-

A STUDY ON THE E-RECRUITMENT IN ULTRATECH CEMENT

COMPANY..AP
A project report submitted in partial fulfilment of the requirement for
the award of the degree

MASTER OF BUSINESS ADMINISTRATION IN

INTERNATIONAL BUSINESS

Submitted by
SUMAN T
REG. NO: 22382085

Under the guidance of

DR.K. ILAN GOVAN

Assistant Professor,
Department of International Business,
Pondicherry University.

Department of International Business

School of Management
Pondicherry University, Pondicherry-605014
DEPARTMENT OF INTERNATIONAL BUSINESS
SCHOOL OF MANAGEMENT
DECEMBER 2023

1
 PONDICHERRY UNIVERSITY

CERTIFICATE

This is to certify that the project work entitled “A STUDY ON E-RECRUITMENT IN

ULTRATECH CEMENT COMPANY, AP is submitted by SUMAN.T Register No: 22382085
in partial fulfilment of requirements for the award of the degree of Master of Business
Administration in International Business by Pondicherry University.

DR.K. ILAN GOVAN DR.P.G. ARUL

Assistant Professor Professor and Head

Dept. of international business Dept. of International Business

Pondicherry university Pondicherry University

2
 DECLARATION

I Mr. SUMAN T here by declare that the project work titled A STUDY ON E-
RECRUITMENT IN ULTRATECH CEMENT COMPANY, AP is the original work done
by me and submitted to the Pondicherry university in partial fulfilment of requirements for the
award of Master of Business Administration in International Business is a record of original
work done by me under the supervision of Dr.K. Ilangovan of department of international
business Pondicherry university, puducherry

Place: Puducherry

Date: 23-12-2023 SUMAN T

 ACKNOWLEDGEMENT

I express my sincere gratitude to the people who guided me, helped and trained and motivated me
in the completion of the project report.

Firstly I express my sincere thanks to Dr.P.G.Arul, Head of the Department of International

Business, who encouraged me throughout the project completion.

I was only able to complete this project with the full guidance of Dr K Ilangovan Assistant
Professor, Department of International Business, I thank his for his continuous support and
for spending his valuable time for the successful completion of this project.

I also convey my thanks to all other faculty members of the Department of International Business
for their valuable suggestions.

I would like to extend my heartfelt gratitude to the company ULTRA TACH CEMENT
COMPANY and employees for being supportive throughout the process and for their
valuable information regarding recruitment I would also like to thank them for their patience
and cooperative nature in successful completion of this project.

Finally, I would like to thank my friends, my relatives for extending their help and involvement
in this project.

4
 INDEX

S NO TITLE PAGE
NO
I INTRODUCTION 7

1.1 Background 8

1.2 Company profile 12

1.3 Vision and mission 14

1.4 Statement of the study 16

1.5 Need of the study 16

1.6 Objectives of the study 16

II REVIEW OF LITERATURE 17

III RESEARCH METHODOLOGY 20

3.1 Sampling method 21

3.2 Area of study 21
3.3 Sample size 21
3.4 Tools 21
3.5 Period of the study 21
3.6 sources 21

IV DATA ANALYSIS AND INTERPRETATION 22

4.1 Age wise distribution 23

4.2 Gender wise distribution 23
 4.3 Analysing data 24

V SUMMARY OF FINDINGS, SUGGESTIONS 39

CONCLUSION

5.1 Findings of study 40

5.2 Suggestions 41
5.3 Conclusion 42

BIBLIOGRAPHY 43

ANNEXURE 45

6
 CHAPTER I
INTRODUCTION
 1.1 BACKGROUND

The advancement of technology plays an important role in organisations functioning and overall
development

As our country is a developing nation and it has set its mission to be digitalized in every arena,
the organisation also started to use technology in their activities. Before the technological
advancement organisation used various sources to recruit employees. These sources are also
recognized as traditional recruiting sources. But now along with those sources many other sources
have been added to this list because of the technological development. Various jobs related
websites, recruitment via internet, e-mail, social media etc are the sources, which is known as E-
recruitment.

