Online recruitment is gaining in acceptance and popularity as an effective recruitment tool. However, online recruitment has its own advantages and limitations.To get more such innovative knowledge on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/Y1BAo6

1. Leveraging TechnologyLeveraging Technology 11Chapter SixChapter Six
Learning ObjectivesLearning Objectives
Discuss the recruiting scenario pre andDiscuss the recruiting scenario pre and
post onlinepost online recruitment.recruitment.
Outline the benefits of onlineOutline the benefits of online
recruitment.recruitment.
Discuss the various technologicalDiscuss the various technological
advancements in the recruitment andadvancements in the recruitment and
selection space.selection space.
Understand the way a job portal works.Understand the way a job portal works.
Discuss future advancementsDiscuss future advancements

2. Leveraging TechnologyLeveraging Technology 22Chapter SixChapter Six
StructureStructure
1.1. IntroductionIntroduction
2.2. Benefits of Online RecruitmentBenefits of Online Recruitment
3.3. Leveraging TechnologyLeveraging Technology
4.4. A Few Technological AdvancementsA Few Technological Advancements
1.1. Applicant Tracking SystemsApplicant Tracking Systems
2.2. Artificial Intelligence SearchArtificial Intelligence Search
3.3. Other TechnologiesOther Technologies
5.5. Job Portals in IndiaJob Portals in India
6.6. Most Common Product OfferingsMost Common Product Offerings
7.7. Future AdvancementsFuture Advancements
8.8. SummarySummary

3. Leveraging TechnologyLeveraging Technology 33Chapter SixChapter Six
6.1 Introduction6.1 Introduction
Online recruitment is the use of technologyOnline recruitment is the use of technology
or the web based tools to assist theor the web based tools to assist the
recruitment process. The tool can be arecruitment process. The tool can be a
job site portal like naukri.com or thejob site portal like naukri.com or the
organizationorganization’’s own job site or internet.s own job site or internet.
It is a war for talent and onlineIt is a war for talent and online
recruitment is steadily gaining a biggerrecruitment is steadily gaining a bigger
share in the recruitment pie.share in the recruitment pie.
ee--recruitment is no longer used only forrecruitment is no longer used only for
mass recruitments. It is used for seniormass recruitments. It is used for senior
positions alsopositions also..
It is claimed that about 40% of placementsIt is claimed that about 40% of placements
happen through internet route.happen through internet route.

4. Leveraging TechnologyLeveraging Technology 44Chapter SixChapter Six
6.2 Benefits of Online Recruitment6.2 Benefits of Online Recruitment
Global reach that works 24*7.Global reach that works 24*7.
TAT reduction through email campaigns,TAT reduction through email campaigns,
search rsearch réésumsuméés & applicant tracking.s & applicant tracking.
RRéésumsuméé scanner that allows you to screenscanner that allows you to screen
and filter rand filter réésumsuméés based on selecteds based on selected
criteria.criteria.
Payment is per posting and not per hirePayment is per posting and not per hire
resulting in reduced costs.resulting in reduced costs.
Continuous availability of databaseContinuous availability of database
permits justpermits just--inin--time hiring.time hiring.

5. Leveraging TechnologyLeveraging Technology 55Chapter SixChapter Six
6.2 Online Recruitment6.2 Online Recruitment –– Gray AreasGray Areas
Strong selection methods are essentialStrong selection methods are essential
for good yield.for good yield.
Adequate resources must be available toAdequate resources must be available to
handle hundreds of responses generatedhandle hundreds of responses generated
onon--line.line.
If the resources used are inefficient,If the resources used are inefficient,
the cost may go up.the cost may go up.
Loss of human touch is a drawback ,Loss of human touch is a drawback ,
especially for senior positions.especially for senior positions.
Cannot target passive candidates.Cannot target passive candidates.

