INTRODUCTION

E-RECRUITMENT

The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as

“Online recruitment”, it is the use of technology or the web based tools to assist the recruitment

process. The tool can be either a job website like naukri.com, the organization’s corporate web

site or its own intranet. Many big and small organizations are using Internet as a source of

recruitment. They advertise job vacancies through worldwide web. The job seekers send their

applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job

seekers place their CV’s in worldwide web, which can be drawn by prospective employees

depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a

study by NASSCOM – “Jobs is among the top reasons why new users will come on to the

internet, besides e-mail.” There are more than 18 million résumé’s floating online across the

world. Although e-recruitment caters to jobs at all levels, it is largely useful in exploring people

at entry and mid-tier levels. As the base of candidates looking for these positions is very huge,

the online recruitment process comes in handy for administering standard evaluation tests for

screening and evaluation. For hiring senior professionals, online recruitment process does help in

seeking the required skill sets and qualification, but the screening and evaluation is not done

online. Corroborating this Shenoy says, “Monster and Jobsahead.com cater to all career levels. In

our database, about 31 percent belong to the entry level, 54 percent to mid-level and only 4

percent to senior level, including positions such as president, vice president, general manager and

director.

The use of technology within human resource management has grown considerably in recent

years: a CIPD survey in 20051 showed that 77% of organizations used some form of human

resources information system and 51% of organizations reported that their use of technology

systems were for recruitment and selection purposes.

1

The term e-recruitment means using information technology (IT) to speed up or enhance parts of

the recruitment process. It ranges from the applicant interface for advertising vacancies and

making job applications, to the back office processes, which allow a liaison between human

resources (HR) and line managers to set up a talent pool or database of potential recruits.

Used correctly e-recruitment can:

enhance the applicant experience

communicate the employer's image and culture better

make the recruitment process faster, more accountable and standardised

increase the diversity of applicants

provide better management information on applicants

find the right candidate for the job

According to one survey, internet postings result in nearly ten times as many hires as newspaper

advertisements.E-recruiting, embracing the term web-based recruiting, can be described as any

recruiting processes that a business organisation conducts via web-based tools, such as a firm’s

public Internet site or its corporate intranet. We use the terms online recruitment, Internet

recruitment, and e-recruitment interchangeably.However used in a more sophisticated way, e-

recruitment can also actively support strategic people management.

2

ADVANCED REPORTING

With more & more pressure being brought to bear on HR & recruitment practitoners to find and

select high quality candidates faster & deliver measurable benefits to business it is imperative to

provide high visibility of process efficiency & a lower cost base particularly in a world where it

is increasingly difficult to find those candidates.

Advanced reporting includes in ability to measure against key metrics & performance indicators

such as

1. Where candidates are coming from.

2. How many candidates are applying.

3. Candidate data such as location, qualification, skills.

4. Time to evaluate candidates through selection process.

3

TRENDS IN E-RECRUITMENT

There is growing evidence that organizations are using Internet technology and the World Wide

Web as a platform for recruiting and testing candidates. The IES survey of 50 organizations

using e-recruitment reported that the primary drivers behind the decisions to pursue e-

recruitment were to:

a. improve corporate image and profile

b. reduce recruitment costs

c. reduce administrative burden

d. Employ better tools for the recruitment team.

Fifty-five per cent of respondents expected their organization to reduce its use of other

recruitment methods in the future. The key limiting factors to e-recruitment most frequently

reported were:

1. the cultural approach of the organization towards recruitment

2. the lack of knowledge of e-recruitment within the HR community

3. Internet usage by target candidates

4. commitment of senior management.

Issues raised as causing concern with e-recruitment included the quantity and quality of

candidates applying using web-based tools (eg organizations being inundated with CVs attached

by email, many of whom were not suitable for the post), the relevance of short listing criteria (eg

the validity and legality of searching by keywords), confidentiality and data protection, and

ensuring diversity of applicants.

4

The trends in e-recruitment use suggest a changing landscape whereby in future the candidate is

connected to the central system and there is involvement of the line manager in the process (see

figure). In addition to the reported benefits such as cost efficiencies, the role of HR in this model

is viewed as more of a facilitative role, in theory allowing time for recruiters to become involved

in the strategic issues within renouncing.

E-RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED: i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED: Anticipated needs are those movements in personnel, which can predict by

studying trends in internal and external environment organization.

