(PDF) THE STUDY OF VIRTUAL RECRUITMENT: THE NEW NORMAL

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

THE STUDY OF VIRTUAL RECRUITMENT: THE NEW NORMAL

Jaisree Vijaychandran Nair, Abhishek Anil Nair, Dr. Aparna Dixit

Department of Human Resource

Faculty of Human Resource Department

MIT School of Management (MITWPU), Pune, India

ABSTRACT:

When a pandemic like COVID-19 hits the world, the already tricky process of finding the competent

candidate for the right job becomes even trickier. The pandemic is responsible for creating more

confusion in an already confusing world. But due to this pandemic and economic recession, the

number of available jobs is limited. To fill job vacancies, it is important for recruiters to establish a

mechanism of online recruitment that can replace the traditional method of Recruitment. Carried out

two surveys via google forms and analysed the collected data by using the Descriptive Research

design and the Simple random sampling method. The results of the survey helped in determining that

e-recruitment is an effective method of hiring the potential employees possessing the necessary skills

required for the job profile. This research was also beneficial in determining the challenges,

advantages and difficulties in the Virtual recruitment process.

INTRODUCTION:

This pandemic has affected some industries much more than other. The economy has fallen into a

recession and it has a huge impact on how companies recruit potential talent. This pandemic has heavily

impacted the Recruitment industry as job interviews cannot be carried out in a face to face manner, the

layoff of employees has increased and the Onboarding of new employees in the Organization has to be

carried out remotely. Recruiters opt for virtual recruitment as one of the probable solutions in such a time

of crisis. E-Recruitment is a core function of Human Resource Management.To increase the efficiency of

hiring, it is recommended that the HR team of an organization must follow the five best practices. The

five major practices in Recruitment are as follows-

 Recruitment planning

 Strategic Development

 Searching

 Screening

 Evaluation and control

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

Recruitment can be categorized mainly into 2 major categories: External sources and Internal Sources. An

effective recruitment process-

 Reduces the rate of Employee Attrition.

 To maintain employee relations, it helps in building a good workplace culture.

 The Organization is happier with more productive employees.

 It helps in the overall growth of the Organization.

Some Trends in Recruitment include:

 Go mobile.

 Recruitment Marketing

 Gamification and also Virtual reality.

Some fundamentals of Recruitment include:

 Recruitment Process Outsourcing (RPO):

Recruitment Process Outsourcing is a third-party company that helps their client companies to provide a

holistic recruitment solution. To fulfil a client’s recruitment requirements, an RPO helps in providing the

necessary staff, methodology, and technology needed.

 Poaching:

Employee poaching, also known as job poaching, talent poaching, or employee raiding is when a

company hires an employee from a competing company. Like, poaching is common in the IT industry

because employers need workers with high-demand technical skills.

 E-recruitment:

E-Recruitment is also called as the online Recruitment. Using Technology, mainly the Web-based sources

that help in sourcing, attracting and screening candidates’ resumes.

 E-recruitment-

 E-Recruitment is also called as the online Recruitment. Using Technology, mainly the Web-based sources

that help in sourcing, attracting, and screening candidates’ resumes.

 To reach talented and potential job-seekers at a low cost, companies have started using various job portals

and Online Recruitment platforms.

 The companies that are in the process of Recruiting and Hiring of employees make sure that their official

website is updated and their current job vacancy is mentioned.

 The company’s official website is extremely essential for attracting prospective employees through the

process of E-Recruitment.

Advantages of E-Recruitment:

 Low cost per candidate, as compared to the physical recruitment process.

 Wide geographical coverage, i.e. the candidates can be hired from any part of the world.

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

 Beneficial for both the employer and the job seeker, the corporations can find the prospective candidates

through their CVs attached to the world wide web, and similarly, the candidates can actively keep

searching for their desired employer while looking for their desired jobs.

 Less time required in hiring the potential candidate for the firm.

