Project Report

On
E-Recruitment Process
At a Multispecialty Hospital in Bangalore
Submitted to: Manipal University, Jaipur
Course: MBA
By:
Ms. Sheeba Joseph
Registration No: 2114102576

Under the Guidance of

Mr. Jai Prakash A

Date: April 28, 2023

Manipal University Jaipur
 Bonafide Certificate

This is certified that this project report titled ‘‘A Study on

E-Recruitment Process at a Multispecialty Hospital in
Bangalore” is the bonafide work of Ms. Sheeba Joseph
who carried out the project work under my supervision
in partial fulfillment of requirements for the award of
MBA Degree.

Signature
Name of the Guide: Jai Prakash A
Designation: Chief Manager – Human Resources
 Declaration by the Student

I, Ms. Sheeba Joseph bearing Reg. No. 2114102576 hereby declare that
this project report entitled A Study on E-Recruitment Process at a
Multispecialty Hospital in Bangalore has been prepared by me towards
the partial fulfillment of requirements for the award of MBA Degree
under guidance of Mr. Jai Prakash A.

I also declare that this project report is my original work and has not
been previously submitted for the award of my Degree, Diploma,
Fellowship, or other similar titles.

Signature
Name of the Student: Sheeba Joseph
Registration Number: 2114102576
 Acknowledgement

As the onset, I would like to express my sincere feeling to all the people I came

across during the project. It is a great privilege for me to express my gratitude

& acknowledge to Mr. Jai Prakash A (Chief Manager - Human Resources) for

giving me this golden opportunity of doing this project & for the constant co-

operation & supervision for completing my project under his guidance.

I am deeply indebted to him for giving me internal guide from his valuable

guidance & suggestion while conducting this study.

I would like to pass my regards to all the employers of Manipal Hospital

Whitefield, Bangalore who have shared their valuable times and provided co-

operation in completion of my assigned project.

Last but not the least I am thankful to Manipal University, Jaipur for giving me

this opportunity.
 Executive Summary

The current study has examined the effectiveness of the Internet as a source of
recruitment. As a result, the e-recruitment provides its effectiveness in the
hiring process as cost-efficiency and reducing time.

Manipal Hospitals has manual recruitment system; the system contains gaps
and redundant data in the database which effects on employees’ performance
and outcomes. The organization suffers from high turnover and the time
spends in the hiring process to fulfill vacancies. My recommendation is to
develop and improve the organization’s website to matches human resources
needs.

The website includes several features that facilitates for employees advertise
for vacancies, attract talented and professional employees, review applicant’s
resumes online, and communicate with applicants to collect information. The
website has shown its effectiveness through measuring the level of
information collected comparing with the previous manual system.

This research addresses the effectiveness of the e-recruitment system on the

Human Resources Department, human resources employees, and applicants.

The outcomes from this research indicates the idea of implementing and
developing organization’s website, result has shown that the generated
qualified employees from e-recruitment system are more effective than other
recruitment sources.

Furthermore, the e-recruitment system has impact on applicant’s decision on

applying for the job, the website present the organization’s environment and
job’s nature.

The overall results from the study support the need of Human Resources
Department to develop an e-recruitment system and implement new
recruitment strategy in order to achieve the organization goal more effectively.

Key words: Online Recruitment, Recruitment, E-Recruitment, Human

Resources Department, Employees
 Table of Content

Part - 1 (Introduction)
1.1 Introduction and Overview
1.2 Problem Description
1.3 Problem Statement
1.4 Significance of the Study
1.5 Purpose
1.6 Research Questions

Part - 2 (Literature Review)

2.1 Introduction and Overview
2.2 E-recruitment Effectiveness on Human Resources Department
2.3 E-recruitment Effectiveness on Human Resources Employers
2.4 E-recruitment Effectiveness on Applicants
2.5 Conclusion

Part - 3 (Methodology)
3.1 Introduction and Overview
3.2 Research Purpose and Strategy
3.3 Data Collection
3.4 Data Analysis
3.5 Conclusion
 Part - 4 (Final Discussion)
4.1 Introduction and Overview
4.2 Discussion
4.3 Conclusion
Part - 5

5.1 References
 Part - 1 (Introduction)

1.1 Introduction and Overview

The purpose of this report is to expand the research on the recruitment

methods by evaluating the effective sources based on measures used to
define and examine hiring criteria with focusing on the e-recruitment
system. This chapter will discuss the current methods used in Manipal
Hospitals by identifying the problems and gaps in the system. This will be
followed by a problem statement, significance of study, and purpose.
In the recent years the human resources management has highlighted the
importance of their practices for the organization through the media by
increasing the number of published researches, in both magazines and
scholarly and practitioner-focused journals. (Barber, 1998). What forms the
foundation of a company is the human capital that is generated by the
human resources department by recruiting stuff. The success in the human
resource efforts mostly leads to a future success for the company, in which
the recruitment process helps to identify and attract new high-quality
employees (Barber, 1998).
The essential focus of this report is to evaluate the Internet efficiency as a
recruitment source. In the middle of 1990s, the Internet started to be
accepted by recruiters, especially by the applicants for recruiting
information technology (Hays, 1999).
However, the effectiveness of the Internet has been examined by a wide
range of researches to prove its effectiveness in the recruitment process.
The data shows that Internet efficiency has less exploration than expected
comparing to its role as a recruitment source.
There is a huge number of literatures about Internet recruiting has provides
positive and negative effect on organizations, to support these assumptions,
this section will discuss them. According to the general literature the e-
recruitment has benefits for both recruiters and applicants in several angels
such as speed, cost efficiency, ease of use, and geographic reach.

1.2 Problem Description

The key of successful in any company is excellence and highly committed

candidates. Such employees who responsible of each decision making, each
work done, and each result are the reason for the success of organization’s
future. However, Effective and accurate E-recruitment System allows the
company to reach the higher level of the company’s expectations and
outcomes through implementing human resources strategies, policies, and
practices. It allows human resources department to have conscious and
direct support of the web-based technology channels.

The e-recruitment system is a major source for the recruiters in the human
resources department to fulfil the needs and vacancies in the company with
the required candidates.
The traditional method of recruitment depends on non-technology sources
such as, word of mouth, flyers, and advertisement to facilitate reaching the
organization which known as “searching candidates”. Another source is
paper-based test “screening” used in creating organized applicant’s pool.
Also, using “interviews” by interfere with candidates face-to-face in order to
contact qualified candidates. One of the sources is “placement” which is a
traditional recruitment method through phone calls and setting up meeting.

However, the traditional manual recruitment system in Manipal Hospitals is

complicated and tends to contain lot of loop holes. It is a long and
exhausting process for human resources department and applicants because
it includes a huge amount of data.

These data are redundant because of the missing features in the current
system. The redundancy will lead to lack of consistency in the data which
makes it hard to human resources recruiters to maintain all the information
form the applicant’s application. In order to analyse and organize
applications of different jobs, the department will need to hire more
employees which tend to be waste of resources.
1.3 Problem Statement

“The lack of effective and accurate e-recruitment system will impact

negatively on the human resources department efficiency”

A manual traditional recruitment system is no longer effective and accurate

process to hire applicants or to fulfil vacancies within the company. This
system is impacting negatively on the performance of human resources
department. The traditional process of hiring and selecting is having several
gabs and errors which is waste of resources, efforts, and time consuming.
The solution for these problems is to replace the manual recruitment system
with an e-recruitment system.

Technology nowadays is playing a huge role of effective and fast source for
professional recruiters. The E-Recruitment is also known as online
recruitment; it is a web-based resource that allows human resource
department to enlarge talent pool which leads to obtain a data-base of
talented candidates to facilitate the process of selecting and hiring the
applicants which carried out by the organization (Emma Parry, 2014).

Moreover, the E-recruitment system is mainly interface with the activities of

the department of human resources. The developed e-recruitment system
has specific criteria to determine the exact employee’s specifications toward
certain job. The online system facilitates the activities of human resources
Department; it provides to candidates the chance to apply for more than
one available job that matches their own skills. It also provides some online
tests for applicants in order to reduce time and resources for recruiters. In
addition, it helps candidates to understand the company polices, jobs tasks,
jobs responsibilities.