UNEXPECTED: Resignation, deaths, accidents, illness give rise to unexpected needs

5

A MATTER OF FLEXIBILITY

The traditional boundaries that separated print media, job boards, recruitment advertising

agencies, recruitment consultancies and technology companies are breaking down. Resume

databases have been increasing manifold and the availability of a database (number of

candidates) is much higher than what manual recruitment modes can offer. The growth in the e-

recruitment industry has been fuelled with the adoption of technology by prospective employers

and Internet penetration. Organisations have cut costs by almost 80 percent over traditional

recruitment modes by moving over to the online recruitment process. Manual recruitment

process has its own limitation in terms of time, cost, technology, wider platform and ease of

applications. Raghuveer Sakuru, Managing Director of Kenexa Technologies says, “The costs

involved in manual recruiting process include advertising costs, the cost of hiring a placement

agency, administrative expenses and the cost of time. Recruiting online would ideally be more

focussed, fast paced, effective and give higher RoI (Return on Investment) on the administrative

expense.” By breaking geographical boundaries, online recruitment gives maximum reach. On

the contrary, to get similar benefits through the manual recruitment process one has to devote

more resources.

Online recruitment offers candidates the advantage of knowing the job profile, responsibilities

expected and the nature of the organisation, which are well defined at the outset. Regular

communication with potential employees in the manual recruitment process is almost nil,

whereas communication with job seekers and within the team is seamless in online recruitment.

It takes a while for the manual recruitment process to become operational and yield results

whereas in e-recruitment, one can look at the first response to a job advertisement in just 20

minutes.

6

KINDS OF E-RECRUITMENT DONE BY ANY TYPE OF

ORGANIZATION

Job portals – i.e. posting the position with the job description and the job specification on the

job portal and also searching for the suitable resumes posted on the site corresponding to the

opening in the organisation.

These are large databanks of vacancies. These may be based on advertising in newspapers and

trade magazines, employment agencies, specific organisation vacancies, social networking

websites and many other sources. They often have questionnaires or tests for applicants to

improve their job-hunting skills to act as an incentive for them to return.

Some vacancies are purely extensions to ‘old media’ printed advertisements so that ‘online’ is

merely an alternative communication medium, while other vacancies are only found online with

no printed equivalent. The vacancies often have link back to the organisation’s website for

candidates looking for further information and to get a ‘feel’ for the type of employer that is

recruiting. Monster.com and Timesjobs.com are examples of commercial job boards. Some job

boards target specific groups so it is important to explore who the target audiences for particular

boards is.

Creating a complete online recruitment/application section in the companies own website.

- Companies have added an application system to its website, where the ‘passive’ job seekers

can submit their resumes into the database of the organization for consideration in future, as

and when the roles become available.

The amount an organization invests in its e-recruiting (from custom designed sites to basic

information pages) will depend on organization’s ‘e-strategy’, resources available and

competitor activity. The basic option is to provide a list of vacancies and contact details. A more

in-depth approach would involve a dedicated web site area that gives

7

details of vacancies, person specifications, benefits, your organization’s mission and values and

the application process, for example, for online application forms. Large organizations may have

areas for specific types of employees, for example graduates, technical specialists, or have a

search facility for candidates to view all vacancies.

Job areas are often signposted directly from an organization’s home page so that more general

browsers can access them too. An intranet may also be used to host vacancies for internal staff to

access.

Some organizations take a ‘partnership’ approach, working closely with recruitment

consultancies and specialized web agencies who manage the online process for them as they

don’t have the necessary skills in-house.

8

ONLINE RECRUITMENT TECHNIQUES

1. Giving a detailed job description and job specifications in the job postings to attract

candidates with the right skill sets and qualifications at the first stage.

2. E-recruitment should be incorporated into the overall recruitment strategy of the

organization.

3. A well defined and structured applicant tracking system should be integrated and the

system should have a back-end support.

4. Along with the back-office support a comprehensive website to receive and process job

applications (through direct or online advertising) should be developed.

9

PROCESS OF E-RECRUITMENT

10

TIPS FOR E-RECRUITMENT

1. Integrate with other recruitment methods so that all recruitment ‘tools’ work in harmony.

2. Evaluate and monitor use – get feedback from applicants about how they found the

process and take appropriate actions.

3. Keep content fresh – don’t display vacancies out of date vacancies. If you don’t have any,

say you don’t have any.

4. Avoid jargon and ‘company speak’ in advertisements.

5. Invest the same time in preparing online copy as you would for printed.

6. Have a policy on how to deal with unsolicited applications.

7. Provide contact telephone numbers in obvious places for those having technical

problems.