 Right people for the right job can be easily found through E-Recruitment, by matching the candidate’s

CVs with the job profile.

 The recruitment process becomes more efficient and easier to record details of the applicant.

OBJECTIVES-

a) To study the Virtual process of Recruitment at a renowned Recruitment Process Outsourcing agency.

b) To study the Challenges, advantages, difficulties, and outcomes of Virtual Recruitment.

c) To understand the Effectiveness of E-recruitment in the current pandemic situation.

PURPOSE-

Recruitment process Outsourcing agencies use e-recruitment methods mainly for recruiting candidates for

their client companies, especially during this current pandemic situation.

SECTOR PROFILE-

The three-sector model in economics mainly includes extraction of raw materials (primary), production

(secondary), and services provided (tertiary). In highly developed countries with a high income, the

tertiary sector dominates the entire output of the economy. The tertiary industry is that the segment of the

economy that gives services to its consumers, including a good range of companies like financial

institutions, schools, and restaurants. It is also referred to as the tertiary sector or service industry/sector.

The tertiary sector is mainly responsible for providing employment opportunities and is solely focused on

providing services. Examples of tertiary industries may include:

 Hospitalityindustry/tourism

 Mass media

 Healthcare/hospitals

 Public health

 Information technology

 Consulting

 Education

 Financial services

 Professional services

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

The service sector cares about the intangible aspect of offering services to consumers and businesses. It

involves the retail of manufactured goods. It also provides services, like insurance and banking.

LITERATURE REVIEW-

 Anna B Holm has proposed a study on ‘E-recruitment: Towards a Ubiquitous Recruitment Process

and Candidate Relationship Management’. This research paper mainly deals with the impact of e-

recruitment on recruitment as a whole. Three major case studies were taken into consideration for

three large organizations in Denmark in 2008-2010. E-Recruitment is an effective method of hiring

that is both time and space independent in nature. Also, an updated career website is an integralpart

of E-Recruitment. The different stages of Recruitment can be carried out and documented in an

effectively and sequentially. Also maintaining an updated corporate career website is an integral part

of the virtual recruitment process.

 Yioula Melanthiou has proposed a study on ‘The Use of Social Network Sites as an E-Recruitment

Tool’. This research paper mainly focuses on an initial exploratory investigation of e-recruiting

mainly carried out through Social media platforms. The major objective of this article is to find out

the organizations which use social media as a platform to screen potential and competent candidates.

This research paper mainly focuses on three major objectives:

a) Use of Social media as a platform to attract and screen competent applicants.

b) Legal implications of E-recruitment and social network screening.

c) Use of e-Recruitment as a major hiring strategy.

Developing a well-structured system and the use of information of competent candidates in the right

manner to hire talented candidates who possess the most suitable skillsets and competencies.

 Dr. Bhupendra Singh Hada and Swati Gairola have proposed ‘Opportunities& Challenges of E-

Recruitment’. This research paper mainly helped in understanding the concept of E-Recruitment,

challenges, scope and benefits of E-Recruitment. The fundamentals of E-Recruitment include

Poaching, Social networking, online testing an Employer’s website. Advantages of E-Recruitment

include: Time-saving and cost-saving, helps in searching for candidates faster using search words

easily, advertising benefits. Some of the challenges of E-Recruitment include: Not suitable for all

types of jobs, impersonal, privacy issues.

 Ashutosh Kar and Siddhartha Bhattacharya have proposed ‘E-Recruitment andCustomer

Satisfaction: An Empirical Study in and Around Kolkata’. This research paper mainly deals with

businesses and organizations that deal with the use of the internet to provide services. It could be in

the form of providing information, or facilitating transactions, or attending to the basic customer

service function. Starting from sourcing of input material to selling it to the target customers, along

with post-purchase service, total supply chain management is being done with help of a computer

system via the Internet. Virtual recruitment or online recruitment is one such service. The research

paper is basically a summary of how employees are considered as assets of the company. Mr.

