Internship
Report
On
A Study on
impact of E- Recruitment in HRM Effectiveness
of
Aircrews
Aviation Pvt. Ltd
Indore
Prepared By,
Divya Namdev
Roll no.:
17BBA10028
VIT Business
School, Bhopal
Acknowledgement
The successful accomplishment of this
project work is the outcome of the contribution of number of people, especially
those who have given the time and effort to share their thoughts and suggestion
to improve the research report. At the very beginning I would express my
deepest gratitude to Capt. Shekhar sir
for giving me the strength and the composure to finish the task within the
scheduled time.
I would like to express my
appreciation to my internal supervisor, Dr. Ashish Tripathi and VIT University
for providing me all the guidance and support that I needed mostly.
This was really a good way of
learning and I really appreciate his efforts towards giving me proper line
direction.
I would like to thank Capt. Shekhar, CEO and Co- founder of Aircrews Aviation Pvt. Ltd and HR
Manager Shakshi ma’am . The Aircrews Aviation Pvt. Ltd for rendering their
valuable time and providing me with information that was very much needed in
order to successful completion of this report.
ABOUT COMPANY
AirCrews
Aviation Pvt. Ltd., the only startup in the Aviation sector, covers diverse
domains of aeronautics like Air Charters, Pilot Training, and Aviation HR
Services. There are services like Aviation Apps, Aviation Books, Aviation
Blogs, Aviation Lead Generation, Aviation Link Building, Aviation Expo,
Aviation B2B, Aviation B2C, Aviation SEO/SMM, and Aviation Management
Internships for IIT, IIM and other reputed institutes students only.
There
are various categories of clients which AirCrews Aviation Pvt Ltd serves such
as Air Charters to Tycoons, Pilot Training to buddy Pilots, Aviation HR
Services to AME, Cabin Crew and Pilots, Aviation Blogs to AME, Aviation Lead
Generation to Pilot Training Academy, Aviation Link Building to AME, and
Management Internships for IIT and IIM students only.
For
creating a skilled workforce, the organization provides regular workshops and
trainings; a paramount support is rendered to the team. A formidable team has
been created to provide valuable services.
AirCrews
Aviation Pvt Ltd has a tremendous faith on Research and Development department
for ensuring a continuous growth, and delivery of flawless services.
“To
soar, one needs to dream big, and live with it to turn into reality”, remarks
the creator of this reputed organization.
Working
relentlessly day and night, it conquers autonomy in the aerial sector, and
emerged as an astounding venture for the upcoming flying aspirants.
An
exemplary Pilot with Extraordinary Talents
“An
entrepreneur or a creator needs to be highly skilled then only he can lead and
empower.” says Shekhar, with a smile.
Capt
Shekhar, the CEO of AirCrews Aviation Pvt. Ltd, is a Professional Pilot. He
possesses an experience of more than 8 years in Flying 14 various types of
Aircrafts in 15 countries. Amazingly, he made an Accident-Free Flying Record in
the history of aeronautics with a superlative talent.
Shekhar
commenced his flying career from Sky Cabs in Colombo, and worked immensely hard
for many Airlines Training Companies across various parts of the World. He has
intensively trained more than 350 Pilots who are flying with impeccable
expertise across the globe.
He is
an active member of varied organizations which are related to an Aviation
department such as Aircraft Owners & Pilots Association in the United
States of America, Royal Society of Aeronautics in UK, Delhi Flying Club- an
Aeronautical Society of India, MP Flying Club in Bhopal and Indore- an Aeronautical
Research Society.
He is a
Frequent Flyer on American Airlines, Air India, British Airways, Cathay
Pacific, Delta Airlines, Emirates Etihad, Jet Airways, and list goes on.
Shekhar is an integral member
of http://Mission-To-Canada.blogspot.ca which was set up by
Government of Canada and Air Transport Association of Canada.
