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INTRODUCTION
E-RECRUITMENT
The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as
“Online recruitment”, it is the use of technology or the web based tools to assist the recruitment
process. The tool can be either a job website like naukri.com, the organization’s corporate web
site or its own intranet. Many big and small organizations are using Internet as a source of
recruitment. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job
seekers place their CV’s in worldwide web, which can be drawn by prospective employees
depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a
study by NASSCOM – “Jobs is among the top reasons why new users will come on to the
internet, besides e-mail.” There are more than 18 million résumé’s floating online across the
world. Although e-recruitment caters to jobs at all levels, it is largely useful in exploring people
at entry and mid-tier levels. As the base of candidates looking for these positions is very huge,
the online recruitment process comes in handy for administering standard evaluation tests for
screening and evaluation. For hiring senior professionals, online recruitment process does help in
seeking the required skill sets and qualification, but the screening and evaluation is not done
online. Corroborating this Shenoy says, “Monster and Jobsahead.com cater to all career levels. In
our database, about 31 percent belong to the entry level, 54 percent to mid-level and only 4
percent to senior level, including positions such as president, vice president, general manager and
director.
The use of technology within human resource management has grown considerably in recent
years: a CIPD survey in 20051 showed that 77% of organizations used some form of human
resources information system and 51% of organizations reported that their use of technology
systems were for recruitment and selection purposes.
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The term e-recruitment means using information technology (IT) to speed up or enhance parts of
the recruitment process. It ranges from the applicant interface for advertising vacancies and
making job applications, to the back office processes, which allow a liaison between human
resources (HR) and line managers to set up a talent pool or database of potential recruits.
Used correctly e-recruitment can:
enhance the applicant experience
communicate the employer's image and culture better
make the recruitment process faster, more accountable and standardised
increase the diversity of applicants
provide better management information on applicants
find the right candidate for the job
According to one survey, internet postings result in nearly ten times as many hires as newspaper
advertisements.E-recruiting, embracing the term web-based recruiting, can be described as any
recruiting processes that a business organisation conducts via web-based tools, such as a firm’s
public Internet site or its corporate intranet. We use the terms online recruitment, Internet
recruitment, and e-recruitment interchangeably.However used in a more sophisticated way, e-
recruitment can also actively support strategic people management.
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ADVANCED REPORTING
With more & more pressure being brought to bear on HR & recruitment practitoners to find and
select high quality candidates faster & deliver measurable benefits to business it is imperative to
provide high visibility of process efficiency & a lower cost base particularly in a world where it
is increasingly difficult to find those candidates.
Advanced reporting includes in ability to measure against key metrics & performance indicators
such as
1. Where candidates are coming from.
2. How many candidates are applying.
3. Candidate data such as location, qualification, skills.
4. Time to evaluate candidates through selection process.
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TRENDS IN E-RECRUITMENT
There is growing evidence that organizations are using Internet technology and the World Wide
Web as a platform for recruiting and testing candidates. The IES survey of 50 organizations
using e-recruitment reported that the primary drivers behind the decisions to pursue e-
recruitment were to:
a. improve corporate image and profile
b. reduce recruitment costs
c. reduce administrative burden
d. Employ better tools for the recruitment team.
Fifty-five per cent of respondents expected their organization to reduce its use of other
recruitment methods in the future. The key limiting factors to e-recruitment most frequently
reported were:
1. the cultural approach of the organization towards recruitment
2. the lack of knowledge of e-recruitment within the HR community
3. Internet usage by target candidates
4. commitment of senior management.
Issues raised as causing concern with e-recruitment included the quantity and quality of
candidates applying using web-based tools (eg organizations being inundated with CVs attached
by email, many of whom were not suitable for the post), the relevance of short listing criteria (eg
the validity and legality of searching by keywords), confidentiality and data protection, and
ensuring diversity of applicants.
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The trends in e-recruitment use suggest a changing landscape whereby in future the candidate is
connected to the central system and there is involvement of the line manager in the process (see
figure). In addition to the reported benefits such as cost efficiencies, the role of HR in this model
is viewed as more of a facilitative role, in theory allowing time for recruiters to become involved
in the strategic issues within renouncing.
E-RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED: i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED: Anticipated needs are those movements in personnel, which can predict by
studying trends in internal and external environment organization.