Furthermore, the Human Resources Function should conduct four main

pressures which are strategic, flexible, efficient, and customer-oriented
(David P. Lepak, 2013).

1.4 Significance of the Study

Human Resources department plays a critical role in the company success.

Hiring the right person for the right job will lead into achieving the
company’s goals effectively. However, the manual recruitment system in the
company is no longer an accurate method for hiring and selecting
employees.

Employees are facing difficulties with finding qualified candidates that fits
the jobs and filter applications manually despite the time consuming and
cost. Therefore, replacing the manual recruitment system with an e-
recruitment system in the company has effect on the Human Resources
department’s performance.
Recruiting online helps the Human Resources Department to narrow the
research with accurate information in short time. It stops random
applications from flooding into the department. Also, it facilitates reaching
huge number of job seekers that matches the vacant jobs within the
company.

In addition, e-recruitment allows the department to post advertisings

contains all the information of qualifications needed in the job to find
candidates that want to be found and hired. Posting an ad is very helpful
and easy for the department with much lower cost.

Employees who get hired with e-recruitment system are more likely to be
qualified than employees who get hired with traditional way. The e-
recruitment system requires specific criteria and fields to be filed by the
candidates, which allow the employer to judge and make effective decisions
whither hiring the person or not. On the other hand, candidates can have a
full picture about the company and the nature of jobs before applying
through ads or the company’s profile.
1.5 Purpose

“The overall of this study is to examine the effect of E-recruitment System

through the Human Resources Department skills”

This study intends to accomplish an effective E-recruitment System in

Manipal Hospitals which is a major change in the Human Resources
Department activities. The system overcomes the difficulties in the manual
system that contain redundant data, limited data-base and has no
consistency in the data. Also, reviewing huge applications for several jobs, a
team of new employees should be hired which is a waste of resources and
efforts.

However, the organization’s website has facilitated the human resources

department activities through enlarging data-base, advertise job vacant,
elaborate and filter applications, and help in making judgment on applicants
through the e-test result on the website. The e-recruitment system proved
its effectiveness by minimizing the cost and efforts for the human resources
department.

The manual system is no longer operative for the employer’s job, in order to
maintain the candidate’s data and go over each field is a long process which
consumes the time.
On the other hand, the e-recruitment system gives the opportunity to
develop and grow the organization’s talent pool through reaching out
potential applicants. These potential applicants are not always searching for
new jobs but they stay open to new job opportunities, now such candidates
can easily reach through online recruitment (Aurelie Girard, 2016).

In addition, the e-recruitment allows employers to have filtrated data-base

can be export into an excel sheet to review and it has non-redundant data,
also there is consistency in the data-base and it is clear, direct, and fast to
response. It allows employer to determine the required applicant for the
vacant job more effectively.

1.5 Research Questions

To what extent the e-recruitment system in the company will have impact
on the human resources department efficiency.

Question 1: Which recruitment source does your organization mostly use?

Question 2: Which Internet tools you used to hire candidates?

Question 3: What are the major challenges you faced in hiring online?

Question 4: Did the e-recruitment system reach the expectation of effective

recruitment process?
Question 5: How do you often use e-recruitment?

Question 6: What are the disadvantages of the e-recruitment system that

should be improved?

Question 7: After using the e-recruitment system did the system surpassed
the manual system?

Question 8: The e-recruitment system facilitates the process of hiring and

finds talents people for the HR department. In your opinion write the major
elements that help the system to success?

Question 9: Which recruitment source does your organization mostly use?

a. Web portal
b. Recruitment agency
c. Previous application
d. Employee referrals
e. Others (specify)

Question 10: Which Internet tools you used to hire candidates?

a. Linked-in
b. Social Networking
c. Indeed.com
d. Others (specify)
Question 11: What are the major challenges you faced in hiring online?

a. Finding accurate information of applicants

b. Easy to access to large numbers of job seekers
c. Knowledge of how to search, locate, request, and reach applicants
d. Reduce time and efforts in order to point out the matches applicants
for the job
e. Others (specify)

Question 12: Did the e-recruitment system reach the expectation of

effective recruitment process?

a. Yes, the e-recruitment system has been successful and effective

process.
b. No, there are no changes in the recruitment process results.
c. Never, use e-recruitment in the recruitment process.
d. Others (specify)

Question 13: How do you often use e-recruitment?

a. Always Rarely
b. For specific job requirement
c. Never
d. Others (specify)
Question 14: What are the disadvantages of the e-recruitment system that
should be improved?

a. E-recruitment is a complicated system that has long process.

b. Must be programs given in order to learn the system, and needs a lot
of practices
c. The system requires specific details and fields in order to have the
required results.
d. Others (specify)

Question 15: After using the e-recruitment system did the system surpassed
the manual system?

a. Yes, there is a huge difference in the outcomes comparing the two

systems.
b. No, there is no difference in the outcomes comparing the two systems.
c. Never use the e-recruitment in the recruitment process.
d. Others (specify)
 Part - 2 (Literature Review)

2.1 Introduction and Overview

The human resources management effectiveness has been an important

factor to both scholar and practitioners by pointing it as a key success for
the overall business.

The recruitment is one function of the human resources management; it is

the main method that provides superior human capital to the organization.
There are several definitions of the recruitment process one of them is
“those practices and activities carried on by the organization with the
primary purpose of identifying and attracting potential employees” by
(Barber, 1998).

The recruitment is the most important element in the human resources

process required by the organization which is finding qualified and
committed employees that meets the position needed and minimizing the
process cost for the organization. However, recruitment can be in several
ways such as organization’s website, recruitment agencies, and manual
resumes of applicants. In general, organizations find the best and accurate
way is to hire from its own websites, in order to seek applicants who are
willing to achieve jobs in the organization.
The recruitment process is affecting on the individuals as same as on the
business process in the organization. Recruitment is a process that
influencing on achieving the objectives of hiring the right individuals that
seeking a job to the right job’s vacancies.

In addition, work is a hug matter for people’s lives, job choice can
subsequently impact on the individual’s wellbeing (Barber, 1998).
Nowadays, job seekers are more aware of the ways organizations recruit,
they should either handle or post their resumes to the organization’s
websites or offices instead of recruitment agencies. They will gain more
chances and opportunities to find a job. The recruitment process is
providing knowledge and information about the organization diversity,
workforce, and job vacant to those who are seeking for a job in the
organization (Tauten, 2001).

2.2 E-recruitment Effectiveness on Human Resources Department

Recruitment is the key factor in the Human Resources Department for the
overall success of the organization business. Human Resources Department
requires a superior recruitment for obtaining qualified employees that fulfill
vacancies in the organization in order to gain competitive advantage.
However, organizations are focusing on providing e-recruitment for the
Human Resources Department which approves its advantages by many
numbers of studies (Jain, 2014).
The article of (Jain, 2014) has emphasized on the advantages of e-
recruitment in recruiting, hiring, and selecting. It increases the overall
effectiveness, hiring profitable employees, and working capabilities of the
Human Resources Department’s activities.

On the other hand, the author found that e-recruitment has proved it
effectiveness in reducing cost from the Human Resources Department’s
budget. Furthermore, line managers are involved in the recruitment process
because it is a long process that requires several hours of paper work and
huge number of documentations. The e-recruitment has eliminated time-
consuming into minutes through clicks. As a result, managers can work
effectively on the strategic matters and the Human Resources Department
issues can be handled by the HR managers.

The article of (Anjali Gupta, 2012) shows in-depth the mechanism of the e-
recruitment effectiveness for the Human Resources Department. The e-
recruitment facilitate for the Human Resources Department in
implementing human resources strategies, policies, and practices. It
cooperates with human resources goals for the organization by web
technology based channels. The e-recruitment provides a portal that
contains the needed information for managers, recruiters, and employees in
order to re-view and extract applicant’s forms and information. Moreover,
the Human Resources Department can develop the talent pool with
professional and talented applicants with online recruitment which allows
enlarging the human capital with qualified employees in the organization.
To acknowledge, the e-recruitment has impact positively on the Human
Resources Department activities such as implementing strategies, policies,
and practices. However, the e-recruitment has a major factor in developing
and improving the Human Resources System.

