Human Resource Management Assignment & Presentation

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Report On
OPPORTUNITIES AND CHALLENGES OF E-RECRUITMENT:
STUDY FOCUS ON PRIVATE ORGANIZATIONS IN BANGLADESH
Course Title:
Human Resource Management (BUS 401)
Submitted To:
Ms. Tanjela Hossain
Assistant Professor
Department of Business Administration
Central Women’s University
Submitted By:
Farjana Akhter
ID: 2018-2-16-005
Department of Bachelor of Business Administration
Spring-2021
Date of Submission
May 04, 2021

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ABSTRACT
The aim of this research is to determine whether the introduction of e-
recruitment has an impact on the process and underlying tasks, subtasks and
activities of recruitment. Recruitment is a function of human resource
management by which an organization can attract the potential candidates and
select the most appropriate employees for the organization. Now-a-days the
people are extensively adaptive to the technology and that’s why e-recruitment
has become a popular practice followed by the organization for hiring employees.
This is an exploratory research with the aim of identifying how e-recruitment
and internet is influencing and make challenges the overall recruitment process
of an organization in context of Private companies of Bangladesh. In this study,
Private Organizations of Bangladesh have been taken as population according to
their participation in e-recruitment activities. The emerging trend in technology
and process or globalization suggests that the process will continue to expand,
and consequently organizations should key in into the process to enhance the
quality of their staff recruitment functions. The main objective of this study is to
analyses the overall trends in e-recruitment use and practice and to list the
opportunities and challenges faced by job seekers, employers and organizations.
So it is recommended that the organization should continue to use e-recruitment
and online sources for hiring candidates so that they can match with the global
business world.
INTRODUCTION
The advancement of technology plays an important role in organizations
functioning and overall development of Bangladesh. As our country is a
developing nation and it has set its mission to be digitalized in every arena, the
organization also has started to use technology in their activities. Before the
technological advancement, organization used various sources to recruit
employees. Those sources are newspaper advertisement, campus recruiting,
different job agencies and so on. Those sources are also recognized as traditional
recruitment sources. But now along with those sources many other sources have
been added to this list because of the technological development. Various job
related websites, recruitment via internet, E-mail, social media etc. are the
sources which added with traditional recruitment which is known as e-
recruitment. E-recruitment is a mode for selecting one of the companies’ human
resources through technological mean.

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According to technological acceptance model, the uses of online sources for job
searching have been impressively increased. It is considered to be effective
because it saves time, effort and moreover it can ensure that suitable person is
hired for a particular position. So the main purpose of our study is to identify
about how e-recruitment and internet is influencing the recruitment process of
an organization.
OBJECTIVES OF THE STUDY
Broad Objective:
This study was to know the details information of the recruitment process and
analyze the overall attitude of private organizations and jobseekers towards the
online system.
Specific Objectives:
 Identify and analysis the efficiency and sustainability of the recruitment
process.
 Analysis the organizations management involvement in the recruitment
process.
 Identify the present condition of circulate job through internet.
 Supply suitable suggestion to boost E-Recruitment.
 Analysis the each and every parts which is related to recruitment process.
 Identify the problems which are associated with the recruitment process
and give some recommendation about it.

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 Find out the performance expectancy of the internet for the searching job
in Bangladesh.
 Investigate the expenses and trustworthiness of internet to the
organizations and job-seekers.
LIMITATIONS OF THE REPORT
I had faced some limitations when I was writing the report. The limitation of the
study is given below:
 The main limitation of this report is the failure to obtain detailed
information from the organization due to their policies and confidentiality
issues.
 Due to organization policy and confidentiality, it is restricted of using
detailed information about the E-Recruitment process of the Private
Organizations.
 Due to the lack of appointment of significant tasks. I was mostly assisting
all the procedures and had limited access to everything. I did not have
much opportunity to witness and observe all the procedures always
therefore I had to rely on whatever information I could gather from the
personal opinions of the current employees of the Private Organizations.
Therefore, there is a significant chance of biasness in this report.
 That’s why I had to use limited information which I gathered from
resourcing team’s people of some private organization.
 Lastly, mental effort is also a major limitation because during the Covid-19
pandemic period it was very difficult for me to concentrate on the
preparation of this report. Also, I am working as a part-time Digital
Marketer right now at reputed IT Company, so that made it more difficult
for me to complete this report by the allotted time.
METHODOLOGY OF THE REPORT
Sources of Data Collection:
Primary and secondary sources of data were gathered for the research. Primary
source of data was collected through the use of questionnaires and survey
interviews. The secondary sources of information were collected from past
research work, books, journals, articles, internet search, etc.

