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1) Introduction

a) The Times group

The Times Group is the largest media services conglomerate in India. It is headed by
brothers Samir and Vineet Jain.
The company has from eleven publishing centers, fifteen printing centers, fifty-five sales
offices, Over 7000 employees, five dailies, including two of the largest in the country
with approx 4.3 million, copies circulated daily, two lead magazines, twenty-nine niche
magazines reaching 2468 cities and towns, thirty-two Radio Stations, two Television
News Channels, one Television Life Style Channel and turnover in excess of USD 700
million.
Bennett, Coleman & Co. Limited, is the flagship company of The Times Group, which
has a heritage of over 150 years and is one of India’s leading media groups. The activities
of The Times Group also include publishing newspapers and magazines, television
broadcasting, running internet portals, creating and distributing multimedia products and
music publishing and retailing.

b) Times Business Solution Limited

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

Bennett Coleman Company Limited (The Times Group).

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. Times Business Solutions (TBS) is the "Life Interactive" arm of the Times
Group. TBSL seeks to provide their users with support, assistance, and guidance
throughout their life, with the help of interactive media. They 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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It has the following Businesses:

Timesjobs – It is the fastest growing and most innovative Indian online recruitment
portal, with a mission to reach out to all Indians in the country and abroad and provide
them with the best career opportunities available.

Magic Bricks - Times Business Solutions launched MagicBricks.com in August '06, as

a platform to bring together buyers and sellers in the real estate industry. Within three
months of its launch, it achieved the status of being the No.1 property portal in India.

Simply Marry - With rigorous development and new site functionalities and services,
we launched SimplyMarry.com, on December 10, 2006, creating a highly interactive site
with intuitive and fast searches, simple registration, and chat processes. The sight was
further refined as India's first "Metro-monial" website.

Ads 2 Book - Ads2Book.com assists its users across the globe through the entire
process of Creating, Booking & Paying online for their Print Classified Ads, all from the
comfort of their desktop.

Smart Hire - Smart Hire is a hiring platform launched by The Times Group as a brand
of Times Business Solutions with a focus on providing organizations with end-to-end
recruitment solutions.

Peer Power - PeerPower.com leverages power of collaboration by allowing people to

create their company and institute profiles collaboratively, as employees and alumni are
the best source of information about their companies and institutes respectively. People
are creating their web profile and sharing it with their potential clients and employers.

Brix research - Brix Research is a research - based site that provides empirical
information on the real estate segment. The objective inputs on real estate segment for
researchers, architects, engineers, planners, administrators and most importantly the
common person can be tapped under various services offered by Brix Research.

Yo! List - YoList.com is an uncomplicated online-classified portal that caters

to netizens across the world, with strong affiliations to India. It is a complete
and comprehensive 'online - horizontal' classified site with 23 classified
sections and over 40 categories. The site is completely free to register, list
and search.

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c) Timesjobs:

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 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.

TimesJobs.com, had achieved the distinction of becoming India's No.1 recruitment

portal 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, which is 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.

To leverage the online popularity of TimesJobs.com, TimesJobs.com pioneered the

concept of job fairs in India, branded as 'Big Leap Job Fairs', which is a platform for
facilitating direct interaction of job-seekers and employers and on-the spot offers. The job
fairs, organized by the TimesJobs.com across 30-40 locations, are a great opportunity
both for the companies and the job seeker."

TimesJobs.com has its universal online presence to a wide geographic coverage of the
nation with over 25 offices. There are over seven hundred TimesJobs.com representatives
dedicated to customer response across India, in cities including, Hyderabad, Bangalore,
Ahmadabad, Kolkata, Baroda, Mumbai, Lucknow, Chennai, Pune, Cochin, Mangalore
and Indore.
In February 2006, TimesJobs.com became the first Indian recruitment portal with an
international footprint by launching its Gulf portal, ae.timesjobs.com. 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 TimesJobs.com.

TimesJobs.com is the only website to tie up with the Indian Armed Forces - the
Indian Army and Navy.
TimesJobs.com collaborated with the Indian Army Placement Agency (APA) in 2005, to
leverage the skills of the retiring army personnel in facilitating their entry into the
corporate world.

