RECRUITMENT AND SELECTION: EFFECTIVE HIRING IN THE DIGITAL AGE

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1 Journal of Management (JOM) Volume 5, Issue 6, November-December 2018, pp , Article ID: JOM_05_06_011 Available online at ISSN Print: and ISSN Online: RECRUITMENT AND SELECTION: EFFECTIVE HIRING IN THE DIGITAL AGE Research Scholar, Department of Management Studies, University of Madras, Tamilnadu, Chennai, India ABSTRACT Given the explosive development of the Internet, the solid economy and record low joblessness rates toward the finish of the 1990s, organizations are expanding their utilization of the Internet as an recruitment device. The development of the Internet in India is expanding and more Indians are picking up Internet get to. The Internet economy is changing the way business is directed by opening new roads of correspondence, joint effort and coordination between shoppers, organizations and exchanging accomplices. Through Twitter, Facebook and , a child in 2010 will, over their life, produce a body of writing that dwarfs the collected output. This study seeks to identify the effect of recruitment and selection of effective hiring in the digital age. The sampling type used in this study is convenient sampling method and a sample of 167 employees working in the information technology industry. The results indicated that the Measures and evaluation of the potential advantages of Internet enlisting as far as cost, plan, nature of contracts and profitability. Build up an execution manage for use in Internet enrolling by the business. Key words: e-recruiting, evaluation, Internet job market, Internet job boards, Internet job sites, online recruiting Cite this Article:, Recruitment and Selection: Effective Hiring in the Digital Age, Journal of Management, 5(6), 2018, pp INTRODUCTION With the touchy development of the Internet throughout the most recent quite a long while and a solid economy with record low joblessness rates, organizations are extending their utilization of the Internet as an enlistment apparatus to pull in great laborers and acquire upper hands. Enlistment utilizing the Internet has normally centered around expert, official and specialized positions crosswise over numerous ventures; yet it is particularly far reaching in the high innovation segment. This paper plans to loan support to recruitment specialists and occupation searchers with the development of recruitment patterns. The creator will endeavor to assess the circumstance in light of essential and auxiliary research. Online networking (SM) enrolling is apparently an aggressive procedure that an ever increasing number of organizations should adjust in their general business methodology and will be critical later on. SM has officially affected and changed the idea of the customary recruitment process. Accessibility to a monstrous pool of 77 editor@iaeme.com

2 Recruitment and Selection: Effective Hiring in the Digital Age dynamic and uninvolved occupation searchers, scouts can access and contact potential workers with a basic snap of a catch. In the contemporary hasty business, a standout amongst the most particular upper hands organizations can pick up and support is their HR. 2. REVIEW OF LITERATURE Mandy and Noe express that recruitment is the way toward distinguishing and drawing in potential representatives, while determination is the way toward settling on choices to choose these workers however recruitment is viewed as the basic piece of authoritative human asset improvement. E-Recruitment is a methods for utilizing data innovation (IT) to perform, accelerate or enhances this procedure (Tong and Sivanand, 2005), E-Recruitment likewise falls under e-hrm which is an organization s e-business framework that utilizations electronic advancements for human asset administration practices and strategies (Ruel et al. 2007). Barua and Whinston (2000) Some foundation data on the history and development of the Internet is given to comprehend the setting of this enlistment channel. The Internet is an overall gathering of open and private PCs connected together to trade data. The Internet started as the ARPANET amid the frosty war in It was created by the U.S. Division of Defense's (DOD) in conjunction with various military temporary workers and colleges to investigate the likelihood of a correspondence arrange that could survive an atomic assault. It proceeded with just on the grounds that the DOD, its contractual workers, and the colleges found that it gave an exceptionally helpful approach to convey. 3. OBJECTIVES The study reports on the results of a research performed for the Research Studies. The primary objectives of this study were the following: To Provide a snapshot and assess the status of the Internet for recruitment of skilled labor in the industry. To Examine the Internet as a potential beneficial tool for the e-recruitment. The study aimed to assess the use of the Internet for recruitment of skilled labor to determine potential Internet recruitment strategies and to implement the strategies more effectively. 4. HYPOTHESIS H o1: There is no significant difference between Age groups with respect to perception about online recruitment. H o2 : There is no significant difference between Age groups with respect to perception about recruitment and selection. H o3 : There is no significant difference between Age groups with respect to perception about time and cost consuming. H o4: There is no significant difference between Qualification groups with respect to perception about online recruitment. H o5 : There is no significant difference between Qualification groups with respect to perception about recruitment and selection. H o6 : There is no significant difference between Qualification groups with respect to perception about time and cost consuming. H o7 : Association between the Qualification and the Status of Employment 78 editor@iaeme.com

