Market Survey on Recruitment Pattern of Different Companies in Ganesh Chandra Avenue

8/4/2019 Market Survey on Recruitment Pattern of Different Companies in Ganesh Chandra Avenue

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A

Project Report on

“MARKET SURVEY ON RECRUITMENT PATTERN OF

COMPANIES IN GANESH CHANDRA AVENU

Of

Under

By

Arup Dutta

Pursuing

From

George College (Department of Management Stud

Affiliated

To

West Bengal University of Technology

Master of Business Administration 2010-2012



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TBSL Office,

8, Camac Street,

Shantiniketan Building, 15th Floor,

Kolkata- 700017

Phone: 033-66330607

Mr. Suvo Ghosh(Business Manager)

Assistant Professor Sumana Shome

PROJECT SUMITTED BY

Arup Dutta

INTERNAL GUIDE

COMPANY GUIDE

PROJECT SUBMITTED BY



Acknowledgement

I would like to thanks Times jobs (TBSL) for giving me the opportunity to work with them and

gain the first hand practical knowledge of the corporate sector providing me the scope to work in

a learning environment and providing me with an opportunity to have an experience of workingin job portal like times jobs.

I am really out of words to express my heartiest gratitude to timesjobs.com. Their contribution

has been outstanding, as regards invaluable advice on all aspects of the project, irrespective of

the specialty boundaries. They stood as is embodiment of inspiration during my entire stay with

the company. I am also thankful to them for showing confidence in me and providing thisopportunity.

I would like to thank Suvo Ghosh, Siddharth Chatterjee of the company Times jobs.com andspecial thanks to my mentor Sumana Shome of George College (Department Of Management

Studies) for personally grooming me and providing me the necessary and relevant informationfor preparing my report successfully.

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Declaration By the Student

I hereby declare that the Summer Internship Project titled “MARKET SURVEY ON

RECRUITMENT PATTERN OF VARIOUS COMPANIES IN Ganesh Chandra Avenue” being

submitted for award of Master in Business Management was done independently by me under

the guidance of Mr. Shuvo Ghosh of Times jobs and Prof. Sumana Shome of George College

(Department Of Management Studies).

I also declare that this project has not formed the basis for award of any other Degree, Diploma,

Associate or other similar title.

Date: ________________________

Place: Kolkata (Signature of the student)

Roll No.:

Executive Summary4



The study “A Market survey on recruitment pattern in Ganesh Chandra Avenue” essentially

deals with patterns of recruitment of various companies in Ganesh Chandra Avenue, as well as

the preference of the jobseekers of Kolkata on the various mode of recruitment”. It also deals

with different services of Times jobs.com comparison of Times jobs.com, along with itscompetitors.

The study was carried out at Ganesh Chandra Avenue in the sales and marketing department of

Times jobs.com. The objectives of the study were to do the survey of the recruitment of various

companies, placement consultancies and educational institutes, who provide placement services,

to promote the products and services of Times jobs.com, to do the survey of the preferred modes

of recruitment of the jobseekers for getting jobs and to generate sales and to find productive

leads and prospective customers.

Some of the findings of the study include the preference of both the companies and the jobseekers towards the print media for the recruitment purpose. The growth of the job portals for

the recruitment purpose. The analysis of the competitor of Times jobs.com and where they stand.

Vis-à-vis Timesjobs.com.

For the study purpose questionnaires namely ‘ times jobs .com customer contact card was used,

and the HR of the different companies ( both product sector and service) in Ganesh Chandra

Avenue and some job seekers of Kolkata ( starting from H.S passed up to master Degree) Were

surveyed in order to get an idea about the overall recruitment pattern in Ganesh Chandra Avenue.

CONTENT

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Serial Number Title Page

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Introduction

Industry profile

Company profile

SWOT Analysis

Survey report

Relevance of E-Recruitment

Questionnaire

Objective of the study

Sampling

Research Methodology

Analysis

Convenience sampling

Anova

Chi Square test

Limitation

Recommendation

Name of companies randomly selected

Reference

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Industry Profile

Economists have divided economy into three sectors. They are the Primary sector , Secondary

sector and the Tertiary sector i.e. the agriculture sector, the manufacturing sector and the service

sector.

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The service sector consists of the “soft” part of the economy. It means that where people offer

their knowledge in order to improve the productivity, performance, potential and substantiality.

The basic characteristic of this sector is that it is intangible in nature. It includes advice,

attention, production of information, experience and discussion. Service providers often face

obstacles selling services that goods-sellers rarely face. Services are not tangible, making it

difficult for potential customers to understand what they will receive and what value it will hold

for them. Since the quality of most services depends largely on the quality of the individuals

providing the services, it is true that "people costs" are a high component of service costs.

Whereas a manufacturer may use technology, simplification, and other techniques to lower the

cost of goods sold, the service provider often faces an unrelenting pattern of increasing costs.

The service sector is the largest growing sector in the world. In underdeveloped countries the

primary and secondary sector i.e. the agriculture and the manufacturing sector comprises of morethan 50% of GDP but in a developed country the service sector comprises of more than 50% of

GDP. As in case of India the service sector accounts for than 50% of its total GDP. According to

data for the financial year 2006-2007, the share of services, manufacturing, and agriculture inIndia's GDP is 55.10% 26.40% and 18.50% respectively.