8. Ensure the site is accessible.

9. Conduct research into the most appropriate job board to host vacancies.

10. Make it easy for search engines to find your vacancies – think what keywords job hunters

will use and how to improve your website's ranking.

11. Realize your own limitations – think about partnership working to develop your e-

recruitment.

11

ADVANTAGES OF E-RECRUITMENT

1. Lower costs to the organization. Also, posting jobs online is cheaper than advertising in

the newspapers.

2. No intermediaries.

3. Reduction in the time for recruitment (over 65 percent of the hiring time).

4. Facilitates the recruitment of right type of people with the required skills.

5. Improved efficiency of recruitment process.

6. Gives a 24*7 access to an online collection of resumes.

7. Online recruitment helps the organizations to weed out the unqualified candidates in an

automated way.

8. Recruitment websites also provide valuable data and information regarding the

compensation offered by the competitors etc. which helps the HR managers to take

various HR decisions like promotions, salary trends in industry etc.

12

DISADVANTAGES OF E-RECRUITMENT

Apart from the various benefits, e-recruitment has its own share of shortcomings and

disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is a problem

and time consuming exercise for organizations

1. limit the applicant audience as the Internet is not the first choice for all job seekers

2. cause applications overload or inappropriate applications if care isn’t taken drafting the

job profile/specification

3. exclude those who do not want to search for a new job online

4. limit the attraction of those unable to fully utilise technology eg certain disabled groups

5. give rise to allegations of discrimination, in particular the use of limited keywords in CV

search tools

6. make the process impersonal, which may be off-putting for some candidates

7. impact on the ‘cultural fit’ dimension of recruitment

8. ‘turn-off’ candidates, particularly if the website is badly designed or technical difficulties

are encountered

13

OBJECTIVE OF THE STUDY

1. To describe the effectiveness of e-recruitment in BPO sector over other modes of recruitment

2. Evaluate the changes that e-recruitment is bringing in B.P.O recruitment strategies and

practices.

3. To highlight the broadening horizon of e-recruitment in B.P.O.

4. Analyze opportunities and risk for firm and job seekers using e-recruitment.

14

RESEARCH PROBLEM

“Change is the need of the hour”

The meaning of this is practicised by the young blood presently working in B.P.O. As B.P.O

gives the lucurative salary which can be earned in couple of months match with the earge of

strong buddies citizen of India, propels them to leave one job for the sake of better salary,

good job profile in comparison with another job.

This leaves a scope of E-recruitment for the HR of B.P.O which provide them quickly-“ A

Talented Workforce”.

15

REASONS BEHIND E-RECRUITMENT

1. To advertise vacancies – on your organisation’s website, job sites, or on social

networking sites

2. To deal with the applications – email enquiries, emailed application forms/CVs, online

completion of application forms

3. To select candidates – online testing, information gathering

4. To enhance employer brand .

5. To create a personal relationship with your talent pool.

16

HYPOTHESIS

1. The participants sited in this study are assumed to be taken objectively without any

biasness or subjectivity.

2. All the B.P.O studied in this project uses atleast a single e mode of e-recruitment.

3. The job seekers now a days uses internet for searching a job.

17

COMPANY PROFILE OF BPO`s

vCUSTOMER

GENPACT

iEnergizer

DAKSH

ABOUT vCUSTOMER

vCustomer is a leading provider of customer care contact center solutions and services. We

leverage the right blend of innovative technology, business analytics and industry expertise to

consistently deliver customized, high quality, cost-saving services and solutions. We offer a

unique combination of best-in-class contact center services and an integrated, feature-rich CRM

suite to help increase your customer lifetime value.

We provide industry expertise in Communications/Telecom, Travel/Hospitality, Retail and

Technology. We understand your business to effectively help you reduce operating costs and

improve quality levels by deploying self-service and automation to optimize customer care.

vCustomer has been ranked No.1 in Employee Satisfaction among BPOs and contact centres

in India for 2007. The company has also been ranked 15 among Top 20 BPO's by Data Quest.

The long list of benefits offered by the company are: higher education sponsorship, work-life

balance programs, healthcare benefits, 401(k) plan, gratuity/pension program, provident fund,

employee stock option plan, employee referral bonus, promotional plan and tie-ups and

opportunities to work at client site for limited engagements.

vCustomer combines a data driven focus on customer needs with technological innovation and

certified operational excellence to deliver customized service solutions to individuals,

government institutions, and companies around the world. These service solutions are informed

18

through strong analytics to deliver more rewarding customer interactions, and help better inform

management decisions. The end result is lower cost for clients and more value for end customers

we serve.