Shekhar
is quite a passionate and creative soul who wants to triumph multiple spheres
of Aviation. His recent passion is Aviation SEO & Blogs for which he takes
intensive classes for IIT & IIM students in India, and others in abroad. A
proposed website which is www.Air-Aviator.com has been designed to provide
Virtual Air Charter Services.
Adding
to his literary interests, he has written numerous books on Aviation and
Management such as P – Productivity S – Speed R – Relevancy, Be an Aviator
Not a Pilot, Pilot’s Career Guide, Cabin Crew Career Guide which are available
on Amazon and Smash World.
The
stupendous flyer is inspired by Capt. Gopinath, Co-Founder of Air Deccan. He
learnt that to be successful in life, we must be an observant, proactive, and
willing to do more, think more, and have a more holistic perspective, and go
beyond the call of duty.
Contribution
towards Society with a noble vision
The
tycoon is quite aware of multiple indispensable issues which are prevailing in
India, and across the globe. One of them is deforestation which is the potent
source of environmental crisis. To bring a balance, AirCrews Aviation has
embarked a project called AlfaGreen which is the CSR Project to promote In
House Plantation. They possess a small farm land ‘Alfa Agro
Tech Research Center’ which is situated at Gram Gunawad,
District Dhar, in Madhya Pradesh to promote Organic Agriculture.
Working
towards the noble cause, the company is rendering a great help to the society,
and environment.They are also associated and connected with Robin Hood Army to
excel and grow.
Incredible
Achievements of AirCrews Aviation Pvt Ltd
Footprints
of excellence, the organization is leaving in the Aviation industry are
splendid. In addition to it, AirCrews Aviation is the Co-Founder of multiple
startups such as www.AlfaBloggers.com, www.AllAirlineNews.com,
www.AlfaTravelBlog.com , www.Flying-Crews.com, www.Portrait-Business-Woman.com,
www.SatpuraJungleRetreat.com, www.WorldOfAirplane.com,
www.BestInternationalEducation.com, www.Fintech-Start-up.com, and
www.anxietyattak.com.
To be
the co-founder of multiple startups is in itself the greatest achievement. For
future, the company has an interesting project which is www.Air-Aviator.com, deals
with Virtual Air Charter Services.
Capt
Shekhar wants to wrap his story of struggle in a book which is going to be released
soon. Pages of his masterpiece will contain the challenges, achievements, and
everything he has lived up to.
The
legend behind the company says “Life
is full of adversities, but the warrior is who stands courageously, and faces
them fearlessly.”
With
his constant believe in efforts and right vision, he is exceling, and breaking
the number of records in the flying industry.
Words
of Wisdom to the Readers of Business Connect
Readers
flip the pages of Business Connect for acquiring an indispensable knowledge of
the business world. They want to engross themselves into the pages of a
renowned magazine. So, Shekhar has golden words of wisdom for our young
readers. He says,” To be successful in life you
must be an observant, proactive, and willing to do more, think more, have a
more holistic perspective, and go beyond the call of Duty.”
Shekhar
has a group of so many Tech Savvy Young Engineers and MBA Working from
Home as Career Counselor in different cities.
TOPIC
FOR
RESEARCH
THE IMPACT OF E-RECRUITMENT
IN HRM EFFECTIVENESS
The
Impact of E- Recuitment in HRM Effectiveness
ABSTRACT:
Now a day the traditional recruitment
method has been revolutionized by the wave of internet. E- Recruitment is the
latest trend and it has been adopted by large and small sized organization.
Significance of internet can be seen as searching for best suitable job is just
a click away. Even most organization are already using and my internship
company also using E-recruitment to post jobs and accept resumes on the
internet and correspond with the applicants by e-mail. E-recruitment or online
recruitment is the internet, and correspond with the applicants by e- mail. E-
recruitment or online recruitment is the process of recruiting personal with
the use of technology and web based resources. The practice of E-recruitment
has made the process more efficient and effective. In this paper, there will be
an introduction on E-Recruitment. This paper aims to explore the effectiveness
of E-Recruitment in organization.
