MBA Final Report PDF

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CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION OF STUDY:
Employees are the most important resource of any organization. They

are responsible for each and every work, and every decision taken regarding to their work
summary. Such a kind of employee are been recruited carefully by the Human Resource
managers for the success of future organization. But advancement of technologies made
much easier for the global HR managers not only to believe on agencies but also they believe
on Internet. Holding a tablet or laptop on the hand with internet connection, managers can do
all activities while they are in roaming too.
Today acquiring and retaining the employees is the biggest challenge in the
organization and internet has proved to be a boon to recruitment process. Online recruitment
is a process of recruiting candidates for filling vacant positions in the companies through use
of internet. Recruitment plays very vital role in the process of recruitment as it provides a
suitable number of applicants who fulfilled the criteria set by the companies. Online
recruitment started in the form of autonomous job sites called bulletin board systems in the
1980s. A new global trend was started in US when Jeff Taylor launched Monster.com with
20 clients and 200 job openings in 19994. Today more than three-fourth of the Fortune 500
companies use online recruiting and also now people use mobile application for uploading
resumes and searching jobs on portals. Online recruitment has proved to be a very convenient
mode for both company and the job seekers as both can upload the necessary details required
and can find a suitable opportunity there
1.1.1. ONLINE RECRUITMENT:

Online recruiting is the act of scouring the Internet to locate both actively
searching job seekers and also individuals who are content in their current position, Online
recruitment can be understood as recruitment carried out by the use of various electronic
means. Online, Internet, or web-based recruiting can be defined as the use of the Internet to
identify and attract potential employees e.g. advertising a vacant position and attracting a
pool of applicants through corporate websites and Internet job boards. An Online recruitment
system is a back-office system for administrating the recruitment process, and is normally
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designed to allow applicants to submit their data electronically. Online recruitment can thus
be perceived as an umbrella term covering recruitment activities performed using various
electronic means and the Internet, including online recruitment and Online recruitment
systems. Online recruitment can be divided into two types of uses: Corporate web site for
recruitment and commercial jobs boards for posting job advertisements. Corporate websites
are a company’s own website a link for job posting/career options where candidates can log
into for current openings. If the company advertises its vacant positions on other website that
specialize in recruitment such as- naukri.com, timesjob.com, monster. Com, etc., the
companies would be adopting commercial job boards for recruitment.
The fundamentals of online recruitment are as follows:
Job Descriptions: You might be aware of this as a recruiter, but you should know how it
can enhance the great candidate and recruiter experience. Your Job Description should be
used as a filter cum funnel for the process. It should be clear in its content.
What are the things that you are looking at? Profile of the candidates, what the job will
entail, what are the opportunities etc. This way you are filtering the mass candidates profile
and funneling the good ones.
Web Portals: Web portal is a web-based platform that provides employees, customers and
suppliers with a single access point to information. A web portal can be used to provide the
user with personalized information such as employee training, safety manuals or a customer
profile Like Career Age, Indeed, Monster, Naukri, Times jobs, etc. these carry job
advertisements from employers and agencies.
Employer’s Website: An employment website is a website that deals specifically with

employment or careers. Many employment websites are designed to allow employers to post
job requirements for a position to be filled and are commonly known as job boards.
Recruiters: Recruiters handle the process from when a candidate is deemed interested or
qualified, right through to the moment that they’re hired.
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Plan your interview: You as a recruiter must know all the technical and non-technical
questions to be asked in an interview. But, as a perfect and experienced recruiter, you should
plan your interview process effectively. Firstly, you should be well prepared for the
interview. You should know the answers to the questions you are asking and every concept
that follows. You should be prepared for the questions that might be asked by the candidate.
Don’t be in a rush, brush up your knowledge. Moreover, an arrogant behavior could be a
major turn off. Please, prepare yourself to be nicer with the candidates
Communicate: This is the most commonly committed mistake by a recruiter. You don’t
owe any candidate anything, but you owe them a great experience. Learn to answer each of
their call, email, messages etc. Also, you should communicate with them in person when
there is a walk-in interview or a campus hiring. You can make the process very informative
and painless for the candidates by just communicating with them. Make them feel at home.
Follow up: It has been observed that maximum recruiters and companies do not follow up
with the candidates once they are done with the process. This is totally unacceptable and
unprofessional. Many candidates don’t get even a single notification after the interviews.
Some get notification but too late. Follow up with the candidates even if they are
undeserving. Please maintain your dignity as a recruiter. Notify them of your moves, their
selection or rejection. Don’t spend your efforts only for the selected candidates. Prepare some
good lines of emails or messages for the non-selected candidates also.
Hence, the focus of the study is to analyze the

effectiveness of online recruitment by developing a model which shows different
dimensions of online recruitment including online recruitment media preference, perceived
advantage, and improvement in several stages of recruitment. The study is based on the pre-
hire measures of the quantity and quality of applicants, with a specific focus on online
recruitment.
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1.1.2 SOURCE OF RECRUITMENT:
Fig 1.1.2 Source of Recruitment
(A) Internal Sources:

Best employees can be found within the organisation… When a vacancy arises
in the organisation, it may be given to an employee who is already on the pay-roll. Internal
sources include promotion, transfer and in certain cases demotion. When a higher post is
given to a deserving employee, it motivates all other employees of the organisation to work
hard. The employees can be informed of such a vacancy by internal advertisement.
Methods of Internal Source:
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs.
These do not involve any change in rank, responsibility or prestige. The numbers of persons
do not increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige,
higher responsibilities and more pay. The higher positions falling vacant may be filled up
from within the organisation. A promotion does not increase the number of persons in the
organisation. A person going to get a higher position will vacate his present position.
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Promotion will motivate employees to improve their performance so that they can also get
promotion.
Former employees:
Former employees who had performed well during their tenure may be called back,
and higher wages and incentives can be paid to them.
Pros of Internal Sources:
 Improves morale
 No Error in Selection.
 Economy in Training Costs
(B) External Sources:

All organisations have to use external sources for recruitment to higher
positions when existing employees are not suitable. More persons are needed when
expansions are undertaken.
Methods of External Sources:

1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and
higher staff. Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality. Preparing good
advertisement is a specialised task.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled,
semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain
cases it has been made obligatory for the business concerns to notify their vacancies to the
employment exchange. In the past, employers used to turn to these agencies only as a last
resort. The job-seekers and job-givers are brought into contact by the employment exchanges.
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3. Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e.
placement) which require technical or professional qualification has become a common
practice. A close liaison between the company and educational institutions helps in getting
suitable candidates. The students are spotted during the course of their studies.
4. Recommendation of Existing Employees:

The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to assist them in
getting applications from persons who are known to them. In certain cases rewards may also
be given if candidates recommended by them are actually selected by the company. If
recommendation leads to favouritism, it will impair the morale of employees.
5. Casual Callers:
Those personnel who casually come to the company for employment may also
be considered for the vacant post. It is most economical method of recruitment. In the
advanced countries, this method of recruitment is very popular. industries, unions may be
asked to recommend candidates either as a goodwill gesture or as a courtesy towards the
union.
6. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and
semi-skilled workers in some industry. The contractors keep themselves in touch with the
labour and bring the workers at the places where they are required. They get commission for
the number of persons supplied by them.
Pros of External Sources:

 Availability of Suitable Persons
 Brings New Ideas
 Economical
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1.2 INDUSTRY PROFILE:
Information technology in India
Information technology in India is an industry consisting of to major

components. The sector as increased its contribution to India’s GDP from 1.2% in 1998 to
7.4% in 2020. According to NASSCOM, the sector aggregated revenues of US$160 billion in
2017, with export revenue standing at US$99 billion and domestic revenue at US$48 billion,
growing by 13% USA accounts for more than 60 per cent of Indian IT exports.
1.2.1 History
India’s IT services industry was born in Mumbai in 1967 with the establishment of
the Tata group in partnership with boroughs. The first software export zone, SEEPZ-the
precursor to the modern-day IT park-was established in Mumbai in 1973.more than 80
percent of the country’s software exports were from SEEPZ in the 1980s.
The cities that account nearly 90% of these sectors exports are Bangalore, Chennai,
Hyderabad, Delhi, Mumbai and Kolkata. IT industry has registered a notable growth because
of the rich and varied expansion into verticals, well –differentiated service offerings and
increasing growth penetration. The phenomenal success of this industry is attributable to
favorable government policies, rich and burgeoning demand conditions, healthy growth of
the related industries and competitive environment prevalent in the industry. The interplay of
these forces has put the industry on the global map.
The Indian economy underwent major economic reforms in 1991, leading to a new
era of globalization and international economic integration, and annual economic growth of
over 6% from 1993-2002. The new administration under Atal Bihari Vajpayee (who was
prime minister from 1998-2004) placed the development of information technology among
its top five priorities and formed Indian national task force on information technology and
software development.
IT industry can be broadly classified into three sectors:
 Software
 IT Services
 IT enabled Services (ITeS)- BPO
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Software:
Software is a general term for the various kinds of programs used to operate
computers and related devices the two course in software such as PHP and JAVA (core and
advance).
PHP stands for PHP: Hypertext Preprocessor, with that PHP standing for
Personal Homepage. PHP is an open-source language, used primarily for dynamic web
content and server-side applications.
JAVA is a programming language originally developed by James Gosling at

Sun Microsystems and released in 1995. Java is a high-level, third generation programming
language, like C, FORTRAN, Smalltalk, Perl, and many others. You can use Java to write
computer applications that crunch numbers, process words, play games, store data or do any
of the thousands of other things computer software can do.
Before the financial year 2003 Engineering and Research and Development
was not a part of the software segment . Realizing its need, the introduction of Engineering,
Research & Development brought about tremendous progress in the exports increasing year
after year.
Microsoft: Microsoft is the world's leading producer of computer software. Microsoft was
incorporated in 1981. The course of MCITP, WINDOW 7 & EMAM 70-680.
Embedded System: An embedded system can be defined as a control system or

computer system designed to perform a specific task. Common examples of embedded
systems include MP3 players, navigation systems on aircraft and intruder alarm systems. An
embedded system can also be defined as a single purpose computer. The course in embedded
system such as 8051, PIC, ARV, ARM, and REBOTICS.
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1.2.2 IT Services:
India is an expert in providing customized IT services to the clients. These services
have always dominated the Indian IT industry. It was accounting for more than 60% in the
overall revenue of the industry. The segment is growing at 26% compounded annual growth
rate since FY 2000.
The IT services segment is divided into the following categories
 Project – oriented services

 IT outsourcing and
 Training and support services
It can be observed that the revenues from IT service segment has been rising year by
year and can be viewed as robust growth. The share of industry revenues less compare to the
overall growth in the revenues. that there is a historic progress made during the financial
years 2000 – 2008 in the IT services segment comprising of both domestic sales and exports.
Wolcott &Goodman (2003) report on the role of the Indian national task force on
information technology and software development:
Within 90 days of its establishment, the task force produced an extensive background
report on the state of technology in India and an IT Action plan with 108 recommendations.
The task force could act quickly because it built upon the experience and frustrations of state
governments central government agencies, universities, and the software industry. Much of
what it proposed was also consistent with the thinking and recommended nations of
international bodies like the world trade organization (WTO), international
telecommunication union (ITU), and World Bank.
Regulated VAST links became visible in 1994. Desai (2006) describes the steps taken
to relax regulation on linking in 1991.
In 1991 the department of electronics broke this impasse, creating a corporation called
software technology parks of India (STPL) that, being owned by the government, could
provide VSAT communications without breaching its monopoly. STPI set up software
technology parks in different cities, each of which provided satellite links to be used by
firms; the local link was a wireless radio link. In 1993 the government began to allow
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individual companies their own dedicated links, which allowed work done in India to be
transmitted abroad directly. Indian firms soon convinced their American customers that a
satellite link was as reliable as a team of programmers working in the clients ‘office.
Videsh Sancher Nigam limited (VSNL) introduced Get way Electronic Mail service
in 1991, the 64 Kbit/s leased line service in 1992, and commercial internet access on a visible
scale in1992. Election results were displayed via national informatics center’s NICNET.
“The new telecommunicate policy,” (NTP1999) helped further liberalise India’s

telecommunications sectors. The information technology Act, 2000 created legal procedures
for electronic transactions and e-commerce.
A joint EU-India group of scholars was formed on 23 November 2001 further

promote joint research and development on 25 June 2002, India and the European Union
agreed to bilateral cooperation in the field of science and technology. India holds observe
status at CERN, while a joint India-EU software education and development center will be
located in Bangalore.
Contemporary situation
In the contemporary world economy India is the second-largest exporter of IT.

