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A STUDY ON E-RECRUITMENT IN HR

CONSULTANTS WITH SPECIAL REFERANCE TO


MAGNES MANAGEMENT CONSULTANTS

By
Latha Priyadharshini.A

Introduction
Online recruitment is the process of matching people to
appropriate jobs, using the Internet. The most common form of
online recruitment is the advertisement of job openings on job
sites and corporate sites.

Company Profile
Magnes Management Consultants

ISO 9000:2008 Certified organization Incorporated in the year 2013

Core Activity

Recruitment

Temporary staffing

HR solutions
Magnes Academy

Training in HR Recruiting and Business Development

Review of Literature

Hogler: employers can electronically advertise jobs, scan and store resumes, and
contact qualified applicants by using the power of the Internet to match people to jobs.

Galanaki had conducted a descriptive study on the decision to recruit online. The author
found that internet agencies provide the company with fewer but substantially better
applicants than traditional recruitment agencies.

Vinky Sharma, -the career web, which small companies may consider expensive,
could still be less costly than multiple newspaper ads .

Cappelli, 2001 the staff must be trained to deal with the new methods and possible
issues.

Kerrin & Kettley, Time, commitment and adequate staff are also important factors for a
successful insertion.

OBJECTIVES

To study the E-Recruitment process in Magnes Management Consultants.


To anlysing the Factor influencing the effectiveness of E-Recruitment.
To offer the suggession based on the study.

LIMITATIONS
The study is timebound, and may not be applicable after the passage of time.
The organization follows other type of recruitment.

Scope of the study

The study is made to analyse the effectiveness of e-recruitment. The study measures
factors like cost saving, time saving, qualified candidates, recruitment cost .

Research Methodology
DESCRIPTIVE RESEARCH
Descriptive research includes surveys and a fact finding enquires

DATA COLLECTION
1.Primary data - collected for the first time, through
questionnaire.
-Complete Enumeration method

2.Secondary data - collected by someone else and already used,


collected from books and websites
POPULATION - The population of the concern is 30

TOOLS USED FOR ANALYSIS

1.

Percentage analysis method

2.

Garrett Ranking

3.

Correlation

4.

Regression

5.

Chi-square

6.

Weighted Average

Findings

It was found that 70% of the respondents were female.

It was observed that 46.7% of the respondents fall under age category 20-25.

It was found that 73.3% of the respondents had completed their PG.

76% of the respondents were Executives.

It was found that 46.7 % of the respondents agreed that e-recruitment effective than
old traditional method.

36.7% respondents agreed that e-recruitment create corporate image for the
organization.

It was observed that 63.3% of the Key limiting factors of e-recruitment were CV over
flow; especially those not match with job profile.

GARETT RANKNG:
Ranked first Naukri, second rank and third rank are given Shine, Magnes Jobs and fourth,
fifth to LinkedIn and Monster.
REGRESSION
The p value is greater than significant level (0.928>0.05). So the corporate image does not
show the significant relation with the large pool of candidates recruited through e-recruitment .
CORRELATION
Since (0.152 > 0.05), accept the null hypothesis and conclude that no relationship between
large pool of candidate recruited through e-recruitment and performance of the organization .
CHI SQUARE:
There is a relationship between time saving in collecting the quality resume and the Quality of
the candidate
WEIGHTED AVERAGE
The highest ranked factor influencing e-recruitment is Reduction in Recruitment cost and
Reduction in employment turnover ranked 6 th .

Suggestion & Conclusion


Suggestion

Monthly analysis of this process be made like how genuine are the profile, how many
candidates have been placed.

E-recruitment multiple level of security to avoid duplication, and genuine profiles.

Very secured online chat is advisable for the recruiters and the candidates for
handling enquiries.

Conclusion