KEYWORDS:
E-Recruitment, internet, online recruitment, organization
INTRODUCTION:
Employees are the most important resource of any organization.
They are responsible for each and every decision taken, each and every work
done and each and every result. Such a kind of employee are been taken
carefully by the 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 and internet has proved to be a boon to recruitment
process. E-recruitment is a process or 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.
E-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 Mnster.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. E-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.
E-RECRUITMENT:
E-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 e-Recruitment
system is a back-office system for administrating the recruitment process, and
is normally designed to allow applicants to submit their data electronically.
E-Recruitment can thus be perceived as an umbrella term covering recruitment
activities performed using various electronic means and the Internet, including
online recruitment and E-Recruitment systems. E-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 E-Recruitment are as follows:
Tracking: Helpful in tracking the status of
candidate with respect to the jobs applied by him/her.
Employer’s Website: Provides details
of job opportunities and data collection for same.
Job Portals: Like CareerAge, Indeed, Monster, Naukri,
Timesjobs, etc. these carry job advertisements from employers and agencies.
Online Testing: Evaluation of candidates over internet
based on various job profiles to judge them on various factors.
Social Networking: Sites like Google +, Twitter, Facebook,
Linkedin, etc. helps in building strong networking and finding career
opportunities.
OBJECTIVE:
· To study the
efficiency and performance of E-Recruitment process in the organization
· To find out how the E-Recruitment
process have an impact on organization.
· To outline the
criteria for effective E-Recruitment.
RESEARCH METHODOLOGY OF THE STUDY:
The primary focus of this study is to determine the
effectiveness of E- Recruitment program and its impact in the organization.
This study is based on secondary data which is collected through , internet and
research papers.
REVIEW OF LITERATURE:
Effective management development of human resources has long
been acknowledged by both scholars and practitioners as being a key component
to the overall success of the business. Recruitment is just one element of
human resource management and development; however it is of significant
importance to this success as it is the method used to acquire the human
capital for the organization. Recruitment and selection is necessary human
resource processes initiated by organization where the constant balancing and is
to find and retain quality staff that meet the needs of the position and the
company whilst minimizing expenditure in the process of hiring manpower.
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.
Ms. D Shahila (2013) 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.
Avinash s. kapse (2012) 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.
Arundhati Ghosh writes about E-Recruitment: The recent trend of
recruitment practices and highlights about the recent trend of online
recruitment practices and also we can get ideas about how online recruitment
can be beneficial for the organizations. This article highlighted benefits of
recruitment like cost efficiency, time saving, better scope and wider area of
choice, standard way to find a candidate, less use of paper and along with this
some of the drawbacks has also been discussed like computer technology,
enormous applicants and choice is complex and also candidates are not serious.
This article concludes that E-Recruitment should supplement the traditional
methods of recruitment. Combining E-Recruitment with traditional methods will
make recruitment process faster.
Archana L discussed about recruitment through social media area.
As online recruitment includes use of social networking for recruitments in
companies this articles gives us fact about how use of social networking sites
has increased rapidly for staffing purpose in companies. It shows that sites
like face book, LinkedIn, twitter, Google are contributing increasingly in
recruitment as these sites and 36-505 of the users are college graduates who
are best to contact for job opportunities. Social networking is also playing
major role in recruitment these days.
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.
Chapman and Webster (2003) in their survey research on the use
of technologies in recruiting, screening and selection process for job
candidates conducted in USA found that 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 (2004) 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 on Internet job search and unemployment durations by
Kuhn and Skuterud (2004) had tried to find out which types of unemployed
workers looked for work online and whether internet searchers became reemployed
more quickly. The authors concluded that internet job search is more common
among workers with observed characteristics that are usually associated with
faster reemployment and internet job search does speed reemployed. The authors
pointed out that, internet job search might significantly improve search
outcomes on dimensions such as job quality that they had not measured in their
research.
BENEFITS OF E-RECRUITMENT:
•
Quick and easy access to information.
•
Post vacancies automatically onto your own branded website and external job
boards.