2.3 E-recruitment Effectiveness on Human Resources Employers

The e-recruitment is not only impacting on the Human Resources

Department activities, but also impacting on the HR Specialist and HR
managers. There are several studies pointing the advantages of the e-
recruitment on the recruiter’s decision making for applicants and creating a
“strong communication system” with applicants (Maxim Victor Wolf, 2015).
This section will discuss some of the studies that present the e-recruitment
effectiveness on human resources employers.

The research of (Marr, 2007) stated that recruiters are a major component
in recruitment process, recruiter’s knowledge and information on vacant job
can reflect on making judgmental decisions about applicant. The e-
recruitment provides to recruiter’s specific information and qualifications
required in candidates. Based on that, the recruiter’s performance has
improved during hiring and selecting process. However, the study of (Ha,
2011) discussed in detailed that e-recruitment system increases the
efficiency and consistency of the recruitment process, at the same time it
reduces efforts and resources to find qualified applicants. Recruiters now
can easily find talented applicants who desire a job in the organization. The
e-recruitment provides for recruiters a full picture of the applicant’s
background through reviewing their resumes without making direct
communication. Over time, recruiters will gain more experience in making
judgmental decision on selecting applicants for the right vacancy.

Author (Maxim Victor Wolf, 2015) has explained in his book that, the
relation between recruiters and candidates is the key of success in hiring
candidates. The e-recruitment allows recruiters to reach candidates to
collect data and provide information about the job vacant. He emphasized
on building a “strong communication system” for several reasons. One of
the reasons is, to clear and provide information about the diversity of the
organization and the nature of the job vacant. Another reason is,
communication between recruiters and candidates can protect the
organization’s reputation from false accusation if candidates misunderstood
recruiter’s communication. Moreover, communication between candidates
and recruiters through e-recruitment can be saved automatically which
recruiters can be reviewed and evaluated by HR managers.

2.4 E-recruitment Effectiveness on Applicants

Determining the e-recruitment effectiveness through assessing applicant’s

perceptions, E-recruitment has a huge influence on applicant’s decisions to
purse a job. Nowadays, the aware of web portals and recruitment websites
has increased and become more important for recruiters and applicants.
However, e-recruitment allows applicants to find-out better opportunities
and jobs that suit them. Indeed, one study (Ritzy Karina Brahmana, 2013)
shows the importance of e-recruitment on applicant perspective.

E-recruitment helps applicants to narrow the information about jobs in

order to find the suitable job that matches their expectations. In addition,
the existence of e-recruitment allows applicants to do no longer interface
with recruiter physically instead they can upload resumes or apply for jobs
through organization’s websites. E-recruitment can provide information
about the job vacancies in the organization and each job’s job description,
where applicants can make effective decision in applying for the job. Thus,
e-recruitment facilitates for applicants their own judgmental decisions about
the organization’s environment and job’s nature which leads into enhancing
commitment and reduce employee’s turnover.

Many applicants according to the authors are benefited from the e-

recruitment through opining their job choices. Managers and executives
who are not searching or looking for new opportunities often, with the e-
recruitment recruiters can easily reach such professional applicants.
However, organizations are acquiring talented applicants from different
countries which reflect on applicants positively by providing good jobs
opportunities. Applicants’ belief in enhancing the job search effectiveness,
this will lead into changing in the applicant’s attitudes toward the job-search
websites.
On the other hand, e-recruitment save automatically the applicants resumes
in a database which will make recruiters more probably re-contact with
candidates.

To acknowledge, e-recruitment has a huge impact on applicant’s knowledge,

job opportunities, and better decision making. It reduces high turnover and
enhance commitment in the employees. E-recruitment provides also
superior opportunities for both organizations and managers.

2.5 Conclusion

This chapter discusses the recruitment as a key of success in the whole

process of hiring in the Human Resources Department. It has several
functions for maintaining a superior outcome and providing effective human
capital for the organization. The online recruitment is necessary tool for the
recruitment process. It has several forms such as web-sites, recruitment
agency, and web-portals. However, the e-recruitment effectiveness has
been proved by many studies on the Human Resources Department, Human
Resources Managers, HR specialist and applicant.

E-recruitment has many advantages on the Human Resources Department’s

activates such as the policies, regulations, and implementing strategic plans.
This will lead into a major development in the Human Resources
Department’s activities, performance and outcomes. Also, effective online
recruitment will reduce the budget of the Human Resources Department.
On the other hand, online recruitment has shown its effectiveness on the HR
specialist, recruiter, and executive manager’s decision making and effective
judgment on applicants. It opens for them new ways and build strong
communication between them and recruiters in order to understand and
collect more accurate data which helps on hiring the right employee for the
right decision. Moreover, e-recruitment has effect positively on applicants
own judgment for applying the job through knowing the nature of available
jobs and the organizations environment.
 Part - 3 (Methodology)

3.1 Introduction and Overview

Chapter Three presents the purpose of research and strategy of

implementing E-recruitment System in Manipal Hospitals, which measures
the e-recruitment system outcomes that improve the organization
performance. Also, assess the impact of the E-recruitment System on the
Human Resources Department’s employees, by measuring the level of
satisfaction of using the system. The research design and source of data will
be presented in detail, followed by the analysis and result of the study.

3.2 Research Purpose and Strategy

The research purpose is to examine the extent of the e-recruitment system

in the company and its impact on the human resources department
efficiency. The study will address the acceptance of the e-recruitment
system on the human resources department employees, examine their
attitudes toward the system, and in which extent they receive the
effectiveness and efficiency of the e-recruitment system.

The study requires a manual procedure in order to maintain and collect the
data, the data is classified and analyses in non-systematic manner.

The methods used in this study are “Focus Group” according the limited
number of employees and “Interview” managers.
The research questions were discussed within Department of Human
Resources in the organization during work-hours. There are two HR
Managers and one TA personnel. Their answers will initially be presented
and analyzed.

3.3 Data Collection:

The following table elaborates the primary and secondary data used in this
research to obtain the e-recruitment survey’s results.

Primary Data Secondary Data

 Face to face conversation with Internal Sources:

Recruiters  Their feedback on previous
systems
 Interview with HR Manager
and Cluster HR Head  Manual of recruitment system
(SOP)

External Sources:
 Online journals and articles

 Online books related to E-

Recruitment
3.4 Data Analysis

Research Question 1: Which recruitment source does your organization

mostly use?

The question addresses the recruitment sources used in Manipal Hospital in

order to gain information about the organization system.

Question Answers and Analysis:

HR Managers stated that they mostly use web portals for recruiting new
applicants. They stated that most commonly used in hiring process is web
portals.

Web Portals such as LinkedIn and Naukri.Com are online recruitment tools
that provide for companies several features for attracting and hiring
candidates, which facilitates the recruitment process, minimize the cost and
time.

Creating web portal or website for the company is important to develop

Human Resources Department activities such as hiring and selecting.

Research Question 2: Which Internet tools you used to hire candidates?

The question attracts which web portal is mostly used by the company and
what are the specific tool’s advantages.
Question Answer and Analysis

TA and HR Managers agreed on “LinkedIn” is the most successful tool in the

hiring process. LinkedIn is a social network specifically designed for career
and business professionals to connect. As of 2020, over 722 million
professionals use LinkedIn to cultivate their careers and businesses.

LinkedIn allows you to:

 Have an online resume and business card where potential clients,

customers, and joint venture partners can learn about and connect
with you.
 Get online endorsements and recommendations for your professional
abilities and character.
 Get introductions to potential clients, customers, and colleagues.
 Search available job postings placed on the LinkedIn website by
members. While you can also search the web for jobs, through
LinkedIn, the big benefit is that many job posts are exclusive to
LinkedIn: They aren't advertised elsewhere. Those postings often have
a requirement that you have one or more LinkedIn recommendations.
Additionally, there is a chance that someone within your LinkedIn
network already works there or knows someone who does, increasing
your chances for an interview.
LinkedIn is a web portal (search tool) for job seeker containing a database
that help HR Department to enlarge talent pool and have more options in
selecting talent applicants

Research Question 3: What are the major challenges you faced in hiring
online?

