A Study On Behavioural Analysis of Jobseekers Towards e Recruitment

International Journal of Trend in Scientific Research and Development (IJTSRD)
Volume 6 Issue 6, September-October 2022 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470
A Study on Behavioural Analysis of

Jobseekers towards e-Recruitment
N. Guru Sai Prasad1, Dr. P. Basaiah2
1
Student, 2Assistant Professor,
1,2
School of Management Studies & JNTU, Anantapur, Andhra Pradesh, India
ABSTRACT How to cite this paper: N. Guru Sai

Today’s Web has fashioned a global market in to e-Commerce Prasad | Dr. P. Basaiah "A Study on
market due to incredible hasty development into users of the Internet. Behavioural Analysis of Jobseekers
Technology has made a tremendous development in job market as towards e-Recruitment" Published in
evident online employment provides an effectual channel to aid the International
Journal of Trend in
toning between job searchers and recruitment purposes. The progress
Scientific Research
of Web technology the last few decades has resulted in its rapidly and Development
amplified use for both hirer and job seekers. Over the last quite a few (ijtsrd), ISSN:
years has altered the way companies‟ conduct of business behavior, 2456-6470,
with the actions of human resource management. Objective is to find Volume-6 | Issue-6, IJTSRD51905
the behavioral intention of job seekers, to examine the demographic October 2022,
variables and challenges faced by jobseekers towards E-recruitment pp.484-496, URL:
in Anantapur. The A data of 178 respondents for Dasari jobs www.ijtsrd.com/papers/ijtsrd51905.pdf
consulting collected in Anantapur. The significant relation between
perceived usefulness and job seeker intention to use E-recruitment Copyright © 2022 by author(s) and
process and also significant relation between perceived case of uses International Journal of Trend in
Scientific Research and Development
and perceived intention. Correlation and Regression Analysis are the
Journal. This is an
tools used to determine behavioral intention, demographic variables Open Access article
and challenges faced by jobseekers. distributed under the
terms of the Creative Commons
Attribution License (CC BY 4.0)
(http://creativecommons.org/licenses/by/4.0)
INTRODUCTION
Today more than ever, college graduates are websites of internet-based companies use the best
increasingly searching websites for e-recruitment design and applications for their web pages to
opportunities, and websites are significant tools of the encourage college graduates to pursue their
job search and recruitment process. The e-recruitment recruitment process in a competitive environment.
websites of internet-based companies use the best Seema 9766 Published by: The Mattingly Publishing
design and applications for their web pages to Co., Inc WadhawanSmrita Sinha (2018) mentioned
encourage college graduates to pursue their that, technology has enabled the organizations to
recruitment process in a competitive environment. search most appropriate and right fit by placing the
Job is an identification of an Individual in the Society. advertisements or job postings on job portals and
Due to the rapid increase in population of the country, social networking sites. These employment portals
there is a short fall in giving jobs to all the citizens of provide a platform to both job applicants to search for
the state. According to the statistics of Government of jobs in various organizations at a time and help
India, up to the September 2018 India had 31 Million organizations to find the most appropriate applicants.
unemployed people. As per the survey of National Dilusha Madushanka Liyanage & Bandula Lanka
Statistical Office (NSO) in March 2019, India’s Galhena (2014) detailed that, many firms now use
unemployment rate in urban areas for all ages was electronic recruitment (e-recruitment) rather than
9.3% compared to 9.9% in the trailing three-month conventional method of employee recruitment.
period. Hamed Azad Moghddam et al, states that Moreover, potential job candidates are more
today more than ever, college graduates are interested in searching and applying for job openings
increasingly searching websites for e-recruitment through internet. For generating appropriate applicant
opportunities and websites are significant tools of the pool, firms tend to develop attractive, content rich,
job search and recruitment process. The e-recruitment
@ IJTSRD | Unique Paper ID – IJTSRD51905 | Volume – 6 | Issue – 6 | September-October 2022 Page 484
International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
easy to use, and user-friendly recruitment through H2A: There is a positive relationship between
their own website or via job portals. perceived ease of use and job seeker’s intention to use
NEED OF THE STUDY e-recruitment.
At present Behavioral analysis is trending H20: There is a negative relationship between
technique to know the behavior of the individual perceived ease of use and job seeker’s intention to
in their own Perspective. use e-recruitment.
To analysis the behavior of jobseekers with
respect with respect online job portal. SOURCE OF DATA
Primary Data
SCOPE OF THE STUDY The Research Is Analytical And Empirical In Nature
The Study Is To Analyze Behavioral Of And Makes Use Of Primary Data. Primary Data Was
Jobseekers Towards E-recruitment. Collected From Jobseekers Registered In DASARI
The Study Is Based On The Data Collected By JOBS PLACEMENTS & MAN POWER SUPPLY In
Jobseekers Towards E- Recruitment With In Anantapur.
DASARI JOBS PLACEMENTS & MAN
POWER SUPPLY REGISTERED JOBSEEKES Secondary Data
Only In Anantapur. Secondary Data Were Collected From Internet,
Journals, and Books Etc.
OBJECTIVES OF THE STUDY
To examine the role of demographic factors in E- Sample Size: 178
recruitment Process. Sampling Technique: Non-probability Sampling
To identify the most preferred job portal by job Technique.
seekers.
To observe the challenges faced by the jobseekers TOOLS AND TECHNIQUES
in E-recruitment process. Tools and Techniques:
To analyze the behavioral of jobseekers towards Regression analysis
E-recruitment. Correlation
HYPOTHESIS Software Tools:

Where H1, HIA = Alternate Hypothesis SPSS
MS-EXCEL
H0, HIO= Null Hypothesis
LIMITATIONS OF THE STUDY
H1: There is a significant difference among the The study is limited up to selected job websites in
respondents with different age groups in terms of E-recruitment and also this study is limited only
the adoption (usage) of online recruitment (e- dasari jobs placements & manpower supply
recruitment) portals. jobseekers in anantapur.
H0: There is no significant difference among the DATA ANALYSIS AND INTERPRETATION
respondents with different age groups in terms of 1. Demographic Profile of the respondent who
the adoption (usage) of online recruitment (e- gave responses on-recruitment
recruitment) portals. GENDER
H1: There is a significant difference among the Table Represents the gender using e recruitment
respondents with different education in terms of the
adoption (usage) of online recruitment (e- Gender Frequency Percentage (%)
recruitment) portals. Male 121 68%
Female 57 32%
H0: There is no significant difference among the Total 178 100%
respondents with different education in terms of the Source: primary data collected by respondents
adoption (usage) of online recruitment (e-
recruitment) portals. Figure represents the gender using e recruitment
H1A: There is a positive relationship between
Perceived Usefulness and Job seeker’s intention to
use e-recruitment.
H10: There is a negative relationship between
perceived usefulness and Job seeker’s intention to use
e-recruitment.
Interpretation:
The above table representation shows that 178
respondents in that male 121(68%) and the rest of the
57(32%) were female
AGE
Table Represents the Age using e-recruitment
Interpretation:
The above table representation shows that 178
respondents in that 7(3%) belongs to below
graduation, 75(42.6) belongs to up to graduation,
Figure represents the age group using e 93(52.4%) belongs to post graduation, 3(2%) belongs
recruitment to PhD and above are using e recruitment
Online recruitment (e-recruitment) portal adoption
(usage) by age and education
ANOVA test at the level of significance at 0.01 levels.