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2) RESEARCH METHODOLOGY:

a)Project Title:
Do a survey to find out the “Recruitment Pattern of different companies in kolkata.”

b)Research Objective:
• Find out the Recruitment Pattern in Corporate organizations as well as in
Placement Consultancies through the help of a questionnaire made by
Timesjobs.com.
• Finding out the how Online Recruitment works with regard to
Timesjobs.com and what are its services offered.
• Making cold calling and finding out new prospects, converting prospects
into leads and leads into sales.

c) Research Design Selection:

I have chosen Descriptive studies as my research design because my interest was to

find out characteristics of various organization in recruiting employees. I did cross-
sectional studies with the sample of elements from a given population. Data on a number of
characteristics from sample elements were collected and analyzed.

d) Collection of Data:

Data has been collected in the form of primary and secondary data. Primary data
was collected from the cold calling itself and secondary was collected from the newspaper
and others.
I have visited various corporate offices and Placement Consultancies in Central
Kolkata for 2 months including places like Tea Board, Lal Bazaar Street, Poddar Court,
C.R.Avenue, and G.C.Avenue etc. to meets the HR or the concerned person who takes care
of Recruitments.

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Activities:

• Try to understand various method of Recruitment, their advantages and

disadvantages, with focus on online recruitment through Timesjobs.com
• Collecting data from various corporate offices and Placement consultancies regarding
their recruitment pattern.
• After the data has been collected, on the basis of best business judgment, pitching for
the appropriate Recruitment solution service & passing it to the Timesjobs sales team
who would follow-up them for extracting sales out of it.

f) Limitations of the survey:

 Time limitation- time was a limiting factor considering

the vastness of the area that was to be covered within the two months time.
 Non availability of the concerned person- during the
survey period, sometimes, the concerned authorities were unavailable due to
randomness of the visits to their office without prior knowledge or information
since cold calling was used.
 Unsubstantiated information- Often the information
gathered by me was provided by other staff members in the absence of concerned
person, so there was always a chance that the data may be vague or incorrect.

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3) What is meant by recruitment pattern?

The recruitment patterns imply the way in which a company fulfills their manpower
requirement. There are several ways a company can recruit the manpower.
The recruitment patterns of the companies are not same; it varies from company to
company. Large, medium and small companies have different patterns of recruitment.
During my internship I have observed that the large companies prefer to recruit
manpower from multiple modes. They often use job portals, consultancies, newspapers
and also internal references. Whereas the medium and small companies usually prefer
newspapers and internal references for this purpose.

 10 most commonly used recruitment modes are given below:-

1) Print 2) Placement Consultants 3) Online Medium 4) Job Fairs 5) Referrals

6) Campus Hiring 7) Radio 8) Television 9) Hoardings 10) Mobile SMS’s

In details:

Print mode: This is the most widely used recruitment mode. Various companies prefer
this mode of recruitment for its cost effectiveness, as it can cover wide area and large
population.

Placement consultancies: Another most widely used recruitment mode. Many

organizations including large and medium size companies depend on these consultancies
for getting recruiting solution.

Job Portals: In the era of online network, job portals are also getting high privilege for
providing recruitment solutions. Many large-medium size companies and even small
firms are also showing interest towards job portals. Job portals are mainly preferred by
those companies which recruit employees nationally.

Job fairs: job fairs are also gaining momentum day by day. Various companies are
showing their interest in participating job fairs. These types of job fairs are very effective
because it is open to the mass job seekers and develops a direct relationship between the
job seekers and companies.

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References: Many organizations still prefer to recruit their employees from their own
reference. They believe that recruitment through internal references is much trustworthy
than any other modes.

Campus hiring: Various companies prefer campus hiring to fill up their posts. Most
of the FMCG, Engineering, IT and services company prefers campus recruitment.

4) Why online mode of recruitment?

From the point of view of companies:

 Longer Job Visibility

 Shortened recruitment cycle time
 Flexible medium – enables Bulk & Niche Hiring
 Easy manageability of the responses thru latest technology
 Cost, Effort & Time Effectiveness
 National Level Branding
 Wide & Instant Reach – all across the Globe

From the point of view of job seekers:

 Largest aggregator of jobs

 Easy application to jobs through a single click
 Job Search possible – BOTH – as per various categories & as per a specific
company
 Regular intimation about the new openings (Job Alerts)
 Technology provides simple job search tools – Focused
 Saves the Time & Effort of the jobseeker

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a) Key Players in Online Recruitment Industry

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

 Monster.com (Started Operations in 2001)
 Timesjobs.com (Started Operations in Jan 2004)

Some others:-
 clickjobs.com
 shine.com
 jobstreet.com(Small Level/Regional Players)
 placementindia.com
 indianjobs.in

b) Why Timesjobs.com?