Exports dominate the Indian IT industry and constitute about 77% of the industry’s total
revenue. However, the domestic market is also share of total Indian exports (merchandise
plus services) increased from less than 4% in FY1998 to about 25% in FY2012. The
technologically-inclined services sector in India accounts for 40% of the country’s GDP and
30% of export earnings as of 2006, while employing only 25% of its workforce, according to
Sharma (2006). According to Gartner, the “ Top five Indian IT services provides” are Tata
consultancy, Infosys, cognizant, Wipro, and HCL Technologies.
Future outlook
The Indian IT market currently focuses on providing low-cost solutions in the

services business of global IT. The presence of Indian companies in the product development
business of global IT is very meager, however, this number is slowly on the rise. The other
prominent trend is that IT jobs, once confined to Bangalore, are slowly starting to experience
a geographical diffusion into other cities like Chennai, Hyderabad and Pune. According to
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Google estimates, the Indian community of developers will be the largest in the world by
2018.
New directions in research and development
Research in the industry was earlier concentrated in programming towards technologies like
mobile computing, cloud computing and software as a Services. This shift is attributed to the
preference of clients for ubiquitous computing over standalone computing.
Employment generation
The IT sector has also led to massive employment generation in India. The industry
continues to be a net employment generator — expected to add 230,000 jobs in fiscal year
2012, thus directly employing about 2.8 million people and indirectly employing 8.9 million,
making it a dominant player in the global outsourcing sector. However, it continues to face
challenges of competitiveness in the globalized and modern world, particularly from
countries like China and Philippines.
India's growing stature in the Information Age enabled it to form close ties with both the
United States and the European Union. However, the recent global financial crises have
deeply impacted Indian IT companies as well as global companies. As a result, hiring has
dropped sharply, and employees are looking at different sectors like financial services,
telecommunications, and manufacturing, which have been growing phenomenally over the
last few years. With fundamental structural changes visible everywhere in the IT services due
to Cloud computing, proliferation of Social media, Big data, Analytics all leading to digital
services and digital economy, many of the leading companies in India's IT sector reported
lower headcounts in their financial results.
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1.3 COMPANY PROFILE:
"We always aim at working together with our clients to produce the best call
center services and tech solutions according to the client"
Sevika Tech, specializes in the provision of cost effective Information
management systems. We focus on delivering high-impact solutions that incorporate
customized functionality specific to the project requirements. The combination of thorough
process, comprehensive experience and expansive creative vision enables us to create
solutions that are innovative, usable and reliable.
Sevika Tech, established in response to the growing market demand for high
quality Innovative solutions at affordable prices. Our commitment to refining the
development process and creating a superior infrastructure has allowed us to introduce a
range of packages and customized solutions that enable businesses to implement high value
systems. We Sevika Tech have 72+ clients; the following are the list of services done by our
company to our clients.
Sevika Tech is a Healthy Mixture of

 Passion
 Technology
 Simplicity
1.3.1 What are Software Development Services?
“Transforming the tech savvy world; one day at a time”!

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Software development is an amalgamation of several activities like designing, testing,

programming, planning, bug fixing & more, which allow development & maintenance of an
application or software. This simple yet important process is augmenting & enhancing
globalization, as well as changing our lifestyle. In this tech-savvy world, software
development & advancement is helping businesses, small & large, reach great heights of
success. Moreover, several organizations around the world are offering software development
services, which assist companies to stay agile, innovation-oriented & to effectively manage
the changes in the market. Other benefits of software development are:
 Software Cost reduction: training, licenses, upgrades & more.

 Boosts productivity.
 Increases company value.
 Enhances flexibility.
Web Designing & Development: We provide in-house services to handle all regular
aspects of building a website, to content management applications for sites of all sizes
ranging from single pages, blogs and small business sites to full scale corporate websites.
Fig 1.2.1 Web Design and development
App Development: Sevika Tech provides full-service mobile app development solutions
for businesses and entrepreneurs. Building an app is only a part of our process. We want to
see your apps become success stories. Our App Strategy Consultants can work with you from
the initial idea to marketing and distribution of the App.
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Fig 1.2.2 App Development
Search Engine Optimization: SEO is essentially the most important aspect of your
website. SEO is the process of making a website more attuned to the requirements of search
engines, so that the website’s chances of getting picked up by search engines during a search
query are enhanced substantially. We optimize your site for major search engines including
Google, Bing, and Yahoo.
Fig 1.2.3 Search engine Optimization
CRM: Customer relationship management (CRM) is an approach to managing a company’s

interaction with current and potential future customers that tries to analyze data about
customers’ history with a company and to improve business relationships with customers,
specifically focusing on customer retention and ultimately driving sales growth.
Ecommerce Solution: If you intend to sell a product or offer a subscription service from
your site Sevika Tech can create an e-commerce system tailored specifically to your needs. It
will keep customer satisfaction in mind & you’ll be rewarded with customer loyalty.
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Social Media Optimization: SMO, a targeted website or business is promoted on

popular media platforms like LinkedIn, Twitter, Face book and Instagram. This is done by
creating a profile page by the company name on these platforms and subsequently sending
periodical posts about topics related to the website’s business and services on these platforms
Fig 1.2.4 Social Media Optimization
Inbound Call Services: Outsourcing your customer support call centre services to us
will lead to higher levels of satisfaction for your customers which in turn yielding productive
benefits for your business. You will get time to establish new customers on the board and we
will relieve you from making any “Extra Efforts” to retain your current customer base and
hence you can concentrate on your core business developments, rather than satisfying your
present patrons of business.
Domain Services: We offer a range of affordable domain services to suit your needs. We
also offer domain registration services including .com, .co, .net, .org, .co. In, .org and a wide
range of custom domains.
Web Hosting: Our hosting and support services allow you to relax in the knowledge that
you’re in safe hands. The advantages of hosting with us once we’ve built your new website
are numerous.
Backend Development Services: Web back-end is the invisible backbone that connects
and interconnects various parts of a software application. Without effective & efficient back-
end web development your customer cannot have a good experience on your website. Hence,
to help you avoid such a scenarios, they offers comprehensive backend development services.
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Using their knowledge in various languages & frameworks they process & manage data
efficiently
Frontend Development Services: Attractive, interactive & visually appealing web

front-end pages are crucial for the success of a business. These, not only reflect the purpose
of an organization & company, but are also responsible for successful branding and gaining
the trust & confidence of the visitor. Therefore, to help you achieve these goals effortlessly,
we offer front-end & UI development services, with exceptional usability, dependability &
UX design.
Dot Net Development Services: Get expert assistance, feature-rich and captivating
native & cross platform web & mobile apps that will boost your business and help you reach
great heights of success. By harnessing our Microsoft expertise, you can enjoy full cycle
software & application development for web & desktop applications. The developers offer
reliable & scalable, high end apps using C#, ASP.Net MVC & more.
VIRTUAL RECEPTIONIST: Our friendly, professional virtual receptionists deliver

great experiences on every call—inspiring trust, building loyalty, and creating word-of-
mouth buzz that helps grow your business.
MAINTENANCE AND SUPPORT: Most website owners prefer going for website
maintenance because of the massive convenience they get in return. If business owners feel
that they will be making regular changes to their website from time to time, they can save
plenty of trouble for themselves by hiring us for their website maintenance service.
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1.4 OBJECTIVE OF STUDY:
1.4.1 PRIMARY OBJECTIVE:
To study the Effectiveness of the Online recruitment process and its impact on
the quality of hires in Sevika Tech.
1.4.2 SECONDARY OBJECTIVES:
 To explore the perceived advantages of online recruitment like time saving, less cost,
easy recruit process.
 To find out better Sources of online recruitment.
 To analyze the performance of the online recruitment candidate in the company.

