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PROJECT REPORT
ON
Analysis of E-Recruitment
in
BPO Sector
SUBMITTED IN THE PARTIAL FULFILLMENT OF REQUIREMENT OF
THE AWARD OF DEGREE IN MASTER OF BUSINESS
ADMINISTRATION OF MAHARSHI DAYANAND UNIVERSITY,
ROHTAK
(2007-2009)
Under the supervision of- Submitted By-
Miss Neha Garg Shaifali Bhutani
Lectt. MBA Deptt Roll No:45/MBA/07
VCE,Rohtak
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VAISH COLLEGE OF ENGINEERING,MAHARSHI
DAYANAND UNIVERSITY,ROHTAK
ACKNOWLEDGEMENT
Gratitude is the hardest of emotions to express and one often does not find adequate
words to convey what one feels and trying to express it.
None can win any war alone; history is witness of this fact. This fact is applicable in every field
of life; same is in the case of my study. I think that I could not do my job so tremendously
without the help of various other persons. The person which I have mentioned above help me so
lot that it will not be wise to forget their help. So I want to mention their name here.
First of all I would like to express my sincere gratitudes to my supervisor Miss Neha Garg
under whose guidance this study was conducted.
It is as such a pleasure as a duty to thank numerous respondents without whose kind cooperation
this study would not have rather possible, due to lack of space, though, all of them cant be
mentioned yet in no way they are not the least important.
(Shaifali Bhutani)
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Declaration
I, SHAIFALI BHUTANI, Roll. No. 45/MBA/07 2yr. 4 th Semester of the Institute Vaish College
of Engineering hereby declare that the project entitled Analysis of E-Recruitment in BPO
Sector is an original work and the same has not been submitted to any other institute for the
award of any other degree. The interim report was presented to the supervisor on _________
.The feasible suggestions have been duly incorporated in consultation with the supervisor.
Countersigned
Signature of the Supervisor Signature of the Candidate
Shaifali Bhutani
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PREFACE
Research project is the bridge for a student that takes him from his/her theoretical knowledge
world to practical industry world. It is an integral art of any MBA Program and also one of most
crucial in the whole of carrier of any student of MBA Program .The importance lies in the fact
that theory with out any practice will be like a rose without fragrance .This is a crucial time for
any MBA student as this the time when he/she a chance to apply what he/she has gather till now
in his gray matter. Also this provides him/her a chance to be a part of real life situations in
business world as against those studied in their discussion room in their class rooms.
This is the report of the project i.e. Analysis of E-Recruitment in BPO Sector. The project done
by me is a compulsory part of my MBA Program at Vaish College Of Engineering MD
University, Rohtak.
It is through the combined efforts of people that material and monetary resources effectively
utilized for the attainment of common objectives. The advantages of this sort of integration
(research program), which promotes guided to corporate culture, functional, social and norms
along with formal teaching are numerous.
1) To install the feeling of belongingness and acceptance.
2) To help the student to develop the better understanding of the concept and questions
already raised or to be raised subsequently during there research period.
The present research report gives a detailed view ofE-Recruitment. The research is definitely
going to play an important role in developing an aptitude for hard self-confidence.
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TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION OF E-RECRUITMENT pg no
About E-recruitment 1-13
Objective of the study 14
Research problem 15
Reasons behind study 16
Hypothysis 17
CHAPTER 2 COMPANY PROFILE
About vCustomer 18
About Genpact 19
About iEnergizer 20
About Daksh 21
CHAPTER 3 RESEARCH METHODOLOGY 22-23
Research design
Universe of the study
Survey population
Sampling techniqur
Data collection
Data analysis
CHAPTER 4 DATA ANALYSIS &INTERPRETATION 24-34
CHAPTER 5 FINDINGS OF THE STUDY 35
CONCLUSION 36
ANNEXURE- APPENDIX 37-39
- BIBLIOGRAPHY 40
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INTRODUCTION
E-RECRUITMENT
The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as
Online recruitment, it is the use of technology or the web based tools to assist the recruitment
process. The tool can be either a job website like naukri.com, the organisations corporate web
site or its own intranet. Many big and small organizations are using Internet as a source of
recruitment. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn by prospective employees
depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a
study by NASSCOM Jobs is among the top reasons why new users will come on to the
internet, besides e-mail. There are more than 18 million resumes floating online across the
world. Although e-recruitment caters to jobs at all levels, it is largely useful in exploring people
at entry and mid-tier levels. As the base of candidates looking for these positions is very huge,
the online recruitment process comes in handy for administering standard evaluation tests for
screening and evaluation. For hiring senior professionals, online recruitment process does help in
seeking the required skill sets and qualification, but the screening and evaluation is not done
online. Corroborating this Shenoy says, Monster and Jobsahead.com cater to all career levels. In
our database, about 31 percent belong to the entry level, 54 percent to mid-level and only 4
percent to senior level , including positions such as president, vice president, general manager
and director.