The question measures the level of acceptance online as a research tool in

the hiring process

Question Answer and Analysis

TA leads stated that they are facing challenges in reducing time and effort in
order to point out the matches’ applicants for the job and the challenge that
reflects negatively on the department is the lack of accessing large number
of job seekers.

Accessing huge number of applicants in that period was challenging because

of the pressure the company was going through. Without accessing more
applicants will effect on creating a database for the department which
causes lack of information.

Research Question 4: Did the e-recruitment system reach the expectation

of effective recruitment process?

The question examines the overall success of the e-recruitment portal that is
developed in. This portal contains all the needed information for both HR
Associates and candidates.
Question Answers and Analysis

Supervisor and employees/Interns said yes, the new development on the

website has been successful and effective in the hiring process.

The e-recruitment eliminates hours and effort from the paper work in the
hiring process.

The process of hiring and selecting has become more organize, easy to
access information, and does not require time.

The new website is a major change in the department; employees can reach
the department goals effectively through the online recruitment.

Research Question 5: How do you often use e-recruitment?

The question addresses the effectiveness of the organization web-portal

development.

Question Answers and Analysis

TL, Supervisor and Interns said they always use the portal in the hiring
process. According to the lack of database in the website, HR Heads are
involved in the hiring process and use the organization portal for all
vacancies in order to enlarge website’s database.

Using website always will enhance the effectiveness of the e-recruitment

system because overtime employees will gain experience and better
judgment in the selecting process.
Research Question 6: What are the disadvantages of the e-recruitment
system that should be improved?

The question discusses the disadvantages of the organization portal in order

to overcome these disadvantages in the future to provide the best services
for the Human Resources Department to gain higher performance level.

Question Answers and Analysis

HR Heads said the system requires specific details and fields in order to
maintain the required results.

They also said must be given Training programs in order to learn the system,
and needs a lot of practices.

The portal has many criteria to fill in order to maintain the needed result,
but in this case, employees do not have the time to enter bunch of
information for each candidate.

Research Question 7: After using the e-recruitment system did the system
surpassed the manual system?

The question examines the comparison between the outcomes of the

organization web-portal and the previous manual system.

Question Answers and Analysis

All manager and employees stated that, yes there is a huge difference in the
outcome comparing the two systems.
There are two aspects to discuss this answer,

First, e-recruitment provides for employees’/Intern’s knowledge and better

judgmental decisions. Employees/Interns become higher performers after
gaining experiences. On the other hand, managers notice reducing in the
department budget and improving in the employees’ evaluations.

Research Question 8: The e-recruitment system facilitates the process of

hiring and finds talents people for the HR department. In your opinion
write the major elements that help the system to success.

Question Answers and Analysis

HR Head said it opens much more chances for candidates to reach and find
more opportunities.

They also mentioned, with e- recruitment system talent and professional

people are easier to reach and communicate. Recently, the majority of hired
employees are from different countries which are new blood in the
company. That causes better understanding for the market and the
administration. The organization can reach talented candidates and
communicate with them; such opportunities can be achieved through e-
recruitment system. However, candidates can find more jobs suitable to
their qualifications through searching tools in online recruitment. The online
recruitment has unlimited range in communicating and attracting talent
professional employees, using the website with the right way will lead to
more experience and produce effective outcomes.
3.5 Conclusion

This chapter presents the study of implementing the E-recruitment System

in Manipal Hospital as a form of website portal. The study shows the success
of the system comparing to the previous manual system in the company
through its outcomes. It shows success for Human Resources Department
activities, HR employees, and candidates. The new system supports the idea
of using Internet in recruitment and change the organization perspective by
using the Internet as a recruitment source. The overall findings of the study
show the e-recruitment effectiveness and cost-effective sources. The
disadvantages mentioned in the study for the e-recruitment system were
from employees/Interns’ point of view which based on their lack of
knowledge and experiences of using the website.

To conclude, the e-recruitment system expresses its effectiveness in a

matter of being able to post job for vacancies and easily add, change, edit,
or delete information from the advertisement. Such advertisement can be
shown globally and has no limited time which enables candidates to have
opportunity in finding suitable jobs. Candidates can apply for jobs easily and
fast by uploading their resumes online. Manager and Human Resources
Specialist can make effective decisions on hiring employees by
communicating with applicants with no physical attendance required. These
features support and add value to the online recruitment effectiveness and
communication capabilities.
 Part - 4 (Final Discussion)

4.1 Introduction and Overview

This chapter will present the discussion of the previous study of

implementing the e-recruitment system as a website in Manipal Hospital as
an online recruitment, followed by my recommendations to the company to
improve its effectiveness for Human Resources Department, HR employees,
and candidates which is developing the website to matches the Human
Resources Department needs more effectively.

The chapter will discuss the overview of the online as recruitment sources
from Managers and HR employees point of views.

The current study contributing in developing the online as a source of

recruitment in the organization and approve its effectiveness and cost-
efficiency through comparing the outcomes of the previous manual system
and the current system. The study explains that difficulties in using online
recruitment occurs based on the lack of knowledge the Human Resources
Department’s employees, the problem can be solved by giving employees
specific programs to develop their skills and experiences. The majority of
previous research has evaluated the e-recruitment as an effective tool in the
hiring process by evaluating its effectiveness. The research emphasizes on
finding more qualified and committed employees through online
recruitment especially professional and high qualified employees because
they are less interested to use Internet to search and find jobs than fresh
graduate students.

Furthermore, one of the reasons of starting this research is to provide the

organization with quick and effective ways to hire and select employees. I
believe that should be further studies includes measures that value the
online recruitment effectiveness and the level of provided information
online with the information that can be gain from self-selection applicants.

4.2 Discussion

The current study has proved the online recruitment effectiveness through
the employee’s suggestions and findings. The questions of the study address
the possibilities of using online as a recruitment source. The overall analysis
of this study shows the positive impact on implementing the e-recruitment
system for the hiring process. However, web portal is one of the research
tools that provides for the company several features can be alter the hiring
process into more effective and cost efficacy process. Another online tool is
hiring through web portal such as LinkedIn and Naukri.Com, these web
portals show its professionalism over the years in the Middle East which is
the common search tools for job seekers. As an online recruitment, it has
advantages and disadvantages. One of the e-recruitment advantages is
reducing time and effort unlike manual recruitment which required many
hours and paper-work in the hiring process. Another advantage is, it
provides opportunities for different candidates from all over the world, and
this will benefit the organization from using new blood and new ideas. They
can have different perspectives for the market and ways of managing.
However, managers and employees/Interns can gain from online
recruitment experience and knowledge in selecting the right applicant for
the right job and make more effective judgmental decisions.

E-recruitment has disadvantages affect the hiring process. The website of

the organization needs to be developed in order to suit the Human
Resources Department needs. It has unneeded information to fill in order to
maintain one candidate. According to the lack of knowledge in the
department, employees find it difficult to handle which will force manager
to conduct training programs to tech employees how to use the online
recruitment in the hiring process. Such programs can effect on the
organization time and money. In addition, there should be improvement of
the website in the future to matches the department needs. The overall
study suggests having an e-recruitment system to facilitate reaching talent
and professional candidates.

E-Recruitment System has been implemented in the organization to make

sure every employees/Interns to follow the same procedure they have the
Manual which contains the framework of E-Recruitment and selection and
they have also provided the training manual which gets updated from time
to time. And these Manual is given to the employees/Interns at the time of
the joining and they also undergo into the training session.
Data Analysis & Interpretation

Q.1. Which recruitment source does your organization mostly use?

Naukri Indeed
Career Portal Employee Referral
LinkedIn Consultancy

7%
17%
21%

26%
14%

15%

Q.2. Do you face challenges while hiring offline?

Yes No

32%

68%
Q.3. Do you face challenges while hiring Online?

Yes No

20%

80%

Q.3. Did the e-recruitment system reaches the expectation of effective

recruitment process?

Yes No

10%

90%
4.3 Conclusion

In summary, Manipal Hospital has a manual recruitment system that

required many hours and a lot of paper-work in the hiring process. This
system has affected negatively on the employees’ performance and
outcomes. Employees in the Human Resources Department have lack in
knowledge and experience in using online as a recruitment source, they
used to filter, review, and archived resumes manually in the hiring process.
The previous system has many gaps and redundant database therefore the
organization has high turnover and small number of talent employees.

