THESIS

ON

A STUDY ON THE EFFECTIVENESS OF JOB PORTALS

(WITH REFERENCE TO TIMES GROUP)

SUBMITTED TOWARDS THE FULFILLMENT OF THE REQUIREMENTS OF

POST GRADUATE DIPLOMA IN MANAGEMENT (PGDM)
(2006-2008)

SUBMITTED TO: SUBMITTED BY:

UNDERTAKING

1
I -----------------student of -------------------------------
[MBA course (2007 – 2009 session)] undertake that this
project report is outcome of the original research work
done by me. The data is collected from both the primary
as well as secondary sources, analysis of which produces
this valuable report.

( ---------------------))

ACKNOWLEDGEMENT

It is a pleasure to have the opportunity to extend my

heartiest thanks to everybody who helped me through the

2
successful completion of my training, which is a great
source of learning and experience for me. While working
with this esteemed and professionally managed
organization I have realized the importance of practical
experience and also to relate my theoretical knowledge
with the practical market place.

I am also thankful to the Corporates who spared their

precious time for carrying out the interviews and
providing relevant information.

I also feel highly privileged to express my indebtedness to

my teachers, my guide, staff members, my family and
friends for their valuable support guidance in carrying out
this study.

3
 TABLE OF CONTENTS

S. No Topic PAGE NO

1 Introduction 1-12

2 Objectives 13

3 Methodology 14

4 Main Report 15-113

5 Conclusion 114-116

6 Recommendation 117

7 Limitations of the study 118

8 Bibliography 119

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 SYNOPSIS

Recruitment is an important part of an organization’s human

resource planning and their competitive strength. The objective of
the recruitment process is to obtain the number and quality of
employees that can be selected in order to help the organization to
achieve its goals and objectives. Recruitment acts as a link between
the employers and the job seekers and ensures the placement of
right candidate at the right place at the right time. The recruitment
and selection is the major function of the human resource
department and recruitment process is the first step towards
creating the competitive strength and the strategic advantage for
the organizations. Every organization has the option of choosing the
candidates for its recruitment processes from two kinds of sources:
internal and external sources. In this is competitive global world
and increasing flexibility in the labor market, recruitment is
becoming more and more important in every business.

In today’s rapidly changing business environment, a well defined

recruitment policy is necessary for organizations to respond to its
human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be
executed effectively to recruit the best talent pool for the selection
of the right candidate at the right place quickly.

A company may draw required personnel from outsourcing firms.

The outsourcing firms help the organization by the initial screening
of the candidates according to the needs of the organization and
creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool

5
by employing people for them and make available personnel to
various companies as per their needs.
The internet penetration in India is increasing and has tremendous
potential. According to a study by NASSCOM – “Jobs is among the
top reasons why new users will come on to the internet, besides e-
mail.” There are more than 18 million resume’s floating online
across the world.
“Buying talent” (rather than developing it) is the latest mantra
being followed by the organizations today. Poaching means
employing a competent and experienced person already working
with another reputed company in the same or different industry;
the organization might be a competitor in the industry.
The back end infrastructure at sites like careermosaicindia.com and
jobcurry.com weed out junk resumes on a daily basis. Good but
incomplete resumes are updated by interacting with the job seekers
via e- mail. As employers post jobs on the site, they should give an
accurate description of their requirements. Search engines of sites
like careeermosaicindia.com and jobcurry.com ensure that only
those resumes that match the specifications will be displayed.
The shortage of skilled IT professionals with the need for quick
deployment of projects and the anonymity offered by the web are
major factors that have contributed to the growing popularity of
web-based recruitment. Modern day professionals have dismissed
the postal service as `snail mail' and do not have the time to
depend on the transactions carried out through this mode of
communication.
A job seeker's resume is their identity on the web site. Similarly,
employers post their job requirements on the web site. Resumes
and jobs are matched using basic criteria like skill sets and job
location. Once candidates post their resume, they can run a search
and view jobs that match their profile.

6
Employees that are looking for jobs are now using the services
offered through online recruitment. Before they sign up for their
services, they've had to learn the definition of online recruitment so
they could get full use of their benefits. The definition of online
recruitment falls in two categories.

Some vacancies are purely extensions to ‘old media’ printed

advertisements so that ‘online’ is merely an alternative
communication medium, while other vacancies are only found
online with no printed equivalent.

Major Players of E-recruitment Industry in India are which

Naukri.com started Operations in the Year 1997, Monster.com
which entered India in the Year 2001, and Timesjobs.com which
started Operations in Jan 2004. Apart from this –New Players –
clickjobs.com, shine.com etc. Small Level/Regional Players are
jobstreet.com, placementindia.com etc.

If the company is getting the value for its money it will definitely
buy a job portal as the recruitment needs are ever lasting. Every
now & then company would have a recruitment need and if it go for
print Ads it is far more expensive with only a single day shelf life.
That is why companies now a days prefer job portals and if a job
portal’s services are also cost efficient it wiil even add to the value
for the company.

While taking the service of a particular job portal the companies

also consider its presence or mainly its reputation in the market. So
if a company if there in the industry for more than 10 years, then
definitely its presence would be far more than the new entrants. It
will have more visibility in the market so if at any point of time a

7
company thinks of buying a job portal then that portal’s name
would be the first to click its mind.

After seeing the convenience of online recruitments many

companies rather than buying a portal, have started practicing
similar activities on their websites as well like resume submission,
job advertisement etc, so if this continues they may not need any
job portal in the long run giving a major threat to the e-
recruitment companies.

Riding on the back of a war for talent, online recruitment is steadily

gaining a bigger share of the recruitment pie.

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 Introduction

Recruitment is an important part of an organization’s human

resource planning and their competitive strength. Competent
human resources at the right positions in the organisation are a
vital resource and can be a core competency or a strategic
advantage for it.

The objective of the recruitment process is to obtain the number

and quality of employees that can be selected in order to help the
organisation to achieve its goals and objectives. With the same
objective, recruitment helps to create a pool of prospective
employees for the organisation so that the management can select
the right candidate for the right job from this pool. Recruitment acts
as a link between the employers and the job seekers and ensures
the placement of right candidate at the right place at the right time.
Using and following the right recruitment processes can facilitate
the selection of the best candidates for the organisation.

In this is competitive global world and increasing flexibility in the

labour market, recruitment is becoming more and more important
in every business. Therefore, recruitment serves as the first step in
fulfilling the needs of organisations for a competitive, motivated and
flexible human resource that can help achieve its objectives.

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Purpose & Importance of Recruitment:
• Attract and encourage more and more candidates to apply in the
organisation.
• Create a talent pool of candidates to enable the selection of best
candidates for the organisation.
• Determine present and future requirements of the organization
in conjunction with its personnel planning and job analysis
activities.
• Recruitment is the process which links the employers with the
employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited
and selected will leave the organization only after a short period
of time.
• Meet the organizations legal and social obligations regarding the
composition of its workforce.
• Begin identifying and preparing potential job applicants who will
be appropriate candidates.
• Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job applicants

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Recruitment Process
The recruitment and selection is the major function of the human
resource department and recruitment process is the first step
towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and
time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource

department receiving requisitions for recruitment from any
department of the company. These contain:
Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
• Preparing the job description and person specification.
• Locating and developing the sources of required number and
type of employees (Advertising etc).
• Short-listing and identifying the prospective employee with
required characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making.

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1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

The recruitment process is immediately followed by the selection

process i.e. the final interviews and the decision making, conveying
the decision and the appointment formalities.

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Sources of Recruitment
Every organisation has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and
external sources. The sources within the organisation itself (like
transfer of employees from one department to other, promotions)
to fill a position are known as the internal sources of recruitment.
Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

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Recruitment Policy of a Company

In today’s rapidly changing business environment, a well defined

recruitment policy is necessary for organizations to respond to its
human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be
executed effectively to recruit the best talent pool for the selection
of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound
recruitment process.

It specifies the objectives of recruitment and provides a framework

for implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies
with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organisation
• Recruitment services of consultants
• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment

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A recruitment policy of an organisation should be such that:

• It should focus on recruiting the best potential people.

• To ensure that every applicant and employee is treated equally
with dignity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weightage during selection given to factors that suit organization
needs.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and
employment relationship.
• Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY:

• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.

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Recent Trends in Recruitment:

The following trends are being seen in recruitment:

OUTSOURCING
In India, the HR processes are being outsourced from more than a
decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firms help the organization by
the initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their
human resource pool by employing people for them and make
available personnel to various companies as per their needs. In
turn, the outsourcing firms or the intermediaries charge the
organizations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. Turning the management's focus to strategic level processes of
HRM
4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
5. Company can save a lot of its resources and time.

