scope, ease of navigation and security/privacy.

ABSTRACT Recruitment refers to the systematic process of searching for prospective employees and stimulating them to apply for jobs in an Organisation. It results in a pool of applicants from among whom the right employees can be selected. Social Media Recruitment (SMR) refers to recruitment with the help of Social Media sites. Social Media has become an integral part of recruitment; through which people stay in touch, keep themselves aware of new developments and connect with the world around them. Human Resource professionals observed this pattern of behavior in regards to the usage of social media tools among employees and crafted innovativeness in HR practices and processes. As a result, social media got introduced into the world of human capital management. Such practices of social media applications were captured and categorized under various HR functions critical for organization’s success. As part of an organization’s recruitment strategy, social media is compelling. It is also still in the stages of being formulated and adapted and which for many human resource practioneers is a new tool for the purpose of recruitment. In this climate of slow economic recovery and severe competition, companies have a need to get it right when it comes to hiring decisions. These practices were brought to the notice of Job seekers to know their preferences towards such practices. This research paper aims to understand the Job seekers perception on recruitment through social Media application practices that were identified. This was performed to conduct a reality check between the expectation from the HR sorority and the employees for whom these applications are embattled in order to bring the overall fulfillment of organizational goals. KEYWORDS: Social Media, Recruitment Strategies, Talent Pool, Job Search

International Journal of Environmental Research and Public Health

Magnus Sverke

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees’ exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity ...

Computational Linguistics

Pierre Isabelle

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Please note you do not have access to teaching notes, a resource‐based analysis of recruitment and selection practices of indian software companies: a case study approach.

Journal of Indian Business Research

ISSN : 1755-4195

Article publication date: 23 March 2010

The purpose of this paper is to detail staffing practices of five software companies located in India.

Design/methodology/approach

This qualitative research paper uses purposeful sampling to provide rich data on senior‐level staffing practices. The interviews conducted in India are tape‐recorded and notes are also taken diligently. The interviews are coded to identify similar and dissimilar themes.

This research identifies internal recruitment, employer references, succession planning, interviews, personality tests, newspaper recruitment, professional search agencies, and bio‐data as the predominant senior‐level staffing practices.

Practical implications

The paper identifies successful staffing practices adopted by domestic software companies. As multinational companies significantly increase their presence in India, global practitioners can implement successful staffing practices by having a thorough understanding of local staffing practices.

Originality/value

This paper identifies successful staffing practices of the Indian software organizations. This paper further provides a staffing model based on the Lepak and Snell staffing typology and details the main human resource management challenges of the Indian software industry.

Recruitment
Resource management

Rao, P. (2010), "A resource‐based analysis of recruitment and selection practices of Indian software companies: A case study approach", Journal of Indian Business Research , Vol. 2 No. 1, pp. 32-51. https://doi.org/10.1108/17554191011032938

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E-Recruitment System Case Study Analysis

E-recruitment system .

BAT telecom started its services from about one and a half year. It was the time of company when HR management of the company in its incubation period. There were about 1500 employees in the company—the plans to increase the strength of employees until 15000. At seven different metro offices, the company had an excellent method of rolling out a PAN network in India. At the starting, about 500 employees were hired for every quarter. The total number of divisions were about ten; data centres, wireline, wireless, national long distance, broadband, business support systems, decision support systems and support functions having several employees from 40 to 50 but support processes had a more considerable number of employees.

What issues did the recruiters face before the implementation, and how did they tide over the old system?

The company wants to recruit new employees, but it had been found that loose company record of CVs from the candidates interviewed last week. It was the plan that one business group might interview the other business group can hire a candidate. The first issue that recruiters are facing is confusion and chaos because of a large number of groups. This is leading BAT telecom to create confusion with the HR management and facing trouble in managing a bulk of CVs from candidates. There was poor coordination between recruiters as the database was maintained in Microsoft Excel spreadsheet.

The second issue before the recruitment is a large number of CVs from 5000 candidates per month tricked by emails, hard copies or send by candidates interested in the jobs. It was hard for them to manage about 5000 CVs and to select 1000 to 1200 candidates for the positions. This large number of CVs from candidates was troublesome for recruiters, and they took pressure in this way.