This research has assessed the online recruitment effectiveness in

attracting, hiring, and selecting employees. It provides for the company
many features that not excite in the previous system. Some of these
features are quick and easy access to large number of candidates, attract
and follow talent and professional candidates, and easy to communicate
with candidates to have better judgmental decision on candidates with no
physical attendance required. The website provides for HR employees to
post a job in order to fulfill the vacancies on the organization with the ability
of add, change, delete on the advertising. The system has proved its
effectiveness in reducing time, effort, and cost-efficiency from both
organization and employees’ perspective. The effectiveness of an online
recruitment has examined through the quality and quantity of applications.
The previous research has examined the success of the e-recruitment and its
effects on the Human Resources Department, employees, and candidates.
The study supports the implementation of organization’s website, which is a
major change in the recruitment process. The overall findings suggest
improving and developing the website to matches the Human Resources
Department needs. The system reduces the high turnover in the company
by providing information about the organization’s community and nature of
the job. It also enhances employees to perceive high performance to
maintain superior evaluations and gain more committed employees. The e-
recruitment system facilitates the communication process between
employers and candidates which gives employees the ability to explain jobs
qualifications. It is the new way of changing the future of the organization
and start hiring/selecting professionally.
 Part - 5

5.1 References:

 Anjali Gupta, S. S. (2012). Electronic Human Resources

Management (eHRM): Growing Role in Organizations.
Management Insight, 8, 60-62.

 Aurelie Girard, B. F. (2009). E-recruitment: new practices, new

issues. An exploratory study. HAL archives-ouvertes, 39-48

 Barber, A. E. (1998). Recruiting Employees: Individual and

Organizational Perspective. Thousand Oak, California, 91320: Sage
Publications Inc.

 David P. Lepak, S. A. (1998). Virtual HR: Strategic human resource

management in the 21st century. Human Resources Management
Review, 8(3), 215-234.

 Emma Parry, a. H. (2009). Factors Influencing the Adoption of

Online Recruitment. Personal Review, 38, 655-673.
E-Recruitment Process

By Ms Sheeba Joseph
Manipal University Jaipur
 Table of Content

Part - 1 (Introduction) Part - 3 (Methodology)

1.1 Introduction and Overview 3.1 Introduction and Overview
1.2 Problem Description 3.2 Research Purpose and Strategy
1.3 Problem Statement 3.3 Data Collection
1.4 Significance of the Study 3.4 Data Analysis
1.5 Purpose 3.5 Conclusion
1.6 Research Questions
Part - 4 (Final Discussion)
Part - 2 (Literature Review) 4.1 Introduction and Overview
2.1 Introduction and Overview 4.2 Discussion
2.2 E-recruitment Effectiveness on Human Resources 4.3 Conclusion
Department
2.3 E-recruitment Effectiveness on Human Resources Part – 5
Employers 5.1 References
2.4 E-recruitment Effectiveness on Applicants
2.5 Conclusion
PART – 1 (INTRODUCTION)
1.1 Introduction and Overview
1.2 Problem Description
1.3 Problem Statement
1.4 Significance of the Study
1.5 Purpose
1.6 Research Questions
1.1 Introduction and Overview

The purpose of this report is to expand the research on the recruitment methods by evaluating the effective sources based on
measures used to define and examine hiring criteria with focusing on the e-recruitment system. This chapter will discuss the
current methods used in Manipal Hospitals by identifying the problems and gaps in the system. This will be followed by a problem
statement, significance of study, and purpose.
In the recent years the human resources management has highlighted the importance of their practices for the organization
through the media by increasing the number of published researches, in both magazines and scholarly and practitioner-focused
journals. (Barber, 1998). What forms the foundation of a company is the human capital that is generated by the human resources
department by recruiting stuff. The success in the human resource efforts mostly leads to a future success for the company, in
which the recruitment process helps to identify and attract new high-quality employees (Barber, 1998).
The essential focus of this report is to evaluate the Internet efficiency as a recruitment source. In the middle of 1990s, the Internet
started to be accepted by recruiters, especially by the applicants for recruiting information technology (Hays, 1999).
However, the effectiveness of the Internet has been examined by a wide range of researches to prove its effectiveness in the
recruitment process. The data shows that Internet efficiency has less exploration than expected comparing to its role as a
recruitment source.
There is a huge number of literatures about Internet recruiting has provides positive and negative effect on organizations, to
support these assumptions, this section will discuss them. According to the general literature the e-recruitment has benefits for
both recruiters and applicants in several angels such as speed, cost efficiency, ease of use, and geographic reach.
1.2 Problem Description
The key of successful in any company is excellence and highly committed candidates. Such employees who responsible of each
decision making, each work done, and each result are the reason for the success of organization’s future. However, Effective and
accurate E-recruitment System allows the company to reach the higher level of the company’s expectations and outcomes
through implementing human resources strategies, policies, and practices. It allows human resources department to have
conscious and direct support of the web-based technology channels.

The e-recruitment system is a major source for the recruiters in the human resources department to fulfill the needs and vacancies
in the company with the required candidates. The traditional method of recruitment depends on non-technology sources such as,
word of mouth, flyers, and advertisement to facilitate reaching the organization which known as “searching candidates”. Another
source is paper-based test “screening” used in creating organized applicant’s pool. Also, using “interviews” by interfere with
candidates face-to-face in order to contact qualified candidates. One of the sources is “placement” which is a traditional
recruitment method through phone calls and setting up meeting.

However, the traditional manual recruitment system in Manipal Hospitals is complicated and tends to contain lot of loop holes. It
is a long and exhausting process for human resources department and applicants because it includes a huge amount of data.
These data are redundant because of the missing features in the current system. The redundancy will lead to lack of consistency in
the data which makes it hard to human resources recruiters to maintain all the information form the applicant’s application. In
order to analyze and organize applications of different jobs, the department will need to hire more employees which tend to be
waste of resources.
1.3 Problem Statement
“The lack of effective and accurate e-recruitment system will impact negatively on the human resources department efficiency”

A manual traditional recruitment system is no longer effective and accurate process to hire applicants or to fulfill vacancies within
the company. This system is impacting negatively on the performance of human resources department. The traditional process of
hiring and selecting is having several gabs and errors which is waste of resources, efforts, and time consuming. The solution for
these problems is to replace the manual recruitment system with an e-recruitment system.

Technology nowadays is playing a huge role of effective and fast source for professional recruiters. The E-Recruitment is also
known as online recruitment; it is a web-based resource that allows human resource department to enlarge talent pool which
leads to obtain a data-base of talented candidates to facilitate the process of selecting and hiring the applicants which carried out
by the organization (Emma Parry, 2014). Moreover, the E-recruitment system is mainly interface with the activities of the
department of human resources. The developed e-recruitment system has specific criteria to determine the exact employee’s
specifications toward certain job. The online system facilitates the activities of human resources

Department; it provides to candidates the chance to apply for more than one available job that matches their own skills. It also
provides some online tests for applicants in order to reduce time and resources for recruiters. In addition, it helps candidates to
understand the company polices, jobs tasks, jobs responsibilities.

Furthermore, the Human Resources Function should conduct four main pressures which are strategic, flexible, efficient, and
customer-oriented (David P. Lepak, 2013).
1.4 Significance of the Study
Human Resources department plays a critical role in the company success. Hiring the right person for the right job will lead into
achieving the company’s goals effectively. However, the manual recruitment system in the company is no longer an accurate
method for hiring and selecting employees.

Employees are facing difficulties with finding qualified candidates that fits the jobs and filter applications manually despite the
time consuming and cost. Therefore, replacing the manual recruitment system with an e-recruitment system in the company has
effect on the Human Resources department’s performance. Recruiting online helps the Human Resources Department to narrow
the research with accurate information in short time. It stops random applications from flooding into the department. Also, it
facilitates reaching huge number of job seekers that matches the vacant jobs within the company.

In addition, e-recruitment allows the department to post advertisings contains all the information of qualifications needed in the
job to find candidates that want to be found and hired. Posting an ad is very helpful and easy for the department with much lower
cost.

