Professional Documents
Culture Documents
E-RECRUITMENT
With reference to
WIPRO
A Project Report Submitted in Partial Fulfillment of the
Requirement for the Award of the degree of
BACHELOR OF COMMERCE
Submitted By
REDDYPALLE MOHAMMAD ZAHEER
RAKESH SHARMA
Kukkatpally-500072
LIST OF PROJECT DETAILS
SNO. CONTENTS PAGE NO.
INTRODUCTION
1 INTRODUCTION
OBJECTIVES
FEATURES OF STUDY
ADVANTAGES & LIMITATIONS
2COMPANY PROFILE
GENERAL PROFILE
MISSION
ORIGIN &HISTORY
OBJECTIVES
SWOT
UNIQUE ACHIEVEMENTS
FUTURE PLANS
FUNCTIONAL PROFILE
PERSONAL DEPARTMENT
3 CONCEPTUAL PROFILE
THEORETICAL ASPECTS OF THE CONCEPT
APPLICATION OF THE CONCEPT IN THE
COMPANY
6 BIBLIOGRAPHY
TITLE: E-RECRUITMENT
1. INTRODUCTION
2. OBJECTIVES
4. ADVANTAGES
5. LIMITATIONS
INTRODUCTION
1. User-friendly
A recruitment system is a complex application that has to be
intuitive for the users. The handling has to be clear with a logical
allocation of the functionalities in order to increase the user
acceptance and productivity. The use of modern web technologies in
the software architecture is a precondition, too.
2. Web-based
In any case, an up-to-date system should be web-based. Whereas it
doesn’t really matter whether the data is hosted on a server of the
client (On premise) or of the supplier (SaaS/Software as a service).
The access of all employees to a centralized database enables the
usage from different locations. The software can then also be
maintained and updated more regularly.
3. Multi-Channel-Posting
One of the recruiters’ main activities is the publishing of job offers on
various online job portals to obtain the maximum reach. The central
handling of the job board logins directly from the system makes the
function of multi-channel-posting easy-to-handle and helps to save
precious time.
4. CV Parsing
CV parsing is the automatic scanning of candidate data. Applications
can be directly extracted, modified and evaluated. Like this the HR
employees gain lots of time when inserting data. Furthermore the
number of errors resulting from the manual insertion decreases.
ADVANTAGES
1.It's cost-effective
Placing job advertisements on the Internet is a lot cheaper than
placing them in newspapers, magazines and other media. Using
social media like Facebook and Twitter can even make publicising a
position an essentially free exercise for companies, if it is linked to a
Web site on the company's Web site where candidates can view the
job specs, input their CVs, apply and follow up.
2.Clear communications
Press insertions have word and space limits that can lead to unclear
messages. On the Internet, there is no word limitation and all
relevant details can be expressed unambiguously. In addition, the
automated application process can immediately provide feedback to
candidates who are under-qualified or not suitable for the position.
3.Broader search, deeper pool
The Internet's virtually instantaneous global reach means companies
have the advantage of reaching a much broader pool of candidates,
which increases the chances of finding the right candidate. This is
particularly important for companies that are recruiting in fields
where the brain drain has hit SA hard - with the global economic
downturn, many South Africans are returning and looking for
positions before they even set foot on the aeroplane to OR Thambo.
4. Improved standardisation and compliance
The information provided by candidates is obtained in a standard,
uniform format, which facilitates easy comparison. This allows for
more objective adjudication of candidates in order to compile
shortlists, and provides an auditable data trail, which assists with
regulatory compliance.
LIMITATIONS
People Leadership: Among the top 10 most preferrred employers globally by ceating
an environment of empowerment, intellectual challenge and wealth sharing.
MISSION:
Wipro mission is the quality which they have (achieved through 6 sigma)
6 SIGMA
Focuses on customer, not to the product
It indicates how much variations are there in a product.