6. Leveraging TechnologyLeveraging Technology 66Chapter SixChapter Six
6.2 Benefits of Online Recruitment6.2 Benefits of Online Recruitment
ToTo maximize the benefits of onlinemaximize the benefits of online
recruitmentrecruitment --
Provide a detailed job description andProvide a detailed job description and
person specification.person specification.
Incorporate eIncorporate e--recruitment in overallrecruitment in overall
strategy.strategy.
Integrate a well defined and structuredIntegrate a well defined and structured
applicant tracking system and makeapplicant tracking system and make
available required backavailable required back--end support.end support.
Train employees to use portalsTrain employees to use portals
effectively.effectively.

7. Leveraging TechnologyLeveraging Technology 77Chapter SixChapter Six
6.3 Leveraging Technology6.3 Leveraging Technology
Most recruiters leverage the latestMost recruiters leverage the latest
technological advancements to streamlinetechnological advancements to streamline
the whole recruiting process.the whole recruiting process.
The biggest single advantage of technologyThe biggest single advantage of technology
is in reducing the TAT. The chances ofis in reducing the TAT. The chances of
reaching the right candidate havereaching the right candidate have
dramatically increased, and time fordramatically increased, and time for
preliminary screening has reduced.preliminary screening has reduced.
Further, logistics problems related toFurther, logistics problems related to
travel, appointments, suitable venue aretravel, appointments, suitable venue are
eliminated with online recruiting.eliminated with online recruiting.

8. Leveraging TechnologyLeveraging Technology 88Chapter SixChapter Six
6.3 Leveraging Technology6.3 Leveraging Technology
The technological intervention hasThe technological intervention has
made the process more simple andmade the process more simple and
streamlined.streamlined.
Better the application of technology,Better the application of technology,
exponential improvement inexponential improvement in
performance and productivityperformance and productivity..

9. Leveraging TechnologyLeveraging Technology 99Chapter SixChapter Six
6.4 A Few Technological Advancements6.4 A Few Technological Advancements
6.4.1 Applicant Tracking System [ATS]6.4.1 Applicant Tracking System [ATS]
ATS is a software application that enablesATS is a software application that enables
the electronic handling of recruitmentthe electronic handling of recruitment
needs. It is similar to Customerneeds. It is similar to Customer
Relationship Management Systems, but isRelationship Management Systems, but is
designed for recruitment trackingdesigned for recruitment tracking
purposes.purposes.
Well defined job description is communicatedWell defined job description is communicated
online to all recruitment agencies.online to all recruitment agencies.
Requirement clarity leads to qualitativeRequirement clarity leads to qualitative
improvement in candidate sourcing.improvement in candidate sourcing.

10. Leveraging TechnologyLeveraging Technology 1010Chapter SixChapter Six
6.4 A Few Technological Advancements6.4 A Few Technological Advancements
6.4.1 Applicant Tracking System [ATS]6.4.1 Applicant Tracking System [ATS]
Candidate interview evaluations are enteredCandidate interview evaluations are entered
online, resulting in an even distributiononline, resulting in an even distribution
of work load in the HR Team.of work load in the HR Team.
Response management, candidate engagement,Response management, candidate engagement,
vendor feedback, and other processes thatvendor feedback, and other processes that
are usually ignored can be betterare usually ignored can be better
managed.managed.
All information collected during theAll information collected during the
recruitment process can be powerfullyrecruitment process can be powerfully
leveraged through better real timeleveraged through better real time
reports and performance metrics that itreports and performance metrics that it
offers.offers.

11. Leveraging TechnologyLeveraging Technology 1111Chapter SixChapter Six
6.4 A Few Technological Advancements6.4 A Few Technological Advancements
6.4.2 Artificial Intelligence Search [AI]6.4.2 Artificial Intelligence Search [AI]
AI builds analytical and predictive modelsAI builds analytical and predictive models
on candidateson candidates’’ profile. Once a rprofile. Once a réésumsuméé
enters the AI database, AI searches theenters the AI database, AI searches the
apt candidateapt candidate’’s profile based on thes profile based on the
pattern search and match, and deliverspattern search and match, and delivers
95% accurate results.95% accurate results.
AI segments a particular candidateAI segments a particular candidate’’s rs réésumsuméé
based on specific criteria which makesbased on specific criteria which makes
the retrieval process quicker duringthe retrieval process quicker during
search.search.
Predictive technologies are used to scorePredictive technologies are used to score
the candidate most competent for the job.the candidate most competent for the job.