The use of technology within human resource management has grown considerably in recent
years: a CIPD survey in 20051 showed that 77% of organisations used some form of human
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resources information system and 51% of organisations reported that their use of technology
systems were for recruitment and selection purposes.
The term e-recruitment means using information technology (IT) to speed up or enhance parts of
the recruitment process. It ranges from the applicant interface for advertising vacancies and
making job applications, to the back office processes, which allow a liaison between human
resources (HR) and line managers to set up a talent pool or database of potential recruits.
Used correctly e-recruitment can:
enhance the applicant experience
communicate the employer's image and culture better
make the recruitment process faster, more accountable and standardised
increase the diversity of applicants
provide better management information on applicants
find the right candidate for the job
According to one survey, internet postings result in nearly ten times as many hires as newspaper
advertisements.E-recruiting, embracing the term web-based recruiting, can be described as any
recruiting processes that a business organisation conducts via web-based tools, such as a firms
public Internet site or its corporate intranet. We use the terms online recruitment, Internet
recruitment, and e-recruitment interchangeably.However used in a more sophisticated way, e-
recruitment can also actively support strategic people management.
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ADVANCED REPORTING
With more & more pressure being brought to bear on HR & recruitment practitoners to find and
select high quality candidates faster & deliver measurable benefits to business it is imperative to
provide high visibility of process efficiency & a lower cost base particularly in a world where it
is increasingly difficult to find those candidates.
Advanced reporting includes in ability to measure against key metrices & performance indicators
such as
1. Where candidates are coming from.
2. How many candidates are applying.
3. Candidate data such as location, qualification, skills.
4. Time to evaluate candidates through selection process.
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TRENDS IN E-RECRUITMENT
There is growing evidence that organisations are using Internet technology and the World Wide
Web as a platform for recruiting and testing candidates. The IES survey of 50 organisations
using e-recruitment reported that the primary drivers behind the decisions to pursue e
recruitment were to:
improve corporate image and profile
reduce recruitment costs
reduce administrative burden
employ better tools for the recruitment team.
Fifty-five per cent of respondents expected their organisation to reduce its use of other
recruitment methods in the future. The key limiting factors to e-recruitment most frequently
reported were:
1. the cultural approach of the organisation towards recruitment
2. the lack of knowledge of e-recruitment within the HR community
3. Internet usage by target candidates
4. commitment of senior management.
Issues raised as causing concern with e-recruitment included the quantity and quality of
candidates applying using web-based tools (eg organisations being inundated with CVs attached
by email, many of whom were not suitable for the post), the relevance of shortlisting criteria (eg
the validity and legality of searching by keywords), confidentiality and data protection, and
ensuring diversity of applicants.
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The trends in e-recruitment use suggest a changing landscape whereby in future the candidate is
connected to the central system and there is involvement of the line manager in the process (see
figure). In addition to the reported benefits such as cost efficiencies, the role of HR in this model
is viewed as more of a facilitative role, in theory allowing time for recruiters to become involved
in the strategic issues within resourcing.
E-RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED: i.e. the needs arising from changes in organization and retirement policy.
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ANTICIPATED: Anticipated needs are those movements in personnel, which can predict by
studying trends in internal and external environment organization.