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Methods for collecting Primary Data:
In collecting data for the study, questionnaire and direct interview methods were
employed. The questionnaire was used to ensure that only relevant questions
were asked and also to ensure that the questions were properly structured.
Data Collection Tool:
The questionnaire was the only tool used to collect data. Likert type (close
ended) questionnaire was employed to generate data. The importance of the use
of close ended questions was to avoid delays in responding to the questionnaire,
thus enabling the respondents who had busy schedules to respond quickly.
Another reason for using close ended questions was that coding of close ended
questions did not take much time as compared to open ended questions/ and
also for testing hypothesis.
These sources of data and information are used to make this report effectively
but it’s a purely qualitative research. Moreover, qualitative research is more
appropriate than quantitative research because qualitative research is used to
achieve an understanding of underlying reasons, opinions and motivations. As
this report doesn’t contain any numerical or statistical data and as it’s based on
observations, personal interviews and past articles. Moreover, I didn’t use any
structured methods to prepare and analyze the research.
REVIEW OF LITERATURE
Recruitment is the process of actively seeking out, finding, screening,
hiring and eventually onboarding job candidates for specific positions or jobs.
Decenzo and Robbins had said- “Recruitment is the process of discovering
plausible candidates for actual or anticipated organizational vacancies. Or from
another perspective, it is a linking activity-bringing collectively these with jobs to
fill and these searching for jobs” (Decenzo, 1998).
With the rapid advancement of IT and internet, the way of executing the
HR functions are no longer same as before. The traditional labor intensive
methods of delivering HR functions are becoming more and more efficient, cost-
effective (technology intensive) which has now become the key considerations of
HRM (Ensher et al., 2002). Recruitment, one of the most important functions of
HR, is becoming more and more exposed to internet and many firms are
using electronic recruitment system instead of conventional paper based

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employee recruitment (Galhena & Liyanage, 2014). The job seekers also are
showing interest in seeking job related information and advertisement
electronically rather than reading newspapers. It has been observed that, the
potential candidates follow two ways of seeking jobs through electronic sources-
(1) the company’s own website where the candidate finds job offer and (2)
corporate job portals where the job advertisements are posted on behalf of
the candidate’s desired searching company. Therefore, the job portals actually
work as the agents of the companies who search potential candidates. In
Bangladesh, several portals are nowadays operational where job openings are
regularly posted and increasingly they are becoming popular to the potential job
seekers.
In general, it is the nature of the human being not to adapt with the new
changes or initiatives. Since, e-recruitment is a relatively changed concept in the
practicing HRM arena, all the job seekers has not yet greeted it with the ease.
Few still remains that are constantly relying on conventional paper based
recruitment methods. Therefore, from company’ standpoint, it is now a bare
necessity to try for changing the attitudes of candidates and encouraging them to
use more electronic methods in finding new jobs. Once their attitudes become
favorable, they will probably feel encouraged to apply more through online,
return to the same website for future applications and recommend more friends
and relatives to use the same jobsites (Galhena & Liyanage, 2014). Thus, in this
study it has been shown that the variable candidate’s attitude is formed
through three dependent variables 1) Intention to apply, 2) Continuous
access and 3) Recommendations to others.
The purpose of e-recruitment is to divert the potential candidates to adapt
online job portals and recommend the sites to their friends and relatives for
future use. Despite of having some well-constructed and informative portals in
Bangladesh, companies are still partly unsuccessful to attract the potential and
desirable candidates to use such sites. The reasons may include lack of proper
job information, lack of information about the firm and their policies and
difficulty or ignorance about the use of the specific job sites. Therefore, it is very
important to develop lucrative contents, rich and user friendly websites to
attract the applicants in an effective manner. Our research hypotheses are also
supported through studies conducted by Davis (1989). Davis developed a model
called Technology Acceptance Model (TAM) to predict impact of technology on
individual behavior that is now widely in use and validated by substantial
research (Galhena & Liyanage, 2014). According to this model, individuals’
intention to use a technology related system is determined by two main factors:

