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Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 28 No. 28 Oct 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.1 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
Campus recruitment practices at Recruitment Process Outsourcing
companies
by Dr. R. Sethumadhavan[a]
& Ms. Sneha Prasad[b]
Abstract
This study is to examine how informed the companies are on the latest recruitment methods,
technology and compliance. It also focused on analyzing the effectiveness of new recruitment
methods at recruitment process outsourcing companies. This study specifically covers the
emerging trends of sustainable recruitment in campus placement process. The survey is
conducted by using a structured questionnaire and the target segment is HR professionals
involved in recruiting. Convenience sampling is used for collecting the data and the sample size
is 230.The data is analyzed by using descriptive statistics and chi-square test. The major findings
are all the students don’t turn up for campus interviews after confirmation and the selected
candidates do not commit with their employer. 43% of the clients preferred to do internship
based recruitment. It is also found that there is no significant relationship between appointing
brand ambassadors and marketing company’s job offers through college fests. Finally
researcher suggested that by focusing on sustainable ‘candidate experience’ during interviews
and increasing the presence in the online job portals effectiveness of recruitment can be
enhanced. The trend of internship based recruitment can be encouraged further as it has become
an important means of the demonstration of a fresher’s true working capability.
Keywords: Recruitment, placement, internship, campus interviews
[a]Dr. R. Sethumadhavan
Faculty, Department of Management Studies
Dayananda Sagar College of Engineering
Bangalore – 560 078
[b]Ms.Sneha Prasad
Research Associate,
Department of Management studies
DayanandaSagar College of Engineering
Bangalore – 560 078
1. Introduction
The Recruitment Industry in India is growing at 24% per year and is approximately worth Rs.
36,000 crores as per Executive Recruiters Association and Ernst & Young. While the permanent
recruitment segment in India is estimated at over Rs 3,500 crore, the search industry is estimated
to have a market size of over Rs 800 crore. In the next 5 to 20 years a lot many countries and
major corporate will be investing in India, and therefore with all the investments coming in, the
preferred choice is definitely India. Talent is the key driver of businesses, organizations will pay
the extra dollar to Recruitment firms that specialize and offer area specific services. For this,
recruitment firms have to be domain-focused & develop and nurture a highly efficient talent
available on-tap.
On-campus recruiting is also an important tool for promoting a brand. Many of the
potential future recruits will be first exposed to a company on their college campus.With talent
being limited, students are generally hired with a plan to be trained and fast tracked into
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.2 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
leadership. With this in mind, such high stakes, companies need to ensure that they not only get
the best, but also the ones who are the right fit for the company and will stay for a longer period.
However, there is no dearth of colleges that provide a degree with no proper check on quality
and this leaves employers confused. As a result of our knowledge of campuses and their
placement lifecycles, outsourcing companies are able to help companies draw up the ideal
campus recruitment program and implement it in a coordinated manner. The icing on the cake is
the Campus RPO solution which promises to make recruitment process completely paperless and
clutter-free. Recruitment process outsourcing companies have specialist practices in every key
aspect of recruitment. In addition, they help to integrate and bring together all of the aspects in a
highly efficient and result effective manner.
2. Review of literature
Deep Meher(2012) studied Campus Relationship Management and quotedSeeing and
being seen on campuses, around the year, is a great campus recruitment mantra. Relationships
are not built in a day, and reaching out only at recruitment time is so out of date. When good
relations with an institute are established, they send in the troops, the recruiters. To having strong
executive sponsors as campus champions for key campuses much a good company should for
key customers is also a great strategy. It also discusses the effectiveness of funding the campus
fests to take advantage of the summer internship paranoia.
RoosaRajamäki (2014)looked into different theoretical frameworks and provides a
research in the form of two cases studies from the point of view of both outsourcing service
provider and the service user. RPO is an important business process that is constantly
developing and becoming more and more popular alternative for traditional in house recruiting.
The research revealed that even though it is evident that a company may start to look into
outsourcing the recruitment process due to its cost effectiveness, the decision to actually go
through with the decision is supported by many other elements that truly add value to the
recruitment process. According to the researcher, the expertise of the outsourcing company could
result in doing a better job at it by building strong relationships. Also, outsourcing the
recruitment function might help the organization to detect its weaknesses and strengths that it
would not have to analyseif it was not going through the extent evaluation on what could be
outsourced and what not. This could help the organization not only to invest in the cost-
efficiency of outsourcing but to build and better the core competences with the talent and teams
that exist in-house.