Recruitment agencies also use a method of e-Recruitment by using a cloud- based service, there
are several online offerings for ready to use recruitment software the internet, which reaches a
large number of people and can get immediate feedback has become the major source of potential
job candidates and well known as online recruitment or E-recruitment. However, it may generate
many unqualified candidates and may not increase the diversity and mix of employees.

The practice of e-recruitment has made the process more efficient and as much as also

effective. With the help of e-recruitment the organizations can reach large number of workforce
and can identify the skilled personnel easily. Also, this process consumes time and cost.

E-recruiting involves the use of electronic resources to assist in the hiring process. By utilizing the
Internet to connect to potential applicants around the world, companies have been able to reduce the
time and cost associated with recruiting talent. There are many job sites available for posting
employment opportunities, which provide organizations with a wide range of possible candidates
to fill their needs. The benefits of e-recruiting include easing the financial burden of the recruiting
process and increasing efficiency and convenience for both companies that have been positions and
job candidates who are seeking employment. By using e-recruiting tools, organizations are able to
specify location, seniority, and other qualifications and requirements within niche areas into the
system and then collect the resumes that come in.

DEFINATIONS

1. PARRY & WILSON: stated that “recruitment includes those practices and activities
carried out by the organisation with the primary purpose of identifying and attracting

8
 potential employees. E-recruitment is using the internet to recruit through corporate
websites specialised websites or online advertisement.

2. EDWIN B.FLIPPO: Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in organisation.

3. GALANAKI: recruitment is a vital function of hrm, which can be defined as the process
of searching the right talent and stimulating them to apply for jobs in the organisations .it is
the process of discovering the source of personnel to meet the requirements of the staffing
agenda and attracting the adequate number of employees as to be able to make the effective
selection among the applicant employees

E - RECRUITMENT
Now a day the standard recruitment technique has been revolutionized by the wave of
internet. E-recruitment is the latest trend and it has been adopted by large and small-sized
organizations. Significance of internet can be seen as checking out best appropriate job is
simply a click away. Job portals, company websites and social networking all makes
recruitment speedy and helps in finding best match for vacant positions. E-recruitment is
getting trendy among recruiters and job seekers because of its benefits like time, cost,
quality, etc. By simply a click of the mouse or tapping on the screen of his mobile or tablet,
one will find the jobs as per his skills, education and professional experience. The main
objective of this study is to find out the trends of on-line recruitment.

E – RECRUITMENT METHODS

Methods of e-recruitment are many, among those the important ones are:

Job boards: These are the places where the employers post jobs and search for candidates.
Candidates become aware of the vacancies. One of the disadvantages is generic in nature.

Employer web sites: These sites can be of the company owned sites, or a site developed by various
employers. For an example, Directemployers.com is the first cooperative, employer-owned e-
recruiting consortium formed by Direct Employers Association. It is a non-profit organization
formed by the executives from leading.
ADVANTAGES OF E - RECRUITMENT
Cost efficient: Advertisements in internet is considerably cheap. As in the other sources
continuously one has to revise the advertisement, for example a company wanted their ad to appear
on every Sunday for a month thus was suppose to pay for four advertisements. But for internet it
is not applicable.

Time saving device: Response is direct and immediate without any delay. Beforehand the postal
services, fax was one way communication and was time consuming. Phones provided two-way
communications but resume management, communicating worldwide were not possible.

Widens the search: In the era of globalization, the reach cannot be restricted at one place. It
provides global reach that also within a fraction of second. Truly the process supports the definition
of recruitment by creating a vast pool of potential candidates.

Standardization: The information of the candidates is collected in a standard format. Besides

collecting the data it also consolidates information received from various sources.

Reservoir: It acts as the reservoir of information. From the job profile to candidate profile is
available along with past applicant data.

Lessen paper work: As the data collection, filing, administrative work are done electronically
thus paper work or documentation has been lessened.

DRAWBACKS OF E - RECRUITMENT

Require being computer savvy: The process is restricted within computer savvy candidates. As
the search is based on various websites, their screening, keywords application demands for a
computer savvy person and company.

