SUMMER TRAINING REPORT ON

A STUDY ON TECHNOLOGY ENABLED

RECRUITMENT
Undertaken at
HUB4TECH PORTAL SERVICES PVT. LTD.

Submitted in partial fulfilment of the requirements

for the award of the degree of

MASTER OF BUSINESS ADMINSTRATION

to
Guru Gobind Singh Indraprastha University,Delhi

Under the Guidance of: Submitted by:

Ms. Sanober Khan Bhawna Kanojia
Professor MBA– III SEM
(00518003917)

Session 2017-19

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 TO WHOM IT MAY CONCERN

I BHAWNA KANOJIA , Enrolment No. 00518003917 from MBA-III Semester of the

Delhi Technical Campus, Greater Noida hereby declare that the Summer Training
Report (MS-201) entitled “STUDY ON TECHNOLOGY ENABLED
RECRUITMENT at Hub4Tech Portal Services Pvt. Ltd." is an original work and the
same has not been submitted to any other Institute for the award of any other degree.
A presentation of the Summer Training Report was made on_____ and the
suggestions as approved by the faculty were duly incorporated.

Date: Signature of the Student

Certified that the Summer Training Report submitted in partial fulfilment of Master of
Business Administration (MBA) to be awarded by G.G.S.I.P. University, Delhi by
Bhawna Kanojia, Enrolment No. 00518003917 has been completed under my
guidance and is Satisfactory.

Date: Signature of the guide

Ms. Sanober Khan

Designation: Professor

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 ACKNOWLEGEMENT

No work is a single man’s effort. Cooperation, guidance and coordination are required
at various levels for the successful completion of a project.

I take this opportunity to express my gratitude to all those people who have been
instrumental I succeed completion of this project. I extent my sincere thanks to our
faculty guide MS. SANOBER KHAN who helped me in all possible ways and
constantly encouraged throughout the project. I also thanks for her valuable guidance,
support and feedback. Her guidance enriched my knowledge tremendously.

I am also thankful to my family and friends for constantly motivating me to complete

the project and providing me an environment which enhanced my knowledge.

BHAWNA KANOJIA

MBA – III SEM

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 EXECUTIVE SUMMARY

In the area of HR functions such as recruiting, training and performance management

these functional areas have been changed via technology impact. In human resources
has been significantly impacted by technology is in the area of recruiting. Before
introduction of Internet, HR recruiters had to rely on print publications, such as
newspapers, to post jobs and get prospects for open positions. Other methods such as
networking also used, but HR recruiters did not have the ability to post a job in one or
more locations and have millions of people see it all at once. In this era it is possible
though technology has made recruiting more efficient and, in the hands of the right
recruiter, more use very effectively to draw the best possible solutions

Finding the right applicant for any job takes time and money. It include analyzing the
requirements of a job, attracting employees to that job, screening and selecting
applicants, hiring, and integrating the new employee into the organization and
recruitment process has been transformed by new technologies which are making tit
streamlined, faster, and efficient. To understand this concept in detail main objectives
were and those are, to perceive the impact of technology in the recruitment process at
Hub4Tech Portal Services Pvt. Ltd. and to identify and understand the effectiveness
of H4Talentcrm at Hub4tech Portal services.

A detailed and exhaustive exploratory research is done over the net through relevant
websites to understand the current trends in the recruitment and what its impact is.
Also a statistical research has been done with the help of a questionnaire, as a tool for
the extraction of the effectiveness of the technology i.e. HR software-H4 TalentCRM
at the given organization. The questionnaire was attempted by the Human resource
department of the organization. So the research was done using both primary and
secondary data, primary data was collected from 15 employees.

The answered questions in the questionnaire were then analyzed, to define in a

capsule, it was more of an observation to find the effectiveness of technology in
recruitment with the help of an HR software. The research results were obtained from
percentage method.

From the interpretation and analysis, came to a conclusion that world of HR

recruitment is continually improving with technology, especially its impact on daily

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task of a recruiter. Technology has enhanced the performance and speed with which
the hiring process is implemented. It has been also revealed that it saves cost and time
of recruitment process and has eliminated biasness for individuals as Artificial
intelligence is being used.

This study may not have enabled a complete coverage of all articles and reports in the
Recruitment and Technology. Yet, based on the chosen research methodology, it
seems reasonable to assume that the review process covered a large share of the
studies available.

According to me there is a positive impact of technology on recruitment and this is

not the end more technology transformation is yet to come.

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 CONTENTS

S. No Topic Page No.

1. Introduction 09
-Objective of the study 26
-Profile of the company
27
2. Literature Review 33

3. Research Methodology 36

4. Data reduction, presentation and Analysis 40

5. Data Interpretation 56

6. Summary and Conclusion 59

7. Bibliography 63

8 Appendices

-Questionnaire 65
-List of tables
69
-List of figures
70

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 CHAPTER -1

INTRODUCTION

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TECHNOLOGY ENABLED RECRUITMENT-

INTRODUCTION

1.1 MEANING OF CONCEPT

The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the calibre of the people working
there in. Without positive and creative contributions from people, organizations
cannot progress and prosper. In order to achieve the goals or the activities of an
organization, therefore, they need to recruit people with requisite skills, qualifications
and experience. People are integral part of any organization today. No organization
can run without its human resources. In today’s highly complex and competitive
situation, choice of right person at the right place has far reaching implications for an
organization’s functioning. Employee well selected and well placed would not only
contribute to the efficient running of the organization but offer significant potential
for future replacement. Recruitment comes at this point of time in the picture.
Recruitment is a strategic function for HR department.

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs, from among whom the
right people can be selected.

A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought and
ends when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”.

According to Edwin B. Flippo, “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organisation”. Recruitment is the activity that links the employers and the job seekers.
A few definitions of recruitment are:

 A process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications

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 are submitted. The result is a pool of applications from which new employees
are selected.
 It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process. Recruitment is a continuous
process whereby the firm attempts to develop a pool of qualified applicants for the
future human resources needs even though specific vacancies do not exist. Usually,
the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

FACTORS AFFECTING RECRUITMENT

We have Internal Factors as well as External Factors that influence the recruitment
process

FACTORS
AFFECTING
RECRUITMENT

INTERNAL EXTERNAL
FACTORS FACTORS

SIZE OF RECRUITING IMAGE OF DEMOGRaphic legal

IMAGE OF JOB labour market unemployement labour laws competitors
ORGANIZATION POILCY ORGANIZATION factor consideration

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INTERNAL FACTORS

Organizations have control over the internal factors that affect their recruitment
functions. The internal factors are –

 Size of Organization

The size of the organization is one of the most important factors affecting the
recruitment process. To expand the business, recruitment planning is mandatory for
hiring more resources, which will be handling the future operations.

