Final Report Fencer

New Delhi Institute of
Management
A
Project Report
On
E-recruitment in educational
institutions
Submitted in partial fulfillment of the awards

of
Post Graduate Diploma in Management (PGDM)
(2007-2009)
Submitted by:
Fencer Singh. S
Roll no. 73
NEW-DELHI INSTITUTE OF MANAGEMENT
60-61,TUGHLAKABAD INSTITUTIONAL AREA
NEW DELHI-110062
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CERTIFICATE OF AUTHENTICITY
This is to certify that the project report titled "E-recruitment in

educational institutions" is submitted in partial fulfillment of the
degree of "Master in Business Administration" at New Delhi
Institute of Management, This is a bonafide project carried out by
Fencer Singh. S under my supervision and guidance and no part of
this report has been submitted for the award or any other degree,
diploma, fellowship or other similar titles or prizes and the work
has not been published in any scientific or popular journal or
magazines.
Mr. Tanmay sar
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(Project Guide)
Contents
Acknowledgement
Preface
Scope of the study
Objectives
Executive summary
Company profile
 About TBSL
 Vision, mission and value
 History
 Awards and recognitions
 Offices
Introduction of the topic

 Introduction
 Features & Trends
 Functionalities of E-recruiters
 A rapidly evolving e-recruitment environment
 E-recruitment in India
 Job sites in India
 Market share of different job sites in India
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 Future of e-recruitment industry

 E-recruitment versus other offline modes
 Value added services provided by e-recruiters
 Online recruitment solutions given by timesjobs.com
Research methodology
 Types of data collection
 Research design
 Limitations
Job profile
Findings and analysis
Suggestions
Bibliography
Annexure
 Questionnaire
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ACKNOWLEDGEMENT
“In the modern world of business, it is useless to be a creative, original
thinker unless you can also sell what you create”
- David Ogilvy
Expression of mind by words is a difficult task; I find when it comes to an

appeal of fathomless gratitude and obligation. So first of all, I owe my head
heartily to all who have been inspirational , motivating and supportive throughout
my project work undertaken and endowed me with the most precious knowledge
, the most powerful of all. Yes! My report is the sensible team effort of all those
people mentioned, or not mentioned here. Still, it is too less to express my deep
thanks to them.
It is with fathomless gratitude that I express my benevolent thanks to my
reverend project guide Mr.Tanmay Sar (Accounts Manager), Timesjobs.com
not only for giving excellent guidance, unabated inspiration but also for his never
ending willingness to deliver generous research methodologies, timely attention
and kind interest, since beginning of my course. I shall forever ellence, honesty
and respect for the moral and ethics. Their vision and perception of the
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uncommon fostered my brain to strive me towards perfection. I consider myself

very fortunate to work with to work with such a disciplined and principled
personalities with a futuristic view, providing moral support, constant
encouragement valuable guidance in-spite of their busiest and hectic schedule.
I am immensely thankful to all teaching and non- teaching staff members of
my Institute for their kind cooperation and support to make the dissertation a
successful task.
PREFACE
When CHARLES DARWIN spoke of “the survival of fittest”, he could have

been speaking of the cut throat competition of today’s market and corporate
ambition. Such is the rat race that PROFIT is becoming an Obsession.
I was able to understand the relevance of this fact in the most educative
period by getting Exposure to the nitty-gritty of management and also to
familiarize myself with various activities taking place in the organization.
If we can compare marketing to a long train with a multiple compartment,
then the marketing research would justify claim dual roles of the engine that
powers the train and the links that connect the individual compartment to form a
cohesive functional unit. In others words, marketing research is pervasive-the
brain and the brawn of any marketing organization.
The subject of the study is “E-recruitment in educational institutions” provides
details about e-recruitment and its advantages in this changing world and how
educational institutions benefits out of it. The project also gives the condition of
e-recruitment industry.
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At the last I wrap up the project with suggestion and recommendation to enhance
the future growth and prospects of the company.
Scope of the study
The study has been conducted under the guidance of Mr.Tanmay Sar
(Accounts manager) of Timesjobs.com of companies. As the mentioned
above the main objective of this project is to understand and analyze the
recruitment mode used by various institutions and make them aware of the
services given by times jobs.com. It covers the analysis of e-recruitment industry
in India and the strategies adopted by marketers which is used to capture the
market. This project also provides information for educational institutes to know
about the trend of e-recruitment and its future growth and development. This
project also provides the future development and growth condition of e-
recruitment industry.
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OBJECTIVES
Primary objective:
• To study the e-recruitment in educational institutions
• To make the educational institutions aware of e-recruitment services given

by jobsites
Secondary objective:
• To analyze the e-recruitment industry and it operations all over the world
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• To study about the future prospects and developments of e-recruitment

industry
• To analyze the e-recruitment market in India and know about the players
in the same industry
• To understand the trend of the e-recruitment industry, and study the

services given by them
Executive summary
Technological change defines the future. Internet is one of the examples for
major technological changes. Influence of internet in various industries is
tremendous; penetration of online has affected each and every one’s life. E-
recruitment industry mainly functioning with the help of online. Online
penetration and its growth and development would decide the growth of this e-
recruitment industry. E-recruitment process has taken the recruitment process
in the next stage in organizations; it makes the recruitment process very easier,
time saving and less costly one.
Now online recruiters have diversified to give services to various educational

institutions like schools and colleges. These recruitment solutions help the
institutes to build the career. Here you will find four solutions given by times
jobs.com they are data base selling or job posting, co-branding, campus direct
and job fair. Job fair is offline career solution for management and engineering
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institutes as well. Campus direct and job fair career solutions exclusively for
colleges.
This project deals the e-recruitment process in the educational institutions in

Noida and Greater Noida. How it would affect the educational institutes in the
future. Also it deals the e-recruitment industry in the world and its development,
market condition of e-recruitment industry, features and its players in India.
Importantly it analyses the future conditions, trend etc. at last it analyses the
growth prospects of e-recruitment industry.
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About TBSL
Times Business Solutions Limited (TBSL) is a limited company, wholly owned by

Bennett Coleman Company Limited (The Times Group).
The Times Group has been and remains a dynamic and progressive media
group, creating many firsts on its path to becoming one of the largest media
conglomerates in the world and the leader in India. It is best known as the
publisher of the world's biggest English daily The Times of India and also
publishes The Economic Times (second only to the Wall Street Journal globally),
Mumbai Mirror, and the Navbharat Times. Other brands include Times Now,
Zoom (Tele-Media Channels), Radio Mirchi (FM Radio Channel), Femina,
Filmfare, PlanetM, Indiatimes, Times Music etc. The Times Group has always
embraced new and interactive media in its quest to provide ever-increasing value
to its customers and is an emerging leader in the internet, recruitment, events,
broadcast, and mobile VAS arenas.
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It cater to some of its users' most fundamental requirements, from finding them
their perfect job through India's leading e-recruitment services (TimesJobs.com &
SmartHire), buying their dream home or choicest commercial property
(MagicBricks.com), to getting married (SimplyMarry.com), and even, printing their
personal classified ads across media houses in the country (Ads2Book.com). In
this same vein, we will be launching more offerings, from Time Business
Solutions in the immediate future.
TimesJobs.com is TBSL's flagship business and has been in existence since the
last 3 years now and has established a strong competitive position in the online
recruitments space amidst tough competition.
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 is close to 2 years old now.
SimplyMarry.com has been in operations since the last one year 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
JuxtConsult.
In the same study, all three its websites were adjudged as among the "Most
User-Friendly" websites in the country. 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.
Smart Hire is the full service recruitment solutions provider that enables clients to
increase their business efficiency by reducing time and cost spent on
recruitments.
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“Online recruitment solution”
“Premier manpower consulting company”
“Getting Married”
Ghar Baithe Ghar Dhoondo
“Buying/ selling residential or commercial property”
“Printing Personal classified ads across media houses”
“Choose perfect match, job & property. All under one roof”
Its Corporate Office is based out of Noida, India and have branch offices spread
across India and internationally in Dubai and London. There are around 1000
employees currently, spread across the different businesses that it operates. Its
business performance has been strong and steady till date and have set
aggressive growth plans for the coming years, given its strong belief in the
potential of internet in India and globally.
Vision, Mission and Values