Legal consequences: Alike other recruitment sources, this source also should be aware of the
words used in the advertisements otherwise it may lead to the charge of discrimination.

Vast pool of applicants: This benefits the organizations as well as it is disadvantage to them also.
Either first few candidates are called for interview or the resumes are screened based on some key
words. On the other hand, applicants face global competition.
Non-serious applicants: Lot of applicants forward their resumes just to know their market value.
As personally the candidates are not checked thus whether they are serious is not known. At the

10
time of interview, the recruiter might realize that the candidate is not serious in leaving the current
job. But by that time some serious candidates might have been rejected.

Disclosure of information: Candidates profile and company details are available to public. The
applicants do not want their employer to know that they are looking for a change. Phone number,
address information has led to many security problems.
1.2 COMPANY PROFILE

12
HISTORY OF ULTRA TECH CEMENT
UltraTech has a consolidated capacity of 137.85 Million Tonnes Per Annum (MTPA) of grey
cement. UltraTech has 23 integrated manufacturing units, 29 grinding units, one Clinkerisation
unit and 8 Bulk Packaging Terminals. In the white cement segment, UltraTech goes to market
under the brand name of Birla White. It has one White Cement unit and three Wall Care putty
unit, with a current capacity of 1.98 MTPA. With 230+ Ready Mix Concrete (RMC) plants in
100+ cities, UltraTech is the largest manufacturer of concrete in India. It also has a slew of
speciality concretes that meet specific needs of discerning customers. The Building Products
business is an innovation hub that offers an array of scientifically engineered products to cater to
new-age constructions.

UltraTech pioneered the UltraTech Building Solutions (UBS) concept to provide individual home
builders with a one-stop-shop solution for building their homes. This is the first pan-India multi-
category retail chain catering to the needs of individual home builders (IHBs). The purpose of this
initiative is to engage with home builders at all stages of the construction cycle, empower them
with quality construction products and services, and assist in the completion of their dream homes.
UltraTech is a founding member of Global Cement and Concrete Association (GCCA). It is a
signatory to the GCCA Climate Ambition 2050 and has committed to the Net Zero Concrete
Roadmap announced by GCCA. UltraTech is focused on accelerating the decarbonisation of its
operations. It has adopted new age tools like the Science Based Targets Initiative (SBTi) and
Internal Carbon Price as well as set ambitious environmental targets through both EP100 and
RE100. UltraTech is the first company in India and the second company in Asia to issue dollar-
based sustainability linked bonds.

UltraTech works to actively contribute to the social and economic development of the
communities in which it operates in. The Company’s social initiatives focus on education,
healthcare, sustainable livelihoods, community infrastructure and social causes. UltraTech reaches
out to more than 1.6 million beneficiaries in over 507 villages in 16 states across India.
1.3 VISION
To be the leader in building solutions

MISSION
To deliver the superior value to the stakeholders on the pillars of

• Sustainability
• Customer centricity
• Innovation
• Team empowerment

VALUES

Integrity : Honesty in Every Action

Commitment : Deliver on the Promise

Passion : Energized Action

Seamlessness : Boundary Less in Letter

Speed : One Step Ahead Always

Integrity

• Acting and taking decisions in a manner that is fair and honest. Following the highest
standards of professionalism and being recognized for doing so. Integrity for us means not

14
 only financial and intellectual integrity, but encompasses all other forms as are generally
understood.

• decisions, those of our team and those on the part of the organization for which we are
responsible.
Passion

• An energetic, intuitive zeal that arises from emotional engagement with the organization
that makes work joyful and inspires each one to give his or her best. A voluntary,
spontaneous and relentless pursuit of goals and objectives with the highest level of energy
and enthusiasm.

Seamlessness

• Thinking and working together across functional groups, hierarchies, businesses and
geographies. Leveraging diverse competencies and perspectives to garner the benefits of
synergy while promoting organizational unity through sharing and collaborative efforts.

Speed

• Responding to internal and external customers with a sense of urgency. Continuously

striving to finish before deadlines and choosing the best rhythm to optimize organizational
efficiencies.

