STUDY OF JOB FAIRS BY THE DEPARTMENT OF ... - Madhya Pradesh scheme/Final_Report-_job_Fair... · 3 EXECUTIVE SUMMARY This research project was aimed at studying the job fair scheme

2010

Submitted By:-

Mr. Bibekananda Panda

(Consultant Summer Intern SGPA)

Xavier Institute Of Management,

Bhubaneswar

STUDY OF JOB FAIRS BY THE DEPARTMENT OF INDUSTRIES & COMMERCE,MADHYA PRADESH Submitted to:

Department Of Industries & Commerce , Madhya Pradesh

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ACKNOWLEDGEMENT

This project would not have been completed without the support of several people, and I

would like to extend my gratitude to those who have directly or indirectly contributed to

this project.

I would like to take this opportunity to express my deep gratitude to Mr.R.K.Bajpai(Joint

Director Directorate Of Industries), Mr. Balbir Singh(Assistant Director Directorate Of

Industries), Mr. Manoj Agnihotri(DEO Ujjain), Mrs. Usha Gupta(DEO Vidisha) & Mrs. Mamta

Wikey (DEO Jabalpur).

I am indebted to Mr. H.P.Dixit(Director General SGPA ) Dr. Umesh Kumar Pandey(Director

Governance SGPA), Dr. Syed Mohd. Hyder Rigvi(Director Policy Analysis SGPA), Mr. Akhilesh

Argal(Director Governance SGPA) for providing me the chance to undertake this study and

enhance my learning besides giving guidance throughout the project . I would also like to

thank Mr.Gaurav Khare (Project Officer KM SGPA), Mr. Gaurav Agarwal(Project Officer

Policy Analysis SGPA) , Mr. Amit Srivastava(Project Coordinator SGPA) ,Mrs. Richa Mishra

for their support and assistance. Their inspiration, commitment, interest, positive attitude,

unwavering faith in me has been a motivating factor and it is difficult to imagine how I

would have completed this project without their continuous support.

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EXECUTIVE SUMMARY

This research project was aimed at studying the job fair scheme of the Department

Of Industries & Commerce, Madhya Pradesh , finding out its shortcomings and giving

recommendations for improving its effectiveness and reach among the job seekers. The Job

Fair scheme is a great scheme started by the department by which many job seekers will be

getting direct employment. Besides this, the scheme will also help many companies in

getting adequate man power in an effective and easy manner. This project is currently giving

very impressive results with around 10000 people getting jobs in the financial year 2009-10.

But , the department is facing a lot of problems in implementing this scheme. To

quote a few problems, the District Employment Officer is not having any information about

the number of companies in the district as well as in the state. This project aims to address

this and many problems faced by the department.

This project is carried out using quantitative as well as qualitative analysis. In

quantitative analysis univariate analysis, Factor analysis and Cluster Analysis has been used

whereas qualitative analysis has been done from the brain storming sessions with the

department staffs. Apart from the recommendations for the problems that came out during

the discussions the report also gives an insight into the best practices in conducting a job

fair in an effective manner.

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TABLE OF CONTENTS

Introduction------------------------------------------------------------------------------5

Research Objective---------------------------------------------------------------------6

Research Methodology----------------------------------------------------------------7

Quantitative Analysis-------------------------------------------------------------------8

Univariate Analysis-----------------------------------------------------------------8

Factor Analysis Of Job Fair Effectiveness----------------------------------------------13

Factor Analysis Of Job Fair Reach Among Job Seekers-----------------------------18

Cluster Analysis------------------------------------------------------------------------------20

Qualitative Analysis--------------------------------------------------------------------24

Recommendations---------------------------------------------------------------------25

Job Fair Best Practices-----------------------------------------------------------------34

Annexure A(Questionnaire)----------------------------------------------------------45

Annexure B(List Of Websites To Get Company Related Information)-----52

References--------------------------------------------------------------------------------53

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Introduction

The growing emphasis on increased efficiency and effectiveness has led to right

sizing of employees in various public and private organisation. This has adversely impacted

the number of people getting direct employment. Also with the increase in the number of

educated youth in the state , self employment has come up as an important solution to the

problem of unemployment.

JOB FAIR scheme is launched by the Department of Industries and commerce ,

Madhya Pradesh for private as well as public sector employers so that more and more job

seekers can be employed. The results of this scheme are amazing as in the financial year

2008-09 around 10000 and in the financial year 2009-10 around 9881 people got jobs

through these job fairs.

Currently the job fairs organised by the department can be divided into two basic

categories –

1. Job fairs that are organised for private sector employers.

2. Job fairs for Indian Air Force.

Though the figures of employment are inspiring , the department is facing a lot of

problems in implementation of this scheme. The department is not having any fixed flow of

industries coming to recruit from job fairs. Another problem is the district employment

officer does not have any information of how many industries are there in the district and

the details of the contact persons of these industries. The department is not having clear-

cut guidelines of how the job fairs should be organised. This report intends to provide an

insight into the current position of the job fair scheme in the state as well as provides

recommendations to overcome the current lacuna in it. This report also provides a list of

best practices to conduct a job fair.

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Research Objective

The overall objective is to study the job fairs conducted by the

Department of Industries and Commerce , Madhya Pradesh and make

recommendations for further improvement of the systems and processes.

The objective can be divided further into various sub-objectives as follows:-

1. To examine how job fairs are being conducted in Madhya Pradesh.

2. To increase the flow of information to the district employment officer

regarding the details of industries and their contact details.

3. Recommendation regarding how to provide post job fair services to the

job seekers.

4. Also recommendations for the overall improvement in the reach and

effectiveness of job fairs.

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Research Methodology

Target Group

Since research objective is studying the effectiveness as well as the reach of the job

fairs , the following type of people were targeted:-

1. People who have attended job fairs organised by the dept(29 in number)

2. People who are in search of jobs and are registered in their respective district

employment exchanges but have not attended any job fairs(86 in number)

Methodology

The research methodology includes survey using a structured questionnaire . The analysis was done by using quantitative methods(Univariate , Factor analysis and Cluster analysis) as well as by qualitative methods with the help of brain storming sessions with the department staff. The quantitative analysis was done by using either EXCEL or SPSS tool.

Sampling technique and size

The sampling technique using is random sampling. All the respondents who fall into either of the two target groups were selected.

86 people were approached at Vidisha , Ujjain , Jabalpur and Bhopal who are registered in the district employment exchanges and are in search of jobs but have not attended any of the job fairs.