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.
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Integrity
We believe in carrying on our business in an ethical, transparent, honest and fair
manner. We operate in the spirit and letter of law. Everything we do would stand
the test of public scrutiny. We respect our colleagues, customers and societies
we operate in, and treat them as we want to be treated.
Leadership
We believe in setting highest possible standards for our day to day work and for
our products and services. We are all leaders in our area of responsibility, with a
deep commitment to delivering leadership results. We are determined to be the
best at doing what matters most. We develop the capability to deliver our
strategies and eliminate organizational barriers.
Teamwork
We are a team, sharing our unique talents to help those with whom we work, live
and serve. We have confidence on each other's capabilities. We respect and
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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 us can achieve alone.
Ownership
We place great value on big, new customer innovations. We have a healthy
dissatisfaction with the status quo and a compelling desire to improve and to win
in the marketplace. We believe in encouraging creativity, converting ideas into
realities - to make a positive difference for our customers and society.
History
TBSL started as a division of BCCL in 2004 with the mission to create an
exchange for job seekers and employers on the internet. With the growth of
internet attaining rapid speed and being a highly profitable venture, TBSL was
born as the "Internet Initiatives" of BCCL. A chronology of events is presented
below
• Jan 2004 - Launched www.timesjobs.com as a recruitment vertical
• Mar 2004 - Pioneered India's First Job Fair in Delhi. The fair was an
overwhelming success with over 3,000 registrations/footfalls
• Aug 2004 - Continuing the Job Fair tradition, The First Jumbo Job fair
was held in Delhi in association with ITPO.
• Aug 2005 - Launched www.timesmatri.com, a matrimonial vertical
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• Sep 2005 - Launched Times Recruitment Services (TRS), an offline

placement consultancy business to fulfill the job requirements of
Timesjobs candidates.
• Oct 2005 - Launched Swyamvars, a unique offline model which

provides a platform for brides and grooms to interact.
• Apr 2006 - Relaunched Smarthire (erstwhile TRS) as a complete

recruitment solutions enterprise for corporates.
• Apr 2006 - Launches Timesjobs Gulf http://ae.timesjobs.com/ site to

tap the Middle East market requirements
• May 2006 - Timesclassifieds.com was relaunched as

www.Ads2book.com. Ads2book, with its enhanced features, is an ad
booking engine which provides the user flexibility to book an
advertisement from anywhere.
• Jun 2006 - Launched www.magicbricks.com as a property vertical
• Dec 2006 - Relaunched timesmatri.com as www.simplymarry.com with

better search engine and improved features
• Mar 2007 - First International Property fair conducted by Magicbricks

held in Dubai.
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• Mar 2007 - Goodlife World was launched in Delhi NCR. Goodlife is an

offline retail model which pulls customer traffic to the various websites
and provides a revenue opportunity for the online products. This also
promotes better penetration in smaller towns and low internet
penetration markets.
• Apr 2007 - Timesjobs.com establishes itself as India's No. 1 job portal

with highest number of active resumes as compared to its nearest
competition.
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Esteemed Clients
IT / ITES Clients:
IT ES / B PO
IT Software / Hardware/ IT Services
NON-IT Clients:
Banking/Financial/Services Engineering/Durables Others
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Awards and Recognition:
Awards and recognition

Times Business Solutions leads amongst the most User Friendly Sites in India
A recent study of 121 most popular websites in the country by online research
firm JuxtConsult has revealed Times Business Solutions brands TimesJobs.com,
SimplyMarry.com & MagicBricks.com as amongst the most User Friendly Sites in
India. TimesJobs.com, MagicBricks.com & SimplyMarry.com all scored above
85% percentile based on usability aspects such as navigation structure & clues,
website design, company & contact information, contact responsiveness,
branding and technical parameters, compared across categories and all of them
have been adjudged amongst the most user friendly sites in India.
14 February, 2007
TimesJobs.com, the only Indian entrant for the Cyber Lion at The Cannes Lions
International Advertising Festival 2006
TimesJobs.com is the Only Entry from India to be nominated for The Cyber Lion
at Cannes Lions 2006 Advertising Awards for its "ChartBusters" Campaign - The
creative, is a compilation of songs - spoofs on classic hits- by genuine job
seekers who take a break from their routine job search.
22 June, 2007
TimesJobs.com the only Indian Portal nominated at the International Online

Recruitment Awards
A recent study of 121 most popular websites in the country by online research
firm JuxtConsult has revealed TimesJobs.com as one of the most User Friendly
Sites in India
20 January, 07
TimesJobs.com Wins the Gold and Bronze at the AAAI Awards at Goafest 2006
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Timesjobs.com, the fastest growing and most innovative Indian online

recruitment portal won a spate of awards - a Gold and a Bronze at the recently
concluded AAAI Awards In Goa. Timesjobs.com received the Gold in the
Interactive Media Section for its path-breaking Upload Campaign - ""If you have
a resume/reason, we have the job - click and upload your resume with a single
click" . The Bronze came through the portal's "Chartbusters" Campaign - The
creative, is a compilation of songs - spoofs on classic
hits- by genuine job seekers who take a break from
their routine job search
01 May, 2006
TimesJobs.com's "Chartbusters" Campaign fetched Silver at the Asia Pacific Ad

fest 2006 in Thailand
TimesJobs.com's "Chartbusters" Campaign fetched Silver at the Asia Pacific Ad

fest 2006 in Thailand. The creative, is a compilation of songs - spoofs on classic
hits- by genuine job seekers who take a break from their routine job search. The
campaigns were done by Tribal DDB the Interactive Media Division of Mudra
Marketing Services. The Award Winning "ChartBusters" Campaign -
http://www.tribalddbindia.com/timesjobs/chartbusters.htm
Head Office- TimesBusinessSolutions Ltd.
Head Office
Registered Office
Times Business Solutions Ltd,
7, Bahadurshah Zafar Marg,
New Delhi - 110002, India
Phone: 91-11-23302000
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Corporate Office
Times Business Solutions Ltd.
B - 1 - C, Sector 10,
Noida - 201301
Uttar Pradesh, India
Phone : 91-120-3029123, 3029464
Overseas Offices
Dubai
Biju Menon
Times Business Solutions FZ LLC
PO BOX 500717
Dubai, U.A.E.
Phone: 04 4280785/050 9225153
E-Mail: biju.menon@timesgroup.com
London
Mr. Bharat Vaswani
Media Consultant
The Times of India Group
54, Sydney Road
West Ealing
London W13 9EY
Phone: ++44 208 8403838
Fax: ++44 208 8403493
Email: timesofindia@btconnect.com
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Introduction - Online Recruitment or E-recruiting
E-recruiting, embracing the term web-based recruiting can be described as any

recruiting processes that a business organization conducts via web-based tools,
such as a firm’s public Internet site or its corporate intranet. We use the terms
online recruitment, Internet recruitment, and e-recruitment interchangeably
E-recruitment facilitates the online matching process between recruiters and