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POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra
being followed by the organizations today. Poaching means
employing a competent and experienced person already working
with another reputed company in the same or different industry;
the organization might be a competitor in the industry. A company
can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current
employer of the candidate. But it is seen as an unethical practice
and not openly talked about. Indian software and the retail sector
are the sectors facing the most severe brunt of poaching today. It
has become a challenge for human resource managers to face and
tackle poaching, as it weakens the competitive strength of the firm.

E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-
recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web. The
job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place
their CV’s in worldwide web, which can be drawn by prospective
employees depending upon their requirements.

Advantages of recruitment are:

o Low cost.
o No intermediaries
o Reduction in time for recruitment.
o Recruitment of right type of people.
o Efficiency of recruitment process.

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 E-Recruitment

The buzzword and the latest trends in recruitment is the “E-

Recruitment”. Also known as “Online recruitment”, it is the use of
technology or the web based tools to assist the recruitment
process. The tool can be either a job website like naukri.com,
timesjobs.com the organization’s corporate web site or its own
intranet. Many big and small organizations are using Internet as a
source of recruitment. They advertise job vacancies through
worldwide web. The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet.
Alternatively job seekers place their CV’s in worldwide web, which
can be drawn by prospective employees depending upon their
requirements.

The internet penetration in India is increasing and has tremendous

potential. According to a study by NASSCOM – “Jobs is among the
top reasons why new users will come on to the internet, besides e-
mail.” There are more than 18 million resume’s floating online
across the world.

18
The two kinds of e- recruitment that an organization can use is –

• Job portals – i.e. posting the position with the job description
and the job specification on the job portal and also searching for
the suitable resumes posted on the site corresponding to the
opening in the organization.

• Creating a complete online recruitment/application section

in the companies own website. - Companies have added an
application system to its website, where the ‘passive’ job seekers
can submit their resumes into the database of the organization for
consideration in future, as and when the roles become available.

Resume Scanners: Resume scanner is one major benefit provided

by the job portals to the organizations. It enables the employees to
screen and filter the resumes through pre-defined criteria’s and
requirements (skills, qualifications, experience, payroll etc.) of the
job.

Job sites provide a 24*7 access to the database of the resumes to

the employees facilitating the just-in-time hiring by the
organizations.

Also, the jobs can be posted on the site almost immediately and is
also cheaper than advertising in the employment newspapers.
Sometimes companies can get valuable references through the
“passers-by” applicants. Online recruitment helps the organizations
to automate the recruitment process, save their time and costs on
recruitments.

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Online recruitment techniques:
• Giving a detailed job description and job specifications in the job
postings to attract candidates with the right skill sets and
qualifications at the first stage.
• E-recruitment should be incorporated into the overall recruitment
strategy of the organisation.
• A well defined and structured applicant tracking system should be
integrated and the system should have a back-end support.
• Along with the back-office support a comprehensive website to
receive and process job applications (through direct or online
advertising) should be developed.
• To measure the effectiveness of online recruitment, set up the
metrics for recruitment spending.
• Give a precise and unambiguous questionnaire to reduce time in
searching for a suitable candidate.
• Ensure that all the approaches related to recruitment are linked to
and centered on your own recruitment site.

Therefore, we can say, it can be said that e-recruitment is the

“Evolving face of recruitment.”

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 OBJECTIVE
 To understand the concept of internet based recruitment service
and the recent trends in the recruitment market.
 To understand how companies providing e- recruitment services
work with special reference to ‘Timesjobs.com.’
 To know the products offered by timesjobs.com for companies
recruitment needs vis a vis its competitors namely, naukri.com,
monster.com etc.
 To understand the possible advantages of e-recruitment over
other modes of recruitment.
 To study the general satisfaction that employer’s feel about their
current recruitment alternatives vis a vis their needs.
 To know the factors which influence the corporate’s selection of a
particular e-recruitment company.
 To know the reason for preference/ non preference for
timesjobs.com by the companies.
 To identify the strengths, weaknesses, opportunities and threats
of timesjobs.com.
 To know the future prospects of e-recruitment industry.

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For the purpose of achieving the objective of this research I have
referred to both primary and secondary data.

Primary Data:
• The proposed study is conducted in Delhi wherein 20 – 30
consumers of e- recruitment service including companies as
well as placement consultants are contacted.

• The primary data from the companies is collected by a way of

face to face personal interview with their HR heads or other
concerned persons handling recruitments who are the
decision makers for buying e- recruitment service from a
particular company.

• Questions were asked in the aspects like Company’s

recruitment needs both in number & nature, current source of
recruitment, their satisfaction level from the current source
etc.

Secondary Data:
The sources of secondary data include:
• Internet.
• Journals, magazines & newspapers.
• Timesjobs product manuals
• Timesjobs Employee training manuals.

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23
INFORMATION Technology is perhaps the only industry in which the
number of job opportunities is far greater than the number of
skilled professionals available. Traditionally, Head- hunters and
internal Human Resources (HR) departments have been the main
sources of recruitment for IT companies. These modes of
recruitment are used even today. However, given the quick
turnover and rapidly changing skills, IT companies today prefer
web-enabled recruitment.
There are over 40 job sites on the Internet today, and the numbers
are on the rise. Most of them are general job sites like Naukri.com
and timesjobs.com. Ranging from beauticians and nurses to lawyers
and engineers, anybody can look for a job on these sites. Several
horizontal portals like rediff.com, yahoo.com, financialexpress.com
and IT specific web sites - and ITspace.com have job sections as
well.
We also have IT specific recruitment sites like winjobs.com
computerjobs.com, netpilgrim.com, careermosaicindia.com and
jobcurry.com.

The shortage of skilled IT professionals with the need for quick

deployment of projects and the anonymity offered by the web are
major factors that have contributed to the growing popularity of
web-based recruitment. Modern day professionals have dismissed
the postal service as `snail mail' and do not have the time to
depend on the transactions carried out through this mode of
communication. For instance, a project slated to begin in four to six
weeks, needs to have a task force of 150 in place within a month.
Using age old and long drawn recruitment procedures in this
situation is meaningless.

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A job seeker's resume is their identity on the web site. Similarly,
employers post their job requirements on the web site. Resumes
and jobs are matched using basic criteria like skill sets and job
location. Once candidates post their resume, they can run a search
and view jobs that match their profile. An employer can do the
same, search for candidates he requires for a particular job
requirement. Sites like careermosaicindia.com and jobcurry.com
also have the added facility of an e-mail notification service to keep
employers and jobseekers updated about their status. A job seeker
is informed immediately if an employer displays an interest in his
resume or if a job that suits his profile is posted on the site. An
employer is informed if a job seeker applies for his job or if a
resume suitable to his requirements is posted on the site.

Despite the speed and efficiency offered by net-based transactions,

one must understand that the `virtual candidate' must ultimately
translate into a real world person who will ultimately work with the
organisation. If a personal interview is not possible, a telephonic
interview or video conferencing can be conducted. These are
important aspects of recruitment, for the employer needs to know
about the candidate he will hire. Apart from matching resumes and
jobs, sites like careeermosaicindia.com and jobcurry.com take care
of the `real world' processes in the form of White Glove services. If
an employer opts for these White Glove services, these sites
conduct all the stages of the recruitment cycle.

This includes screening of resumes, short listing candidates, setting

up and conducting interviews, document completion and visa
processing in case of overseas employers.

25
Job seekers and employers are both equally important for a
recruitment site. It is only because there is a large number of
quality ``resumes on the site, that employers post jobs and vice
versa. Features like an opinion poll or chat are available on almost
all web sites. There are sites that provide information on career
building and self-development. Utilitarian features like a Time
Converter and a Currency Converter are quite popular.

Technical tests devised by leading web-based certifier Brain bench

are available on jobcurry.com. A jobseeker can appear for a test
sitting at home in India and the results can directly be conveyed to
his prospective employer in another part of the world! Similarly,
careermosaicindia offers tests from its associated site that are a
useful way of validating ones own preparedness for a career.

Any new technology brings with it, certain doubts and fears about
its usage. Jobseekers are usually worried about goof ups like
resumes landing on the current employer's desk. The most common
query coming from employers is that ``Would a resume search will
yield a host of junk mail''?

Jobseekers can use the Security Option available at almost all the
sites by which a resume withholding the job seeker's contact and
project details can be circulated. Besides, it is essential for
employers to fill in their URL in the job posting form. This ensures
that a jobseeker is always aware of the name of the company
before he applies for a job.
The back end infrastructure at sites like careermosaicindia.com and
jobcurry.com weed out junk resumes on a daily basis. Good but
incomplete resumes are updated by interacting with the job seekers
via e- mail. As employers post jobs on the site, they should give an

26
accurate description of their requirements. Search engines of sites
like careeermosaicindia.com and jobcurry.com ensure that only
those resumes that match the specifications will be displayed.
However, any body, anywhere can post his resume on any web site.
It is impossible to control this exercise. After all, the Internet is a
democratic medium.