The fact that the service sector now accounts for more than half the GDP marks a watershed in

the evolution of the Indian economy and takes it closer to the fundamentals of a developedeconomy, Services or the "tertiary sector" of the economy covers a wide gamut of activities like

trading, banking & finance, infotainment, real estate, transportation, security, management and

technical consultancy among several others. The various sectors that combine together toconstitute service industry in India are:

Trade.

Hotels and Restaurants.

Railways. Other Transport & Storage.

Communication (Post, Telecom).

Banking.

Insurance.

Dwellings, Real Estate.

Business Services.

Public Administration.

Defense.

Other Services.

About TBSL

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Times Business Solutions Limited (TBSL) - the "Life Interactive" arm of the Times Group,

provides global internet users interactive media to provide support, assistance, and guidance

throughout their life.TimesJobs.com, the premium recruitment portal meets all jobs needs,

MagicBricks.com helps users buy sell or rent homes or commercial property, SimplyMarry.com

fills in the matrimonial requirements and Ads2Book.com services the need to print personal

classified ads across media houses in the country. New offerings from TBSL includes

YoList.com - an online classified solution, PeerPower.com, an exclusive senior professional

networking site and Brix Research - the knowledge wing of MagicBricks.com.

S.No. Name Description

1) TimesJobs.com is TBSL's flagship business and has

been in existence since 2004 and has established a

strong competitive position in the online recruitments

space amidst tough competition.

2) MagicBricks.com attained the No.1 position in the

online real-estate space, in just 9 months of its launch

and adjudged as the most preferred property site in

India, by independent surveys. This business was

launched in 2006.

3) SimplyMarry.com has been in operations since 2007

and was adjudged having with the best practices of any

matrimonial site in a recent study of 121 most popular

websites in the country by independent online research

firm Juxt Consult. In the same study, all three of our

websites were adjudged as among the "Most User-

Friendly" websites in the country.4) Ads2Book.com is the only "Net to Print" publication

neutral, global booking engine, where users can log on

and book print classified ads in over 10 partner

publications and 800 editions.

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5) Launched in Oct 2008, PeerPower.com is essentially

invite based site and is proving to be the best avenue

for professionals to build new business contacts,

entrepreneurs to find their clients, hiring managers to

find their future employees and for companies to

expand their brand and reach out to all stakeholders.

6) YoList.com is in beta launch, as an uncomplicated

online-classified portal that caters to netizens (i.e.

people who are using internet) across the world, with

strong affiliations to India. YoList.com is a complete

and comprehensive ‘online - horizontal’ classified site

with 23 classified sections and over 40 categories. Thesite is completely free to register, list and search.

TimesJobs.com is a job site operating in India and Middle East (i.e.timesjobs.com). It is one of

the flagship businesses of Times Business Solution Limited (TBSL). It started in the year

January 2004 and since then its mission is to reach out to all Indians in the country and abroad

and provide them with the best career opportunities available. Its focus is to ensure candidate’s

skills were showcased and matched suitably with the HR requirements of employers from

diverse industries, in a timesaving and cost-efficient manner. Its concentrated approach has made

TimesJobs.com the blue-eyed boy of recruiters and aspirants alike. It is one of the most

innovative Indian online recruitment portal. It has also achieved the distinction of becoming

India's No.1 recruitment portal in India in April 2007, with the largest number of active

jobseekers and a database of over 10 million candidates with over 20,000 new resumes added

every day, we offer one of the largest database of active jobseekers in India today. In addition,

thousands of better paying jobs available from more than 25,000 TimesJobs.com clients,

including blue-chip companies from India and abroad, ensures that the search always yields

results.

VISION AND MISSION

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Times Business Solutions has been constituted to be the "Life Interactive" arm of the Times

Group. We seek to provide our users with support, assistance, and guidance throughout their life,

with our interactive media. We do this by providing innovative platforms for internet users

across the globe to assist them in every aspect of their lives.

We cater to all their requirements, such as getting married (SimplyMarry.com), to printing their

personal classified ads across media houses in the country (Ads2Book.com) to buying their

dream home or choicest commercial property (MagicBricks.com) and their professionalrequirements by finding them their perfect job through India's leading e-recruitment services

(TimesJobs.com).

Integrity -We believe in carrying on our business in an ethical, transparent, honest and fair

manner. We operate in the spirit and letter of the law. Everything we do would stand the test of public scrutiny. We respect our colleagues, customers and the societies we operate in, and treat

them as we want to be treated.

Leadership -We are determined to be the best at doing what matters most. We believe in setting

the highest standards possible for our products, services and work. We are all leaders in our areas

of responsibility, and have a deep commitment to delivering results in our domains. Wecontinually develop capabilities, eliminate organizational barriers and deliver on our leadership

strategies.

Teamwork-We are a team, sharing our unique talents to help those with whom we work, liveand serve. We have confidence on each other's capabilities. We respect and value people with

different opinions, experiences and backgrounds. We strive to understand the big picture and

then do our part. We know that by working together, we can produce better results than any of uscan achieve alone.

Ownership -We place great emphasis on creating value with new customer innovations. We are

proud of our healthy dissatisfaction with the status quo and our compelling desire to improve andwin in the marketplace. We believe in encouraging creativity, converting ideas into realities - tomake a positive difference for our customers and society.

TIMESJOBS “INDIA`S NO. 1 JOB PORTAL

In January 2004, TimesJobs.com, the fastest growing and most innovative Indian online

recruitment portal, was born with a mission to reach out to all Indians in the country and abroad

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http://www.simplymarry.com/

http://www.ads2book.com/

http://www.magicbricks.com/

http://www.timesjobs.com/

http://www.simplymarry.com/

http://www.ads2book.com/

http://www.magicbricks.com/




and provide them with the best career opportunities available. Its focus was to ensure their skills

were showcased and matched suitably with the HR requirements of employers from diverse

industries, in a timesaving and cost-efficient manner. Its concentrated approach has madeTimesJobs.com the blue-eyed boy of recruiters and aspirants alike.