In 1966 “AzimPremji”, still the majority shareholder in WIPRO, took over as the
chairman of the company at the age of 21 and with the passage of time transformed it into one
of the finest and largest IT outsourcing services provider of the world. It is now considered
the world's largest independent R&D service provider. It offers different
Ethnology driven services all over the globe with 46 development centers. AzimPremji is still
the Chairman of the WIPRO along with other top class professionals heading different wings
of the business Wipro Tech is an information technology service company established in
India in 1980. It is the global IT services arm of Wipro Limited (in operation since 1945,
incorporated 1946). It is headquartered in Bangalore and is the third largest IT services
company in India. It has more than 78,000 employees as of September 2007, including its
business process outsourcing (BPO) arm which it acquired in 2002.
Wipro Technologies has over 300 customers across U.S., Europe and Japan
including 50 of the Fortune 500 companies. Some of its customers are Nortel, Boeing, BP,
Cisco, Ericsson, IBM, Microsoft, Prudential, Seagate, Sony, Win driver and ToshibaIt is
listed on the New York Stock Exchange and is part of its TMT (technology media telecom)
index testing. With revenue in the excess of US $3 billion, Wipro is one of India's major IT
companies. It has dedicated development centers and offices across India, Europe, North
America, Latin America and Asia Pacific.
WIPRO
The current Chairman, Managing Director and majority stake owner is Azim Premji,
who has headed the software and hardware divisions since Wipro's inception. Examples of
Wipro's product design work include developing an Internet-browsing phone for a Japanese
telecom company in 1998, helping chipmaker Texas Instruments produce digital signal
processing software, and creating an automotive display unit for Italian manufacturer
Magneti Marelli that combined functions including cell phone capability, global position
system technology, a navigation system and a CD player.
LEADERSHIP OF WIPRO:
With more than 100,000 associates from over 70 nationalities and 72 plus global delivery
centers in over 55 countries, Wipro‟s services span financial services, retail, transportation,
manufacturing, healthcare services, energy and utilities, technology, telecom and media.
Wipro‟s unwavering focus has been on business transformation with matchless innovation in
service delivery and business models. More than800 active clients that include governments,
educational institutes, utility services, and over 150 Global Fortune 500 enterprises have
benefited from this approach.
Wipro is at the forefront of technological and business co- innovation with 136patents and
invention disclosures. With enhanced business performance at the core of its deliveries due to
its strong R&D and Innovation focus, Wipro gets an enviable 95 percent repeat business. We
make our clients business more efficient through a combination of process transformation,
outsourcing, consulting and technology products and services. As the world‟s first SEI CMM
Level 5 Company, Wipro endeavours to deliver reliability and effectiveness to its customers
by maintaining high standards in service offerings through robust internal processes and
people management systems
HUMAN RESOURCE MANAGEMENT
Human Resource plays a crucial role in the development process of the modern economics.
ARTHUR LEWIS observed “There are great differences in development between countries
which seem to have roughly equal resources, so it is necessary to enquire into the difference
In human behaviors”
Human resource management is the management of employee‟s skill, knowledge, abilities,
talent, aptitude, creativity, ability etc. Different terms are used for denoting Human Resource
Management they are labour management, labour administration labour management
relationship, employee–employer relationship, industrial relationship, human capital
management, human assent management etc. Though these term scan be used differently
widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In
simple since, human resource management means employing people, developing
their resources, utilizing, maintaining and compensating their services in tune with the job
and organizational requirements
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
Employee relation:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-
management relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or
claim problems, employee newsletter. Educational assistance, employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance
fund management, total package costing. Insurance receivables, insurance fund management,
total package costing.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence,
rights upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with
timeliness standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background
investigations, post-offer employment testing.
Whereas, the poor quality of selection means extra cost on training and supervision. Further on
more, when recruitment fails to meet organizational needs for talent, atypically response is to
raise entry level pay scales. This can distort traditional wages and salary relationship in
organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment
process can play a major role in determining their sources that must be expended on other HR
activates and their ultimate success
WIPRO CUSTOMERS:
OBJECTIVES
period, the process and the person who is responsible for the achievement of the
objective.