 150 million page views per month

 2,50,000 unique visitors daily
 20,000 + New Resume registrations daily, on a National Level
 50 lac + Job applications per month
 20,000 + Recruiters across Industries & locations
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 Database Strength – 85 Lac+

5) ROLES PLAY BY
TIMESJOBS.COM

Timesjobs plays a crucial role in recruitment process. Many job seekers register
themselves under Timesjobs portal and upload their CV, which basically helps the
Timesjobs for building database. Now companies with their immediate requirement
purchase those databases or put an advertisement on the portal for their respective posts.
Timesjobs also send mails or SMS’s to the job seekers regarding the openings. By this
way Timesjobs play his crucial role in placing the job seekers and fulfilling the
requirements of the companies.

Advantages to Job Seeker

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 Faster and easier access – Just one click Job apply

 Free registration & usage
 No location bias

Advantages to Recruiters

 Cuts down the Cost per Hire

 Faster hiring process
 Filtered candidates and no junk CV’s
 Effective HR communication flow
 No location bias

a) Various Recruitment Solutions Offered by Timesjobs.com:

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BRANDING
SOLUTION

Job
Campus
Fairs direct

Timesjobs.co
Best m
JOB
consultant
POSTINGS
Zone

DATABASE
SMS Hiring
solution
ACCESS

Branding Solutions:

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 Company’s Banner or Logo linked to a customized microsite designed and

developed by Timesjobs.com
 Microsite designed in line with the branding philosophy of the company
 Industry wise categorized visibility for Employers
 Microsite with a dedicated URL www.timesjobs.com/<companyname> to recruit
faster through multi media reach including print and online
 Unlimited premium job postings on Timesjobs
 Unlimited job alerts to match candidates from timesjobs database
 Effortless access for jobseekers to apply
 Quality recruitments
 High Brand recall among jobseekers

Campus Direct (CD):

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Specific Zone on Times jobs for the Educational & Training Institutes.

Have TWO modules –

a. Admissions Module
Enables an educational institute to advertise about its courses on Timesjobs.com &
generate inquiry from across the country for admission to the courses.

b. Placement Module
Offer students studying at these educational institutes’ opportunities from across India
to get recruited. This is done by uploading the resumes of institute’s students on
Timesjobs.com which can hen be accessed by all the 18000+ paid recruiters of
Timesjobs.com

Job Posting:
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Common features of all Job Posting Services on Timesjobs.com:

1. UNLIMITED JOB ADVERTISING during the subscription time period.

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

Job posting is of the following 2 types: Basic and Impact

Basic Job Advertising:

 It is the most Primary / entry level job advertising service of Timesjobs.com.

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

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Impact Job Advertising:

 A Premium Job Advertising service.

 Again, jobs posted are visible only on the Search page (i.e. in the search mode).
 Main aim is to extend higher level of visibility than a BASIC job.

Impact Job Features:

1. Blinking Icon - jobs highlighted on the Search Page

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

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HIRE XS Database Access:

Ability to access the RESUMES of JOBSEEKERS registered on Timesjobs.com under

various industries, locations, functional areas & specializations.

Why Hire XS?

• The MOST INSTANT way of recruitment.

• Ready source of jobseekers
• 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.
• RECRUITMENT MANAGEMENT SOFTWARE (EMPOWER) – enables
searching, short-listing, contacting of resumes by click of a mouse.
• Greatly reduces the cost of hiring.
• In short, provides convenience of time, cost and effort.

Types of Database:

• HireXS FULL- access of both IT & non- IT database, pan India basis.
• HireXS – REGIONAL- access of both IT & non- IT database, regional basis.
• HireXS - Non IT- access to non-IT database, pan India basis.
• HireXS - Non IT- REGIONAL- access to non-IT database, regional basis

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Xpress Hire:

Unlike Bulk SMS service, Xpress Hire allows the Corporate/ Consultant to send SMS
to the Timesjob & Non-Timesjob candidates.
They can also receive responses against these messages in the SMS Inbox.