29 people were approached at Vidisha , Ujjain , Jabalpur and Bhopal who have attended the job fairs conducted by the department.

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QUANTITATIVE ANALYSIS:-

Univariate analysis was done first by using EXCEL to understand the respondents’

background and to check the general attributes. Then Factor analysis was done to find out

the important factors that the respondents consider are important for the effectiveness and

reach of the job fairs. Then it is followed by Cluster analysis where in the segmentation of

the respondents has been done which is helpful in designing job fairs to cater to all the

segments.

Univariate Analysis

Educational Level

In the profiling of the respondents by educational level , we see that

around 35% respondents belong to the 12th pass group , the next

category belongs to the graduate group which is around 27% followed by

around 17% belonging to the post-graduate group. These three groups

combined together covers around 80% of the respondents. So, a majority

of our respondents are well educated . Only 15% belonged to the 10th

pass group and 6% belonged to the below 10th group.

Below 10th

10th

12th

Graduate

Post Graduate

Below 10th 6.09%

10th 14.78%

12th 34.78%

Graduate 26.96%

Post

Graduate 17.39%

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Technical Education

The profiling of the respondents by technical education reveals that around

50% of our respondents have some sort of technical education (ITI , Diploma

, Computer trainings like Tally) , whereas the rest 50% do not have any

technical education. Currently , the companies that are visiting the job fairs are giving jobs which do

not involve any prior technical education. So, though job fairs are catering to the needs of 50% of

the job seekers who do not have any technical education at the same time the job fairs do not cater

to the rest 50% of the job seekers with technical education.

Knowledge Of Internet Or Email

Yes

No

Yes

No

Yes 49.57%

No 50.43%

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As much as 29% of our respondents have knowledge about internet and

know how to use emails while the rest 71% of our respondents do not know

how to use internet and emails. So, a lot of information about the job fairs as

well as information about the scheme can be sent to the 29% of the job seekers through internet

and email.

Mobile Connection

The profiling of the respondents reveals that around 50% of the respondents

have mobile phones and the rest 50% do not have mobile connectivity. So,

the information about the job fairs can be very easily and conveniently sent

to these 50% of the job seekers either through SMS or phone calls.

Awareness About The Scheme

Around 70% of our respondents are not even aware about the scheme whereas only 30% of

the job seekers are aware of the scheme. So, somehow the promotions done for the scheme as well

as for the job fairs were not effective enough in creating awareness about the scheme among the

job seekers.

Yes

No

Yes 28.70%

No 71.30%

Yes 49.57%

No 50.43%

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Homesickness

When asked about whether they are interested in working outside Madhya

Pradesh as much as 47% of the job seekers said in affirmative whereas 53%

of them said that they are not interested in working outside their

Aware

Not Aware

Willing

Not Willing

Aware 29.57%

Not

Aware 70.43%

Willing 47.83%

Not

Willing 52.17%

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hometown. But a lot of companies that are visiting the job fairs are offering them jobs outside

Madhya Pradesh. So, naturally though many people get jobs in the job fairs , they do not actually

join these jobs as they do not want to work far away from their homes.

People Perception About Department Staff’s Efficiency

As much as 41% of the job seekers are of the opinion that the department

staff in the district employment offices are efficient whereas 26% said they

are not efficient . Around 33% of the job seekers said that the department

staff in the District employment offices are neither efficient nor inefficient.

Cooperativeness Of The Department Staff

Efficient

Not Efficient

Neutral

Cooperative

Not Cooperative

Neutral

Efficient 40.87%

Not

Efficient 26.09%

Neutral 33.04%

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When asked around 29% of the respondents replied that the

department staff in the district employment offices are cooperative

and 37% replied that they are not cooperative. Around 35% of the

respondents said that the department staff are neither cooperative nor

uncooperative.

FACTOR ANALYSIS OF JOB FAIR EFFECTIVENESS

Factor analysis is a data reduction technique that aims at grouping the input

variables, which have dependency with each other, into factors that underlie the input

variables. . Initially the total number of factors in the factor analysis is equal to the total

number of input variables. But after the factor analysis the total number of variables in the

study can be reduced by discarding the insignificant factors based on certain criterion.

The factor analysis was performed on the question that asked the respondents to

rate the variables on a likert scale wherein the variables were the factors that make a job

fair effective. The variables are:-

Cooperation of the department staff

Efficiency of the dept. Staff

Distance of the job fair from your home

Prior information about the job fair

Distance of the place of job from home

Salary

Working Condition

Post job fair Support

The tool used for this analysis was SPSS V 16.0 and the technique used was the most

popular Principal Component matrix method. The rotation method used is Varimax with

Cooperative 27.84%

Not

Cooperative 37.11%

Neutral 35.05%

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Kaiser Normalization. The details of the interpretation are explained as we move further in

this report.

ANALYSIS OF SPSS OUTPUT

COMMUNALITY:-

Extraction communalities are the variances of the variables accounted for by the

factors in the factor solution. Large values of communality of all the variables except that of

distance of job fair from home and prior information on job fair indicate that they fit well

with the factor solution, and thus should not be dropped from the analysis.But, in the

analysis these variables are also considered to get greater insight.

Communalities

Initial Extraction

Coop_dept_staff 1.000 .506

Efficiency_dept_staff 1.000 .539

Dist_job_fair_home 1.000 .475

Prior_info_jobfair 1.000 .474

Dist_workplace_from_

home 1.000 .546

Salary 1.000 .760

Working_Condition 1.000 .735

Post_job_fair_support 1.000 .599

Extraction Method: Principal Component

Analysis.

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EIGEN VALUES:-

The eigenvalue for a given factor measures the variance in all the variables which is

accounted for by that factor. If a factor has a low eigenvalue, then it is contributing little to

the explanation of variances in the variables and may be ignored as redundant with more

important factors. In the data below ; 8 components (factors) would be needed to explain

100% of the variance in the data. However, using the conventional criterion of stopping

when the initial eigen value

drops below 1.0, only 3 of the 8 factors were actually extracted in this analysis. These 3

factors account for 57.929% of the variance in the data.

Total Variance Explained

Component

Initial Eigenvalues

Extraction Sums of Squared

Loadings

Rotation Sums of Squared

Loadings

Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

%

1 1.841 23.010 23.010 1.841 23.010 23.010 1.784 22.297 22.297

2 1.553 19.412 42.422 1.553 19.412 42.422 1.544 19.304 41.601

3 1.241 15.507 57.929 1.241 15.507 57.929 1.306 16.328 57.929

4 .986 12.327 70.256

5 .805 10.061 80.318

6 .724 9.056 89.374

7 .446 5.572 94.946

8 .404 5.054 100.000


Analysis.