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1.5 SCOPE OF THE STUDY:
 This study will provide the recruiters a view of the full benefit of
online Recruitment process and quality hires, this study is supposed to
guide them showing which stage is better and which stage needs to be
focused more.
 This study will help the organization to know the major problem
associated with this Effective Online Recruitment process.
 In future, any researcher may study related to problems and prospects

regarding to their cost efficiency, Advanced technology, Time
management
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1.6 NEED OF STUDY:
 A vast knowledge on online recruitment can be attained through the study
 Company will be able to identify pro’s and con’s of their online recruitment
process.
 Through suggestion made in the study company can carry out any corrective
actions if required.
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1.7 LIMITATION OF STUDY:

 Although every effort has been made to conduct a comprehensive research study,
yet due to time and budget constraints, there are certain limitations of the study.
 The dataset of the study comprises of responses from 100 people, spread across
HR Recruiters in Sevika Tech, include channel partner and subsidiary companies.

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CHAPTER 2
LITERATURE SURVEY
2.1 REVIEW OF LITERATURE:
A literature review is a comprehensive summary of previous research on a

topic. The literature review surveys scholarly articles, books, and other sources relevant to a
particular area of research. The review should enumerate, describe, summarize, objectively
evaluate and clarify this previous research; the majority researchers agree that recruitment is
not a one-way process, but rather a complex, two-way process. Whilst employers focus on
looking attractive to a potential job applicant, the applicant is continues from the initial
recruitment process through to the final appointment outcome.
2.2 THEORATICAL LITERTAURE REVIEW:
AVINASH S. KAPSE (2018) published an article about E-Recruitment which stated that
online recruitment has many advantages to companies like low cost, less time, quick, wider
area, better match and along with this they have highlighted some points of disadvantages of
online recruitment like scrutinizing applications is a problem, lack of internet awareness in
India in some places and they said that employers want to have face to face interaction with
candidates.
MS. D SHAHILA (2018) published an article which helps in explaining E-Recruitment

challenges covering challenges that are faced by companies while using online recruitment.
This article highlights the points like online recruitment is facing challenges from employers
and job seekers point of view and covers points like difficulty in finding suitable applicant,
competition with competitors for good candidates, negotiation, transparency of system,
difficulty in judging companies working culture.
SILLS,M (2017) stated that the recruitment processes within the companies began to get
civilized after 1990s. Various organizations began to hire recruitment agencies for
performing their recruitment related activities. These agencies were responsible for hiring
technical and non-technical staff for these companies.
CHAPMAN AND WEBSTER (2016) in their survey research on the use of technologies in
recruiting, screening and selection process for job candidates conducted in USA found that
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most organizations implemented technology based recruitment and selection tools to improve
efficiency, enable new assessment tools, reduce costs, standardize systems and expand the
applicant pool.
HADASS (2015) in his research on the effect of internet recruiting on the matching of
workers and HR managers developed a model of recruitment in which job seekers have
private information about their qualification for different jobs and firms possess imperfect
screening technologies. He concluded that firms may adopt E-Recruitment strategies because
of the direct reduction in recruiting costs and because of competition among HR managers
for qualified hires.
A research conducted by VERHOEVEN AND WILLIAMS (2014) reports on a study

into internet recruitment in the United Kingdom. The study discussed the advantages
and disadvantages as identified in literature and considered those against the views of HR
Managers in UK.
STEPHEN, COWGILL, HOFFMAN, AND HOUSMAN (2013), study shows that

employee referrals enhance monitoring and coaching and makes the work environment
more enjoyable as they work with friends because workers refer others like
themselves,
not only in characteristics but in behavior.
LYONS & MARLER, (2011) It can be argued from this research data that online
recruitment is effective and positive for organizational point of view, It is identified that in
the U.S, the trend of online recruitment has become a leading point. After this, now in
UK, internet use for personal hiring has emerged significantly.
A survey conducted by WILLIAMS (2009) on E-recruitment showed dwindling

recruitment spends focused on web based recruitment at the expense of traditional
methods. The author also reported that online methods proved far more popular, as
two thirds (66 per cent) of the HR professionals surveyed said that the jobs section of their
own company’s website was used as a recruitment tool for most jobs
In article by TONG (2009), it is discussed that some organizations have concern about
website privacy, as online sharing of personal data may be used by other employer s that
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further can cause harm to the organization. So, it can be argued that this is a drawback of
using online recruitment in terms of website privacy
BARBER (2005) Recruitment is not only an important business process for organizations; it
also has significant consequences for individuals to fulfill the personal goals. The overall
attempt of achieving a “match” between an organization’s job vacancies with an individual
seeking a suitable job is influenced by the recruitment process, and because work is such a
significant part of many people’s lives, jobs choices can subsequently impact on an
individual’s wellbeing
GALANAKI (2002) had conducted a descriptive study on the decision to recruit online,
involving 99 UK IT companies whose shares were traded in London stock exchange. A
survey was carried out, in the form of a postal questionnaire, followed by an interview to
which 34 companies replied. The author found that internet agencies provide the company
with fewer but substantially better applicants than traditional recruitment agencies
SMITH (1999) had worked upon E-recruitment where he had tried to conceptualize that
internet helps employer’s better target prospective employees. The author mentioned that the
career web, which small companies may consider expensive, could still be less costly than
multiple newspaper ads.
RYNES, BRETZ AND GERHARDT (1998) The involving research on recruitment has
continued after found evidence supporting the hypothesis that recruitment experiences
frequently represent unobservable organizational characteristics and positively or negatively
influences job applicants.
MENCKEN & WINFIELD (1998) explored the advantages and disadvantages of

informal and formal recruiting practices in external labour markets. The authors found
that quality was a strong motivator than cost for informal recruiting. The findings
from the regression analysis also demonstrated that the quality of applicants was more
salient for hiring managers in the private sector
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CHAPTER 3
METHODOLOGY
Research methodology is a way to systematically solve the research

problem. It may be understood as a science of studying the research is done scientifically. In
it we study the various steps that are generally adopted by a researcher in studying research
problem along with the logic behind the research. It is necessary for the researcher to know
not only the research methods/techniques but also the methodology.
Research is a scientific and systematic search for pertinent

information. The main aim of research is to find out the truth which is hidden and which has
not been discovered as yet. The quality of a project depends upon the methodology adopted
for the study.
Research methodology in turn depends on the nature of the project

work. The main strength of the project comes from the process that is collecting, synthesizing
and analyzing information.
When all these activities are completed in a satisfactory manner, a

thesis is produced. However it is difficult to design an ideal research processes it would
depend on various factors like research and ability, topics research, time available So
research would refer to various step and stages involved in research activity. Each of these
steps or stages in turn may contain a serious of activities.
3.1 RESEARCH DESIGN:
The organizations primary aim is to hire quality candidates and to minimize the cost
involved in recruitment, by improving the effectiveness and development of the Recruitment
Sources The primary focus of this study is to determine the effectiveness of Online
recruitment process and its impact of Quality hires in the organization. This study is based on
secondary data which is collected through books, internet and research papers.
25
DESCRIPTIVE RESEARCH:
Descriptive research is defined as a research method that describes the characteristics of