ORGANISATIONAL STRUCTURE
Functional areas
➢ Finance
➢ Technical
➢ CPP
➢ HR
➢ Mines
 HUMAN RESOURCE

ADMINISTRATION TRAINING AND EMPLOYEE RECRUITMENT

DEVELOPMENT RELATIONS

1.4 STATEMENT OF THE PROBLEM

The organisations primary aim is to hire quality candidates and to minimise the cost involved in
recruitment by improving the effectiveness and development of the recruitment sources. E-
recruitment can have possibilities to tempt the incapable applicant to apply for the given position
and hence can create huge database for company.so the study focus how company deals with e-
recruitment process and determine effectiveness

1.5 NEED OF THE STUDY

Effectiveness of online recruitment in the perspective of the employees of the company. A general
analysis of how useful e recruitment is for the appropriate placement enhancing the productivity of
a firm.
E recruitment is a paradigm shift from a general HR recruitment process. the purpose of the study
is to analyse the existing system and to suggest suitable measures.

1.6 OBJECTIVES

❖ To analyse the effectiveness of the e-recruitment

❖ To understand the e-recruitment process in the firm
❖ To determine the major challenges in the e-recruitment process

16
 CHAPTER-II

REVIEW OF LITERATURE
LITERATURE REVIEW:

1)Dr. Sayel sabha, “Impact of Online recruitment on recruitment”, International Journal of

Education and Research, 2018, Volume 6(4), ISSN: 2411-5681, this study tested that the
Recruitment has become an important process within the highly competitive labor market. The
quality methods of recruitment had been revolutionized by the emergence of the online

2) Masese Omete Fred, Dr.Uttam M. Kinange, “Effectiveness of E-Recruitment in Organization

Development”, Management and Economic Journal, 2018,Volume 2(4), pp. 294-301, This study
identifies online recruitment methods from relevant literature, and describes how their benefits of
online recruitment can influence the recruitment deciding of the organization. Today, one among
the foremost crucial sources of competitive advantage relies on human resource efforts through
attracting and retaining. E-Recruitment is that the foremost recent trend within the recruitment
process and it has been adopted in many organizations from large to small-sized companies. Many
companies use E-Recruitment to post jobs and accept resumes on the online, and correspond with
the applicants by-mail talented individuals. the aim of this paper is to broaden the research on the
online Recruitment practices for the full development of the organization with concentrate on E-
Recruitment practices
3) Nafia Sultana, Nahida Sultana, “Analysing the Effectiveness of Online Recruitment: A Case
Study on Recruiters of Bangladesh”, Research gate publications, 2018, volume 7(2), ISSN 2305-
8730, pp. 79-84, this paper is about present organizations that became more online-dependent while
dealing the human resource management activities. The research not only identified the efficacy of
online recruitment but also discover the stage of recruitment during which organizations get more
benefits
4) Piana Monsur Mindia, Md. Kazimul Hoque, “Effects of E-recruitment and internet on
recruitment process: An Empirical study on Multinational companies of Bangladesh”, International
Journal of research and Management (IJSRM), Volume 06, Issue 01, 2018, ISSN (e): 2321-3418,
this journal concluded that the Recruitment process is extremely much crucial to every organization,
because it’s the oldsters that will contribute strategically and make difference within the workplace.
Moreover, through the data collection process, it absolutely was also identified that, there are some
loopholes present within the e-recruitment system, so these loopholes are visiting be covered by
using traditional methods. This study will further help the human resource managers to identify the
relevant factors which may be taken into consideration within the strategy of overall recruitment

