Naukri.com was founded in 1997 by Sanjeev Bikhchandani as India's first online job portal. It quickly grew to become the largest such site in India, achieving a 50% market share by utilizing a sales force, advertising, and initial lack of competition to gain mindshare. While facing competitors like Jobsahead and MonsterIndia, Naukri remained the dominant player in India's growing online recruitment market.
Sanjeev Bikhchandani started Naukri.com in 1997 with the idea of creating an online platform to collate all job advertisements in one place after observing that people had no centralized source for finding jobs. He grew the business from an initial 1000 jobs posted to becoming India's largest job site, facing challenges like lack of capital and internet access in its early days. Key lessons learned included persistence, taking a contrarian approach, putting customers first, and surrounding oneself with great people.
This document summarizes the career and success story of Sanjeev Bhikhchandani, the co-founder and CEO of Info Edge (India) Pvt. Ltd, which owns the job search website Naukri.com. It describes how Bhikhchandani had the idea to start Naukri.com in 1996 to provide a centralized online platform for job listings. With help from friends and family, he launched Naukri.com in 1997. Though initial growth was slow, the website gained popularity. It has since become India's largest online job search company.
Naukri.com is India's largest online job site, founded in 1997. It allows job seekers to post resumes for free and charges recruiters fees to post job listings. It has become the most popular recruitment platform in India with over 5.5 million registered users. Naukri.com motivates recruiters to use its online services by providing an easy way to access many candidates, reduce hiring cycles, and get notifications of matching candidates. To remain the preferred portal, it keeps job searches confidential and reaches thousands of recruiters to match candidates to opportunities.
The document summarizes Naukri.com as India's largest online job site. It highlights that Naukri.com has the largest resume database in India with over 70 lakh resumes, receives over 120 million page views per month, and has a presence in 35 offices across India, USA, and UAE. It also discusses Naukri.com's leadership position in India's online recruitment market based on traffic and reach metrics from Alexa.
This document summarizes the history and operations of Naukri.com, India's largest online job portal founded in 1997. It details how Naukri.com helped transition recruitment from traditional to online methods, now serving over 5.5 million registered users. The document also examines problems faced like competition and identifying qualified candidates, and provides solutions like customized services for both job seekers and recruiters to remain the preferred portal.
- Sanjeev Bhikchandani is the CEO and co-founder of Info Edge (India) Ltd., which operates various internet platforms including Naukri.com, the leading job search website in India.
- He came up with the idea for an online job search platform after noticing the popularity of newspaper classifieds sections, and launched Naukri.com in 1997 after learning about the internet.
- Over the past 20+ years, he has scaled the business significantly through strategic funding rounds, expanding operations across India, building additional platforms, and leading an IPO in 2006 - making Info Edge one of the earliest Indian internet companies to go public.
Naukri.com is India's largest online job site, launched in 1997. It has over 4.5 million registered users and advertises over 75,000 jobs. Naukri.com generates revenue from advertisements, resume services like resume development and display, and fees paid by recruiter customers. It aims to simplify and streamline the recruitment process for both job seekers and employers.
Sanjeev Bikhchandani co-founded Info Edge (India) Ltd. in 1990 and served as its CEO until 2010. He established Naukri.com, India's largest job search website, in 1997. Naukri.com has over 150 million page views per month and 200,000 active job listings. It has strong brand recognition in India as the leading online job search platform and is known for its positive work culture. However, high employee attrition and lack of employer branding on the site pose challenges, and increasing internet usage and broadband access may allow new competitors to enter the market.
Sanjeev Bikhchandani started Naukri.com in 1997 with the idea of creating an online platform to collate all job advertisements in one place after observing that people had no centralized source for finding jobs. He grew the business from an initial 1000 jobs posted to becoming India's largest job site, facing challenges like lack of capital and internet access in its early days. Key lessons learned included persistence, taking a contrarian approach, putting customers first, and surrounding oneself with great people.