Narayan Murthy had stated that his company’s assets walk out of the door every evening. With the

emphasis on Human Resources, is very necessary to have a systematic and quality Recruitment

solution process that helps in hiring candidates that fit the right parameters, are competent and

talented, and possess the essential skills required for the vacant job position. Also, it is equally

essential to pay employees highly competitive salary packages or there could be high chances of

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

Raiding where another company of the same industry may offer a much better salary package that

would lead the employee to work for our competitors and it could be a major loss to the

Organization.

 Prof. Priya Unadkat has proposed ‘Need of E-Recruitment strategies in emerging scenario’. This

research paper deals with effective E-Recruitment essential for hiring competent candidates. Data

was collected by the combination of both primary and secondary data. It includes major kinds of E-

Recruitment, advantages, findings of E-Recruitment, and also determining the future and scope of E-

Recruitment. Some of the fundamentals of Recruitment are as follows: outsourcing, E-Recruitment,

and Raiding.

 Avinash S. Kapse, Vishal S. Patil, Nikhil V. Patil have proposed a research paper on ‘E-Recruitment’.

This Research paper includes study of E-recruitment used to attract,and source candidates and aid the

recruitment process. Distinguishing factors between Tradition Recruitment and E-Recruitment

process, process, advantages and disadvantages, sources and factors affecting recruitment. Job

Portals are extremely popular and largely used tools by companies and recruitment teams also to

facilitate the smooth functioning of the recruitment process in the competitive world. Job Portals are

a platform that helps employers meet their prospective employees.

RESEARCH METHODOLOGY-

 Statement of Problem:

This study was intended to understand the Virtual Recruitment process at a renowned Recruitment

Process Outsourcing (RPO) agency. Also, tried to understand the challenges, advantages, disadvantages,

and outcomes of the Virtual Recruitment process.This research was intended to understand the

Effectiveness of E-Recruitment in the current pandemic situation.

 Research design:

Type of research: Quantitative research

This research is a quantitative research method as it helps us in providing statistical data obtained from

HR professionals and HR interns regarding various challenges, advantages, disadvantages,and outcomes

of the Virtual Recruitment process. This quantitative data has helped in understanding the effectiveness

of the E-Recruitment process.

Type of research design: Descriptive Research design.

Here the Research Design is the Descriptive method. TheDescriptive Method describes the

characteristics of the population or phenomenon studied.Descriptive Research Design includes

Observational studies, developmental design, and research surveys. The Descriptive Research method

can be carried out by collecting data with the help of Surveys as well.

 Population/Universe:

The data has been collected by carrying out two surveys:

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

a) HR interns interning in the RPO (age group of 20-25 years)

b) HR professionals working in the RPO (age group of 28-40 years).

 Sampling Technique:The sampling technique that has been used for the research is Simple Random

Sampling technique. TheSimple random sampling is a sampling technique where every item present

in the population has an equal and even chance of being selected in the sample. In this sampling

technique, the selection of items is entirely dependent on luck or probability, and thus this sampling

technique is also known as a method of chances.

 Sampling Unit: The sampling unit in this research includes two categories of individuals:

a) HR interns interning at the RPO agency.

b) HR professionals working at the RPO agency.

 Sampling size:

Two surveys- The total sampling size taken for the collection of data is 51 where: 20 Human Resource

Professionals and 31 Human Resource interns interning at the renowned RPO were selected for the two

surveys.

 Age group:

The data collected for the research paper includes:

1. HR interns interning in the RPO agency (age group of 20-25 years)

2. HR professionals working in the RPO agency (age group of 28-40 years).

 Data collection

Data was collected by using a combination of Primary and Secondary data.

Primary data:

The Primary data was collected by carrying out two surveys via Google forms: one among Human

Resource professionals working at the RPO and the other, among Human Resource interns interning

at the RPO. The Survey acts as an essential tool for obtaining Primary data. Surveys are a popular

market research tool to collect feedback from respondents that helps us in obtaining a much wider

perspective regarding the concept among the population studied.