SCREE PLOT:-

The scree test plots the components as the X axis and the corresponding eigenvalues

as the Y axis. As one moves to the right, toward later components, the eigenvalues drop.

When the drop ceases and the curve makes an elbow toward less steep decline, Scree test

says to drop all further components after the one starting the elbow.In the scree plot below

we see that the scree plot drops at 7 and then ceases to drop.

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FACTOR LOADING:-

The factor loadings, also called component loadings are the correlation coefficients

between the variables (rows) and factors (columns). Because these are correlations,

possible values range from -1 to +1. There was a huge cross loading in the component

matrix which didn’t give clean set of factors. So it was rotated using varimax method and

the rotated component matrix is depicted below.

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Rotated Component Matrixa

Component

1 2 3

Coop_dept_staff -.176 -.171 .668

Efficiency_dept_staff -.641 .270 .237

Dist_job_fair_home .684

Prior_info_jobfair .430 .537

Dist_workplace_from_home .683 .227 .167

Salary .306 -.816

Working_Condition .420 .734 -.141

Post_job_fair_support -.370 -.680

Extraction Method: Principal Component Analysis.

Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 6 iterations.

REPORTING AND ANALYSING THE FACTOR OUTPUT:-

On the basis of the rotated component matrix output the various variables are clubbed into

different factors and the factors are named on the basis of the underlying variables. The

data reduction technique helps us to cut down from 8 variables to 3 factor variables. And

they are in the order of their importance.

Factor 1

Efficiency of the department staff

Distance of job fair from home


Factor 2

Salary

Working condition at the jo

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Factor 3

Cooperation of the department staff

Prior information on job fair

Post job fair support

FACTOR ANALYSIS OF JOB FAIR REACH AMONG THE JOB SEEKERS

The factor analysis was performed on the question that asked the respondents to rate the variables on a likert scale wherein the variables were the factors that are required for the job fairs to reach out to job seekers.The variables are:-

Technical knowledge of the dept. Staff Efficiency Of the Dept. Staff Promotion of the job fair Location of the District employment office Segmentation Of Job Seekers

ANALYSIS OF SPSS PUTPUT COMMUNALITY Large values of all the communalities except that of efficiency of department staff & location of district employment exchange indicate that they fit well with the factor solution and thus should not be dropped from the analysis.

Communalities

Initial Extraction

Tech_Knowledge_Dept_Staf

f 1.000 .767

Efficiency_Dept_Staff 1.000 .260

Promotion_Job_Fair 1.000 .645

Location_Of_DEX 1.000 .398

Segmentation_Job_Seekers 1.000 .588


EIGEN VALUES In the data below ; 5 components (factors) would be needed to explain 100% of the variance

in the data. However, using the conventional criterion of stopping when the initial eigen

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value drops below 1.0, only 2 of the 8 factors were actually extracted in this analysis. These

2 factors account for 53.158% of the variance in the data.

Total Variance Explained

Component

Initial Eigenvalues

Extraction Sums of Squared

Loadings

Rotation Sums of Squared

Loadings

Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

%

1 1.487 29.737 29.737 1.487 29.737 29.737 1.472 29.436 29.436

2 1.171 23.421 53.158 1.171 23.421 53.158 1.186 23.722 53.158

3 .943 18.857 72.015

4 .797 15.949 87.964

5 .602 12.036 100.000


Analysis.

FACTOR LOADING

There was cross loading in the component matrix which didn’t give clean set of factors. So it

was rotated using varimax method and the rotated component matrix is depicted below.

Rotated Component Matrixa

Component

1 2

Tech_Knowledge_Dept_Staf

f .245 .841

Efficiency_Dept_Staff .509

Promotion_Job_Fair -.797

Location_Of_DEX .608 -.170

Segmentation_Job_Seekers -.384 .664


Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 3 iterations.

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REPORTING AND ANALYSING THE FACTOR OUTPUT

On the basis of the rotated component matrix output the various variables are clubbed into different factors and the factors are named on the basis of the underlying variables. The data reduction technique helps us to cut down from 5 variables to 2 factor variables . And they are in the order of their importance:-

Factor 1 Technical knowledge of department staff Segmentation of job seekers

Factor 2 Promotion of job fair

So, from the factor analysis it comes out that job fair reach among the job seekers can be improved by segmenting the job seekers and conducting job fairs for each segment . Also, if the technical knowledge of the department staff can be improved and proper promotion of the job fairs is done then the job fairs will be reach out a large number of job seekers who will benefit from it.

CLUSTER ANALYSIS

Cluster analysis or clustering is the assignment of a set of observations (respondents) into

subsets (called clusters) so that observations in the same cluster depict homogeneous

characteristics in some sense. Cluster Analysis is a multivariate procedure used in

segmentation applications in research.

Methodology:

The Hierarchical clustering or Linkage methods were used for this process. Here, it is not

specified in advance, how many clusters are to be extracted. A range of solutions is specified

from the SPSS package, from a 1-cluster solution to an n-cluster solution, where n is the

number of objects (respondents) being studied. In this case n-the number of respondents is

115. Using SPSS package, the Agglomeration schedule and the Dendogram are obtained.

Using an appropriate Euclidean distance four clusters were carved out. A Euclidean distance

of 18 is used.

The clustering variables are :-

1. Age

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2. Technical Knowledge

3. Annual Family Income

4. Educational Qualification

Cluster 1

Number of respondents – 33

Age group – 18-25(predominantly)

Technical knowledge – No(predominantly)

Educational Qualification – 12th(predominantly)

Cluster 2


Age group -22-30

Technical knowledge – almost an equal mixture of yes and no

Educational Qualification – graduates and post graduates

Cluster 3


Age group- 26-35

Technical knowledge – almost an equal mixture of yes and no

Educational Qualification – 10th and 12th

We can clearly see in the dendogram given below that 3 respondents are not clearly

forming any cluster and so can be clearly taken as outliers. The three clusters given

above are clearly indicating that the different types of job fairs are necessary which

will cater to the needs of each of these clusters. Currently , there is no distinction

between any two job fairs.