The use of technology within human resource management has

grown considerably in recent years: a CIPD survey in 20051 showed
that 77% of organizations used some form of human resources
information system and 51% of organizations reported that their
use of technology systems were for recruitment and selection
purposes.

Similarly, almost two-thirds of respondents to our Recruitment,

retention and turnover 2006 survey2 described themselves as using
e-recruitment.
Eighty-four percent of respondents have made greater use e mail
applications in the last three years. Over seven in ten organizations
also say they are advertising jobs on their corporate websites and
using online applications. Currently, online testing (used as part of
the selection process in some way by a quarter of respondees) is
less prevalent, although this is also growing.

The key drivers for e-recruitment identified in the survey among

those making use of technology were reducing recruitment costs
(cited by 71%), broadening the selection pool (60%) and increasing
the speed of time to hire (47%). Over a third of respondees
believed it brought greater flexibility and ease for candidates, and
over a quarter believed it strengthened the employer brand.
However the survey revealed some concerns that e-recruitment

27
could increase the number of unsuitable applicants and that it could
act as a barrier to recruiting older workers.

Many different organizations use e-recruitment as a cost-effective

method of recruiting new staff. It is popular among job-seekers –
latest figures from the British Market Research Bureau show that
using the Internet is the favored job-hunting method for one in four
UK adults, with the most likely job hunter to be 33 years old with
11 years experience, according to the National Online Recruitment
Audience Survey (NORAS). It is important to remember when
designing a recruitment campaign that online job hunting is not the
first choice.

E-recruitment Technology can be used:

 To advertise vacancies – on your organisation’s website, job
sites, or on social networking sites.
 To deal with the applications – email enquiries, emailed
application forms/CVs, online completion of application forms.
 To select candidates – online testing, information gathering.
 To enhance employer brand.
 To create a personal relationship with your talent pool.

Advertising vacancies
This is the most basic form of using technology to recruit. Vacancies
can be placed on an organisation’s own website or on a commercial
job board. In the US it has been estimated that 19% of an
organisation's recruitment advertising budget is spent on e-
recruitment advertising, but the UK has a long way to go to match
this as presently the spend is only 7.5%, but rising.

28
Own website
The amount an organisation invests in its e-recruiting (from custom
designed sites to basic information pages) will depend on
organisation’s ‘e-strategy’, resources available and competitor
activity. The basic option is to provide a list of vacancies and
contact details. A more in-depth approach would involve a
dedicated web site area that gives details of vacancies, person
specifications, benefits, your organisation’s mission and values and
the application process, for example, for online application forms.
Large organisations may have areas for specific types of employees,
for example graduates, technical specialists, or have a search
facility for candidates to view all vacancies.

Job areas are often signposted directly from an organisation’s home

page so that more general browsers can access them too. An
intranet may also be used to host vacancies for internal staff to
access.
Some organisations take a ‘partnership’ approach, working closely
with recruitment consultancies and specialised web agencies who
manage the online process for them as they don’t have the
necessary skills in-house.

Commercial job boards

These are large databanks of vacancies. These may be based on

advertising in newspapers and trade magazines, employment
agencies, specific organisation vacancies, social networking
websites and many other sources. They often have questionnaires
or tests for applicants to improve their job-hunting skills to act as
an incentive for them to return.

29
Some vacancies are purely extensions to ‘old media’ printed
advertisements so that ‘online’ is merely an alternative
communication medium, while other vacancies are only found
online with no printed equivalent. The vacancies often have link
back to the organisation’s website for candidates looking for further
information and to get a ‘feel’ for the type of employer that is
recruiting. Monster.co.uk and Fish4jobs.com are examples of
commercial job boards. Some job boards target specific groups so it
is important to explore who the target audiences for particular
boards is.

The definition of online recruitment falls in two categories. At one

end, it is an individual looking for a job online through an online
recruitment service. The individuals must register for the service
offered online, give themselves a profile for the company to identify
them,fill out an application and resume describing all their
qualifications.

With the increased use of the internet in more and more or our
daily lives, it is only natural that businesses are getting as much
use out of them as the general public. The one area where
businesses are getting the most use of the internet is for online
recruitment. For a long time, many people had to learn the
definition of online recruitment. Businesses were frequently
encouraged to use online recruitment in their hiring practice as a
means of getting good employees and saving time and money in
the process. Businesses then set out to learn the definition of online
recruitment.

30
Employees that are looking for jobs are now using the services
offered through online recruitment. Before they sign up for their
services, they've had to learn the definition of online recruitment so
they could get full use of their benefits. The definition of online
recruitment falls in two categories. At one end, it is an individual
looking for a job online through an online recruitment service. The
individuals must register for the service offered online, give
themselves a profile for the company to identify them, fill out an
application and resume describing all their qualifications.

The information is entered into the database of the online

recruitment company. Any jobs that matched the qualifications and
what this individual is looking for will be retrieved. Once the
individual decided to learn the definition of online recruitment, they
soon discover all the opportunities that are available to them just
by being a member of the service. However, most individuals need
to learn the definition of online recruitment so they realize there is
more to the process than just registering in addition to the fact that
this does not guarantee them a job.

Employers and companies also need to learn the definition of online

recruitment in order to get full use of its services. It gives them the
opportunity to find qualified employees while saving the time that
would be spent in the traditional method that was used prior to the
internet. Large companies that need employees will register with
the online recruitment service by giving them all their information
about the company. Once they are a registered customer, they can
enter all the information on what kind of positions they currently
need to fill. When the system gets the data, they match it up with
any applicants that meet the criteria.

31
This saves the company the time and labor involved in having to
repeatedly put in ads in the newspaper each time they are looking
for workers. Each time they want to look for new employees, they
only need to do a sort on the employees that are looking for work.
This saves companies money and time. It is important to realize
that most of the online recruitment services charge a fee for their
services or for the services of a recruiting agent, if one is involved.

Once you learn the definition of online recruitment, you can begin
to save the company or yourself money by making full use of their
services.

Advantages of using e-recruitment

E-recruitment has the potential to:

 Speed up the recruitment cycle and streamline administration.
 Allow organizations to make use of IT systems to manage
vacancies more effectively and co-ordinate recruitment
processes.
 Reduce recruitment costs.
 Reach a wide pool of applicants.
 Reach a niche pool of applicants.
 Make internal vacancies widely known across multiple sites and
separate divisions.
 Provide the image of an up-to-date organization, reinforcing
employer branding and giving an indication of organization
culture.
 Offer access to vacancies 24 hours a day, 7 days a week
reaching a global audience.
 It can be a cost effective way to build a talent bank for future
vacancies.
 Help handle high volume job applications in a consistent way.

32
 Provide more tailored information to the post and organization
e.g. case histories of the ‘day in the life’ or self-assessment
questionnaire or quiz to assess fit with role.
 Be spontaneous for candidates as ease of use means there is the
ability for applications to be instantaneous.
Disadvantages of using e-recruitment
The disadvantages to using e-recruitment include the potential to:
 Limit the applicant audience as the Internet is not the first choice
for all job seekers.
 Cause applications overload or inappropriate applications if care
isn’t taken drafting the job profile/specification.
 Exclude those who do not want to search for a new job online.
 Limit the attraction of those unable to fully utilize technology
e.g. certain disabled groups.
 Give rise to allegations of discrimination, in particular the use of
limited keywords in CV search tools.
 Make the process impersonal, which may be off-putting for some
candidates.
 Impact on the ‘cultural fit’ dimension of recruitment.
 ‘Turn-off’ candidates, particularly if the website is badly
designed or technical difficulties are encountered.
 Lose out on candidates, especially if your own website is below
the search engine ranking of your competitors.
 Provide too little or inappropriate information, for example,
corporate recruitment guidelines might not be written in a web
friendly style.

Online Recruitment Industry’s Penetration in India

33
As each week, month, and year go by, more and more people are
beginning to use the online recruitment agencies more. In fact,
most people are now using online recruiting agencies to find jobs!

For many people that are looking for interesting jobs, using an
online recruitment agency is one for sure way. In fact, most online
recruitment agencies will list any job provided that they listing are
being paid for; and of course if it is a real job!

As people are looking for jobs, the online recruitment industry,

India internet penetration is becoming very popular. In fact, with
the online recruitment industry, India internet penetration is
making many companies lots of money. In fact, some of the
companies are now worth millions of dollars!

The online recruitment industry India internet penetration is not

only known in India, but it is known in many other countries. In
fact, it is known by many online recruiting agencies that the online
recruitment industry: India internet penetration is one of the
biggest agencies. Along with it being one of the biggest online
recruitment agencies, it is one of the most used online recruitment
industry. India internet penetration is at one of the highest records
to date. In fact, many people are now using the online recruitment
industry India internet penetration for more than jobs! In deed,
many people are beginning to use the India internet penetration for
many things, and shopping is one of them!