Highly qualified and experienced candidates.
Right people to match corporate goals.
Spread awareness of Amoco.
Find the best recruiting channels in Finland.
To study the recruitment and selection procedure followed in WIPRO
To study the various sources of recruitment followed in WIPRO.
To learn what the process of recruitment and selection is that shouldbe followed.
To search or headhunt people whose skill fits into the company‟s values
SWOT ANALYSIS:-
S STRENGTH
W WEAKNESS
O OPPORTUNITES
T THREATS
STRENGTHS
This organization enjoys getting the labor at cheap cost located at village area.
Wipro Infrastructure engineering also enjoys the benefits of tax holiday and tax
deferment of location at industrial.
Quality certified company.
Well established infrastructure.
Planned layout of process house and stitching plant.
Willingness to invest and re-invest.
Multi skilled labor at low cost.
Eco-friendly business.
Adopting Japanese principle such as SIX SIGMA, KAIZEN, 5‟S HOUSING to
improve the quality of product.
WEAKNESS
OPPORTUNITIES
THREATS
RECRUITMENT PROCESS:
Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based organization or community group.
While generalist managers or administrators can undertake some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization.
A. Internal Sources:-
Promotions and Transfer
Job postings
Employee Referrals
B. External Sources:-
Advertisement
Employment Agencies
On campus Recruitment
Employment exchanges
Education and training institute
Approach
Job Description Person Specification
Three sections:
You have to clear each section separately 15- verbal,15- apti,20-technical time 50 minutes.
Verbal type: word pair, analogy, fills in the blanks with appropriate Words, Aptitude type:
people, n chairs/chambers/parking etcall questions of this type and also a paragraph was
given and the logical deduction was to be done. 4 questions were common from barons Tech
type: general knowledge of computers (no programming language questions) 4 options for
each.
Interview was in 2 stages, technical was mainly concentrated on data structure and C.. DBMS
and CPP was also asked but stress was mainly upon the former, Linux was asked too if it was
mentioned in the CV it was grilling and easy for some (there were 7 panels) for the non -IT
branch the interview was mainly on their project. HR was also an easy cake; we had to
prepare for 2 questions: What you know about Wipro and your strong points, weak point,
hobbies nothing else but the most surprising part was that they eliminated more than 50 % of
the candidates in the HR only whereas in others HR eliminates only 5-10%.
There was 3 selection processes in WIPRO:-
1. APTITUDE TEST
2. TECHNICAL INTERVIEW
3. HR INTERVIEW
VERBAL:-
You have to practice it from R S AGARWAL verbal &non verbal book & GRE
barons. I guessed the unknown answer. Synonyms, Antonyms, fill in the blanks, sentence
completion, punctuation, idioms, voice change, jumbled words, and analogies. You have to
practice it. Similar meaning of MAJESTIC etc.
QUANTITATIVE:-
This portion was easiest portion. If you practice it from R S AGARWAL-
quantitative aptitude book then you can find most of them are same type. Problem on ages,
permutation, combination, train, work & time, mixture & allegation, simple & compound
interest, probability, pipes & cistern, speed, problem on series (A.P., G.P.), profit & loss etc
are important for WIPRO.
TECHNICAL:-
You have to brush up your C, C++, OS, Data structure thoroughly. ECE guys also
will give their importance on digital electronics & microprocessor. Some questions I
mentioned here-
1) Binary digit of 172
2) Excess 3 code of 32
3) Marc Anderson is famous for which
invention: a)Napster
b)Netscape browser
c) Microsoft messenger
d)Scur virus. Ans:-b)
4)‟show the o/p‟ related three problems. 165 students cleared aptitude test. After that they
called us for technical interview & I‟m 2nd person in my panel.
a. what is NIC?
b. define ping/ipconfig/dhcp etc. they can ask you to explain with a scenario.
c. Basic Computer knowledge (Like - how to locate LAN settings, how to get into internet or
hardware properties, how to check your domain and the computer name etc.)
