Project report on

Submitted to: Submitted by:Mr. Anoop R Ohri Ankush Singla

Harshul singlaAshima guptaMonika RawatKanika Dhawan

Are you still living in the old age where people used TV, radioand print to build their brand?

Well, its time to wake up to the revolutionary concept.

A new medium, which will take you beyond TV, radio and print.When it comes to recruitment branding, you need to be verycareful and confident of the medium used.

Introducing 'Naukri .COM' a whole new platform to promoteyour brand and attract job seekers at the same time........

JOB PORTAL….

JOB PORTAL

A website considered as an entry point to other websites, often by being or providing access to a search engine.

A medium which helps bring employers and job seekers together

CASE STUDY…..

Transition in Recruitment• In past time, we used to hire employees purely through print media i.e.

by giving advertisement on recruitment by various companies in newspapers or magazines or classifieds. But this was very slow process and costly too.

• Also the jobs were published once or twice a week and most of the times many of the talented and skilled persons were not able to read or get through the recruitment process.

• But in the present scenario, the recruitment is done more online and dependency upon print media is reduced to a limit.

• This process of recruitment is also a fast, cheap and also the advertisement remain for whole time i.e. anytime and on any date we can check the details of the ad.

According to recent survey,

DEPENDENCY -Job portals received bulk of their businessfrom the IT sector. But in recent times, it is changing .

In present its dependency is based more on Flex Ind., LGelectronic, Gold Star enterprises, FMCG companies etc….

LEVEL OF HIRING- Three years ago, this medium waslooked at only for and by junior level employees, fresherand middle level management But now, witnessing somespillover with the demand for top level executives as well…

JOB SITES DESCRIPTION- Right person on right job.

Advantages of electronic media over print media

• An advertisement in print stays for 1 day ,whereas innaukri .com it gives its visibility for 1 month or more.

• In print media the target audience is not specified forparticular position or industry ,whereas in naukri.comaudience is categorized acc..to the location nexperience.

• Print media is more expensive then electronic media.

Branding:

In print media we can’t provide much information aboutthe company description , that may be required byviewer to see, whereas in Naukri.com there is noproblem of provision the same.

The print media has a regional reach whereasnaukri.com has a national reach.

Print media has a week long activity thus wasting muchof the time in fulfilling the urgent requirements,whereas naukri.com takes 45 min to start trickling inonce the position has been opened.

NAUKRI.COM ESTABLISHMENT OF NAUKRI.COM-Mr. Sanjeev

Bikhchandani ,CEO , Info Edge INDIA better known asfounder of his website Naukri.com.

Sanjeev noticed that marketing executives whoused to sit in an open hall would take the copy of‘Business India’ and read the appointments sectionfirst.

It was on his visit to IT Asia Expo in Pragati maidanin Delhi in Oct 1996 from where he became aware ofthe World Wide Web. The Naukri.com site was set upin march 1997.

COMPETETION-

Print Media- Paid advertisements in general andbusiness interest newspapers and magazinesdominate.

Newspapers- The Times of India and HindustanTimes have an employment supplement on theweekdays for govt. related jobs are outlets like locallanguage newspapers.

Other Job Site Competitors

Monster.com

Jobsahead.com

Jobstreet.com……etc

48%

30%

9%

4%

9%

Market Share

naukri.com

jobsahead

jobstreet

monsterindia

others

Traffic shares of Naukri.com vs others

THREATS

As of naukri.com is No.1 site but, the world leader in jobportals like Monster.com has started off with aggressiveadvertising campaigns.

TIMES OF INDIA group has launched a jobsite and it hasemerged as one of the leading job portals in the country

Giving competition to job websites , our India’s major ITcompanies like Infosys, Genpact, Wipro….etc and theindustries from other sectors like Reliance, Hll….etc havea link to careers in their organizations which does theneedfull for their respective companies.

The other interesting possibility is the emergence ofregional language job portals.

Overcrowding.

Same jobs on the different portal.

Substitute to naukri.com

-Job consultants are also posing threat . Portal businessis transaction based and consultancy is relationshipbased .

-Print media

Questions related to our case study????

Question 1 :- What should Sanjeev Bikhchandani do tomotivate recruiters to move from Print to Onlinerecruitment???

Question 2 :- How should naukri.com ensure that itremains the most preferred portal both with jobseekers as well as job recruiters???

What should Sanjeev Bikhchandani do to motivate recruiters to move from Print to Online recruitment?

Print recruitment is more costly than the onlinerecruitment.

Print Media is time bound means not available for allthe days of the week. So, there could be probability ofmissing the efficient employee.

Through Print media anybody can come for theinterview but in the case of Online media top levelmgt. can read the resumes and short list the eligibleones.

We have larger database.

RECOMMENDATIONS Considering the increased competition, the question

that comes naturally is whether naukri.com should

be worried. Not quite, if it continues to focus on job

seekers by offering services that match their needs.

Another major issue is how to take care of the

recruiters for they provide the revenue. It is interesting

to note that it seems important to have strategic focus

on job seekers while the revenues come from the recruiters.

Building relationship with clients—the recruiters—

through an understanding of their specific needs would beimportant.

Specific initiatives should be taken on salesforce

compensation and assessment of its future scenari0.

Also they should devote enough time and energy todesign advertisement for the advertised positions.

They should also provide access to there site indifferent regional languages.

Facts and Figures In 1997-98, the annual turnover was about 2.35 lac

which increased to 18 lakh in 1999-2000 and next yearIt turned to 36 lac. Its growth increased exponentiallyand its annual turnover 5,702.8 lac in 2008-2009.

Its growth rate as of in 2008-09 was 2.8%.

As of in 2009, total members registered were 17 millionand 70,000 live jobs were there. At that time 34000corporate recruiters were there in collaboration withnaukri.com.

Per day resumes posted were approximate about 14000i.e. daily these much of candidates registered daily.

THANK YOU!!!