Employees who get hired with e-recruitment system are more likely to be qualified than employees who get hired with traditional
way. The e-recruitment system requires specific criteria and fields to be filed by the candidates, which allow the employer to judge
and make effective decisions whither hiring the person or not. On the other hand, candidates can have a full picture about the
company and the nature of jobs before applying through ads or the company’s profile.
1.5 Purpose
“The overall of this study is to examine the effect of E-recruitment System through the Human Resources Department skills”

This study intends to accomplish an effective E-recruitment System in Manipal Hospitals which is a major change in the Human
Resources Department activities. The system overcomes the difficulties in the manual system that contain redundant data, limited
data-base and has no consistency in the data. Also, reviewing huge applications for several jobs, a team of new employees should
be hired which is a waste of resources and efforts.

However, the organization’s website has facilitated the human resources department activities through enlarging data-base,
advertise job vacant, elaborate and filter applications, and help in making judgment on applicants through the e-test result on the
website. The e-recruitment system proved its effectiveness by minimizing the cost and efforts for the human resources
department. The manual system is no longer operative for the employer’s job, in order to maintain the candidate’s data and go
over each field is a long process which consumes the time.

On the other hand, the e-recruitment system gives the opportunity to develop and grow the organization’s talent pool through
reaching out potential applicants. These potential applicants are not always searching for new jobs but they stay open to new job
opportunities, now such candidates can easily reach through online recruitment (Aurelie Girard, 2016).

In addition, the e-recruitment allows employers to have filtrated data-base can be export into an excel sheet to review and it has
non-redundant data, also there is consistency in the data-base and it is clear, direct, and fast to response. It allows employer to
determine the required applicant for the vacant job more effectively.
1.6 Research Questions
To what extent the e-recruitment system in the company will have impact on the human resources department efficiency.

Question 1: Which recruitment source does your organization mostly use?

Question 2: Which Internet tools you used to hire candidates?

Question 3: What are the major challenges you faced in hiring online?

Question 4: Did the e-recruitment system reach the expectation of effective recruitment process?

Question 5: How do you often use e-recruitment?

Question 6: What are the disadvantages of the e-recruitment system that should be improved?

Question 7: After using the e-recruitment system did the system surpassed the manual system?

Question 8: The e-recruitment system facilitates the process of hiring and finds talents people for the HR department. In your opinion
write the major elements that help the system to success?
Question 9: Which recruitment source does your organization mostly use?

 Web portal
 Recruitment agency
 Previous application
 Employee referrals
 Others (specify)

Question 10: Which Internet tools you used to hire candidates?

 Linked-in
 Social Networking
 Indeed.com
 Others (specify)

Question 11: What are the major challenges you faced in hiring online?

 Finding accurate information of applicants

 Easy to access to large numbers of job seekers
 Knowledge of how to search, locate, request, and reach applicants
 Reduce time and efforts in order to point out the matches applicants for the job
 Others (specify)
Question 12: Did the e-recruitment system reach the expectation of effective recruitment process?
 Yes, the e-recruitment system has been successful and effective process.
 No, there are no changes in the recruitment process results.
 Never, use e-recruitment in the recruitment process.
 Others (specify)

Question 13: How do you often use e-recruitment?

 Always Rarely
 For specific job requirement
 Never
 Others (specify)

Question 14: What are the disadvantages of the e-recruitment system that should be improved?
 E-recruitment is a complicated system that has long process.
 Must be programs given in order to learn the system, and needs a lot of practices
 The system requires specific details and fields in order to have the required results.
 Others (specify)

Question 15: After using the e-recruitment system did the system surpassed the manual system?
 Yes, there is a huge difference in the outcomes comparing the two systems.
 No, there is no difference in the outcomes comparing the two systems.
 Never use the e-recruitment in the recruitment process.
 Others (specify)
 PART – 2 (LITERATURE REVIEW)
2.1 Introduction and Overview
2.2 E-recruitment Effectiveness on Human Resources Department
2.3 E-recruitment Effectiveness on Human Resources Employers
2.4 E-recruitment Effectiveness on Applicants
2.5 Conclusion
2.1 Introduction and Overview
The human resources management effectiveness has been an important factor to both scholar and practitioners by pointing it as a
key success for the overall business.
The recruitment is one function of the human resources management; it is the main method that provides superior human capital to
the organization. There are several definitions of the recruitment process one of them is “those practices and activities carried on by
the organization with the primary purpose of identifying and attracting potential employees” by (Barber, 1998).

The recruitment is the most important element in the human resources process required by the organization which is finding
qualified and committed employees that meets the position needed and minimizing the process cost for the organization. However,
recruitment can be in several ways such as organization’s website, recruitment agencies, and manual resumes of applicants. In
general, organizations find the best and accurate way is to hire from its own websites, in order to seek applicants who are willing to
achieve jobs in the organization.

The recruitment process is affecting on the individuals as same as on the business process in the organization. Recruitment is a
process that influencing on achieving the objectives of hiring the right individuals that seeking a job to the right job’s vacancies.
In addition, work is a hug matter for people’s lives, job choice can subsequently impact on the individual’s wellbeing (Barber, 1998).
Nowadays, job seekers are more aware of the ways organizations recruit, they should either handle or post their resumes to the
organization’s websites or offices instead of recruitment agencies.

They will gain more chances and opportunities to find a job. The recruitment process is providing knowledge and information about
the organization diversity, workforce, and job vacant to those who are seeking for a job in the organization (Tauten, 2001).
2.2 E-recruitment Effectiveness on Human Resources Department
Recruitment is the key factor in the Human Resources Department for the overall success of the organization business. Human
Resources Department requires a superior recruitment for obtaining qualified employees that fulfill vacancies in the organization in
order to gain competitive advantage. However, organizations are focusing on providing e-recruitment for the Human Resources
Department which approves its advantages by many numbers of studies (Jain, 2014).

The article of (Jain, 2014) has emphasized on the advantages of e-recruitment in recruiting, hiring, and selecting. It increases the
overall effectiveness, hiring profitable employees, and working capabilities of the Human Resources Department’s activities.

On the other hand, the author found that e-recruitment has proved it effectiveness in reducing cost from the Human Resources
Department’s budget. Furthermore, line managers are involved in the recruitment process because it is a long process that requires
several hours of paper work and huge number of documentations. The e-recruitment has eliminated time-consuming into minutes
through clicks. As a result, managers can work effectively on the strategic matters and the Human Resources Department issues can
be handled by the HR managers.

The article of (Anjali Gupta, 2012) shows in-depth the mechanism of the e-recruitment effectiveness for the Human Resources
Department. The e-recruitment facilitate for the Human Resources Department in implementing human resources strategies,
policies, and practices. It cooperates with human resources goals for the organization by web technology based channels. The e-
recruitment provides a portal that contains the needed information for managers, recruiters, and employees in order to re-view and
extract applicant’s forms and information. Moreover, the Human Resources Department can develop the talent pool with
professional and talented applicants with online recruitment which allows enlarging the human capital with qualified employees in
the organization.
2.3 E-recruitment Effectiveness on Human Resources Employers
The e-recruitment is not only impacting on the Human Resources Department activities, but also impacting on the HR Specialist and
HR managers. There are several studies pointing the advantages of the e-recruitment on the recruiter’s decision making for
applicants and creating a “strong communication system” with applicants (Maxim Victor Wolf, 2015). This section will discuss some
of the studies that present the e-recruitment effectiveness on human resources employers.

The research of (Marr, 2007) stated that recruiters are a major component in recruitment process, recruiter’s knowledge and
information on vacant job can reflect on making judgmental decisions about applicant. The e-recruitment provides to recruiter’s
specific information and qualifications required in candidates. Based on that, the recruiter’s performance has improved during hiring
and selecting process. However, the study of (Ha, 2011) discussed in detailed that e-recruitment system increases the efficiency and
consistency of the recruitment process, at the same time it reduces efforts and resources to find qualified applicants. Recruiters now
can easily find talented applicants who desire a job in the organization.

The e-recruitment provides for recruiters a full picture of the applicant’s background through reviewing their resumes without
making direct communication. Over time, recruiters will gain more experience in making judgmental decision on selecting applicants
for the right vacancy.

