E-Recruitment: Advantages, Methods, and Effectiveness

This study explores the potential of E-recruitment and its effectiveness in enhancing the efficiency of the recruitment process. It discusses the advantages and limitations of E-recruitment, the different methods used in this approach, and the criteria for making it effective. The study also examines the trends in E-recruitment and explores the use of Scrum in this field. It provides insights for future enhancements in E-recruitment strategies.

E-Recruitment
Student Name
Student Id

Contents
Abstract.......................................................................................................................................................3
Introduction.................................................................................................................................................4
Objectives....................................................................................................................................................5
Literature Review........................................................................................................................................5
Research Methodology................................................................................................................................6
Types of Recruitment..................................................................................................................................9
Why E-Recruitment.....................................................................................................................................9
Advantages of E-Recruitment....................................................................................................................10
Drawbacks of E-Recruitment....................................................................................................................11
Methods of E-Recruiting...........................................................................................................................13
Data Analysis........................................................................................................................................13
Trends In E-Recruitment...........................................................................................................................14
Criteria for Effective E-Recruitment.........................................................................................................15
What is Scrum?.........................................................................................................................................16
Scrum Development: What’s Involved?....................................................................................................16
Scrum Process(Source: (https://www.mountaingoatsoftware.com/agile/scrum))................................17
Scrum Process: The Main production...............................................................................................17
The Project based on Agile Scrum: Main Roles................................................................................18
Scrum Approach In E-recruitment.............................................................................................................19
Conclusion.................................................................................................................................................20
FUTURE / SCOPE....................................................................................................................................20
REFERENCES..........................................................................................................................................21

Abstract
Today we are living in the age of internet and digital world so all the organizations becoming
very much dependent on online sources when they are dealing with management activities of
human resource. So now a day’s company much uses the online-recruitment sources to find the
best candidate from the pool of potential entrants. Some pros and cons is faced by the companies
while they are utilizing the online recruiting sources. (Unadkat, 2012)
In our study we focus on the potentiality of E-recruitment process and also find and apply the
solution to overcome from the difficulties faced from the current online recruitment process. We
use here some variables to evaluate the functionality of online recruiting process to any
recruitment organizations. Here we are using Data collection method for our research which is
the composition of two types of data such data primary and secondary. This primary data is
gathered by utilizing the E-recruitment user interview and secondary date is collected by various
research papers, journals and web articles etc. (Unadkat, 2012)
From the research study we found that that strategies of e-recruitment has enhance the efficiency
of recruitment and broadly accepted by the most companies and MNCs but it also has some
limitation that is it does not allow the communication process face-to-face. So e-recruitment user
needs to focus on the constraints of E-recruitment strategies and by removing these
inconsistencies they can successfully implement the E-recruitment approach. (Unadkat, 2012)

Introduction
Main challenge for any organization is to find out the best candidate from the potential entrants
pool. The exploration of any successful company is not only their financial return but also
combination and development of its human capital. This recruitment process can be defined as
the vital part of HR management because it implements the important function to introduce the
most considerable resource to the company. Because of the technological advancement and
globalization, maximum corporation companies depend upon the online process for recruiting
the best candidates. Even the developing countries also like to go through the online recruitment
over the traditional recruitment process.
This E-recruitment process primarily characterizes the utilization of technological skills and
web-based sources for calling, cross-examining, screening and selecting the best desired
candidate. Mostly organizations are going through this online recruitment for selecting a best
candidate from the pool of potential candidates as it saves time and money. So e-recruitment has
enhanced the efficiency of recruitment process for the employers in selection of desired
candidate for the desired position. So the focus of our research study to analyze the effectiveness
of E-recruitment for the companies here we presenting a model that shows different elements of
E-recruiting including its media preference, improvement and perceived advantage at several
stages of recruitment process. We can summarize from the figure below. (sultana, 2018)
Research Mode(source: (sultana, 2018))

