Published June 12, 2024 | Version v1
Conference paper Open

A Study of Factors Influence Towards The Motivation of E-recruitment Among Generation - Y Job Seekers of B-School

Creators

  • 1. ROR icon GIET University
  • 2. ROR icon National Institute of Construction Management and Research

Description

Abstract

As labour demographics continue to change, particularly concerning Generation Y, human resources professionals are faced with an unusual task. Millennials, often known as Generation Y (Gen Y), were born between 1979 and 2002. Human resources professionals must improve their social networking site-based recruitment techniques because there are 53.5 million Gen Y workers in the labour force today. From the perspective of human resources recruiters, this research study carefully investigates the challenge of luring Gen Y in proportionate numbers to the labour force in a two-year college system in the Odisha Region.

Young experts are a significant element of Generation Y, and numerous studies have examined their viewpoints, attitudes, beliefs, etc. This essay compares the significance of career and life values to friends from various B-schools with comparable backgrounds and the same age. Between December 2021 and May 2022, 250 B-school students from two different study programmes at the same Faculty completed a life value inventory to test the hypotheses. The data were then analyzed using SPSS statistical software. Only a portion of the expectations for various values in life and at work was met. The results are discussed within the context of strategic leadership and stakeholder involvement requirements.

Keywords: Motivation, Generation Y,  E-Recruitment, B-school

Files

Sanjay SCI Conference Pape OD Journal.pdf

Files (4.1 MB)

Name Size Download all
md5:b4529939b2599328de18d18cc4e42846
4.1 MB Preview Download

Additional details

References

  • Ahmad, S. R., Prasad, K. D. V., Bhakuni, S., Hedau, A., Narayan, P. S., & Parameswari, P. (2023). The role and relation of emotional intelligence with work-life balance for working women in job stress. The Scientific Temper, 14(01), 233-237. Anderson, N. (2003). Applicant and recruiter reactions to new technology in selection: A critical review and agenda for future research. International Journal of Selection and Assessment, 11(2-3), 121-136. Brown, D. (1996). Brown's Values-Based, Holistic Model of Career and Life-Role Choices and Satisfaction. In Career Choice and Development (3rd ed.). San Francisco: JosseyBass. Brown, D. (2002). The Role of Work Values and Cultural Values in Occupational Choice, Brown, D. and Crace, K. R. (1996/2002). Life Values Inventory: Facilitator's Guide [PDF]. Brown, D. and Crace, R. K. (1996). Values in Life Role Choices and Outcomes: A Conceptual Model. The Career Development Quarterly, 44(3), 211-223. Buckley P, Minette K, Joy D, and Michaels J (2004). The use of an automated employment recruiting and screening system for temporary professional employees: A case study. Human Resource Management, 43(2): 233–241. CEMS. (2018). Key Facts & Figures, Cems.org, CEMS -The Global Alliance In Management Education, www.cems.org/aboutcems/overview/key-facts-figures. Chapman DS and Webster J (2003). The use of technologies in the recruiting, screening, and selection processes for job candidates. International Journal of Selection and Assessment, 11(2–3): 113–120. Chládová, M., Lorenc, M. (2011). Development and Effective Leading of Student Team Work. International Journal of Case Method Research & Application. 23(3), 216–227. Festing, M. and Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychologicalcontract perspective. Journal of World Business, 49(2), 262-271. Flodrová, T., & Šilerová, L. (2011). Generace Y – jiná cílová skupina. Strategie, 19 (10), 58-59. Harvard Business Review. Retrieved online: https://hbr.org/2013/01/strategic-leadershipthe-esssential-skills Hauw, S. D., & Vos, A. D. (2010). Millennials' Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations? Journal of Business and Psychology, 25(2), 293-302. Hedau, A. (2018). A Review of Canons of Taxation: India's Perspective. Asian Journal of Research in Social Sciences and Humanities, 8(2), 41-53. Hedau, A. (2018). Long Run Performance of IPO-Empirical Evidence from Indian Capital Market. Asian Journal of Management, 9(1), 723-729. Hedau, A. (2018). Long Run Performance of IPO-Empirical Evidence from Indian Capital Market. Asian Journal of Management, 9(1), 723-729. Hedau, A. (2020). Value Investing: Evidence From Listed Construction And Infrastucture Sector Companies In India. Romanian Economic and Business Review, 15(4), 104-114. Hedau, A. (2024). Impact of Macroeconomic Variables on the Performance of the Indian stock market. Journal of Informatics Education and Research, 4(1). Hedau, A., & Joshi, V. K. (2015). Under Pricing Anomaly –Empirical Evidence from Indian Capital Market. International Journal of Innovative Research and Development. Hedau, A., & Mishra, S. (2023). EQUITY PRICE DETERMINANTS OF INDIA'S NIFTY NEXT 50 INDEX FIRMS'. Indian Journal of Finance and Banking, 13(2), 14-22. Hershatter, A., & Epstein, M. (2010). Millennials and the World of Work: An Organization and Management Perspective. Journal of Business & Psychology. 25 (2), 211–223. Howe, N., & Strauss, B. (1993). 13th Gen: Abort, retry, ignore, fail? New York: Vintage Books. Kirovová, I. (2011). Od tradiční kariéry k současným kariérním koncepcím. Československá Kolář, O. (2015). Analýza kariérního vývoje absolventů Vysoké školy ekonomické v Praze (Master's thesis, University of Economics, Prague, 2015). McManus, M. A., & Ferguson, M. W. (2003). Biodata, personality, and demographic differences of recruits from threes sources. International Journal of Selection and Assessment, 11(175-183). Mishra, S. (2021). Efficiency measure of form work in construction: a comparative assessment. In Recent Developments in Sustainable Infrastructure: Select Proceedings of ICRDSI 2019 (pp. 961-970). Springer Singapore. Palfrey J and Gasser U (2008). Born digital: Understanding the first generation of digital natives. Basic Books, New York, USA. Patton, W., & McMahon, M. (2006). Career development and systems theory: Connecting theory and practice. Rotterdam: Sense. Managing tomorrow's people: Millennials at work –perspectives from a new generation. [PDF]. (2008). Portrait of a New Generation of Leaders: Project Summary Report CEMS L'Oréal Fellowship (Rep.). Paris, France: CEMS Head Office. Prague: University of Economics. Mayrhofer, W., Nordhaug, O., & Obeso, C. (2009). PricewaterhouseCoopers International Limited. Millennials at work – Reshaping the workplace. [PDF]. (2011). PricewaterhouseCoopers International Limited. psychologie. 55 (4), 316-331. Satisfaction, and Success: A Theoretical Statement. In Career Choice and Development (4th ed.). San Francisco: Jossey-Bass. Schullery, N. (2013). Workplace Engagement and Generational Differences in Values. Business Communication Quarterly. 76 (2), 252–265. Shoemaker, P., Krupp, P. J. H., Howland, S. (2013). Strategic Leadership: The Essential Skills. Twenge, J. M. (2010b). A Review of the Empirical Evidence on Generational Differences in Work Attitudes. Journal of Business & Psychology. 25 (2), 201-210. Twenge, J. M., et al. (2010a). Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing. Journal of Management. 36 (5), 1117-1142. Ware, L. B. (2014). Stop the Gen Y revolving door. T+D. 68 (5), 58-63