UNEXPECTED: Resignation, deaths, accidents, illness give rise to unexpected needs
A MATTER OF FLEXIBILITY
The traditional boundaries that separated print media, job boards, recruitment advertising
agencies, recruitment consultancies and technology companies are breaking down. Resume
databases have been increasing manifold and the availability of a database (number o
candidates) is much higher than what manual recruitment modes can offer. The growth in the e-
recruitment industry has been fuelled with the adoption of technology by prospective employers
and Internet penetration. Organisations have cut costs by almost 80 percent over traditional
recruitment modes by moving over to the online recruitment process. Manual recruitmen
process has its own limitation in terms of time, cost, technology, wider platform and ease of
applications. Raghuveer Sakuru, Managing Director of Kenexa Technologies says, The costs
involved in manual recruiting process include advertising costs, the cost of hiring a placement
agency, administrative expenses and the cost of time. Recruiting online would ideally be morefocussed, fast paced, effective and give higher RoI (Return on Investment) on the administrative
expense. By breaking geographical boundaries, online recruitment gives maximum reach. On
the contrary, to get similar benefits through the manual recruitment process one has to devote
more resources.
Online recruitment offers candidates the advantage of knowing the job profile, responsibilities
expected and the nature of the organisation, which are well defined at the outset. Regular
communication with potential employees in the manual recruitment process is almost nil
whereas communication with job seekers and within the team is seamless in online recruitment
It takes a while for the manual recruitment process to become operational and yield results
whereas in e-recruitment, one can look at the first response to a job advertisement in just 20
minutes.
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KINDS OF E-RECRUITMENT DONE BY ANY TYPE OF
ORGANIZATION
Job portals i.e. posting the position with the job description and the job specification on the
job portal and also searching for the suitable resumes posted on the site corresponding to the
opening in the organisation.
These are large databanks of vacancies. These may be based on advertising in newspapers and
trade magazines, employment agencies, specific organisation vacancies, social networking
websites and many other sources. They often have questionnaires or tests for applicants to
improve their job-hunting skills to act as an incentive for them to return.
Some vacancies are purely extensions to old media printed advertisements so that online is
merely an alternative communication medium, while other vacancies are only found online with
no printed equivalent. The vacancies often have link back to the organisations website for
candidates looking for further information and to get a feel for the type of employer that is
recruiting. Monster.com and Timesjobs.com are examples of commercial job boards. Some job
boards target specific groups so it is important to explore who the target audiences for particular
boards is.
Creating a complete online recruitment/application section in the companies own website
- Companies have added an application system to its website, where the passive job seekers
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can submit their resumes into the database of the organisation for consideration in future, as
and when the roles become available.
The amount an organisation invests in its e-recruiting (from custom designed sites to basic
information pages) will depend on organisations e-strategy, resources available and competitor
activity. The basic option is to provide a list of vacancies and contact details. A more in-depth
approach would involve a dedicated web site area that gives
details of vacancies, person specifications, benefits, your organisations mission and values and
the application process, for example, for online application forms. Large organisations may have
areas for specific types of employees, for example graduates, technical specialists, or have a
search facility for candidates to view all vacancies.
Job areas are often signposted directly from an organisations home page so that more genera
browsers can access them too. An intranet may also be used to host vacancies for internal staff to
access.
Some organisations take a partnership approach, working closely with recruitmen
consultancies and specialised web agencies who manage the online process for them as they
dont have the necessary skills in-house.
ONLINE RECRUITMENT TECHNIQUES
1. Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
2. E-recruitment should be incorporated into the overall recruitment strategy of the
organisation.
3. A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.
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4. Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.
PROCESS OF E-RECRUITMENT
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TIPS FOR E-RECRUITMENT
1. Integrate with other recruitment methods so that all recruitment tools work in harmony.
2. Evaluate and monitor use get feedback from applicants about how they found the
process and take appropriate actions.
3. Keep content fresh dont display vacancies out of date vacancies. If you dont have any
say you dont have any.4. Avoid jargon and company speak in advertisements.
5. Invest the same time in preparing online copy as you would for printed.
6. Have a policy on how to deal with unsolicited applications.
7. Provide contact telephone numbers in obvious places for those having technical
problems.
8. Ensure the site is accessible.
9. Conduct research into the most appropriate job board to host vacancies.
10. Make it easy for search engines to find your vacancies think what keywords job hunters
will use and how to improve your website's ranking.
11. Realise your own limitations think about partnership working to develop your e-
recruitment.
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ADVANTAGES OF E-RECRUITMENT
1. Lower costs to the organization. Also, posting jobs online is cheaper than advertising in
the newspapers.