UNEXPECTED: Resignation, deaths, accidents, illness give rise to unexpected needs
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A MATTER OF FLEXIBILITY
The traditional boundaries that separated print media, job boards, recruitment advertising
agencies, recruitment consultancies and technology companies are breaking down. Resume
databases have been increasing manifold and the availability of a database (number of
candidates) is much higher than what manual recruitment modes can offer. The growth in the e-
recruitment industry has been fuelled with the adoption of technology by prospective employers
and Internet penetration. Organisations have cut costs by almost 80 percent over traditional
recruitment modes by moving over to the online recruitment process. Manual recruitment
process has its own limitation in terms of time, cost, technology, wider platform and ease of
applications. Raghuveer Sakuru, Managing Director of Kenexa Technologies says, “The costs
involved in manual recruiting process include advertising costs, the cost of hiring a placement
agency, administrative expenses and the cost of time. Recruiting online would ideally be more
focussed, fast paced, effective and give higher RoI (Return on Investment) on the administrative
expense.” By breaking geographical boundaries, online recruitment gives maximum reach. On
the contrary, to get similar benefits through the manual recruitment process one has to devote
more resources.
Online recruitment offers candidates the advantage of knowing the job profile, responsibilities
expected and the nature of the organisation, which are well defined at the outset. Regular
communication with potential employees in the manual recruitment process is almost nil,
whereas communication with job seekers and within the team is seamless in online recruitment.
It takes a while for the manual recruitment process to become operational and yield results
whereas in e-recruitment, one can look at the first response to a job advertisement in just 20
minutes.
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KINDS OF E-RECRUITMENT DONE BY ANY TYPE OF
ORGANIZATION
Job portals – i.e. posting the position with the job description and the job specification on the
job portal and also searching for the suitable resumes posted on the site corresponding to the
opening in the organisation.
These are large databanks of vacancies. These may be based on advertising in newspapers and
trade magazines, employment agencies, specific organisation vacancies, social networking
websites and many other sources. They often have questionnaires or tests for applicants to
improve their job-hunting skills to act as an incentive for them to return.
Some vacancies are purely extensions to ‘old media’ printed advertisements so that ‘online’ is
merely an alternative communication medium, while other vacancies are only found online with
no printed equivalent. The vacancies often have link back to the organisation’s website for
candidates looking for further information and to get a ‘feel’ for the type of employer that is
recruiting. Monster.com and Timesjobs.com are examples of commercial job boards. Some job
boards target specific groups so it is important to explore who the target audiences for particular
boards is.
Creating a complete online recruitment/application section in the companies own website.
- Companies have added an application system to its website, where the ‘passive’ job seekers
can submit their resumes into the database of the organization for consideration in future, as
and when the roles become available.
The amount an organization invests in its e-recruiting (from custom designed sites to basic
information pages) will depend on organization’s ‘e-strategy’, resources available and
competitor activity. The basic option is to provide a list of vacancies and contact details. A more
in-depth approach would involve a dedicated web site area that gives
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details of vacancies, person specifications, benefits, your organization’s mission and values and
the application process, for example, for online application forms. Large organizations may have
areas for specific types of employees, for example graduates, technical specialists, or have a
search facility for candidates to view all vacancies.
Job areas are often signposted directly from an organization’s home page so that more general
browsers can access them too. An intranet may also be used to host vacancies for internal staff to
access.
Some organizations take a ‘partnership’ approach, working closely with recruitment
consultancies and specialized web agencies who manage the online process for them as they
don’t have the necessary skills in-house.
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ONLINE RECRUITMENT TECHNIQUES
1. Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
2. E-recruitment should be incorporated into the overall recruitment strategy of the
organization.
3. A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.
4. Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.
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PROCESS OF E-RECRUITMENT
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TIPS FOR E-RECRUITMENT
1. Integrate with other recruitment methods so that all recruitment ‘tools’ work in harmony.
2. Evaluate and monitor use – get feedback from applicants about how they found the
process and take appropriate actions.
3. Keep content fresh – don’t display vacancies out of date vacancies. If you don’t have any,
say you don’t have any.
4. Avoid jargon and ‘company speak’ in advertisements.
5. Invest the same time in preparing online copy as you would for printed.
6. Have a policy on how to deal with unsolicited applications.
7. Provide contact telephone numbers in obvious places for those having technical
problems.