 Recruiting Policy

Recruitment policy of an organization, i.e., hiring from internal or external sources of

organization is also a factor, which affects the recruitment process. It specifies the
objectives of the recruitment and provides a framework for the implementation of
recruitment programs.

 Image of Organization

Organizations having a good positive image in the market can easily attract competent
resources. Maintaining good public relations, providing public services, etc.,
definitely helps an organization in enhancing its reputation in the market, and thereby
attract the best possible resources.

 Image of Job

Just like the image of organization, the image of a job plays a critical role in
recruitment. Jobs having a positive image in terms of better remuneration,
promotions, recognition, good work environment with career development
opportunities are considered to be the characteristics to attract qualified candidates.

EXTERNAL FACTORS

External factors are those that cannot be controlled by an organization. The external
factors that affect the recruitment process include the following −

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 Demographic factors

Demographic factors are related to the attributes of potential employees such

as their age, religion, literacy level, gender, occupation, economic status, etc.

 Labour market

Labour market controls the demand and supply of labor. For example, if the
supply of people having a specific skill is less than the demand, then the hiring
will need more efforts. On the other hand, if the demand is less than the
supply, the hiring will be relative easier.

 Unemployment rate

If the unemployment rate is high in a specific area, hiring of resources will be

simple and easier, as the number of applicants is very high. In contrast, if the
unemployment rate is low, then recruiting tends to be very difficult due to less
number of resources.

 Labour laws

Labour laws reflect the social and political environment of a market, which are
created by the central and state governments. These laws dictate the
compensation, working environment, safety and health regulations, etc., for
different types of employments. As the government changes, the laws to
change.

 Legal considerations

Job reservations for different castes such as STs, SCs, and OBCs are best
examples of legal considerations. These considerations, passed by
government, will have a positive or negative impact on the recruitment
policies of the organizations.

 Competitors

When organizations in the same industry are competing for the best qualified
resources, there is a need to analyse the competition and offer the resources
packages that are best in terms of industry standards.

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RECRUITMENT PROCESS

Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging
and conducting interviews and finally selecting the right candidates.

Planning Recruitment: planning is the first step of the recruitment process, where
the vacant positions are analysed and described. It includes job specifications and its
nature, experience, qualifications and skills required for the job, etc. A structured
recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a
capability to take the responsibilities required to achieve the objectives of the
organization.

Identifying Vacancy: The first and foremost process of recruitment plan is identifying
the vacancy. This process begins with receiving the requisition for recruitments from
different department of the organization to the HR Department, which contains:

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain

whether the position is required or not, permanent or temporary, full-time or part-
time, etc. These parameters should be evaluated before commencing recruitment.
Proper identifying, planning and evaluating leads to hiring of the right resource for the
team and the organization.

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Job Analysis: Job analysis is a process of identifying, analysing, and determining the
duties, responsibilities, skills, abilities, and work environment of a specific job. These
factors help in identifying what a job demands and what an employee must possess in
performing a job productively. Job analysis helps in understanding what tasks are
important and how to perform them. Its purpose is to establish and document the job
relatedness of employment procedures such as selection, training, compensation, and
performance appraisal. The following steps are important in analysing a job:

 Recording and collecting job information

 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the job .
 The immediate products of job analysis are job descriptions and job
specifications.

Job Evaluation: Job evaluation is a comparative process of analysing, assessing, and

determining the relative value/worth of a job in relation to the other jobs in an
organization. The main objective of job evaluation is to analyse and determine which
job commands how much pay. There are several methods such as job grading, job
classifications, job ranking, etc., which are involved in job evaluation. Job evaluation
forms the basis for salary and wage negotiations.

Recruitment Strategy: Recruitment strategy is the second step of the recruitment

process, where a strategy is prepared for hiring the resources. After completing the
preparation of job descriptions and job specifications, the next step is to decide which
strategy to adopt for recruiting the potential candidates for the organization. While
preparing a recruitment strategy, the HR team considers the following points:

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources

The development of a recruitment strategy is a long process, but having a right

strategy is mandatory to attract the right candidates. The steps involved in developing
a recruitment strategy include:

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  Setting up a board team
 Analysing HR strategy
 Collection of available data
 Analysing the collected data
 Setting the recruitment strategy

Searching the Right Candidates: Searching is the process of recruitment where the
resources are sourced depending upon the requirement of the job. After the
recruitment strategy is done, the searching of candidates will be initialized. This
process consists of two steps:

Source activation: Once the line manager verifies and permits the existence of the
vacancy, the search for candidate starts.

Selling: Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates. Searching involves attracting the job
seekers to the vacancies.

Screening: The screening means to shortlist the applications of the candidates for
further selection process. Although, the screening is considered as the starting point of
selection but is integral to the recruitment process. This is because the selection
process begins only after the applications are scrutinized and shortlisted on the basis
of job requirements. The purpose of recruitment here is to remove those applications
at an early stage which clearly seems to be unqualified for the job.

Evaluation and Control: Evaluation and control is the last stage in the process of
recruitment. In this process, the effectiveness and the validity of the process and
methods are assessed. Recruitment is a costly process; hence it is important that the
performance of the recruitment process is thoroughly evaluated. The costs incurred in
the recruitment process are to be evaluated and controlled effectively. These include
the following:

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  Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e.,
agency fees.
 Administrative expenses and Recruitment overheads.
 Overtime and Outstanding costs, while the vacancies remain unfilled.
 Cost incurred in recruiting suitable candidates for the final selection process.
 Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment:

1. Promotions: The promotion policy is followed as a motivational technique for the

employees who work hard and show good performance. Promotion results in
enhancements in pay, position, responsibility and authority. The important
requirement for implementation of the promotion policy is that the terms, conditions,
rules and regulations should be well-defined.

2. Retirements: The retired employees may be given the extension in their service in
case of non-availability of suitable candidates for the post.

3. Former employees: Former employees who had performed well during their tenure
may be called back, and higher wages and incentives can be paid to them.

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4. Transfer: Employees may be transferred from one department to another wherever
the post becomes vacant.

5. Internal advertisement: The existing employees may be interested in taking up the

vacant jobs. As they are working in the company since long time, they know about the
specification and description of the vacant job. For their benefit, the advertisement
within the company is circulated so that the employees will be intimated.

Benefits of Internal Sources of Recruitment:

 The existing employees get motivated.

 Cost is saved as there is no need to give advertisements about the vacancy.
 It builds loyalty among employees towards the organization.
 Training cost is saved as the employees already know about the nature of job
to be performed.
 It is a reliable and easy process.

Limitations of Internal Sources of Recruitment:

 Young people with the knowledge of modem technology and innovative ideas
do not get the chance.
 The performance of the existing employees may not be as efficient as before.
 It brings the morale down of employees who do not get promotion or selected.
 It may leads to encouragement to favouritism.
 It may not be always in the good interest of the organization.