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* * * * * * * H I E R A R C H I C A L C L U S T E R A N A L Y S I S * * * * * * Dendrogram using Average Linkage (Between Groups) Rescaled Distance Cluster Combine C A S E 0 5 10 15 20 25 Label Num +---------+---------+---------+---------+---------+ 10 ─┐ 115 ─┼─────┐ 4 ─┘ │ 58 ─┐ ├─┐ 88 ─┤ │ │ 8 ─┼─────┤ ├───┐ 20 ─┘ │ │ │ 109 ───────┘ │ │ 28 ───────┬─┘ │ 79 ───────┘ ├───────┐ 59 ─┐ │ │ 80 ─┼─────┐ │ │ 2 ─┘ ├─┐ │ │ 111 ───────┘ │ │ │ 31 ─┐ ├───┘ │ 41 ─┤ │ ├─────────────┐ 9 ─┼─────┐ │ │ │ 17 ─┘ ├─┘ │ │ 1 ───────┘ │ │ 36 ─┬─────┐ │ │ 104 ─┘ ├───┐ │ │ 52 ───────┘ │ │ │ 53 ─┬─────┐ ├─────────┘ │ 105 ─┘ ├─┐ │ │ 37 ───────┘ │ │ │ 66 ─┐ ├─┘ │ 77 ─┼─────┐ │ │ 50 ─┘ │ │ │ 60 ─┐ ├─┘ │ 78 ─┤ │ │ 22 ─┼─────┘ │ 46 ─┘ │ 54 ─┬─────┐ │ 62 ─┘ ├─┐ │ 25 ─┬─────┘ │ ├─────────────┐ 34 ─┘ ├───┐ │ │ 90 ─┐ │ │ │ │ 103 ─┼─────┐ │ │ │ │ 38 ─┘ ├─┘ │ │ │ 49 ───────┘ │ │ │ 39 ─┐ │ │ │ 91 ─┼─────┐ ├───────┐ │ │ 23 ─┘ │ │ │ │ │ 93 ─┐ ├───┐ │ │ │ │ 107 ─┤ │ │ │ │ │ │ 14 ─┼─────┤ │ │ │ │ │ 83 ─┤ │ │ │ │ │ │ 89 ─┘ │ ├─┘ │ │ │ 64 ───────┘ │ │ │ │ 57 ─┐ │ │ │ │ 102 ─┼─────┐ │ │ │ │ 13 ─┘ ├─┐ │ │ │ │ 97 ───────┘ ├─┘ │ │ │ 40 ───────┬─┘ │ │ │ 65 ───────┘ ├─────────────┘ │ 82 ─┐ │ │ 101 ─┤ │ │ 3 ─┤ │ │

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16 ─┤ │ │ 26 ─┤ │ │ 11 ─┼─────┐ │ │ 12 ─┤ ├─┐ │ │ 5 ─┘ │ │ │ │ 63 ───────┘ ├─────┐ │ │ 6 ─┬─────┐ │ │ │ │ 100 ─┘ ├─┘ │ │ │ 44 ─┬─────┘ │ │ │ 92 ─┘ ├─────┘ │ 43 ─┬─────┐ │ │ 110 ─┘ ├─────┐ │ │ 18 ─┬─────┘ │ │ │ 51 ─┘ ├─┘ │ 19 ─┬───────┐ │ │ 30 ─┘ ├───┘ │ 71 ─┬─────┐ │ │ 72 ─┘ ├─┘ │ 68 ─┐ │ │ 81 ─┼─────┘ │ 35 ─┘ │ 24 ───────┬─┐ │ 33 ───────┘ ├───────────────────────────────────┐ │ 15 ─────────┘ │ │ 74 ───────┬─────┐ │ │ 113 ───────┘ ├─────────────────┐ │ │ 32 ───────┬─────┘ │ ├───┘ 70 ───────┘ │ │ 84 ─┬─────┐ │ │ 98 ─┘ ├───┐ │ │ 69 ───────┘ │ │ │ 85 ─┐ ├───────────┐ ├─────────────┘ 87 ─┼─────┐ │ │ │ 21 ─┘ │ │ │ │ 112 ───────┼───┘ │ │ 75 ───────┘ │ │ 96 ───────┬─┐ │ │ 99 ───────┘ ├───┐ │ │ 29 ─┬─────┐ │ │ ├───────┘ 73 ─┘ ├─┘ │ │ 86 ───────┘ ├───┐ │ 67 ─┬─────┐ │ │ │ 95 ─┘ ├─┐ │ │ │ 7 ─┬─────┘ │ │ │ │ 55 ─┘ ├───┘ │ │ 56 ─┬─────┐ │ │ │ 61 ─┘ ├─┘ ├─────┘ 45 ─┬─────┘ │ 47 ─┘ │ 42 ─┬─────┐ │ 106 ─┘ ├─────┐ │ 108 ───────┘ │ │ 94 ─┐ ├───┘ 114 ─┤ │ 48 ─┼─────┐ │ 76 ─┘ ├─────┘

27 ───────┘

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Qualitative Analysis

Qualitative analysis is generally done to get greater insight into a problem area. In

this report qualitative analysis has been done from output of brain storming sessions with

the department staffs. After a lot of discussions with the department staffs the problems

faced by the staffs while implementing the job fair scheme are as given below:-

No database of companies to contact for the job fairs.

No feedback mechanism in place

Most private companies look for people in the age group 18-25 but a lot of people

register themselves who are in the age 25-35

Less number of people actually joining the companies they are getting in the job fairs

because of low salary and bad working and living conditions.

Currently job fairs are not distinguishing between different type job seekers because

of which the turn out for the job fairs is low.

Lack of preparation for the job fairs by the job seekers. This is especially for the job

fairs conducted for recruitment into Indian Air Force.

The companies are not responding to the letters of the field staff properly.

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RECOMMENDATIONS

1. STATE LEVEL PLACEMENT CELL:-

From the analysis of the response from the job seekers , it is clear that for the job

fairs to become successful quality of jobs becomes an important factor. But , after

interviewing the department staff at the district employment offices , it is clear that

majority of the companies that visit the job fairs come for either trainee workers or security

guards. Besides , the district employment offices do not have a database of industries in

their area. Also the technical knowledge of the department staff is not sufficient enough to

make use of the internet to get the details of industries and to contact them for vacancies.

Also , it is clear from the analysis that a large number of job seekers have technical

knowledge but the job fairs do not cater to them. Besides , the number of staff in many

district employment offices are not sufficient enough to conduct job fairs effectively.

This problem can be solved by a state level cell which will not only act as a helping

hand to all the district employment offices to conduct the job fairs but also in coordinating

various things.

