CASIRJ Volume 5 Issue 7 [Year - 2014] ISSN 2319 – 9202 International Research Journal of Commerce Arts and Science http://www.casirj.com Page 187 Cost-benefit analysis of E-Recruitment Sarvesh Kumar Research Scholar Himalayan University, Arunachal Pradesh Dr. Manjeet Kaur Supervisor Introduction Organization assigns goals to recruiting by types of employees. For Example, a goal for a recruiter might to be hiring 500 unskilled and semiskilled employees, or 100 technicians or 100 managerial employees per year. Then the organization can decide who can be the best recruiters. They may be those who meet or exceed quotas and those whose recruiters stay with the organization and are evaluated well by the superiors. Sources of Recruiters can also be evaluated, in college recruiting; the organization can divide the number of job acceptances by the number of campus interviews to compute the cost per hire at each college. Then it drops from the list those campuses that are not productive. The method of Recruiting that are used by a company can be evaluated along various dimensions. In addition the organization can calculate the cost of each method (such as advertising) and divide it by the benefits it yields (acceptances of offers). The organization can also examine how much accurate job information was provided during the recruiting process. Another Aspect of recruiting that can be evaluated is what referred to as the quality of hire. This measure can provide management with an assessment of the quality of the new employees being recruited and hired.