•
Reduce hiring delays-fill vacancies rapidly.
•
Reduce recruiting administration by as much as 50%- this means more time
available
for
other HR initiatives.
•
Easily identify candidates who have applied previously.
•
Increase brand awareness by attracting candidates to your website.
•
Reduced cost, compared to print advertising.
•
Less or no manual intervention.
•
Wide range of job opportunities.
•
Flexibility of internet as an attractive source.
•
Utility in attracting high quality people who are not actively searching for
job, also
known as passive job seekers.
• It
provides verified and technically good candidates.
•
For organizations, it provides an opportunity for jobs to be advertised in
global, local or
niche markets.
The utilization of E-Recruitment as part of the recruitment
process has been linked to a number of perceived advantages from both an
applicant and an organizational view point that are not as applicable to the
more traditional recruitment source
DISADVANTAGES OF E-RECRUITMENT:
•
Organizations can’t solely depend on E- Recruitment.
• A
large applicant pool can have a negative impact of increasing costs in
administering
recruitment systems.
• In
India, employers and employees still prefer a face to face interaction rather
than
sending E-mails.
•
People who are from minority groups or geographically dispersed may not use
this
medium to source jobs vacant.
•
Screening and checking skill mapping & authenticity of millions of resumes
is a problem
& time consuming.
•
Companies cannot reach job seekers who are not on the web.
•
Lot of resumes online are overstating qualifications, while others may not
express the real
value of a candidate. Thus, on one hand the company may waste time to meet a
poor
candidate but not give an interview to a good
PROBLEMS FOR EMPLOYERS:
Abundance of applicants:
Because the Internet is accessible to people all over the world,
the employer is likely to get swamped with resumes from interested candidates.
And unfortunately, many of the applicants responding to the ads are not
qualified. Recruiters spend a great deal of time sorting through resumes to
discard those that do not qualify for the position they are seeking to fill.
Inflated resume keywords:
Because employers rely upon the applicant tracking system to
locate resumes that include relevant keywords, there is a strong possibility
that certain keywords in a vast majority of job applicant’s resumes are
exaggerated. Therefore, recruiters are deceived into calling applicants for
interviews that do not meet the job requirements. This is a waste of time, for
both the applicant and the employment recruiter. Nonetheless, some job seekers
who have been unemployed for a great length of time are really desperate for an
interview that could hopefully land them a job.
Overestimate applicant:
It’s difficult for a company recruiter to determine whether or
not an applicant is the right fit for a job without meeting him/her
face-to-face. A candidate can have all the right credentials on paper but still
may not have the right character for the company. The most effective way to
determine if an applicant is suitable for a particular job and right fit for
the company is to meet with him/her face-to-face in an interview.
Outdated job postings:
Occasionally, human resource representatives fail to remove old
postings for positions from the website that have been filled. Sometimes this
is due to miscommunication between the hiring manager and HR or a glitch in the
system. Recruiters get swamped with resumes for jobs that are no longer open.
However, employers will continue to get flooded with resumes from interested
applicants until the posting is removed.
CRITERIA
FOR EFFECTIVE E-RECRUITMENT:
• Companies use the
E-Recruitment process for simplifying the selection procedure. To make the
process effective, the organizations should be concerned about the Return on
investment (ROI), which should be calculated to compare the costs and risks
involved. It helps in calculating the benefits and measures the estimated
return on investment.
• In the era of
globalization, the recruitment policy should be flexible and proactive, to
adapt market changes.
• Unemployment rate,
labour turnover rate are to be considered. Remember, the whole process of
recruitment depends on the availability of candidates in the market. For every
vacant position in the company, it is not viable to spend too much of time and
resources.
• Impact of availability
of compensation details in the job advertisement should be considered. Also,
the wage, salary, benefits, when disclosed online, should follow the legal
norms. Chance for negotiation will not arise.
• Precautions to be
taken while screening the resume online, keywords that discriminates gender,
age, religion to be avoided.