ABOUT GENPACT

Genpact is a leader in the globalization of services and technology and a pioneer in managing

business processes for companies around the world. The Company combines process expertise,

information technology and analytical capabilities with operational insight and experience in

diverse industries to provide a wide range of services using its global delivery platform.

Genpact provides a wide range of services, including Finance & Accounting, Collections and

Customer Service, Insurance, Supply Chain & Procurement, Analytics, Enterprise Application,

IT Infrastructure and Management.

Our goal is to help our clients improve the ways in which they do business by continuously

improving their business processes through Six Sigma and Lean principles and by the innovative

use of technology. As a service provider, we strive to be a seamless extension of our clients'

operations. Our leadership team, processes and culture have been deeply influenced by our eight

years as a captive operation of GE. Many elements of GE's success-the rigorous use of metrics

and analytics, the relentless focus on improvement, a strong emphasis on the client and

innovative human resources practices-are the foundations of our business.

We became an independent company in 2005 and, since then, we have grown rapidly, continued

to expand our range of services and diversified our client base.

19

ABOUT iENEGIZER

iEnergizer is one of the largest and most progressive International Call Centers in Asia Pacific

region, located in Noida near New Delhi, India. It undertakes Business Process Outsourcing

(BPO) projects in voice based & web based processes as well as provides back office support in

Finance, Banking, HR, Claims processing- Insurance, Healthcare etc. to leading Fortune 500

companies around the world. iEnergizer makes use of the latest state-of-the-art infrastructure

with world class standards in networking like earth station, IPLCs to provide instant connectivity

to it's global customers through calls, e-mails, chat etc

Since its inception, iEnergizer has delivered on a business strategy that focuses on selected

customer service based, process oriented industries. While defining its business charter,

iEnergizer compared the operational background of its key management talent against top

industry verticals.

Our USP lies in providing our customers with the Quality at the right Price. Our motto in this

regard is "You will come to us for Price but stay for Quality".

iEnergizer’s Team combines experience with acquired knowledge that results in an expertise

strongly complimenting that of our Clients’. The iEnergizer Team understands the issues, the

products, the services and the challenges facing US creditors. The iEnergizer business process

design team has developed documented processes built around common Customer Care,

accounting and industry business practices. Combining sound, proven practices with the latest

technologies and the educated, low-cost labor force of India. Our six sigma approach to Process

Migration, COPC Quality Compliance, scheduling of competent workforce ensures our

customers of the best quality with better than in-house Reliability. In addition to reducing costs,

outsourcing to iEnergizer delivers speed, flexibility and round-the-clock productivity. In a

constantly changing environment, many Clients have found greater success in meeting the

urgency of change through the highly flexible, Client oriented environment of iEnergizer versus

in-house operations. Our scalable, flexible and unique on-site / off-shore model delivers an on-

20

site management team and an off-shore development / processing center. The result is a “vendor”

relationship that functions like a true partnership.

ABOUT DAKSH

IBM Daksh is a global leader in Continuous Improvement BPO. It's an outsourcing model that

has the power to drive improvements in your business, year-on-year. We build a robust platform

to deliver cost-savings, while positioning your processes for improved performance through the

expert use of Six Sigma and re-engineering initiatives.

Continuous Improvement BPO goes way beyond basic 'lift and shift' outsourcing. It increases the

efficiencies of outsourced business processes and delivers improved operational and business

results. Our Indian and Philippine centres offer expertise in customer relationship management,

finance and administration and industry specific processes. Clients also enjoy access to the rest

of the IBM organization to take advantage of IBM's IT and technological capabilities to move

towards Business Transformational Outsourcing.

IBM Daksh offers business performance improvement rather than just cost-savings and is a step

closer to Business Transformation Outsourcing (BTO). By unlocking revenue generation through

up-selling and cross-selling, improving customer satisfaction scores, optimizing capital use and

reducing operational expenditure, IBM Daksh offers far-reaching and positive impact on

shareholder value IBM Daksh has worked with a pioneering group of global companies that have

successfully used BPO and BTO to execute a broad range of strategies with strong results

21

RESEARCH MEYHODOLOGY

Research, in common parlance refers to a search for knowledge. One can also define research as

a scientific and a systematic search for pertinent information on a topic. In fact research is an art

of scientific investigation to collect and interpret the fact for providing information to the

management to get the product & services more efficiently.