As times passed, that bulk of CVs was got increased so much that the recruiters were finding it so hard to manage and keep track of all candidates. There is no doubt that it was a massive mistake by recruiters because they did it in a very wrong way. According to the case study, it was no less than a nightmare for the recruiters to file the CV of an interviewed candidate. It was a challenge for recruiters to deal with a CV for hours.

What are the critical messages for recruiters?

It is a message for recruiters to implement a very different way of recruitment which could be hurdle free. There is no doubt that E-recruitment is only a way by which a considerable number of candidates can be recruited without thinking about the tensions of tracking their CVs. By this way, they could be able to maintain an exceptionally OK record of candidates which can be tracked easily. This type of recruitment may lead the company to have a good reputation because it could let the company to not waste time in following CVs. Each applicant could be appointed with a well-managed schedule. The administration of the company could work with consistency to increase the efficiency of the groups.

E-recruitment uses technology which is also beneficial for not having hard copies of CVs. E-recruitment could minimize the cost required for hiring candidates in recruitment. BAT telecom should be oriented to this way to make everything easy. It is also a very effective way of engaging people in a company. BAT telecom usually needed a long process for hiring candidates for their functional groups. Still, if they could implement E-recruitment, then they would able to save their time and money. Clear communication between candidates and recruiters could be possible without having many tensions in tracking CVs. The Internet made this world a global village on which anyone can access any data. Recruitment on the Internet includes versatile options, including ad posing for jobs, applying to companies, seeking response and communication about a job interview. These essential steps could be done with the help of the Internet that should be adopted by BAT telecom employers. It let employers of the company appoint their candidates for respective jobs rapidly. They can set a criterion by which a candidate can be assigned without the evaluation of human. The artificial intelligence technology can detect the right person; then, he should be interviewed for further process. Once it may be done, the system will be able to identify them according to the need of the job.

It is a green solution which doesn’t require any paper or pencil. It maintains the record in the soft form in a computer system. For this purpose, there is less physical space needed to keep a record. BAT telecom may have an integrated approach by which it can assess candidates with an end-to-end encrypted process. In the past, the recruitments were taken by papers, but now technology has made everything very convenient, which must have used by this telecom company. High-quality assessments in fair means could be possible even. The other responsibilities which were done for the vigilance of candidates may also be minimized. The eligible students could easily be filtered, and the company could only focus on them for their selections. By implementing this method, the company may not need to coordinate much with other departments because of clear and prominent eligibility of selective candidates. It plays a vital role in saving funds which a company raise for physical recruitments. In a recruitment process, the company pays for halls and other physical facilities as well as the employers who conduct recruitments must be paid with fees because they are referring a candidate for the company. If using technology, such type of costs could be saved. You may not need to pay a sign-on bonus or any extra fee for this process. Giving advertisements in newspapers also takes money which could be avoided by BAT telecom if using e-recruitment. The company could boost its recruitment on social media and other stations, which requires no or significantly less money which is almost negligible.

Instead of having a lot of CVs or resumes in hand to assess them for the best, it could be possible to let artificially intelligent computer systems to figure out which candidate is the perfect one. It is promising to find a candidate in this way because computers decide everything on fair means according to your requirements. There are various recruitment platforms on the Internet which could be used. These platforms analyze candidates according to their qualification and their assessment. These programs are also helpful in advertisements as they automatically send mails to respective candidate eligible for the recruitment.

Another main benefit that could be availed by BAT telecom was they can access to a wide range of audience. While recruiting in universities, colleges or technical institutes; company reached to a limited number of students every time spending time and money for each visit. By recruiting online, this company could be able to grasp a considerable number of candidates without occupying space, spending money or giving time. Anyone could be able to appear in recruitment because in the world of today, the Internet is for everyone, and we are in the age of technology.

By analyzing the flaws of physician recruitment, we can say that BAT telecom had a terrible choice of recruitment. They needed to go for E-recruitment to avoid a lot of disturbances company faced in selecting a candidate. These are some key messages for BAT telecom, and it will be sure that the company will consider e-recruitment very well next time.

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