• Company should be
selective while choosing the site for posting the job advertisement. It should
be clear whether to post the advertisement on company’s own website or on a job
portal available.
CONCLUSION:
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. E-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. E-Recruitment helps organizations to be equipped with competent staff
and thus it is linked with many HR activities of organization. E-Recruitment
has proved to be important part of the recruitment strategy. This study has
explored the effectiveness of using E-Recruitment in organizations. Online
recruitment is also effective in terms of managing talent process that is also
considered effective. It has also found that E-Recruitment will likely to grow
in coming years. E-recruitment has provided some remarkable benefits in terms
of cost and efficiency.
Objectives of the Study
The
objective of the research is to focus on the critical success factors of the
e-recruitment system and to proof the important role played by using this new
technology instruments such as websites, e-mails, online interviews, online Ads
and posts, online submitting CVs to attract genuinely suitable candidates and
to examine their credentials carefully throughout the most suitable ways and
conditions comparing with the traditional recruitment process in order to
create the most suitable recruitment plan after studying the major conditions
that related to the company and to the candidate so we can produce a short list
for the selection candidates, and reduce the turnover ratio of the employee as
the retention of the best employees starts with effective recruitment and
hiring process, strategies, policies and procedures.
The
purpose of this study is to identify the critical success factors in the
recruitment process, also to know how could e-recruiting affects the overall
recruitment process and whether it causes changes in the nature and sequence of
tasks associated with the traditional recruitment of external candidates.
Few
of the key goals to study the “Critical Success Factors of the erecruitment
System” is to demonstrate and consider these factors as measurement conditions
on the online recruitment practices on individuals’ attraction and motivation
to apply for a job, also on organizations benefit and satisfaction.
The Significance of the Study
This
study is focusing on the e-recruitment system “as phenomenon” that many
organizations are using nowadays to hire talented and motivated manpower.
The
organizations would be influenced by many elements that encourage the
transition face from traditional recruitment process to online recruitment
process.
162 Journal of Human Resources
Management and Labor Studies, Vol. 2(2), June 2014
It
always starts with the organization’s strategies and planning to be implemented
according to the financial and economic conditions plus globalization and
internet impact.
In
order to measure the effectiveness and success of e-recruitment, we will highlight
the major variable factors that have direct and indirect effect on the
results.
Research Questions and Hypothesis
The
central question in this research is about how we detect the critical success
factors that affect the process of e-recruitment and determine the degree of
the relationship between certain variables in relation with the e-recruitment
environment as per the following hypothesis:
H1:
Is there a relationship between recruitment process and recruitment sources?
H2:
Is there a relationship between recruitment process and technological
development of the organizations?
H3: Is there a relationship between
recruitment process and the recruiter qualifications?
Literature Review
The
overall purpose of human resource management department is to ensure that the
organization is able to achieve success through people, and the good human
management is essential if organizations want to attract and retain good staff.
Human
resource management is defined as a strategic and coherent approach to the
management of an organization’s most valued assets – the people working there
who individually and collectively contribute to the achievement of its
objectives. Human resources are the human labor, the physical abilities, and
mental abilities that produce the goods and services of businesses. “HRM is a managerial perspective which argues
the need to establish an integrated series of personnel policies to support
organizational strategy.”
(Buchanan & al., 2004) 1- Multi-level
Staffing: Linking Individual Staffing to Organizational Effectiveness
Organizational
leaders and HR managers who have implemented or will implement e-recruitment
systems must commit to ensuring the system's success and must also establish
resources for those projects, systematically evaluate e-recruitment process and
outcomes, and increase the training of HR staff to operate the systems
effectively and efficiently (Kim & al., 2009).
The
recruitment strategy is different when the organization has the need to hire
different level of staff. Organizations would use different approaches
depending on the job level and the amount of specialized skills and
qualifications required for the position. The differences start right from the
job description so the management can determine specific criteria to plan for
recruitment strategy. There are three components of job analysis that form the
essential part of a job description:
(1)
The purpose of a job; (2) the major duties and responsibilities contained in a
job; and (3) the conditions under which the job is performed.