This document summarizes the career and success story of Sanjeev Bhikhchandani, the co-founder and CEO of Info Edge (India) Pvt. Ltd, which owns the job search website Naukri.com. It describes how Bhikhchandani had the idea to start Naukri.com in 1996 to provide a centralized online platform for job listings. With help from friends and family, he launched Naukri.com in 1997. Though initial growth was slow, the website gained popularity. It has since become India's largest online job search company.
Naukri.com is India's largest online job site, founded in 1997. It allows job seekers to post resumes for free and charges recruiters fees to post job listings. It has become the most popular recruitment platform in India with over 5.5 million registered users. Naukri.com motivates recruiters to use its online services by providing an easy way to access many candidates, reduce hiring cycles, and get notifications of matching candidates. To remain the preferred portal, it keeps job searches confidential and reaches thousands of recruiters to match candidates to opportunities.
The document summarizes Naukri.com as India's largest online job site. It highlights that Naukri.com has the largest resume database in India with over 70 lakh resumes, receives over 120 million page views per month, and has a presence in 35 offices across India, USA, and UAE. It also discusses Naukri.com's leadership position in India's online recruitment market based on traffic and reach metrics from Alexa.
This document summarizes the history and operations of Naukri.com, India's largest online job portal founded in 1997. It details how Naukri.com helped transition recruitment from traditional to online methods, now serving over 5.5 million registered users. The document also examines problems faced like competition and identifying qualified candidates, and provides solutions like customized services for both job seekers and recruiters to remain the preferred portal.
- Sanjeev Bhikchandani is the CEO and co-founder of Info Edge (India) Ltd., which operates various internet platforms including Naukri.com, the leading job search website in India.
- He came up with the idea for an online job search platform after noticing the popularity of newspaper classifieds sections, and launched Naukri.com in 1997 after learning about the internet.
- Over the past 20+ years, he has scaled the business significantly through strategic funding rounds, expanding operations across India, building additional platforms, and leading an IPO in 2006 - making Info Edge one of the earliest Indian internet companies to go public.
Naukri.com is India's largest online job site, launched in 1997. It has over 4.5 million registered users and advertises over 75,000 jobs. Naukri.com generates revenue from advertisements, resume services like resume development and display, and fees paid by recruiter customers. It aims to simplify and streamline the recruitment process for both job seekers and employers.
Sanjeev Bikhchandani co-founded Info Edge (India) Ltd. in 1990 and served as its CEO until 2010. He established Naukri.com, India's largest job search website, in 1997. Naukri.com has over 150 million page views per month and 200,000 active job listings. It has strong brand recognition in India as the leading online job search platform and is known for its positive work culture. However, high employee attrition and lack of employer branding on the site pose challenges, and increasing internet usage and broadband access may allow new competitors to enter the market.
Naukri.com is India's largest online job site, founded in 1997. It allows job seekers to post resumes for free and charges recruiters fees to post jobs. It has over 5.5 million registered users and connects job seekers to recruiters. To remain the preferred portal, it needs to keep job searches confidential and provide personalized job alerts to both job seekers and recruiters. It also faces threats from increasing competition from other online job sites and recruitment consultancies developing their own portals.
This document analyzes the job portal Shine.com, which was launched in 2008 by HT Media and developed by Redmatch. It lists features that Shine can and cannot implement, such as allowing users to apply without registering or including a resume updating option. The document also examines Shine's competitors like Naukri.com and MonsterIndia.com. Finally, it reviews Shine's AdWords accounts and search engine marketing strategies, noting high cost per action campaigns and the potential to use sitelinks, AB testing, and dynamic adcopy.
Naukri.com is a job portal that was established in 1997 as an alternative to recruitment through print media like newspapers. It allows employers to post job listings and job seekers to search for jobs online. Naukri.com has become the leading job portal in India, capturing 48% of the market. However, it faces threats from increasing competition from other job portals and the emergence of in-house recruiting by major companies. To maintain its leading position, Naukri.com needs to focus on meeting the needs of both job seekers and recruiters through strategic initiatives around sales, client relationships, and regional expansion.