the population or phenomenon that is being studied, the purpose of descriptive research is to
validate some sort of hypothesis or objective when it comes to a specific group of people .
3.2 TARGET RESPONDENTS:
Target respondent for the project, a study on the effectiveness of the online
recruitment process and its impact on the quality hires, in this the target people are HR
Recruiters of Sevika tech and its Channel partner, and subsidiary companies.
SAMPLE SIZE:
This refers to the number of items to select from the universe to constitute a
sample. The size of the sample should neither be excessively large nor too small. An
optimum sample is not that fulfills the requirement of efficiency, representativeness,
reliability and flexibility.
Sample size chosen for this study is 100.
3.3 SAMPLING METHODS:
Sampling methods were used to select the respondents to get the result for the
questionnaire was adopted because of the huge number of people. In study researcher used
Random sampling technique.
RANDOM SAMPLING:
Random sampling includes choosing subject from a population through

unpredictable. In its simplest form, subjects all have an equal chance of being selected out of
the population being researched.
26
3.4 DATA PROCESSING:
The data collection method for the study the researcher should keep in the
mind the two sources of data.
 Primary data
 Secondary data
3.4.1 PRIMARY DATA:
The Primary data is to determine the Effectiveness of online recruitment process and its
impact of Quality hires in the organization, which can be collected through Structured
Questionnaire
3.4.2 SECONDARY DATA:
The Secondary data is based on which is collected through books, internet and research
papers.
PERIOD OF STUDY:
The study was done for 4months of duration (06 January 2020- 24 April 2020) In
Sevika Tech Pvt.ltd Company at Chennai.
During the period of study the following steps were undertaken.
 Objectives were set.

 Questionnaire was finalized.
 Questionnaire was given to employees and information were collected and recorded.
 Reports were analyzed and interpreted
 Reports were determined
27
3.5 Tools for Analysis:
STATISTICAL TOOLS USED:

 Percentage Analysis
 Chi square test
 Correlation Analysis
ANOVA:
The principle of ANOVA is to test for difference among the means of populations by
examining the amount of variation, each of these sample relative to the amount of variation
between the sample.
CORRELATION ANALYSIS:
This Analysis studies the joint variation of two or more variable for determining the
amount of correlation between the samples.
PERCENTAGE ANALYSIS:
Percentage is used in data presentation for they simplify numbers, reducing all
for them to a 0 to 100. Though the use of percentages, the data are reduced in the standard
form base equal to 100 which fact facilitates relative comparisons.
FORMULA:
PERCENTAGE = (No. of respondents / Total number of respondents) *100

CHI-SQUARE TEST:
The chi square test, that test for significant difference between the observed
distribution of data among categories and the expected distribution based on the null
hypothesis.
FORMULA:
Chi Square χ2 = (Oi-Ei) ²/Ei
Where Oi = an observed frequency.
Ei = an expected (theoretical) frequency

28
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1 PERCENTAGE ANALYSIS FOR THE AGE:
Percentage of
Sl. No Age No. of Respondents
Respondents
1 18-24 38 38%
2 25-33 39 39%
3 34-46 17 17%
4 47 above 6 6%
Total 100 100%
Table 4.1.1 Age of Respondents
Figure 4.1.1 Age Pie chart
Interpretation:
From the above Pie Chart and table we found that 38% of respondents are belongs to
18-24 years, 39% belongs to 25-33 years, 17% belongs to 34-46 years, 6% belongs to above
47 years.
29
4.1.2 PERCENTAGE ANALYSIS FOR GENDER:
Percentage of
Sl. No Gender No. of Respondents
Respondents
1 Female 40 40%
2 male 60 60%
Total 100 100%
Table 4.1.2 Gender Respondents
Figure 4.1.2 Gender Pie Chart
Interpretation:
From the above Pie Chart and table we found that 40% of respondents are
belongs to Female, 60% of respondents belongs to Male.
30
4.1.3 PERCENTAGE ANALYSIS FOR EDUCATION QUALIFICATION:
Percentage of
Sl. No Graduation No. of Respondents
Respondents
1 Post Graduate 93 93%

2 Under Graduate 7 7%
Total 100 100%
Table 4.1.3 Educational Qualification
Figure 4.1.3 Educational Pie chart
Interpretation:
From the above Pie Chart and table we found that 93% of respondents are belongs to
Post Graduate, 7% belongs to UG.
31
4.1.4 PERCENTAGE ANALYSIS FOR EXPERIENCE:
Percentage of
Sl. No Graduation No. of Respondents
Respondents
1 0-12 Months 29 29%

2 1-3 years 42 42%
3 3-5 years 17 17%
4 more than 5 years 12 12%
Total 100 100%
Table 4.1.4 Experience table
Figure 4.1.4 Experience Pie Chart
Interpretation:
From the above Pie Chart and table we found that 42% of respondents are
belongs to 1-3 years of experience, 29% belongs to 0-12 months of experience, 17% belongs
to 3-5 years of experience, 12% belongs to more than 5 years of experience.
32
4.1.5 PERCENTAGE ANALYSIS FOR WHICH YOUR

ORGANIZATION USES FOLLOWING SOURCES OF RECRUITING:
Some Total
Sl. No Particular Always Often Never
time Respondents
1 Internet 88 9 3 0 100
2 Print Media 22 35 33 10 100
3 campus Recruitment 78 14 6 2 100
4 Employee Referrals 57 28 15 0 100
Placement
5 28 38 27 7 100
Consultant
Table 4.1.5 Source for Recruitment
Figure 4.1.5 Source of Recruitment using Bar Chart
Interpretation:
From the above respondents 88% of respondents always, 9% of respondents often, 3% of

respondents sometime opted for an Internet, 22% of respondents always, 35% of respondents
often, 33% of respondents sometime, 10% of respondents never to Print media,78% of
respondents always, 14% of respondents often, 6% of respondents sometime, 2% of
respondents never to campus recruitment, 57% of respondents always, 28% of respondents
often, 15% of respondents sometime, to employee referrals, 28% of respondents always, 38%
of respondents often, 27% of respondents sometime, 7% of respondents never to placement
consultant.
33
4.1.6 PERCENTAGE ANALYSIS FOR WHICH THE ONLINE

RECRUITMENT PROCESS HELPS IN IMPROVING THE
EFFICIENCY OF RECRUITMENT PROCESS:
Sl. No Rankings No. of Respondents % of Respondents
1 1 Strongly Disagree 0 0%
2 2 Disagree 1 1%
3 3 Neutral 12 12%
4 4 Agree 29 29%
5 5 Strongly Agree 58 58%
Total 100 100%
Table 4.1.6 Efficiency of Recruitment process
Figure 4.1.6 Efficiency of Recruitment process using Bar Chart
Interpretation:
From the above table and bar chart we found that 58% of respondents Strongly Agree,
29% of respondents agree, 12% of respondents Neutral, 1% of respondents disagree for the
online recruitment process helps in improving the efficiency of recruitment process.
34

