A STUDY ON THE EFFECTIVENESS OF JOB PORTALS: TIMES GROUP (NO OF PAGES: 90)

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Description

Chapter-1

EXECUTVE SUMMARY

Chapter-2

       INTRODUCTION OF PROJECT

Chapter-3

OBJECTIVE OF PROJECT

Chapter-4

SOURCES OF RECRUITMENT

Chapter-5

INDUSTRY PROFILE

Chapter-6

LITERATURE REVIEW

Chapter-7

RESEARCH METHODOLOGY

Chapter-8

E-RECRUITMENT SYSTEM

Chapter-9

ONLINE DATABASE ACCESS

Chapter-10

COMPARATIVE ANALYSIS

Chapter-11

CONCLUSION

Chapter-12

RECOMMENDATIONS

Chapter-13

LIMITATIONS OF THE STUDY

 

Chapter-14

BIBLIOGRAPHY

Chapter-15

ANNEXURE

Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organisation are a vital resource and can be a core competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organisation.

 

In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organisations for a competitive, motivated and flexible human resource that can help achieve its objectives.

In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly.

 

A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.

“Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry.

The back end infrastructure at sites like careermosaicindia.com and jobcurry.com weed out junk resumes on a daily basis. Good but incomplete resumes are updated by interacting with the job seekers via e- mail. As employers post jobs on the site, they should give an accurate description of their requirements. Search engines of sites like careeermosaicindia.com and jobcurry.com ensure that only those resumes that match the specifications will be displayed.

The shortage of skilled IT professionals with the need for quick deployment of projects and the anonymity offered by the web are major factors that have contributed to the growing popularity of web-based recruitment. Modern day professionals have dismissed the postal service as `snail mail’ and do not have the time to depend on the transactions carried out through this mode of communication.

A job seeker’s resume is their identity on the web site. Similarly, employers post their job requirements on the web site. Resumes and jobs are matched using basic criteria like skill sets and job location. Once candidates post their resume, they can run a search and view jobs that match their profile.

 

Employees that are looking for jobs are now using the services offered through online recruitment. Before they sign up for their services, they’ve had to learn the definition of online recruitment so they could get full use of their benefits. The definition of online recruitment falls in two categories.

 

Some vacancies are purely extensions to ‘old media’ printed advertisements so that ‘online’ is merely an alternative communication medium, while other vacancies are only found online with no printed equivalent.

 

 

If the company is getting the value for its money it will definitely buy a job portal as the recruitment needs are ever lasting. Every now & then company would have a recruitment need and if it go for print Ads it is far more expensive with only a single day shelf life. That is why companies now a days prefer job portals and if a job portal’s services are also cost efficient it wiil even add to the value for the company.

 

While taking the service of a particular job portal the companies also consider its presence or mainly its reputation in the market. So if a company if there in the industry for more than 10 years, then definitely its presence would be far more than the new entrants. It will have more visibility in the market so if at any point of time a company thinks of buying a job portal then that portal’s name would be the first to click its mind.

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