Round 3: HR Interview
Candidates can expect basic HR interview questions like Tell me about yourself, Why should
I hire you, Why only WIPRO, What is SIX sigma level.
Candidates will be tested in their communication and vocabulary during technical and HR
interviews.
These are the recently asked questions in HR round for Wipro non-voice processes please
help me in answering these questions:
1. Tell me about yourself?
2. What do you know about our company?
3. What will you do in the leisure time?
4. Who is the person whom you are admired of?
5. What is investment banking?
6. What is the happiest movement in your life?
HR Interview Questions for Wipro
1. What is the difference between PCR and CAP?
2. 2. How do you run payroll?
3. 3. How do you correct payroll?
4. 4. If I want to include some more wage types, say bonus from today. How should I do
that?
5. What is meant by payroll area? What are the uses of payroll area?
6. What is meant by a control record?
7. What is meant by retroactive accounting?
8. How do you create customized ITs? What is the no. range for customer specific ITs?
9. What are data types? How many data types exist? What are they? Where do you
configure them?
10. What is a counting rule?
11. What is absence type?
12. How do you configure absence? Give an example
13. What is absence quota type?
What are the features you used in benefits?
14. How many health plans have you configured, what are they?
15. What are the most important ITs in benefits?
16. List the applicant actions in recruitment.
17. What is the feature used for Personnel Administrator. What group should you use in
that?
18. What are the IT's used in NUMKR? (I said NUMKR is associated with Org.
Assignment.)
19. What is an applicant group?
20. What is an unsolicited applicant group?
21. What is the technical code for authorizations?
22. Differentiate between Payroll area and pay scale area?
Round 4:Placement
Upon Joining, the incumbent shall be given an employee code number by
Manager(HR) and he shall fill up the joining forms and shall submit the same to the
Manager(HR) for further course of action. Final HR - just a formality (They will explain you
the salary structure etc.) Wipro recruit 40% employees from campus recruitme nt.
Another popular source for Wipro’s Recruitment is the Online Placement through NSR
(National Skill Registry).
Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection
can be done only when there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and mone y. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases
of employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of
data. While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following order-
1. Preliminary Interviews-
It is used to eliminate those candidates who do not meet the minimum
eligibility criteria laid down by the organization. The skills, academic and family background,
competencies and interests of the candidate are examined during preliminary interview.
Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company. Preliminary interviews are also called
screening interviews.
2. Application blanks-
The candidates who clear the preliminary interview are required to fill application blank. It
contains data record of the candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc.
3. Written Tests-
Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess
the potential candidate. They should not be biased.
4. Employment Interviews-
It is a one to one interaction between the interviewer and the potential candidate. It is used to
find whether the candidate is best suited for the required job or not. But such interviews
consume time and money both. Moreover the competencies of the candidate cannot be
judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest communication
between candidate and interviewer.
5. Medical examination-
Medical tests are conducted to ensure physical fitness of the potential employee It will
decrease chances of employee absenteeism.
6. Appointment Letter-
A reference check is made about the candidate selected and then finally he is appointed by
giving a formal appointment letter
A. THEORETICAL ASPECT OF THE CONCEPT:
Behavior
One workplace concept relates to the behavior of employees in the workplace. Some
aspects of this concept are determined by the law, such as sexual harassment policies and
other types of behavior that violate the law. Other aspects are determined by the company.
For example, some companies are conservative when it comes to socializing with other
employees, while other companies encourage frequent social interaction as the executives
believe that when you work with friends in a comfortable environment, you are more
productive.
Work Style
A company's work style is also a workplace concept. For example, one style might be
to assign individual tasks to people, who work on those tasks alone for the most part. Another
might be to group employees into small teams and give those teams projects to collectively
work together.