RECRUITMENT PROCESS HELPS IN DEVELOPING POSITIVE
IMAGE OF THE ORGANIZATION:
2 2 Disagree 3 3%
3 3 Neutral 10 10%
4 4 Agree 25 25%
Total 100 100%
Table 4.1.7 online recruitment helps in positive image of the organization
Figure 4.1.7 positive image of the organization using Bar Chart
Interpretation:
From the above table and bar chart we found that 62% of respondents Strongly
Agree, 25% of respondents agree, 10% of respondents Neutral, 3% of respondents disagree
for the online recruitment process helps in developing positive image of the organization.
35
4.1.8 PERCENTAGE ANALYSIS FOR WHICH YOUR COMPANY

REGULARLY UPDATES THE WEBSITE:
Sl. no Particular No. of Respondents % of Respondents
1 Always 62 62%
2 Never 1 1%
3 Often 30 30%
4 Sometime 7 7%
Total 100 100%
Table 4.1.8 Company Updates regarding
Figure 4.1.8 Company Updates regarding using Pie Chart
Interpretation:
From the above table and pie chart we found that 62% of respondents always, 30% of
respondents Often, 7% of respondents sometime, 1% of respondents Never for which your
company regularly updates the website.
36
4.1.9 PERCENTAGE ANALYSIS FOR WHICH YOUR COMPANY’S

WEBSITE DEALS WITH THE EMPLOYMENT RELATED INQUIRIES
OF THE CANDIDATES:
1 Always 54 54%
2 Never 4 4%
3 Often 32 32%
4 Sometime 10 10%
Total 100 100%
Table 4.1.9 Company Website related inquiries
Figure 4.1.9 Company Website related inquiries using Pie Chart
Interpretation:
From the above table and pie chart we found that 54% of respondents always, 32% of
respondents often, 10% of respondents sometime, 4% of respondents never for your
company’s website deal with the employment related inquiries of the candidates.
37
4.1.10 PERCENTAGE ANALYSIS FOR WHICH YOUR SELECTED

JOB PORTALS PROVIDES TRAINING TO USE THEIR ONLINE
SERVICES:
2 2 Disagree 1 1%
3 3 Neutral 9 9%
4 4 Agree 36 36%
Total 100 100%
Table 4.1.10 Job portals training
Figure 4.1.10 Job portals training using Bar Chart
Interpretation:
and 1% of respondents Strongly disagree for which your selected job portals provides
training to use their online services.
38
4.1.11 PERCENTAGE ANALYSIS FOR WHICH YOUR

ORGANIZATION USES NICHE JOB PORTALS FOR ONLINE
RECRUITMENT:
1 Always 50 50%
2 Never 5 5%
3 Often 34 34%
4 Sometime 11 11%
Total 100 100%
Table 4.1.11 Org. Use Niche Job boards
Figure 4.1.11 Org. Use Niche Job boards using Pie Chart
Interpretation:
From the above table and pie chart we found that 50% of respondents always,
34% of respondents often, 11% of respondents sometime, 5% of respondents never for which
your organization uses niche job portals for online recruitment.
39
4.1.12 PERCENTAGE ANALYSIS FOR WHICH YOUR SELECTED

JOB PORTALS PROVIDES MEASURES TO SPREAD AWARENESS
OF YOUR VACANCY TO TARGET GROUPS:
2 2 Disagree 2 2%
3 3 Neutral 6 6%
4 4 Agree 37 37%
Total 100 100%
Table 4.1.12 Vacancy Awareness to Target Groups
Figure 4.1.12 Vacancy Awareness to Target Groups using Bar Chart
Interpretation:
37% of respondents agree, 6% of respondents Neutral, 2% of respondents disagree and 1% of
respondents strongly disagree for which your selected job portals provides measures to
spread awareness of your vacancy to target groups.
40

RECRUITMENT LEADS TO PLACING RIGHT PEOPLE TO THE
RIGHT JOB:
2 2 Disagree 3 3%
3 3 Neutral 12 12%
4 4 Agree 26 26%
Total 100 100%
Table 4.1.13 Right people to right job
Figure 4.1.13 Right people to right job using Bar Chart
Interpretation:
26% of respondents agree, 12% of respondents Neutral, 3% of respondents disagree and 2%
of respondents strongly disagree for which the online recruitment leads to placing right
people to the right job.
41
4.1.14 PERCENTAGE ANALYSIS FOR WHICH ONLINE

RECRUITMENT LEADS TO TARGET APPLICANTS INTERESTED IN
A SPECIFIC INDUSTRY OR PROFESSION:
2 2 Disagree 4 4%
3 3 Neutral 12 12%
4 4 Agree 30 30%
Total 100 100%
Table 4.1.14 Target applicants interested in specific industry
Figure 4.1.14 Target applicants interested in specific industry
Interpretation:
of respondents strongly disagree for which online recruitment leads to target applicants
interested in a specific industry or profession.
42

RECRUITMENT IS USEFUL FOR ORGANIZATIONS THAT
REQUIRE RECRUITING FOR:
Sl. Strongly Strongly

Particular Disagree Neutral Agree
No agree disagree Total
Respondents
1 Entry level 82 0 5 13 0 100
2 Middle Level 63 0 7 30 0 100
3 Top Level 27 4 20 42 7 100
Table 4.1.15 Level of Recruiting
Figure 4.1.15 Level of Recruiting using Bar chart
Interpretation:
From the above Bar chart and table we found that 82% of respondents strongly agree,
13% of respondents agree, 55 of respondents Neutral for their Entry level position, 7% of
respondents Neutral, 30% of respondents agree, 63% of respondents strongly agree For their
middle level position, 7% of respondents Strongly disagree, 4 % of respondents disagree,
20% of respondents neutral, 42% of respondents agree, 27% of respondents strongly agree
for the Top level Management people for which organization is recruiting.
43

RECRUITMENT HELPS IN REACHING PEOPLE IN VARIETY OF
LOCATIONS:
2 2 Disagree 0 0%
3 3 Neutral 9 9%
4 4 Agree 34 34%
Total 100 100%
Table 4.1.16 online recruitment helps in all location
Figure 4.1.16 online recruitment helps in all location using Bar chart
Interpretation:
34% of respondents agree, 9% of respondents Neutral and 1% of respondents strongly
disagree for which online recruitment helps in reaching people in variety of locations.
44