passive & active career seekers. Today's recruitment applications are designed
to do a whole lot more than just reduce paperwork. They can make a significant
contribution to a company's marketing and sales activity.
Recruitment websites and software make possible for managers to access

information that is crucial to managing their staff, which they can use for
promotion decisions, payroll considerations and succession planning. In wake of
these and related trends, it is imperative for frequent upgrades to your
company's software or web applications make it easier for clients and employees
to address new business needs.
Online recruiting and online recruitment systems, with its emphasis on a more
strategic decision making process is fast gaining ground as a popular outsourced
function.
Web Enabling Recruitment Functions
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The immense power of web enabling crucial recruitment processes to convert

them into online recruitment systems is a key factor in easing out the recruitment
processes. Recruiting and staffing software makes data collection easier and
tasks get completed quicker. The return on investment is immediate, simply
because of the reduced time and increased ease of recruitment processes.
Converting HR functions to e-recruitment solutions
Using web recruitment systems like recruitment websites or job sites also play a
role in simplifying the recruitment process. Such websites have facilities where
prospective candidates can upload their CVs and apply for jobs suited to them.
Such sites also make it possible for recruiters and companies to post their
staffing requirements and view profiles of interested candidates.
You can also outsource business processes like payroll management and
employee benefits. We can provide web recruitment systems and software
designed to support the human resource system. ASPs or Application Service
Providers which host recruitment software on the internet can manage payrolls,
benefits and performance graphs. Employee benefits like Health, Medical and
Life insurance, and HR management duties like recruiting, hiring, firing,
background interviews, exit interviews, and wage reviews can also be automated
using software. With such processes, it becomes possible for managers to
access information that is crucial to managing their staff, which they can use for
promotion decisions, payroll considerations and succession planning.
Whether you are looking for a job or looking to fill up one, the Internet has
become a sprawling jungle. Thousands of web sites compete for your attention -
each has its own unique interface, URL and peculiarities. The objective of these
web sites is to serve as a common meeting ground for job seekers and
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employers, both locally and globally, where the candidates find their dream jobs
and recruiters find the right candidate to fulfill their needs.
The nascent Internet Recruiting Industry remains highly fragmented and is

continually evolving. It is poised for explosive growth as worldwide revenues are
forecasted to grow from $250 Million in 1999 to almost $8 Billion by 2005. The
three macro economics trends that are seen as fuelling the growth of this
industry are:
• Shorter employment tenures

• Shrinking labor pools
• Need for technology workers
Corporate expenditures for these Online-recruiting services are anticipated to

increase dramatically in the next few years as corporate end users upgrade their
hiring methodologies, strategies and technologies for finding talent.
Features and trends:
Most On-line recruiting sites deliver easy-to-use search capabilities, customer

service and convenience. The common features include:
• State-of-the-art resume database providing recruiters, head hunters and

corporate human resource professionals easy access to some of the best
talents in the workforce today
• Questionnaires tailored to detect required skills to meet the exact needs of
the Company or position
• Simplified application process
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E- Recruiting technology is skill-based with automated pre-screening features

which is the next step in the evolution of online recruiting.
A quick look at the overall trends in Online recruiting shows the rise in the
importance of marketing the web site, online training, dawn of video interviews
and emergence of professional Internet Recruiters.
If you are a Job Seeker…….
Online recruiting sites are specifically designed for those who seek the most
demanding and challenging positions in their chosen field, with the most dynamic
employers. These sites offer the job seeker:
• A quick ,convenient, reliable, timely and effective way to reach recruiting,

search and employment professionals worldwide
• Comprehensive resources for finding a job online
• Crucial information on potential employers - The more you know about the
company, their business objectives and goals, the better you will be able
to communicate your value to them.
• Topnotch career information
• Valuable, content rich information on resume writing advice
• Access to tools like resume builders
• Career tips from HR managers
• Upgraded facilities for maximum visibility
• Constant monitoring of job postings against resume
• Educational resources for developing effective job searches
• and other user friendly services
The best way to work with the system and let it work for you is to become a
member and create a profile. That way, search professionals have easy access
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to your skills, background and experience to quickly match you with the job
opportunities in your field.
If you are a recruiter.….
Thanks to skill based automated prescreening; the time spent at every step of
the recruiting cycle is greatly reduced. This translates into huge savings for
employers in terms of:
• Reduced time to hire

• Reduced ramp-up time (time required for a new recruit to train)
• Increased probability of hiring the right candidate
• Improved retention
• Lower turnover
E-Recruiting sites allows employers to:
• Search and respond to resume postings online

• Constantly monitor resume postings
• Use criteria builders
• Find resumes to match specifications
• Setup interviews
• Add graphics (like company logos) and active hyperlinks to your corporate
web site
• Receive, sort and shortlist online resumes
• Send mass e-mail to candidates direct from your desk top
• enhance newspaper advertisements by providing candidates with an
online application facility
• Provide facts about company culture, environment, practices and
recruitment processes, thus giving the company a higher visibility.
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Other value added services include Online Testing, HR Internet Forum, and
Recruiting News etc.
Trends in e-recruitment
There is growing evidence that organizations are using Internet technology and
the World Wide Web as a platform for recruiting and testing candidates. The IES
survey of 50 organizations using e-recruitment reported that the primary drivers
behind the decisions to pursue e-recruitment were to:
• improve corporate image and profile

• reduce recruitment costs
• reduce administrative burden
• Employ better tools for the recruitment team.
Fifty-five per cent of respondents expected their organization to reduce its use of
other recruitment methods in the future. The key limiting factors to e-recruitment
most frequently reported were:
• the cultural approach of the organization towards recruitment

• the lack of knowledge of e-recruitment within the HR community
• Internet usage by target candidates
• Commitment of senior management.
Issues raised as causing concern with e-recruitment included the quantity and
quality of candidates applying using web-based tools (e.g. organizations being
inundated with CVs attached by email, many of whom were not suitable for the
post), the relevance of short listing criteria (e.g. the validity and legality of
searching by keywords), confidentiality and data protection, and ensuring
diversity of applicants.
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The trends in e-recruitment use suggest a changing landscape whereby in future

the candidate is connected to the central system and there is involvement of the
line manager in the process (see figure). In addition to the reported benefits such
as cost efficiencies, the role of HR in this model is viewed as more of a facilitative
role, in theory allowing time for recruiters to become involved in the strategic
issues within resourcing.
The e-recruitment landscape
Source: IES
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Functionalities of E-recruiters:
Functionalities provided to employers:
• Job Seekers Resume Database Access

• Resume Search Tools (Category, Experience, Keyword etc.)
• Job Posting/Long Term Visibility of Job Posts
• Sufficient/Unlimited/Customized space for Job description and other
details.
• Mass mailing to short listed candidates
• Confidential Job Posting (Employers details not visible if requested)
• Instance response from targeted job seekers.
• Automatic Job Alerted to targeted job seekers.
• Cheaper hiring process.
• Help and Support.
Functionalities provided to job seekers:
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• Job Listing from every possible sector.