2. No intermediaries.
3. Reduction in the time for recruitment (over 65 percent of the hiring time).
4. Facilitates the recruitment of right type of people with the required skills.
5. Improved efficiency of recruitment process.
6. Gives a 24*7 access to an online collection of resumes.
7. Online recruitment helps the organisations to weed out the unqualified candidates in an
automated way.
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8. Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in industry etc.
DISADVANTAGES OF E-RECRUITMENT
Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of million of resumes is a problem
and time consuming exercise for organizations
1. limit the applicant audience as the Internet is not the first choice for all job seekers
2. cause applications overload or inappropriate applications if care isnt taken drafting the
job profile/specification
3. exclude those who do not want to search for a new job online
4. limit the attraction of those unable to fully utilise technology eg certain disabled groups
5. give rise to allegations of discrimination, in particular the use of limited keywords in CV
search tools
6. make the process impersonal, which may be off-putting for some candidates
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7. impact on the cultural fit dimension of recruitment
8. turn-off candidates, particularly if the website is badly designed or technical difficulties
are encountered
OBJECTIVE OF THE STUDY
1. To describe the effectiveness of e-recruitment in BPO sector over other modes of recruitment
2. Evaluate the changes that e-recruitment is bringing in B.P.O recruitment strategies and
practices.
3. To highlight the broadening horizon of e-recruitment in B.P.O.
4. Analyze opportunities and risk for firm and job seekers using e-recruitment.
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COMPANY PROFILE OF BPO`s
vCUSTOMER
GENPACT
iEnergizer
DAKSH
ABOUT VCUSTOMER
vCustomer is a leading provider of customer care contact center solutions and services. We
leverage the right blend of innovative technology, business analytics and industry expertise to
consistently deliver customized, high quality, cost-saving services and solutions. We offer a
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unique combination of best-in-class contact center services and an integrated, feature-rich CRM
suite to help increase your customer lifetime value.
We provide industry expertise in Communications/Telecom, Travel/Hospitality, Retail and
Technology. We understand your business to effectively help you reduce operating costs and
improve quality levels by deploying self-service and automation to optimize customer care.
vCustomer has been ranked No.1 in Employee Satisfaction among BPOs and contact centres
in India for 2007. The company has also been ranked 15 among Top 20 BPO's by Data Quest.
The long list of benefits offered by the company are: higher education sponsorship, work-life
balance programs, healthcare benefits, 401(k) plan, gratuity/pension program, provident fund,
employee stock option plan, employee referral bonus, promotional plan and tie-ups and
opportunities to work at client site for limited engagements.
vCustomer combines a data driven focus on customer needs with technological innovation and
certified operational excellence to deliver customized service solutions to individuals,
government institutions, and companies around the world. These service solutions are informed
through strong analytics to deliver more rewarding customer interactions, and help better inform
management decisions. The end result is lower cost for clients and more value for end customerswe serve.
ABOUT GENPACT
Genpact is a leader in the globalization of services and technology and a pioneer in managing
business processes for companies around the world. The Company combines process
expertise, information technology and analytical capabilities with operational insight and
http://www.vcustomer.com/vcustomer-telecom-industry.htmlhttp://www.vcustomer.com/vcustomer-travel-hospitality-industry.htmlhttp://www.vcustomer.com/vcustomer-retail-industry.htmlhttp://www.vcustomer.com/vcustomer-technology.htmlhttp://www.vcustomer.com/vcustomer-telecom-industry.htmlhttp://www.vcustomer.com/vcustomer-travel-hospitality-industry.htmlhttp://www.vcustomer.com/vcustomer-retail-industry.htmlhttp://www.vcustomer.com/vcustomer-technology.html7/29/2019 OM SAI RAM 2 shef
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experience in diverse industries to provide a wide range of services using its global delivery
platform.
Genpact provides a wide range of services, including Finance & Accounting, Collections and
Customer Service, Insurance, Supply Chain & Procurement, Analytics, Enterprise
Application, IT Infrastructure and Management.
Our goal is to help our clients improve the ways in which they do business by continuously
improving their business processes through Six Sigma and Lean principles and by the
innovative use of technology. As a service provider, we strive to be a seamless extension of
our clients' operations. Our leadership team, processes and culture have been deeply
influenced by our eight years as a captive operation of GE. Many elements of GE's success-
the rigorous use of metrics and analytics, the relentless focus on improvement, a strong
emphasis on the client and innovative human resources practices-are the foundations of our
business.