RECRUITMENT OFFERS AN EASY WAY TO REACH A BROAD
AUDIENCE OF JOB SEEKERS:
2 2 Disagree 1 1%
3 3 Neutral 9 9%
4 4 Agree 29 29%
Total 100 100%
Table 4.1.17 reaches a broad audience of job seekers
Figure 4.1.17 reaches a broad audience of job seekers using Bar chart
Interpretation:
29% of respondents agree, 9% of respondents Neutral, 1% of respondents disagree and 1% of
respondents strongly disagree for which online recruitment offers an easy way to reach a
broad audience of job seekers.
45
4.1.18 PERCENTAGE ANALYSIS FOR WHICH COST INVOLVED IN

POSTING A JOB ON JOB BOARD/COMPANY WEBSITE IS:
1 Very Low 68 68%

2 Low 15 15%
3 High 13 13%
4 Very High 4 4%
Total 100 100%
Table 4.1.18 Cost involved in job board/company website
Figure 4.1.18 Cost involved in job board/company website using Bar chart
Interpretation:
From the above table and bar chart we found that 68% of respondents Very low, 15%
of respondents low, 13% of respondents high, 4% of respondents very high for which cost
involved in posting a job on job board/company website.
46
4.1.19 PERCENTAGE ANALYSIS FOR WHICH INTERNET MAKES

YOUR APPLICATION AVAILABLE TO WORLD WIDE
ORGANIZATIONS:
2 2 Disagree 1 1%
3 3 Neutral 12 12%
4 4 Agree 56 56%
Total 100 100%
Table 4.1.19 to reach worldwide
Figure 4.1.19 to reach worldwide using Bar chart
Interpretation:
of respondents strongly disagree for which internet makes your application available to
worldwide organizations.
47
4.1.20PERCENTAGE ANALYSIS FOR WHICH COST INVOLVED IN

MAINTAINING OF DATABASE THROUGH ONLINE RECRUITMENT
IS:
1 Very Low 72 72%

2 Low 7 7%
3 High 14 14%
4 Very High 7 7%
Total 100 100%
Table 4.1.20 cost involved in maintaining database in online
Figure 4.1.20 cost involved in maintaining database in online using Bar chart
Interpretation:
From the above table and bar chart we found that 72% of respondents Very
low, 7% of respondents low, 14% of respondents high, 7% of respondents very high for
which cost involved in maintaining of database through online recruitment.
48
4.1.21 PERCENTAGE ANALYSIS FOR WHICH TIME INVOLVED IN

RECRUITMENT PROCESS CYCLE THROUGH ONLINE
RECRUITMENT IS:
1 Very Low 66 66%

2 Low 14 14%
3 High 17 17%
4 Very High 3 3%
Total 100 100%
Table 4.1.21 Time involved during online Recruitment
Figure 4.1.21 Time involved during online Recruitment using Bar chart
Interpretation:
of respondents low, 17% of respondents high, 3% of respondents very high for which time
involved in recruitment process cycle through online recruitment.
49
4.1.22 PERCENTAGE ANALYSIS FOR WHICH TIME TAKEN TO

FILL EACH VACANCY THROUGH ONLINE RECRUITMENT IS:
1 Very Low 68 68%

2 Low 16 16%
3 High 12 12%
4 Very High 4 4%
Total 100 100%
Table 4.1.22 Time taken to fill vacancy
Figure 4.1.22 Time taken to fill vacancy using Bar chart
Interpretation:
of respondents low, 12% of respondents high, and 4% of respondents very high for which
time taken to fill each vacancy through online recruitment.
50

RECRUITMENT REDUCES NUMBER OF LESS QUALIFIED
APPLICANTS:
2 2 Disagree 3 3%
3 3 Neutral 14 14%
4 4 Agree 52 52%
Total 100 100%
Table 4.1.23 Online recruitment reduces of less qualified applicants
Figure 4.1.23 online recruitment reduces of less qualified applicants using Bar Chart
Interpretation:
and 2% of respondents strongly disagree for which online recruitment reduces number of less
qualified applicants.
51
4.1.24 PERCENTAGE ANALYSIS FOR WHICH TIME INVOLVED IN

SEARCHING RESUMES THROUGH ONLINE RECRUITMENT IS:
1 Very Low 75 75%

2 Low 7 7%
3 High 13 13%
4 Very High 5 5%
Total 100 100%
Table 4.1.24 Time involved in Searching Resume
Figure 4.1.24 Time involved in Searching Resume using Bar chart
Interpretation:
of respondents low, 13% of respondents high, and 5% of respondents very high for which
time involved in searching resumes through online recruitment.
52
CHAPTER 5
SUMMARY
5.1 SUMMARY OF FINDINGS:
 39% belongs to 25-33 years of age & 38% of respondents are belongs to 18-24 years
of age.
 Majority 60% of respondents belongs to Male & 40% of respondents are belongs to
Female
 Majority 93% of respondents are belongs to Post Graduate
 42% of respondents are belongs to 1-3 years of experience
 88% of respondents responds that our organization always use Internet Source of
recruitment, & 78% of respondents responds that our organization always use
Campus recruitment Source of recruitment.
 58% of respondents strongly agree that their online recruitment process helps in
improving the efficiency of recruitment process.
 62% of respondents strongly agree that their online recruitment process helps in
developing positive image of the organization.
 62% of respondents respond always for their company regularly updates the website.
 54% of respondents respond always for their company’s website deal with the
employment related inquiries of the candidates.
 53% of respondents strongly agree for which your selected job portals provide
training to use their online services.
 50% of respondents always for which your organization uses niche job portals for
online recruitment.
 54% of respondents strongly agree for which your selected job portals provide
measures to spread awareness of your vacancy to target groups.
 57% of respondents Strongly Agree for which the online recruitment leads to placing
right people to the right job.
 53% of respondents Strongly Agree for which online recruitment leads to target
applicants interested in a specific industry or profession.
53
 82% of respondents strongly agree for Entry level position, 63% of respondents
strongly agree for their middle level position 27% of respondents strongly agree for
the Top level Management people for which organization is recruiting.
 56% of respondents Strongly Agree for which online recruitment helps in reaching
people in variety of locations.
 60% of respondents Strongly Agree for which online recruitment offers an easy way
to reach a broad audience of job seekers.
 68% of respondents Very low for which cost involved in posting a job on job
board/company website.
 56% of respondents agree for which internet makes your application available to
worldwide organizations.
 72% of respondents Very low for which cost involved in maintaining of database
through online recruitment.
 66% of respondents Very low for which time involved in recruitment process cycle
through online recruitment.
 68% of respondents Very low for which time taken to fill each vacancy through
online recruitment.
 52% of respondents agree for which online recruitment reduces number of less
qualified applicants.
 75% of respondents Very low for which time involved in searching resumes through
online recruitment.
54
5.2 SUGGESTIONS:
 From the study, it is found that Internet is effective medium to advertise for
recruitment and Campus recruitment is also another effective method to recruit.
 Online recruitment process helps in improving the efficiency of recruitment
process.
 Cost involved in maintaining the database through online recruitment is very
low.
 Posting Job vacancy and other details through internet cost is very low.
 Searching resumes through online recruitment is very easy takes less time.
 Online recruitment helps organization to reach large number of applicants from
various locations.
 Online recruitment helps to place the right person for the right job.
55
5.3 CONCLUSION:
This study has explored the effectiveness of using online Recruitment in