Over the last seven years, the India internet penetration had
jumped up from being at .1% to 4.5% in 2005 for people using the
internet; in India. In fact, India is now in 4th place for people using

34
the internet. For India being that high in the percentage of
countries using the internet, that country can't be that bad off!
However, there are many parts of the country that can not use the
internet to look at the online recruitment agencies! From 2005 to
2007, internet use was expected to climb over 100 million people!

Not only has the India internet penetration helped bring more
people to the internet, but it also helped many companies stay
afloat! By that, more and more people are using the internet for
jobs as well as shopping. In fact, most often when people are
finding jobs in India it is due to the internet and the online
recruitment agencies. In fact, if it were not for many of the online
recruitment agencies, many of the companies would not be able to
fill their positions!

In India, the online recruitment industry as well as the internet

penetration is very important to the country! In fact, much of the
country would not be able to survive without the internet or the
worker from the internet agencies!

35
Major Players of E-recruitment Industry in India

 Naukri.com (Started Operations in the Year 1997)

 Monster.com (Entered India in the Year 2001)
 Timesjobs.com (Started Operations in Jan 2004)

Apart from this –

 New Players – clickjobs.com, shine.com etc.

Small Level/Regional Players–

 jobstreet.com
 placementindia.com
 indianjobs.in
 naukriyan.com.

Niche players – jobsit.com …….

36
TIMESJOBS.COM
India’s No 1 Job
site

37
Timesjobs.com - Site Statistics
 150 million page views per month
 2,50,000 unique visitors daily
 20,000 + New Resume registrations daily, on a National Level
 50 lac + Job applications per month
 20,000 + Recruiters across Industries & locations
 Database Strength – 85 Lac+

38
 Why Timesjobs.com?
1. Fastest growing jobsite in the country today.
2. Backed by the biggest Media House (The Times Group). (Big
Parentage. Wide reach across media forms. Unparalleled Print
Support)
3. Aggressive Advertising across various Media forms to get
continuous traffic of new jobseekers to the site.
4. Active & Updated Database of jobseekers. Uniqueness Factor -
55%.
5. Pioneer of Job Fairs in India.
6. Online Ascent – a unique value-adds to the jobseeker. All Ascent
jobs can be accessed/applied to from www.timesjobs.com
7. Cost effective recruitment/ branding solutions & delivers High
return on Investment. (Better VALUE FOR MONEY)

39
Advertising Mediums of Timesjobs.com

40
Timesjobs.com Recruitment Solutions
on Offer

Types of Recruitment Solutions:

41
 Online Recruitment Solutions

DATABASE ACCESS

How does Database access service originate?

Jobseekers register
themselves
on Timesjobs.com & submit
their resume.

These resumes form the

Database of jobseekers on
Timesjobs.

Recruiting companies
can then buy access to this
database of Jobseekers on DATABASE
ACCESS
Timesjobs & recruit people
instantly

42
 DATABASE ACCESS - HIRE XS

The ability to access the RESUMES of JOBSEEKERS registered

on Timesjobs.com under various industries, locations, functional
areas & specializations.

43
 Types of Database:

Database Access
Service

Full Regional Non IT

Full Non IT

44
TYPES of Database Access Service on Offer –

• FULL – access to the complete database of Timesjobs.com.

• NON IT – access to the full database of Timesjobs.com
except for all the IT Profiles.
• REGIONAL – access to the database of a specific region only.
At present the 4 regions for which Regional DB can be bought is
– North, South, West & Central.
• FULL- access to the full database of the particular region.
• NON IT – access to only the NON IT profiles of the particular
region.

45
Benefits of Database Hire Xs

• The MOST INSTANT way of recruitment.

• The Most instant way of recruitment for Varied Profiles as &
when they arise in a company during the subscription time
period, on an All India Level.
• Ready source of jobseekers - Active/ Passive.
• Unlike a recruitment print ad, through Database access one can
choose and pick only those profiles which match the company
criteria- avoids junk.
• It can be accessed by multiple users within the same company to
search multiple profiles simultaneously- helps in saving time.
• RECRUITMENT MANAGEMENT SOFTWARE (EMPOWER) – enables
searching, short-listing, contacting of resumes by click of a
mouse.
• Greatly reduces the cost of hiring.
• In short, provides convenience of time, cost and effort.

46
Flexi HireXS –
• Is a product which offers short term database access
packages with or without flexible validity period &
• Offers Existing Database Access packages of 1 month, 3
months & 6 months with flexible duration of usage.
Beneficial for small & proprietary enterprises with budgetary
constraints. (Essentially a product for the SME & Retail team).

PARTS OF Flexi Hire XS –

1. NEW SHORT TERM DATABASE ACCESS PACKAGES.
2. EXISTING PACKAGES with Flexible Validity of Usage.
FLEXIBLE VALIDITY –
Is a feature which lets the client access the database access
service it has bought of a fixed duration, over a flexible time
frame?

(1) NEW SHORT-TERM PACKAGES -

Offers short term database access packages-

“With or without flexible validity period”

For e.g. -
3 days database access service which can be used anytime over a
period of 30 days. So the client can use database access of 3 days
anytime within a period of 30 days at his free will.
• Day for the purposes of Flexi hire is counted from 12:00 am
in the morning to 12 pm in the night.

47
 • Every time a client submits a search for the first time in a
day, an alert system tells him about the remaining database
access days & the remaining days of validity.

Some Examples of the NEW PACKAGES –

• 7 days of Database access to be used within 7 days.

• (Without flexible duration of usage)
• HIRE XS-in-Need – 7 days of database access that can be used
within 30 days. (with flexible duration of usage)
• 3 days of Database access to be used within 3 days.
• (Without flexible duration of usage)
• Small HIRE XS-in-Need – 3 days of database access that can
be used within 30 days. (with flexible duration of usage)
• 1 day of Database access to be used within a day.
• * 1 unit of HIRE XS-in-Need = 7 days.
• 1 unit of Small HIRE XS-in-Need = 3 days.

(2) Existing Packages with Flexible Validity –

• This is available for existing duration packages of 1 month, 3

months & 6 months.
• The above packages can have a flexible validity of usage of 3
months, 6 months & a Year.

For E.g.-

• 1 month Database Access valid over a period of 3, 6 or 12

months.
• 3 months Database Access valid over a period of 6 or 12
months.
• 6 months Database Access valid over a period 12 months.

48
• Single or Unlimited Job Postings can also be bought with Flexi
Hire XS at reduced (combo) prices.

JOB ADVERTISING

(It is the advertisement of the vacancy by the company with

complete details for the jobseekers to go through & apply.)

Common features of all Job Posting Services on

Timesjobs.com:

1. UNLIMITED JOB ADVERTISING during the subscription time

period
2. 60 DAY job exposure
3. Job refreshing options (by default – after 45 Days)
4. NO LIMIT on Space
5. JOB ALERTS to matching jobseekers from the Database
6. Ability to Upload COMPANY LOGO
7. Auto Draft feature (every 10 mins)
8. RESPONSE MANAGEMENT SOFTWARE (EMPOWER)

Types of Job postings:

49
Basic Job Advertising:

 Is the most Primary / entry level job advertising service of

Timesjobs.com?
 Job details displayed in the standard job display format of
Timesjobs.
 These jobs are not visible anywhere on the Home page/ Search
page.
 Can be accessed only through a requisite search done for jobs on
the site.(i.e. in the search mode).

Sample Display of a Basic Job on the Search

Result Page

50
51
Impact Job Advertising
• A Premium Job Advertising service.
• Again, jobs posted are visible only on the Search page (i.e. in
the search mode).
• Main AIM is to extend higher level of visibility than a
BASIC job.

Sample Display of Impact Job on the Search Page

52
Impact Job Features:

1. BLINKING ICON - jobs highlighted on the Search Page

2. Colored Job Display
3. XACT HIRE SOFTWARE
4. Higher Visibility to Company jobs as compared to jobs posted
by other companies
5. Quicker responses from All over India

XACT Hire

• A Search Tool used on Job Applications.

• Enables search within the job applications received
• Searches out the EXACT matching applications from all the job
applications received (for all the jobs OR for a specific job)
• Done by feeding the job requirement in the XACT Hire Form
• Rests on the fact that among all the applications received, all are
never perfect fits, hence the need to remove pebbles from the
grain
• Available as part of the package with Impact Jobs & Impact
Visibility advertising

Key Benefits of XACT Hire:

1. AUTOMATED SEARCHING PROCESS

(By click of a mouse, removes time spent search manually)
2. SPEEDS UP THE RECRUITMENT Process
3. Saves EFFORT & TIME

53
NEW JOB REFRESH OPTIONS:

• Job Refresh enables our client to repost any of his already active

or expired jobs by a single click.

• Till now timesjobs clients could only refresh a job posting after

45 days from posting or last refresh date. They now have the

option to refresh a job posting after 7 or 15 days by paying a

very nominal amount.