• Job Search Tools (Category, Experience, Keyword, Salary, Place etc.)
• Resume Posting/Customized Resume Services
• Step-by-step guide for making resumes and valuables suggestions.
• Group Apply to multiple selected jobs.
• Job Alert Services according to the resume posted on website.
• Job Application History and Interview/Walk-in Alerts
• 24*7 availability of service.
• Multiple Resumes service, targeting multiple
opportunities.
• Help and Guidance, if needed.
A rapidly evolving e-recruitment

environment
A growing proportion of employers are using the

online medium to recruit personnel. Around two-thirds
of employers use some form of e-recruitment. This is
reflected in the amount spent on e-recruitment display
advertising which has risen strongly in recent years.
In 2006, Key Note estimates that online recruitment
display advertising will be worth £560m, compared
with £315m in 2005. Growth in 2006 is expected to
slow compared with 2005, as the Internet market
generally matures and as employment prospects in
2006 worsen compared with those in 2005.
The number of Internet jobseekers continues to grow
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and will approach 9.5 million at the start of 2007.

Based on annual averages, the number of Internet
jobseekers is estimated to have increased between
2001 and 2006 by 266.7%. In 2006, this report
expects jobsites to receive visits from 23.9 million
unique visitors on average per month. (Note: this is
not the same as number of online jobseekers, as one
jobseeker might visit more than one site.)
We estimates that 26.5% of those using the Internet

to look for work will eventually find a job via the
Internet. This implies that around 2.3 million
jobseekers will have found work via the Internet in
2006. Most applicants make their application by either
filling in an application form online or by e-mailing
curriculum vitae (CV) to a potential employer. We
estimates that in 2005, 4.3 million jobseekers applied
for a job via an electronic means, while 1 million used
offline means to apply.
THE THREE ‘E’S
The `electronic' in e-recruitment has an impact on the

recruitment process at the following stages:
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E1 — attracting applications
E2 — managing applications
E3 — selecting the candidates
Traditionally, recruiters were concerned with attracting

a field of candidates offering the right mix of skills,
experience and characteristics. However, today an
increasing emphasis is being placed on managing
and selecting applications: the recruiter's focus is
shifting from E1 to E2 and E3.
Usage of e-recruitment technologies has increased

strongly in the past 3 years (since 2003), especially
for technologies such as e-mail and online
applications. For a majority of employers, e-
recruitment is providing a positive contribution to their
human resource (HR) activities. Not only can online
recruitment methods generate large numbers of
applicants, which can be filtered using online tools,
but they also make it easy to measure the return on
investment (ROI) of using various sites or various
advertisements, improving the effectiveness of the
recruitment process for firms.
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E-recruitment in India
The number of Indians seeking jobs online reached

6.5 million in 2005-06 recording a rise of 71 per cent
over last year. This was revealed by a survey
conducted by the Internet and Mobile Association of
India (IAMAI) recently.
The number of online job seekers is expected to

cross 9.2 million this year (2006-07) with the
estimated market size of the Indian online recruitment
industry reaching Rs241 crore for 2006-07, up from
Rs145 crore for 2005-06. The industry is also likely to
maintain a year on year growth of over 60 per cent,
according to the survey.
The survey also found that junior, mid-level and

senior executives accounted for more than 50 per
cent of online job seekers. In addition, in keeping with
the overall pattern of internet usage, among the
states Maharashtra topped the list of online job
seekers followed by Delhi, Tamil Nadu, Karnataka
and West Bengal.
Online Job Search is one of the top five online

activities (e-mail, surfing, chatting, search and job
search) that Indians indulge in on the internet. Fuelled
by a rising internet penetration and 38.5 million users,
e-recruitment is gaining ground as a preferred
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medium of hiring in India. For job seekers, the internet

has opened up the world of job searching, turning it
into a 24-hour-a-day marketplace. The internet is
arguably the most immediate, convenient and
comprehensive medium for employment seekers to
research and prospect for jobs.
The online job search is a winner all the way. For job
seekers it eliminates the disadvantages of location,
cost and time. For recruiters, it provides easy access
to the best talent at a competitive cost. Given the
obvious advantages, this segment is set to grow at a
scorching pace.
A growing economy, a thriving job market and

increasingly net savvy users have converged to
create the right environment for the online job search
market to grow.
To understand the exact demographics of the online

job seekers as well as parallel activities they do
online, IAMAI mandated a study in January 2006 with
a base of 3269 respondents who seek jobs online.
Major highlights:
Age:
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• 38% of the respondents who use the internet

for job searches are in the 18-25 age group
• 43% are in the 26-35 age group
• 13% are in the 36-45 age group and
• 5% are in the 46-60 age group.
Gender:
72% of the respondents who use the internet for job
searches are male and 28% are female
Educational Qualification:
• 2% of respondents who use the internet for job

searches have an education up to SSC / HSC
• 12% have some college (including. diploma)
but not a graduate
• 41% have a graduate / post-graduate general
(BA, BSC. MSC, B.com etc.)
• 40% have a graduate / post graduate
professional degree.
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Occupation:
• 13% of respondents who use the internet for

job search are students
• 4% are clerical / salespersons
• 8% are officers and supervisors
• 15% are junior executives
• 25% are mid level executives
• 12% are senior executives
• 8% are self employed professionals
• 2% are businessmen / industrialists
• 2% are skilled / unskilled
• 2% are housewives
• 1% are retired.
Internet access:
• 48% of respondents use the internet for job

searches access net from home 64% access
the internet from offices
• 48% access the internet from cyber cafe
• 6% use it from a friend's place
• 9% access the net from mobile handsets.
Internet usage in years:
• 37% of online job searchers have used the

internet for over 6 years
• 48% for three - to five five years
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• 10% for 1 to 2 years

• 3% for 6 to 11 months
• 1% for less than 6 months.
Geographical Representation:
By state:
• 26% from Maharashtra

• 17% from Delhi
• 13% from Tamil Nadu
• 8% from Karnataka
• 6% from West Bengal
• 5% from Uttar Pradesh
• 4% from Andhra Pradesh
• 3% from Gujarat and Madhya Pradesh
• 2% from Bihar, Haryana and Rajasthan
• 1% are from Assam, Chandigarh, Jharkhand,
Orissa, Pondicherry and Punjab
By cities:
• 17% are from Mumbai and Delhi each
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• 7% are from Chennai

• 5% from Kolkata and Bangalore each
• 3% from Hyderabad and Pune each
• 2% from Ahmedabad and Lucknow each
• 1% each from Vadodara, Bhopal,
Bhubaneshwar, Chandigarh, Cochin,
Guwahati, Indore, Jaipur, Kanpur, Nagpur,
Patna and Thiruvanthanapuram each.
Other online activities of users who use

the net for job searches:
Email: 99% of online job searchers aslo use the net

for for emails.
Chatting: 52% of online job searchers aslo use the

net for chatting.
Surfing: 74% of online job searchers aslo use the net

for surfing. It is 3% higher than 'All respondents'.
Search: 73% of online job searchers aslo use Search

Engines. It is 3% higher than 'All respondents'.
Research: 31% of online job searchers aslo use the

net for Research.
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News online: 56% of online job searchers aslo use

the net for news online.
News on mobile: 14% of online job searchers aslo

look up news on their mobile.
Matrimonial: 17% of online job searchers aslo use

the net for matrimonial searches.
Astrology: 31% of online job searchers aslo use the

net for astrological predictions
Religious, spiritual information: 17% of online job

searchers also use the net for spiritual information.
Online Transactional Activities (Financial):
Online Auctions: 15% of online job searchers aslo

use the net for participating in online auctions.
Online Stock Trading: 14% of online job searchers

aslo use the net for online stock trading.
Online Bill Payments: 19% of online job searchers

aslo use the net for online bill payments.
Online Banking: 34% of online job searchers aslo

use the net for online banking.
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Online Shopping: 28% of online job searchers aslo

use the net for online shopping.
Donating or Charity Online: 5% of online job

searchers aslo use the net for online charitable
donations.
Job sites in India
Naukri.com
Naukri.com is India’s largest on line recruitment

