E-Recruitment Analysis: Strategies, Trends, and Effectiveness Review

This report provides a comprehensive analysis of e-recruitment, exploring its evolution, methods, and effectiveness in modern human resource management. The study begins with an abstract that highlights the growing dependence of organizations on online sources for recruitment, along with the associated advantages and challenges. The introduction sets the stage by emphasizing the importance of effective recruitment for organizational success, particularly in the context of technological advancements and globalization. The objectives of the research are clearly outlined, focusing on identifying trends, advantages, limitations, and criteria for effective e-recruitment. A thorough literature review examines existing research on traditional and e-recruitment methods, the impact of technology, and the factors influencing the efficiency of online recruitment. The research methodology describes the data collection process, including the use of primary and secondary data sources, and the sampling techniques employed. The report then delves into the types of e-recruitment, including job portals and career options on company websites, along with the advantages of e-recruitment such as cost-effectiveness, wider reach, and faster hiring times. The drawbacks are also discussed. The report also includes details of the Scrum process, and its approach in E-recruitment. The conclusion summarizes the key findings and suggests future directions for research and practice in e-recruitment.

E-Recruitment
Student Name
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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