• Through this mechanism (regular refresh), their job again goes

back to the top of the job search result pages on the candidate

site, thus maintaining their visibility and higher applications.

54
VISIBILITY SOLUTIONS

All the Company Logo’s, Company Names, Blinking Banners, pop

up, Pop Under, Shoshkele that you see is on the

- Home Page
- Search Page
- Other Pages of Timesjobs.com is Visibility job advertising.

On the Home Page:

1. Home Page Top Banner

2. Home Page Button Banner

3. Home Page Company Logo

4. Home Page Name Link

5. Home Page Premium Name Link

6. Shoshkele

7. Pop Up & Pop Under

On the Search Results Page:

1. Search Page Top Banner

2. IT Search Page Company Logo

3. NON IT Search page Company Logo

Other Pages:
1. Candidate Logout Page Banner

55
56
57
58
SHOSHKELE

• One of the Premium-most Visibility solution from Timesjobs.com

• Under Shoshkele, a BIG Animated Banner covering all of the

Company logo’s on the Home page appears as one logs on to

Timesjobs or refreshes the Home page

• Is displayed for some 8 -10 seconds

• After which, it gets evaporated into a Home Page Button

Banner.

59
POP UP & POP UNDER
1. Has it ever happened that you logged onto a website & along

with opened a separate, small window advertising ICICI bank loans,

bharatmatrimony, shaadi.com or any other great deal for that

matter……?? Or

2. You logged onto a website & later found a small minimized

window advertising Jaydaad.com or HDFC bank Loans or any other

corporate information….??

First is a case of - POP UP

Second is a case of - POP UNDER

On opening Timesjobs home page, separate small windows called -

pop-up & pop under open up carry message of the concerned

company & is linked to a microsite.

Pop under window opens in the background & is visible only when

the main window is either minimized or closed.

60
Candidate Logout Page Banner:

Banner on the Candidate Logged-out page with a micro

site or an external link.

61
Product Benefits
1. Banner & Visibility

460 x 60 px banner space for effective branding and visibility.

2. Exclusive Visibility

Single Banner on the top of the candidate’s logged-out page.

3. High Visibility

With around 7 million page views per month, candidate log-out

page is one of the highest viewed pages after search result and

home page of timesjobs.com.

4. Quality Responses

Captures attention of the most active jobseekers as all those who

login are active job seeking candidates.

5. High click through

Candidates reaching log-out page are through with their main

activity of searching / applying to jobs or creating / updating their

resume and are now more likely to view & click on advertisements

and visibility properties.

62
Product Deliverables of All Visibility Job
Advertising solutions –
1) Company Logo/ Name/ Banner/ Shoshkele/ Pop up/ Pop under

on the Home page / Search Page of Timesjobs.

2) 4 PAGE MICROSITE for the Company.

3) Basic Jobs (Basic Visibility Service) OR Impact Jobs (Impact

Visibility Service; XACT HIRE).

4) EMPOWER SOFTWARE.

Visibility Job Advertising – Benefits

1) HIGH VISIBILITY to the Company jobs

Quicker & Large Volume of Responses & shortened recruitment

cycle time.

2) CONSISTENT & INTERNATIONAL LEVEL BRANDING

Presence on the Home page / search page/ login page of Timesjobs.

3) POTENT MEDIUM TO SHOWCASE INFORMATION

To Jobseekers as well as to the Corporate community.

4) FLEXIBILITY IN ADVERTISING & RECRUITMENT

No Limit on space/ No of jobs that can be posted.

5) AUTOMATED RECRUITMENT PROCESS

Empower Hence, Visibility recruitment solution couples as –

63
A Powerful “Recruitment + Advertising solution” for
the company / consultancy.
JOB SEEKER TARGETING SERVICES

Targeted E-mailers

• Mailers sent to the registered database of Timesjobs in the

look and feel of the company.

• Target based on location, experience, functional area etc.

64
Product Benefits

1) Immediate dissemination of the information & to the target

group only.

2) Helps reach out to the Target group irrespective of them logging

onto Timesjobs

3) Higher no. of desirable responses from job seekers.

4) Cost effective- as the client does not need to pay for the

universe but only for the target group.

Job Alert Banner

65
Is a Targeted service because –
One can choose if the banner needs to be placed only in the IT job
Alerts,
• Banking Job Alerts,

• Insurance job alerts,

• North India Job Alerts,

• South India Job alerts & so on

Bulk SMS Service (Reach Out)

• A client can also buy Bulk SMS service from Timesjobs.

• This product works exactly like Targeted E-mailers. Content of

the SMS specified by the client. SMS is sent by Timesjobs

Technology Team to the Target Group.

• Post the SMS campaign, report on the No of SMS’s sent, No of

Unread is provided to the client.

• Per SMS charge.

• SMS can be sent only to the TJ registered jobseekers.

Xpress Hire

Unlike Bulk SMS service,

• Xpress Hire allows the Corporate/ Consultant to send SMS to the

TJ & Non-TJ candidates.

66
• They can also receive responses against these messages in the

SMS Inbox.

Concepts in Xpress Hire –

1) SMS INBOX
2) SMS TEMPLATE

Key Benefits –

1) Cost Advantage

2) SMS being instantaneous - saves time

67
3) SMS being personal – has a 100% Open Rate

SPECIFIC ZONES

1) Best Consultant Zone (BCZ)

 For the placement consultants of India, Timesjobs.com offers

a Specific & specialized recruitment & visibility Zone – THE BEST

CONSULTANT ZONE.

 Presence of the Zone is on the Home page through a Blinking

& Animated banner inviting candidates & companies alike, to

visit it for a solution to their recruitment needs.

68
69
Product Deliverables of BCZ–
1. Animated Banner OF BCZ on the Home page,

2. Logo presence in the dedicated page subscribed for,

3. One Page Colored Template (in the look & Feel of BCZ),

4. Unlimited Basic Jobs,

5. EMPOWER software

2) Campus Direct (CD)

Specific Zone on Timesjobs for the Educational & Training

Institutes has TWO modules –

1) Admissions Module

Enables an educational institute to advertise about its courses on

Timesjobs.com & generate leads of inquiry from across the country

for admission to the courses.

70
 2) Placements Module

Offer students studying at these educational institutes’

opportunities from across India to get recruited. This is done by

uploading the resumes of institute’s students on Timesjobs.com

which can then be accessed by all the 18000+ paid recruiters of

Timesjobs.com.

71
3) Walk - In – Zone (WIZ)

72
73
 Landing Page of Walk – In - Zone

Product Deliverables –

1. Walk in Zone Banner on the Home Page

2. Display of company logo & walk in dates in the Banner.

3. Company Logo display in the WIZ Landing Page.

4. Unlimited Walk in ad advertising/ unit of WIZ.

Important Points about Walk – In – Zone

1. Is sold by units (1 unit, 3 units, 50 units).

2. Each unit has validity time period of 1 year during which it can

be activated.

3. Once activated, it has an exposure time of 7 days on the site

during which unlimited jobs can be advertised for.

4. These 7 days can’t be fragmented into parts.

5. Walk in ads are WEB Page ads created with the required job

details (as provided by the client). This web page is then removed

from the site after the 7 days.

74
6. With walk in Zone, client does not get any job postings –

basic/impact.

Why Walk – In – Zone?

(Comparison with Print & Consultants)

1. Increased life

Unlike a day’s advertising in print, 7 days advertising in the Walk in

Zone.

2. Unlimited space & unlimited job advertising

Unlike an extra cost for every additional information in Print, no

limit on space or on no of jobs that can be advertised for during the

7 days of Walk in Zone.

3. Company Description

Company description comes as a part of Walk in Zone, compared to

Print where this information would increase the dimensions of the

ad & hence the cost.

4. Cost – Effective

Compared to Print, Walk in Zone offers greater advertising at a

lesser cost.

75
5. Unlimited Hiring at the same cost

Unlike a consultant who would charge per person basis for all

hirings, unlimited candidates can be hired through the walk in Zone

after having paid the fixed cost for 7 days of advertising.

Response Filtering & Job Advertising

Packages

Power Filter

1. Is a tool that enables attaching a set of 10 Questions along

with a job.

2. These Questions are then answered by jobseekers as part of

applying to the job.

3. Helps collect additional information from jobseekers.

4. Applications can be screened on these Questions through

XactHire.

In a NUTSHELL –
• Is a customizable screening Tool.

76
Need
• Employers always felt that they had no control on screening

applications through web based recruitment solutions.

• They had to make do with whatever standard parameters on-line

search engines had on offer.

• Power Filter is to address this pressing need of customers.

• Today, it helps collect additional information & acts like a

preliminary interview activity.

Important Points about Power Filter

1. Every Power Filter can have a Max of 10 Questions.

2. Out of the 10 Max questions, at max 2 questions can be Open

ended.

3. Each question can have a max of 5 Answer Options.

4. Answer options can be in the form of–Drop down, multiple select,

check box or Radio button.