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perceived usefulness and ease of use. Since, our hypotheses resemble the
models variables we have modified the variables used for this study to measure
the candidates’ attitude. With this ideology, the proposed conceptual framework
of this study has been derived and shown in the following Fig. 1.
The framework includes Perceived Advantage as one of the sources of E-
Recruitment, which refer to the degree to which an individual perceive that
the use of technology based method would improve his/her chances of getting
jobs. Job seekers in general, like to get detail information about expected salary,
benefits, rewards and other practices & policies form the job posting to make
rightful judgments about the potential employers (Fountain, 2005). With the help
of e-recruitment, a company is able to provide additional job information to the
candidates such as techniques of effective CV writing, facing interview
challenges and other career development techniques to maximize the
usefulness (Tong & Sivanand, 2005; Rosencrantz, 1999). Therefore, it can be
enunciate that providing additional information is likely to increase the
candidate’s intention to apply, subsequent access and recommendation to others.
The framework also includes Perceived ease of use as the other sources of
E-Recruitment which denotes the user’s perception of the effort that includes
time and resources to use a system (Davis, 1989). A number of job seekers are
now being interested in e-recruitment system compared to conventional
methods like newspaper as it is readily available and more informative with job
particulars. The probable chance of continuous use of e-recruitment, applying
through online and recommend to others may increased if the procedure of e-
recruitment is comparatively easier for the candidates to navigate, clear and
informative and well-organized (Teo, 2001). Kashi & Zheng, (2013) research
provided insights in support. The study concluded that sometimes, a job seeker
only wants to post his/her CV to a particular jobsite and later, he/she wants to
retrieve the CV with a click mainly to resend it to the employer without being
resubmitting it.

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SCENARIO IN BANGLADESH
E-Recruitment is almost new method for Bangladesh. The 78% of respondents
think that E-Recruitment method can be most popular recruiting method. The
emphasis in Internet recruitment lies on attracting candidates in order to assure
candidates to apply for accept job offers of an organization. Therefore,
universities are prepared to make the software solutions that give them help in
data processing and will give results that are convenient for the Private
Organizations.
Same thing indicated by Holm (2010), E-Recruitment can lead to a more effective
recruitment procedure, because recruiters are able to perform their recruitment
tasks more efficiently and have a noticeable effect on the overall recruitment
process.
FINDINGS AND ANALYSIS
After doing primary and secondary data analysis of private organizations of
Bangladesh, these following scopes and limitations of E-recruitment and its
effectiveness has been assessed:
Scope
a. Lower cost to the organization. Also, posting jobs online is cheaper than
advertising in the newspapers.
b. No intermediaries.
c. Reduction in the time for recruitment (over 65% of the hiring time).
d. Facilitates the recruitment of right type of people with the required skills.
e. Improved efficiency of recruitment process.
f. Gives a 24 X 7 access to an online collection of resumes.
g. Online recruitment helps the organizations to weed out the unqualified
candidates in an automated way.
h. 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.

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Limitations
Apart from the various scopes and benefits, e-recruitment has its own share of
shortcomings and limitations. Some of them are:
a. Screening and checking the skill mapping and authenticity of millions of
resumes is a problem and time consuming exercise for private organizations.
b. There is low Internet penetration, no access and lack of awareness of internet
in many locations across Bangladesh.
c. Organizations cannot depend solely on the online recruitment methods.
d. In Bangladesh, the employers and the employees still prefer a face-to-face
interaction rather than sending e-mails.
CONCLUSION
E-recruiting system is newly invented and sharply growing but traditional ways
of recruiting, through newspapers or employee referral, have not become
obsolete. There is no doubt that the number of Internet users in Bangladesh is
increasing still its penetration is low, in most of the cases they use Internet for
limited purposes. Therefore, studying internet recruitment is very significant in
order to maximize its financial and non-financial benefits for both employers and
job-seekers. In this study, it was found that the use of the Internet for job seeking
is influenced positively. Intentions to use the Internet for job-seeking are
influenced by WWW usage habits and performance expectancy of the internet
services. The expenses and trustworthiness of the E-Recruitment was in a
satisfactory level. The Internet has had a good impact on the way companies
recruiting employees. The findings of the reveals that the response rate from the
employers is comparatively low, the jobseekers sometimes become disappointed.
So, searching job through Internet is becoming very popular but prevailing
drawbacks should be eradicated by the interested stakeholders. Also it could be
concluded by the result of the analysis and interpretations that, although e-
recruitment system is reducing the usage of traditional recruitment system but
still the traditional recruitment is using to some extent in our context.

