Abstract: HR professionals concerns and practices in terms of recruiting sources are analysed in this research, with emphasis on their perception of job portals as recruiting sources. The study employs quantitative methods like ANOVA, t-tests, and factor analysis on the data from a sample of HR professionals with diverse demographics. The find that experience does not impact applicants from job sites at all on the perceived quality, but many otherwise underlying characteristics do affect recruitment source rating. It includes the areas of cost-effectiveness, ROI, the ability to attract particular personnel, and the growing fit of the digital platforms in recruiting. The research also noted that having no effect on calculating how HR professionals appraise applicant quality means that they evaluate them based on a degree of neutrality. Additionally, the study emphasises the fact that younger professionals have been increasing in prominence in the HR field and that this increases the usefulness of digital recruitment techniques. The results have a profound impact on corporations and human resource professionals. Therefore, organizations are being encouraged to select their data-driven recruitment sources, improve training for HR professionals to master capabilities related to evaluating personnel, and implement technology to automate and streamline the process of recruiting

Keywords: job portals, recruitment, sources, most effectivessness, least effectivessness.

| DOI: 10.17148/IARJSET.2025.12496