18
5) Md. Sajjad Hosain, Kazi Tareq Ullah, Md. Mohan Khudri, “The Impact of E recruitment on
Candidates’ Attitudes: A Study on Graduate Job Seekers of Bangladesh”, Journal of Human and
discipline Research, 2016, Volume 8(1), ISSN 2331-4974, this study implies about the impact of E-
Recruitment on candidates Attitude. Judgment sampling has been take on to recruit the respondents
from the qualified job applicants. At the identical instance, the academicians are expected to appear
out a totally unique window to be explored.
6) Anand J and Dr.Chitra Devi S, “The Impact of E-Recruitment and challenges faced by HR
Professionals”, International Journal of Applied Research, 2016, volume2(3), ISSN 2394-7500, pp.
410-413,the study is about the electronic recruitment that's prevailing within the HR professionals.
Many organizations intentionally in evaluating e-recruitment for his or her growth and feasible, to
source right person for right time with right cost
7) Lakshmi S. L, “e-recruitment: a boom to the organizations within the competitive world”, IOSR
Journal of Business and Management (IOSR-JBM), 2015, ISSN 2278-487X, pp. 25-28, This study
has explored the effectiveness of using e-recruitment in organizations. It’s been found that e-
recruitment is effective in terms of saving recruitment cost, reducing time to rent and helping
companies in developing competitive edge, market image and attracting right skilled candidates.
Online recruitment is additionally effective in terms of managing talent process that's also
considered effective. It’s also found that e-recruitment will likely to grow in coming years.
 CHAPTER-III

RESEARCH METHODOLOGY

20
 -

3.1 SAMPLING METHOD

Random sampling is a part of the sampling technique in which each sample has an equal
probability of being chosen. A sample chosen randomly is meant to be an unbiased representation
of the total population. If for some reasons, the sample does not represent the population, the
variation is called a sampling error.

The study is classified under descriptive research. A descriptive research approach was used since
it delivers in-depth data about a particular subject by describing it from various stages Descriptive:
Descriptive research focuses on expanding knowledge on current issues through a process of data
collection. Descriptive studies are used to describe the behavior of a sample population. In a
descriptive study, only one variable is required to conduct the study. The three main purposes of
descriptive research are describing, explaining, and validating the findings.

3.2 AREA OF STUDY

The study is conducted among employees of ultratech cement company, AP

3.3 SAMPLE SIZE

Sample size is set to 33 for this study

3.4 TOOLS
Choosing the right tool for data collection depends upon the type of data you need and how you
plan to gather it. Data analysis is carried out by tabulating the acquired data in a suitable format
for interpretation. For the evaluation of data, a simple percentage is used

3.5 PERIOD OF STUDY

The study was conducted from 31st July 2023 to 31st august 2023

3.2 SOURCES
For a thorough and holistic understanding of the topic, the study required data to be collected from
both primary and secondary sources.

Primary data was collected through questionnaire and by observations. The study is done by
conservation with various employees of various departments

Secondary data sources

• Books
• Project reports
• Web-sites

21
 CHAPTER-IV

DATA ANALYSIS

&INTERPRETATION

22
 -

SAMPLE PROFILE
4.1 Gender wise distribution
gender respondents frequency
male 18 60
female 15 40
total 33 100

4.2 Age wise distribution

age respondents frequency
20-30 3 10
30-40 7 20
40-50 13 40
50-60 10 30
total 33 100

Department wise distribution

departments respondents frequency
Training and development 8 25
Recruitment 15 45
Administration 3 10
Employee relations 7 20
Total 33 100

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 4.3 ANALYSING DATA
1.Identifing the source for job
source respondents percentage
website 3 9.1
Digital platforms 9 27.3
Both 21 63.6
total 33 100

INTERPRETATION:

With reference to the above pie diagram have shown that, collected data it is clearly identified that
the majority of the respondents have selected “both platforms” with the percentage of 63.6, and
individually website 9.1 and digital platforms 27.3.