Interpretation
Above table based on the significant value it is
identified that there is a significant difference with the
Interpretation: various age groups respondents in terms of online
The above table representation shows that 178 recruitment (e- recruitment) portal adoption (usage).
respondents in that 23(%) respondents are less than20 Hence, the alternate hypothesis is accepted. It can be
years ,121(69%) respondents are20-25 years ,30(17%) concluded that online recruitment (e-recruitment)
belong to 25-30years of age,2(1%) belongs to 30-35 portal adoption (usage) differs with age. Above table
years and 0( 0%) belongs to 35-40 years. based on the significant value it is identified that there
is a significant difference in the education level of the
Qualification
respondents versus online recruitment (e- recruitment)
Table. Represents the which Qualification of
portal adoption (usage). Hence, the alternate
jobseekers using e recruitment
hypothesis is accepted. It can be concluded that online
recruitment (e-recruitment) portal adoption (usage)
differs with education.
2. Objective: To identify the mostly preferred job
portalby job seekers
Association of E-Recruitment site visited between male and female
Table Represents the association of E-Recruitment site visited between male and female
Interpretation:
There exist no significant difference between E-Recruitment site visited between male and female at 0.05Level of
significance. Male gives response as LinkedIn (18), Naukri.com (42), Mosterindia.com (6), Jobseeker.com (5),
Placementindia.com (8), Careebuilder.com (7) and Shine.com (10), Glassdoor.com (6), indeed (9). Whereas
female give responses LinkedIn (11), Naukri.com (31), Mosterindia.com (3), Jobseeker.com (4),
Placementindia.com (4), Careebuilder.com (3) andShine.com (5), Glassdoor.com (3), indeed (3) respectively
Association of E-Recruitment site visited among qualification of the respondent
Table; represents the association Association of E-Recruitment site visited among qualification of the
respondent
Interpretation
There exist no significant difference (Chi square value = 26. 2, p value=0. 32) between E- Recruitment site
visited and qualification of the respondent at 0. 05 level of significance. Below graduate respondent gives
response as LinkedIn (1), Naukri.com (1), Mosterindia.com (0), Jobseeker.com (1), Placementindia.com (0),
andShine.com (1), glassdoor.com (0), indeed.com (1). Graduate respondent give responses as LinkedIn (12),
Naukri.com (40), Mosterindia.com (4), Jobseeker.com (3), Placementindia.com (4), Careebuilder.com (3)
andShine.com (3) glassdoor.com (3), indeed.com (3), Post Graduate respondent give responses as LinkedIn (17),
Naukri.com (53), Mosterindia.com (5), Jobseeker.com (6), Placementindia.com (8), Careebuilder.com (7) and
Shine.com (12) glassdoor.com (9), indeed.com (9), PhD respondent give responses as a Naukri.com (1), only
Association of E-Recruitment site visited among age of the respondent
Table: represents the Association of E-Recruitment site visited among age of the respondent
Interpretation
Chi square value = 53. 9, p value=0. 00(Significant)
The significant difference found (Chi square value = 51. 4, p<0. 01) between E-Recruitment site visited and age
of the respondent at 0. 05 level of significance. Respondent with a age less than 20 years gives response as
LinkedIn (3), Naukri.com (8), Mosterindia.com (4), and Shine.com (3), Respondent with age 20-25 years give
responses as LinkedIn (21), Naukri.com (50), o t h e r Respondent with age 25-30 years give responses as
LinkedIn (5), Naukri. Com (10) And other Respondent with an age 30-35 years gives response as LinkedIn(1),
Naukri.com (1), and other
3. Objective: To observe the challenges faced by the jobseekers in E-recruitment process at Anantapur region
Challenges faced by the jobseekers during process
Table: represents the challenges faced by the jobseekers during process
Interpretation:
The above table represents the most of the challenges faced by jobseeker are fraudulent ads75(42%), 20(11%)
belongs to resume access to employers out of interested filed, 9(5%) belongs to unresponsive employer, 26(15%)
belongs to improper job description, 15(8%) belongs to Mismatch of job title and actual job role, 25(14%)
belongs to irrelevant results, remaining are other reasons.
4. Objective: To analyze the behavioural of jobseekerstowards E-recruitment
Using e-recruitment sites helps to get Job updates
Interpretation:
The above table representation shows that 178 respondents 57 belongs to agree, 71 belongs to neutral, 42
jobseekers are strongly agree, 7 belongs to disagree and there is no strongly disagree, finally maximum
respondents are agree
Time period of using the E –Recruitment sites
Interpretation
The above table representation shows that 178 respondents in that 48(26%) belongs to less thana year, 107(58%)
belongs to 1-2 years, 29(16%) belongs to 2-3years and there is no using 3 or above.
Use of E – Recruitment
Table. Represents the usage of e recruitment
Interpretation:
The above table represents the usage of jobseekers e recruitment portal are 36% ofjobseekers are most of the
time using, 28. 2% jobseekers are always using, 12% belongs to rarely using, 22% jobseekers are depending on
the level of job opening are using.
Using e-recruitment sites helps to get Job updates
Table. Represents the using e recruitment sites helps to get job updates
Interpretation:
The above table representation shows that 178 respondents 57 belongs to agree, 71 belongs to neutral, 42
jobseekers are strongly agree, 7 belongs to disagree and there is no strongly disagree finally maximum
respondents are agree.
Filed applied for
Table: represents the field applied most of jobseekers
Interpretation
The above table represents the out of 178 response most of the jobseekers are applied for IT sector(59(33. 1%) ),
followed by Accounts / Finance /Banking (48(26. 9%) ), and followed by Sales &Marketing, Human Resource
/Administration, Engineering / Technical, Education & Research/Training Other, and General Management
respectively.
Best social networking website to use for recruiting
Table: represents the best social networking website to use for e recruiting
Interpretation
The Above Table Represents The Best Social Networking Website To Use E Recruitment Are Mostly
Linkedin.com Are Using And Second Site Is Face book, Third Site Is YouTube, Fourth Site Is Integra And Fifth
Site Is Twitter.
Which of the following do you think is more reliable/ best method of recruitment?
Table: represents the more reliable/ best method of recruitment.
Interpretation
The above table represents the most of the jobseekers are prefer job portals, second most are company websites,
and next are employee referrals and newspaper ads respectively.
BENEFITS FROM JOB PORTALS and PLACEMENTCHANCES
Table: represents the benefits and placement chances from job portals
Interpretation
The above table represents the most of the jobseekers are benefited from job portals and also highly placed
Mean, Median, SD, Skewness, Kurtosis
Interpretation
Maximum mean was found for Perceived of Usefulness (Mean=14. 23, SD=2. 34) followed by Perceived Ease
of Use (Mean=11. 24, SD=2. 65). Skewness vary from -0. 12 to -0. 41 and whereas Kurtosis vary from -0. 80 to
0. 26. All variables have negative skewness and have value within limit of normality±1.
Perceived Usefulness
Table: Correlation Statistics of Perceived Usefulness
Interpretation
As shown in the table Pearson Correlation coefficient between Perceived Usefulness and Intention to Use is 0.
46. It suggests that there is a significant moderate positive relationship exists between Perceived Usefulness and
Intentionto Use. As the above table shows, the significant value is smaller than the desiredlevel of significance.
0. 01) at 95% confidence level, the resulted correlation coefficients, 0. 46 is statistically significant. Therefore,
alternative hypothesis (H1A) is accepted and rejecting the null hypothesis.
Table: Regression Model Summary-Perceived Usefulness
According to table R Square stands for 0. 310 which state that there is 31% of positive impact of perceived
usefulness on job seekers’ intention to use e-recruitment.
Perceived Ease of Use
Table: Correlations Statistics of Perceived Ease of Use
Interpretation
above Table indicates that the correlation coefficient between perceived ease of use and intention to use is. 707.
It suggests that there is a significant strong positive relationship exists between perceived ease of use and
intention to use. As the table shows, the significant value (. 000) is lower than the desired level of significance.
0. 01) at 99% confidence level, the resulted correlation coefficients,. 707 is statistically significant. Therefore,
alternative hypothesis (H2A) is accepted and rejecting the null hypothesis.
Table: Regression Model Summary Perceived Ease of Use
According to table R Square stands for 0. 580 which state that there is 58% of positive impact of perceived ease