Amita Betgerikar (2016)quoted in her study that the recruitment process was assessed as
something that consists of various steps that must be analysed differently in the outsourcing
context. An original underlying theme of recruitment processes is the transforming nature of
human resource department in modern companies. If the company is seeking more strategic
human resources department, it is required to Downsize the HR administrative tasks filled with
resource intensive functions. These benefits are something that the RPO activities share with
other HRO processes like payroll. It is certainly possible that for some companies the expected
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.3 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
results this triggers that recruitment outsourcing to establish more strategic HR. This theme is
visible in the interview as well as in the results of the quantitative survey. Besides the benefits at
the strategic level, there are also some efficiency and related process and justifications for RPO.
If the ultimate rationale for outsourcing recruitment is the desire to improve processes in
question, the reason is to seek either cost benefit or external expertise.Andrea Ordanini &
Giacomo Silvestri (2017) informed that Outsourcing HR operations is spearing rapidly across
different industries. This also corresponds to evolution in the on-transactional work of selection,
recruitment, on boarding and training – which are the most outsourced HR practices. This article
evaluates the outsourcing decisions of recruiting companies. Findings confirmed the importance
of both categories of predictors, but they reveal how efficiency and motivations are more
important for the decisions to outsource recruitment and selection practices while competitive
issues matter more for the other strategic side of action. Theoretical and managerial implications
are offered on the basis of such evidence.
Hsi-An Shih and Yun Hwa Chiang (2018) emphasises on the alignment of outsourcing
human resource management activities with the company's strategy. It explores the effectiveness
of decisions made to outsource recruiting and training, and to what extent these decisions are
effective. The study involved multiple respondents in 125 Taiwanese firms. The researchers
found that outsourcing recruiting is profitable when line managers focus sincerely on effective
human resource functioning. But the researchers did not find any strong or significant link
between outsourcing training and human resource function effectiveness.
Bart Kittle and Diane Ciba(2018) examined the websites colleges and universities on the
World Wide Web. They effectively used the five-level relationship marketing model, Web
content was discussed focusing on pre-transaction student recruitment strategies in content areas
like applications, faculty, and tours. It was found that several firms today are not interested in
long-term relationships and, instead focus on acquiring clients. The majority of home pages by
universities followed this trend and gave no indication that collecting feedback from prospective
students was an important area. In fact, many institutions aim to remain competitive by
concentrating on the efficiency of websites to send messages, create more impressions, increase
brand awareness, and making a positioning statement.
3. Objectives of the study:
1) To examine how the companies are updated about the latest recruitment trends for campus
placements
2) To evaluate the effectiveness of new recruitment methods and technologies for campus
placements
4. Research methodology
The research design is descriptive in nature and the convenience sampling is adopted for
collecting information from the respondents.
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.4 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
The sample size 230 has been chosen from the five Recruitment Process Outsourcing companies
in Chennai.
5. Tools Used For Data Collection:
Structured Questionnaire tool was used to collect the data. The Questionnaire consists of both
closed ended and open ended questions to get the expected responses from the employees.
Tests Used:
The test used for analyzing questionnaire data is Descriptive statistics and Chi-Square Test
6. Analysis and discussion
Table 6.1
From the above table we can say that 43.5% of the respondents agree that the reason for
recruitment outsourcing is the need to cut costs, 17.4% of the respondents disagree with the first
opinion, and 39.1% of the respondents believe that recruitment outsourcing is done more as a
need for cutting efforts than costs.
Table 6.2
From the above table we can say that 52.2% of the respondents agree that the company keeps a
pre- accessed pool of candidates that companies can simply browse through and hire, 13% of
the respondents say the company does not do so, and 34.8% of the respondents are not sure if
the company follows that method.
Table 6.3
From the above table, we can say that according to their experience, 56.5% of the respondents
agreed clients prefer to screen applicants online before conducting on-location interviews.
21.7% of the respondents said that only corporate firms who mass-recruit used this method and
only 4.4% said that the decision of whether applicant should be pre-screened online or not was
left to the vendor firm. 17.4% of the respondents disagreed with the statement altogether.
Table 6.4
From the above table we can say that 56.5% of the respondents agree that most, if not all of the
corporations in Chennai use Hackathon events to select and hire engineering graduates; 43.4%
respondents did not think most corporations used Hackathons for hiring new employees.
Table 6.5
From the above table we can say that, according to 30.4% of the respondents said that most of
the clients prefer to recruit through internship-based evaluation. But 43.5% said not most but
some of the clients prefer to recruit through internship based evaluation. 21.7% of the
respondents voted „very few‟ clients being in favour of internship-based recruitment, and only
4.3% were of the opinion that all clients prefer to recruit though internships.