Author (Maxim Victor Wolf, 2015) has explained in his book that, the relation between recruiters and candidates is the key of success
in hiring candidates. The e-recruitment allows recruiters to reach candidates to collect data and provide information about the job
vacant. He emphasized on building a “strong communication system” for several reasons. One of the reasons is, to clear and provide
information about the diversity of the organization and the nature of the job vacant.
2.4 E-recruitment Effectiveness on Applicants
Determining the e-recruitment effectiveness through assessing applicant’s perceptions, E-recruitment has a huge influence on applicant’s
decisions to purse a job. Nowadays, the aware of web portals and recruitment websites has increased and become more important for
recruiters and applicants. However, e-recruitment allows applicants to find-out better opportunities and jobs that suit them. Indeed, one
study (Ritzy Karina Brahmana, 2013) shows the importance of e-recruitment on applicant perspective. E-recruitment helps applicants to
narrow the information about jobs in order to find the suitable job that matches their expectations.
In addition, the existence of e-recruitment allows applicants to do no longer interface with recruiter physically instead they can upload
resumes or apply for jobs through organization’s websites. E-recruitment can provide information about the job vacancies in the
organization and each job’s job description, where applicants can make effective decision in applying for the job. Thus, e-recruitment
facilitates for applicants their own judgmental decisions about the organization’s environment and job’s nature which leads into enhancing
commitment and reduce employee’s turnover.
Many applicants according to the authors are benefited from the e-recruitment through opining their job choices. Managers and executives
who are not searching or looking for new opportunities often, with the e-recruitment recruiters can easily reach such professional
applicants. However, organizations are acquiring talented applicants from different countries which reflect on applicants positively by
providing good jobs opportunities. Applicants’ belief in enhancing the job search effectiveness, this will lead into changing in the applicant’s
attitudes toward the job-search websites.

On the other hand, e-recruitment save automatically the applicants resumes in a database which will make recruiters more probably re-
contact with candidates.
To acknowledge, e-recruitment has a huge impact on applicant’s knowledge, job opportunities, and better decision making. It reduces high
turnover and enhance commitment in the employees. E-recruitment provides also superior opportunities for both organizations and
managers.
2.5 Conclusion

This chapter discusses the recruitment as a key of success in the whole process of hiring in the Human Resources
Department. It has several functions for maintaining a superior outcome and providing effective human capital for the
organization.

The online recruitment is necessary tool for the recruitment process. It has several forms such as web-sites, recruitment
agency, and web-portals. However, the e-recruitment effectiveness has been proved by many studies on the Human
Resources Department, Human Resources Managers, HR specialist and applicant.

E-recruitment has many advantages on the Human Resources Department’s activates such as the policies, regulations, and
implementing strategic plans. This will lead into a major development in the Human Resources Department’s activities,
performance and outcomes. Also, effective online recruitment will reduce the budget of the Human Resources Department.

On the other hand, online recruitment has shown its effectiveness on the HR specialist, recruiter, and executive manager’s
decision making and effective judgment on applicants. It opens for them new ways and build strong communication between
them and recruiters in order to understand and collect more accurate data which helps on hiring the right employee for the
right decision.

Moreover, e-recruitment has effect positively on applicants own judgment for applying the job through knowing the nature
of available jobs and the organizations environment.
PART – 3 (METHODOLOGY)
3.1 Introduction and Overview
3.2 Research Purpose and Strategy
3.3 Data Collection
3.4 Data Analysis
3.5 Conclusion
3.1 Introduction and Overview
Chapter Three presents the purpose of research and strategy of implementing E-recruitment System in Manipal Hospitals, which
measures the e-recruitment system outcomes that improve the organization performance. Also, assess the impact of the E-
recruitment System on the Human Resources Department’s employees, by measuring the level of satisfaction of using the system.
The research design and source of data will be presented in detail, followed by the analysis and result of the study.

3.2 Research Purpose and Strategy

The research purpose is to examine the extent of the e-recruitment system in the company and its impact on the human resources
department efficiency. The study will address the acceptance of the e-recruitment system on the human resources department
employees, examine their attitudes toward the system, and in which extent they receive the effectiveness and efficiency of the e-
recruitment system.

The study requires a manual procedure in order to maintain and collect the data, the data is classified and analyses in non-systematic
manner.

The methods used in this study are “Focus Group” according the limited number of employees and “Interview” managers.

The research questions were discussed within Department of Human Resources in the organization during work-hours. There are
two HR Managers and one TA personnel. Their answers will initially be presented and analyzed.
3.3 Data Collection
The following table elaborates the primary and secondary data used in this research to obtain the e-recruitment survey’s results.

Primary Data Secondary Data

 Face to face conversation with Internal Sources:

Recruiters  Their feedback on previous systems

 Interview with HR Manager and  Manual of recruitment system

Cluster HR Head (SOP)

External Sources:
 Online journals and articles

 Online books related to E-

Recruitment
3.4 Research Analysis
Research Question 1: Which recruitment source does your organization mostly use?

The question addresses the recruitment sources used in Manipal Hospital in order to gain information about the organization system.

Question Answers and Analysis:

HR Managers stated that they mostly use web portals for recruiting new applicants. They stated that most commonly used in hiring
process is web portals.

Web Portals such as LinkedIn and Naukri.Com are online recruitment tools that provide for companies several features for attracting
and hiring candidates, which facilitates the recruitment process, minimize the cost and time.

Creating web portal or website for the company is important to develop Human Resources Department activities such as hiring and
selecting.
Research Question 2: Which Internet tools you used to hire candidates?

The question attracts which web portal is mostly used by the company and what are the specific tool’s advantages.

Question Answer and Analysis

TA and HR Managers agreed on “LinkedIn” is the most successful tool in the hiring process. LinkedIn is a social network specifically
designed for career and business professionals to connect. As of 2020, over 722 million professionals use LinkedIn to cultivate their
careers and businesses.

LinkedIn allows you to:

o Have an online resume and business card where potential clients, customers, and joint venture partners can learn about and
connect with you
o Get online endorsements and recommendations for your professional abilities and character
o Get introductions to potential clients, customers, and colleagues
o Search available job postings placed on the LinkedIn website by members. While you can also search the web for jobs, through
LinkedIn, the big benefit is that many job posts are exclusive to LinkedIn: They aren't advertised elsewhere. Those postings often
have a requirement that you have one or more LinkedIn recommendations. Additionally, there is a chance that someone within
your LinkedIn network already works there or knows someone who does, increasing your chances for an interview.

LinkedIn is a web portal (search tool) for job seeker containing a database that help HR Department to enlarge talent pool and have
more options in selecting talent applicants
Research Question 3: What are the major challenges you faced in hiring online?

The question measures the level of acceptance online as a research tool in the hiring process

Question Answer and Analysis

TA leads stated that they are facing challenges in reducing time and effort in order to point out the matches’ applicants for the job
and the challenge that reflects negatively on the department is the lack of accessing large number of job seekers.
Accessing huge number of applicants in that period was challenging because of the pressure the company was going through.
Without accessing more applicants will effect on creating a database for the department which causes lack of information.

Research Question 4: Did the e-recruitment system reach the expectation of effective recruitment process?

The question examines the overall success of the e-recruitment portal that is developed in. This portal contains all the needed
information for both HR Associates and candidates.

Question Answers and Analysis

Supervisor and employees/Interns said yes, the new development on the website has been successful and effective in the hiring
process.
The e-recruitment eliminates hours and effort from the paper work in the hiring process.
The process of hiring and selecting has become more organize, easy to access information, and does not require time.
The new website is a major change in the department; employees can reach the department goals effectively through the online
recruitment.
Research Question 5: How do you often use e-recruitment?

The question addresses the effectiveness of the organization web-portal development.

Question Answers and Analysis

TL, Supervisor and Interns said they always use the portal in the hiring process. According to the lack of database in the website, HR
Heads are involved in the hiring process and use the organization portal for all vacancies in order to enlarge website’s database.
Using website always will enhance the effectiveness of the e-recruitment system because overtime employees will gain experience
and better judgment in the selecting process.

Research Question 6: What are the disadvantages of the e-recruitment system that should be improved?

