ABSTRACT
The study investigated the three areas of operations on the effectiveness of the e-recruitment of St. Francis Xavier College, San Francisco Agusan del Sur through the following indicators: demographic profile, organizational efficiency, and effectiveness of e-recruitment. It considered the four areas of operations for organizational efficiency using descriptive-correlation design. The researcher tapped 47 non-teaching staff and 50 teaching staff of the said institution as respondents of the study. The researcher conducted the study within the academic year 2018-2019.
The findings further disclosed the level of effectiveness of e-recruitment as rated by the two groups of respondents in the three areas. Website Characteristics revealed an average weighted mean of 3.39 tagged as strongly agree; Organizational Values garnered a weighted mean of 3.18 described as agree; and Applicant Cultural Values elucidated a 3.26 weighted mean identified as strongly agree. An over-all impression in the three areas revealed that both teaching and non-teaching respondents positively subjugated in strongly agree with 3.27 mean values and implies that the respondents use social media/website for job hunting.
On the significant difference between the variables on the level of effectiveness of e-recruitment as perceived by the two groups of respondents, result reveal that the value of the computed t and p-Value failed to reject the null hypothesis. The result denotes that there is no significant relationship between the variables tested. On the other hand, the significant relationship between the demographic profile and the level of effectiveness of e-recruitment as perceived by the two groups of respondents also failed to reject the null hypothesis based on the Pearson Product Moment Correlation.
The findings further disclosed the level of organizational efficiency in the four areas; Communication revealed an average weighted mean of 2.62 tagged as agree; Employee Commitment garnered a weighted mean of 2.49 described as disagree implies that respondents are not committed in the organization; Employees’ Productivity resulted to a 2.46 weighted mean marked as disagree means they are productive; and Training/Innovation garnered a weighted mean of 2.87 described as agree as its adjectival interpretation. On the significant difference on the level of organizational efficiency as perceived by the two groups of respondents, results failed to reject the null hypothesis based on the computed t. On the significant relationship between the variables as perceived by the teaching respondents, only employment status was found to be ‘significant’ while all other variables resulted to be ‘not significant’. As to non-teaching, all variables resulted to be ‘not significant’.
Finally, the significant relationship between the level of effectiveness of e-recruitment and the level of organizational efficiency as perceived by the two groups of respondents was also culled out from the data where it revealed a ‘not significant’ relationship on the perception of the two groups of respondents.
Keywords: SFXC, efficiency, organization, effectiveness, e-recruitment