Table 6.6
From the above bar graph we can say that the majority of the respondents (52.1%) agree that
the trend of marketing a company‟s job offers through college fests is effective. 34.8%
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.5 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
respondents remained neutral and only 13% of the respondents disagreed on the effectiveness of
marketing job offers through fests.
Table 6.7
From the above table we can say that, the majority of the respondents (65.2%) agree that the
trend of promoting a good image of the company through campus ambassadors is effective.
21.7% respondents remained neutral and only 13% of the respondents disagreed on the
effectiveness of promotion through campus ambassadors.
Table 6.8
From the above table we can say that, the majority of the respondents (78.2%) agree that
Applicant Tracking Systems have become commonplace in almost all recruitment consulting
firms. 13% respondents remained neutral and only 8.7% of the respondents disagreed with the
statement.
Figure 6.1
From the above graph we can say that amongst the many criteria used for verification of the
authenticity and validity of candidates during campus hiring, these are the proportions in which
the candidates have experienced the company using different verifications: 95.7% - educational
qualifications, 69.6% - reference check, 60.9%-professional back ground check, 56.5%- legal
back ground check, 52.2%-family back ground check.
Figure 6.2
From the piechart, we can say that according to their experience, 56.5% of the respondents
agreed clients prefer to screen applicants online before conducting on-location interviews. 21.7%
of the respondents said that only corporate firms who mass-recruit used this method; and only
4.4% said that the decision of whether applicants should be pre-screened online or not was left to
the vendor firm. 17.4% of the respondents disagreed with the statement altogether.
Figure 6.3
From the above bar graph we can say that, the majority of the respondents (47.8%) used
shiksha.com for finding appropriate colleges to hire candidates for their clients; 34.8% used
indaeducation.net to find the right colleges and 21.7% usedaicte-india.org.
Table 6.9
H0: There is no significant relationship between the purpose of using RPO to save costs and pre-
screening applicants online before conducting on-location interviews.
H1: There is significant relationship between the purpose of using RPO to save costs and pre-
screening applicants online before conducting on-location interviews.
From above table we can assess that the test value 0.122 is more than 0.05 at 95%
confidence level hence we can accept null hypothesis (H0) and reject alternative
hypothesis (H1).
Table 6.10
H0: There is no significant relationship between the purpose of using RPO to save costs and
doing the main recruitment evaluation online if campus in question is far from job location
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.6 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
H1: There is significant relationship between the purpose of using RPO to save costs and doing
the main recruitment evaluation online if campus in question is far from job location
From above table we can assess that the test value 0.196 is more than 0.05 at 95%
confidence level hence we can accept null hypothesis (H0) and reject alternative
hypothesis (H1)
Table 6.11
H0: There is no significant relationship between appointing student ambassadors and marketing a
company‟s job offers through college fests (the two factors together cannot contribute towards
attracting fresher employees).
H1: There is significant relationship between appointing student ambassadors and marketing a
company‟s job offers through college fests (the two factors together can contribute towards
attracting fresher employees).
From above table we can assess that the test value 0.725 is more than 0.05 at
95% confidence level hence we can accept null hypothesis (H0) and reject
alternative hypothesis (H1).
7. Findings
1) The recruitment industry is a steadily expanding sector which, so far, has good
future growth opportunities.
2) Increasing number of companies are using Recruitment Process Outsourcing companies
for functions like sourcing, screening, selection and on boarding.
3) The recruiters are keen on accurate data and information in order to choose the college
for recruitment or campus engagement activity purpose.
4) Companies rely on the online rankings like NIRF, NAAC Accreditation to select
campus to run recruitments.
5) The companies makes use of educational search portals to hunt for colleges suited to their
client‟s needs.
6) All the candidates do not turn up for campus interviews even after confirmation. This
is a hindrance because it affects client satisfaction and also company profits.
Because of this the company always focuses on mass-recruitment operations to
ensure cost-to-volume recovery.
7) Though the candidates are recruited against the right jobs it becomes a problem because
many of them do not enter into a commitment with their employer and this can affect
the brand image of the company (as was shown in the survey results that 20-50% of
candidates selected for jobs back out after receiving the offer).
8) Campus engagement activities, like appointing brand ambassadors marketing job/internship
offers through college fests are done to make freshers aware of a company as well as new
job opportunities. Analysis revealed that there is no significant relationship between the
two activities though - student ambassadors are strictly effective for marketing a
company‟s offers and promoting its good image; whereas promoting job or internship
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.7 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
opportunities during college fests is the specific activity is more suited for recruitment
marketing.
9) During the study we found that recruiters believe that campus engagement activities are
necessary and effective.