The document discusses recruitment and selection processes at CH Institute of Management & Communication. It describes the institute's departments and career opportunities. It then discusses the selection process, including preliminary interviews, employment interviews, reference checks, and job offers. It also addresses challenges in recruitment and selection like talent shortages. Common recruitment sources and advertising mediums are identified. The recruitment plan and stages in the selection process are outlined. Suggestions are provided for performance appraisal and improving the fire process. Various appraisal methods like checklists, rating scales, and rankings are defined.
The document discusses four key factors of leadership: the leader, followers, communication, and the situation. It then provides a biography of Sanjeev Bikhchandani, an early internet entrepreneur in India who founded Info Edge, which operates popular websites like Naukri.com, Jeevansathi.com, and 99acres.com. It outlines his educational background, career history, and lessons learned about focus, vision, motivation, and avoiding ego as an entrepreneur.
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
The document provides information about Human Resource practices at Infosys. It discusses Infosys' sector information, company introduction, HR policies, functions, sourcing strategy, recruitment and selection process, and performance management systems. The recruitment and selection process involves defining the recruitment opportunity, advertising the opportunity, and selecting candidates through a combination of interviews, presentations, testing and group exercises. Performance is managed through methods like 360 degree feedback and a system called ICount that focuses on individual performance and continuous feedback.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
When an organization creates a new industry and starts its business it enjoys the advantage of being the first mover. Slowly and steadily the business grows along with the market and thus leading to overall development of the industry. www.unitedworld.edu.in
This document provides information about Dainik Bhaskar Group's summer internship project on market analysis, regional branding, and pre-launch promotional activities in Ahmedabad, India. It includes details about the internship report such as the enrollment number, college, and supervisor. It also includes sections on the declaration, acknowledgements, preface, executive summary, table of contents, and an introduction to the topic. The objective of the project was to study the market and help with the launch of Dainik Bhaskar's new English newspaper, DNA, in Ahmedabad.
Analysis of recruitment and selection processNeethu yadav
The document summarizes the intern's work analyzing recruitment and selection processes for 3 IT clients at RS HR Team Solutions Pvt Ltd. During the internship, the author observed various HR practices, interacted with the HR head to understand processes, sourced and screened candidates, and observed recruitment interviews. The objective of the project was to analyze HR practices and provide recommendations to improve effectiveness and organizational performance.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
Info Edge (India) Limited is an Indian internet company founded in 1995 that owns and operates various online businesses including Naukri.com, Jeevansathi.com, 99acres.com, and Shiksha.com. Shiksha.com is an education classifieds marketplace that connects education seekers with providers. It has 25,000 institutes listed across India and abroad and receives 3.5 million monthly page views. The sales department of Shiksha.com's Chennai office is headed by a Senior Zonal Manager and focuses on achieving sales targets through marketing on television and online channels.
99acres.com is an Indian real estate database website that was acquired in 2005. It has experienced rapid growth of 400% and receives 50,000 daily users. 99acres earns revenue from property listings and marketing for builders/brokers. A SWOT analysis found its strengths are services and user friendliness while limitations include less promotion and innovation. Competition includes Magicbricks and Commonfloor.
Recruitment @icici prudential life insuranceShivani Singh
The document discusses ICICI Prudential Life Insurance Company, including its objectives, components of the recruitment process, and company profiles.
[1] ICICI Prudential Life Insurance is a joint venture between ICICI Bank and Prudential plc to provide leading-edge life insurance solutions in India.
[2] The document outlines the recruitment process components - recruitment and selection, training and development, performance appraisal, pay and rewards, and labor relations.
[3] ICICI Bank and Prudential plc bring strong brands in financial services with ICICI Bank owning 74% stake and Prudential plc owning 26% in ICICI Prudential Life Insurance.