Currently, the job fairs are conducted in the following way.

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But, in this structure there are a lot of problems:

1. The district employment office does not have a database of companies in their area,

their contact details and the vacancies.

2. In many district employment offices adequate number of staff is not there to

conduct job fairs.

3. Besides , many companies do not even respond to their letters.

All the above problems can be solved with the following proposed way of conducting the

job fairs. As the state level cell will be contacting the companies, the companies will not

respond to these letters in a more positive sense. Besides, the state placement cell can

maintain a database of companies and their contact details. Also , the staffing problem in

various district employment offices for conducting job fairs can be sorted out as the state

placement cell will be coordinating the staffing from among the staffs in the neighbouring

district employment offices. In this way, the scheme can be successfully implemented in all

the districts of the state.

Besides , with the establishment of the state level cell automation of a lot of tasks will

be possible.

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FUNCTIONS OF THE STATE PLACEMENT CELL

Standardization of various processes involved in the conduction of a job fair

Development of an employer database

Develop long term relationship with various employers like Indian Air Force, Indian

Navy , Indian Army as well as various private players

Development of an annual plan with targets and proper timelines for all the district

employment offices regarding job fairs

Develop long term relationship with various leading newspapers and television

channels in the state regarding promotion of job fairs

Conducting a mega job fair in the state annually

Ensuring that sufficient number of staff are provided to each district employment

office for the conduction of the job fairs.

After the introduction of the state placement cell the departmental structure will look

like the following:

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STRUCTURE OF THE STATE PLACEMENT CELL

A. STATE PLACEMENT OFFICER

He is responsible for overseeing all the activities of the State Placement Cell. His

tasks include the following:-

1. Preside over marketing , employer relations , event staffing and

operations.

2. Oversee adherence to job fair procedures at each district level.

3. Assign responsibilities and tasks to each member of the team.

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4. Monitor all activities.

B. EMPLOYER RELATIONS STAFF

These are the people who contact the companies and get their vacancies and

make them commit for attending a job fair. These people should have knowledge of

the internet and emails as they will have to dig for various information from the

internet. A list of various websites from where these information can be found are

given in the annexure. Besides they can take the help of the department to get

details of industries in the state. The tasks of the employer relations staff include:-

- Develop plan to attract companies to the job fairs

- Draft and send letters and materials to solicit employer participation

- Attain commitments and agreements on terms of participation

- Develop an employer database.

- Provide ongoing assistance to employer participants with all the necessary

information.

C. MARKETING STAFF

These are the people responsible for the promotion of the job fairs. Their tasks

include:-

- Develop a plan to standardize the promotion of the job fairs via print and

electronic media.

- Obtain annual agreements with the leading newspapers and television channels

in the state for promotion of the job fairs.

- Write press releases and arrange media coverage of job fair events

- Target potential sponsors and develop annual sponsorship agreements with

them

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D. LOGISTICS AND STAFFING COORDINATOR

He is responsible for ensuring that sufficient number of staff are provided for

organising a job fair. Many times , the staffs in district employment offices are engaged in

other activities. Besides, there are many districts where there are not sufficient number of

staff to organize a job fair. In these cases, the staffing coordinator will direct staff from the

district employment offices of the neighbouring districts to go and help in organizing a job

fair in a district. In this way , the staffing problem can be solved and job fair scheme can be

successfully implemented in all the districts. His tasks include:-

- Coordinate with the district employment offices regarding the dates and venue

of the job fair.

- Ensure sufficient number of staff in a district for conducting the job fair.

- Supervise all the activities involved in the job fairs.

E. ADMINISTRATIVE STAFF

Their work is to provide general clerical support to all other members of the state

placement cell. Their tasks include:-

- Word process all the letters , documents etc.

- Organize and maintain all the documents

- Assist all the members in their tasks by providing clerical support.

After the introduction of the state placement cell the activities involved for conducting a

job fair will look like the following:-

31

32

2. MEGA JOB FAIR:-

Annually one mega job fair can be conducted covering the entire state at the state

capital in which all the interested companies from around the state as well as from across

the country can participate and recruit in large numbers. Through these mega job fairs a

large number of job seekers will be placed at one go and also these events will create

awareness as well as enthusiasm among the job seekers.

3. Currently job fairs are being organised for recruitment into Indian Air Force. On

similar lines job fairs can be organised for recruitment into Indian Navy and Indian

Army.

4. From the analysis , it is clear that most of the job seekers do not prepare before the

job fairs. This is especially necessary for the job fairs for recruitment into Indian Air

Force. By, beforehand preparation the turn out of these job fairs can be increased a

lot. For this , counselling can be provided through the counselling scheme being run

in various districts. The counselling should include what type of questions are

generally coming in these examinations as well as what kind of books to be read. The

counselling should also include the benefits of getting into these jobs.

5. Currently , the recruiters are not being charged with any fee when they come to

recruit from the job fairs. Now, as the department is providing a service to the

recruiters a small amount of fee should be charged from the recruiters for coming

into the job fairs.

6. As the promotions are necessary for the job fairs to be conducted in the districts,

the state placement cell can sign agreements with leading newspapers , television

channels for promotion of these events on an annual basis. This will standardize the

promotion campaigns at each of the districts.

7. Job fairs are the events where large number of job seekers turn out for jobs. There

are many institutions as well as in the district as well as in the entire state which are

always on the look out for these events to showcase their offers as well their

33

products to the masses. So, advertisement fees can be collected from these

organisations and institutions by providing them ad-space in the job fairs.

8. Currently , the job seekers are being for job fairs through letters. But , the analysis

has revealed that around 50% of the job seekers are having mobiles. So , they can be

contacted by sending SMS to their mobile phones. Besides, after a job fairs the exact

date and place of joining can also be provided to the selected candidates by sending

the information to their mobile phones through SMS.

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JOB FAIR BEST PRACTICES

What Is A Job Fair?

A Job Fair is an employment strategy to fast-track the meeting of job seekers and

employers. Job Fairs are generally single day affairs typically held in cities multiple times a

year. Job Fairs are typically held in large assembly halls with a single booth for each

employer. Companies attend job fairs to screen candidates for existing or future job

openings. For job seekers , job fairs are a convenient way to apply to several companies and

to get interviewed immediately. Job Fairs also enable job seekers to interact with the

employers and to obtain company and career information.