The appearance of the workplace is also a workplace concept to determine. For example,
some offices are divided into cubicles, while other companies prefer large, open spaces to
form more of a community feel. Also, some executives bring in games or recreational areas
for employees to unwind and take breaks from work, and make the workplace fun, while
others see those elements as distractions.
Communication
Technologies
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CHAPTER-4
FINDINGS
The interview process of TCS has three stages: Technical Interview, Management
Review and HR interview. Once the candidate clears all the three stages he is
prompted to complete his online application form for offer generation. The offer
initiation takes a minimum of 5 days from the day of complete online application.
After the offer has been rolled the candidate accepts the offer and then initiates the
Background Check (BGC) process and submits the relevant supporting documents. If
the BGC process is positive for the candidate, he/she is called for the induction
process at a date close to the joining date. The candidate is then redirected to the
specific ISU for project allocation.
Wipro recruits fresh professionals only from the best educational institutions such as
Indian Institute of Technology and regional engineering colleges. Wipro don‟t give
too much importance to assess candidates‟ knowledge about the current IT
technologies. Instead Wipro attempts to find out whether the person being
interviewed the excellent learning capabilities and has shown consistent desire for
learning. The fresh graduates being interviewed for a job should have consistently
above average academic performance. Wipro also put greater emphasis to assess their
analytical and logical thinking capabilities through case problems. Further the
company also looks for creating a match between existing organizational culture and
the values of the person being interviewed.
Wipro uses a referral scheme for induction of software professionals with experience.
They also give preference in recruitment to relatives of their existing employees. A
permanent employee of the company can recommend and experienced software
professional for an employment in the organization. If the person gets selected, the
person who recommends is given a monetary reward, which could be equivalent of
about on month salary.
Wipro recruits 40% employees from campus recruitment. Another popular source for
Wipro‟s Recruitment is the online placement through NSR (National Skill Registry)
Wipro trains its managers in interviewing skills. Wipro has trained so far about 300
managers/software professionals who have been associated with the recruitment
process. As a policy, Wipro ensures that a professional who has not attended the
interviewing skill program, is not on any interview panel.
The main sources of recruitment for HCL are database, employee reference,
consultant, E-groups etc. HR Executive use to validate resumes which are sourced
and interview people who are validated. While searching for fresher two tools are
predominantly used, 1. HCL Education, 2. Campus for hiring engineers and sales
personnel
Selection of candidates is done through multi level interview by line manager, Head
HR. On selection roll out the offer made, conduct a medical test, and reference check
is done.
DATA ANALYSIS:
1. Identity the source from where you came to know about the
job?
RESOURCES
32 24 0 4
35
30
25
INTERNAL SOURCES
20
ADVERTISEMENT
15 CONSULTANT
10 OTHERS
5
0
SOURCE
INTERPRETATION:
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came to
know from consultant.
It is evident that internal reference and advertisement were the prevailing sources of
Recruitment in reference of infrastructure.
2. Which of the sources of recruitment a nd selection are used
in WIPRO?
a. Internal
b. External
c. Both
Options Internal External Both Total
Responses 2 7 11 20
Percentage 10 35 55 100%
DATA
INTERNAL
EXTERNAL
BOTH
Interpretation:
It was found that about 55% of the recruitment and selection is done both byinternal and
external sources, while as external sources are used more than the internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.
3. Does your company follow different recruitment
process for different grades of employment?
1. Yes
2. No
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%
Sales
YES
NO
Interpretation:
It was found that from that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of trainers in WIPRO theoretical knowledge is
considered more and for the developers technical knowledge is given importance.
CONCLUSION OF WIPRO:
From the above SWOT analysis it is clear that the strengths as well as opportunities of
company are more. It is due to the efforts made by all the levels-top level, managerial level,
and operational level of the organization. The ever expanding business every year is the
indicator of success and its bright future; it shows the company‟s commitment to future
growth and improvement. The company‟s opportunities need to be grabbed and for
improvement and further success. The company is not only has profit Human resources and
society. As per the data collected about is to expect to grow further. Moreover it can be seen
there is a good competition between the companies in this sector are focusing more on
customer satisfaction. Even year by year the export market is also booming in a wide span, so
the organization can grow very soon as this is also mostly concentrated on exports.