Objectives
Primary objective of our research study is to make analysis for exploration of the effectiveness of
E-recruitment process for the companies.
We found some that are explained below:
1. List out trends and technologies in E-recruitment.
2. Point out the advantages and limitations of E-recruitment
3. Figure out about the criteria for making E-recruitment effective.
Literature Review
(Kaur, 2015)
An article shown by Dr. A J du Plessis(2012) focused on the background of traditional way of
recruitment and reviews new ways; E-recruitment and their effectiveness; Benefits like
accessibility and drawbacks like Changes in technologies in E-recruitment and the effect of this
on companies Management
The study done by Ms. D Shahila(2013) helps to make analysis for the trends in E-recruitment
utilization and practice, methods used in E-recruitment, Challenges and issues comes in E-
recruitment, Scope increasing in the recruitment process in companies. Also we learn from this
study that the main success factor of E-recruitment process are many value added services is
given by the job-website and portals, it is also cost effective, Speed is fast as compare to
traditional methods and also provide the customized solution to the users, also helps to establish
the relationships with the companies HR managers and provide facilities for branding of
company.
Islam (2016) has stated the efficiency of E-recruitment depends on the factors like reliability,
cost-effectiveness, security and performance.
E-recruitment is the most choices source from the other different sources of recruitment, and the
effectiveness of this source depends upon the proper placement of job advertisement. Due to the
larger utilization of internet by the job applicants, organizations also wants to invest to the
implementation of E-recruitment framework which proves sound economically as compared to
the traditiona recruitment process. (Khan, Awang & Ghouri, 2013).
After reviewing the different papers and analyzing the point of view of present recruiter we have
consider some variable. To know about the advantage of E-recruitment , the considered variable
include cost, accessibility, specified requirements, workload reduction, large pool of candidates,
turn over reduction, fascinating more applicants, increasing organizational performance ,fastest

mode and evaluate the improvements in Recruitment process at each stage, the test variable that
are inspect include interviewing, screening, evaluation, selection and last is induction.
Research Methodology
(sultana, 2018)
Research problem: Here we studies about the requirement of E-recruitment strategies in
emerging framework technologies.
Data collection: Here we are using Data collection method for our research which is the
composition of two types of data such as primary and secondary data. The primary data is
gathered by utilizing the E-recruitment user interview and secondary date is collected by various
research papers, journals and web articles etc.
Sampling: We have selected 15 samples by convenient sampling method and many articles and
research papers have studied regarding this.
TEXT OF THE STUDY: (Unadkat, 2012)
For efficient use of internet technology to enhance effectiveness as well as efficiency of
recruitment task, E-recruitment is the well structured technique. Mainly two types of E-
recruitment find out that are explained below:
1. Use of job portals:
Utilization of different job portals are growing now-a-days by the people, as it
provides easy application for the job. We know now-a-days the use of internet is
increasing too much, so it is most convenient way to apply for a job. Job seekers can
search and apply from the desired job by sitting at home. Generally these E-recruiting
companies have tie-ups with many companies and after screening of candidate’s
profile and by considering the company requirements these job portals refers to the
entrant which suited best application job profile.

Job Portals(Source: (Unadkat, 2012))
Another approach in E-recruitment service the online Reward/Referral based
recruitment process. These are the new type of recruitment website portals that offers
cash rewards for referring if any one find or browse for job through it. Also the
employers organizations can upload their organization videos, that are linked with
YouTube like www.Reffster.com, these are the type that recruit for mid and Senior
Management positions only.
2. Use of Career option that are given in the Organization’s Website:
Now-a-days company also have their website for E-recruitment this the another option
for recruitment. Many big companies have started to using this option. Company website have
the career option , so the applicant can apply through this for the desired job that are open in the
company, and they will be called in future when the requirement is open. This process saves
time and resources of any organization, most of the companies like TCS, Wipro etc are utilizing
this option of career in their websites.