It is a way to systematically solve & study the research. The research methodology include:-

1. Research design

2. Universe of the study

3. Survey population

4. Sampling Technique

5. Data collection

6. Data analysis

RESEARCH DESIGN: The research design implemented in this project is descriptive come

diagnostic design. The aim regarding the project is to get the complete & accurate

information

.

UNIVERSE OF THE STUDY: The universe of the study is confined to B.P.O situated in

Gurgaon, Delhi.

SURVEY POPULATION: 4 B.P.O are targeted for gathering the information.

SAMPLING TECHNIQUE: Sampling technique used in this research is judgment sampling

and convenience sampling.

22

DATA COLLECTION: The data is collected from 2 sources

PRIMARY SOURCE

SECONDARY SOURCE

DATA ANALYSIS: Firstly the data is collected and then coded into standardized

form with the help of statistical tabulation method by using average and percentage

tool.

23

DATA PRESENTATION AND ANALYSIS

IN WHICH SECTOR OF MARKET YOU DEAL IN?

V-CUSTOMER- SERVICES

I-ENERGIZER- SERVICES

GENPACT-COMMERCIAL & SERVICES

DAKSH- SERVICES & COMMERCIAL

24

NUMBER OF EMPLOYEES

IENERGIZER

2300

DAKSH2800

GENPACT3000

VCUSTOMER

4000

NO OF EMPLOYEE

S

25

METHOD OF RECRUITMENT FOR THE LAST 12 MONTHS

vCUSTOMER

WALK INSWALK INS

OWN CORPORATE WEBSITES

OWN CORPORATE WEBSITES

RECRUITMENT AGENCY

RECRUITMENT AGENCY

26

DAKSH

INTERPRETATION Daksh is using three modes of recruitment that are E-

recruitment,recruitment agency,and job portals.

RECUIT

MENT

AGENC

Y

RECUIT

MENT

AGENC

Y

E RECRUITMENTE RECRUITMENT

JOB PORTALSJOB PORTALS

27

iENERGIZER

WALK INSWALK INS

JOB BOARDS

JOB BOARDS

E RERUITMENT

E RERUITMENT

JOB PORTALS

JOB PORTALS

RECRUITMENT

AGENCY

RECRUITMENT

AGENCY

28

Interpretation iEnergizer is using traditional as well as online recruitment for recruiting their

employees.

GENPACT

29

Interpretation Genpact is using e recruitment as well as traditional modes of recruitment for

recruiting their employees, but the use of e recruitment is more in this company.

RECRUITMENT AGENC

Y

WALK INS

JOB PORTAL

S

E RECRUITMENT

30

PRESENCE OF CORPORATE WEB SITE

Name of BPO`s Presence Of Corporate Website

vCustomer Present

iEnergizer Present

Genpact Present

Daksh Present

Interpretation-All the targeted BPO`s have their own corporate websites which

shows the popularity of e recruitment & acceptance of e recruitment by the

companies.

NUMBER OF CANDIDATE RECRUITED BY E-RECRUITMENT

Companies Percentage

vCUSTOMER 55%

I-ENERGIZER 9%

GENPACT 60%

Daksh 45%

31

Percentage

55%

9%60%

45% vCUSTOMER

I-ENERGIZER

GENPACT

Daksh

Interpretation- This shows that genpact is making maximum use of e-recruitment for recruiting

employees and others have scope to use it more.

NUMBER OF CANDIDATE RECRUITED THROUGH TRADITIONAL

METHOD

V-CUSTOMER GENPACT DAKSH I

ENERGIZER

RA

650

WALK-INS

500

WALK-INS

100-200

JOB BOARD

600-700

RA

200-300

RA

400-500

WALK-INS

800-900

JB

80-100

PORTALS

350-400

WI

300-350

RA

650-700

PM

100-200

32

RETENTION LEVEL IN RECRUITMENT MODES

Interpretation-Genpact is more successful in maintaining the retention level

33

REASONS OF CHOOSING ONLINE RECRUITMENT OVER

TRADITIONAL METHOD

Interpretation-All the BPO`s Prefer to choose online recruitment because it reduces the time as

well as the cost of recruitingthe employees

RESPONSES

V-CUSTOMER Reduce recruitment costReduction in time for recruitment

I-ENERGIZER

NO RESPONSE

GENPACT Reduction in time for recruitment

DAKSH Reduce recruitment costReduction in time for recruitment

34

AMOUNT OF EXPENDITURE ON VARIOUS MODES (RS)

I-

ENERGIZER GENPACT DAKSH

V

CUSTOMER

T N.M 100000 50000 1000000

E N.M 75000 20000 600000

O N.M 10000 20000 0

INTERPRETATION-This analysis shows that expenses spend on traditional mode are more in

comparision to online recruitment which increases the overall cost.