External Sources of Recruitment:

Press advertisement: A wide choice for selecting the appropriate candidate for the
post is available through this source. It gives publicity to the vacant posts and the
details about the job in the form of job description and job specification are made
available to public in general.

Campus interviews: It is the best possible method for companies to select students
from various educational institutions. It is easy and economical. The company
officials personally visit various institutes and select students eligible for a particular
post through interviews. Students get a good opportunity to prove themselves and get
selected for a good job.

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Placement agencies: A databank of candidates is sent to organizations for their
selection purpose and agencies get commission in return.

Employment exchange: People register themselves with government employment

exchanges with their personal details. According to the needs and request of the
organization, the candidates are sent for interviews.

Walk in interviews: These interviews are declared by companies on the specific day
and time and conducted for selection.

Benefits of External Sources of Recruitment:

 New talents get the opportunity.

 The best selection is possible as a large number of candidates apply for the
job.
 In case of unavailability of suitable candidates within the organization, it is
better to select them from outside sources.

Limitations of External Sources of Recruitment:

 Skilled and ambitious employees may switch the job more frequently.
 It gives a sense of insecurity among the existing candidates.
 It increases the cost as advertisement is to be given through press and training
facilities to be provided for new candidates.

TRADITIONAL MODE OF RECRUITMENT

In the old versions, recruiters used to go behind candidates in certain areas, where
candidates are more prone to look for jobs. Some examples are listing pages and job
sectors in newspapers. Furthermore, some time ago, active candidates were defined as
the major source for some new hiring. Employees with a minimum of 10 to 20 years
of working experience in the same company, will be given the opportunity to choose
some futuristic candidates for the companies they can even ask anyone in their family
or friends to come and opt for the job. Due to the bulk amount of potential candidates,
who are just willing to start their careers or pros, recruiters have to work on job
openings into places for hunting candidates. And it is an undeniable fact that
newspaper advertisements are quite expensive. But, you can be easily guaranteed to

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Receive some qualified candidates for your recent job openings, around here before
the advancement of technology recruitment was done via different ways like,

Newspapers: Newspapers are among the oldest methods of communicating about

vacancies to people. They are read by a major segment of people even today.

Local Employment Office: Postings vacancies at local employment offices is an

effective way and they usually operate a wide networked database, training
programmes for candidates, financial support hiring programmes for further
assistance.

Internal hiring: It is a time tested method and one of the easiest methods to hire right
person for the job. The team knows the existing employees and their potential,
working styles, background, and performance. Hence internal hiring works well.

Temporary Employment Agencies: Temporary Employment Agencies are one of

the most used methods for short listing candidates and finding people who suit the
organization’s preference and experience requirements.

Cold callings: In personal selling, Cold Calling is the processing of approaching

prospective clients, typically via telephone, who have not agreed to such an
interaction. The word "cold" is used because the person receiving the call is not
expecting the call or has not specifically asked to be contacted by the sales person. It
is often very frustrating and difficult for those making cold calls because they are
often rebuffed, hung-up on and rejected by those receiving the calls.

Head hunting: Headhunting refers to a proactive targeted process whereby a recruiter

targets a particular market or a group of companies, identifies appropriate potential
candidates in those companies and then approaches them directly to hopefully get
their interest in the position.

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TECHNOLOGY ENABLED RECRUITMENT

In the face of a new era of downsizing, garnering of qualified workforce remains a

key organizational goal. A commonly held view among the human resource managers
is that the human resources are the most important assets of an organization and that
they offer the only non-imitative competitive edge. As the point of entry, the process
of recruitment of employees plays a crucial role in enhancing the success and survival
of the organization in the extremely competitive and turbulent business environment.
Human Resource is also witnessing the all-encompassing impact of this game-
changing technology. The recruitment process typically involves these stages:

 Sourcing candidates and data

 Attracting candidates

 Assessing candidates

 Skills test

 Tracking candidates and on-boarding

The latest advances in technology have impacted on each stage of process of

recruitment of employees. Here are few tech solutions to use in HR recruitment:

Social media: Social media recruiting is an HR strategy to better attract active and
passive job candidates. Firms create a presence on social media sites like facebook ,
LinkedIn, Instagram and many more to bolster their brand and interest people in
applying for jobs. Talented people who are more engaged on sites that fill both social
media and professional needs.

Social media isn’t just a great tool for advertising your vacancies; it’s also a tool that
some employers use to screen candidates. When you assess a candidate’s application,
you can review their skills, previous experience and personal qualities. However, you
can’t check for alignment with your company culture and values. This is where the
social media check comes in.

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Job portals: Job Portals or job boards are sites where you can advertise jobs and
search for resumes. They are an integral part of almost every hiring process and using
them effectively will translate into qualified candidates for relatively low costs. It is a
platform that joins recruiters and the job seekers to complete their goals and
requirements. Recruiters look for a right candidate who has the right qualification to
handle the responsibilities efficiently. On the other hand, job seekers want a job where
they can apply their skills and knowledge to grow their professional career. Sending
job applications through employment portals is a quicker way to get the right
candidate

Mobile platform: Mobile recruiting is the process of searching for talented

candidates with the assistance of mobile job descriptions, mobile career site and
mobile recruitment applications. With the help of mobile recruiting, hiring managers
can effortlessly direct their recruitment process on-the-go using a mobile device by
posting internal feedback, communicating with the candidates and scheduling
interviews.

Recruitment software: HR software has traditionally been thought of as a way to

manage the HR functions and employees of a business. As the technology developed
and HR functions changed, there was a need to develop software that handled the
process of recruitment and hiring. The changing face of business and the way that
companies are hiring has meant that recruitment software is now more valuable than
ever before. Having the right recruitment software can change the way you recruit,
save you time and money during the recruiting process, and most importantly, ensure
that you are hiring the best people. It may even be fair to say that recruitment software
has become a vital aspect of the HR function especially during the past few years
when many countries have been struggling through a global recession. Attracting,
recruiting and retaining the right people have become the key to productivity and
growth for many businesses.

Talent CRM: The basic concept of Talent CRM is to establish relationships with
passive and target candidates. The Talent CRM will help recruiters manage marketing
content including job descriptions, photos, videos or any other media that optimizes
recruiting.

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Effective Talent CRM will also help in offering localized content based on the target
audience. The recruiting landscape continues to evolve with the best candidates facing
multiple options. The fusion between recruiting and marketing has been incredible.
Leaders are companies big and small are focused on their employer brand and looking
to attract passive candidates online. Social recruiting and other hot trends like
employer branding, talent communities, recruitment videos, and mobile engagement
leave no doubts that online recruitment is more of a digital marketing initiative now
than ever before.