24
 2.E- recruitment is better than traditional method
Option Respondents Percentage
Yes 18 54.5
No 3 9.1
Neutral 12 36.4
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondents have selected “yes ” with the percentage of 54.5, other respondents
have selected “no” with 9.1 and neutral 36.4

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3.Satisfaction level to the practice of e-recruitment process
Option Respondents Percentage
Satisfied 24 72.7
Unsatisfied 9 27.3
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondents have selected “Satisfactory” with the percentage of 72.7, other
respondents have selected unsatisfied with 27.3

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 4.Does e-recruitment brings right candidate to the organisation
Response Respondents Percentage
Strongly agree 3 8
Agree 10 32
Neutral 9 28
Disagree 7 20
Strongly disagree 4 12
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondents have selected strongly agree with the percentage of 32, along with
strongly agree with percentage of 8 other respondents have selected Neutral, disagree and strongly
disagree with percentage of 28,20,12 respectively

27
5.does e-recruitment examines the candidate effectively on the basis of skills,
qualifications.
Response respondents percentage
Well 24 72.7
Neutral 9 27.3
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly
identified that the majority of the respondent s have selected “Well” with the
percentage of 72.7, other respondents have selected Neutral percentage is 27.3, and
rest of the people is not selected remaining options.

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6. Important quality the Organisation looks for in a candidates
Option Respondents Percentage
Background 6 18.2
Advanced skills 18 54.5
Past experience 9 27.3
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondents have selected “Past experience” with the percentage of 54.5, other
respondents have selected Knowledge percentage is 27.3, Team work ability percentage is 18.2,
and no one is selected rest of the above options.

29
7. E-recruitment minimises the processing of jobs
Response Respondents Percentage
Strongly agree 4.5 14
Agree 11 31
Neither 13 38
Disagree 2 6
Strongly disagree 3.5 13
Total 33 100

INTERPRETATION:
With reference to the above diagram have shown that, collected data it is clearly identified that the
totally of the respondents have selected with strongly agree and agree 45, neither 38 and rest of
the people are selected disagree and strongly disagree percentage of 19

30
8. does e- recruitment contributes to the success of organisation

Option Respondents Percentage

Yes 33 100

No 0 0

Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
totally of the respondents have selected “Yes” with the percentage of 100, and rest of the peoples
are not selected No option from the above options

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9.what do you think, apply through job portals and social networking sites to the jobs
Option Respondents Percentage
Good 18 54.5
Average 15 45.5
Poor 0 0
Total 33 100

INTERPRETATION:
With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondent s have selected “Good” with the percentage of 54.5, other respondents
have selected Average percentage is 45.5, and no one is selected Poor from the above options.

32
10.Job portals and social networking sites is more accessibility to the candidate
Option Respondents Percentage
Accessible 12 36.4
Not accessible 9 27.3
Neutral 12 36.4
Total 33 100

INTERPRETATION:
With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondents have selected “Structured & Case study question” with the percentage
of 36.4 & 36.4, other respondents have selected Problem question percentage is 27.3, and no one
is selected rest of the above options.

33
11. application process is so quick and fast to complete
Option Respondents Percentage
Yes 24 72.7
No 6 18.2
Neutral 3 9.1
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondent s have selected “yes ” with the percentage of 72.7, other respondents
have selected No percentage is 18.2, and neutral 9.1

34
12. major web tools used for searching the candidates
Option Respondents Percentage
Linked in 21 63.6
Naukri 9 27.3
Others 3 9.1
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondent s have selected “Agree” with the percentage of 63.6, other respondents
have selected Neutral percentage is 27.3, Strongly agree percentage is 9.1, and no one is selected
rest of the above options.

35
13. challenges also exists in e-recruitment comparing with traditional method
Response Respondents Percentage
Strongly agree 9 27.3
Agree 12 36.4
Neutral 9 27.3
Disagree 3 9.1
Strongly disagree 0 0
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
majority of the respondent s have selected “Agree” with the percentage of 36.4, other respondents
have selected Neutral & Strongly agree percentage is 27.3 & 27.3, Disagree percentage is 9.1, and
no one is selected rest of the above option.

36
14.Major challenges to the organisation from e-recruitment process
Challenge Respondents Percentage
Passive job seekers 9 31
Retaining employees 8 23
Screening 16 46
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that
trouble in attracting passive job seekers with percentage of 46, trouble in retaining employees with
percentage of 23 and efforts in screening large resumes with percentage of 31

37
15..Defining clear objectives, requirements and specifications
Option Respondents Percentage
Yes 30 90.9
No 3 9.1
Total 33 100

INTERPRETATION:

With reference to the above diagram have shown that, collected data it is clearly identified that the
totally of the respondents have selected “Yes” with the percentage of 100, and rest of the peoples
are not selected No option from the above options.