To
hire senior/managerial-level position, recruiter should understand that it will
be very difficult and important decision. Making a mistake when hiring for
managerial positions can cost the organization amount of money. It is extremely
important to find the right fit even if the recruiter spends few months to find
the right person. In those cases, the process of recruitment will be longer and
the organization will be more precise in the interviews and in each step of the
recruitment cycle.
2- E- HRM
Electronic
business has played a major role in today’s business operations and received
much attention from entrepreneurs, executives, investors and industry observes
(Phan, 2003).Normally, there will be a lot of resistance or obstacles from the
senior or veteran staffs since most of the organizational members will get into
their comfort zone after sometime implementing certain process or system (Zheng
& al., 2010). E-HRM is the relatively new term for IT supported HRM,
especially through the use of web technology. The development of e-business has
included ways to move HRM activities onto the IT and internet.
164 Journal of Human Resources
Management and Labor Studies, Vol. 2(2), June 2014
(Kulkarni,
2012) stated in his article about (E-HRM Implementation) that the e-HRM is the
web-based solution that takes advantage of the latest web application
technology to deliver and online real-time human resource management solution.
In other words, Electronic Human Resources Management (E-HRM) can be considers
as a way to implement HR strategies, policies and practices in organizations
through the use of web-based technology.
Organizations
have increasingly relied on the e-HRM function to provide management solutions
that increase the effectiveness of human capital. It includes: employee
profile, e-recruitment, e-selection, e-training, e-performance, compensation.
3- E- Recruitment and E-Selection
Process
E-recruitment
is a part of electronic Human Resource Management (e-HRM). It is known as one
of the most popular e-HRM applications used by organizations. Erecruitment
could be defined as the use of the internet to attract potential employees to
an organization and hire them. Online recruitment is also known as
e-recruitment, is the practice whereby the online technology is used
particularly websites as a means of assessing, interviewing, and hiring
personnel (Dhamija, 2012). (Greer, 2003) stated that the Internet, e-mail, fax
machines, cable modems, digital subscriber lines, personal computers, other
forms of telecommunications, and express mail make up a set of forces that have
allowed many workers to work off-site by telecommuting. Some also have been
able to relocate geographically while continuing to perform the same work for
their employers via telecommunications technology.
Recruitment
is an important factor for the organizations since it performs the essential
function of drawing an important resource into the organization. It has a
strategic aim as it focuses on the need to attract high-quality people in order
to gain a competitive advantage (Parry & Tyson, 2008). If people see that
an organization values its staff, they are more likely to apply for a job with
the organization and more likely to stay once they are recruited. Recruiting
people with the right abilities support the organizational goals; Good human
resources management means that an organization reduces risks to its staff and
reputation. It also can reduce costs for an organization.
Table 1: Reliability Analysis
Measure
Cornbrach’s Alpha The Organization Opinion in E-Recruitment
System 0.894 Technological Development of the
Organization 0.623 Recruiter Qualifications 0.837 Recruitment Sources 0.719
The Importance of the
E-recruitment 0.717 The Impact of Using the E-recruitment on
the Organization 0.614
3- Correlation Analysis
Concerning
our hypotheses, the positive correlation represents that the greater the
independent variables (Organization Opinion, Technological Development,
Recruiter Qualification, and Sources) the greater organization’ intention to
use the online recruitment system. We can see that most of the organizations
assent that there will be a positive impact when they use e-recruitment system
and they believe in the importance of e-recruitment system.
The
highest correlation coefficient (r) was equal to 0.615. It is between (Using
e-recruitment can be varied depends on the industry sector and targeted
applicants) and (The effectiveness of e-recruitment can be varied depends on
the size of the organization). The second highest correlation coefficient (r)
was equal to 0.592 between (The organization believe that online recruitment
has profitable revenue) and (The organization afford the budget to adopt the
e-recruitment system).