Company. Started on 1997 and it is the part of Info
Edge (India) Private Limited. The Company is a
leading provider of online recruitment.
Info Edge (India) Ltd (NSE: NAUKRI) is the largest

and fastest growing internet company in India. Info
Edge owns and manages Naukri.com - India's no. 1
job site, Quadrangle- an offline executive search firm
Jeevansathi.com – India's fastest growing
matrimonial portal, 99acres.com – India's No.1 real
estate portal Asknaukri.com, a career guidance site,
Brijj.com, a professional networking site and
Shiksha.com, an education portal.
The company growing fast and has ventured in to

newer businesses and territories for further growth.
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Info Edge completed an IPO in the month of

November 2006. For the Fiscal Year 2008, the
company achieved revenues of Rs.2396.64 million
and a net profit of Rs.554.87 million. In Fiscal 2007
revenues were Rs.1471.63 million and net profit of
Rs.270.67 million.
The company employs over 1700 people and

operates through 61 offices in 41 cities in India and
overseas offices in Dubai and Bahrain catering to the
Middle East market.
Hard work and the revenue model paid. We became

a paid site in October 1997 and our turnover in the
first year was Rs 200,000. The next year, 1998-99,
the turnover crossed Rs 20 lakh (Rs 2 million); it was
also the year we broke even. Last year, our turnover
was Rs 45 crore (Rs 450 million) and we hope to
double that this year.
Today, naukri.com has more than 150 million page

views every month, 5 million registered users,
100,000 job listings and over 20,000 clients
Timesjobs.com
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In the last 3 years, Timesjobs.com has organized over

600 Job Fairs across the country, which have
succeeded in attracting in excess of 20,00,000 walk-
ins & 2,50,000 'on-the-spot' job offers. A recent study
of 121 most popular websites in the country by online
research firm JuxtConsult has revealed Times
Business Solutions brands TimesJobs.com,
SimplyMarry.com & MagicBricks.com as amongst the
most User Friendly Sites in India.
With more than 50-lakh job applications
floating around in the portal, TimesJobs.com has
been witnessing a record-breaking, mind-numbing
150 million page views a month, beating its nearest
competitor hands and resumes-down with 120 million
page views.
While TimesJobs.com has 30.73 lakh active resumes
(less than six months old), its nearest competitor is
3.45 lakh behind with 27.29 lakh resumes. What’s
more, the site is leading across job verticals, including
IT, sales, finance & accounting, marketing &
advertising and has become a coveted place to look
for new opportunities. More important, even for
senior-level executive recruitment, where you have
any number of big-ticket head hunting agencies,
TimesJobs is on the ball.
TimesJobs.com’s stellar performance in such a short
period is backed by powerful value-added services
offered to its 20,000-plus clients including blue chip
companies from India and abroad
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TimesJobs.com, MagicBricks.com &

SimplyMarry.com all scored above 85% percentile
based on usability aspects such as navigation
structure & clues, website design, company & contact
information, contact responsiveness, branding and
technical parameters, compared across categories
and all of them have been adjudged amongst the
most user friendly sites in India
TimesJobs.com Wins the Gold and Bronze at the
AAAI Awards at Goafest 2006
Timesjobs.com, the fastest growing and most
innovative Indian online recruitment portal won a
spate of awards - a Gold and a Bronze at the recently
concluded AAAI Awards In Goa.
Timesjobs.com received the Gold in the
Interactive Media Section for its path-breaking Upload
Campaign - ""If you have a resume/reason, we have
the job - click and upload your resume with a single
click" . The Bronze came through the portal's
"Chartbusters" Campaign - The creative, is a
compilation of songs - spoofs on classic hits- by
genuine job seekers who take a break from their
routine job search
Monster
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It is one of the 20 most visited websites out of

100 million worldwide, according to comScore Media
Metrics (November 2006). It was created in 1999 by
the merger of The Monster Board (TMB) and Online
Career Center (OCC), which were two of the first and
most popular career web sites on the Internet.
Monster has a powerful job search engine which
those seeking work can use to find job offers that
match their skills and (present or preferred) locals.
Today, Monster is the largest job search engine in the

World, claiming over a million job postings at any time
and over 95 million resumes in the database (2Q07)
and over 63 million job seekers per month. With
approximately 5,000 employees in 36 countries, the
company has a powerful global brand and
unparalleled international reach. Monster is the only
pan-European employment website and is growing
fast in developing markets such as India.
Clickjobs.com
.
ClickJobs.com, a part of Consim Info Pvt ltd
was launched in August 2005 as a comprehensive
recruitment portal. Headquartered in Chennai,
ClickJobs.com has its branches in Delhi, Mumbai,
Bangalore, Hyderabad, Pune and an international
office at New York, US. will focus on tapping into
small and medium human resources consultants to
grow its business in 2008 Within one year of its
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launch, the International Academy of Digital Arts and

Sciences recognized ClickJobs as an official honoree
for the Webby awards, the Oscars of the Internet for
its superior quality of content, easy navigation,
interactivity and user experience.
Clickjobs eventually plans to evolve into a

career site and has redesigned its portal to include
information on 10 industry verticals including
technology, retail, pharma and banking. These would
provide industry information covering areas like
technology trends, employability skills, relevant
academic courses and job vacancies. Companies can
also market themselves in this space. It is in talks with
institutes like Symbiosis and NMIMS to identify
specific courses and market them on the site.
ClickJobs.com has been rated the most user-

friendly job portal by the website users in a recent
study conducted by JuxtConsult on job portals
Jobsahead.com
JobsAhead is India's first name in career portals connecting high quality

Indian talent with the very best organizations in India and abroad.
According to Forrester Research, the $7.1billion market is expected to
grow as more and more recruiters use the internet in their search of
talent. Leveraging the fast growing netizen population in India, JobsAhead
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pioneered the development of e-recruitment in India.
 JobsAhead is the site with 3 Million job seekers, 83 Million page

views, 6000 corporate clients and 1,50,000 plus jobs.
 JobsAhead is the site to offer complete confidentiality in the form of
policy.
 JobsAhead is the first E-recruitment site to organise "India's First
Comprehensive Job Fair", FastTrake
 JobsAhead is the Job site which can claim a customer response
time of less than 48 hours.
JosbAhead.com had given stock options to its all

employees amounting to around 5 per cent of the
company’s equity base.
JobsAhead.com clocked revenues to the tune of Rs

15 crore in the last fiscal ending March 2004 with net
profit of Rs 3 crore. For the year before (2002-03), the
company’s revenues were only Rs 8 crore with almost
nil profit as the company had reached the break-even
point.
Some more Indian job sites:
CareersIndia.com
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CareerAge.com
PlacementIndia.com
JobKhoj.com
Surf4Jobs.com
Rediffjobs.com
NDTV jobs.com
Careerbuilder.com
Indiajobs.com
Topindiajobs.com
Goldenjobs.com
Jobaspirants.com
Jobs.net
Market shares of different Indian job

sites
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(According to the India Online 2008 survey report by JuxtConsult)
Future of e-recruitment industry
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Experts believe that increase in Internet population,

growth in sectors like software and a change in the
mindset of the audience will drive the future of the e-
recruitment market. Currently, bulk of the Internet
recruitment business comes from software companies
as most of the software professionals seek jobs
through the Net. As the penetration of Internet grows
rapidly, the profile of the job-seekers will expand and
that will drive the demand from traditional sectors like
manufacturing also.
The Internet population in India is estimated to touch

