Abstract

This paper aims to conduct a study on future of online recruitment in Asia. It

discusses the importance of online recruitment, factors, methods and barriers which
employees consider while applying online, and these are also identified in literature.
The results provide clear evidence that majority of factors, methods and barriers
identified in literature are experienced by Asian employees and help to lay foundation
for future research.
Introduction
Recruitment is a process which involves those activities and actions that must be
carried out with the sole purpose of attracting experienced, qualified and silled
potential employees. It is such an action through which we can acquire the best pool
of candidates and as a result able to hire the finest candidate for our organi!ation.
"rgani!ations should design their recruitment process in such a way that would help
them to attract more nowledgeable candidates and applicants.
#or this purpose management hires $R specialists to design more sophisticated
recruitment and selection process. %owadays organi!ations are using many
recruitment and selection processes, broadly they are&
' Internal recruitment ( seeing candidates within the organi!ation and we can get
them by three sources(promotions, transfers and re employment of ex( employees.
' )xternal recruitment ( in which we see candidates outside the organi!ation and we
can get them by number of sources lie advertisement, employment agencies,
educational institutions, recommendations, online , college recruitment, job fair etc.
*ith the advancement in technology recruitment process is also becoming more
classy, refined and sophisticated. %ow organi!ations use international networ i.e.
I%T)R%)T to hire potential and prospective applicants. Recruiting staff is some what
complicated and time consuming process, where an inappropriate recruitment choice
can lead to shattered costs, dissatisfied clients and discontented colleagues. #ollowing
are the ey drivers of e(recruitment&
'+ut down the recruitment costs.
' )xpanding the selection pool.
' )scalating the speed of time to hire.
' #lexibility for candidates.
' Intensification of the employer brand
As awareness about internet is increasing, companies are now accepting applications
through email. The organi!ations have developed their own websites by which people
can apply online by completing a form. *e are living in ,-st century there are number
of methods to do the business. In today.s rapidly changing environment, where
everything is uncertain and everyone wants the things to be done in most effective and
quicly basis so that they can have a pace with rest of the world.
/ob seeers use recruitment websites or electronic recruitment 0e(recruitment1
services to collect job related information and post their resumes or +2s on online
with the help of Internet technology. /ob seeers can send their applications by
electronic means to large databases that can be browsed by recruiters and head
hunters. "nline hiring reduces application costs for applicants by allowing them to
directly put forward application stuff online.
It provides candidates with the opportunity to apply in national and international
companies sitting at their home 3+ in just single clic. In Asiancompanies use both
conventional and non(conventional methods to hire qualified people but here trend of
online recruitment is also growing. 4ue to its comparatively low costs e(recruitment
has become a more powerful and important tool in the current economic environment.
"ne of the famous and well(nown recruiting agencies in Asian is jobsdb.com, +areer
times and Recruit. /obsdb.com includes approximately, 5-,677 leading companies
post jobs here. It is the leading /ob portal by all metrics where -,897,7,6
professionals are registered. And there are --9 : job openings daily. "ver, ;.85
<illion /ob applicants processed and 8.; <illion =nique 2isitors are recorded each
year.
This study aims to conduct a survey which will help us to now how employees
perceive about online recruitment in Asia.s scenario. *hat ind of barriers, factors
and methods employees consider and face while applying online.
>iterature Review
Recruitment includes those practices carried out by the organi!ation with the primary
purpose of identifying and attracting potential employees 0?reaugh @ Atare, ,9991.
The internet first came out as a hiring tool in the mid(-BB9s and was hailed by the
popular media as the driver behind a Crecruiting revolutionD due to the benefits it
could bring to recruiters 0?oydell, ,99,1.
The term online recruitment, e(recruiting, cyber recruiting or internet recruiting
indicates the formal sourcing of online job information. The first reference to online
recruitment appears in the articles of mid -B;9.s 0Eenter, -B;- and +asper, -B;61,
while systematic reference to the online recruitmentin the human resource journals
begins almost a decade later, in the mid -BB9s, when IT companies and universities
begin to use internet extensively 0Ealanai ), ,99,1.
It was expected that the recruitment agencies. Cfuture is on the netD 0)dgeley, -BB61
and that the internet had brought Cradical change to corporate recruitingD 0+appelli,
,99-1. "nline recruitment has really grown swiftly over the past ten years and is now
extensively used by both recruiters and job seeers all over the world. The popularity
of corporation web sites surely cannot be deprived of with one study in the =AA
reporting that ;;F of Elobal 699 +orporations having employment sections to their
company web sites 0>ievens and $arris, ,9951. #urther, another =A survey found that
across B larger American companies, -G percent of all subsequent hires originally
applied through the company.s Internet recruitment sites 0<aher and Ailverman,
,99,1.
<ethodology
*e used survey methodology and comprehensive questionnaire from C#uture of
online recruitment in IndiaD 0Roy ,99B1. The questionnaire contains mainly closed
ended questions which are either of scale or raning type. The questionnaire was
divided into six parts, first part contains three questions asing the respondents about
the importance of online recruitment in Hes or %o form, second part was composed of
five statements and respondents were ased to evaluate the online recruitment on
>iert scale. The next part was about the consideration of factors that the respondents
consider while selecting an online recruitment method and this part was composed of
six items. >iert scale was used in this part also. The next part loo into the
motivations of respondents to use e(recruitment and it contain six items using >iert
scale. The next part having six items sees to explore the barriers to pursue
recruitment using >iert scale. In the last part respondents were ased to ran the best
source of recruitment according to their order of preference. The sample si!e was of
-,9 randomly selected from the target population. Aimple descriptive were used to
analy!e and interpret responses generated from the target population which was
professionals woring in a reputable firms