10) Most of the client companies use RPO services for campus recruitment do so more with
the aim of saving effort and increasing efficiency than cost-saving.
11) Although they outsource for sourcing and screening, decisive interview is done mostly by
the client.
12) Hackathons are increasingly becoming the singular and most reliable method of
selecting engineering graduates for employment by corporations across Chennai.
13) It is important positive branding of the client companies through well-organised
campus interviews, so that candidates form a good opinion about the concerned
company.
14) “Employer Branding” and “Candidate Experience” are becoming an important
aspect of emerging recruitment trends which need to be given more attention.
15) Although screening, aptitude tests, interviews and selection is the standard process
being followed for most campus selections, summer internships are becoming an
increasing preference for hiring freshers.
16) Planning and decision making are based on data acquired through HR technology such
as Applicants Tracking Systems and Aptitude tests. This can improve some of the most
important hiring metrics such as time to hire, cost to hire and quality of hire.
17) Having an online presence in job portals and professional social networking websites
like LinkedIn and Naukri.com is not a prerequisite for getting hired as far as freshers are
concerned, but having a profile available online is an added advantage.
18) Structured interviews are the predominant method for campus recruitment at Hire PRO
because they allow the interviewers to measure candidates‟ competencies with prepared
questions based on job analysis.
8. Suggestions
1) The timeline can be made shorter, as it takes significant amount of time to conduct or
run an initiative. The timeline can be reduced.
2) The emerging trend of “Candidate Experience” can be given more emphasis – i.e.
increasing focus on providing a good candidate experience during campus interviews –
candidate relationship management, timely updation about the results of the various
rounds, clearing doubts about the company, role and expectations. We also keep the
communication lines open till the candidate joins Client Company etc.
3) This will help increasing accuracy in the attendance of predicted candidates.
4) During the survey, 43.5% of the respondents said that “some” of the company‟s
clients preferred to do internship based recruitment. This trend can be encouraged
further as internship has become an important means of the demonstration of a
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.8 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
fresher‟s true working capability.
5) Having an online presence in job portals and professional social networking websites
like LinkedIn and Naukri.com is not a prerequisite for getting hired as far as fresher‟s
are concerned, but having a profile available online is an added advantage, so the
company can use campus ambassadors to encourage students to create or update their
resume and upload it in job portals and social networking websites.
9. Conclusion
Through focus in sourcing based on specialization and establishing a link between
campuses and prospective employers it has established in business where all three – the
recruitment consulting firm, the client company and educational institutions concerned will
benefit with mass volume of quality recruitment. With a wide range of software, methods and
tools evolving and dominating the HR recruitment industry in 2019, this study is to learn the
extent to which these new trends are being practiced (with regards to campus recruitment) in the
company, to what extent and how valid they are in the eyes of the practitioners.
It can be concluded from the analysis that almost all of the trends and technology relevant
to campus recruitment outsourcing like keeping a pre-assessed pool of candidates, pre-screening
candidates online, conducting video interviews and aptitude tests though supervised portals,
conducting drives for internship-based recruitment, structured interviews, Applicant Tracking
Systems etc. are all followed by the companies to a very significant extent. Areas where
problems are faced are commitment are - many times the students who apply for interview do not
turn up in the promised number, and also a significant number of candidates back out after
receiving job offers. Also, the company can focus more on increasing emphasis on employer
branding through candidate experience during interviews, and also in encouraging more of
internship- based hiring which is becoming an increasingly preferred and reliable source of
candidate evaluation.
10. References
1) Betgerikar, Amita (2015), Recruitment Process Outsourcing: a new type of service provider,PhD
thesis, Dublin Business School
2) Deep Meher (2012), ‘Campus relationship Management’, IIM-B journal, vol.3.No.4, pp.46-56
3) Diane, Ciba and Kittle, Bart (2008), Using College Web Sites for Student
Recruitment: A Relationship Marketing Study, The Haworth Press,Inc.
4) Kristina Martic (2018) 15 New Recruiting Trends You Should Implement in
2019.TalentLyftblog.Retrievedfromhttps://www.talentlyft.com/en/blog/article/87
5) Nathan (2018) Recruitment Technology: Changing the Hiring Way. HirePROBlog. Retrieved
from https://blog.hirepro.in/tag/recruitment-technology/
6) Prajanma Das ( 2018) Why Hackathons, not Group Discussions work for Virtusa's hiring.
