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1
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
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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
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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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8-25
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27-30
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36-50
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47-50
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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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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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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
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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
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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
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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
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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?
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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.
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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
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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:
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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.
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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
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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:
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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
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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%
The interpretation for the figure may be described as follows:
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.
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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
The interpretation for the figure may be described as follows:
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.
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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
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= 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.
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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.
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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
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