Concepts in Xpress Hire –

1) SMS INBOX
2) SMS TEMPLATE

Send SMS to
Create SMS
Login to empower candidates
Inbox

Receive SMS
Go to XpressHire Create SMS
responses
Dashboard Template

Online SMS Hiring Solutions Key benefits:

 Send customized SMS to candidates

 Receive responses in customized SMS Inboxes Online
 Contact multiple candidates at one go
 Send SMS to upto 10,000 Non Timesjobs Candidates
 Highly cost effective

Bulk SMS Service (Reach Out):

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

 This product works exactly like Targeted E-mailers. Content of the SMS specified
by the client. SMS is sent by Timesjobs Technology Team to the Target Group.
 Post the SMS campaign, report on the No of SMS’s sent is provided to the client.
 Per SMS charge.
 SMS can be sent only to the TJ registered jobseekers.
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Best Consultant Zone (BCZ) :

For the placement consultants of India, Timesjobs.com offers a Specific & specialized
recruitment & visibility Zone – THE BEST CONSULTANT ZONE.
Presence of the Zone is on the Home page through a Blinking & Animated Banner
inviting candidates & companies alike, to visit it for a solution to their recruitment needs.

Product Deliverables of BCZ:

 1. Animated Banner OF BCZ on the Home page,

 2. Logo presence in the dedicated page subscribed for,
 3. One Page Colored Template (in the look & Feel of BCZ),
 4. Unlimited Basic Jobs,
 5. EMPOWER software

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Ground Job Fairs (Offline recruitment solution):

“Exclusive Job Fairs/ Walk-ins, Industry Specific & Multi Industry Job Fairs”

 Great Branding Opportunity

 Least Turnaround time to recruit
 Enhances Brand Equity for the organization
 Assess, interview and hire on the spot
 Extensive Advertising campaign across all media

Big Leap Job Fair

A TWO day event organized preferably over weekends, where a set of Companies are
brought together at a common venue, to interview the Jobseekers who walk-in to the
event, reading the print Ads & the pre-event publicity

Job Fair Statistics:

c) Over 700 Job fairs conducted across the country

d) Approx. 4, 00,000 offers made
e) Over 30, 00,000 walk-ins
f) Industry specific Job fairs for - IT, BPO, Educational Institutes, Training
Institutes, Aviation, Hospitality, Banking, Financial Services, Insurance sector,
Retail, FMCG, Automobiles etc.

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6) THE 4 P’s OF TIMESJOBS.COM

Product/Service: Times jobs provides various types of service to their clients.

Services like Database, Job posting, Campus direct, SMS Hiring etc. are very well known
services of Timesjobs.com.

Promotion: Timesjobs.com is a part of Times of India Group, so naturally it gets full

support of media for advertising its services. Job fairs are also organized time to time in
different parts of the country which adds to the promotion activities.

Place: TimesJobs.com has its universal online presence to a wide geographic coverage
of the nation with over 25 offices. There are over seven hundred TimesJobs.com
representatives dedicated to customer response across India, in cities including,
Hyderabad, Bangalore, Ahmadabad, Kolkata, Baroda, Mumbai, Lucknow, Chennai,
Pune, Cochin, Mangalore and Indore.

Price: The price of services offered by Timesjobs.com is different. The price of Database
service is different from job posting service. Even the prices of each individual service
are different due to various plans, duration and limitations.

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The structure of pricing of different services is given below: (All in thousand & exclusive
of tax@10.3%)

HireEX-
Standard
Database 1M 3M 6M 12M 1 Day 3 Days 7 Days
Services

HireXS Full- 15 42 82 159 1.5 3 6

National

HireXS-Full 7.5 21 42 75 0.75 1.5 3

-Regional

HireXS - Non 9 25 49 90 0.90 1.9 3.75

IT-National

HireXS - Non 5 13 25 45 0.60 1.2 2.25

IT- Regional

The Price of job posting service is much lower than the database service. The price of 1
unit basic job posting is 1350/- (exclusive of tax@10.3%), but the price varies with the
unit.