5. The same power filter can be assigned to ‘n’ no of jobs.

6. But each job can have only ONE power filter. So a job can have a

max of 10 questions attached to it.

7. When a power filter is assigned to a job, the questions in that

filter are seen by the candidates when they apply to that job. The

answers given get appended at the end of the candidate’s resume.

77
8. Power Filter is sold by units – 1 unit, 5 units, 10 units…. 50 units

valid over specified time duration (mentioned in the Price List).

9. Search through XACT Hire enables search through power filter

questions as well.

How Does Power Filter work?

1. Candidates searches for jobs.

2. Matching jobs are displayed in the Search results page.

3. Clicks on the Job Title. Full job gets displayed.

4. Clicks on Apply Now.

5. Puts in his/ her Login Id & Password.

6. Resume has already been sent to the Client but no such message

is displayed on the screen.

7. Instead the Power filter questionnaire is displayed & candidate is

told to answer the questions.

Bulls Eye
A job advertising package from Timesjobs with a combination of

• IMPACT JOBS +
• POWER FILTER

78
Power Hire

A job advertising package from Timesjobs with a combination of

1. IMPACT JOBS +

2. POWER FILTER.

3. A 4 page FLOATING’ micro site for the company.

4. A recruitment related URL which could take the form –

www.timesjobs.com/companyname, etc.

This URL can then be published in all Print ads & other jobseeker

Communiqués’ of the company. Hence, all the job applications from

different modes get sourced through one URL.

4) Premium Power Hire

Extends the benefits of Power Hire with an additional benefit of –

COMPLETE EXCLUSIVITY of the response for a period of THREE

months routed from the microsite on TJ. The exclusivity of response

is in terms NEW jobseekers applying to the jobs of the company by

registering themselves on the site as part of applying to the job.

The Resume of such NEW registrations is then not visible for three

months in the Timesjobs Database of jobseekers subscribed to by

the other companies.

79
B2B Inventories

1. Login Page Horizontal Banner

2. Login Page Small Bottom Banner

3. Logged in page Horizontal Banner

4. Logged out Page Banner

5. HR Dialogue Banner

Product Benefits

1. These inventories are essentially seen by the HR People.

2. B2B visibility inventories are designed in a way to help the

company grab more business opportunities from their potential

clients.

3. That means that the corporates /consultants who wish to target

the HR people of other organizations for their business / revenue

generation can rely on these effective inventories.

80
81
Co-Branded Print Ads

Advertising in TIMES ASCENT/ Economic Times, as provided by

Timesjobs.com to its corporate clients/ consultants only.

Benefits

• Higher Discount Rate (as compared to agencies)

• HIGHER LEVEL OF ADVERTISING –

Jobs of the company are also advertised on Timesjobs.com for a

period of 60 days. This extends the combined benefit of print +

online advertising at the cost of Print advertising alone.

RESULT - Higher Quality & Quantity of responses.

82
Competitor Analysis
Database Access Services
Database
Features

Timesjobs Advantages
Timesjobs

Naukri

Inventory Price (Rupees)

1 Day DB Access - Price
1685 3933
Comparison
3 Days DB Access - price
3371 5618
Comparison
7 Days DB Access - Price
6742 14045
Comparison
1 Month DB Access -
16854 25281
Price Comparison
3 Month DB Access-
47191 56180
Price Comparison
6 Month DB Access
92135 101124
-Price Comparison
1 Year DB Access-
168540 196630 » Cost effective
Price Comparison
Inventory Options
Regional Inventories N.A. N.A.

83
Non IT Inventories N.A. N.A.
» Need based focused

Non IT Regional search

N.A. N.A.
Inventories » Cost effective option

for clients
DB Usage Flexibility ü ü
Search Features
» Quick access to the

desired resumes

without any extensive

Search by Resume ID ü û
search

» Easy sharing of

resume with colleagues

Search by Level of
ü û » More focused search
Employment
Keyword Search ü ü
» Complex keyword

Easy Boolean made simple as usage

ü û
Keyword Search of logical operators are

not needed
Experience Search ü ü
CTC Search ü ü
Location Search

(National, Regional,
ü ü
State wise &

International)
Resume Freshness ü ü
Default Resume 6
1 Year
Freshness Months

84
 Resumes added /
20,000 7500
Daily

Job Posting Services

Classified
Features
Job Posting
Advantages
Basic Jobs
Timesjobs

Timesjobs
Classified
Naukri

jobs

Inventories Price (Rupees)

Single listing - Price

1405 843
Comparison

85
No. of Jobs posted - 1
N/A N/A
Month
Price N.A N.A.
No. of Jobs posted - 3
Unlimited 250
Months
Price 6742 8427
No. of Jobs posted - 6
Unlimited 500
Months
Price 11236 14045
No. of Jobs posted - 12
Unlimited Not Fixed
Months
100 Jobs -

10674

250 Jobs -

14045
Price 16854
500 Jobs -

19663

1000 Jobs -

22472
» Focused job

posting

Job Postage in terms of » Better

Ü û
Level of employment searchability

resulting in higher

quality responses
Post jobs based on
Ü ü
Experience Range
Salary (p.a.) based job Ü ü

86
posting
Industry based job
Ü ü
posting
» Focused job

posting

» Better
Area of Specialization Ü û
searchability

resulting in higher

quality responses
Key Skills Ü ü
Select multiple Job Ü ü

Location while job posting

» Go for wider,

relevant reach

» Multi Industry in

single job posting

Multiple Industry based
Ü û results in the job
job posting
being more

searchable thus

increasing

responses
Select multiple Job Ü û » Go for wider,

Functional Area while job relevant reach

posting » Multi FA in single

job posting results

in the job being

87
 more searchable

thus increasing

responses
» Wider, relevant
Multiple Area of
reach thus
Specialization based on Ü û
increasing
Functional Area Selected
responses
Job designation character Min 6,
Max 70 Charac
limits Max 64
Min 250

Job Description Max Charac Max 250

Character Limit Max Charac

Unlimited
Company Description Min 30 Max 250

Character Limits Max 2048 Charac

Company Name Max 80
64
Character Limit
Company Contact Number 40
38
Max character limit
» Cost effective

branding

Customized Job » Beat the

Û û
Description Template competition to get

better quality

responses
Highlighting of Jobs Û û

Posting on Job Search

88
Page
Job Posting Services
Classified
Features
Job Posting

Advantages
Basic Jobs
Timesjobs

Timesjobs
Classified
Naukri

jobs
» More exposure

Job Life on site 60 Days 30 Days converts to more

responses
» Better branding
Adding Company Logo to
Ü û » Available with all
the Job Posting
types of job posting
Get responses on email ID Ü ü
» Better flexibility
Flexibility of providing E-
in channelizing and
Mail ID's by the Account Ü û
delegating the
User / Sub User
recruitment process
Separate email ID for » Efficient control

separate job postings/ over response

Ü û
multiple email ID for management w.r.t

responses a job posting

Unlimited job alerts Ü û » Reach passive job

send to matching seekers to increase

candidates responses manifold

» Job alert sent

with basic listings

89
 too.

» One stop solution

Option to post print
for advertising in
advertisements at a ü û
multiple media
premium
channels
» Job posting

management

Separate online Inbox becomes easy

Ü û
for each job posting » All types of job

posting sports this

feature
Customized Job posting

Questionnaire (Power Û û

Filter)
Actions to be

performed on the

Posted Jobs
Edit Job online Ü ü
Delete Job online Ü ü
Search by Job ID online Ü ü
» Search capability
Search Applications
on responses
among responses in all
Û û » Drastically cuts
Active Jobs posted
down the
online
shortlisting time

90
 » Recruitment

processing made

easy through

View Applications online Ü û automation

» Empower enables

sharing, shorlisting,

bulk mailing etc

» Recruitment

processing made

easy through

Manage Applications automation

Ü û
online » Nearest

competitor charges

extra for this

service
Modify Job Posting online Ü ü
Refresh Job online Ü ü
Repost inactive jobs
Ü N./A
online
Response Management Settings
Enhanced Display for

exact matching » Quality responses

ü û
application (Separate in a single window

page of display)
Exact Matching Criteria
Functional Area Ü û » More focused and

prioritized response

91
 management
Experience Ü ü
Preferred Location Ü ü
» Access candidate

information offline
Download responses in
Ü û » Available even
Excel format
with basic job

postings
» Efficient data flow

among the

recruiters

Resume Management » Time-effective

Software for managing Ü û pre- recruitment

responses processing

» Available even

with basic job

posting
» View relevant
Multiple Sorting
resume upfront
Parameters on job Ü û
» Shortlist
Responses
candidates quickly
Folder Management to Ü û » Effective job

manage responses response

management

» Full resume

mgmt features

92
 even with basic

listings

Featur
Visibility Services - Banners

Home Page
Features
Top Banner

Advantages
Timesjobs

Timesjobs
Naukri

Premium Job Posting ü ü

Database Access û ü
120x54 120x40
Dimension
Px Px
8 Kb 5 Kb
Weight (kb)
Max Max
Formats
JPEG ü ü
GIF ü ü
Flash ü û » Dynamic

banners

creates

93
 better visual

display
Inventory Count 4 4
Home Home

Onsite Visibility Location Page Page

1st Scroll 1st Scroll

Inventory Price (Rupees)
15 Days Visibility - Price Comparison 556182 N/A
1 Month Visibility - Price Comparison 926970 N/A
3 Months Visibility - Price Comparison 2359560 N/A
6 Months Visibility - Price Comparison 4044960 N/A
12 Months Visibility - Price 5898900 7500000