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RECOMMENDATIONS
In private organizations has been using e-recruitment but they also use the
traditional process side by side. So it is highly recommended that, the managers
of these companies should continue to use both traditional & modern methods at
a time as long as the society becomes fully digitalized. Moreover, through the
data collection process, it was also identified that, there are some loopholes
present in the e-recruitment system, so these loopholes could be covered by
using traditional methods. As an initial step of improvement, the management
also should train the recruiters adequately for building an effective system for
online recruitment system in these organizations. This study will further help the
human resource managers to identify the relevant factors which may be taken
into consideration in the process of overall recruitment.
REFERENCES
1. Masese Omete Fred, Dr.Uttam M. Kinange, “Effectiveness of E-Recruitment
in Organization Development”, Management and Economic Journal, 2018,
Volume 2(4), pp. 294-301
2. Journal Piana Monsur Mindia, IJSRM Academic Publisher 10.18535
/ijsrm/v6i1.em01 Effects of E-recruitment and internet on recruitment
process: An Empirical study on Multinational companies of Bangladesh
Piana Monsur Mindia, Md. Kazimul Hoque, School of Business and
Economics United International University Bangladesh School of Business
and Economics United International University Bangladesh 2018 06 01
International Journal of Research and Management (IJSRM), Volume 06,
Issue 01, 2018, ISSN (e): 2321-3418
3. Karim et al: E-Recruitment in Practice: A Study on Jobseekers’ Perception
in Bangladesh (33-42) Page 36 Copyright © CC-BY-NC 2014, Asian
Business Consortium | GDEB.
4. E-Recruitment: Trends & Effectiveness. Islam M. M., (2016), Management
Development, 30 (1&2)
5. International Research Journal of Engineering and Technology (IRJET) e-
ISSN: 2395-0056 Volume: 07 Issue: 04 | Apr 2020 www.irjet.net p-ISSN:
2395-0072
6. Global Journal of Management and Business Research: A Administration
and Management Volume 16 Issue 8 Version 1.0 Year 2016
7. https://dspace.bracu.ac.bd/xmlui/bitstream/handle/10361/12151/1510
4200_BBA.pdf?sequence=1

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8. https://core.ac.uk/download/pdf/234627826.pdf
9. http://bim.portal.gov.bd/sites/default/files/files/bim.portal.gov.bd/page
/09f3e9a8_0cca_4a71_adb5_ee7082521b3a/Vol%2030%20No%201%26
2%2C%20January-June%202016_Article_06.pdf
10.https://www.slideshare.net/RajniKesharwani/project-report-on-e-
recruitment
11.https://www.researchgate.net/publication/295854048_The_Impact_of_E-
recruitment_on_Candidates'_Attitudes_A_Study_on_Graduate_Job_Seekers_
of_Bangladesh
APPENDIX
Research Questions
The research questions will serve as guides which are given below:
I. Is the recruitment process of Private Organizations flawless or not?
II. What are the steps of recruitment process followed by Private
Organizations?
III. What are the differences among Private & Public Organizations in
Bangladesh in the field of recruitment process?
IV. Is E-Recruitment method satisfactory for Private Organizations?
V. What are the good things which are related with the recruitment process
of Private Organizations?
VI. Is there a significant positive relation between effectiveness of e-
recruitment and advertisement placement?
VII. What are the challenges which are related with the recruitment process of
Private Organizations?
VIII. Does the Private Organizations dearly define the position objectives,
requirements and candidate specifications in the E-Recruitment process?
IX. What are the ways to improve the challenges associated with the
recruitment process of Private Organizations?
X. Is candidates’ perceived advantage positively associated with intention to
apply through online?

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