8. Ensure the site is accessible.
9. Conduct research into the most appropriate job board to host vacancies.
10. Make it easy for search engines to find your vacancies – think what keywords job hunters
will use and how to improve your website's ranking.
11. Realize your own limitations – think about partnership working to develop your e-
recruitment.
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ADVANTAGES OF E-RECRUITMENT
1. Lower costs to the organization. Also, posting jobs online is cheaper than advertising in
the newspapers.
2. No intermediaries.
3. Reduction in the time for recruitment (over 65 percent of the hiring time).
4. Facilitates the recruitment of right type of people with the required skills.
5. Improved efficiency of recruitment process.
6. Gives a 24*7 access to an online collection of resumes.
7. Online recruitment helps the organizations to weed out the unqualified candidates in an
automated way.
8. Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in industry etc.
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DISADVANTAGES OF E-RECRUITMENT
Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of million of resumes is a problem
and time consuming exercise for organizations
1. limit the applicant audience as the Internet is not the first choice for all job seekers
2. cause applications overload or inappropriate applications if care isn’t taken drafting the
job profile/specification
3. exclude those who do not want to search for a new job online
4. limit the attraction of those unable to fully utilise technology eg certain disabled groups
5. give rise to allegations of discrimination, in particular the use of limited keywords in CV
search tools
6. make the process impersonal, which may be off-putting for some candidates
7. impact on the ‘cultural fit’ dimension of recruitment
8. ‘turn-off’ candidates, particularly if the website is badly designed or technical difficulties
are encountered
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OBJECTIVE OF THE STUDY
1. To describe the effectiveness of e-recruitment in BPO sector over other modes of recruitment
2. Evaluate the changes that e-recruitment is bringing in B.P.O recruitment strategies and
practices.
3. To highlight the broadening horizon of e-recruitment in B.P.O.
4. Analyze opportunities and risk for firm and job seekers using e-recruitment.
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RESEARCH PROBLEM
“Change is the need of the hour”
The meaning of this is practicised by the young blood presently working in B.P.O. As B.P.O
gives the lucurative salary which can be earned in couple of months match with the earge of
strong buddies citizen of India, propels them to leave one job for the sake of better salary,
good job profile in comparison with another job.
This leaves a scope of E-recruitment for the HR of B.P.O which provide them quickly-“ A
Talented Workforce”.
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REASONS BEHIND E-RECRUITMENT
1. To advertise vacancies – on your organisation’s website, job sites, or on social
networking sites
2. To deal with the applications – email enquiries, emailed application forms/CVs, online
completion of application forms
3. To select candidates – online testing, information gathering
4. To enhance employer brand .
5. To create a personal relationship with your talent pool.
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HYPOTHESIS
1. The participants sited in this study are assumed to be taken objectively without any
biasness or subjectivity.
2. All the B.P.O studied in this project uses atleast a single e mode of e-recruitment.
3. The job seekers now a days uses internet for searching a job.
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COMPANY PROFILE OF BPO`s
vCUSTOMER
GENPACT
iEnergizer
DAKSH
ABOUT vCUSTOMER
vCustomer is a leading provider of customer care contact center solutions and services. We
leverage the right blend of innovative technology, business analytics and industry expertise to
consistently deliver customized, high quality, cost-saving services and solutions. We offer a
unique combination of best-in-class contact center services and an integrated, feature-rich CRM
suite to help increase your customer lifetime value.
We provide industry expertise in Communications/Telecom, Travel/Hospitality, Retail and
Technology. We understand your business to effectively help you reduce operating costs and
improve quality levels by deploying self-service and automation to optimize customer care.
vCustomer has been ranked No.1 in Employee Satisfaction among BPOs and contact centres
in India for 2007. The company has also been ranked 15 among Top 20 BPO's by Data Quest.
The long list of benefits offered by the company are: higher education sponsorship, work-life
balance programs, healthcare benefits, 401(k) plan, gratuity/pension program, provident fund,
employee stock option plan, employee referral bonus, promotional plan and tie-ups and
opportunities to work at client site for limited engagements.
vCustomer combines a data driven focus on customer needs with technological innovation and
certified operational excellence to deliver customized service solutions to individuals,
government institutions, and companies around the world. These service solutions are informed
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through strong analytics to deliver more rewarding customer interactions, and help better inform
management decisions. The end result is lower cost for clients and more value for end customers
we serve.