Steps To Organize and Implement Job Fairs

A. JOB FAIR TEAM

Each District employment officer should designate members of their team . The

following table shows the positions and responsibilities :-

Position Responsibilities

1. District Employment Officer Responsible for overseeing all facets of job

fair planning and implementation.

2. Marketing Coordinator Responsible for job fair promotions. He is

also responsible for getting sponsorships.

3. Logistics and Staffing Coordinator Responsible for obtaining job fair venue and

for providing equipments , supplies and

staffs.

4. Employer Coordinator Responsible for attracting and commiting

employers for the job fairs ; providing

guidelines for employer participation .

5. Signage Staff Responsible for creating banners , posters

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and promotional materaials.

6. Administrative Staff Responsible for providing general clerical

functions and for assisting all other members

of the job fair team

Hold initial meeting of the Job Fair Team and review, clarify, and refine

groundwork

issues, such as:

- team member responsibilities and tasks

- Job Fair goal and objectives

- scope of Job Fair (dependant on budget and resources)

- tentative dates (consider weather, holidays, conflicting events)

- potential venues

- potential sponsors

- major logistical issues (e.g., public event permits, insurance, etc.)

- major tasks and timeframes

- possible themes (tied to goals or objectives, or derived from contemporary

vocational / employment topics)

On the second meeting of the Job Fair Team (1-2 weeks after the first meeting),

consider stakeholders (people or organizations that may have a vested interest in the

Job Fair). Stakeholders include:

- employers in the region

- job seekers in the region

- the providers of the Job Fair who organize, provide,

and conduct the Job Fair

- sponsors or donors / contributors who may provide money or in-kind

products to help fund and support the Job Fair

- exhibitors who might show products or services at the Job Fair

- vendors who might supply products or services to carry out the Job Fair

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Form a stakeholders group consisting of key staff, several participating employers, and

sponsors. If desired, include a limited number of job seekers, vendors, and exhibitors in the

stakeholders group. Hold several Stakeholder meetings during the planning and

organization phase of the Job Fair to discuss and obtain feedback on objectives, activities,

schedules, etc.

During subsequent meetings of the Job Fair Organization Team, carry out the

following activities:

- Generate a detailed budget allocation

- Provide regular updates on tasks and activities

- Discuss problems, delays and constraints – create solutions

- Make and coordinate assignments

- Revise the Job Fair timeline on an ongoing basis

B. JOB FAIR TEAM SUPERVISOR (District Employment Officer)

The Job fair team supervisor is responsible for overseeing all facets of Job Fair planning,

organization, and implementation.

( Tasks)

1. Control job fair budget and procurement

JOB FAIR BUDGET ITEMS

What should you include in the budget – the answer to this is EVERYTHING! Job Fairs

do cost money, so careful allocation of the budget is essential. Here is a list of basic

items found in Job Fair budgets:

- Venue / facility rental

- Utilities (electricity, etc.)

- Equipment (including rental of booth partitions, tables, chairs)

- Supplies

- Advertising and promotions

- Printing costs (brochures, signs, banners, forms, Job Fair packets, etc.)

37

- Decorations

- Job Fair staff

2. Preside over marketing, logistics, employer relations, event staffing, and operations

3. Network with employer groups, and community officials and councils

4. Oversee development and adherence to Job Fair procedures

5. Direct Team members – assigns responsibilities, tasks, and activities

6. Ensure provision of staff, time, resources, supplies, etc., as needed to organize and

conduct the Job Fair

7. Monitor all activities

8. Monitor Job Fair preparation and implementation timelines

9. Make corrective actions as needed

10. Motivates Job Fair Team

11. Call and coordinate meetings

12. Ensure Job Fair sponsorship

13. Report to the Directorate about the job fairs

C. MARKETING COORDINATOR

The Marketing and Sponsorship Coordinator is responsible for Job Fair promotion and public

relations, and for attaining sponsors. The tasks of the Marketing coordinator includes the

following:-

1. Develop detailed plans and timeline for assigned tasks and activities

2. Develop a plan to publicize the Job Fair via print and electronic media

3. Compose and prepare ads, announcements, flyers, brochures, posters, and

billboards Coordinate printing and distribution of ads, announcements, etc.

4. Procure radio and TV advertisement

5. Write press releases and arrange media coverage of Job Fair events

6. Identify and target potential corporate or company sponsors

7. Visit appropriate corporate executives to sell benefits of Job Fair sponsorship

8. Facilitate agreement on sponsorship details (e.g., appearance of corporate logos on

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printed media, corporate recognition in press coverage and radio / TV spots, etc.)

9. Attain agreements on terms of sponsorship (e.g., memorandums of understanding,

contracts, etc.)

THE IMPORTANCE OF MARKETING

Job Fair marketing is serious business. Marketing and promotion are necessary for strong

attendance. Good marketing tells employers and job seekers why they need to attend the

Job Fair and what’s in it for them. Employers and job seekers need to be convinced that

your Job Fair is worth attending. Job Fair goals and objectives play an important role in

marketing - if they’re clear the promotional campaign will be clear-cut. Here are some

common marketing methods:

- Advertisements

- Signs

- brochures

- Flyers

- e-mail blast

- fax distribution list

- mailing list

- networking

- partnerships with other organizations

- past participation

- press / media release

SPONSORSHIP BASICS

Sponsorships are in! Companies spend billions of dollars sponsoring all types of events

(including Job Fairs). Having sponsors is the best way to augment meager Job Fair

budgets. Sponsorships are a win-win opportunity – sponsors get exposure to targeted

audiences, and the job fair team gets additional resources to produce high-quality Job Fairs.

Sponsors should understand the Job Fair’s goals and should be approached from the

standpoint of creating a long-term partnership. Don’t approach them just because they

have something you want. Understand what they need from the relationship and then build

a sponsorship package. Personally contact sponsors and explain the tangible benefits of

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sponsorship.