Secondary data:

Secondary data is the data available on research papers, magazines, newspapers,etc. Secondary data

for the research was acquired from research papers published in journals.

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

ANALYSIS AND INTERPRETATION:

SURVEY NO.1

 These are some of the major observations noted after surveying HR Professionals at

the renowned Recruitment Process Outsourcing agency:

1.) Which method of Recruitment helps in generating a competent pool ofcandidates?

Interpretation:

 E-Recruitment is the most effective method of generating a competent pool of candidates (70%)

and also referrals are the least effective method of generating a competent pool of candidates

(5%). More than a single option could be chosen as the answer to the question.

2.) Which are the major benefits of E-Recruitment, according to HR Professionals?

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

Interpretation:

 9 respondents out of 20 respondents (45%) believe that major benefits of E-Recruitment mainly

include all of the following: Cost-effectiveness, clear communication, green solution and it helps

in creating a better reach among interested applicants. 6 respondents out of 20 respondents (30%)

believe that the major benefit of E-Recruitment is cost-effectiveness, 3 respondents out of 20

respondents (15%) believe that clear communication is a major benefit. 2 out the 20 respondents

(10%) believe that better reach is the major benefit of E-Recruitment.

 More than a single option could be chosen as the answer to the question.

3.) Do you agree that Virtual Recruitment is beneficial in the pandemic situation?

Interpretation:

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

 9 respondents out of the 20 respondents (45%) who were surveyed agree that the virtual

Recruitment process is beneficial in the current pandemic situation. 6 respondents out of the 20

respondents (30%) Strongly agree with the usefulness of Virtual Recruitment in the current

pandemic situation. 3 respondents out of the 20 respondents (15%) have a neutral opinion whereas

2 respondents out of the 20 respondents (10%) strongly disagree with the same.

4.) Do you agree that E-recruitment reduces the recruitment and selection cost and increases

the pool of resumes?

Interpretation:

 9 respondents out of the 20 respondents (45%) who were surveyed agree that the virtual

Recruitment process reduces the recruitment and Selection cost and does increase the pool of

resumes. 4 respondents out of the 20 respondents (20%) Strongly agree that Virtual

Recruitmentprocess reduces the recruitment and Selection cost and does increase the pool of

resumes. 4 respondents out of the 20 respondents (20%) have a neutral opinion whereas 3

respondents out of the 20 respondents (15%) strongly disagree to the same.

 SURVEY NO.2

 These are some of the major observations noted after surveying HR Interns at the

renowned Recruitment Process Outsourcing agency:

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

1.) According to the interns, which are the major benefits of E-recruitment?

Interpretation:

 Some of the major benefits of Virtual Recruitment observed after the survey include- Reduction in

consumption of time and money (48.4%) and Cost-effectiveness (45.2%). Also, clear

communication, better reach and availability of higher applicant resumes. More than a single

option could be chosen as the answer to the question.

2.) In order to carry out an effective E-Recruitment process, what are the parameters taken

into consideration while recruiting candidates?

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

Interpretation:

 All of these are the important parameters taken into consideration while recruiting candidates

mainly include:

a) Educational qualification.

b) Work experience

c) Background check

d) Technical skills.

e) Age factor.

f) Location/Career break.

 More than a single option could be chosen as the answer to the question.

 Some other discussions about e-recruitment while surveying HR Professionals

include:

1.) Which job portals do HR recruiters use commonly?

Interpretation:

 16 out of 20 respondents (80%) prefer the use of Naukri portal to LinkedIn, Indeed and

Monster. 2 out of 20 respondents (10%) use LinkedIn for searching applicants for job

positions. While 1 out of the 20 respondents (5%) each use Indeed and Monster for searching

applicants for job positions.