60 million users in the next three years. Research
indicates that 35 percent of all Internet users search
for jobs online which is a good sign for the business.
In terms of changing mindset, a large number of
companies have still reservations about the power of
Internet to help them in recruitment. In the next two
years, as more and more employers taste success
with their Internet recruitment efforts, the mindset of
the late-adopters will change and the market will
explode.
The verticals, which will witness a growth are IT and

IT related categories, Banking and Financial Services
(BFSI) segment. “The Indian e-recruitment market will
grow to Rs 400 crore by the year 2010 and there will
be further consolidation in it, with one or two jobsites
dominating the category.
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In addition, contrary to popular belief, placement

agencies will benefit from the growth of jobsites to
provide value-added services to their clients. Earlier
e-recruitment was considered as a competition by
placement agencies, today there is a change in the
market perception. Placement consultants can
immensely benefit through this mode on account of
faster reach, and also fast-mover advantage.
JOBSITES: THE SUCCESS FACTORS
 Value-added services
 Increase in number of products
 Modular, cost-effective, customized solutions
 Relationship management program with HR
managers
 Focus on brand building
FUTURE GROWTH
In the next 5 years (2011), the e-recruitment market

will grow in scale and importance. Key trends will
include
The development of more advanced tools such as

sifting, matching, handling management and
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application service provider type products that sit on a

client's own website, and a growing use of social
networking technologies to reach candidates,
especially the passive jobseeker, stronger growth in
the specialist sector of the market — there will be only
limited opportunities to launch into the generalist
online recruitment market in the next 5 years and
more consolidation and a shakeout of the smaller
players and start-ups that fail to provide a quality
value service for either employers or jobseekers, or
that do not invest sufficiently in their business.
In addition, there will be continued integration of

offline and online recruitment, both within recruitment
companies and between online jobsites and offline
recruitment companies. This will still mean that the
traditional boundaries that existed between print
media owners, job boards, recruitment advertising
agencies, recruitment consultancies and technology
companies will be eroded. A new breed of `super
suppliers' will develop, capable of offering employers
a range of online and offline resourcing.
According to industry experts, 96% of Fortune

500 companies now use some sort of online
recruitment process.
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E-recruitment versus other off line modes
Indian job seekers ranked high in terms of using the

internet to find work, with almost half of them finding
their most recent posting online, according to a new
survey.
Online recruitment eclipsed all other recruitment

channels, including direct approaches, newspaper
ads and 'word of mouth', a survey conducted by Kelly
Services, a Fortune 500 company offering staffing
solutions, said.
As per the survey, 40 per cent respondents found

their most recent job online. Twenty-two per cent
found job as result of being directly approached by an
employer, 13 per cent through word of mouth, nine
per cent from newspapers and eight per cent by
directly approaching an employer, it said.
Online recruitment was rated the preferred way to find

a job, with 78 per cent satisfied with the outcome
compared to 54 per cent who opted for the traditional
methods.
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Value-added services provided

by e-recruiters
The whole process is free, but it's worth

knowing that for a small fee, these sites offer various
value-added services. Which could well mean the
difference between CV posting and landing the job.
While there are plenty of job sites. HR consultants put
the following five on top based on their hits and
revenues - Monsterindia.com, Naukri.com,
Jobstreet.com. JobsDB.com and JobsAhead.com.
These five also offer premium services.
Resume writing
Sites employ expert CV writers, to whom a soft copy
of your current CV is sent. The expert calls/mails you
a questionnaire for further details, and then
customizes the CV to the post you're looking for.
Many candidates do not realize that a good resume is
almost as important a first impression as the
interview.
The price varies depending on whether you are junior,

middle or senior level. It ranges from about Rs 690 at
Jobstreet.com to Rs 1.850 at Monsterindia.com (for
freshers), to Rs 1.750 at JobsAhead.com to Rs 2.999
at Monster.com (for senior levels). JobsAhead also
has an express 48hour delivery option for Rs 2,500.
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CV Blaster
This service, offered by all sites under various names,
involves basically this. Instead of simply posting in
your CV and letting it float, you opt for a more tight-
focus approach. You pay the site to send your resume
to a specific set of consultants, who might specialise
in your industry or be region leaders. This could be
especially effective for middle- and senior-level
executives who are very clear about where they want
to be.
Fees start at about Rs 500 for a single city in

India at Jobstreet.com and Rs 720 (800 consultants)
at NaukrLcom to Rs 840 (1.000 consultants) at
JobsDB.com. For more, pay Rs 1,350 for a mix of
about 1,000 Indian and 100 Gulf consultants at
JobsAhead.com to Rs 1,750 to reach consultants
across Malaysia. Singapore, the Gulf and Africa at
Jobstreet.com. The Gulf includes Dubai, Muscat,
Qatar, Kuwait, Saudi etc. while Africa includes Lagos,
Morocco, Cairo etc.
Resume display
This highlights your CV or top-ends it on the list sent
to headhunters/companies. That's like opting for a
boxed or larger-print print ad - it makes your resume
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more prominent. Or you could showcase your CV on

the site's homepage. The fee ranges from Rs 300 for
a month's site display at Jobsahead.com to Rs 720
for one year for home page display at NaukrL
some extras
At Jobsahead.com, you can get a placement directory
for Rs 150 that gives you contacts of about 1,250
Indian and 100 Gulf consultants. JobsDB.com offers
online personality profiling (from Rs 500). The site is
certified by the Drake P3 System to conduct this test
that lets you know what career suits you best. Naukri
sends you e-mail alerts of vacancies relevant to you
(for Rs 525 up), while Jobstreet sends SMS alerts if
your CV is shortlisted or an interview scheduled (Rs
300).
When it comes to looking for a job, it pays to be

visible and proactive. The job sites allow you to be all
of that. And that's probably where they come up
trumps
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On line recruitment solutions given

by timesjobs.com
DATABASE ACCESS:
Ability to access the RESUMES of JOBSEEKERS

registered on Timesjobs.com under various
industries, locations, functional areas, experience
levels & specializations.
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How does this service originate ?
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Jobseekers REGISTER themselves

on Timesjobs.com & submit
their resume
These resumes form the Database of

jobseekers on Timesjobs
Recruiting companies can then BUY DATABASE

ACCESS to this database of Jobseekers ACCESS
on Timesjobs & recruit people instantly.. SERVICE
Benefits to a company/consultant of Recruiting

through Database Access?
 The MOST INSTANT way of recruitment.
 The Most instant way of recruitment for Varied

Profiles as & when they arise in a Company
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during the subscription time period, on an All

India Level.
 Ready source of jobseekers - Active/ Passive.
 Unlike 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
 Greatly reduces the cost of hiring.
 In short, it provides convenience of time, cost

and effort.
DATABASE ACCESS TYPES
Database Access Types
FULL REGIONAL NON IT
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NON IT
Management
• FULL – access to the complete database of

Timesjobs.com.
• NON IT – access to the full database of

Timesjobs.com except for all the IT Profiles.
• REGIONAL – access to the database of a

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

the particular region.
DATABASE USER LICENSES:
With every Database account, the client gets One

Main User Id – Account Manager. Using this Account
Manager ID, the client can create a sub-user under
him – Account-User & allocate services.
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ACCOUNT
MANAGER
ACCOUNT
USER
Need for User Licenses
 Simultaneous access using the same user ID

is not allowed.
 If another person tries to login using the

already logged in ID, the first user gets logged
off…..
RIGHTS OF ACCOUNT MANAGER & ACCOUNT

USER
Account Manager
 Who has bought TJ services.
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 In whose name TJ account is registered.
 The first user of the account, creates Account