Sponsorship exposure can include:

- recognition with Job Fair participants

- pre Job Fair mailings

- logo on items

- web site banner ads

- promotional materials

- ads, announcements

- job Fair registration kit

- signs

- media coverage

D. LOGISTICS AND STAFFING COORDINATOR

The Logistics and Staffing Coordinator is responsible for procuring the Job Fair venue;

providing equipment, supplies, staffing and management of the Job Fair. His tasks include:-


2. Acquire venue (e.g., community center, auditorium, plaza). Consider size

requirements, suitability for Job Fair set-up, public access and transport, parking,

etc.). Attain agreement on venue usage

3. Obtain necessary permits

4. Plan and diagram lay-out of venue (e.g., position and arrangement of booths, tables,

registration desk, workshop or presentation areas, signs, and decorations)

5. Develop plan for placement, set-up, and take-down of booths, tables, chairs, etc.

6. Make an emergency plan outlining procedures for fire, medical emergencies,

violence, and severe weather

7. Procure all supplies, equipment, and services (contract with vendors if necessary)

8. Coordinate Job Fair sign placement and set-up

9. Ensure adherence to Job Fair Schedule

10. Determine staffing - number and type (paid or volunteer) for the following Job Fair

Event Team

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E. EMPLOYER COORDINATOR

The Employer Coordinator is responsible for attracting and committing employers

(companies) to the Job Fair; providing guidelines for employer participation; and serving

participants’ needs before, during, and after the Job Fair. His tasks include:-


2. Develop plan to attract employers to the Job Fair

3. Draft letters and materials (e.g., registration packets) to solicit employer participation

4. Identify and target potential companies

5. Send letters and registration packets to targeted companies (or visit them

personally). Explain Job Fair details to promote benefits of participation

6. Attain commitments and agree on terms of participation (see box below for factors to

consider)

7. Assemble an Employer database (for use in subsequent Job Fairs)

8. Draft necessary documents and forms

9. Provide ongoing assistance to employer participants (e.g., help with vacancy

announcements, suggestions for booth decorations, ideas for giveaways, etc.)

10. Arrange and conduct employer orientation session prior to Job Fair

11. Provide and collect the Job Fair evaluation form

12. Take steps to ensure each employers’ satisfaction with the Job Fair

GUIDELINES FOR COMPANY PARTICIPATION IN JOB FAIRS

As a condition of participating in the Job Fairs, companies should agree to:

- send 1-3 recruiters or hiring supervisors to staff Job Fair booths

- actively recruit for existing or future vacancies at the Job Fair

- interview Job Fair attendees for job openings

- take job applications at the Job Fair

- reasonably decorate booths and provide company materials

- complete and submit the following Job Fair forms and reports:

1. Agreement to Job Fair Terms & Conditions Form

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2. Job Fair Registration Form (including company particulars and vacancy

Information for inclusion in the Job Fair packet)

3. Job Fair Activity Report (information and statistics regarding job seeker

Contacts , applications received, interviews, and job offers made at the Job

Fair)

4. Job Fair Evaluation Form

5. Follow-up reports (subsequent hiring from Job Fair, etc.)

F. SIGNAGE STAFF

The signage staff is responsible for creating Job Fair logo and theme-art;designing

brochures, posters, and banners, and promotional materials; and designing and fabricating

Job Fair signs.

The Job Fair Organizing Team may well decide to contract this function to an outside person

or agency.The tasks of the signage staff includes :-

1. Develop detailed plans and timeline for assigned tasks and activities.

2. Create a logo or symbol that lends itself to the theme of the Job Fair.

3. Design and produce Job Fair flyers, posters, ads, promotional materials, signs,

banners, etc. (in consultation with other members of the Job Fair Organizing Team)

4. Oversee printing of posters, brochures, signs, etc.

5. Advise Logistics Coordinator on sign placement and set-up.

THE IMPORTANCE OF SIGNS AT THE JOB FAIR

Signs are important to direct Job Fair attendees and to provide information. Signs, posters,

and banners also give the Job Fair a professional appearance and manner. Well before the

Job Fair, decide what signs you need, their style, their size, and approximately how many.

Here are some things to consider:

- All signs should be uniform, showing the Job Fair logo, denoting the Job Fair

theme, using uniform fonts, format, and colors

- Make directional signs, showing the way to areas of the Job Fair, directions to the

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toilets, etc.

- Determine how you’ll display the signs – with easels, taped or tacked to walls or

Partitions

- Don’t forget tools and equipment needed to hang signs – stool, step ladder, tacks,

hammer, tape

- Make signs to acknowledge sponsors and contributors

- Make sure signs are large enough and are high enough to be seen

Allocate a large part of the sign budget for the registration sign or banner. This sign is

important because it’s the first sign participants see in the Job Fair and will convey an

important first impression about the professionalism of the Fair.

G. ADMINISTRATIVE STAFF

The administrative staff is responsible for providing general clerical functions and for

assisting all other members of the job fair team. His tasks include:-

1. Word process letters, forms, reports, and other papers

2. Organize and maintain all hard and electronic documents

3. Assist in procuring Job Fair supplies, equipment, and services

4. Take notes of ongoing activities pertaining to Job Fair organization and

implementation.

5. Track and revise schedules

6. Assist all Team members with clerical and logistical needs

7. File documents and or store materials for the next Job Fair (budgets, forms, letters,

lists, memos, signs, posters, templates, press releases, advertising & promotion

materials, planning and meeting notes, schedules, timelines, reports, evaluations,

supplies, equipment, etc.)

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ACTIVITIES FOR THE JOB FAIR

BEFORE THE JOB FAIR

- Send special invitations to institutions and individuals with interests in employment

- and workforce issues (e.g., unions, local government, schools, persons with special

needs, banks, etc.)

- Gather the employers who will participate to prepare for job fair, provide

instructions,

map of booths highlight their placement in the job fair, discussion expectations,

answer questions, prepare them for gathering critical data using forms.

- Optional, but a best practice, host a seminar for employers to address contemporary

labour and job topics (e.g., hiring employees, retraining employees, labour laws,

motivating, rewarding and recognizing employees)

- Offer workshops to screened job seekers on Job Fair preparation

- Inspect, clean, and prepare the venue

- Fine-tune placement and locations of booths and tables

- Designate locations away from the Job Fair noise and activity where employers can

conduct interviews

- Determine exact sign locations

- Determine strategic locations to place Job Fair staff

- Prepare name tags for Job Fair event staff

- Make sure the staff knows what to do (e.g., greet job seekers and employers and

provide directions; circulate around the room to assist attendees with questions)

- Post vacancy announcements at accessible locations and arranged so that

participants can quickly locate the type jobs they are seeking

DURING THE FAIR

- Place volunteers at all entrances to greet participants and, when practical, to escort

them to the particular employers and to randomly select and pass out evaluation

44

forms to attendees during the fair.

- Have representatives present for special interest groups, such as older workers,

veterans, youth, persons with disabilities, etc.

- Periodically, offer snacks for employers who cannot get away

from their booths.

- Take pictures or video of the Job Fair to use in subsequent promotional materials or

job seeker training.