ABOUT GENPACT
Genpact is a leader in the globalization of services and technology and a pioneer in managing
business processes for companies around the world. The Company combines process expertise,
information technology and analytical capabilities with operational insight and experience in
diverse industries to provide a wide range of services using its global delivery platform.
Genpact provides a wide range of services, including Finance & Accounting, Collections and
Customer Service, Insurance, Supply Chain & Procurement, Analytics, Enterprise Application,
IT Infrastructure and Management.
Our goal is to help our clients improve the ways in which they do business by continuously
improving their business processes through Six Sigma and Lean principles and by the innovative
use of technology. As a service provider, we strive to be a seamless extension of our clients'
operations. Our leadership team, processes and culture have been deeply influenced by our eight
years as a captive operation of GE. Many elements of GE's success-the rigorous use of metrics
and analytics, the relentless focus on improvement, a strong emphasis on the client and
innovative human resources practices-are the foundations of our business.
We became an independent company in 2005 and, since then, we have grown rapidly, continued
to expand our range of services and diversified our client base.
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ABOUT iENEGIZER
iEnergizer is one of the largest and most progressive International Call Centers in Asia Pacific
region, located in Noida near New Delhi, India. It undertakes Business Process Outsourcing
(BPO) projects in voice based & web based processes as well as provides back office support in
Finance, Banking, HR, Claims processing- Insurance, Healthcare etc. to leading Fortune 500
companies around the world. iEnergizer makes use of the latest state-of-the-art infrastructure
with world class standards in networking like earth station, IPLCs to provide instant connectivity
to it's global customers through calls, e-mails, chat etc
Since its inception, iEnergizer has delivered on a business strategy that focuses on selected
customer service based, process oriented industries. While defining its business charter,
iEnergizer compared the operational background of its key management talent against top
industry verticals.
Our USP lies in providing our customers with the Quality at the right Price. Our motto in this
regard is "You will come to us for Price but stay for Quality".
iEnergizer’s Team combines experience with acquired knowledge that results in an expertise
strongly complimenting that of our Clients’. The iEnergizer Team understands the issues, the
products, the services and the challenges facing US creditors. The iEnergizer business process
design team has developed documented processes built around common Customer Care,
accounting and industry business practices. Combining sound, proven practices with the latest
technologies and the educated, low-cost labor force of India. Our six sigma approach to Process
Migration, COPC Quality Compliance, scheduling of competent workforce ensures our
customers of the best quality with better than in-house Reliability. In addition to reducing costs,
outsourcing to iEnergizer delivers speed, flexibility and round-the-clock productivity. In a
constantly changing environment, many Clients have found greater success in meeting the
urgency of change through the highly flexible, Client oriented environment of iEnergizer versus
in-house operations. Our scalable, flexible and unique on-site / off-shore model delivers an on-
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site management team and an off-shore development / processing center. The result is a “vendor”
relationship that functions like a true partnership.
ABOUT DAKSH
IBM Daksh is a global leader in Continuous Improvement BPO. It's an outsourcing model that
has the power to drive improvements in your business, year-on-year. We build a robust platform
to deliver cost-savings, while positioning your processes for improved performance through the
expert use of Six Sigma and re-engineering initiatives.
Continuous Improvement BPO goes way beyond basic 'lift and shift' outsourcing. It increases the
efficiencies of outsourced business processes and delivers improved operational and business
results. Our Indian and Philippine centres offer expertise in customer relationship management,
finance and administration and industry specific processes. Clients also enjoy access to the rest
of the IBM organization to take advantage of IBM's IT and technological capabilities to move
towards Business Transformational Outsourcing.
IBM Daksh offers business performance improvement rather than just cost-savings and is a step
closer to Business Transformation Outsourcing (BTO). By unlocking revenue generation through
up-selling and cross-selling, improving customer satisfaction scores, optimizing capital use and
reducing operational expenditure, IBM Daksh offers far-reaching and positive impact on
shareholder value IBM Daksh has worked with a pioneering group of global companies that have
successfully used BPO and BTO to execute a broad range of strategies with strong results
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RESEARCH MEYHODOLOGY
Research, in common parlance refers to a search for knowledge. One can also define research as
a scientific and a systematic search for pertinent information on a topic. In fact research is an art
of scientific investigation to collect and interpret the fact for providing information to the
management to get the product & services more efficiently.
