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https://doi.org/10.18034/abr.v7i2.14
ABSTRACT
At present organizations are becoming more online-dependent while dealing the human resource
management activities. Today companies prefer online-recruitment media to attract and pick the best
suit from a pool of potential candidates. Some advantages are ensured and some problems, too often
faced by the organizations during depending on online recruitment. Addressing the effectiveness of
online recruitment and generating the solutions for overcoming the current difficulties of online
recruitment is key focus of our study. Some variables are identified to evaluate the usefulness of online
recruitment to the recruiting organizations. Both primary and secondary are data has been considered
for the study. One sample t-test has been conducted to assess the primary data. The study not only
identified the efficacy of online recruitment but also discover the stage of recruitment in which
organizations get more benefits through using the internet.
internet support an organization in its recruitment efforts sent, and 35 completed questionnaires were returned with
(Ngai et al., 2007). Online pre-screening tools facilitate the the response rate of 35%. Of them, there are recruiters
organizations to automatically filter out the fit from different business organizations of Bangladesh.
applications from a large number of applications based on
Analytical tool
the self- administered tests. Fully integrated and online
recruitment system can reduce the administrative The study is quantitative in manner. The statistical model that
burdens and simplify the induction process (Barbar, 2006). best fit with the study is one sample t-test as different variables
are identified and analyzed by a specific mean (3) that denote
Among other sources of recruitment, online recruitment is
the agreement of different Likert scale statements.
the most favorite source, and its effectiveness depends on
the advertisement placement. As the internet is Respondents’ information
extensively used by the job applicants, organizations
There is the participation of different types of respondents
should invest to the establishment of e-recruitment
to validate the data. The respondents were the recruiters
infrastructure that is economically sound as compared to
or the HR persons who are related to recruitment from
traditional approaches (Khan, Awang & Ghouri, 2013).
different companies. About 70% of the respondents have
Some papers by different authors have been found about more than ten years’ experience. There were 35
the online recruitment effectiveness. But there is respondents from 10 companies, and institutions. The
insufficient study found about the perceived advantages sample characteristics are presented below:
of online recruitment and improvement in the recruitment
Table 1: Sample Information
process of a developing country like- Bangladesh. This is
the research gap of the study. Through analyzing different Name of company Number of Holding position
papers and present perspective recruiters, variables are respondents
taken into consideration. To explore the perceived 1. Robi Axiata Limited 10 5 Vice-Presidents and
5 General Managers
advantage, the variables that are considered include 2. Partex Star Group 4 2 HR Managers and 2
fastest mode, cost, time, accessibility, reducing workload, Senior Managers
large pool of candidates, specified requirements, 3. University of Dhaka 3 3 Professors
attracting passive job seeker, reducing turnover, and 4. Bangladesh 3 1 Professor, 1 Registrar
increasing organizational performance and to assess the University and 1 HR manager
improvement of each stage of recruitment process, the test 5. International Leasing 3 1 Executive director
6. and Financial and 2 Senior Managers
variables that are considered include screening,
Services
interviewing, assessment, selection, and induction. 7. Islamic Finance and 3 1 Director and 2 Senior
8. Investment Limited Managers
RESEARCH METHODOLOGY 9. Edison 3 1 SHR Manager and 2
Sampling Method Senior Managers
10. ACI 3 2 Senior executives
The convenient random sampling method was applied to and 1 SHR Manager
select the respondents. Recruiters of different business 11. Edoco Group 2 2 HR Managers
industries who use online recruitment media for both 12. Binary Pi 1 CEO
posting vacancy advertisement and screening potential
candidates were selected as the desired sample. DATA ANALYSIS
Preference of online recruitment among recruiters
Data collection method
The recruiters are asked about the preference of different
A structured questionnaire has been prepared for primary recruitment media while recruiting. Following chart
data collection. There were about 100 questionnaires were shows the result:
This is observed that a large proportion (51%) of recruiters The effectiveness of online recruitment has been analyzed
prefer social networking sites, about 42% recruiters prefer in terms following ten factors: fastest mode, cost, time,
company websites and 46% of the recruiters prefer online accessibility, reducing workload, large candidates, filling
job portals as recruitment media. Some significant specified requirements, attracting passive job seeker,
proportion prefers the word of mouth and personal reducing turnover and increasing organizational
referrals as effective recruitment media. There is very a performance. All factors have been analyzed with test
trivial percentage that prefers traditional recruitment value three as each of the questions was Likert- scale
media. question.
Perceived advantages of online recruitment
Table 2: Advantages of Online Recruitment (One sample t- test)
t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference
Lower Upper
Fastest mode 8.395 34 .000 1.25714 .9528 1.5615
Cost 15.938 34 .000 1.51429 1.3212 1.7074
Time 11.926 34 .000 1.40000 1.1614 1.6386
Accessibility 14.113 34 .000 1.45714 1.2473 1.6670
Reducing workload 7.781 34 .000 1.17143 .8655 1.4774
Large pool of candidates 13.899 34 .000 1.42857 1.2197 1.6375
Specified requirements 6.655 34 .000 .94286 .6549 1.2308
Attracting passive job seeker 7.483 34 .000 .80000 .5827 1.0173
Reducing turnover .495 34 .624 .05714 -.1777 .2919
Increasing organizational 5.351 34 .000 .68571 .4253 .9461
performance
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