organizations. Online recruitment has provided some remarkable benefits in terms of cost and
efficiency. Online recruitment is also effective in terms of managing talent process that is
also considered effective. It has also found that online Recruitment will likely to grow in
coming years. Online Recruitment has changed the way jobs are applied for and has become
so simple that anyone can do it. The whole world has become “smaller” with the use of the
Internet and everything is made easier for better application. It has been correctly said that
recruitment is not only about hiring the best rather it’s the question to enroll the right
candidate in organization. Online Recruitment helps organizations to be equipped with
competent staff and thus it is linked with many HR activities of organization. Online
Recruitment has proved to be important part of the recruitment strategy.
56
ANNEXURE:
Questionnaire:
1) Name :
2) Age :
a) 18-24 c) 32-45
b) 25-31 d) above 46
3) Gender :
Male Female
4) Educational Qualification :
a) Under Graduate b) Post Graduate
b) Diploma d) others
5) Experience :
a) 0-12Months c) 1-3years
b) 3-5 years d) More than 5 years
This questionnaire refers to online recruitment in the

organizations. I would like to know your opinion on the subject. Your responses will be
kept confidential. The opinions shared by you shall be used purely for academic purpose.
Kindly answer the following by ticking the right choice. Where,
 A – Always; O – Often; S – Sometimes; N-Never
And,
 SA - Strongly Agree; A - Agree; D – Disagree; SD - Strongly Disagree.
And,
 VH – Very High; H – High; L – Low; VL – Very Low.
1. Your organization uses following sources of recruiting
Source A O S N
A Internet
B Print Media
C Placement Consultants
D Campus Placements
E Employee Referrals
57
2. Online recruitment helps in improving the efficiency of recruitment process
S.A A D S.D
3. Online recruitment helps in developing positive image of the organization
S.A A D S.D
4. Your company regularly updates the website
A O S N
5. Your company’s website deals with the employment related inquiries of the candidates
A O S N
6. Your organization uses niche job portals for Online recruitment

A O S N
7. Your selected job portals provides training to use their online services
S.A A D S.D
8. Your selected job portals provides measures to spread awareness of your vacancy to
target groups
S.A A D S.D
9. Online recruitment leads to placing right people to the right job

S.A___ A___ D___ S.D___
10. Online recruitment leads to target applicants interested in a specific industry or profession
S.A A__ D___ S.D___
11. Online recruitment helps in reaching people in variety of locations
S.A__ A__ D__ S.D___

12. Online recruitment is useful for organizations that require recruiting for
212
Positions S.A A D S.D
a Entry level position
b Middle level positions
c Higher level positions
13. Online recruitment offers an easy way to reach a broad audience of jobseekers
S.A A D S.D
14. Cost involved in posting a job on job board/company website is
V.H__ H__ V.L__ L__

15. Cost involved in maintaining of database through Online recruitment is
V.H___ H___ V.L___ L___

16. Internet make your application available to worldwide organizations
S.A A D S.D
17. Online recruitment reduces number of less qualified applicants
S.A__ A__ D__ S.D__

18. Time involved in recruitment process cycle through Online recruitment is
V.H___ H__ V.L___ L__

19. Time involved in searching resumes through Online recruitment is
V.H H__ V.L__ L__
20. Time taken to fill each vacancy through Online recruitment is

V.H__ H__
V.L__ L__
213
REFERENCE:
 www.sevikatech.com
 Google.com
 wikipedia.com
 Quora.co.in
 Managementmania.com
 Slideshare.in
214

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1

1.1 INTRODUCTION OF STUDY:

Employees are the most important resource of any organization. They

1.1.1. ONLINE RECRUITMENT:

The fundamentals of online recruitment are as follows:

Employer’s Website: An employment website is a website that deals specifically with

Hence, the focus of the study is to analyze the

1.1.2 SOURCE OF RECRUITMENT:

Fig 1.1.2 Source of Recruitment

(A) Internal Sources:

Methods of Internal Source:

Pros of Internal Sources:

(B) External Sources:

Methods of External Sources:

3. Schools, Colleges and Universities:

4. Recommendation of Existing Employees:

Pros of External Sources:

1.2 INDUSTRY PROFILE:

Information technology in India

Information technology in India is an industry consisting of to major

IT industry can be broadly classified into three sectors:

JAVA is a programming language originally developed by James Gosling at

Embedded System: An embedded system can be defined as a control system or

The IT services segment is divided into the following categories

 Project – oriented services

“The new telecommunicate policy,” (NTP1999) helped further liberalise India’s

A joint EU-India group of scholars was formed on 23 November 2001 further

In the contemporary world economy India is the second-largest exporter of IT.

The Indian IT market currently focuses on providing low-cost solutions in the

New directions in research and development

1.3 COMPANY PROFILE:

Sevika Tech is a Healthy Mixture of

1.3.1 What are Software Development Services?

“Transforming the tech savvy world; one day at a time”!

Software development is an amalgamation of several activities like designing, testing,

 Software Cost reduction: training, licenses, upgrades & more.

 Increases company value.

Fig 1.2.1 Web Design and development

Fig 1.2.2 App Development

Fig 1.2.3 Search engine Optimization

CRM: Customer relationship management (CRM) is an approach to managing a company’s

Social Media Optimization: SMO, a targeted website or business is promoted on

Fig 1.2.4 Social Media Optimization

Frontend Development Services: Attractive, interactive & visually appealing web

VIRTUAL RECEPTIONIST: Our friendly, professional virtual receptionists deliver

1.4 OBJECTIVE OF STUDY:

1.4.1 PRIMARY OBJECTIVE:

1.4.2 SECONDARY OBJECTIVES:

 To find out better Sources of online recruitment.

 To analyze the performance of the online recruitment candidate in the company.

1.5 SCOPE OF THE STUDY:

 In future, any researcher may study related to problems and prospects

1.6 NEED OF STUDY:

 A vast knowledge on online recruitment can be attained through the study

1.7 LIMITATION OF STUDY:

HR Recruiters in Sevika Tech, include channel partner and subsidiary companies.

2.1 REVIEW OF LITERATURE:

A literature review is a comprehensive summary of previous research on a

2.2 THEORATICAL LITERTAURE REVIEW:

MS. D SHAHILA (2018) published an article which helps in explaining E-Recruitment

A research conducted by VERHOEVEN AND WILLIAMS (2014) reports on a study

STEPHEN, COWGILL, HOFFMAN, AND HOUSMAN (2013), study shows that

A survey conducted by WILLIAMS (2009) on E-recruitment showed dwindling