WHICH MODE OF RECRUITMENT IS COST EFFECTIVE IN NATURE?

I-ENERGIZER GENPACT DAKSH V

CUSTOMER

TRADITIONAL E-

RECRUITMENT

E-

RECRUITMENT

E-

RECRUITMENT

Interpretation-This shows that all the companies respond positively towards e recruitment

because it gives more return on investment.

35

FINDINGS OF THE STUDY

1. Most of the bpo`s deals in service sector.

2. The companies are using recruitment as well as other tradional methods recruiting the

employees but erecruitment is used by all the companies as it is more beneficial than

other methods.

3. All the BPO`s have their own corporate websites which shows the increasing scope of e

recruitment.

4. Retention level of employees is more in genpact as it recruit more employees through e-

recruitment..

5. Most of the bpo`s are using online recruitment over tradional method because it reduces

time as well as cost of recruitment.

6. E recruitment is more cost effective as it generates more return on investment.

36

CONCLUSION

Most of the BPO`S from whom the survery has been done give their response in favour of e-

recruitment as compared to traditional methods of recruitment.Employers of the companies feel

that tradional methods are more costly and time consuming as compared to e-recruitment. E-

recruitment gives employers increased ease and efficiency in the recruitment process. It also

gives candidates an improved experience. Using e-recruitment rather than conventional print

media or agencies - offering considerable cost savings and extensive candidate reach for most

roles

It reduced time to hire employees which can have a major economic impact for the employers,

getting productive employees.

It reduced Administration as all applicants are held on a single e-recruitment system they can be

contacted individually or collectively with ease at the click of a mouse, reducing the time, effort

and cost of the administration staff.

37

APPENDIX

Ques: In what sector of market is your main activity?

a) Commercial [ ]

b) Service [ ]

c) Business [ ]

d) Commercial & Service [ ]

Ques: How many employees are working in your companies?

Ques: Which method of recruitment have been used for the last 12 months

a) RECRUITMENT AGENCY [ ]

b) JOB PORTALS [ ]

c) JOB BOARD [ ]

d) ADERTISEMENT THROUGH MEDIA [ ]

e) WALK-INS [ ]

f) OWN CORPORATE WEB SITE [ ]

g) E-RECRUITMENT [ ]

h) REFFREERALS [ ]

i) OTHERS [ ]

Ques: Do you have corporate website?

a) PRESENT [ ]

b) NOT PRESENT [ ]

38

Ques How many number of candidates are recruited by e-recruitment?

a) Vcustomer [ ]

b) GENPACT [ ]

c) i energizer [ ]

d) DAKSH [ ]

Ques How many number of candidates are recruited through traditional methods?

a) Vcustomer [ ]

b) GENPACT [ ]

c) i energizer [ ]

d) DAKSH [ ]

Ques What are the causes of choosing online recruitment over traditional method?

a) improve corporate image and profile [ ]

b) reduce recruitment costs [ ]

c) reduce administrative burden [ ]

d) reduction in the time for recruitment [ ]

Ques Which mode of recruitment generate maximum response?

a) RECRUITMENT AGENCY [ ]

b) ADVERTISEMENT THROUGH PRINT MEDIA [ ]

c) OWN CORPORATE WEBSITES [ ]

d) E-RECRUITMENT [ ]

Ques How much amount of expenses are spend on various modes?

39

a) TRADITIONAL [ ]

b) E-RECRUITMENT [ ]

c) OTHER [ ]

Ques Which mode of recruitment is more effective in retaining employees?

a) TRADITIONAL [ ]

b) E-RECRUITMENT [ ]

Ques Which mode of recruitment is cost effective in nature?

a)TRADITIONAL [ ]

b)E-RECRUITMENT [ ]

BIBLIOGRAPHY

40

1. Kothari,C.R. ‘‘Business Research & Methodology’’,New Delhi New Age Publishers Pvt. Ltd, 20052. www.gogle.com

3. www.iEnergizer.com

4. www.genpact.com

5. www.daksh.com

6. www.vCustomer.com

41