Comparison
Branding & Variant Features
Home Page Branding ü ü
Search Page Branding N.A. N.A.
Animated Banners to create more ü ü

eyeballs
Customized branding message ü ü
Direct accessibility to the company's ü ü

Job Postings
Faster response to the company's Job ü ü

postings
» Cost

effective
Cost effective Basic variant ü û
branding

options
Premium Job Posting Features
» Maximize

Unlimited Job Posting ü û return on

investment

94
 » Focused

job posting

» Better

Job Postage in terms of Level of searchability

ü û
employment resulting in

higher

quality

responses
Select multiple Job Location while job
ü ü
posting
Customized Job Description Template ü ü
Highlighting of Jobs Posting on Job
ü ü
Search Page
Search Applications among responses
ü ü
in all Active Jobs posted
» More

exposure

Job Life on site 60 Days 30 Days converts to

more

responses
Adding Company Logo to the Job
ü ü
Listing
Get responses on email ID ü ü
Flexibility of providing E-Mail ID's ü û » Better

by the Account User / Sub User flexibility in

channelizing

and

95
 delegating

the

recruitment

process
Separate email ID for separate job

postings / multiple email ID for ü ü

responses
Visibility Services - Banners
Home Page
Features
Top Banner

Advantages
Timesjobs

Timesjobs
Naukri
Folder Management to manage
ü ü
responses
Unlimited job alerts send to matching
ü ü
candidates
» One stop

solution for

Option to post print advertisements at advertising

ü û
a premium in multiple

media

channels
Database Features
Search by Resume ID N.A. û » Quick

access to the

desired

96
 resumes

without any

extensive

search

» Easy

sharing of

resume with

colleagues
» More

Search by Level of Employment N.A. û focused

search
» Complex

keyword

made simple

as usage of
Easy Boolean Keyword Search N.A. û
logical

operators

are not

needed
CTC Search N.A. ü
Search Only Male Candidates N.A. û » Filter out

irrelevant

resumes to

make the

shortlisting

97
 process

more time

effective
» Single click

Search only among Premier Business access to

N.A. û
& Engg Institutes quality

candidates
Resume Freshness Sorting (Ascending
N.A. ü
& Descending)
Keyword Relevance Sorting N.A. ü
» A user

friendly

feature as a

candidate

profile not
Mark as unviewed N.A. û
matching

one job

requirement

would fit

another
Regional Inventories N.A. ü
Non IT Inventories N.A. ü
Non IT Regional Inventories N.A. û » Need

based

focused

search

98
 » Cost

effective

option for

clients
DB Usage Flexibility N.A. ü
Response Management Settings
» Quality

Enhanced Display for exact matching responses in

ü û
application (Separate page of display) a single

window
Exact Matching Criteria
» More

focused and

Functional Area ü û prioritized

response

management
Experience ü ü
Candidate Location ü ü
Download responses in Excel format ü ü
Resume Management Software for
ü ü
managing responses
Multiple Sorting Parameters on job
ü ü
Responses
Features

99
Speciality Visibility Services I - Consultant's Section
Timesjobs Naukri

Best No Timesjobs

Consultant Comparable Advantages

Zone Product
Inventory & Pricing
Best Consultants Section » Exclusive,
 
(National) focused
6 Months Visibility - Price
93259  visibility for
Comparison
12 Months Visibility - Price consultants
168540 
Comparison » Cost effective
Best Consultants Section
branding
(Mumbai, Bangalore,  
solution
Delhi/ NCR)
6 Months Visibility - Price » Categorized
44944 
Comparison citi wise
12 Months Visibility - Price
67416  visibility
Comparison
Best Consultants Section » Create brand

(Hyderabad, Pune,   equity amongst

Chennai) jobseekers and

6 Months Visibility - Price
33708  corporates alike
Comparison
12 Months Visibility - Price » Beat the
61798 
Comparison competition to
Best Consultants Section  
get higher and
(Kolkata,
better
Ahmedabad/Gujarat,

100
Chandigarh/Punjab,

Jaipur/Rajasthan)
6 Months Visibility - Price
28090 
Comparison
12 Months Visibility - Price
44944 
Comparison
Best Consultants Section

(Uttar

Pradesh/Utaranchal,

Guwahati/Assam,
  responses
Bhubaneshwar/Orissa,

Bihar/ Jharkhand,

Bhopal/Madhya Pradesh,

Kerala)
6 Months Visibility - Price
20225 
Comparison
12 Months Visibility - Price
33708 
Comparison
Regional Inventories  
Best Consultants Section Features
» Less cluttered
Distinct positioning of the
  categorized
Consultants' Logos
visibility
Direct accessibility to the Top   » Create brand

Recruitment Consultants' Job equity amongst

Postings jobseekers and

corporates

101
 » Beat the

competition to

get higher and

better

responses
» Easy

navigation to

Home Page Banner to go the desired

directly to Best Consultant   section

Section resulting in

increased

responses
» High

branding with
BCZ Landing Page Branding  
categorized

visibility
» Builds brand

equity

» Attracts

quality
Customized Microsite  
candidates by

showcasing

corporate

values
Specialty Visibility Services II - Campus Section

102
 Timesjobs
Naukri
Campus
E Campus
Direct
Inventory & Pricing
Alphabetical Listing
Admissions 67416 N/A
Placements 67416 56180
Admissions + Placements 84270 N/A
Branded Listing
Admissions 421350 N/A
Placements 421350 N/A
Admissions + Placements 505620 N/A
Free Access to Employers  
» Showcase

institute

courses

» Generate
Admission Module  
relevant

admission leads

through the

widest reach
Admission Module Features
» Easily get to

desired course

Search for the thus increasing

Graduate/Post Graduate   useability and

courses no. of quality

leads generated

for the clients

103
 » Easily get to

desired institute

thus increasing
Search from the institutes
  useability and
spread all over India
no. of quality

leads generated

for the clients

» Online

enquiries to

institutes
Send Admission enquiries to
  » Wider reach
the respective Institutes
to the

admission

seekers
Educational Institutes » Wide reach to

Admission lead from all over   relevant

India audience
Educational Institute   » Customized

branding micro site

» Create brand

reverence

» Client Logo

on the

CampusDirect

Home Page

104
 results in

creating brand

equity and

increase

admission leads
Placement Module Features
» Quick search

to get fresh
Keyword Search  
talent within

minutes
Experience Search   » Parametric

Industry Search based on search to get

 
Functional Area desired

candidates
Gender based Search  
» More control

over search
» Multi location

search to get

desired
Multiple Location search  
candidates

» More control

over search
Search on the basis of   » Multi course

Multiple courses & search to get

specialization desired

105
 candidates

» More control

over search
Search Result Page Actions
» Narrow down

search to reach

the most

Refine Search   relevant profiles

» Time effective

search

mechanism
» Edit

functionality to

make search

more time
Edit search  
effective and

less repititive

» Reuse saved

searches
» Helps in

future reference

and use »
Save Search  
Makes your

search time

effective
Resume Details Page

106
 » Complete

resume

management

Print Resume, Shortlist features to

candidates, Forward Resume,   streamline

View word Resume recruitment

process from

the same

interface
» A user

friendly feature

as a candidate

profile not
Mark as unviewed  
matching one

job requirement

would fit

another
Unlimited Word Resume
 
Download
Other Features
Home Page Banner to go Only Text

directly to CD Link
Campus Direct Landing Page   » Logo based

Branding branding

provides

greater eyeballs

107
 » Creates high

brand equity
» Builds brand

equity to

provide high

quality leads

» Provides
Customized Institute
  opportunity to
Information Template
provide

information to

target audience

and build brand

image
Specialty Visibility Services III - Walk- In Section
Naukri
Timesjobs
No Timesjobs
Walk-in
Comparable Advantages
Zone
Product
Prices & Inventory
1 unit (7 Days) 33708  » Spike up
3 units 92135 
footfalls to the
5 units 151686 
10 units 286518  walk in events
20 units 539328 
50 units 1264050  through high

visibility and

widest relevant

108
 reach on
Walk in Zone Landing Page Features
internet
» Builds brand

equity among

Display of Company Logo   the jobseeker

» Builds brand

reverence
Display duration 1 unit 7 Days 
Walk-In interview 

synopsis
» Ready

Job Title   reference to the

job profile
Location  
Date of Interview  
Time of Interview  
Walk-In Detail Page
» Ready

