STUDY ON E-RECRUITMENT - EDLOGIX SOFTWARE SOLUTIONS PVT. LTD

Abstract

The rapid digitization of HR processes has positioned e-recruitment as a strategic lever for organizations seeking speed, scale, and quality in talent acquisition. This study examines the design, adoption, and effectiveness of e-recruitment practices at Edlogix Software Solutions Pvt. Ltd., a mid-sized IT services firm operating in a highly competitive labor market. The research investigates how Edlogix integrates job portals, professional networks (e.g., LinkedIn), the company careers site, applicant tracking system (ATS) workflows, programmatic job advertising, employee referrals, and campus/hackathon pipelines into a unified hiring funnel. Core objectives include evaluating (i) sourcing channel performance (reach, cost, and candidate quality), (ii) funnel efficiency from application to offer (conversion and time-to-fill), (iii) candidate experience (communication, transparency, responsiveness), and (iv) compliance, data privacy, and diversity outcomes within digital hiring.A mixedmethods approach is employed: quantitative analysis of 12–18 months of ATS data (applications, screening outcomes, interview stages, offers, joins, and drop-offs) and cost records (cost-per-click, cost-per-applicant, cost-per-hire) is combined with qualitative insights from semi-structured interviews with recruiters, hiring managers, and recent hires. Key performance indicators (KPIs) assessed include time-to-hire, time-to-accept, cost-per-hire, source-of-hire mix, quality-of-hire proxies (early performance/retention within 6 months), candidate Net Promoter Score (cNPS), and offer-to-join ratio. Preliminary evidence suggests that e-recruitment has reduced average time-to-hire and sourcing costs while expanding reach to passive candidates; however, challenges persist around resume overload, automated screening precision, interview scheduling latency, and offer drop-offs in hot skill categories. The study also identifies friction points in candidate experience related to fragmented communications and limited status visibility, and highlights the need for stronger employer branding content on the careers site and job descriptions tailored to skills rather than titles.The paper proposes a practical roadmap for Edlogix: refine job ads via skills taxonomies and SEO, implement structured screening rubrics inside the ATS, introduce asynchronous assessments for early funnel filtering, automate calendaring, use real-time dashboards for funnel health, and deploy targeted nurturing journeys to reduce offer declines. Further, it recommends integrating DEI analytics, ensuring GDPR/DPDP Act–aligned consent flows, and instituting feedback loops (cNPS surveys, hiring manager scorecards) for continuous improvement. Overall, the study concludes that a data-driven, candidate-centric e-recruitment model can deliver superior hiring velocity, lower costs, and improved quality-of-hire for Edlogix, strengthening its talent advantage in the software sector.