12. Leveraging TechnologyLeveraging Technology 1212Chapter SixChapter Six
6.4 A Few Technological Advancements6.4 A Few Technological Advancements
6.4.3 Other Technologies6.4.3 Other Technologies
Apart from Internet and SMS, someApart from Internet and SMS, some
breakthrough innovations are tools likebreakthrough innovations are tools like
tele conferencing, video conferencing ,tele conferencing, video conferencing ,
video rvideo réésumsuméés etc .s etc .
In large scale recruitment drives such asIn large scale recruitment drives such as
campus interviews, assessment tests arecampus interviews, assessment tests are
used to quickly filter only thoseused to quickly filter only those
candidates qualifying for the next round.candidates qualifying for the next round.
These assessments are both paper basedThese assessments are both paper based
and online.and online.
A broader application of this beyond entryA broader application of this beyond entry
level positions would help HR spend timelevel positions would help HR spend time
only with qualifying candidates.only with qualifying candidates.

13. Leveraging TechnologyLeveraging Technology 1313Chapter SixChapter Six
6.4 A Few Technological Advancements6.4 A Few Technological Advancements
6.4.3 Other Technologies6.4.3 Other Technologies
There are more online adaptive testingThere are more online adaptive testing
systems which can list outsystems which can list out
the areas of strength andthe areas of strength and
areas of improvementareas of improvement
with a short test.with a short test.
Such tests provide objective feedback on theSuch tests provide objective feedback on the
quality of the candidate and they arequality of the candidate and they are
standardized across all candidatesstandardized across all candidates
applying for the position.applying for the position.

14. Leveraging TechnologyLeveraging Technology 1414Chapter SixChapter Six
6.5 Job Portals in India6.5 Job Portals in India
The web site works 24*7 as your recruitmentThe web site works 24*7 as your recruitment
manager. Most job portals allow you tomanager. Most job portals allow you to
post your job postings directly. Unlikepost your job postings directly. Unlike
in a press ad, the lead time betweenin a press ad, the lead time between
drafting an ad and uploading it isdrafting an ad and uploading it is
minimal. In the time taken to brief an adminimal. In the time taken to brief an ad
agency you upload jobs and start gettingagency you upload jobs and start getting
responses!responses!
Naukri.com is the site meant for first timeNaukri.com is the site meant for first time
as well as senior position job seekers.as well as senior position job seekers.
It is the most popular , others beingIt is the most popular , others being
monsterindia, shine or jobsahead .commonsterindia, shine or jobsahead .com

15. Leveraging TechnologyLeveraging Technology 1515Chapter SixChapter Six
6.6 Most Common Product Offerings6.6 Most Common Product Offerings
All job portals have similar productAll job portals have similar product
offerings with minor variations in theofferings with minor variations in the
services.services.
☺☺ Different type of job postings.Different type of job postings.
A single job posting for one month costsA single job posting for one month costs
about Rs. 1,400/about Rs. 1,400/-- [Rs 2,000/[Rs 2,000/-- for twofor two
months].months].
Ten job postings for a month costs approx.Ten job postings for a month costs approx.
Rs. 11,200/Rs. 11,200/-- [Rs 16,000/[Rs 16,000/--]]
Apart from postings, most portals offerApart from postings, most portals offer
special service to display organizationspecial service to display organization’’ss
name with logo prominently.name with logo prominently.

16. Leveraging TechnologyLeveraging Technology 1616Chapter SixChapter Six
6.6 Most Common Product Offerings6.6 Most Common Product Offerings
☺☺ rréésumsuméé Database Access.Database Access.
By subscribing to job portalBy subscribing to job portal’’s registereds registered
job seekersjob seekers’’ database, you can browsedatabase, you can browse
through all of them at a cost rangingthrough all of them at a cost ranging
from about Rs. 25,000/from about Rs. 25,000/-- for a month tofor a month to
Rs. Two lakhs for a year.Rs. Two lakhs for a year.
Intelligent search engines allow you toIntelligent search engines allow you to
define your search based on industry,define your search based on industry,
experience levels, education, location ,experience levels, education, location ,
compensation packages , rcompensation packages , réésumsuméé freshnessfreshness
etc.etc.
Organization can negotiate for multiOrganization can negotiate for multi--useruser
login access.login access.