Artificial intelligence in recruitment: AI for recruiting represents a boon for

recruiters if it can successfully automate time-consuming, repetitive tasks such as
screening resumes or scheduling interviews with candidates. The best AI-powered
technology will be designed to not only automate a part of your workflow but to
integrate seamlessly with your current recruiting stack so it doesn’t disrupt your
workflow. As a bonus, speeding up these parts of recruiting through automation
reduces time-to-hire, which means you’ll be less likely to lose the best talent to faster
moving competitors. AI for recruiting is the application of artificial intelligence to the
recruitment function that is designed to streamline or automate some part of the
recruiting workflow, especially repetitive high-volume tasks. The main benefits of
using AI include saving recruiters’ time by automating high-volume tasks and
improving quality of hire through standardized job matching. The innovations in AI
for recruiting are intelligent screening software that automates resume screening,
recruiter chat bots that engage candidates in real-time and digitized interviews that
help assess a candidate’s fit.

Resume Databases and Applicant Tracking Technology: Most organizations now

use resume databases to help streamline their recruiting and selection process.
Resume databases can include installable and web-enabled software. Applications are
sent directly to the resume database, and companies run queries to find applicants
qualified for job openings. Queries can include a variety of specified requirements,
such as salary expectations, keywords, and educational requirements and when the
resume was submitted to narrow their search.

Resume databases are useful because they save all resumes and applications for each
job opening, allowing companies to track information from candidates who have

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submitted their information. In most cases, this type of software allows an
organization to set up interviews with template emails, schedule interview dates and
times, and also send template emails to all candidates who applied but were not
selected for the job opening. This saves time and money by not having to manually
review and track resumes.

EFFECTIVENESS OF TECHNOLOGY IN RECRUITMENT

1. Improves recruiter’s productivity:

By using traditional recruitment methods, recruiter is often confined to the office and
must have access to a computer or paperwork. Using online recruitment software can
improve a recruiter’s productivity immensely. Recruitment software often includes
cloud technology that allows users to connect using their mobile devices on the go –
recruiters can effectively work from anywhere.

2. Improves social reach:

Social reach is hugely important in recruitment today. Using technology in

recruitment can allow you to connect to social media platforms such as Facebook and
Twitter, and reach a wider array of potential candidates. Most recruitment software
programs will include social media integration options that you can link to your social
media profile.

3. Saves time performing tedious tasks:

There are many tedious tasks to perform when recruiting – filling out paperwork and
filling out forms etc. Technology can effectively speed up the whole process and
reduce the time taken to complete these monotonous, time-consuming tasks.

4. Improves communication times and efficiency:

When recruiting, it is important to have quick respond times and to communicate

effectively with your own team, and with potential candidates. Different type of HR
software provides some fantastic tools for communication and can allow you to
automate things such as response emails. By using recruitment software, you can
greatly improve your channels of communication and keep candidates in the loop.

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6. Provides automation to the recruiting process:

This is another main benefit – online recruitment can remove the manual aspect of
recruiting. A wide range of different tasks can be automated and even schedule for
certain times or dates. This automation gives an extra degree of control and allows
you to turn attentions to other aspects such as holding in-depth interviews and
reviewing the short list of candidates we have.

7. Allows recruiters to find better candidates:

This is obviously one of the main benefits of using any recruitment technology. One
can basically find better-suited candidates and not have to waste time with non-
starters. It provides an advanced set of tools that can be used to tailor your recruitment
searches and find exactly the type of candidates are required with minimal effort.

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1.2 OBJECTIVES OF THE STUDY

1. To study and understand the concept of recruitment.

2. To perceive the impact of technology in the recruitment process at Hub4Tech

Portal Services Pvt. Ltd.

3. To identify and understand the effectiveness of H4Talentcrm at Hub4tech Portal

services.

1.3 SCOPE OF STUDY

The present research is confined to study the concept of recruitment and the
technologies used in recruitment followed at Hub4Tech Portal Services Pvt. Ltd. The
study reveals the impact of technology on recruitment and how technology is helping
the recruiters at the respective organization. Further, the outcomes of the study would
help recruiters to make use of appropriate technology to achieve efficient and
effective performance. For this purpose secondary data from published sources and
the recruiters at the organization were collected since three months.

1.4 AREA OF STUDY

The area of study is Human Resource department of a HR Tech company named

“Hub4Tech Portal Services Pvt. Ltd” Located in Noida, where the main focus was on
the recruitment team.

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1.5 COMPANY PROFILE

Hub4tech Portal services Pvt. Ltd. was established in 2015, it was founded by Mr.
Piyush Gupta and co- founder Mr. Lokesh Tayal.

This company provides an online platform for the learners and the recruiters. It helps
in Transforming Learning and Hiring through Assessment, Real Time Analytics and
Artificial Intelligence.

VISION & MISSION

To become the preferred HR automation Talent CRM SaaS and to be recognized as an

impactful, innovative and efficient HRtech consultancy.

To change the perception of recruitment by developing ourselves to the happiness of

our clients, candidates and staff.

COMPANY’S MILESTONES

2015: Launched Hub4Tech Training Platform in June 2015.

2016: Created 500+ Practice Tests and Training Content, 360000+ Students visited
Hub4Tech Platform in Last 18 months.

2017: Acquired Customers for Corporate Training, 570000+ Students visited

Hub4Tech Platform, Started Development of our B2B HRTech Platform h4
TalentCRM and our B2C EduTech Platform h4 ExamMATE, .

2018: Started Hiring Services, Acquired more Corporate Customers for Training and
Hiring Services, 620000+ Students visited Hub4Tech Platform till August 2018,
Launched our B2B HRTech Platform h4 TalentCRM in April 2018, Launched our
B2C EduTech Platform h4 ExamMATE in June 2018.

COMPANY’S AWARDS:

Hub4tech is one of the top 5 Emerging Technologies Training Company in 2016.

27
COMPANY’S SERVICES

Hub4Tech Portal Services Pvt. Ltd. focuses in serves three services and those are:

 Hiring consultancy
 Corporate training
 Freelance consultant

It also provides Certificate Training Programs such as:

 IOT full stack

 Data Science
 Machine learning
 Artificial Intelligence
 Cloud computing & AWS
 Robotics process automation

COMPANY’S PRODUCT

Hub4Tech portal services Pvt. Ltd. has two products dealing in HR and Learning.

H4 TalentCRM

It is a Cloud based SaaS HR Transformation Product using Assessment, Analytics and

Artificial Intelligence. This helps in making Faster and Effective way to Attract,
Assess, Recruit, Training and Engage Talent.

H4 ExamMate

Personalised exam practice, online exam Builder tool using assessment, analytics and
artificial intelligence.

It helps Students to Score Higher in Exams, Tutors & Parents to Conduct Online
Exams and Digitization of Education Institutes Process.