2.) Most commonly used Software in Recruiting agency?

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

Interpretation:

 Recruiting Agency commonly uses SAP Software (64.7%) as compared to various software like

Caterpillar, Hire Bot, Happier Hire,or Microsoft Excel or Outlook. Hire Bot is the least used HR

software (5.9%).

3.) Do Organizations necessarily require a third-party agency to check references of

employees?

Interpretation:

 About 15.8% of the total population of HR professionals, who were surveyed strongly agree that

Organizations necessarily require a third-party agency must be hired for a background check of

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

employees, whereas 5.3% of the total population of HR professionals who were surveyed strongly

disagree with the same. Around 36.8% of the total population of HR professionals have a neutral

opinion on the same.

4.) What do the employees/new hires expect from the Organization?

Interpretation:

 8 respondents out of the 20 respondents (40%) who were surveyed believe that employees/new

hires expect all the following parameters from their current Organization:

a. High Salary and compensation

b. Growth and development opportunities.

c. Coaching and Skill enhancement.

d. Job stability and security.

 8 respondents out of the 20 respondents (40%) believe that employees/new hires majorly expect

Growth and Development opportunities from their current Organization. 3 respondents out of the

20 respondents (15%) majorly expect Job stability and job security, whereas 1 respondent out of

the 20 respondents (5%) majorly expect a High Salary and compensation from their current

Organization. More than a single option could be chosen as the answer to the question.

 Some other discussions about e-recruitment when surveying HR interns include:

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

1.) While interning at the RPO, which were the job portals that were used for sourcing and

recruiting candidates?

Interpretation:

 28 respondents out of the 31 respondents (90.7%) used the Naukri portal to source and recruit

candidates for the RPO’s client company. 3 respondents out of the 31 respondents (9.3%) majorly

used LinkedIn to source and recruit candidates for the same.

2.) What are the major challenges faced while the HR interns worked at the RPO?

Challenges faced

Percentage

Number of

respondents

Lack of communication between interns

and supervisors

35.5%

11

Difficulty in understanding job description

22.6%

7

Reluctance by candidates to change jobs

61.3%

19

Fraudulent resumes

29%

9

[VALUE]

Job Portals used

Naukri LinkedIn Monster Indeed

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

 The major challenge faced by interns while working there was that candidates were reluctant to

change jobs (61.3%). Various other challenges faced by HR interns in the RPO include:

a) Fraudulent Resumes.

b) Lack of communication between interns and supervisors.

c) Difficulty in the understanding job description.

 More than a single option could be chosen as the answer to the question.

3.) Are candidates reluctant to change their job, making E-Recruitment harder?

Interpretation:

 15 respondents out of the 31 respondents (48.8%) agree that they have experienced a reluctance

from the candidates’ end which made Virtual Recruitment harder, 13 respondents out of the 31

respondents (41.9%) have a neutral opinion for the same.3 respondents out of the 31 respondents

(9.7%) Strongly agree that they have experienced a reluctance from the candidates’ end which

made Virtual Recruitment harder.

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

4.) What do the new hires expect from the Organization?

Interpretation:

 16 out of the 31 respondents (51.6%) believe that new hires expect all of the following from the

Organization they interview for:

 High salary and Compensation.

 Recognition and appreciation.

 Job stability and security.

 Growth and Development opportunities.

 Coaching and skill development.

 11 respondents out of the 31 respondents (35.5%) majorly believe that new hires expect a high

salary and compensation package from the Organization. 3 respondents out of the 31 respondents

(9.7%) majorly believe that new hires expect Growth and Development opportunities from the

Organization. 1 respondent out of the 31 respondents (3.2%) majorly believes that new hires expect

Growth and Development opportunities from the Organization.