4- Factor Analysis
Factor
analysis using principal extraction component was conducted. The analysis
showed that the variance contribution of the first common factor in the
(Organization Opinion in E-recruitment System) reached 57.044%. From this
result we can notice that the main support to apply the online recruitment
system is the strategy of the organization and its vision. It is important that
the management set their goals in parallel with the market trend so they
enlarge the ability to develop and compete. Also affording the needful budget
is a challenge that organization go through.
The
rest of the factors took less importance rank in the analysis. Overall, the
results of the six factors indicate linking the variables positively.
Table 2: Factor Analysis :Factors The
Organization
|
|
Opinion in ERecruitment
System
|
Technological Development
of the Organization
|
Recruiter Qualifications
|
Recruitment Sources
|
The Importance of the
Erecruitment
|
The Impact of Using the
Erecruitment on the Organization
|
|
|
57.044 %
|
|
1348.532%
|
45.807%
|
41.208%
|
42.117 %
|
In
order to examine the relationships between recruitment system and recruitment
sources, one-way ANOVAS were used. The findings related to recruitment system
are presented in the following Table:
Hypothesis
# 1: Is there a relationship between recruitment system and recruitment
sources?
Table 3: Regression
(Hypothesis 1)
ANOVAb
|
Model
|
Sum of Square
|
df
|
Mean Square
|
F
|
Sig.
|
|
Regression
|
10.529
|
4
|
2.632
|
4.860
|
.002a
|
|
Residual
|
40.079
|
74
|
.542
|
|
|
|
Total
|
50.608
|
78
|
|
|
|
In
order to examine the relationship between recruitment system and recruitment
sources, one-way ANOVA analysis was conducted. The findings are presented in
Table (4.40).
Table
(3) show that there is significant difference between using online recruitment
system and recruitment sources with a significant difference 0.002, which
reflects positive relationship. The more recruiter uses the online recruitment
system, the more he has plenty of sources to get more CVs.
168 Journal of Human Resources
Management and Labor Studies, Vol. 2(2), June 2014
Hypothesis
# 2:
Is
there a relationship between recruitment system and technological development
of the organizations?
Table 4: Regression (Hypothesis 2)
|
Model
|
Sum of square
|
Df
|
Mean of square
|
f
|
Sig.
|
|
REgression
|
6.589
|
4
|
1.647
|
2.769
|
0.33
|
|
Residual
|
44.018
|
74
|
.595
|
|
|
|
Total
|
50.608
|
78
|
|
|
|
In
order to examine the relationship between recruitment system and technological
development of the organization, one-way ANOVA analysis was conducted. The findings
are presented in Table (4).
The
results in the table (4) indicate positive relationship between using the
online recruitment system and the technological development of the organization
with significant difference 0.033.
We
can conclude that if the organization adapted new technology system and
facilitate internet
connection
service to the employees, the ability to use the online recruitment system
would increase accordingly.
Conclusion
This
research presents a study of few factors that play an important role in using
the online recruitment system. Generally, we conclude that the organization has
to perform its online recruitment system to achieve its goals. The management
needs to look into various factors that influence the process of online
recruitment such as the organizational management opinion to adapt new system,
technological development, recruiter qualifications, and sources. Then
determine the importance and the impact of using the online recruitment system.
The internet has radically changed the way recruiters operate. Recruiter should
be characterized by high computer, communication and negotiation skills to be
able to see which candidates can fit into an organization according to the
organization’s requirement and standards so they must understand the vision of
the organization. Recruiters should be all over the Internet looking for
qualified applicants; also use social media networking to find the best and
brightest candidates. In E-Recruitment privacy is one of the major threats that
could expose people's personal information or it can be misused by other
persons, thus providing personal information online can lead to security
issues. In the recent competitive market, being competitive is based on talents
and skills of management and its workforce instead of classical capital; and
acquiring talented workers helps firms to boost operational abilities and to
develop more advanced resources, capabilities, and also add to core
competencies.
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