It is a way to systematically solve & study the research. The research methodology include:-
1. Research design
2. Universe of the study
3. Survey population
4. Sampling Technique
5. Data collection
6. Data analysis
RESEARCH DESIGN: The research design implemented in this project is descriptive come
diagnostic design. The aim regarding the project is to get the complete & accurate
information
.
UNIVERSE OF THE STUDY: The universe of the study is confined to B.P.O situated in
Gurgaon, Delhi.
SURVEY POPULATION: 4 B.P.O are targeted for gathering the information.
SAMPLING TECHNIQUE: Sampling technique used in this research is judgment sampling
and convenience sampling.
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DATA COLLECTION: The data is collected from 2 sources
PRIMARY SOURCE
SECONDARY SOURCE
DATA ANALYSIS: Firstly the data is collected and then coded into standardized
form with the help of statistical tabulation method by using average and percentage
tool.
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DATA PRESENTATION AND ANALYSIS
IN WHICH SECTOR OF MARKET YOU DEAL IN?
V-CUSTOMER- SERVICES
I-ENERGIZER- SERVICES
GENPACT-COMMERCIAL & SERVICES
DAKSH- SERVICES & COMMERCIAL
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NUMBER OF EMPLOYEES
IENERGIZER
2300
DAKSH2800
GENPACT3000
VCUSTOMER
4000
NO OF EMPLOYEE
S
25
METHOD OF RECRUITMENT FOR THE LAST 12 MONTHS
vCUSTOMER
WALK INSWALK INS
OWN CORPORATE WEBSITES
OWN CORPORATE WEBSITES
RECRUITMENT AGENCY
RECRUITMENT AGENCY
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DAKSH
INTERPRETATION Daksh is using three modes of recruitment that are E-
recruitment,recruitment agency,and job portals.
RECUIT
MENT
AGENC
Y
RECUIT
MENT
AGENC
Y
E RECRUITMENTE RECRUITMENT
JOB PORTALSJOB PORTALS
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iENERGIZER
WALK INSWALK INS
JOB BOARDS
JOB BOARDS
E RERUITMENT
E RERUITMENT
JOB PORTALS
JOB PORTALS
RECRUITMENT
AGENCY
RECRUITMENT
AGENCY
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Interpretation iEnergizer is using traditional as well as online recruitment for recruiting their
employees.
GENPACT
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Interpretation Genpact is using e recruitment as well as traditional modes of recruitment for
recruiting their employees, but the use of e recruitment is more in this company.
RECRUITMENT AGENC
Y
WALK INS
JOB PORTAL
S
E RECRUITMENT
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PRESENCE OF CORPORATE WEB SITE
Name of BPO`s Presence Of Corporate Website
vCustomer Present
iEnergizer Present
Genpact Present
Daksh Present
Interpretation-All the targeted BPO`s have their own corporate websites which
shows the popularity of e recruitment & acceptance of e recruitment by the
companies.
NUMBER OF CANDIDATE RECRUITED BY E-RECRUITMENT
Companies Percentage
vCUSTOMER 55%
I-ENERGIZER 9%
GENPACT 60%
Daksh 45%
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Percentage
55%
9%60%
45% vCUSTOMER
I-ENERGIZER
GENPACT
Daksh
Interpretation- This shows that genpact is making maximum use of e-recruitment for recruiting
employees and others have scope to use it more.
NUMBER OF CANDIDATE RECRUITED THROUGH TRADITIONAL
METHOD
V-CUSTOMER GENPACT DAKSH I
ENERGIZER
RA
650
WALK-INS
500
WALK-INS
100-200
JOB BOARD
600-700
RA
200-300
RA
400-500
WALK-INS
800-900
JB
80-100
PORTALS
350-400
WI
300-350
RA
650-700
PM
100-200
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RETENTION LEVEL IN RECRUITMENT MODES
Interpretation-Genpact is more successful in maintaining the retention level
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REASONS OF CHOOSING ONLINE RECRUITMENT OVER
TRADITIONAL METHOD
Interpretation-All the BPO`s Prefer to choose online recruitment because it reduces the time as
well as the cost of recruitingthe employees
RESPONSES
V-CUSTOMER Reduce recruitment costReduction in time for recruitment
I-ENERGIZER
NO RESPONSE
GENPACT Reduction in time for recruitment
DAKSH Reduce recruitment costReduction in time for recruitment
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AMOUNT OF EXPENDITURE ON VARIOUS MODES (RS)
I-
ENERGIZER GENPACT DAKSH
V
CUSTOMER
T N.M 100000 50000 1000000
E N.M 75000 20000 600000
O N.M 10000 20000 0
INTERPRETATION-This analysis shows that expenses spend on traditional mode are more in
comparision to online recruitment which increases the overall cost.