of use on job seekers’ intention to use e-recruitment.
FINDINGS:
From the study, it is inferred that the mostly male of significance. Naukri.com and LinkedIn were
respondents using online recruitment (e- mostly used e- recruitment portals by post
recruitment) portal compare to the female graduate and under graduate.
respondents From the study the challenges faced by the
From the study it is inferred that the respondents jobseekers using e- recruitment process are
using online recruitment portals are mostly post- fraudulent ads
graduates and graduates Form the study most of the jobseekers are applied
From the study there exist no significant for IT sector, followed by Accounts / Finance
difference between E- Recruitment site visited /Banking sector.
between male and female at 0. 05 level of From the study there is a significant moderate
significance. Naukri.com and LinkedIn were positive relationship exists between Perceived
mostly used e-recruitment portals by male and Usefulness and behavior Intention to use.
female.
From the study there is a significant strong
From the study there exist no significant positive relationship exists between Perceived
difference between E- Recruitment site visited Usefulness and behavior Intention to use.
and qualification of the respondent at 0. 05 level
SUGGESTIONS: employers cannot afford not to adopt Internet
As well as the number of internet users are recruitment given that new generations, particularly
increasing day by day. People can gain numerous university students, have positive attitudes towards
benefits by using internet such as reduce time, this recruitment method. Furthermore, many job
effortlessness, reduce cost, access to the wide seekers today are seeking employment through the
range of information. Since the use of internet has Internet, and many firms advertise their openings on
become more impacted things in human activities, their portals; therefore, employers have no alternative
the use of internet as a job searching tool has also but to follow this practice if they want to recruit high
increased quality human resources, including recent graduates
According to the findings of current study, for management trainee positions. The objective of
perceived usefulness and perceived ease of use this study was to examine the factors affect to job
influence to the job seekers’ intention to use e- seekers’ intention to use e- recruitment. The result
recruitment. Therefore, the career section of found that there are two factors namely job seeker’s
organizations’ website and job portals should be perceived usefulness and perceived ease of use
designed so that it is easy to use for jobseekers impacted to job seekers’ intention to use e-
and it is useful to jobseekers recruitment. The objective we study the jobseeker’s
perception towards E-recruitment and also examine
Moreover, online job providers need to provide the role of demographic variables and challenges
useful, easy web-based recruitment to job seekers faced by the jobseekers in E-recruitment process.
and through the use of it can encourage job Naukari.com and LinkedIn.com are mostly preferred
seekers to apply for jobs via e-recruitment websites by comparing others.
services.
BIBLOGRAPHY:
The perception of the job seekers differs from a [1] Mohammad Rezaul Karim et al (2015) E-
person to an another individual and the perception Recruitment in Practice: A Study on
of the job seekers is influenced by the content Jobseekers’ Perception in Bangladesh, Global
quality, ease of navigation and search Engine Disclosure of Economics and Business,
optimization of the online portals. Online portal Volume 4, No 1, Pp. 33-40.
service providers ensure the reliability of the
information that is posted by them. [2] Juliet R. Chiwara et al, (2017) Factors that
influence the use of the Internet for job-seeking
CONCLUSION: purposes amongst a sample of final-year
This study has achieved its objectives of identifying students in the Eastern Cape province of South
the factors that influence the perceptions of Africa, SA Journal of Human Resource
respondents towards E-recruitment. Today's Management, vol. 15 (0), Pp. 1-9.

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International Journal of Trend in Scientific Research and Development (IJTSRD)

A Study on Behavioural Analysis of

ABSTRACT How to cite this paper: N. Guru Sai

HYPOTHESIS Software Tools:

ANOVA test at the level of significance at 0.01 levels.

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