Company Own site with career option(Source (Unadkat, 2012))
Today’s future enhancements of E-recruitment strategies for recruitment process are like,
E-recruitment Strategies(Source (Unadkat, 2012))

Types of Recruitment
(barber, 1998)
Types of recruitment are mainly divided in to two parts. First is centralized and the second one is
decentralized. If any organization is centralized it means its structure is centralized and their
department cannot take any decision, this can be taken by the only one central department. This
type is mainly seen in government organizations and advantage of this form is that it may have
control on administrative costs, minimization is done in biased choices, process standardization
is easy and involvement of experts.
In decentralized recruitment process each department have the authority for selection of their
staff. Many Big organizations and those that are geologically spread will find this type is very
convenient. When candidate searching process is start for required job vacancy then the search
should be accurate. Many times internal sources are canceled by organizations, its main reason
the searching area is restricted inside the company and can be limited to the existing employees.
But external searching could be done in many different ways, it can be campus recruitment,
referral by employees, advertisements and placement agencies. In all these types of external
sources searching the advertisement process is considered the most common and effective part
for E-recruitment. Advertisement can be publish by several ways like in news papers, through
professional publication, through online, by placing advertisement in windows and particularly
job advertisement newspaper ,magazine and journals. Online advertisement is the main part of
recruitment in E-recruitment.
Why E-Recruitment
(Kaur, 2015)
This E-recruitment solves the entire problem associated with the traditional recruitment method
for easy finding of candidates. For any successful organization and to keep this position stable or
high it needs the staff should be of high caliber. If the person is not right then it may lead to
frustration. Maximum employers not only recruit the employee from their own country they also
recruit from all over the world and same things are done by the job seekers. Searching and
applying for desired job can be done on any geographic location by the candidates, Today in the
age of internet online advertisement publishing is very cheaper for employer and jobseeker to see
those advertisement is also very easy, that is why adaptation of E-recruitment is increasing day-
by-day.

Advantages of E-Recruitment
(Kaur, 2015)
1. Hiring time is saved: In e-recruitment 24/7 hiring and immediate real-time interaction is
facilities. The Employer organizations can post for any job hardly in 20 minutes in any size
of advertisement and will find the immediate response by receiving the CVs of interested
candidates. This job posts are stays 30 days and will receive the CVs of job seekers
continues immediately from the ad posting while in traditional method like news paper will
takes a week or later and ad is posted on a day. That is why it is proved that E-recruitment
process is 70 percent faster from the traditional recruitment process and all the step is also
comparatively faster like posting of ad for job, receiving of CVs and filtering of desired
candidates and manage the contacts and overall workflow of process.
2. Hiring time is reduced: for posting of jobs and /or searching for the candidates in online
process is at 90 % lower cost as compared to the traditional ways used for all this
3. Larger reach for company: E-recruitment contains the current and active candidate databases
that covers all regions, industries and career levels. Maximum companies spent dollars for
getting regularly updated, high quality, relevant and diverse database. Spreaded companies
business development team inspect for the affiliation of the job portals and always keep in mind
for the portals that have relevant candidates and job seekers are visited for targeting jobs
regularly.
4. Larger reach for job seekers: Job seekers have benefit that they can search for the job from
various websites and portals and apply for the desired job from their home or any location. They
can posts their CVs online and connect with the recruiters/employers directly for graving the
opportunities for the job that is not advertised even.
5. Filtration tools for best suitable job: Maximum job sites offers the employers by including
latest technologies and filter to find out the best desired candidate rapidly, efficiently and in
easiest way. Macs provides these types of facilities it shows the community of employers having
33 or more criteria for searching, screening based on filter and sorting tools it all done very
quickly and contact and target the active and passive both candidate easily without any delay.
6. Employers have the opportunity of Branding: Any employer can utilize their job
advertisement present as a consistent brand and shown the perspective view of company image
to the candidates. The candidate with talent wants know to whom he is working with, they can be
specific to work for, so these description of company helps to make decisions for application.
7. Management tool is very sophisticated: In this E-recruitment process entire process has
managed from a single location from where employer can post for vacancies, screen, receive