WHICH MODE OF RECRUITMENT IS COST EFFECTIVE IN NATURE?
I-ENERGIZER GENPACT DAKSH V
CUSTOMER
TRADITIONAL E-
RECRUITMENT
E-
RECRUITMENT
E-
RECRUITMENT
Interpretation-This shows that all the companies respond positively towards e recruitment
because it gives more return on investment.
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FINDINGS OF THE STUDY
1. Most of the bpo`s deals in service sector.
2. The companies are using recruitment as well as other tradional methods recruiting the
employees but erecruitment is used by all the companies as it is more beneficial than
other methods.
3. All the BPO`s have their own corporate websites which shows the increasing scope of e
recruitment.
4. Retention level of employees is more in genpact as it recruit more employees through e-
recruitment..
5. Most of the bpo`s are using online recruitment over tradional method because it reduces
time as well as cost of recruitment.
6. E recruitment is more cost effective as it generates more return on investment.
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CONCLUSION
Most of the BPO`S from whom the survery has been done give their response in favour of e-
recruitment as compared to traditional methods of recruitment.Employers of the companies feel
that tradional methods are more costly and time consuming as compared to e-recruitment. E-
recruitment gives employers increased ease and efficiency in the recruitment process. It also
gives candidates an improved experience. Using e-recruitment rather than conventional print
media or agencies - offering considerable cost savings and extensive candidate reach for most
roles
It reduced time to hire employees which can have a major economic impact for the employers,
getting productive employees.
It reduced Administration as all applicants are held on a single e-recruitment system they can be
contacted individually or collectively with ease at the click of a mouse, reducing the time, effort
and cost of the administration staff.
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APPENDIX
Ques: In what sector of market is your main activity?
a) Commercial [ ]
b) Service [ ]
c) Business [ ]
d) Commercial & Service [ ]
Ques: How many employees are working in your companies?
Ques: Which method of recruitment have been used for the last 12 months
a) RECRUITMENT AGENCY [ ]
b) JOB PORTALS [ ]
c) JOB BOARD [ ]
d) ADERTISEMENT THROUGH MEDIA [ ]
e) WALK-INS [ ]
f) OWN CORPORATE WEB SITE [ ]
g) E-RECRUITMENT [ ]
h) REFFREERALS [ ]
i) OTHERS [ ]
Ques: Do you have corporate website?
a) PRESENT [ ]
b) NOT PRESENT [ ]
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Ques How many number of candidates are recruited by e-recruitment?
a) Vcustomer [ ]
b) GENPACT [ ]
c) i energizer [ ]
d) DAKSH [ ]
Ques How many number of candidates are recruited through traditional methods?
a) Vcustomer [ ]
b) GENPACT [ ]
c) i energizer [ ]
d) DAKSH [ ]
Ques What are the causes of choosing online recruitment over traditional method?
a) improve corporate image and profile [ ]
b) reduce recruitment costs [ ]
c) reduce administrative burden [ ]
d) reduction in the time for recruitment [ ]
Ques Which mode of recruitment generate maximum response?
a) RECRUITMENT AGENCY [ ]
b) ADVERTISEMENT THROUGH PRINT MEDIA [ ]
c) OWN CORPORATE WEBSITES [ ]
d) E-RECRUITMENT [ ]
Ques How much amount of expenses are spend on various modes?
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a) TRADITIONAL [ ]
b) E-RECRUITMENT [ ]
c) OTHER [ ]
Ques Which mode of recruitment is more effective in retaining employees?
a) TRADITIONAL [ ]
b) E-RECRUITMENT [ ]
Ques Which mode of recruitment is cost effective in nature?
a)TRADITIONAL [ ]
b)E-RECRUITMENT [ ]
BIBLIOGRAPHY
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1. Kothari,C.R. ‘‘Business Research & Methodology’’,New Delhi New Age Publishers Pvt. Ltd, 20052. www.gogle.com
3. www.iEnergizer.com
4. www.genpact.com
5. www.daksh.com
6. www.vCustomer.com
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