3 5. METHODOLOGY Research Design The research design choses for the study is survey method Sources of data The researcher used primary and secondary sources of data in the data gathering and analysis Primary source In collecting primary data for the study, personal interview and questionnaire were used Secondary source In collecting secondary data, records collected from books, reports, journals, publications etc., were used. Population of the study The population of the study consists of Recruitment and selection effective hiring of digital age Sample size The sample size for the present study consists of 167 respondents Sampling method The researcher has used convenient sampling technique for the study which is a part of probability sampling method. Reliability of the Instrument Reliability of the variables is of utmost importance before the analysis is conducted. The variables are developed from summated scales, which are tested for reliability since the summated scales consists of items that are inter-related to form a construct. Cronbach Alpha Test reveals the internal consistency and correlation of all items in a construct.all the items when used together showed Cronbach s value as TOOLS OF ANALYSIS Chi-square test and Anova applied to analyse the data. Table 1: Anova Association between Age with respect to online recruitment, recruitment and selection, Time and cost consuming Online recruitment Recruitment and selection Time and cost consuming Sum of Squares df Mean Square F sig Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total **significance at p< editor@iaeme.com

4 Recruitment and Selection: Effective Hiring in the Digital Age Discussion There is no significant difference between Age groups with respect to perception about online recruitment. There is no significant difference between Age groups with respect to perception about recruitment and selection. There is no significant difference between Age groups with respect to perception about time and cost consuming. Table 2 Anova Association between Qualification with respect to online recruitment, recruitment and selection, Time and cost consuming Online recruitment Recruitment and selection Time and cost consuming Sum of Squares df Mean Square F sig Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total **significance at p<0.05 Discussion There is no significant difference between Qualification groups with respect to perception about online recruitment. There is no significant difference between Qualification groups with respect to perception about recruitment and selection. There is significant difference between Qualification groups with respect to perception about time and cost consuming. Chi-square Table 3 H o7 : Association between the Qualification and the Status of Employment Factor Value Df Symp. Sig. (2- sided) Statistical Inference Pearson Chi-Square a X 2 = Likelihood Ratio Df = 3 Linear-by-Linear Association P=.000 <0.05 N of Valid Cases 167 *Significant at 5% level *Significant at 5% level 80 editor@iaeme.com

5 Since the P value is Greater than our chosen Significance at =0.05, we can accept the null hypothesis, and conclude that there is no an association between the Qualification and Status of employment. 7. FINDINGS recruitment and selection and time and cost consuming therefore, null hypothesis is rejected in Since the P value is Greater than our chosen Significance at =0.05, we can accept the null hypothesis, and conclude that there is no an association between the Qualification and Status of employment. 8. CONCLUSION In light of the consequences of the writing audit and study of numerous organizations, the accompanying are the finishes of the examination. Enlisting utilizing the Internet is developing and has been ease back to adjust with respect to different ventures. The business utilizes the Internet for enrolment of expert, specialized and regulatory staff. The Internet is under used for enrolment of talented work predominantly because of the recognitions and states of mind of associations towards gifted work. The Internet seems, by all accounts, to be a conceivably helpful apparatus for enlistment of talented work. The results of this examination are promising and have uncovered new zones needing extra research including a thorough overview of the utilization of the Internet by labourers. Understanding the slack in the business with Internet enrolment and specifically the hole in its utilization between expert, specialized and managerial staff and gifted work. Measures and evaluation of the potential advantages of Internet enlisting as far as cost, plan, nature of contracts and profitability. Build up an execution manage for use in Internet enrolling by the business. REFERENCES [1] Mondy, R.W., And Noe, R.M., (2008), Human Resource Management, 10th Edition, New Jersey, Prentice-Hall [2] Barua, Anitesh; and Whinston, Andrew B. (2000). Measuring The Internet Economy. The University of Texas at Austin and Cisco Systems. [3] Brake, C., Heald, P., and Lawrence, S. (2000) The Internet Age: A Wake-up Call for World Leaders. Prism. Quarter 1, page [4] Business Wire. In Tight Labor Market Employers Require New Recruitment and Workforce Solutions to Combat 30 Year Unemployment Rate Low. March 3, [5] E-Cruiter.com. Case Study: Clearnet. Clearnet Gets a Recruiting Edge Implementing E- Cruiter. July [6] Doherty, Paul. Total Cost Management in the Internet Age. Transactions of the Annual Meeting Proceedings of the nd Annual Meeting of AACE International, June 28-July 1, 1998 [7] Carl T. Haas et al, Impact Of The Internet On The Recruitment Of Skilled Labor, Thesis, The University Of Texas At Austin, editor@iaeme.com