The question discusses the disadvantages of the organization portal in order to overcome these disadvantages in the future to
provide the best services for the Human Resources Department to gain higher performance level.

Question Answers and Analysis

HR Heads said the system requires specific details and fields in order to maintain the required results.
They also said must be given Training programs in order to learn the system, and needs a lot of practices.
The portal has many criteria to fill in order to maintain the needed result, but in this case, employees do not have the time to enter
bunch of information for each candidate.
Research Question 7: After using the e-recruitment system did the system surpassed the manual system?

The question examines the comparison between the outcomes of the organization web-portal and the previous manual system.

Question Answers and Analysis

All manager and employees stated that, yes there is a huge difference in the outcome comparing the two systems.
There are two aspects to discuss this answer,
First, e-recruitment provides for employees’/Intern’s knowledge and better judgmental decisions. Employees/Interns become higher
performers after gaining experiences. On the other hand, managers notice reducing in the department budget and improving in the
employees’ evaluations.

Research Question 8: The e-recruitment system facilitates the process of hiring and finds talents people for the HR department. In your
opinion write the major elements that help the system to success.

Question Answers and Analysis

HR Head said it opens much more chances for candidates to reach and find more opportunities. They also mentioned, with e-
recruitment system talent and professional people are easier to reach and communicate. Recently, the majority of hired employees
are from different countries which are new blood in the company. That causes better understanding for the market and the
administration. The organization can reach talented candidates and communicate with them; such opportunities can be achieved
through e-recruitment system. However, candidates can find more jobs suitable to their qualifications through searching tools in
online recruitment. The online recruitment has unlimited range in communicating and attracting talent professional employees, using
the website with the right way will lead to more experience and produce effective outcomes.
3.5 Conclusion

This chapter presents the study of implementing the E-recruitment System in Manipal Hospital as a form of website portal.
The study shows the success of the system comparing to the previous manual system in the company through its outcomes.

It shows success for Human Resources Department activities, HR employees, and candidates. The new system supports the
idea of using Internet in recruitment and change the organization perspective by using the Internet as a recruitment source.
The overall findings of the study show the e-recruitment effectiveness and cost-effective sources.

The disadvantages mentioned in the study for the e-recruitment system were from employees/Interns’ point of view which
based on their lack of knowledge and experiences of using the website.

To conclude, the e-recruitment system expresses its effectiveness in a matter of being able to post job for vacancies and
easily add, change, edit, or delete information from the advertisement. Such advertisement can be shown globally and has no
limited time which enables candidates to have opportunity in finding suitable jobs.

Candidates can apply for jobs easily and fast by uploading their resumes online. Manager and Human Resources Specialist can
make effective decisions on hiring employees by communicating with applicants with no physical attendance required. These
features support and add value to the online recruitment effectiveness and communication capabilities.
PART – 4 (FINAL DISCUSSION)
4.1 Introduction and Overview
4.2 Discussion
4.3 Conclusion
4.1 Introduction & Overview

This chapter will present the discussion of the previous study of implementing the e-recruitment system as a website in
Manipal Hospital as an online recruitment, followed by my recommendations to the company to improve its effectiveness for
Human Resources Department, HR employees, and candidates which is developing the website to matches the Human
Resources Department needs more effectively.
The chapter will discuss the overview of the online as recruitment sources from Managers and HR employees point of views.
The current study contributing in developing the online as a source of recruitment in the organization and approve its
effectiveness and cost-efficiency through comparing the outcomes of the previous manual system and the current system.
The study explains that difficulties in using online recruitment occurs based on the lack of knowledge the Human Resources
Department’s employees, the problem can be solved by giving employees specific programs to develop their skills and
experiences.

The majority of previous research has evaluated the e-recruitment as an effective tool in the hiring process by evaluating its
effectiveness. The research emphasizes on finding more qualified and committed employees through online recruitment
especially professional and high qualified employees because they are less interested to use Internet to search and find jobs
than fresh graduate students.

Furthermore, one of the reasons of starting this research is to provide the organization with quick and effective ways to hire
and select employees. I believe that should be further studies includes measures that value the online recruitment
effectiveness and the level of provided information online with the information that can be gain from self-selection
applicants.
4.2 Discussion
The current study has proved the online recruitment effectiveness through the employee’s suggestions and findings. The questions of the study address
the possibilities of using online as a recruitment source. The overall analysis of this study shows the positive impact on implementing the e-recruitment
system for the hiring process. However, web portal is one of the research tools that provides for the company several features can be alter the hiring
process into more effective and cost efficacy process. Another online tool is hiring through web portal such as LinkedIn and Naukri.Com, these web
portals show its professionalism over the years in the Middle East which is the common search tools for job seekers.

As an online recruitment, it has advantages and disadvantages. One of the e-recruitment advantages is reducing time and effort unlike manual
recruitment which required many hours and paper-work in the hiring process. Another advantage is, it provides opportunities for different candidates
from all over the world, and this will benefit the organization from using new blood and new ideas. They can have different perspectives for the market
and ways of managing. However, managers and employees/Interns can gain from online recruitment experience and knowledge in selecting the right
applicant for the right job and make more effective judgmental decisions.

E-recruitment has disadvantages affect the hiring process. The website of the organization needs to be developed in order to suit the Human Resources
Department needs. It has unneeded information to fill in order to maintain one candidate. According to the lack of knowledge in the department,
employees find it difficult to handle which will force manager to conduct training programs to tech employees how to use the online recruitment in the
hiring process. Such programs can effect on the organization time and money. In addition, there should be improvement of the website in the future to
matches the department needs. The overall study suggests having an e-recruitment system to facilitate reaching talent and professional candidates.

E-Recruitment System has been implemented in the organization to make sure every employees/Interns to follow the same procedure they have the
Manual which contains the framework of E-Recruitment and selection and they have also provided the training manual which gets updated from time to
time. And these Manual is given to the employees/Interns at the time of the joining and they also undergo into the training session.
Recruitment Flowchart
4.3 Conclusion
In summary, Manipal Hospital has a manual recruitment system that required many hours and a lot of paper-work in the hiring process. This
system has affected negatively on the employees’ performance and outcomes. Employees in the Human Resources Department have lack in
knowledge and experience in using online as a recruitment source, they used to filter, review, and archived resumes manually in the hiring
process. The previous system has many gaps and redundant database therefore the organization has high turnover and small number of
talent employees.

This research has assessed the online recruitment effectiveness in attracting, hiring, and selecting employees. It provides for the company
many features that not excite in the previous system. Some of these features are quick and easy access to large number of candidates, attract
and follow talent and professional candidates, and easy to communicate with candidates to have better judgmental decision on candidates
with no physical attendance required. The website provides for HR employees to post a job in order to fulfill the vacancies on the organization
with the ability of add, change, delete on the advertising. The system has proved its effectiveness in reducing time, effort, and cost-efficiency
from both organization and employees’ perspective. The effectiveness of an online recruitment has examined through the quality and
quantity of applications.

The previous research has examined the success of the e-recruitment and its effects on the Human Resources Department, employees, and
candidates. The study supports the implementation of organization’s website, which is a major change in the recruitment process. The overall
findings suggest improving and developing the website to matches the Human Resources Department needs. The system reduces the high
turnover in the company by providing information about the organization’s community and nature of the job. It also enhances employees to
perceive high performance to maintain superior evaluations and gain more committed employees.

The e-recruitment system facilitates the communication process between employers and candidates which gives employees the ability to
explain jobs qualifications. It is the new way of changing the future of the organization and start hiring/selecting professionally.
PART – 5
5.1 References
5.1 References

 Anjali Gupta, S. S. (2012). Electronic Human Resources Management (eHRM): Growing Role in
Organizations. Management Insight, 8, 60-62.

 Aurelie Girard, B. F. (2009). E-recruitment: new practices, new issues. An exploratory study. HAL
archives-ouvertes, 39-48

 Barber, A. E. (1998). Recruiting Employees: Individual and Organizational Perspective. Thousand

Oak, California, 91320: Sage Publications Inc.

 David P. Lepak, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century.
Human Resources Management Review, 8(3), 215-234.

 Emma Parry, a. H. (2009). Factors Influencing the Adoption of Online Recruitment. Personal Review,
38, 655-673.
THANK YOU