TimesJobs.com had achieved the distinction of becoming India's No.1 recruitment portal in Indiain April 2007, with the largest number of active jobseekers and a database of over 10 million

candidates with over 20,000 new resumes added every day, we offer one of the largest databasesof active jobseekers in India today. In addition, thousands of better paying jobs available from

more than 25,000 TimesJobs.com clients, including blue-chip companies from India and abroad,

ensures that the search always yields results.

True Convergence of Technology-In order to offer candidates effective contact points,TimesJobs.com, launched "Jobs on Mobile", a mobile interface that allows the candidate to

search, view, and apply for jobs simply by SMSing "Jobs" to 58888. In addition, we

introduced [email protected] where Jobseekers can add [email protected] to

their Yahoo! Messenger or [email protected] to their Gtalk and search, view detailsand apply to jobs directly through their chat window.

Offline Business - Job Fairs-TimesJobs.com pioneered the concept of job fairs in India,

branded as 'Big Leap', which have become the industry standard for facilitating directinteraction of jobseekers and employers. The first such event was conducted at the Delhi

Public School, R K Puram, New Delhi on March 21, 2004 which had 10 clients offer on-

the-spot jobs to over 10,000 jobseekers who walked in over the 2 days of the event.TimesJobs.com conducted its first 'Jumbo' Job Fair christened according to its mammoth

scale, spanning across sectors such as Hospitality, Airlines, HR Consultancy, Retail,

Insurance, Banking & Finance, Telecom, IT &ITeS, Education etc. in May 2004 at the

PragatiMaidan, which saw over 60 clients and 1-lakh jobseekers. Jumbo is a bi-annualevent at PragatiMaidan and draws crowds, similar to the IITF and Auto Expo. We are also

encouraging the 'Reverse Brain Drain' and have conducted Job Fairs in the US.

Tit Bits of Job fair:-

1. A two day event

2. Organized over weekends

3. Where a set of Companies are brought together at a common venue

4. To interview the Jobseekers who walk-in to the event

5. Reading the print Ads & the pre-event publicity

6. 850+ Job fairs in 5 years

7. 2,25,000 job offers

8. 20,00,000+ walk-ins

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9. Industry specific Job fairs for : IT, BPO, Educational Institutes, Training Institutes,

Aviation, Hospitality, Banking, Financial Services, Insurance sector, Retail, FMCG,

Automobiles etc.

10. Timesjobs Job Fairs are today held in semi metro & TIER II & III towns & cities also

like - Bareilly, Shimla, Kanpur, Nasik, Agra, Dehradun, Bhubaneswar, Indore,

Chandigarh, Jaipur, Lucknow, Gwalior etc.

Benefits of job fair from the recruiters point:-

• Quick & Cost effective recruitment solution

• Bulk Hiring

• Huge Branding & Visibility

• Face to Face Interaction/meeting point

• Identify and Recruit Talent

• Build Database

Benefits of job fair from Job seekers point:-

• One Stop Shop

• Multiple Opportunities

• On The Spot Offers

Joining Armed Forces -As part of our CSR activities, TimesJobs.com also forged alliances with

The Indian Army - TimesJobs.com was the only website with the wherewithal and

credentials to tie up with their placement agencies. TimesJobs.com collaborated with theIndian Army Placement Agency (APA), to leverage the skills of the retiring army

personnel in facilitating their entry into the corporate world, and successfully establishedthe website solution - www.apa.co.in in 2005.

Smart Spectrum of Services-What make us stand out from a number of other available jobsitesare our unique and most user-friendly services. In TimesJobs.com, we constantly strive to

make the online job-hunting experience even better and more convenient. We recently

launched the world's first Voice Resume Service. The entire technology of this voice suiteexclusively resides on www.timesjobs.com portal.

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In order for the candidate to be a contender for positions across industries of various companies,

the portal has a unique functionality that it allows a job seeker to post multiple resumes.

Candidates also have the advantage of submitting three separate and industry-specificresumes.

Resumes are the critical factors that ensure candidates get interview calls. Magic Resume' waslaunched to provide candidates with resumes that most competently reflect their qualifications

and experience, drawing upon the proficiency of qualified HR experts for this process. As anextension of its core philosophy of connecting aspirants to the job opportunity, TimesJobs.com

commenced the 'Resume Zapper' service, which gives the candidate's resume direct access to

over 1200 of the best placement consultants in India and abroad.

In February 2006, the company launch of its Gulf portal, ae.TimesJobs.com, becoming the firstIndian job site with an international footprint. The Gulf portal is intended as a platform where

companies based in Bahrain, Kuwait, Lebanon, Libya, Oman, Qatar, Saudi Arabia and UAE,

converge with talent from India to satisfy their HR requirements. Not only that, residents of this

region can apply for jobs in Gulf countries and India, through ae.TimesJobs.com.

Most recently in October 2009,TimesJobs Global Connect was launched that enabled users to

link all their professional online identities and work to their TimesJobs.com resume. A candidate

can link their chat ID's, professional profiles, websites, blog links, embed work samples etc. intheir TimesJobs.com Resume.

Response Filtering & Job Advertising Packages:-

Power Filter

Is a tool that enables attaching a set of 10 questions along with a job.