This project reports gives a viewed picture of how Wipro limited company has molded
itself into a well established company. Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization. And
Selection is selecting the right candidate at the right time in the right place. It is my immense
pleasure to do my projects in such dynamic company which has reached great heights by
employing sound financial techniques and innovative marketing strategies. The story of the
company proves that great things are done with humble beginnings which are inspirational
for new entrepreneurs.
The study focus on selected Human Resource Practices in Certified level 5 IT
companies from this study there is a similarity in performing selected Human Resource
practices. The biggest challenges faced by Indian IT companies are employee retention and
acquisition of talent workforce. The traditional ways of gaining competitive advantage have
to be supplemented with organizational capability i.e. the firm ability to manage people
Organizational capability to relate to hiring and retaining competent employees and
developing competencies through effective human resource management practices .Indeed
sustainable competitive advantage. High performance work practices provide a number of
important sources of enhanced organizational performance. HR systems have important,
practical impacts on the survival and financial performance of firms and on the productivity
and quality of work life of the people in them.
Ultimately, the main objective of the company is to be the number one in producing
quality and to have a global presence.
CONCLUSION OF E-RECRUITMENT:
The use of an effective online recruitment facility such as the one presented in thiswork
provide efficient and accurate method of collecting and organizing relevant information and
documents such as CV‟s, resume‟s, etc. about interested job seekers or applicants. The use of
an online job recruitment facilities system will greatly enhance the organization effectiveness,
accuracy, speed, efficiency and convenience of its applicant and administrator. This software
has attempted to solve the problem of traditional recruitment system and to a large extent it is
successful.
E-Recruitment
CHAPTER-5
SUMMARY
Wipro Limited (Western India Palm Refined Oils Limited or more recently,
Western India Products Limited) is an Indian Information Technology Services
corporation headquartered in Bangalore, India.
In 2013, Wipro demerged its non-IT businesses into separate companies to bring in
more focus on independent businesses.
Wipro has been ranked 1st in the 2010 Asian Sustainability Rating (ASR) of Indian
companies and is a member of the NASDAQ Global Sustainability Index as well as
the Dow Jones Sustainability Index.
In November 2012 Guide to Greener Electronics, Greenpeace ranked Wipro first with
a score of 7.1/10.As per as an interview AzimPremji also stated that the Mithun
Chatterjee GL in the WIPRO BPS KDC can be elected as the CEO.
At the end of December 31, 2015, its employee strength was 170,664. Abid Ali
Neemuchwala was appointed as Wipro's CEO after T. K. stepped down in early 2016
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 firm‟s public
internet site or its corporate intranet.
We use the terms online recruitment, internet recruitment, and e-recruitment
interchangeably.
This e-recruitment study set out to answer the following questions, using evidence-based
research:
What are the overall trends in e-recruitment use and practice? Which parts of systems
are web-enabled and what are the related benefits and challenges?
What is happening in practice? What are the e-recruitment methods that are being
used, and what are the real experiences from organisations attempting
implementation?
Does it work? How do organisations evaluate the success of their e-recruitment
initiative?
There were four main phases to the project: a literature review, a survey, an IES Research
Network event on e-recruitment, and a series of case studies. The survey provided the
overview of use, while the case studies illustrated more in-depth analysis of some of the
issues organisations are facing.
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
Employee 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 the cultural approach of the organisation towards recruitment
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
REFERENCES:
www.wipro.in
www.wipro.net
http://www.wiproerecruitment.com/about-us/company-profile.php
www.cipd.co.uk/subjects/recruitments/general
www.hr.com
http://www.linkedin.com
http://www.en.wikipedia.org
http://slideshare.com
E-Recruitment/
Author –
Edition-II
Chris Duke,(2001) Recruiting the right staff