A Study On Online Recruitment (E-Recruitment) Portals Adoption (Usage): Role Of Demographics In Kolkata City

Abstract :

In early-1990s, with the advancement of and information and communication technology and increased internet usage have witnessed the transformation of the conventional recruitment methods to online recruitment (e-recruitment).Multinational and IT companies even use their websites to recruit people while others capitalized this change to become e-recruitment service providers.Most of the e-recruiters provide free services to applicants or jobseekers to post their resume´s online in their databases.As global competition persists and industries becoming more skill intensive, the recruitment of talent workers becomes essential, and attracting the right applicants at the right time is getting tougher than ever. Over the years electronic commerce has become very popular and changed the way of hiring employees. The use of conventional recruitment methods no longer suffices and timely to attract a sufficient pool of qualified applicants. Many organizations have turned to adopting sophisticated recruitment strategies or combining various recruitment methods to attract them. In this scenario this study is an attempt to explore the awareness, adoption and frequency of usage of electronic recruitment portals (e-recruitment portals) by customers in Kolkata city with an objective of understanding the role of demographics variables (age, income, gender, education etc.)

Keywords :
electronic recruitment, online recruitment awareness, e-recruitment adoption, e-recruitment portals, demographics.
1. Introduction :

As global competition persists and industries becoming more skill intensive, the recruitment of talent workers becomes essential, and attracting the right applicants at the right time is getting tougher than ever. The use of conventional recruitment methods no longer suffices and timely to attract a sufficient pool of qualified applicants. Many organizations have turned to adopting sophisticated recruitment strategies or combining various recruitment methods to attract them. For example, by combining newspaper ads with executive search, or employment agencies, and others for recruitment; but this only adds to the increased of recruitment costs per hire. In the early-1990s, with the advancement of internet technology, many have witnessed the transformation of the conventional recruitment methods for online recruitment. Some corporate companies even use their websites to recruit people while others capitalized this change to become an e-recruitment service providers.

The third-party e-recruiters provide services to companies who are interested to use their web sites for job advertisements and viewing potential applicants' posted resumes at a fee lower than most conventional recruitment methods. Most e-recruiters provide free services to applicants or jobseekers to post their resume´s online in their databases. With this free posting, the growth of resume´s is inevitable. Millions of resumes are posted to famous e-recruitment websites, becoming a true market; uncontrolled and unconstrained by geography.

1.1 What is Online Recruitment (e-recruitment)?

Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about advertising vacancies on either job sites or corporate websites. At this very basic level, it is particularly effective at getting an important level of response. While it may generate hundred more applications than traditional print advertising, simply attracting more candidates is only part of the job. Few example of online recruitment portals are naukri.com, times jobs.com, monsterindia.com, indeed-one search, all jobs,