These questions are then answered by jobseekers as part of applying to the job.

Helps collect additional information from jobseekers.

Application can be screened on these questions through XactHire.

In a Nutshell-It is a customizable screening tool. Its need arises as employers always felt that

they had no control on screening applications through web based recruitment solutions. They had

to make to 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.

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Important points about Power Filter

Every Power Filter can have a maximum of 10 questions.

Out of the 10 maximum questions, at max 2 questions can be open ended.

Each question can have a maximum of 5 answer options.

Answer options can be in the form of Drop down, multiple select, check box or radio

button.

The same power filter can be assigned to unlimited number of jobs.

But each job can have only one power filter. So a job can have a max of 10 questions

attached to it.

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.

Power Filter is sold by units – 1 unit, 5 units etc valid over specified time duration (as

mentioned in the price list).

Search through XactHire enables search through power filter questions as well.

Power Filter can be bought with basic as well as impact jobs.

ADVERTISEMENT PARTNERS

Internet Print

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What is ?

Empower is the software with which the organizations conduct its day to day operation.

Characteristics of EMPOWER

Times jobs “Resume Management and process-optimizing” solution.

Available as part of the package with- “All services and helps AUTOMATE” the

recruitment process.

Result- : time and cost efficiency.

EMPOWER helps the clients in the following ways.

Searching & Viewing Resumes.

Posting jobs & Receiving & viewing job applications.

Short listing, contacting, SMSing & forwarding resumes.

Adding, Viewing & editing comments to resumes.

Downloading resumes.

Creating multiple users & allocating services to each.

Sharing shortlisted resumes & inboxes among users.

KEY features of EMPOWER are-:

(A) INTERFACE –

Simplified Interface

Improved Header,

Friendly Navigation,

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http://hire.timesjobs.com/whatsnew/page9.html




Logical tabs,

Faster user experience and

Greater ease of performing actions related to important sections under respective tabs.

(B) JOB POSTINGS –

Smart Suggest feature

Auto Save feature

Better Structured field organizations

Two Job Preview formats as opposed to one earlier

Active & Expired jobs clubbed to one link - Manage Jobs

(C) DATABASE ACCESS –

Better Structured Search Forms

ASKey feature & Smart Suggest Feature

Enhanced Sorting Options

Spell Check feature

More Intelligent & Intuitive Search Engine

Word Resume & Comments option on the Search Results page

Selection across pages

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Snapshot of Employer Logged in page.

WHY 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.

HIRE-XS Modules18

HIRE XS TYPES



Types of HIRE XS Service on Offer

FULL -IT– Access to the complete database of Timesjobs.com.

FULL NON IT – Access to the full database of Timesjobs.com except for all the IT

Profiles.

REGIONAL -IT– Access to the database of a specific region only. At present the 4

regions for which Regional DB can be bought is – North, South, East & West.

REGIONAL NON IT – Access to only the NON IT profiles of the particular region.

Pricing-All figures in Thousands.

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FULL REGIONAL

ITNON IT

IT NON IT



JOB ADVERTISING

Advertisement of the vacancy by the company with complete details for the jobseekers to go

through and apply.

BASIC JOB ADVERTISING

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.

IMPACT JOBS

• 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.

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10 HireXS Duration

1M 3M 6M 12M

1.1 HireXS FULL-IT 15 42 82 150

1.2 HireXS - Non IT 9 25 49 90

1.3 HireXS – REGIONAL-IT 7.5 21 42 75

1.4 HireXS - Non IT- REGIONAL 5 13 25 45

JOB ADVERTISING

BASIC JOBS IMPACT JOBS



Common features of all Job Posting services on Timesjobs.com –

UNLIMITED JOB ADVERTISING during the subscription time period.

60 DAY job exposure.

NO LIMIT on Space.

JOB ALERTS to matching jobseekers from the Database.

Ability to Upload COMPANY LOGO.

Auto Draft Option.

Display of Basic Jobs on the Search Results Page

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Above is a Complete Description of a Basic job in Timesjobs.com Default Job display

format

Different Modules of Times Jobs.com

Admission Module

It enables an educational institute to advertise about its courses on timesjobs and generate leads

of inquiry from across the country for admission to the various courses offered by them.

Placement Module

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This module offer students studying at these educational institutions to get recruited from

companies across India. This is done by uploading the resume of various institute’s students on

timesjobs.com which can be accessed by all the 20000+ paid recruiters of Timesjobs.com.

Walk-In Zone

Important points about Walk-In Zone:-

Is sold by units (1 unit, 3 units …10 units).

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

Once activated, it has an exposure time of 7 days on the site during which unlimited jobs

can be advertised for.

These 7 days can’t be fragmented into parts.

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.

With Walk-In Zone, client does not get any job postings-basic/impact.

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Why Walk-In Zone:-

Increased Life: Unlike a day’s advertising in Print, 7 days advertising in the Walk-In

Zone.

Unlimited space and unlimited job advertising: Unlike an extra cost for every additional

information in print, no limit on space or on number of jobs that can be advertised for during the

7 days of Walk-In Zone.

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 and hence the cost.

Cost Effective: Compared to Print, Walk-In Zone offers greater advertising at a lesser

cost.

Unlimited Hiring at the same cost: Unlike a consultant which would charge per person

basis for all hiring, unlimited candidates can be hired through the Walk-In Zone after having paid

the fixed cost for 7 days of advertising.