We became an independent company in 2005 and, since then, we have grown rapidly,
continued to expand our range of services and diversified our client base.
ABOUT iENEGIZER
iEnergizer is one of the largest and most progressive International Call Centers in Asia Pacific
region, located in Noida near New Delhi, India. It undertakes Business Process Outsourcing
(BPO) projects in voice based & web based processes as well as provides back office support in
Finance, Banking, HR, Claims processing- Insurance, Healthcare etc. to leading Fortune 500
companies around the world. iEnergizer makes use of the latest state-of-the-art infrastructure
with world class standards in networking like earth station, IPLCs to provide instant connectivity
to it's global customers through calls, e-mails, chat etc
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Since its inception, iEnergizer has delivered on a business strategy that focuses on selected
customer service based, process oriented industries. While defining its business charter
iEnergizer compared the operational background of its key management talent against top
industry verticals.
Our USP lies in providing our customers with the Quality at the right Price. Our motto in this
regard is "You will come to us for Price but stay for Quality".
iEnergizers Team combines experience with acquired knowledge that results in an expertise
strongly complimenting that of our Clients. The iEnergizer Team understands the issues, the
products, the services and the challenges facing US creditors. The iEnergizer business process
design team has developed documented processes built around common Customer Care
accounting and industry business practices. Combining sound, proven practices with the latest
technologies and the educated, low-cost labor force of India. Our six sigma approach to Process
Migration, COPC Quality Compliance, scheduling of competent workforce ensures our
customers of the best quality with better than in-house Reliability. In addition to reducing costs,
outsourcing to iEnergizer delivers speed, flexibility and round-the-clock productivity. In a
constantly changing environment, many Clients have found greater success in meeting the
urgency of change through the highly flexible, Client oriented environment of iEnergizer versus
in-house operations. Our scalable, flexible and unique on-site / off-shore model delivers an on-
site management team and an off-shore development / processing center. The result is a vendor
relationship that functions like a true partnership.
ABOUT DAKSH
IBM Daksh is a global leader in Continuous Improvement BPO. It's an outsourcing model thathas the power to drive improvements in your business, year-on-year. We build a robust platform
to deliver cost-savings, while positioning your processes for improved performance through the
expert use of Six Sigma and re-engineering initiatives.
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Continuous Improvement BPO goes way beyond basic 'lift and shift' outsourcing. It increases the
efficiencies of outsourced business processes and delivers improved operational and business
results. Our Indian and Philippine centres offer expertise in customer relationship management,
finance and administration and industry specific processes. Clients also enjoy access to the rest
of the IBM organization to take advantage of IBM's IT and technological capabilities to move
towards Business Transformational Outsourcing.
IBM Daksh offers business performance improvement rather than just cost-savings and is a step
closer to Business Transformation Outsourcing (BTO). By unlocking revenue generation through
up-selling and cross-selling, improving customer satisfaction scores, optimizing capital use and
reducing operational expenditure, IBM Daksh offers far-reaching and positive impact on
shareholder value IBM Daksh has worked with a pioneering group of global companies that have
successfully used BPO and BTO to execute a broad range of strategies with strong results
RESEARCH PROBLEM
Change is the need of the hour
The meaning of this is practicised by the young blood presently working in B.P.O. As B.P.O
gives the lucurative salary which can be earned in couple of months match with the earge of
strong buddies citizen of India, propels them to leave one job for the sake of better salary,
good job profile in comparison with another job.
This leaves a scope of E-recruitment for the HR of B.P.O which provide them quickly- A
Talented Workforce.
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REASONS BEHIND E-RECRUITMENT
1. To advertise vacancies on your organisations website, job sites, or on social
networking sites
2. To deal with the applications email enquiries, emailed application forms/CVs, online
completion of application forms
3. To select candidates online testing, information gathering
4. To enhance employer brand .
5. To create a personal relationship with your talent pool.
HYPOTHESIS
1. The participants sited in this study are assumed to be taken objectively without any
biasness or subjectivity.
2. All the B.P.O studied in this project uses atleast a single e mode of e-recruitment.
3. The job seekers now a days uses internet for searching a job.
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RESEARCH MEYHODOLOGY
Research, in common parlance refers to a search for knowledge. One can also define research as
a scientific and a systematic search for pertinent information on a topic. In fact research is an art
of scientific investigation to collect and interpret the fact for providing information to the
management to get the product & services more efficiently.