CVs and communicate with the entrants collectively or individually and monitoring all activities
from a highly function and private workspace of employer, similarly candidate can monitor their
whole hiring process at every stage from their functional workspace. This shows the user
experience will be enhanced for both job seeker and employer. Because of its confidentiality
feature both the job seeker and employer maintains their confidentiality. Company can select for
searching of database even without posting for a job when the vacancy is sensitive also they can
post for job vacancy by keeping the name of the company confidential, Furthermore job seekers
can post their CVs online by keeping present employer’s name and name of candidate
confidential.
8. Proactive approach are allowed: In E- recruitment process the full control is in hands of the
recruiter/employer, communication with candidate is direct and real-time , so does not need any
middle man to screen, filter and selection of desired candidates. On sitting in the driving seat
recruiter gain the insight for the nature of marketplace and find the competitive portrait for the
position. They can also get the superior and better fitted match for long term jobs.
Drawbacks of E-Recruitment
(Kaur, 2015)
1. Require being computer savvy: this process is limited to the candidates that are savvy
of computers. Because the searching is based on many websites, their test and application
demand keywords for a company or person that are computer savvy.
2. Vast pool of applicants: This will give the advantage and disadvantage both for the
organization. Because the database will be huge so the scanning cannot be done in depth,
so either the CVs are screened on the basis of some key words or first few candidates will
be called for the interview.
3. Legal consequences: As compare to other recruitment sources in this type of source it
should needs to know about the words used in ad otherwise charge will be strike for the
intolerance.
4. Disclosure of information: As the employee profile and company details are publicly
visible. But the applicants do not want their employer should know that they are
changing. Also address and phone number visibility can lead to many security problems.
Similarly company do not want to disclose their current position to the competetors.

5. Non-serious applicants: Many application are forwarded by the applicants only to know
about their value in market. Sometimes candidates doen not check so it does not known
by the company the person is serious or not. When the interview is conducted for those
candidate the recruiter comes to know about that candidate is not serious for this job, and
due to this serious people will be rejected by them.
6. Website malfunctions: Some entrant complaints that when they applied for a company
they face breakdown when try to submit the documents. Some complaints the layout of
website is very much confusing and also difficult to navigate. For a particular site they
give up for apply due to inconvinience.
7. Outdated job postings: Sometimes the HR professional representative failed to
eliminate old job posting from the website for the position that are filled, This is due to
miscommunication between the HR and hiring manager or other problem in the system
Recruiter receiving the CVs for the job position that are filled and they continue recives
the flood of CVs until they remove that job ad which is filled out
8. No response from the company: This is also a problem facing in E-recruitment process
that sometimes applicants did not get response for their application on the various sites.
Candidates cannot contact them because they do not mention the phone number to the
website else state “No phone calls please”. In web based process it is strictly said by the
company the applicant cannot contact them directly

Methods of E-Recruiting
(Unadkat, 2012)
Job boards: this is the platform where employers have to search for the candidates and post for
the jobs. From here jobseekers will know about the vacancies. But it is generic by nature so goes
in its drawback. The candidates that have special skill needs to search on certain job boards for
finding the jobs.
Employer web sites: These types of sites can be the site owned by company or developed by
different employers. As an example like Directemployers.com is the E-recruiting company
owned by the employer and is formed by the Direct Employers Association. This type of
company is a nonprofit organization established by the executives of leading U. S corporations.
Recruiter Network said in the press release that 98 members are in this site which is around 45 %
of the top 500 companies.
Professional websites: These websites for particular profession and skill and not generic in
nature. As an example if candidate wants job for Human Resource Management he will go for its
specific site like www.shrm.org. Every professional organization will have their own society or
site.
Data Analysis
(Kaur, 2015)
Preference of E-recruitment between recruiters
We conduct a survey for finding preference of recruitment methods by recruiters among various
recruiting media and following chart shows the result:
Preference of Different Recruitment Media Statistics(Source: (sultana, 2018))
From the above observation we can see that 51% of recruiter prefer to go with the social
networking sites which is the large proportion, apart from that around 42% recruiters likes to go
with company sites for recruitment and about 46% like to go with online job portals for