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Dial BPO working process

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BPO Job segment of timesjobs

SWOT ANALYSIS

Strength

Huge market potential- one of the fastest growing E-recruitment markets in theworld.

Manage response from potential candidate easily.

Shorter turnaround time in term of contact & response.

Head Hunt features available for organization.

Online branding available.

Association with the big brand name TIMES OF INDIA GROUP.

Quality sales force managing both the sales and relationship marketing.

Monopoly in terms of job fairs provides huge output in terms of revenue.

Weakness

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Lots of junk CV’s accessed.

Specific profiles shortage.

Short listing takes time because a lot of junk is accessed.

CV’s not updated, Database have less of experienced candidates.

Higher price range in comparison to its competitor.

Opportunities

Lots of foreign investment is taking place in India, recruitment is must in

organization. So there is an opportunity to tab the new entrant from India.

All the existing portals are concentrating on big cities but manufacturer containing

a big chunk of SME’s are still untouched.

Growing regional demand.

Increasing number of BPO’s.

Increasing number of internet users.

Many companies are entering the rural market, hence the huge number of rural

population can be recruited through the portals.

Threats

Growing competition between the E-recruitment portals.

Local placement agencies in the city.

Competition from newspaper.

Limited internet connectivity.

New entrant are giving huge competition.

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Recruitment Scenario in Ganesh Chandra Avenue

I visited more than 309 companies and various modes of recruitment done in percentage are

shown below in the pie chart.

Modes of recruitment

Print -14%

Placement Consultants -18%

Online Medium-18%

Referrals -45%

Campus Hiring -5%

Key Players in Online Recruitment Industry

Naukri.com started operations in the Year 1997

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Monster.com entered India in the year 2001

Timesjobs.com started operations in Jan 2004.

New Players in Online Recruitment Industry

Clickjobs.com

Jobstreet.com

Placementindia.com

Indiajobs.in

Naukriyan.com

Timesjobs.com – Site Statistics

150 million page views per month.

250000 unique visitors daily

20000+ New Resume Registrations Daily on a National Level

50lac+ Job Applications per month

20000+ Recruiters across Industries & Locations

Database Strength- 98Lac+

Comparative Advantages of hunting talent through Times Jobs

Wide reach of the site- Timesjobs.com is a jobsite promoted by The Times of India.

This makes it the largest player in the jobsite industry today. By virtue of advertising in the

World’s largest circulated paper & the other group companies, it is getting to quality jobseekers

belonging to all industries all over India at a very fast rate.

Fresh & Active Database- By virtue of being just a 4 year old jobsite, it has a relativelyfresh & active database, database of people who are actively looking for a change.

Strong Branding & Print Support- Timesjobs.com has a high level of print support

unmatched by any other competitor through The Times of India, Times Ascent, The Economic

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Times and also on rediffmail.com, yahoo.com, agencyfaqs.com, sify.com, timesofindia.com,

Indiatimes.com etc.

Pioneer of Job Fairs in India- Only jobsite in the industry organizing a lot of IT & Non

IT job fairs all across the country every month. So far more than 400 Job fairs have been

organized all over India which have had 1000000 jobseeker walk-ins.

How to attract the Candidate

There are various ways to attract candidates towards Timesjobs.com. It is India’s largest

database of Job Listings with over 200000 jobs on the site. Innovative resume features are as

follows-

2 minute resume submission.

Boss proof features.

Multiple resume option.

Career Services- Magic Resume & Resume Zapper.

Job Fairs

Why candidates go for timesjobs.com?

Fastest growing jobsite in the country today.

Backed by the biggest Media House (The Times Group). Wide reach across media forms.

Unparalleled Print Support.

Aggressive Advertising across various Media forms to get continuous traffic of new

jobseekers to the site.

Active & Updated database of jobseekers. Uniqueness factor-55%.

Pioneer of Job fairs in India.

Online Ascent- a unique value-adds to the jobseeker. All ascent jobs can be accessed or

applied to and from www.timesjobs.com.

Cost effective recruitment/ branding solutions and delivers High return on Investment.

(Better Value for Money)

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Market share of different portals in GANESH CHANDRA AVENUE

Company Market Share

Naukri.com 52%

Timesjobs.com 27%

Monster.com 21%

Others 0%

The above data shows that timesjobs.com in comparisons to naukri.com is lagging behind in this

area as naukri.com has a superior intake of market share of about 52% while timesjobs.com has

only 27% of the market share in the area. Taking this data on account, we can represent it in the

pie chart. The pie chart below only represents the online recruitment processes that the

companies in Ganesh Chandra Avenue, conducts for its recruitment processes.

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Relevance of E-Recruitment

In order to answer the question that why E-Recruitment require marketing we have to understandfirst that what is E-recruitment. E-Recruitment is a process in which the organization selects its

employees from web-technology-base channel.

As E-Recruitment is a new technology to most of the recruiters in the corporate world. It requires

a huge rate of exposure to the corporate world about its advantages and how it will benefit the

organization in the long term. Since it is a web based technology its popularity is increasing day

by day as everybody uses internet. Also many recruiters does not even know about that there is

any kind of such recruitment process exists. So they mostly rely on traditional recruitment

process. In order to create more awareness among the recruiters about its benefits the E-

Recruitment has to be very much promoted through all over India. As when most people hearsabout it, they assume that it is a very costly process and its not meant for Indian market.