AFTER THE JOB FAIR

- Evaluate the Job Fair using evaluation forms and personal dialogues—be sure to

include forms from the randomly selected participants.

- Gather the employers within 10 days after the fair to collect their data, to disucss

their

experience, and to hear their suggestions for improvements.

- Summarize results from employers, participant evaluation forms, review and provide

summarized comments to headquarter.

- Incorporate suggestions into the next Job Fair. Endeavor to improve each Job Fair!

- File documents and or store materials for the next Job Fair (budgets, forms, letters,

lists, memos, signs, posters, templates, press releases, advertising & promotion

materials, planning and meeting notes, schedules, timelines, reports, evaluations,

supplies, equipment, etc.)

45

ANNEXURE: A

Questionnaire For Beneficiaries

1. Name :-

2. Address:-

3. Age:- a. 18-21 b. 22-25 c. 26-30 d. 31-35 e. More than 35

4. Gender:-

Male Female

5. Educational Qualification:- a) Below 10th b) 10th c) 12th d) Graduate e) Post Graduate f) Illiterate

6. Do you have any technical qualification (for example Engineering or ITI or Diploma or

computer knowledge) ? Yes No

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7. Do you know how to use emails and internet? Yes No

8. Do you have a mobile connection? Yes No

9. What is your Annual Family Income?

a. Less than 1 lakh b. 1-2 lakh c. 2-3lakh d. More than 3 lakh

10. Are you aware of the job fair scheme launched by government? Yes No

11. Have you visited any employment exchange office? Yes No

12. What is the reason for your visit to the employment exchange? a) Pungeon b) For career counselling c) To enquire about job fairs d) For post job fair enquiry e) Personal reasons

13. Name of the employment office to which you belong.

14. Distance of the employment exchange from your stay?(State in kilometres)

47

15. Number of people in your acquaintance who got jobs through employment exchange.

16. How many job fairs you have attended? a) 1 b) 2 c) 3 d) 4 e) 5 f) More than 5

17. How did you come to know about the job fairs you have attended? a) Newspaper Advertisement b) Posters c) Letter from the employment office d) From friends e) Call from the employment office f) Advertisement in television g) Pamphlets

18. Did you get any job in the job fairs you have attended?(State the number of jobs you got)

19. Did you join any job that you got through the job fairs? Yes No

20. Reason for not joining the job that you got through job fair (If NO in question 16)? a) Bad working condition b) Low salary c) Did not get job in the native place d) Family problems e) Got better opportunity elsewhere f) Interest in higher education

48

21. Are you interested in working outside your hometown? Yes No

22. Do you have any previous work experience? Yes No

23. How many years of work experience you have ? a) Less than 1 year b) 1-2 years c) 2-3 years d) More than 3 years

24. Why did you leave your previous job (if having work experience)?

a) Bad working conditions b) Low salary c) Internal Politics d) Family problems e) Health problems f) Higher education

25. Have you been contacted by the Employment office before any job fair? Yes No

26. How the employment office contacted you before job fairs? a) Over telephone b) Through letter c) Through emails d) Through SMS

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27. Have you been contacted by the Employment office after the job fair ? Yes No

28. How the employment office contacted you after the job fairs? a) Over telephone b) Through letters c) Emails d) SMS

29. How do you rate the efficiency of the staff in the employment office?(1 being the lowest to 5 being the highest)

30. How do you rate the cooperativeness of the staff in the employment office?(1 being the lowest – 5 being the highest)

31. Did you get any pre-placement training before attending any job fairs? Yes No

32. For how long you prepared before a job fair? a) Less than 1 month b) 1-2 months c) 2-3 months d) More than 3 months

33. How do you rate the overall effectiveness of the Job Fairs you have attended? a) Highly effective b) Moderately effective c) Less effective d) Not effective at all

34. Suggest any improvement in Job fairs.

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35. Are you interested in higher education? 36. Rate the following parameters that you think are necessary for the job fairs to be

effective (1 being the least important and 5 being the most important)

1 2 3 4 5 Cooperation of the department staff

Efficiency of the dept. Staff

Distance of the job fair from your home

Prior information about the job fair


Salary Working Condition

Post job fair Support

37. Rate the following parameters that you think are necessary so that job fair scheme can reach out to more number of people.(1 being the least important – 5 being the most important ).

1 2 3 4 5 Technical knowledge of the dept. Staff

Efficiency Of the Dept. Staff

Promotion of the job fair

Location of the District employment

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office Segmentation Of Job Seekers

52

ANNEXURE: B(List Of Websites & Directories To Get Company

Information)

1. ASSOCHAM Business Directory 2. Directory On

Construction And Real Estate Industry 3. Directory on

HEALTHCARE & MEDICAL EQUIPMENT (All segments of the healthcare industry - pharmaceuticals, hospitals, healthcare services like diagnostics, laboratories, medical / surgical equipments and health insurance services have been covered in the directory)

4. Directory Travel Tourism & Hospitality Industry (The Directory contains names, addresses, telephone, fax, E-mail, Nature of Business and Cities of Operation of the Travel Agents, Tour Operators, Hotels, Restaurants etc)

5. http://ecosystem.pluggd.in/index.php/indian-startup-directory- this website gives details of startup industries in India

6. http://desistartups.wordpress.com/indian-startups-list-desistartups-prabhu/

7. http://indianwebstartups.com/Index.aspx 8. http://numsum.com/spreadsheet/show

9. http://www.surfindia.com/madhya-pradesh

10. http://www.tradeindia.com

11. http://www.indiamart.com

12. http://www.altaindia.com/madhyapradesh-companies.php 13. http://envfor.nic.in/cpcb/17cat/mpcat.htm 14. http://www.companysites.info/regions/in/1748/madhyapradesh 15. http://www.ratlam.nic.in/industries.htm

16. http://www.disabilityindia.org/selfEmployment.cfm - list of

employment exchanges for physically handicapped people

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References

1. Job Fair Statistics from Directorate Of Industries from

01/04/2009 till 31/03/2010

2. Job Fair Scheme synopsis by Mr. Manoj Agnihotri

3. Organization chart from Dept. Of Industries & Commerce

4. http:/ / www. ehow.com/how_4923113_conduct_job_fair.html

Documents

STUDY OF JOB FAIRS BY THE DEPARTMENT OF ... - Madhya Pradesh scheme/Final_Report-_job_Fair... · 3 EXECUTIVE SUMMARY This research project was aimed at studying the job fair scheme