28
COMPANY’S CLIENTS

 TRIANZ
 INDIAMART
 BARCO
 DLT Labs
 BARC ( Broadcast Audience Research council India)
 NIIT technologies

LOCATION:

Hub4Tech P. Services Pvt. Ltd.

Address: A-82,
3rd Floor,
Sector – 63,
Noida,
Uttar Pradesh 201301

Contact No. 8048130411

EMAIL ADDRESS: Email id: sales@h4talentcrm.com

Company’s website: https://www.hub4tech.com/

29
1.6 USE OF TECHNOLOGY AT HUB4TECH PORTAL SERVICES PVT.
LTD.

Hub4tech Portal Services Pvt. Ltd. is a HR tech and Ed tech company which utilizes
technology in recruitment process. The HR department of the company uses social
media like LinkedIn and facebook, job portals like monster.com and most
importantly the they use H4 TalentCRM, it aims at disrupting traditional way of
recruiting, On-Board Trading, L&D and Employee Engagement. It is a cloud based
SaaS HR Transformation product using Assessment, Analytics and Artificial
Intelligence which makes Faster and Effective way to Attract, Assess, Recruit,
Training and Engage Talent.

H4 TalentCRM help HR in different functions as it consists of six products and those

are:

ASSESSMENT

AUTOMATE
PAYROLL RECRUIT
PROCESS

H4TALENTCRM

TRAINING HR BOT

30
1. ASSESSMENT

H4TalentCRM provides integrated system of assessment platform and proctoring.

Online tests in technology sales, customer support, domain, psychometric and
aptitude.

 Create assessment: 500+ pre built tests, technology tests, psychometric tests,
aptitude tests, and coding ground.
 Answer key: pre built answer key.
 Assign to candidate: assign test to candidates in there dashboards.
 Proctoring and analytics: remote authentication services, remote monitoring
services, typing test, analytics and dashboards.

2. RECRUIT

Integrated system of assessment, applicant tracking software, real time analytics and
pre- interview BOT, which helps in faster, effective way to assess and hire best talent.

 Applicant tracking system: powerful ATS and recruiting software, tracking

applicants and interviews faster and effectively.
 Online Assessment: measure applicants on psychometric, aptitude, technical
& job specific skills through our assessment engine and coding ground.
 Video & BOT Pre- interview: pre-interview through our integrated video and
BOT anywhere anytime, reduce time to filter mass applicants.

FEATURES OF RECRUIT

Source: H4talentcrm helps in better sourcing via pre- assessed resources , careers site,
referrals, job portal and social media.

Assess: It provides recruiters to Create Assessment, Free 500+ Pre-built Assessment

Tests, and Assign Assessment to Candidate, Candidate Dashboard, Candidate
Assessment Summary Report, Psychometric Test, Aptitude Tests, Functional Skills
Tests, Coding Ground, Pre-Interview BOT AND Pre-Video Interview.

Hire: It also helps recruiter in Interview Schedule, Selection, Offer Letter and Joining.

31
3. HR BOT

It empowers, engage and motivate people through On-demand Conversation,

transparent and Accurate Information, which helps employee HR related queries
resolution by BOT.

FEATURES OF HR BOT

 Activate chat BOT

 Assign to employees
 Analytics and dashboard
 Analyze and optimize

4. TRAINING

Provides Integrated System of On-board Training BOT, Up Skill Training Needs

Assessment, LMS and Real Time Analytics.

FEATURES OF TRAINING

 on –boarding training BOT

 Identify training needs
 LMS
 Post training assessment

5. AUTOMATE PAYROLL PROCESS

Payroll is the sum total of all compensation a business must pay to its employees for a
set period of time or on a given date. It is usually managed by human resources
department of a company H4TalentCRM provides Integrated System of Payroll,
Attendance, Leave, Expenses and Appraisal which results in effective and efficient
work by HR Depts.

FEATURES OF AUTOMATE PAYROLL

 Payroll
 Attendance & leave
 Expense management
 Assessment for appraisal

32
 CHAPTER – 2

LITERATURE REVIEW

33
The world of recruitment is undergoing rapid transformation. Mass adoption of new
tools and technologies has made the recruitment process data rich, cost saving, easy
and simple.

The review of literature is conducted to analyze the impact of technology

advancement in recruitment in an organization. The books and articles of various
authors are referred to find out the kind of trends and technology which are used in
recruitment and how does it help in recruiting. The research has searched many books
on recruitment with technology or e-recruitment, to collect the literature about the
technology enabled recruitment. The information collected was confined to the
journals published about the human resource management. The review of literature
helped the research to conduct the survey in better and extensive manner. It should
also help the research for finding and getting deeper into the topic.

E-recruitment is the use of internet to attract high quality candidates, screening of

suitable profiles, streamlining the application and selection process. Internet has made
an impact on the human resource arena. E-recruitment enables the firm toperform the
tasks in speed and improves the process (Tong and Sivanand, 2005). One of the
outcomes of the growth of E-recruitment technologies has been that applying for jobs
has become simpler and more streamlined. E-recruitment emerges as a handy and
advantageous method over traditional methods of recruitment (Tong and Sivanand
2005)

In the area of HR functions such as recruiting, training and performance management

these functional areas have been changed via technology impact. In human resources
has been significantly impacted by technology is in the area of recruiting. Before
introduction of Internet, HR recruiters had to rely on print publications, such as
newspapers, to post jobs and get prospects for open positions. Other methods such as
networking also used, but HR recruiters did not have the ability to post a job in one or
more locations and have millions of people see it all at once. In this era it is possible
though technology has made recruiting more efficient and, in the hands of the right
recruiter, more use very effectively to draw the best possible solutions. (Nishad
Nawaz 2014) The empirical research work explained that the human resource
information systems is useful in HR processes and also acts as a strategic tool for
organizational development.

34
The recent recruiting technology works by collecting a bunch of potential recruits and
chopping off those who don't meet certain qualifications, or don't use certain
buzzwords in their resumes and cover letters of the applicants (Adam Vaccaro 2014).
Automating the Recruitment Processes acquiring the best talent involves the planning,
sourcing, assessing, hiring and on-boarding of top talent and helps companies in
implementing the best practices of recruitment and hiring the best talent available in
the market (Tyagi 2012). The automation of HR enhances the professional
development of HR professionals in the organization (Nishad Nawaz and Anjali
2012). In the National Institute for Health Research (NIHR) is considerable variation
in the consent, recruitment and retention rates in publicly funded randomized
controlled trials.(Walters et al. 2017).