It is a way to systematically solve & study the research. The research methodology include:-
1. Research design
2. Universe of the study
3. Survey population
4. Sampling Technique
5. Data collection
6. Data analysis
RESEARCH DESIGN: The research design implemented in this project is descriptive come
diagnostic design. The aim regarding the project is to get the complete & accurate
information.
UNIVERSE OF THE STUDY: The universe of the study is confined to B.P.O situated in
Gurgaon, Delhi.
SURVEY POPULATION: 4 B.P.O are targeted for gathering the information.
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SAMPLING TECHNIQUE: Sampling technique used in this research is judgment sampling
and convenience sampling.
DATA COLLECTION: The data is collected from 2 sources
PRIMARY SOURCE
SECONDARY SOURCE
DATA ANALYSIS: Firstly the data is collected and then coded into standardized
form with the help of statistical tabulation method by using average and percentage
tool.
DATA PRESENTATION AND ANALYSIS
IN WHICH SECTOR OF MARKET YOU DEAL IN?
V-CUSTOMER- SERVICES
I-ENERGIZER- SERVICES
GENPACT-COMMERCIAL & SERVICES
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DAKSH- SERVICES & COMMERCIAL
NUMBER OF EMPLOYEES
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METHOD OF RECRUITMENT FOR THE LAST 12 MONTHS
IENERGIZE
R2300
DAKSH
2800
GENPACT
3000
VCUSTOME
R4000
NO OF
EMPLOYEES
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vCUSTOMER
WALK INSWALK INS
OWN
CORPORATE
WEBSITES
OWNCORPORATE
WEBSITES
RECRUITMENTAGENCY
RECRUITMENT
AGENCY
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DAKSH
REC
UITMEN
T
AG
ENCY
E RECRUITMENT
JOB PORTALS
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iENERGIZER
WALKINSWALKINS
JOB
BOARDS
JOB
BOARDS
E
RERUITMENT
E
RERUITMENT
JOB
PORTALSJOB
PORTALS
RECRUITM
ENT
AGENCY
RECRUITM
ENT
AGENCY
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GENPACT
RECRUI
TMENTAGENC
Y
WALK
INS
JOBPORTAL
S
E
RECRUI
TMENT
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PRESENCE OF CORPORATE WEB SITE
Name of BPO`s Presence Of Corporate Website
vCustomer Present
iEnergizer Present
Genpact Present
Daksh Present
Interpretation-All the targeted BPO`s have their own corporate websites which
shows the popularity of e recruitment & acceptance of e recruitment by the
companies.
NUMBER OF CANDIDATE RECRUITED BY E-RECRUITMENT
Companies Percentage
vCUSTOMER 55%
I-ENERGIZER 9%
GENPACT 60%
Daksh 45%
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Percentage
55%
9%60%
45%vCUSTOMER
I-ENERGIZER
GENPACT
Daksh
Interpretation-This shows that genpact is making maximum use of e-recruitment for recruiting
employees and others have scope to use it more.
NUMBER OF CANDIDATE RECRUITED THROUGH TRADITIONAL
METHOD
V-CUSTOMER GENPACT DAKSH I
ENERGIZER
RA
650
WALK-INS
500
WALK-INS
100-200
JOB BOARD
600-700
RA
200-300
RA
400-500
WALK-INS
800-900
JB
80-100
PORTALS
350-400
WI
300-350
RA
650-700
PM
100-200
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RETENTION LEVEL IN RECRUITMENT MODES
Interpretation-Genpact is more successful in maintaining the retention level
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REASONS OF CHOOSING ONLINE RECRUITMENT OVER
TRADITIONAL METHOD
Interpretation-All the BPO`s Prefer to choose online recruitment because it reduces the time as
well as the cost of recruitingthe employees
RESPONSES
V-CUSTOMER
Reduce recruitment costReduction in time for recruitment
I-ENERGIZER
NO RESPONSE
GENPACT
Reduction in time forrecruitment
ReReduction
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AMOUNT OF EXPENDITURE ON VARIOUS MODES (RS)
I-
ENERGIZER GENPACT DAKSH
V
CUSTOMER
T N.M 100000 50000 1000000
E N.M 75000 20000 600000
O N.M 10000 20000 0
INTERPRETATION-This analysis shows that expenses spend on traditional mode are more in
comparision to online recruitment which increases the overall cost.