Since E-recruitment is not specifically meant for a single nation but for any nation. The

organizations which are dealing with the E-Recruitment they need to promote E-Recruitment

through various tools of marketing. As the recruiters will become aware of the service through

the promotion they will become aware that it will benefit their organization not only in the short

run but also in the long run. In the long run it will help them to grow their business also in the32



short run it will help them to lower the cost of the recruitment process. Also the organizations

which deals with the E-Recruitment business will see that their business will be growing because

E-Recruitment is not a short term phenomenon but it is a long term phenomenon. So E-

Recruitment requires a lot of promotion and marketing for its growth.

Name of the organization?

Name of the person in charge of recruitment?

Contact number of the persons in charge of recruitment?

Mode of recruitment procedure conducted by the organization?

Number of intakes in a year?

What are the key/main features they are looking from the products and services as

recruitment tools?

What are average hiring cost / month they afford/budgeted for their organization?

How many times do they conduct the recruitment processes in a year?

Recruitment conducted regionally or nation wide?

33



OBJECTIVE OF THE PROJECT

1. Find out the recruitment pattern in Ganesh Chandra Avenue by collecting relevant data

from different corporate, placement consultancies, etc.

2. Find out the most preferred modes of recruitment by the Corporate and the jobseekers.

3. Comparison of times jobs.com with the competitors.

Sampling

The study was done through calling them from the office and by visiting individual company

with Times jobs customer contact card. All the information has been collected by me under the prior guidance of allocated industry guide and prospective help from faculty guide of George

College(Department of Management Studies).

The criteria for study were:

• The corporate needs to be a private organization.

• The corporate need to carry out its recruitment from Kolkata and rest of the place of west

Bengal.

34



Research Methodology

The study was carried on in order to find out the recruitment pattern in Ganesh Chandra Avenue

by collecting relevant data from different corporate, placement agencies. Promoting products and

services of times jobs in different consultancies, companies & institutes generate sales and to

find productive leads and prospective customers. Find out the preferred modes of recruitment by

the job seekers. Comparison of Times jobs with the competitors.

RESEARCH QUESTIONS

What are existing modes of hiring they follow for their organization?

What are the key/main features they are looking from the products and services as a

recruitment tools?

What are average hiring cost / month they afford/budgeted for their organization?

How many times recruitment is done for organization annually?

TYPE OF RESEARCH DESIGN

Sampling method by using primary data only.

QUANTITATIVE RESEARCH

A survey of corporate was done so that all details of the recruitment for their company could be

collected. The survey was done by questionnaire which comprised of closed ended questions.

SOURCES OF DATA

Primary data was collected through survey of corporate at one to one basis as well as through

tele-calling. No Secondary data was collected.

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RESEARCH TOOL

Questionnaire

QUESTIONNAIRE DESIGN

The questionnaire comprised of closed ended questions.

SAMPLE DESIGN

o SAMPLE SIZE: samples

o SAMPLING TECHNIQUE: Convenience sampling.

EXPECTED CONTRIBUTION OF THE STUDY

Data like existing modes of hiring used by the company were collected in order to have

an access about the preferred modes of recruitment of different companies.

Data like to what product/services the companies deal in were asked in order to segregate

the data into product and services sector and have a better idea about the recruitment pattern of

both the sectors. Data like costs involved with recruitment were asked in order to get an idea about an

approximate idea about the costs involved by companies for recruiting people

36



Analysis

Existing mode of hiring followed by the organization

The modes are:

Print: Ascent/TT jobs etc.

Online: Times Jobs/Naukri/Monster etc.

Consultant: Co. Payout/Candidate payout

Others: Reference etc.

The survey done on 309 companies means my samples (n), out of which;

210 go others sources of recruitment.

9 go for print advertisement.

78 go for online recruitment.

12 go for consultancy.

The graphical Representation:

37



So the result is:

Others: 210/309*100 = 68% Online: 78/309*100 =25%

Print: 9/309*100 = 3% Consultancy: 12/309*100 = 4%

The interpretation regarding the modes of recruitment followed by the organization in

Ganesh Chandra Avenue is like this:

Many organizations go for references and job rotation within their organization or from

other branches. Which help them is cost savings as well as fulfilling the need of 1 or 2

employees.

Whereas there are some organization who opt for print advertisement. Since they do not

have many references and they require few people for their organization once a year or

twice a year.

Some people go for online who needs more people for their organization though out the

year. And think it’s a best way for recruiting.

There are also some organizations that go for consultancy since it helps them to get

people whenever they need by company payout or candidate payout.

The figures describe the perfect scenario how things happening and how big market it is to

concentrate.

38



The key/main features they are looking from the products and services as a recruitment

tools.

Some of the qualities are:

• Cost effective

• Wide reach

• Maximum response

• Meeting the requirement

From the total sample of 309 companies, the preference given as follows:

153organizations go for meeting their requirement for their

Organizations.

70 go for cost effectiveness of the medium.

50 looking for wide reach.

36 look for maximum response.

The Graphical Representation

39



So the result is:

Cost effective: 70/309*100 = 23% Meeting the requirement: 153/309*100 = 50%

Wide reach: 50/309*100 = 16% Maximum response: 36/309*100 = 12%

The interpretation for the figure may be described as follows:

Most of the organization choose medium only which help them in meeting their

requirements. They afford or expend that much also.

Some of them go for cost effective mode or medium which suits their pocket and help them

to make a stable in the business function.

There are also some organizations that search for wide reach. Since they don’t look for

regional basis they go for national basis too.

There are also organizations but very few who goes for those medium which can serve them

with huge response for their requirement.

These signify that organization essential go for meeting their demand or requirement then

opt for other need or look for other prospective ways.