Job posting services 1M 3M 12M

1 unit - - 1350
5 units 5400 5700 6750

Timesjobs.com has also introduced some Flexi plan and Add-on service for their
respective clients, which are very cost effective.

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7) Timesjobs vs. Competitors:

Nearest competitors Timesjob.com

Page view(in
millions)
120 150
New Resumes 15 20
(000’/day)

160
150
140
120
120
Nearest
100 competitors
80
Timesjob.com
60

40

20

0
Page views (in millions)

25

20
20
Nearest
15
15 competitors

10
Timesjob.com

0
New resumes (000'/day)

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 Holdings in job advertisement as per various functional area:

jobpostinglist

1819

4063 Naukri.com
Timesjobs.com
4245
Monster.com

(Figures are in thousands)

I have tried to show a comparison among the Timesjobs.com, Naukri.com and

Monster.com on the basis of holdings in job advertisement under various functional
areas.
Functional areas include Finance-taxation-CS, fresh Graduates, HR, Bio Tech-R&D-
Scientist, Advertising and IT-Engineers, Manufacturing-Production, Teaching-Education
and many more.
The above pie chart is showing the total number of job posting to each company. The
chart is clearly indicating that Timesjobs.com is far ahead than Monster.com and
Naukri.com in job advertisement.

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Comparison between times jobs, naukri and monster:
Timesjobs.com
Started in the year 2002
Managed by BCCL, No.1
Media House in India
Strong support by print and
Electronic Media
Job fairs are organized
Listed companies name on
the first page
It provides a link to campus
direct
Placement Consultancies
are available on the front
page
Link with Times Ascent,
Wednesday supplement of
Times of India
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Naukri.com
Started in the year 1997
Managed by Info Edge
India Pvt Ltd
Largest Database and very
popular
Job fairs are not organized
Listed companies name on
the first page
This facility is not available
Placement Consultancies
are not available on the
front page
Not providing any
information about print
media jobs advertisement
Monster.com
Entered India in the year
2000
Managed by Marcel
Legrand TMP Worldwide
Not as popular as in USA
Job fairs are not organized
Go through search
This facility is not available
Placement Consultancies are
not available on the front
page
Not providing any
information about print
media jobs advertisement
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 SWOT analysis of Timesjobs.com

As we know that SWOT analysis is a tool for auditing an organization and its
environment. It is the strategic planning method used to evaluate the internal and
external factors that are favorable and unfavorable to achieve that objective of a
company.

Let us evaluate the internal & external factors of Timesjob.com:

Strengths:

 Huge market potential – one of the fastest growing E-recruitment markets in the
world
 Low cost of recruitment
 Manage response from potential candidate easily
 Shorter turnaround time in terms of contact & response
 Head hunt features available for organization
 Online branding available

Weaknesses:

 Lot of junk CV’s accessed

 Limited internet connectivity
 Specific profiles shortage
 Short listing takes time because a lot of junk is accessed
 CV’s not updated, Database have less of experienced candidates

Opportunities:

 Lots of foreign investment is taking pace in India, recruitment is must for these
organizations. So there is an opportunity to tab the new entrants from abroad in
India
 All the existing portals are concentrating on big cities but manufacturing sector
containing a big chunk of SME’s(Small and medium enterprises) are still
untouched
 Growing regional demand
 Increasing number of BPO’s

Threats:
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 Growing competition between the E-recruitment portals

 Local placement agencies in the city
 Competition from newspaper

Survey Analysis:

8) Types of Company

In this internship I was allotted for Dalhousie for two months, to do my survey through
tele-calling and cold calling. Within these two months I surveyed almost 200
organizations in that particular area.
I have divided the various types of organization into 9 head. They are as follows.

Manufacturing
Typesof organization
serviceindustry

IT& Technologies

5% 10% 30% consumer goods

2%
10% (include. Retailing)
Tradingcompany
13%
15% BPO
10%
5%
Educational Institutes

Placement consultancy

others

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MANUFACTURING SECTOR’S EXISTING MODE OF HIRING

The following chart showing various modes of recruitment used in the Manufacturing
sectors:

Modes of hiring in Manufacturing sectors

Print media

25% Consultancy
40%
10%
Portals
25%
Reference

During my internship I have visited numbers of manufacturing concerns, where

recruitment is almost dependent on print media and references. Only those manufacturing
concerns that use consultancies and portals are either looks for supervisor or some higher
post. Otherwise for general employees and technician they prefer print advertisement i.e.
newspaper advertisement & references or own source.