Edex Live. Retrieved fromhttps://www.edexlive.com/happening/2018/dec/01/why-
hackathons-not- group-discussions-work-for-virtusas-hiring-4593.html
7) Rajamäki,Roosa(2017),TherationaleandbenefitsofRecruitmentProcessOutsourcing(RP
O), Helsinki Metropolia University of AppliedSciences
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.9 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
Annexure
Table 6.1: fundamental reason for recruitment outsourcing is a need for cutting costs
Frequency Percent Valid
Percent
Cumulative
Percent
yes 100 43.5 43.5 43.5
no 40 17.4 17.4 60.9
Valid more for cutting
effort than costs
90
39.1
39.1
100.0
Total 230 100.0 100.0
Table 6.2: companies keep a “pre-accessed pool” of candidates ready for hire
Table 6.3: Screen applicants online before conducting on-location interviews
Frequency Percent Valid
Percent
Cumulative
Percent
yes 130 56.5 56.5 56.5
no 40 17.4 17.4 73.9
Va
lid
Only large corporate firms who
mass recruit
50
21.7
21.7
95.7
the employer leaves
decision to us
10
4.3
4.3
100.0
Total 230 100.0 100.0
Frequency Percent Valid
Percent
Cumulative
Percent yes 120 52.2 52.2 52.2
no 30 13.0 13.0 65.2
Valid not sure 80 34.8 34.8 100.0
Total 230 100.0 100.0
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.10 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
Table 6.4: Corporations use hackathons for hiring engineering graduates
Frequenc
y
Percent Valid
Percent
Cumulati
ve
Percent all of them 30 13.0 13.0 13.0
most of them 100 43.5 43.5 56.5
Valid some of them 70 30.4 30.4 87.0
very few of them 30 13.0 13.0 100.0
Total 230 100.0 100.0
Table 6.5: clients prefer to recruit through internship-based evaluation
Frequen
cy
Percent Valid
Percent
Cumulative
Percent
all of them 10 4.3 4.3 4.3
Valid most of them 70 30.4 30.4 34.8
some of them 100 43.5 43.5 78.3
very few 50 21.7 21.7 100.0
Total 230 100.0 100.0
Table 6.6: Marketing a company’s job offers through college fests
Frequency Percent Valid
Percent
Cumulative
Percent
Strongly agree 50 21.7 21.7 21.7
Valid agree 70 30.4 30.4 52.2
neutral 80 34.8 34.8 87.0
disagree 30 13.0 13.0 100.0
Total 230 100.0 100.0
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.11 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
Table 6.7: Positive effects of student ambassadors on the company image
Table 6.8: An Applicant Tracking System has become commonplace in consulting firms
Frequency Percent Valid
Percent
Cumulative
Percent
strongly agree 70 30.4 30.4 30.4
Valid agree 110 47.8 47.8 78.3
neutral 30 13.0 13.0 91.3
disagree 20 8.7 8.7 100.0
Total 230 100.0 100.0
Table 6.9
Chi-Square Test - purpose of using RPO to save costs Vspre-screening applicants online
before conducting on-location interviews
Value df Asymp. Sig. (2-
sided) Pearson Chi-Square 10.05
2a
6 .122
Likelihood Ratio 9.141 6 .166
Linear-by-Linear Association .031 1 .860
N of Valid Cases 230
Frequency Percent Valid
Percent
Cumulative
Percent
very effective 30 13.0 13.0 13.0
Effective 120 52.2 52.2 65.2
Valid Neutral 50 21.7 21.7 87.0
Not effective 30 13.0 13.0 100.0
Total 230 100.0 100.0
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.12 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
Table 6.10
Chi-Square Test- purpose of using RPO to save costs Vs doing the main recruitment
evaluation online if campus in question is far from job location
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square
8.629
a
6 .196
Likelihood Ratio 9.155 6 .165
Linear-by-Linear Association .468 1 .494
N of Valid Cases 230
Table 6.11
Chi-Square Test- appointing student ambassadors Vs marketing a company’s job offers
through college fests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 6.144
a
9 .725
Likelihood Ratio 7.620 9 .573
Linear-by-Linear
Association
.270 1 .603
N of Valid Cases 230
6.1 chart showing verification for campus hiring
Acme Intellects International Journal of Research in Management, Social Sciences & Technology ISSN 2320 – 2939 (Print) 2320-2793 (Online) Let your Research be Global search– An ultimate search of Truth- Reforms through Research Vol- 27 No. 27 Jul 2019
”Aano bhadraa krathavo yanthu vishwathaha”-"Let the noble thoughts come to all from all directions". Page No.13 Acme Intellects Research Center- A wing of Help to Help Charitable Trust®
6.2 chart showing screening of applicants before interviews
6.3 chart showing the portals used for campus hiring
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