Average hiring cost / month they afford/budgeted for their organization:

Some of the criteria are as follows:

40



Not at all

0-5000

5000-25000

25000 and more.

From the samples of 370 organizations we get this information:

186 spends not at all for any recruitment prospective

98 goes for up to 5000 as there budget for this kind of expenses.

15 go up to 25000 for recruiting expenses

10 go for more than 25000.

The graphical representation

41



So the result is:

Not at all: 186/309*100 = 60% 0-5000: 98/309*100 = 32%

5000-25000: 15/309*100 = 5% 25000 & more: 10/309*100 = 4%


Number of organization is bigger for those who don’t spend any thing for the basis of

recruitment, since they go for reference which doesn’t cost anything towards company.

And also who go for consultancy for candidate payout.

Some organizations are there who spend up to 5000 for their organization, mainly they

goes for print and job posting in e-recruitment or on print media basis. This helps them

for low spending as well as for meeting their requirement also in small basis.

There are organizations that go for online recruitment who know the divergent in trend as

well as look for easy and convenient way of recruitment. This cost around 25000 / month

which is much easier to bear for small organizations.

There are also some organizations especially the middle level organization which are

growing go for recruitment in huge basis each and every month. They have to spend more

than 25000 per month. There are also other companies who go for recruitment throughout

the year in various field, they also go for this much of spending.

From this interpretation we can say or conclude that the market is growing rapidly

and many areas are left to capture in future basis.

How many times recruitment is done for organization annually

Some of the criteria are as follows:

Once or twice a year

Quarterly basis

Every month

Throughout the year randomly.

42



From the samples of 309 organizations we get this information:

198 go for recruiting people throughout the year.

40 go for once or twice a year.

30 go for every month.

41 need people on quarterly basis.

The Graphical Representation:

So the result is:

Once or twice a year: 40/309*100=13 Quarterly basis: 41/309*100=13

Every month: 30/309*100=10 Throughout the year randomly: 198/309*100=64


Many companies choose to recruit people once or twice a year which make them beneficial in making a balance in process of business function. Since many organizations

didn’t spend much in recruitment annually they are satisfied with their small

organization.

43



There are also many organizations that recruit throughout the year randomly, whenever

they require people or have some demand they fulfill according to their need. They

follow annual mode recruitment which helps them to recruit people throughout the year.

There also some organizations who recruit every month. Especially middle level

organization which are on the verge of growing who need each month for their organization. People who need to many personnel every month they recruit every month.

People also recruit for their organization also in quarterly basis. They require people for

their organization 5-6 times in a year.

These indicate how market is gradually increasing in rapid basis, Here we need to

concentrate on all area specifically.

Test of Hypothesis

Anova

Taking the survey into an account the companies visited by ne as sample for the project. As the

original sample size is 309. As it is been found that the number of organizations interested in

times jobs proposals were 78 by me in the area. Taking on account of the questionnaire used in

the research methodology I have done a Anova Test for the analysis purposes. In order to have

the test I have taken the relationships between timesjobs.com, monsters.com and others.

From the above data I came to found that the number of organizations interested in

timesjobs.com proposal is 78. Based on the questionnaire the number of interested companies are

been divided into sample divided into 3 categories.

So the sample drawn in are been shown below.

Timesjobs.com Monster.com Others

18 18 12

15 9 6

12 12 3

21 18 2

6 3 1

6 0 9

Let μ1 , μ2 and μ3 be the average number of companies that recruit people for their organizations

from different sources.

Considering null hypothesis,

H0 : μ1 = μ2 = μ3

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The company does not differ significantly according to their average number of hiring.

H1: μ1≠μ2≠μ3

The companies differ significantly according to their average number of hiring.

Calculations of M.S.B.

Timesjobs.com Monster.com OthersX1 X2 X3

18 18 12

15 09 04

12 12 03

21 18 01

06 03 01

06 ----- 09∑ X1=78 ∑ X2=60 ∑ X3=30

So X1 = ∑ X1

n

= 78

6

= 13

X2 = ∑ X2

n

= 60+

5

= 12

X3 = ∑ X3

n

45



= 30

6

= 5

So Grand Average X = X1+X2+X3

3

= 13+12+5

3

= 10

(X1-X)² = (13-10) ²

= 9

(X2-X)² = (12-10) ²

= 4

(X3-X)² = (5-10) ²

= 25

S.S.B. = n(X1-X)² +n(X2-X)²+n(X3-X)²

= (6*9)+(6*4)+(6*25)

= 228

d.f = K-1

= 3-1

= 2

M.S.B. = S.S.B

df

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= 228

2

= 114

Calculation of M.S.W.

Timesjobs.com Monsters.com Others

X1-X1 (X1-X1)² X2-X2 (X2-X2)² X3-X3 (X3-X3)²

05 25 06 36 7 49

03 09 -03 09 -1 01

-01 01 00 00 -2 04

06 36 06 36 -4 16

-09 81 -09 81 -4 16

-09 81 _____ _______ 4 16

TOTAL 233 _____ 162 _______ 102

S.S.W. = ∑(X1-X1)²+∑(X2-X2)²+∑(X3-X3)²

= 233+162+102

= 497

df = N-K

= 17-3

= 14

M.S.W. = S.S.W.

df

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= 497

14

= 35.5

Anova Table

Sources Sum Of Square

S.S

d.f. Mean Sum Of Square

M.S.S.