Observation

High salary and

compensation

Growth and

development

opportunities

Job safety and

stability

All of these (Also

includes Recognition

and skill development)

What do the new

hires expect from

the organization

they interview for

35.5%

(11)

9.7%

(3)

3.2%

(1)

51.6%

(16)

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

4.) According to interns, which are the major learnings from their internships?

a. Conceptual knowledge of recruitment process (45.2%)

b. Business communication skills (29%)

c. Negotiation and Convincing skills (32.3%)

d. The Clear understanding of various job description (29%)

e. Technical training (6.5%)

More than a single option could be chosen as the answer to the question.

FINDINGS:

Some of the major findings from my Internship include:

 About 70% of the total HR professionals who were surveyed, believe that E-Recruitment is a

effective approach to generate a competent pool of candidates.

 About 75% of the total HR professionals agree that Virtual Recruitment is beneficial in the

pandemic situation.

 About 65% of the total HR professional believe that E-recruitment reduces the recruitment and

selection cost and increases the pool of resumes.

 The advantages of E-Recruitment include:

a. Reduction in consumption of time and money

b. Cost-effectiveness

c. Clear communication

d. Better reach

e. Availability of higher applicant resumes.

 The major parameters are taken into consideration while recruiting candidates are as follows

a. Educational qualification

b. Work experience

c. Background check

d. Technical skills.

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

e. Also, various other parameters taken into consideration are location, age factor, career break,etc.

 Also, new hires expect high salary and compensation, Recognition and appreciation, Job stability

and security, Growth and development opportunities,and Coaching and skill development for their

career growth from the Organization, they would be working for.

PRACTICAL IMPLICATIONS:

 The research and its findings help in understanding the use of the Virtual process of Recruitment

to attract a competent and talented pool of candidates.

 The research and its findings help inunderstanding the challenges, advantages, difficulties,and

outcomes of Virtual Recruitment.

 It also helps in determiningthe Effectiveness of E-recruitment in the current pandemic situation.

 Also, in this situation, it helps us realize the cut-throat competition in the market as many

individuals have lost their job and are ready to take up a jobthat offers a salary much lesser than

their previous one.

 Also, virtual recruitment helps in finding a competent person for the right job vacancy and thus

reducing unemployment.

LIMITATIONS:

 As the sample size was small, it cannot represent the entire population, therefore some results

might be incorrect.

CONCLUSION:

This research helps in determining that E-Recruitment is a successful and effective method to carry

out recruitment of competent employees during the pandemic situation.

REFERENCES:

 https://content.wisestep.com/recruiting-important-organization/

 https://www.yourarticlelibrary.com/industries/industries-classification-of-industries-in-

india/19707

 https://recruitmentjuice.com/blog/hiring-tips-for-recruiters-during-a-pandemic/

 Research papers:

International Journal of Scientific Research in Engineering and Management (IJSREM)

Volume: 04 Issue: 10 | Oct -2020 ISSN: 2582-3930

 ‘E-recruitment: Towards a Ubiquitous Recruitment Process and Candidate Relationship

Management’ by Anna B Holm, German Journal of Human Resource Management, August 1,

2012.

 ‘The Use of Social Network Sites as an E-Recruitment Tool’ by Yioula Melanthiou, Journal of

Transnational Management, 12 February, 2015.

 ‘Opportunities& Challenges of E- Recruitment’ by Dr. Bhupendra Singh Hada, Swati Gairola, 5

April, 2015.

 ‘E-Recruitment and Customer Satisfaction: An Empirical Study in and Around Kolkata’ by

Ashutosh Kar and Siddhartha Bhattacharya, Journal of NSHM Business School, April 2012.

 ‘Need of E-Recruitment strategies in emerging scenario’ by Prof. Priya Unadkat, Research Gate

Journal, 1 April, 2012.

 ‘E- Recruitment’ by Avinash S. Kapse, Vishal S. Patil, Nikhil V. Patil, International Journal of

Engineering and Advanced Technology (IJEAT), 27 April, 2012.

THE STUDY OF VIRTUAL RECRUITMENT: THE NEW NORMAL

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