recruitment as E-recruitment media. The preference percentage for traditional recruitment is very
low.
Trends In E-Recruitment
(Unadkat, 2012)
In hiring process Social media gaining popularity
From the above observation we find that hiring process through social media is most popular
now, by social media company can access more information about the job seekers, but when
using the traditional approach for recruitment by the employer they only have the information
about the candidate based only on their resume, but now they can easily search their profile on
social media, check their work samples and find more information about the m by using web.
The recruiter also get to know about the candidate through social media that those candidate are
open for switching jobs if good opportunity offered them. Since very few vacancies for jobs are
published on job boards, talented job seekers knows all that, but to find the best talented
employee the employers will search for that talented candidates through the various communities
like GitHub. This make the social media more preferable as compared to other ways to find the
talented candidates. Furthermore this social media recruitment most helpful strategy for
employers, but also job seekers get the advantage for finding the right job opportunity that was
not possible in earlier process.
Mobile recruitment: the hottest topic becomes more popular.
Today the use of mobile is like breathing by us. Now-a-days users of internet accessing the web
through mobile. At the end of year 2014 the mobile device replaces the computers as most web
access tool. These statistics shows that recruitment companies needs to invest on mobile
recruitment for hiring in 2014. Recent stated survey by the linkedIn that around 56 % persons are
searching for the job through mobiles and around 52% are applying by the mobile device. But
These statistics is not useful if you do not have the well-developed strategy for mobile
recruitment.
Using online media for brand building:-
You cannot takes benefit of online media if you do not use it in comprehensive manner rather
than little bit approach. this makes the company’s brand perspective strong more by using all
forms of online media and makes communication with candidates even better as compared to
make recruitment solely. Employers post the job advertisement by promoting a consistent brand
to prospective the candidates. As there is very hard competition for available talented people, it
matters only how these recruiter are well communicate with his brand and to the potential
employees.

The Latest Buzzword in market: Talent CRM
Today everyone knows about CRM known as Customer Relationship Management tool, this is a
platform for monitoring the existing and targeting clients and also measure the progress to reach
on business goals. First time in 2013 this concept was used for recruitment. CRM platform like
Telemetry, Jobsite Engage and Avature are implemented in maximum Fortune 500 companies
for finding talent. The main concept of Talent based CRM is to create relationship with target
and passive candidates. This talent CRM helps recruiters to manage contents for marketing like
job descriptions, videos, photos and other media that change the recruitment process. Efficient
Talent CRM helps the recruiters for offering limited contents on the basis of target candidates.
The recruitment process is evolving with the best person having choices. The combination
between marketing and recruiting is phenomenal. The leaders of big and small companies have
focused on the brand of employer and try to make looks more attractive to attract the passive
candidates through online. Recruitment through Social media and other hot trends such that
recruitment videos, mobile engagement, talent communities and branding of employer makes E-
recruitment more popular from the earlier recruitment process.
Criteria for Effective E-Recruitment
(Kaur, 2015)
 This type of recruitment process gives the benefits in selection process. So to make this
process effective , the companies consider some factors. One most important factor are
Return on investment (ROI) which should be calculated for comparing of risks and costs.
By this estimated returns can be calculate and evaluate the benefits.
 Another consideration are labor turnover rate and unemployment rate. These are evaluate
on the basis of availability of candidates in market. These rates helps to know about
whether the positions and available candidates rate is lenient or stringent.
 Policy structure of E-recruitment needs to be proactive and flexible , for adaptation of
changes in the market. Companies will have its own combination of sources according to
their goal. All the guidelines will be provided in the policies.
 .While screening the resume needs to take precautions. Discrimination creation words
like religion, age, gender etc should be avoid
 Effects of providing extra details to be considered. When company disclosed these
details Like salary, benefits, wage etc then it should follow all the legal norms. Any