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EXISTING MODE OF HIRING IN SERVICE SECTORS

The following chart showing various modes of recruitment used in the Service sectors:

60%
40%
20%
30%
10%
0% 5% 55%

In case of service sector which basically includes financial companies like private banks,
share trading organizations and insurance companies are more interested in their own
process of recruitment and own sources. I have visited many Audit firms and share
trading concerns where recruitment is totally based their own source. Some of them use
print media and consultancies for recruiting back office staffs. Private Banks use their
own process of recruitment (campus interview) and sometimes hardly a job portal.

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In my territory I have managed to visit a well known share trading organization SMC,
which is not only a trading company but it also offer mutual fund services to their
customers, where recruitment is totally dependent on job portals and consultancies.

EXISTING MODE OF HIRING IN IT, ENGINEERING AND BPO

SECTORS

The following chart showing various modes of recruitment used in the IT and BPO
sectors:

50% 45%
35% 35%
40%

30% 25% 30%

20% 15%
10%
10% 5%

0%
IT &
Engineer
ing
BPO

During my internship I have visited few numbers of medium size IT and engineering
firm, where recruitment is mostly done through consultancies and references & other
sources.

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But in case of BPO sectors the recruitment is totally done through job portals, print media
and consultancies. Out of these three modes of recruitment print media and job portals
have equal preference. Most of these BPO sectors are interested in database services as
they often recruits bulk employees. But for job advertisement they always prefer
newspaper advertisement.

9) ANALYZATION OF ANNUAL RECRUITMENT AND HIRING

COST OF VERIOUS TYPES OF COMPANY

For better understanding of Recruitment patterns of various companies I have presented a

Table which describes the Annual requirement of the various companies and the amount
spend by those companies for recruitment.

No. of Types of Annual Amount spend for

companies company recruitment Hiring
55 Small & Less than 10 1000-5000
medium
15 Large medium 10 – 20 5000-10000
5 Large 20 – 50 => 10000
25 Very small No requirement No cost
1 Very large 200 2 lacs.
(The above data are all collected after analyzing the survey sheet)

From the above table it is quite clear that the Annual requirements of the small and
medium companies are less than 10 and they can afford at the most 1000-5000/- for their
recruitment purpose. So naturally they are more interested in job advertisement in print
media or in small active database packages.

On the other hand large medium company’s annual requirement is around 10 to 20 and
they can spend 5000-10000/- for fulfilling their needs. So they are more interested in
placement consultancies and portals for getting active Database.

Those companies’ recruits in bulk are much more interested in job portals because this is
the most cost effective way for bulk recruitment.

During my internship I have visited a very large Investment company which recruits
almost 200 peoples annually and they spend Rs.2 lacs. for this purpose. They are using
several job portals and placement consultancies for this purpose.

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I have also visited some very small companies where recruitment is totally dependent on
their own sources, and they are not ready to spend any money for recruitment purpose.

10) MODES USED BY PLACEMENT CONSULTANCIES

20%
25% Job
portals
Print
55% media
others

Placement consultancies are the inter connector between the job seekers and the
organizations. They also play similar kind of role like job portals do. But they are also
interested in job portals for improving and enlarging their database. They often purchase
huge databases from these portals and gives advertisement too. Sometimes they give
newspaper advertisements also.

Though the consultancies do not recruit manpower directly but they use these modes for
their own business. And for job portals they are really big clients.

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11) various modes of recruitment and client’s interest on job portals

During my internship I have observed that in most companies recruitment takes place
through Personal & Professional References, except BPO and engineering companies.
It has certain reasons, such as:
 Low expenditure is involved.
 To ensure new recruits credentials are good
 Referred person is considered more reliable.
Newspaper advertisements are also considered to be the second best way of recruitment.

 Diagram showing the percentage of organizations have shown

interest in job portals.

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12) Findings:

During my internship I have found that most of the organization especially BPO & IT
companies, which are planning to recruit bulk employees for their various posts are much
interested in job portal rather than newspaper advertisement. The main reason behind this
could be the cost and time. Both the BPO and IT companies often requires manpower in
regular basis. So they require some fast way of recruiting employees. Job portals are
much faster in getting response than newspaper advertisement. Even the cost is also very
lower in this kind of recruitment.