38
 CHAPTER -V

SUMMARY OF

FINDINGS AND RECOMMENDATIONS

39
5.1 FINDINGS
1. E-recruitment is process takes less time
2. E-recruitment process made available clear job description
3. e-recruitment ensures right candidate to enter in to the organisation
4. e-recruitment also contributes the success of organisation because it adds value
by reducing the operational cost and providing benefit
5. challenges do arise in e-recruitment process
6. job portals and social networks are used in online recruitment
7. candidate is examined effectively processing of jobs

40
5.2 SUGGESTIONS

• HR manager should differentiate which are to be filled traditional method and

online method
• advance tools are required for proper scrutiny
• proper feedback in the process helps employees and employers
• manager must be vigilant so that this can avoid wrong applicants
• loops of e-recruitment can be solved by traditional method

41
5.3 CONCLUSION:

e- recruitment has become one of the important tool for selecting a required pool of employees. It
is completely relevant and applicable in today’s modern world.

From the study it is observed that e-recruitment is effective in nature it ensures right candidate to
the organisation by examining effectively provided by job description in the online resources
clearly mentions required qualification, skills and job role and helps the manager in saving time
and cost in the process it also takes less time to process the jobs from notification to the joining
of employee and contributes to the success of organisation by savings. It is also observed that
employees are feeling better for getting hired through e-recruitment and they are not appointed
through any referral and in e-recruitment also there arises challenges with passive job seekers,
screening resumes and these can be avoided by advance tools
BIBLIOGRAPHY
References

1) Dr. Sayel Sabha, “impact of online recruitment on recruitment” ,international journal of

education and research.2018
2) Galanaki, E. (2002). the choice to Recruit Online: A Descriptive Study, Career
Development International, 7 (4): 243-251.
3) Laxmi l “e-recruitment :a boom to the organisations with in the competitive world”, IOSR
journal of business and management .2015

4) Company website

5) Shodh ganga book

Website

http://www.ultratechcement.com

https://www.ismartrecruit.com/blog-full-life-cycle-recruitment

https://www.ismartrecruit.com/blog-full-life-cycle-recruitment
 ANNEXURE
QUESTIONNAIRE
Please select the correct option from the below questionnaire

1. Identify the source from where you came to know about the job?
a) Website
b) Digital platform
c) Both
2. Is e-recuitment is better than traditional method?
a) Yes
b) No
c) Neutral
3. How would you rate satisfaction towards e-recruitment
a) Satisfactory
b) Not satisfactory
4. Does e-recruitment brings right candidate in to the organisation
a)strongly agree
b)agree
c)neither
d)disagree
e)strongly disagree
5. Does e-recruitment examines the candidate the effectively on the basis of
skills and qualifications
a) Very poorly
b) Poorly
c) Neutral
d) Well
e) Very well
6. What is the important quality does organisation looks for
a) Background
b) Advanced skills
 c) Past experience

7. E-recruitment minimises the processing of jobs

a) strongly agree
b) agree
c)neither
d)disagree
e)strongly disagree
8. Does e-recruitment contributes to the success of organisation
a) Yes
b) b) No
9. what do you think ,apply through job portals and social networking sites to
the jobs
a) Good
b) Average
c) Poor
10. How would rate accessibility of job portals and social networking sites
a) Accessible
b) Not accessible
c) Neutral
11. Online application process is so quick and fast to complete
a) Yes
b) No
c) Neutral

12. Major web tools used for searching candidates

a) Linked in
b) Naukri
c) Others
13. Do challenges also exist in the e-recruitment
a)strongly agree
b)agree
c)neutral
d)disagree
e)strongly disagree

14.Major challenges to the organisation from e-recruitment process

a) trouble in attracting passive job seekers
b) Trouble in retaining employees
c) Efforts in screening resumes

15.Does the organization clearly define the position objectives, requirements

and candidate specifications in the recruitment process?

a) Yes
b) No