LEARNING FROM OTHERS

(18/06/03)

Kartavya – Abhi – Inder – Nagwekar

for brainstorming & filling in second column on p/1 thru p/5

Enclosed Article: Slowdown @ jobs.com (Business Standard: 17-06-03)

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Useful Info:

• There are around 50 job portals in India & they get approx. 2% of the recruiting business between top 4/5 portals.
• 70% of vacancies posted on Indian job sites are posted by Placement Consultants, on behalf of their clients.
• JobsAhead has increased its salesforce from 4 to 22 in four metros in 3 years.
• Naukri has expanded its sales team to 120 in 12 cities in 5 years.
• At JobsAhead, classic product like a database search is priced at about Rs. 2 lakhs. It offers a whole basket of services for Rs. 5 lakhs to Rs. 6 lakhs, the contract period for which is usually one year.

• A company would have to shell out at least Rs. 30 lakh to Rs. 40 lakh to post a single vacancy in a newspaper.

(This seems very high to me! – HCP)

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Table: Job Portal Turnover (Rs. Crores)

Job Portal	1999-2000	2001-02	2002-03	Next Year
Naukri (Launched in 1997)	0.92	—	10.0	20.0
JobsAhead (Launched in 2000)	—	4.0	10.0	?

(signed, dated 18/06/03)

Points To Be Noted	How can we learn from this lesson? / What does RecruitGuru address here?

A high hit-rate is important for high-profile companies that tend to attract many applications.

[blank in original]

HR managers prefer hiring placement agencies, who in turn refer to the databases offered by the job-portals.

[blank in original]

Placement consultants employ people-skills to identify suitable candidates.

[blank in original]

 

Points To Be Noted	What can we learn from this? / Does RecruitGuru address this issue?
Software suffers limitations in terms of gauging:

• Leadership
• Communication skills
• Other intangibles
• Cultural fit (with client) | [blank in original]
  “If job-portals offer personalised services similar to placement agencies, HR professionals will consider this channel seriously.”
  — Visty Banaji, Exec. Director (Corp. HR), Godrej Industries | [blank in original]

·         Points To Be Noted	What can we learn from this? Does RecruitGuru address this issue?

A Senior Manager would fear confidentiality issues and normally shy away from posting his/her resume online.

[blank in original]

In most cases, software used by job portals is developed by IT professionals who may have little knowledge of what HR professionals really need.

[blank in original]

Even if companies do buy databases directly from job portals, they are not swearing loyalty to any one portal. Typically, a company buys databases from two or three portals.

[blank in original]

 

Points To Be Noted	What lesson can we learn from this? Does RecruitGuru address this issue?
But then, each jobseeker (for whom registration is free), would have registered on at least two portals. So companies or consultants spend more time in sieving the duplicated resumes from the hired portals.	[blank in original]
“Resumes coming from portals is a headache.” To tackle this problem, we developed a web-based knowledge management tool, called SYMPHONY, which becomes a common record-holder for all parties – company, consultants & portals.
( Bhaskar / JobsAhead: “Integration from all sources prevents information loss” )	[blank in original]

 

Points To Be Noted	What lesson can we learn from this? Does RecruitGuru address this issue?
“The portals need to specialize & offer services rather than just products.” (Mahajan of Hunt Partners)	[blank in original]
“The future of job-portals will depend upon the acceptance and adoption time that clients will take.” (Tadanki, Monster India)	[blank in original]