F ratio

Between

the sample

Within the

sample

S.S.B.=228

S.S.W.=497

K-1=2

N-K=14

M.S.B=114

M.S.W.=35.5

Here

M.S.B.>M.S.W. So

F =M.S.B

M.S.W

= 114

35.5

=3.21

V1 =2

V 2=14

Considering 1% level of significance with df (2,14) the tabulated value of F=6.51

As the calculated value of F =3.21<6.51 so null hypothesis is accepted i.e. there is no

significance difference between the average number of hiring by the companies.

Considering 5% level of significance with df (2,14) the tabulated value of F=3.74

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As the calculated value of F =3.21<3.74 so the null hypothesis is accepted i.e. there is no

significance difference between the average number of hiring by the companies.

CHI Square testFrom the data collected in the survey there were 78 companies which were interested in

timesjobs.com proposals and among them 12 already have acquired different portals services, 56

goes for placement consultancy and 147 goes for referrals.

Considering null hypothesis,

H0: There is no relationship between interested and not interested online job portals. So

interested and not interested attributes are independent.

Alternative hypothesis,

H1: There is a relationship between interested and not interested in online job portals. So

interested and not interested are dependent.

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(2X2 Order Contingency table)

Category

Types

Interested Not interested Total

Online job

portal

78

(a)

81

(b)

159

Other

(Placement

Consultancy

and

Referrals)

84

(e)

66

(d)

150

Total 162 147 309

So expected frequency of a cell = Row total*Column total

Grand total

Expected frequency of a cell (a) = 159*162

309

= 83

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Expected frequency of a cell (b) = 159*147

309

= 76

Expected frequency of cell (e) = 150*162

309

= 79

Expected frequency of cell (d) = 150*147

309

= 71

Calculation of χ 2 test

Cell Observe

Frequency

Oi

Expected

Frequency

Ei

Oi-Ei

a 78 83 -5 0.30

b 81 76 5 0.33

e 84 79 5 0.32

d 66 71 -5 0.35

=1.3

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Considering H 0 is true,

The test of statistics

=1.3

df = (Column-1)(Row-1)

= (2-1)(2-1)

= 1

Considering 5% and 1%level of significance with df =1 the tabulated value of χ 2= 3.84 and 6.63

As the calculated value of χ 2=1.3<3.84 at 5% level of significance so the null hypothesis is

accepted.

So there is no relationship between interested and not interested online job portals. So interested

and not interested are independent.

Again as the calculated value of χ 2=1.3<6.63 at 1% level of significance so the null hypothesis is

accepted.

So there is no relationship between interested and not interested online job portals. So interested

and not interested are independent.

52



Limitation

There are some limitation/barrier I have faced during my study or gathering information, they

are:

During my study the biggest problem what I have faced is the communication problem when I

used to visit for cold callings. People used to neglect us and treat as a cheap salesman during the

conduction of our study.

Many people didn’t provide us complete information. Which they think is confidential for

them to display to other people of outside the organization.

Non availability of required personnel also causing problem for us to gather information,

sometimes required personnel remains in business meetings or in leave.

People often ask us to make a call first then allow us to meet the required personnel, which

cause a hindrance to my study.

53



Recommendation

A lot of exposure and promotion is required in order to make their presence.

They can also offer the job posting in Times of India for 1 day which will create better

response for TimesJobs.com also by decreasing the number of days in their website from

60 days to 30 days.

They can also provide short listings of CV’s to those organization who require specific

people for their organizations.

They can also sell the CV’s in limited number to the organizations who have very less

requirement.

They can also make a price list depending on the region. As East region is a cheap regionmany organizations have question that why they should be paying the same amount as the

Western region which is a costly region compare to Eastern region.

For small organizations whose requirement are very low they can come up to a scheme

where the number of CV’s will be less in number and the price will be also limited since

these organizations does not like to spend on recruitment of their employees.

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Name of Companies Selected Randomly From the Data

Tides Sales Corp

M.N.Group

M.K.Singhania Associates

Rajani Barter PVT LTD

UT limited

Ananda Bazaar Patrika

SRMB Steel

Usha Martin Ventures Ltd

R.K.Global Shares and Securities Time and Money

C.S.T.C

Vijaywargi Pulses Grains Agency PVT Ltd

M.S.Trading

R.B.Consultants PVT Ltd

IPI Steel Ltd

Galaxy Computers

R.S.V.P.C and Co.

Bajaj Electricals

ICICI Prudential Life Insurance

Sai Kanaka Mahalaxmi Finance PVT Ltd

Raunak Infrastructure Ltd

Nirwal Fibres PVT Ltd

CTVN AKD

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Clarity Financial Services LTD

REFERENCE

BOOKS - :

o Kotler, Philip, Keller, Kevin Lane, Koshy, Abraham, Jha, Mithileshwar, Marketing

Management , Pearson, 2009.

o Malhotra, Naresh K, Marketing Research, Prentice – Hall of India Pvt.Ltd, 2004.

o Levin, Richard I, Rubin, David S, Statistics for Management , Pearson, 2004.

WEBSITES - :

1. www.wikipedia.org

2. www.timesjob.com

3. www.asklaila.com

4. www.arcticlebase.com

5. www.trak.in

6. www.peoplematter.in

7. www.quikr.com

http://www.arcticlebase.com/

http://www.trak.in/

http://www.peoplematter.in/

http://www.quikr.com/

http://www.arcticlebase.com/

http://www.trak.in/

http://www.peoplematter.in/

http://www.quikr.com/

Market Survey on Recruitment Pattern of Different Companies in Ganesh Chandra Avenue

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