This document discusses online recruitment and compares two popular job portals, Naukri.com and LinkedIn. It outlines factors to consider in online recruitment like reaching target audiences and organizational fit. Online recruitment techniques include e-recruitment, cyber-recruitment, and internet recruiting. The document provides details on the revenues and user statistics of Naukri.com, a leading Indian job portal founded in 1997, and LinkedIn, a global career networking site founded in 1994 with a large market share worldwide.
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
Headhunters is an executive search and recruitment firm established in 2004 with 11 years of experience. They specialize in recruiting middle and senior level candidates across various industries for well-known companies. The firm has a vast network and sources candidates through different mechanisms before screening and interviewing them. They aim to provide end-to-end recruitment solutions and ensure quality hires by understanding client needs. The management has extensive experience in business and HR, and the firm has recruited for many leadership roles across sectors in India and abroad.
Tata Consultancy Services has a rigorous recruitment and selection process across four levels - work force, frontline, middle management, and top management. For the workforce level, candidates apply online or via ads and undergo written and technical interviews. For frontline level, internal candidates are evaluated on performance while external candidates face additional assessments like group discussions. The middle management level involves fast-track programs and technical interviews for internal promotions or external hires. The top management level does not recruit externally and involves interviews and presentations for selection.
US Specialty manufactures athletic field marking paints, paint striping machines, athletic field accessories, traffic paints, marking paints, industrial coatings, protective coatings, specialty custom coatings, architectural paints, floor waxes and janitorial products. They’re serving customers all over the world since its establishment in 1995. Founded on the strength of technical knowledge and expertise in the Chemical industry, especially in paints and coatings, USSC continues to thrive and grow and is proud of its accomplishments as a formulator and manufacturer of its own cutting-edge coating products.
visit on http://usspecialtycoatings.com
Naukri.com is India's largest online job site, founded in 1997. It allows job seekers to post resumes for free and charges recruiters fees to post jobs. It has over 5.5 million registered users and connects job seekers to recruiters. To remain the preferred portal, it needs to keep job searches confidential and provide personalized job alerts to both job seekers and recruiters. It also faces threats from increasing competition from other online job sites and recruitment consultancies developing their own portals.
This document analyzes the job portal Shine.com, which was launched in 2008 by HT Media and developed by Redmatch. It lists features that Shine can and cannot implement, such as allowing users to apply without registering or including a resume updating option. The document also examines Shine's competitors like Naukri.com and MonsterIndia.com. Finally, it reviews Shine's AdWords accounts and search engine marketing strategies, noting high cost per action campaigns and the potential to use sitelinks, AB testing, and dynamic adcopy.
Naukri.com is a job portal that was established in 1997 as an alternative to recruitment through print media like newspapers. It allows employers to post job listings and job seekers to search for jobs online. Naukri.com has become the leading job portal in India, capturing 48% of the market. However, it faces threats from increasing competition from other job portals and the emergence of in-house recruiting by major companies. To maintain its leading position, Naukri.com needs to focus on meeting the needs of both job seekers and recruiters through strategic initiatives around sales, client relationships, and regional expansion.
The document discusses recruitment and selection processes at CH Institute of Management & Communication. It describes the institute's departments and career opportunities. It then discusses the selection process, including preliminary interviews, employment interviews, reference checks, and job offers. It also addresses challenges in recruitment and selection like talent shortages. Common recruitment sources and advertising mediums are identified. The recruitment plan and stages in the selection process are outlined. Suggestions are provided for performance appraisal and improving the fire process. Various appraisal methods like checklists, rating scales, and rankings are defined.
The document discusses four key factors of leadership: the leader, followers, communication, and the situation. It then provides a biography of Sanjeev Bikhchandani, an early internet entrepreneur in India who founded Info Edge, which operates popular websites like Naukri.com, Jeevansathi.com, and 99acres.com. It outlines his educational background, career history, and lessons learned about focus, vision, motivation, and avoiding ego as an entrepreneur.