Job portal is also considered to be effective in case of head hunting. Many companies
especially engineering companies are ready to spend money to hire employees from their
respective competitors. As these job portals offer proper database & some head hunt
search facility to their clients, it is always preferred to them than a newspaper
advertisement.

During the first one month I was asked to do cold calling in the Dalhousie area, where I
visited many well known companies, like SMC, TOPAZ, RAYMOND, DURIAN,
UJJIVAN and many more.
Most of these companies are using either other job portals or placement consultancies for
their recruitment purpose. It was quite difficult for me to shift those users from those job
portals or placement consultancies to times jobs portal.

But when my mentor asked to do Tele-calling from the newspapers, I found that most of
the medium & small companies are using print media for recruitment purpose, although
most of them are not satisfied with the print media. So when I offered them to use times
job’s job advertisement facility, they accepted my offer as it is much cost effective way
of recruitment than the print media.

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So I can conclude that the recruitment patterns of the large companies are mainly
dependent on placement consultancies, job portals or on own HR department. On the
other hand Recruitment patterns of the small & medium companies are largely dependent
on print media or own references.

If I consider Dalhousie as a sample area of Kolkata, then I can conclude that the
Recruitment patterns in Kolkata is largely dependent on print media, placement
consultancies and own sources, because out of the 200 companies I have surveyed in the
Dalhousie area, 70% are small and medium companies.

13) Achievement:

For two months I was given the charge to promote the sales of TIMESJOBS.COM in
Kolkata. And I managed to generate almost 30 HOT LEADS in Kolkata out of which I
managed to close 8 deals & others were being followed up for conversion when I left
TIMESJOBS.COM
This business generated would help in generating further revenues of timesjobs.com as
repeat business and also could provide references.

14) Recommendations:

 Company should follow up each & every company who is looking for price
quotations. If possible mail the required quotations where there is a possibility of
sales.

 There are many Placement Consultancies located in the outskirts of kolkata,

which should also be properly tapped.

 The problem of Duplication of CV’s in timesjobs.com should be resolved

 Timesjobs.com should provide excellent after sales service to their clients so that
repeat usage increases and also through word of mouth their reputation increases
and new clients are made.

 Naukri.com is a great competitor of timesjobs.com, so to gain maximum market

share, timesjobs dept. should set the price with maximum concentration.

15) Conclusion

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Online medium therefore presents the scope for providing holistic solutions.
Timesjobs.com has the advantage of visibility through different mediums at the same
time. Timesjobs.com not only provides services to large scale companies but also helping
medium and small companies for their recruitment process as well as their branding.
.
My project has allowed me an opportunity to know about effective hiring through a portal
like Timesjobs.com, the fastest growing job site in India. It was great learning to work
with the Sales team of the company and participate in their sales promotion in Kolkata.

The biggest challenge for the sales team was to eradicate the negative perception of
different companies about timesjobs.com. From the last few months, Timesjobs.com has
changed a lot because of its marketing campaign on TV, Print, Radio and Internet. Due to
the combined efforts of The Times Group, they are able to solve their challenges in an
excellent way.

16) Bibliography

Apart from my own experience & knowledge, I have also taken help from these
books:

 MARKETING MANAGEMENT by Kotler, Keller Koshy and Jha.

 MARKETING RESEARCH by G.C.BERI

 MARKETING MANAGEMENT (SIM) MBA-204

17) WEBLIOGRAPHY

 www.google.com

 www.timesjobs.com

 www.timesbusinesssolution.com

 Naukri.com
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 Monster.com

THANK YOU

Annexure 1: Survey Sheet:

Times jobs Customer Contact Card

Date :

Representative Name :

Territory / Zone :

Organization :

Address :

Contact Person :

Designation :

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Mobile / Phone # :

E - mail :

Branches :

Products / Services :

Print : Online:
Ascent/TT Naukri/ Consultants:
Existing Mode of Hiring Jobs Etc Monster,Etc Yes/No Others:

Key Profiles :

Companies Having Similar

Profiles :

Annual Requirement :

Avg. Hiring Cost/Month :

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Remarks :

Points :

Signature of the Contact Person & Company Seal.

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