A research of (Kapse et al. 2012) explored the advantages and disadvantages of E

recruitment such as wider access and geographical spread, larger audience, greater
chance to find right candidate quicker/with greater effectiveness 24/7 no waiting

for issue dates, quicker and time saving/cost saving relatively cheap, better match of
workers vacancies, efficiency gains, cost saving/saving personnel costs, access
passive jobseekers, reduction of unqualified candidates, more opportunities for
smaller companies in advantage and in the area of disadvantages screening and
checking the skill mapping and authenticity of millions of resumes is a problem and
time consuming exercise for organizations. There is low Internet penetration and no
access and lack of awareness of internet in many locations across India, Organizations
cannot be dependent solely and totally on the online recruitment methods. In India,
the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails. The study of (Ashok Kumar 2014) revealed that perceived usefulness
and perceived ease of use plays an important role in IT adoption. The study is found
that the using of HRIS, Information Technology Recruiters and Human Resources
Executives not consuming time and cost more than other designation.

35
 CHAPTER- 3

RESEARCH METHODOLOGY

36
RESEARCH METHODOLOGY

The research method of the study explains the systematic way of findings to the
predetermined objectives. Moreover this provides the clean path to accomplish and
achieve clear solution for the problem stated. The following are the stages through
which the research has passed to obtain the conclusions.
 Define the research problem
 Design research
 Collection of data
 Analyze data
 Interpret data
 Report the data

3.1 Purpose and Importance of the study.

The answers from the Employees will give the true picture of the effectiveness of
technology in recruitment. Analyzing the recruiter’s answers will help in better
understanding of the study. Thus will help to develop the current system and making
it more effective.

3.2 Objectives of the study

1. To perceive the impact of technology in the recruitment process at Hub4Tech
Portal Services Pvt. Ltd.

2. To identify and understand the effectiveness of H4Talentcrm at Hub4tech Portal

services.

3.3 Research Design

A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. Research design is the conceptual structure within which research is
conducted, constitutes blue print for collection, measurement and analysis of data.
The research design used here is descriptive research design.

37
Descriptive Research design - Descriptive research is also called Statistical Research.
The main goal of this type of research is to describe the data and characteristics about
what is being studied. This allows you to measure the significance of your results on
the overall population you are studying, as well as the changes of your respondent’s
opinions, attitudes, and behaviours over time.

3.4 Methodology

A study is conducted to know how H4talentcrm is helping recruiters in recruitment.

And to know this data is collected through structured questionnaire from the
recruitment team of the company.

3.5 Sample selection

As the objective of the project is to study the technology enabled recruitment at the
company, sample is selected from HR department of Hub4tech portal services pvt.
Ltd.

3.5 Sample size

A total of 15 employees comprising of recruiters, they were selected on random basis
and responses were collected from them.

3.6 Source of data

For the purpose of the study the following sources of data are used.
Primary data: Primary data refers to the collection of first hand data.
Data is collected through
 Questionnaire
 Observations

Questionnaire: Questionnaire is prepared and circulated to the employees to know

their opinion.
Observations: Observations were done during the visits to the organization.

Secondary data: Secondary data refers to the data, which is not newly generated but
rather obtained from.

38
  Published sources.
 Unpolished sources i.e., information about the performance of the company
 Report on the study.
 Review of literature etc.

3.7 Tool used for Interpretation:

Pie charts provide a good visual representation of the data when the categories show
some variation in size.

39
 CHAPTER-4

DATA REDUCTION, PRESENTATION AND ANALYSIS

40
1. What was the most preferably used medium of recruitment before the
technological advancement in the company?

RESPONSES NO. OF RESPONDENT % OF RESPONSES

Newspaper 4 27
Internal hiring 2 13
Employee referral 9 60

Table no. 1: medium of recruitment used before technology advancement

27%

newspaper
internal hiring
employee referral
60%
13%

Figure No. 1. Medium of recruitment used before technology advancement

Analysis and Interpretation

 60% employees said employee referral was the most helpful before the
technological advancement.
 13% employees said internal hiring also turned out to be helpful before the
technological advancement.
 27% employees quoted newspapers was a helpful medium before the
technological advancement.

41
2. Before the launch of H4TalentCRM which tool you used to record data?

RESPONSES NO. OF RESPONDENT % OF RESPONSES

Spreadsheets 9 60
Manual records 4 27
Others 2 13

Table No. 2: Tool used record data before H4talentcrm

13%

Spreadsheets
Manual records
27%
Others
60%

Figure No2. Tool used record data before H4talentcrm

Analysis and Interpretation

 60% employees said spreadsheets was the most helpful before h4talentcrm.
 27% employees said manual records was a medium they used before
h4talentcrm.
 13% employees quoted there were other mediums they used before the
technological advancement.

42
3. with the Technological advancement, which tool made tracking candidates
easy?

RESPONSES NO. OF RESPONDENT % OF RESPONSES

H4 Talent CRM 13 87
Excel Sheets 0 0
Any other 2 1

Table No. 3: Tool made tracking candidates easy

0% 13%

H4 TalentCRM
Excel Sheets
Any other

87%

Figure No. 3 Tool made tracking candidates easy

Analysis and Interpretation

 87% employees say tracking candidates with the help of h4talentcrm tool was
easy for them.
 13% employees say they considered other mediums to track their candidates
even after the technological advancements.

43
4. Do you think H4TalentCRM helps in better screening of candidates?

RESPONSES NO. OF RESPONDENT % OF RESPONSES

Yes 11 73
No 0 0
Maybe 4 27

Table No. 4: Screening of candidates made better

27%

Yes
No
0%
Maybe

73%

Figure No. 4 Screening of candidates made better

Analysis and Interpretation

 73% employees agree with the fact that h4talentcrm helped them in screening
better candidates.
 27% employees are not sure that h4talentcrm helped them in screening better
candidates

44
5. Do you think use of AI in H4talentcrm has increased productivity?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 13 87
No 0 0
Maybe 2 13

Table No. 5 AI has increased productivity in recruitment

13%
0%
Yes
No
Maybe

87%

Figure No. 5 AI has increased productivity in recruitment

Analysis and Interpretation

 87% employees have seen a positive increase in the productivity since they
have been using artificial intelligence in h4talentcrm
 13% employees do not see any positive increase in the productivity since they
have been using artificial intelligence in h4talentcrm.

45
6. Do you need to remind the candidates for their job interview?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 2 13
No 7 47
Sometimes 6 40

Table No. 6: Reminder required for candidates interview

13%

40% Yes
No
Sometimes

47%

Figure No. 6 Reminder required for candidates interview

Analysis and Interpretation

 13% employees felt there was a need to inform the candidates about the
interview at one day prior notice
 47% employees disagreed with the fact that there was a need to inform the
candidates about the interview at one day prior notice.
 40% employees said candidates were to be reminded about interview at one
day prior notice in rare cases.

46
7. Do H4talentcrm help in competency mapping?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 14 93
No 0 0
Maybe 1 7

Table No. 7: H4talentcrm help in competency mapping

0%7%

Yes
No
Maybe

93%

Figure No. 7 H4talentcrm help in competency mapping

Analysis and Interpretation

 93% employees have felt that H4talentcrm helps in competency mapping.