WHICH MODE OF RECRUITMENT IS COST EFFECTIVE IN NATURE?
I-ENERGIZER GENPACT DAKSH V
CUSTOMER
TRADITIONAL E-
RECRUITMENT
E-
RECRUITMENT
E-
RECRUITMENT
Interpretation-This shows that all the companies respond positively towards e recruitment
because it gives more return on investment.
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FINDINGS OF THE STUDY
1. Most of the bpo s deals in service sector.
2. The companies are using erecruitment as well as other tradional methods recruiting the
employees but erecruitment is used by all the companies as it is more beneficial than
other methods.
3. All the BPO`s have their own corporate websites which shows the increasing scope of e
recruitment.
4. Retention level of employees is more in genpact as it recruit more employees through e-
recruitment..5. Most of the bpo`s are using online recruitment over tradional method because it reduces
time as well as cost of recruitment.
6. E recruitment is more cost effective as it generates more return on investment.
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CONCLUSION
Most of the BPO`S from whom the survery has been done give their response in favour of e-
recruitment as compared to traditional methods of recruitment.Employers of the companies feel
that tradional methods are more costly and time consuming as compared to e-recruitment. E-
recruitment gives employers increased ease and efficiency in the recruitment process. It also
gives candidates an improved experience. Using e-recruitment rather than conventional print
media or agencies - offering considerable cost savings and extensive candidate reach for most
roles
It reduced time to hire employees which can have a major economic impact for the employers,
getting productive employees.
It reduced Administration as all applicants are held on a single e-recruitment
system they can be contacted individually or collectively with ease at the click
of a mouse, reducing the time, effort and cost of the administration staff.
ANNEXURE
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APPENDIX
Ques In what sector of market is your main activity?
a) Commercial [ ]
b) Service [ ]
c) Business [ ]
d) Commercial & Service [ ]
Ques How many employees are working in your companies?
Ques Which method of recruitment have been used for the last 12 months
a) RECRUITMENT AGENCY [ ]
b) JOB PORTALS [ ]
c) JOB BOARD [ ]
d) ADERTISEMENT THROUGH MEDIA [ ]
e) WALK-INS [ ]
f) OWN CORPORATE WEB SITE [ ]
g) E-RECRUITMENT [ ]
h) REFFREERALS [ ]
i) OTHERS [ ]
Ques Do you have corporate website?
a) PRESENT [ ]
b) NOT PRESENT [ ]
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Ques How many number of candidates are recruited by e-recruitment?
a) Vcustomer [ ]
b) GENPACT [ ]
c) i energizer [ ]
d) DAKSH [ ]
Ques How many number of candidates are recruited through traditional methods?
a) Vcustomer [ ]
b) GENPACT [ ]
c) i energizer [ ]
d) DAKSH [ ]
Ques What are the causes of choosing online recruitment over traditional method?
a) improve corporate image and profile [ ]
b) reduce recruitment costs [ ]
c) reduce administrative burden [ ]
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d) reduction in the time for recruitment [ ]
Ques Which mode of recruitment generate maximum response?
a) RECRUITMENT AGENCY [ ]
b) ADVERTISEMENT THROUGH PRINT MEDIA [ ]
c) OWN CORPORATE WEBSITES [ ]
d) E-RECRUITMENT [ ]
Ques How much amount of expenses are spend on various modes?
a) TRADITIONAL [ ]b) E-RECRUITMENT [ ]
c) OTHER [ ]
Ques Which mode of recruitment is more effective in retaining employees?
a) TRADITIONAL [ ]
b) E-RECRUITMENT [ ]
Ques Which mode of recruitment is cost effective in nature?
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a)TRADITIONAL [ ]
b)E-RECRUITMENT [ ]
BIBLIOGRAPHY
1. Kothari,C.R. Business Research & Methodology,New Delhi New Age Publishers Pvt.
Ltd, 2005
2. www.gogle.com
3. www.iEnergizer.com
4. www.genpact.com
5. www.daksh.com
6. www.vCustomer.com
http://www.gogle.com/http://www.ienergizer.com/http://www.genpact.com/http://www.daksh.com/http://www.gogle.com/http://www.ienergizer.com/http://www.genpact.com/http://www.daksh.com/