Users under him & allocates services.
ACCOUNT USER
 A user created by the Account Manager.
 An Account User cannot buy TJ services.
 Services to the Account User are allocated by

the Account Manager.
Campus Direct
A Specific Zone on Timesjobs for the Educational

Institutes alone to cater to their
Twin advertising needs of – creating awareness about
admissions to its courses and successful placement
of graduates.
Campus Direct has TWO modules
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1) Admissions Module:
Enables an educational institute to advertise about its

courses on Timesjobs.com.
2) Placements Module:
This is done by uploading the resumes of institute’s

students on Timesjobs.com which can then be
accessed by all the 18000+ paid recruiters of
Timesjobs.com.
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Co-branding:
This service is given to various educational
institutions to advertise them in online that is on
timesjobs.com portal as well as offline means the
print media of times group. Now the online branding is
given to institutions entirely free of cost.
Job fair- A offline recruitment solution
Job fair is another recruitment solution given by times

jobs and it organized in the weekends. Already 300
job fairs are conducted in various cities of India very
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successfully. This is the off line recruitment solution

give by times jobs.com besides online recruitment
solution. Various companies (IT and Non-IT) are
brought together at a common venue, to interview the
jobseekers who walk-in to the event, reading the print
Ads & pre-event publicity. Professional educations are
also participating for their career fair.
Advertisement and promotion:
 Timesjobs.com advertises for the job fair in

group newspapers, FM Radio, Internet, and
Outdoor & Road shows.
 E-mailers to timesjobs.com registered users/E-
mailers to indiatimes registered users
 Banners on Timesjobs.com job fair page
Statistics –
 More than 400 Job fairs in 3 years across the

country.
 Approx. 1,50,000 offers made through Job

Fairs covering all categories.
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 Over 15,00,000 walk-ins.
 Industry specific Job fairs for - IT, BPO,

Educational Institutes, Training Institutes,
Aviation, Hospitality, Banking, Financial
Services, Insurance sector, Retail, FMCG,
Automobiles etc …
 Timesjobs Job Fairs are today held not just in

the metro & semi metros but have reached
smaller towns like - Bareilly, Shimla, Kanpur,
Nasik, Trivandrum, Vijaywada, Agra,
Dehradun, Bhubaneshwar, Indore,
Chandigarh, Jaipur, Lucknow, Pondicherry,
Gwalior etc.
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Research Methodology
TYPES OF DATA AND DATA COLLECTION:
The study requires both the primary as well as

secondary
Primary data collection:
• Qualitative data-which can be obtained by direct

method for getting direct data, we were
conducting focus group as well as depth
interview. Depth interview is more useful for this
project.
• Quantitative data –For getting the required data.

We were using survey as well as observational
method.
Secondary data collection:
The following modes are use to find out the

secondary data.
• Internet- various website were used to find out

the required information.
• Various databases were collected though

different personal solution.
• Various articles and journal were using to find

out the required data.
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Research design:
We were conducting exploratory research as well as

descriptive research design to conduct our research.
Limitation:
 Time limitation as the duration of the project is

only 6-8 weeks
 Depth interview has its own limitation.
 Lack of knowledge on the path of the
respondents regarding the subject matter
 Responses, which come from key account staff
are not in descriptive in nature
 The respondents may not be interested in
revealing all the data.
 Lack of time to visit customers as well as
different company personal.
 The lack of experience in preparing the project
report
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Job profile:
Times jobs.com is one of the well known job

portal in India. Which stands in the market because of
its quality service and well known brand image
created among the people through its various media
partners especially from times group. Times jobs has
diversified its services to educational institutions
especially schools, engineering colleges and
management colleges.
To capture the untapped market of educational

institutions, timesjobs needed detailed market survey
and brand awareness in different areas. An area
comprises of both Noida and Greater Noida area had
been assigned and the task had been carried out.
Area covered:
• NOIDA
• GREATER NOIDA
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Educational Institutes covered:
Educational institutions
Schools Colleges
Engineering Management
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Recruitment mode used by institutions:
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Figure 1
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Figure 2
Interpretation:
Here it is very clear that most of the

educational institutions (around 60%) are
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using Newspaper advertisement as

there recruitment mode.
Level of satisfaction with current

recruitment mode used by institutions:
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Figure 3
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Figure 4
Interpretation:
From the graphs (figures 3&4) it is

obvious that most of the educational
institutions are partially satisfied or
not satisfied with their current
recruitment mode
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Awareness of e-recruitment by
institutions:
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Figure 5
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Figure 6
Interpretation:
From the graphs (figures 5&6) it is

very much clear that around 69% of
educational institutions are Unaware of
the services give by various e-recruiters
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Interest in e-recruitment by institutions:
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Figure 7
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Figure 8
Interpretation:
It is very much obvious from the

figures 7& 8 most of the educational
institutions (74%) are very much
interested in the services provided by
the e-recruiters
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Amount spend by institutions for

current recruitment mode:
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Figure 9
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Figure 10
Interpretation:
From the graphs (figures 9& 10) it

is absorbed that most of the educational
institutions especially colleges in Noida
and Greater noida spend more than
Rs.2 lakhs for their recruitment
process.
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E-recruitment is alternative for current

recruitment modes used by institutions:
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Figure 11
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Figure 12
Interpretation:
Most of the educational institutions

(63%) feel that e-recruitment process is
a best alternative for their current
recruitment mode.
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Do you think e-recruitment is a costly

process?
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Figure 13
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Figure 14
Interpretation:
It is clear from the graphs (figures

13& 14) most of the educational
institutions (61%) feel e-recruitment
process is costlier than current process
they undergo.
Page 95
Management
Do you think e-recruitment process is

an easier than other process?
Figure 15
Page 96
Management
Figure 16
Interpretation:
From the figures 15& 16 most of

the educational institutions (63%) think
Page 97
Management
that e-recruitment process would be an

easier process than their current
recruitment process.
Do you think e-recruitment process is a

time saving process?
Page 98
Management
Figure 17
Page 99
Management
Figure 18
Interpretation:
It is clear from the graphs (figures

13& 14) most of the educational
institutions (59%) feel e-recruitment
process would be a time saving
process than the current process they
are using in their institutions
Page 100
Management
Do you think e-recruitment process would

be a customized process?
Page 101
Management
Figure 19
Page 102
Management
Figure 20
Interpretation:
From the bar graphs (figures 19&

20) we can conclude that around 53%
institutions feel e-recruitment process
would be a tailored or customized
process.
Page 103
Management
Do you expect more technological

development in e-recruitment?
Page 104
Management
Figure 21
Page 105
Management
Figure 22
Interpretation:
According to the graphs (figure