 75% employees don’t feel that it helps in competency mapping

47
8. Is the tool helpful for the candidate also?

REPONSES NO. OF RESPONSES % OF RESPONSES

Yes 9 60
No 0 0
May be 6 40

Table No. 8 Tool helpful for candidate or not

40% Yes
No
60% Maybe

0%

Figure No. 8 Tool helpful for candidate or not

Analysis and Interpretation

 60% employees agree with the fact that this HR software is beneficial for both
recruiters as well as candidates.
 Nobody totally agrees that it is not helpful for the candidates or applicants.
 40% employees are not sure.

48
9. Do H4talentcrm helps in linking job with social media?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 12 80
No 0 0
Maybe 3 20

Table No. 9: Helps in linking jobs with social media

20%
Yes

0%
No

Maybe

80%

Figure No. 9 Helps in linking jobs with social media

Analysis and Interpretation

 80% employees agree with the fact that h4talentcrm helps in linking job with
social media.
 20% employees are not sure about the fact that h4talentcrm helps in linking
job with social media.

49
10. Does H4talentcrm have a feature of pre-assessment of candidates?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 15 100

No 0 0

Table No. 10: Pre- assessment feature for candidates

0%

Yes No

100%

Figure No. 10 Pre- assessment feature for candidates

Analysis and Interpretation

 100% employees agree to the fact that h4talentcrm has a feature which helps
in pre-assessment of candidates.

50
11. Do H4talentcrm helps in eliminating biasness in recruitment of candidates?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 11 73
No 1 7
Maybe 3 20

Table No. 11: Eliminates Biasness in recruitment

20%

7% Yes No Maybe

73%

Figure No. 11: Eliminates Biasness in recruitment

Analysis and Interpretation
 73% employees quoted h4talentcrm helps in eliminating biasness in
recruitment of candidates.
 7% employees disagree with the fact that h4talentcrm helps in eliminating
biasness in recruitment of candidates.
 20% employees are not sure that h4talentcrm helps in eliminating biasness in
recruitment of candidates or not.

51
12. Is talent pool of H4talentcrm enough for sourcing candidates?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 6 40
Sometimes need job 8 53
portals
No 1 7

Table No. 12: Sourcing of candidates with the help of talent pool

40%
7%
Yes

Sometime need job portals

No
53%

Figure No. 12 Sourcing of candidates with the help of talent pool

Analysis and Interpretation

 40% employees quoted the talent pool at h4talentcrm is enough for sourcing
candidates.
 53% employees said they feel cases arise whereby the talent pool is not
enough but they need to source from job portals.
 7% employees disagree with the fact that talent pool at h4talentcrm is enough
for sourcing candidates
.

52
13. Is training session required to understand the working of H4talentcrm?

RESPONSSES NO. OF RESPONSES % OF RESPONSES

Yes, its mandatory 8 53
Not at all 0 0
Not necessarily required 7 47

Table No. 13: Requirement of training to understand H4talentcrm

53%
Yes, It's mandatory
47% Not at all
Not necessarily required

0%

Figure No. 13 Requirement of training to understand H4talentcrm

Analysis and Interpretation

 53% employees quoted that it’s mandatory to provide training about how to
use h4talentcrm
 47% employees feel it’s not necessarily required to provide training to use
h4talentcrm.

53
14. Do you think H4talentcrm is time saving and cost saving?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 12 80
No 2 13
Maybe 1 7

Table No. 14: Does it saves time and cost

7%

13%

Yes
No
Maybe

80%

Figure No. 14 Does it saves time and cost

Analysis and Interpretation

 86% employees quoted h4talentcrm is time saving as well as cost saving at the
same time.
 7% employees disagree with the fact thath4talentcrm is time & cost saving.
 7% employees are not confirm whetherh4talentcrm is time & cost saving or
not.

54
15. Did H4talentcrm made a positive change in recruitment records?

RESPONSES NO. OF RESPONSES % OF RESPONSES

Yes 12 80
No 0 0
Maybe 3 20

Table No. 15 Change in recruitment records

20%

0%
Yes No Maybe

80%

Figure No. 15 Change in recruitment records

Analysis and Interpretation

 86% employees quoted h4talentcrm has made a positive change in recruitment

records.
 20% employees are not sure whether h4talentcrm has really made a positive
change in recruitment records or not.

55
.

CHAPTER-5

DATA INTERPRETAION

56
 60% employees said employee referral was the most helpful before the
technological advancement. 13% employees said internal hiring also turned
out to be helpful before the technological advancement and 27% employees
quoted newspapers was a helpful medium before the technological
advancement. A majority of employees considered employee referrals to be
the most useful medium for recruitment before the technological advancement.
 60% employees said spreadsheets was the most helpful before
h4talentcrm.27% employees said manual records was a medium they used
before h4talentcrm. And 13% employees quoted there were other mediums
they used before the technological advancement. Almost all of employees used
spreadsheets to record data before the launch of h4talentcrm and some of them
used manual records or any used any other convenient medium.
 87% employees say tracking candidates with the help of h4talentcrm tool was
easy for them and 13% employees say they considered other mediums to track
their candidates even after the technological advancements. A majority of the
employees considered h4talentcrm for tracking their candidates as it made
their tasks easy and none of them uses excel sheets to track candidates after
they started using h4 Talent CRM.
 73% employees agree with the fact that h4talentcrm helped them in screening
better candidates.27% employees are not sure that h4talentcrm helped them in
screening better candidates. A majority of the employees agree that
h4talentcrm has helped them get better results in screening candidates.
 87% employees have seen a positive increase in the productivity since they
have been using artificial intelligence in h4talentcrm13% employees do not
see any positive increase in the productivity since they have been using
artificial intelligence in h4talentcrm. A higher percentage of employees have
noticed positive changes in productivity with the help of artificial intelligence
since they have been in h4talentcrm.
 There is a slight difference between the employee’s views over the opinion of
reminding the candidates for their interviews. Half of them say that they don’t
have to remind them and rest say that they don’t have to do so. So the case is
sensitive.

57
 93% employees have felt that H4talentcrm helps in competency mapping. 75%
employees don’t feel that it helps in competency mapping. A higher
percentage of employees feel that technologies like h4talentcrm are helping in
competency mapping.

 Most of the employee agrees that H4talentcrm is not only useful for them but
for candidates or applicants too.

 Almost all of employees feel that h4talentcrm helps in linking job with social
media whereas; some are not sure or aware of this feature in the software.

 Each and every employee agrees to the fact that h4talentcrmhas a feature
which helps in pre-assessment of candidates.

 More than half of the number of employees at h4talentcrm feels there are
situations when they need to source candidates from other job portals.

 Most of employees feel that using h4talentcrmdoes require training session,

can’t be operated without training..