Job Title   reference to the

job profile
Location  
» More control
Date  
Time   to describe
Job Description  
Walkins
Company Profile  
» Reach passive

job seekers to
Email Alerts to candidates  
increase

footfalls

109
Other Features
» High Home

Page visibility
Home Page Banner to go
  to get
directly to Walk in Zone
maximum

viewership
Walk-in Zone Landing Page  » Builds brand

Branding equity

110
Other Services - I - SMS Services

Advantages
XpressHire
Timesjobs

Timesjobs
InstaHire
Naukri
Features

Inventory Price (Rupees)

500 SMS Pack - 1 Month
Ü ü
with free SMS inbox
Price 1405 N.A.
1000 SMS Pack - 3

Months with free SMS Ü ü

inbox
Price 2584 2809
2500 SMS Pack - 6

Months with free SMS Ü ü

inbox
Price 6180 N.A.
5000 SMS Pack - 12

Months with free SMS Ü ü

inbox
Price 11798 N.A.
10000 SMS Pack - 12

Months with free SMS Ü ü

inbox
Price 22472 N.A.
15000 SMS Pack - 12

Months with free SMS Ü ü

inbox
Price 32023 N.A.

111
30000 SMS Pack - 12

Months with free SMS Ü ü

inbox
Price 58989 84270
50000 SMS Pack - 12

Months with free SMS Ü ü

inbox
Price 84270 126405
100000 SMS Pack - 12

Months with free SMS Ü ü

inbox
» Better features

at lower price
Price 140450 224720
» More Value for

Money

Customized Message Dialog Box Features

Customized message
Ü ü
template features
Customized Saved SMS
Ü ü
template
SMS Inbox with
Ü ü
customized name
SMS Senders Name Ü ü
Message Text Box Ü ü
Message character
140 125
limit
Preview SMS Message Ü ü
Max number of SMS 20 Unlimited

templates created &

112
saved
Edit and Delete SMS
Ü ü
Templates
Max No. of Inboxes
5000 Unlimited
created
SMS directly from the
Ü ü
database search results
SMS directly to the

responses received from Ü ü

Job Posting
Send SMS to multiple
Ü ü
candidates together
» Open and flexible

system
Send SMS to
» Wider reach
Unregistered Ü û
resulting in
candidates
increased

responses
Receive SMS from the
Ü N/A
Non registrants
Duration to receive

responses in inbox from 1 Month N/A

the date of creation

Duration to view
2
responses in inbox from 1 Month
Months
the date of creation
Excel Download of the Ü ü

SMS responses

113
SMS usage statistics Ü ü

Other Services II - Bulk SMS Services

InstaContact
Reach Out
Timesjobs

Naukri
Features

5000
Min Size 5000 SMSes
SMSes
3.75 - 5 /

Rs. SMS

Rs. / SMS 1.68 / depending

SMS on the

package
Other Services III - Targeted e-mailers
Advantages
Timesjobs

Timesjobs
Fast Hire

Mailers
Naukri

Features

Inventory Features & Prices

500x650
Dimension N/A
Px
5000
Min Size N/A
Emails
Rs. / Mail 2.5 2.8 -3.30 /

email

depending

114
 on the

package
Trageted Emailer Features
Customized landing page
Ü ü
(one page micro site)
10 fields Data capture on
Ü N/A
landing page
Data Available in Excel
Ü ü
format
Customized Target

Audience Definition by Ü ü

Corporate
Mailer Open Rate Reports Ü ü

115
Other Services IV - Job Alert Banners
Inventory Features & Prices
120X60
Dimension û
Px
Inventory Prices (Rupees)
All Category Job Alert

Banners - 15 days
Price 93259
All Category Job Alert

Banners - 15 days
Price 123596
All Category Job Alert
N/A
Banners - 15 days
Price 353934
All Category Job Alert

Banners - 15 days
Price 674160
All Category Job Alert

Banners - 15 days
Price 1264050
Job Alert Banner Features
Customized Micro site Ü ü
» Enhanced

Animated banners to visibility

Ü û
create more eyeballs » Effective

branding
» More control over

branding
Customized branding
Ü û communication
message
» Attracting more

quality talent

116
117
 Conclusion

Riding on the back of a war for talent, online recruitment is steadily

gaining a bigger share of the recruitment pie. While IT and ITeS

Companies have been their traditional clients, Companies from

diverse sectors such as auto components and pharma today are

relying on online recruitment to fill up their vacancies. According to

industry estimates, between 30% and 40% of placements are now

made through the Internet, either through job sites of individual

Companies or through online recruitment agencies.

The IT sector was the first to move online. IT Companies usually

need to hire a large number of people. Therefore, IT human

resources departments and job seekers are tech savvy and have

access to the Internet at all times. However, with Internet

penetration increasing to over 60 million users, and other industries

like engineering and telecom, automobile and machinery,

construction, pharma, banking, insurance and financial services also

now growing rapidly and recruiting in large numbers, online

recruitment has pretty much become the gold standard for all

human resources departments.

Companies look at e-recruitment when they start recruiting in large

numbers. This is, typically, the case when a company is ramping

up, hiring in thousands to set up a new centre.

118
According to experts, the job search market including print medium

and placement consultants will grow from Rs 1,500 crore in the

financial year 2006 to over Rs 2,800 crore in financial year 2011 at

a CAGR of 13.4%.

During the same period, the online segment is expected to grow at

CAGR of 31%, gaining market share from the print and consultant

segments and hence, is set to improve its market share of 10% in

financial year 2006 to 21% in financial year 2011.

The benefits that online recruitment offers against traditional

methods of recruitment have won it loyalists. The recruitment

industry is highly information dependant. Online recruiting enables

the industry to have access to a lot more information in lesser time.

It’ is cheaper, faster, has global reach, works 24/7, allows you to

target your search and also enables you through the right software

tools to manage your recruitment process. On the other hand, job

seekers take advantage of the filtering tools to filter out unsuitable

jobs, making their search more efficient and convenient.

A few other advantages emanate out of the benefits that one gets

out of process automation like email campaigns, search resumes

119
and applicant tracking. Online recruitment also brings down the cost

per hire due to technology deployment. Going through a placement

house means payment of one month’s salary for every successful

recruitment. Whereas going through a job portal would cost much

less, and you also build up a database over time.

It is the database of potential employees that is the goldmine for

recruitment agencies and employers alike. Recruitment service

providers use the database to select suitable candidates, headhunt

the rest, and select the most fitting profiles.

Traditional placement agencies are, however, unfazed at the growth

of job portals. In fact, recruitment agencies are one of the biggest

customers of job portals. Large recruitment service providers can

also host online recruitments without much difficulty. Most of them

also have their own online and offline database, though that may

not be available to clients or candidates.

But there is space for both. It is also increasingly difficult to survive

in isolation. Online recruiting is a tool which when coupled with

strong recruiting and probing skills will get you the best yield. When

used in isolation this might actually result in the loss of some

potential top-notch candidates that no organization can afford in

this day and age, with the raging war for talent.

120
 Recommendations:

 Aggressive marketing techniques are required which will

ensure wider reach and penetration with better visibility.

 Ensure timely and effective client servicing.

 Ground events should be conducted from time to time in

various colleges and institutes.

 Must ensure accuracy and try to eliminate irrelevancy from

both employer and the candidate’s point of view

 Need of more user friendly products which are appealing and

can attract large number of users and which are easy to access.

 Collaborations with the PSUs and the Government Sector is

required so that there is a wider scope of employment which can
also attract the candidate from the semi urban and rural areas
which will give a remarkable increase in the number of
candidates approaching them.

 Should ensure timely updates to the candidates by sending

regular reminders and intimations.

121
 Limitations of the study
• The market conditions during the time in which the study is

conducted are under recession especially for the recruitment

industry. During this period the companies have undergone

major retrenchments. Therefore in the normal economic

conditions the result of the study may vary.

• The units considered for the purpose of research are mainly

small & medium enterprises and very few numbers of big

corporates. So the result of the study may vary if we take big

corporates as our sample units for study.

• The time period in which the study is conducted is 3 months,

so the results entirely depend on the recruitment needs of the

sample companies in this particular period which may vary if we

take a different period or a longer period.

• The sample size of companies taken for the study is 20 – 30

and the results are considered as that of the entire population.

So, the results may vary if the sample size is increased.

122
 Bibliography
• http://en.wikipedia.org/wiki/The_Times_Group
• www.timesjobs.com
• www.naukri.com
• www.monster.com
• www.google.com
• www.answers.com
• The Times of India
• The Economic Times
• Business Today
• Outlook

123