21&22), around 63% of educational
institutions believe that there would be a
commendable technological
development in the e-recruitment
process in the near future.
Page 106
Management
Findings
From the marketing research conducted in various

educational institutions several findings have been
observed.
 Most of the educational institutions still follow

the offline recruitment solutions due to the lack
of awareness.
 Educational institutions are very much

interested to use e-recruitment solutions given
by the job sites.
 They feel the cost for e-recruitment is high, and

also doubt about the quality of the services
given by the portals.
 Institutes want a service which helps them to

reduce their time for the recruitment process
and makes their recruitment process very
easier
Page 107
Management
 Educational institutes want a customized or

tailored solution which should be a
technologically sophisticated service.
 Schools feel that they can’t spend much for

recruitment process and the attrition rate is
also very low. That is the reason why they
prefer to have an instant solution like reference
and newspaper advertisement.
 Management and engineering colleges give

importance to career solutions (training
&placement) for students than other e-
recruitment services.
 Only upper and middle class people are

enjoying with the e-recruitment services. So
jobsites find solutions to join lower class
people with the services given by e-recruiters.
Suggestion
 Clear idea, proper knowledge and awareness

about e-recruitment should be given to various
educational institutions like schools and
professional colleges.
Page 108
Management
 In order to give awareness, job sites can

conduct various types of seminars in
educational institutions in this way not only the
management of the educational institutions,
the students will also be benefited
 Job portals also conduct exclusive job fair for

only educational institutions at the summer
vocation. Because most of the institutes are
doing their recruitment process on the
academic year end
 Data base selling, one of the e-recruitment

solution given by e-recruiters can be given by
the basis of size of the data base rather than
time period basis
 Colleges are confusing about the job fair and

career fair. So e-recruiters should emphasis on
career fair while inviting the colleges on the job
fair
 Some students don’t have proper ideas about

colleges for admission and also some colleges
are facing problem with admission. So job
portals can provide solutions for their problem
with the help of job fair. Recruiters invite both
students, who want to pursue professional
Page 109
Management
courses and colleges. Job fair would be the

platform for their good admission process
 Job sites can create web pages for each job

seekers which will help them to jump in the
next stage of technological development in the
e-recruitment industry
Conclusion
E-recruitment industry yet to capture the recruitment

market, but it is in growing stage. The growth of the
industry is directly proportional to the internet
penetration across the globe. Now a days people
prefer online recruitment solutions .Online recruitment
was rated the preferred way to find a job, with 78 per
cent satisfied with the outcome compared to 54 per
cent who opted for the traditional methods. And also
other technological developments like social
networking lead the e-recruitment to the next stage. A
growing use of social networking technologies to
reach candidates, especially the passive jobseeker,
stronger growth in the specialist sector of the market.
Indian e-recruitment market is also looking for
a tremendous growth. Various players are in the
market and also internet penetration is also getting
higher. The Internet population in India is estimated
to touch 60 million users in the next three years.
Page 110
Management
Research indicates that 35 percent of all Internet

users search for jobs online which is a good sign for
the business. According to a recent report, which
shows the Indian e-recruitment market will grow to Rs
400 crore by the year 2010. So there is a huge growth
for e-recruitment industry and which will make the
recruitment process easier.
Bibliography
 www.timesjobs.com
Page 111
Management
 www.naukri.com
 www.onrec.com
 www.erecruitment.com
 www.recruitment.nic.in
 www.timesofindia.com
 www.vrminfotech.com
 www.mintosystem.com
Questionnaire
Greetings of the day!

I am doing a project on e-recruitment. I require some inputs for the questions below.
I appreciate your time and patience
Best regards
FENCER SINGH
PGDM
NDIM-New Delhi
Personal Information
Name
_________________________________________________________
_______
Designation
_________________________________________________________
_______
Institution
Page 112
Management
_________________________________________________________
_______
Category
_________________________________________________________
_______
Address
_________________________________________________________
_______
Contact Number ___________________
Email Id _____________________
Please color the applicable box

 Do you aware of e-recruitment process? Yes
No
 Are you using e-recruitment in your institution?

Yes No
 Which recruitment mode are you using in your

institution?
Newspaper Advertisement
Consultancy
Reference
Others
 Are you satisfied with current recruitment mode?
Satisfied
Partially satisfied
Not satisfied
others
 Are you interested in e-recruitment? Yes
No
 Will it be a best alternative for current recruitment

mode?
Page 113
Management
Yes May be
No
 How much amount you are spending for

recruitment process?
Up to Rs.1 lakh Rs.1 lakhs-

Rs.2 lakhs Rs.2 lakhs- Rs.3 lakhs
Rs.3 lakhs- Rs.5 lakhs More than
Rs.5 lakhs
 Do you think e-recruitment mode is costly?
Yes Not much

No
 Will e-recruitment process make the recruitment
process easier?
Yes Not much

No
 Will e-recruitment process save time?
Yes Not much

No
 Will e-recruitment process be a customized one?
Yes May be
No
 Do you expect more technological development in
e-recruitment?
Yes May be
No
Any suggestions
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
Page 114
Management
_________________________________________________________
_________
Thanks for your cooperation.
Page 115

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New Delhi Institute of

Submitted in partial fulfillment of the awards

This is to certify that the project report titled "E-recruitment in

Mr. Tanmay sar

Introduction of the topic

 Future of e-recruitment industry

“In the modern world of business, it is useless to be a creative, original

thinker unless you can also sell what you create”

Expression of mind by words is a difficult task; I find when it comes to an

uncommon fostered my brain to strive me towards perfection. I consider myself

When CHARLES DARWIN spoke of “the survival of fittest”, he could have

Scope of the study

• To study the e-recruitment in educational institutions

• To make the educational institutions aware of e-recruitment services given

• To study about the future prospects and developments of e-recruitment

• To understand the trend of the e-recruitment industry, and study the

Now online recruiters have diversified to give services to various educational

This project deals the e-recruitment process in the educational institutions in

Times Business Solutions Limited (TBSL) is a limited company, wholly owned by

MagicBricks.com attained the No.1 position in the online real-estate space, in

“Online recruitment solution”

“Premier manpower consulting company”

“Buying/ selling residential or commercial property”

“Printing Personal classified ads across media houses”

Vision, Mission and Values

value people with different opinions, experiences and backgrounds. We strive to

• Jan 2004 - Launched www.timesjobs.com as a recruitment vertical

• Aug 2005 - Launched www.timesmatri.com, a matrimonial vertical

• Sep 2005 - Launched Times Recruitment Services (TRS), an offline

• Oct 2005 - Launched Swyamvars, a unique offline model which

• Apr 2006 - Relaunched Smarthire (erstwhile TRS) as a complete

• Apr 2006 - Launches Timesjobs Gulf http://ae.timesjobs.com/ site to

• May 2006 - Timesclassifieds.com was relaunched as

• Jun 2006 - Launched www.magicbricks.com as a property vertical

• Dec 2006 - Relaunched timesmatri.com as www.simplymarry.com with

• Mar 2007 - First International Property fair conducted by Magicbricks

• Mar 2007 - Goodlife World was launched in Delhi NCR. Goodlife is an

• Apr 2007 - Timesjobs.com establishes itself as India's No. 1 job portal

IT Software / Hardware/ IT Services

Banking/Financial/Services Engineering/Durables Others

Awards and Recognition:

Awards and recognition

TimesJobs.com the only Indian Portal nominated at the International Online

Timesjobs.com, the fastest growing and most innovative Indian online

TimesJobs.com's "Chartbusters" Campaign fetched Silver at the Asia Pacific Ad

TimesJobs.com's "Chartbusters" Campaign fetched Silver at the Asia Pacific Ad

Head Office- TimesBusinessSolutions Ltd.

Introduction - Online Recruitment or E-recruiting

E-recruiting, embracing the term web-based recruiting can be described as any

E-recruitment facilitates the online matching process between recruiters and

Recruitment websites and software make possible for managers to access

Web Enabling Recruitment Functions

The immense power of web enabling crucial recruitment processes to convert

Converting HR functions to e-recruitment solutions

The nascent Internet Recruiting Industry remains highly fragmented and is

• Shorter employment tenures

Corporate expenditures for these Online-recruiting services are anticipated to

Features and trends:

Most On-line recruiting sites deliver easy-to-use search capabilities, customer

• State-of-the-art resume database providing recruiters, head hunters and

E- Recruiting technology is skill-based with automated pre-screening features

If you are a Job Seeker…….

• A quick ,convenient, reliable, timely and effective way to reach recruiting,