 Almost all of the employees agree that h4talentcrm is time saving as well as
cost saving at the same time.
 A majority of employees feel that h4talentcrm has made a positive change in
recruitment records and others are not sure.

58
 CHAPTER-6

SUMMARY & CONCLUSIONS

59
5.1 Conclusion

The aim of this report is to study the perceived impact of technology in recruitment
from the viewpoint of the HR managers (recruiters). The purpose of this study was to
develop a scale to measure the perceived benefits of H4talentcrm in recruitment
process from the viewpoint of the recruiter at hub4tech portal services pvt.ltd. The
study also reveals that technology like, social media, job portals, HR software, etc.
plays an important rolein the recruitment. Advancement of technology in recruitment
helps organizations to be equipped with competent staff and thus it is linked with
many HR activities of organization. It has proved to be important part of the
recruitment strategy. It can be used to keep track and maintain candidate applications,
mostly among large or small organizations. It has provided some remarkable benefits
in terms of cost and efficiency. In addition to the above discussion, a continuous
improvement in considering the technological issues related to Recruitment is highly
recommended.

The perceived impact of technology enabled recruitment is positive, some of the

benefits of technology in recruitment are:

 According to the research, technology has helped recruiters to manage their

data. There is no problem in data management or maintaining records of the
candidates.

 With the use of social media and HR software the number of quality applicants
for job has been increased.

 Screening of resumes has become an easy task.

 There is wider choice of candidates.

 It results in cost and time saving.

 There is a positive change in the productivity records.

60
  Online testing and Pre- assessments feature has made easy for recruiter to find
right candidate for right job in less amount of time.

 Mobile recruitment technology is easily accessible at anytime and anywhere.

 Artificial intelligence made HR recruiters work so easy with the help of

features like chat BOT, video interviews and analytics reports of assessments.

 Applicant tracking system (ATS) can help to scan resumes and find the best
match; also quantify how many resumes came from job boards versus a
referral or social media source.

 Helps in reducing unconscious biasness between individual candidates.

5.2 Recommendation

Recruitment process is very much crucial to every organization and today this process
has become mostly digitalized because of advancement of technology. According to
the research it is highly recommended to use latest technologies like artificial science,
applicant tracking system cloud based system job portals in recruitment process as it
increases the productivity and helps in finding right person for the right job with less
efforts.

Recruiters in the company should continue to use technologies like H4talentcrm and
job portals to attract, source, screen and shortlist candidates.

61
5.3 Limitations

 The data was collected through questionnaire. The response from the
respondents may not be accurate.
 The sample taken was only 15 and the results drawn may not be
accurate.
 Another difficulty was the very limitation of the time-span of the
project
 Lack of experience of the researcher.
 Collecting information from people during the working hours was
difficult.

62
BIBLIOGRAPHY

63
1. “Human Resource Management: A South- Asian Perspective”, Angelo S. Denisi /
Ricky W. Greffin / Anita Sarkar.

2. Sills, M. (2014). E-recruitment: A comparison with traditional recruitment and the

influences of social media. Helsinki Metropolia University of Applied Sciences,
European Management.

3. Anand J, D. C. (2016). The Impact of E-Recruitment and challenges faced by HR

Professionals. International Journal of Applied Research, 410-413.

4.https://employee-communication.hrtechoutlook.com/cxoinsights/the-growing-
impact-of-technology-on-recruitment-nid-121.html

5.https://www.hrtechnologist.com/articles/recruitment-onboarding/role-of-hr-
technology-in-recruitment/

6.https://www.forbes.com/sites/forbescoachescouncil/2018/08/10/10-ways-artificial-
intelligence-will-change-recruitment-practices/#24d299dd3a2c

64
CHAPTER -7

APPENDICES

65
 QUESTIONNAIRE

1. What was the most preferably used medium of recruitment before the
technological advancement in the company?

o Newspaper
o Internal Hiring
o Employee Referrals

2. Before the launch of H4TalentCRM which tool you used to record data?

o Spreadsheets
o Manual records
o Others

3. With the technological advancement, which tool made tracking candidates

easy?

o H4talentCRM
o Excel Sheets
o Any other

4. Do H4TalentCRM helps in better screening of candidates?

o Yes
o No
o Maybe

5. Do you think use of AI in H4talentcrm has increased productivity?

o Yes
o No
o Maybe

66
6. Do you need to remind the candidates for their job interview?

o Yes
o No
o Sometimes

7. Do H4talentcrm help in competency mapping?

o Yes
o No
o Maybe

8. Is the tool helpful for the candidate also?

o Yes
o No
o Maybe

9. Do H4talentcrm helps in linking job with social media?

o Yes
o No
o Maybe

10. Does H4talentcrm have a feature of pre-assessment of candidates?

o Yes
o No

67
11. Do H4talentcrm helps in eliminating biasness in recruitment of candidates?

o Yes
o No
o Maybe

12. Is talent pool of H4talentcrm is enough for sourcing candidates?

o Yes
o Sometime needs job portals
o No

13. Is training session required to understand the working of H4talentcrm?

o yes, its mandatory

o Not at all
o Not necessarily required

14. Do you think H4talentcrm is time saving and cost saving?

o Yes
o No
o Maybe

15. Did H4talentcrm made a positive change in recruitment records?

o Yes
o No
o Maybe

68
 List of Tables

TABLE NO. TITLE PAGE NO.

1 Medium of recruitment used before 41
technology advancement
2 Tool used record data before 42
H4talentcrm

3 Tool made tracking candidates easy 43

4 Screening of candidates made better 44

5 AI has increased productivity in 45

recruitment
6 Reminder required for candidates 46
interview
7 H4talentcrm help in competency 47
mapping
8 Tool helpful for candidate or not 48

9 Helps in linking jobs with social media 49

10 Pre- assessment feature for candidates 50

11 Eliminates Biasness in recruitment 51

12 Sourcing of candidates with the help of 52

talent pool
13 Requirement of training to understand 53
H4talentcrm
14 Does it saves time and cost 54

15 Change in recruitment records 55

69
 List of figures

FIG. NO. TITLE PAGE NO.

1 Medium of recruitment used before 41
technology advancement
2 Tool used record data before 42
H4talentcrm

3 Tool made tracking candidates easy 43

4 Screening of candidates made better 44

5 AI has increased productivity in 45

recruitment
6 Reminder required for candidates 46
interview
7 H4talentcrm help in competency 47
mapping
8 Tool helpful for candidate or not 48

9 Helps in linking jobs with social media 49

10 Pre- assessment feature for candidates 50

11 Eliminates Biasness in recruitment 51

12 Sourcing of candidates with the help of 52

talent pool
13 Requirement of training to understand 53
H4talentcrm
14 Does it saves time and cost 54

15 Change in recruitment records 55

70
71