negotiation will not allow. The company’s compensation rate not only known by the
candidates but also knows to all publicly.
 For choosing the sites organization needs to be selective. It is like whether the company
uses own site or listed on the job portals. When candidate are searched for any special
skill then generic sites for job search must be avoided.
 Periodically review the results and regularly update for achieving the best result. Else
pool of entrants will be unchanged and purpose will not served.
What is Scrum?
(https://www.mountaingoatsoftware.com/agile/scrum)
Scrum is introduced as a framework that helps the team for working simultaneously. It is like
training to the rugby team for big game, this scrum approach supports the team learn by the
experiences, consider their wins and losses for constant improvement and self-organize when
going through the problem task.
Scrum approach mainly based on cross-functional, self-organizing team. Because the Scrum
team is self-organizing so there is no leader who decides how the problem task will be solved
Sand which person will do that. The decision will take by the whole team.
Scrum Development: What’s Involved?
(https://www.mountaingoatsoftware.com/agile/scrum)
This model gives the idea of progress via sprint series. With combination from agile approach,
these sprints are like time box which is not more than a month, mostly two weeks.
Approach for scrum methodology supports meeting for planning at starting of sprint here all
team members list out the item they can commit to do and then make a sprint backlog, it is a list
of task that is performed by the members during the sprint. This model monitors daily scrums
like synchronization of work that was discussed to work in sprint.
At last of sprint, review of sprint is conducted by team members in which team describes the new
functionality to any stakeholder or PO who wants to give feedback which effect the next sprint.
From figure you will get the idea about scrum method.

Scrum Process(Source: (https://www.mountaingoatsoftware.com/agile/scrum))
Scrum Process: The Main production
The main production in development of scrum will be the itself product. In this model it is
expected that the team will bring the system or product to potentially movable state at each
scrum sprint end.
Another production of scrum process is product backlog. This is the list of functionality that was
not added in the product. The owner of the product gives the first priority to the backlog , so the
team will always started work on the most important features initially.
The most successful and popular approach to produce a product backlog by using scrum process
is to fill in it with user stories, that are the short explanation of functionality explain from the
view of a customer or user.
In scrum approach in project management, on initial day of sprint and through out the meeting
and planning, team members will produce the sprint backlog. This can be says as to do list for

the sprint, and the product backlog is a feature list which have to be built(and it is the user stories
form).
This sprint backlog is task list which is perform by the team member to deliver the functionality
within the sprint that were committed.
Figure illustrates the agile scrum framework
The Scrum Agile Framwork((Source: (https://www.mountaingoatsoftware.com/agile/scrum))
The Project based on Agile Scrum: Main Roles
Even though if you are beginner for scrum, you heard about the term role known as Scrum
Master. This Scrum Master can we called coach of a team who helps to achieve the highest
performance to the scrum practitioners.
In scrum approach that scrum master is different from conventional project manager in various
ways, as
it does not give daily directions to the team members and does not allocate task to individuals.
If the scrum master is good then he will shelter their team from outer distractions, and encourage
team member to finish the task within the sprint that are committed.
Scrum must focuses to help their team member to the best it can do, a product owner direct the
team to achieve the goal by creating the absorbing perception of product and then send this
perception to the team by the product backlog.

During scrum development product owner is prioritizing the backlog , to make sure its all right
as learn more about its users, system being built, the team and so on.
And last final role in scrum project management is the team of scrum itself. While individuals
can join the team with different titles, but in Scrum those titles are unimportant. Scrum process
mainly stated that the work should be finishes in each sprint it does not matter how this person is
completing this.
Approach to understand the connecting nature of this agile methodology is like a race car. The
team of scrum is like a car ready to speed up in the pointed direction. The driver in this will be
product owner, with ensuring the car is going in the right direction, and scrum master is like the
chief mechanic which keep the car well tuned and try always best to perform.
Scrum Approach In E-recruitment
(Joshi, https://www.peoplematters.in/article/hiring/how-to-use-scrum-to-make-hiring-agile-19012,
2018)
For following the scrum approach in hiring process the scrum team contains the members from
cross-functions like business, talent acquisition, HR operations, and compensations and also
from external vendor. The term Done is defined as the team has released the offered for selected
candidate with in the given sprint. This mean that all the phases like creation of the pool of
potential candidates, screening and selection of talented candidate and then negotiation for
compensation and release the offer will be done in the given sprint.
When any candidate is pre-joined the company than it will be kept out site from hiring sprint.
Basically the scrum will represents status of tasks which even not started, or in –progress or
complete. Daily meeting of scrum team is conducted for making sure the team positioning and
finding the potential problems.
After completion of each hiring sprint , for reviewing the sprint the scrum team will conduct a
meeting, in this meeting all team members will discuss about the result of the sprint and discuss
on the outcome metrics like number of offers released, candidate experience etc which shows the
success of the sprint. The backlog list is updated after each sprint on the basis of business
priorities changes.