17. Leveraging TechnologyLeveraging Technology 1717Chapter SixChapter Six
6.6 Most Common Product Offerings6.6 Most Common Product Offerings
☺☺ Other Services.Other Services.
Most portals match your requirements toMost portals match your requirements to
their database and send emails outliningtheir database and send emails outlining
the role and the organization to thethe role and the organization to the
jobseeker. Similarly, they also send youjobseeker. Similarly, they also send you
a mail outlining the profile of aa mail outlining the profile of a
suitable candidate, based on your savedsuitable candidate, based on your saved
searches.searches.
naukri.com has a product called eAppsnaukri.com has a product called eApps
Software Solutions. It is an efficientSoftware Solutions. It is an efficient
response/rresponse/réésumsuméé management tool tomanagement tool to
streamline your recruitment process.streamline your recruitment process.

18. Leveraging TechnologyLeveraging Technology 1818Chapter SixChapter Six
6.6 Most Common Product Offerings6.6 Most Common Product Offerings
☺☺ eAppseApps
This tool is used toThis tool is used to ––
1.1. create a central repository of allcreate a central repository of all
applications.applications.
2.2. post and manage jobs on naukri.com.post and manage jobs on naukri.com.
3.3. organize all applications in variousorganize all applications in various
folders.folders.
4.4. prepre--screen candidates by asking them toscreen candidates by asking them to
respond to a questionnaire.respond to a questionnaire.
5.5. contact candidates using econtact candidates using e--mailmail
templates.templates.
6.6. scan candidatesscan candidates’’ profile summary.profile summary.

19. Leveraging TechnologyLeveraging Technology 1919Chapter SixChapter Six
6.7 Future Advancements6.7 Future Advancements
Web 2.0 hiring is all about using the powerWeb 2.0 hiring is all about using the power
of social websites to reach out to rightof social websites to reach out to right
candidates, interact with them and hirecandidates, interact with them and hire
them.them.
While Web 1.0 helped active candidates, WebWhile Web 1.0 helped active candidates, Web
2.0 helps semi2.0 helps semi--active and passiveactive and passive
candidates find jobs through referralscandidates find jobs through referrals
from or interaction with their socialfrom or interaction with their social
group.group.
It is clear now that an effective recruiterIt is clear now that an effective recruiter
needs to be technological savvy.needs to be technological savvy.
The tools are available , but you also needThe tools are available , but you also need
to know how to use them efficiently.to know how to use them efficiently.

20. Leveraging TechnologyLeveraging Technology 2020Chapter SixChapter Six
6.8 Summary6.8 Summary
ee--recruiting may result in an increase inrecruiting may result in an increase in
the number of junk rthe number of junk réésumsuméés, making thes, making the
short listing process cumbersome. Thisshort listing process cumbersome. This
can be mitigated to a certain extent bycan be mitigated to a certain extent by
the use of the appropriate technologicalthe use of the appropriate technological
tools.tools.
It is difficult to maintain confidentialityIt is difficult to maintain confidentiality
in the electronic medium. The recruitingin the electronic medium. The recruiting
manager should be very careful about themanager should be very careful about the
veracity of the information provided.veracity of the information provided.
It is clear now that an effective recruiterIt is clear now that an effective recruiter
needs to be technological savvy. Theneeds to be technological savvy. The
tools are available , but you also needtools are available , but you also need
to know, how to use them efficiently.to know, how to use them efficiently.

21. Leveraging TechnologyLeveraging Technology 2121Chapter SixChapter Six
This brings us to the end of our session # 06This brings us to the end of our session # 06
Nest we move to session # 07Nest we move to session # 07
There we shall learnThere we shall learn ““ Selection TestsSelection Tests””
Chapter SevenChapter Seven
Good Luck !Good Luck !