Conclusion
(sultana, 2018)
The Traditional recruiting process is never replaced by E- recruitment process but it serve as
supplement. The limitation of Traditional recruiting process overcomes by the E- recruitment
process, so the Recruitment will be global and faster. Methods should not replaced by each other.
If the company have two vacancies and only two candidates are available for this the companies
does not have much choices, then they have to widen the search area and try to attracts more
candidates, but if for 2 vacancies there are 2000 application are receive by the company then in
depth screening is not possible but other process like internal search and campus interview is
more special. But find the application of candidates and communication with candidates without
internet is more time consuming. Positively there is the shifting pattern for recruitment process
hold by the companies and we give the credit to the efficacy, value and easy utilization of carrier
sites today. As we know use of internet is essential part of our daily life it can be use on
computer as well as on mobile. So E-recruitment takes place very rapidly .
FUTURE / SCOPE
(Kaur, 2015)
E-recruiters can focus on the limitation of this E-recruitment process and associated problems
and try to eliminate these problems and efficiently implement the E-recruitment.

REFERENCES
1. Awang, M. G. (2013). Impact of E-Recruitment and Job-Seekers Perception on Intention
to Pursue the Jobs. Management & Marketing - Craiova . 11. pp. 47-57.
2. Islam, M. M. (2016). Analysis of E-recruitment Trend and Effectiveness. Business
Management . 30. pp. 1-2.
3. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment.
International Journal of Selection and Assessment . 22.pp.179-189.
4. MountainGoat.(no date).Scrum.[online].Retrieved from
https://www.mountaingoatsoftware.com/agile/scrum
5. Sultana,N and Sultana, N(2018). Analyzing the Effectiveness of Online Recruitment: A
Case Study on Recruiters of Bangladesh. Asian Business Review, 2017 .7(na)- abc.us.org.
6. Unadkat, P.(2012). Need of E-Recruitment strategies in emerging scenario.
https://www.researchgate.net/publication/273635208.
7. Kaur, P(2015). E-recruitment: A conceptual study. International Journal of Applied
Research 2015, 1(8).78-82
8. Anand J, D. C. (2016). The Impact of E-Recruitment and challenges faced by HR
Professionals. International Journal of Applied Research . 410-413
9. Rana, T., & Singh, N. (2015, May). SOCIAL MEDIA AS A TOOL FOR
RECRUITMENT-A CRITICAL STUDY. International Journal of Science Technology
and Management. 5(5).203-210.
10. S.L, L. (n.d.). E-RECRUITMENT: A BOOM TO THE ORGANIZATIONS IN THE
COMPETITIVE WORLD. IOSR Journal of Business and Management. 25-28.
11. Sills, M. (2014). E-recruitment: A comparison with traditional recruitment and the
influences of social media. Helsinki Metropolia University of Applied Sciences, European
Management.
12. Mindia, P,M and Hoque,M,K (2018) Effects of E-recruitment and internet on
recruitment process: An Empirical study on Multinational companies of Bangladesh.
International Journal of Scientific Research and Management.1(6). DOI:
10.18535/ijsrm/v6i1.em01.
13. Joshi,B.(2018). How to use Scrum to make Hiring Agile. Retrieved From
https://www.peoplematters.in/article/hiring/how-to-use-scrum-to-make-hiring-agile-
19012
14. Zulqarnain Malik, Z and Dr. Razaullah.(n.d.). The Role of E-recruitment Towards Attraction of
Workforce: A Case of Telecom Sector Organization. Abasyn Journal of Social Sciences. 6(1)