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
The document provides information about Human Resource practices at Infosys. It discusses Infosys' sector information, company introduction, HR policies, functions, sourcing strategy, recruitment and selection process, and performance management systems. The recruitment and selection process involves defining the recruitment opportunity, advertising the opportunity, and selecting candidates through a combination of interviews, presentations, testing and group exercises. Performance is managed through methods like 360 degree feedback and a system called ICount that focuses on individual performance and continuous feedback.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
When an organization creates a new industry and starts its business it enjoys the advantage of being the first mover. Slowly and steadily the business grows along with the market and thus leading to overall development of the industry. www.unitedworld.edu.in
This document provides information about Dainik Bhaskar Group's summer internship project on market analysis, regional branding, and pre-launch promotional activities in Ahmedabad, India. It includes details about the internship report such as the enrollment number, college, and supervisor. It also includes sections on the declaration, acknowledgements, preface, executive summary, table of contents, and an introduction to the topic. The objective of the project was to study the market and help with the launch of Dainik Bhaskar's new English newspaper, DNA, in Ahmedabad.
Analysis of recruitment and selection processNeethu yadav
The document summarizes the intern's work analyzing recruitment and selection processes for 3 IT clients at RS HR Team Solutions Pvt Ltd. During the internship, the author observed various HR practices, interacted with the HR head to understand processes, sourced and screened candidates, and observed recruitment interviews. The objective of the project was to analyze HR practices and provide recommendations to improve effectiveness and organizational performance.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
Info Edge (India) Limited is an Indian internet company founded in 1995 that owns and operates various online businesses including Naukri.com, Jeevansathi.com, 99acres.com, and Shiksha.com. Shiksha.com is an education classifieds marketplace that connects education seekers with providers. It has 25,000 institutes listed across India and abroad and receives 3.5 million monthly page views. The sales department of Shiksha.com's Chennai office is headed by a Senior Zonal Manager and focuses on achieving sales targets through marketing on television and online channels.
99acres.com is an Indian real estate database website that was acquired in 2005. It has experienced rapid growth of 400% and receives 50,000 daily users. 99acres earns revenue from property listings and marketing for builders/brokers. A SWOT analysis found its strengths are services and user friendliness while limitations include less promotion and innovation. Competition includes Magicbricks and Commonfloor.
Recruitment @icici prudential life insuranceShivani Singh
The document discusses ICICI Prudential Life Insurance Company, including its objectives, components of the recruitment process, and company profiles.
[1] ICICI Prudential Life Insurance is a joint venture between ICICI Bank and Prudential plc to provide leading-edge life insurance solutions in India.
[2] The document outlines the recruitment process components - recruitment and selection, training and development, performance appraisal, pay and rewards, and labor relations.
[3] ICICI Bank and Prudential plc bring strong brands in financial services with ICICI Bank owning 74% stake and Prudential plc owning 26% in ICICI Prudential Life Insurance.
This document discusses online recruitment and compares two popular job portals, Naukri.com and LinkedIn. It outlines factors to consider in online recruitment like reaching target audiences and organizational fit. Online recruitment techniques include e-recruitment, cyber-recruitment, and internet recruiting. The document provides details on the revenues and user statistics of Naukri.com, a leading Indian job portal founded in 1997, and LinkedIn, a global career networking site founded in 1994 with a large market share worldwide.
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
Headhunters is an executive search and recruitment firm established in 2004 with 11 years of experience. They specialize in recruiting middle and senior level candidates across various industries for well-known companies. The firm has a vast network and sources candidates through different mechanisms before screening and interviewing them. They aim to provide end-to-end recruitment solutions and ensure quality hires by understanding client needs. The management has extensive experience in business and HR, and the firm has recruited for many leadership roles across sectors in India and abroad.
Tata Consultancy Services has a rigorous recruitment and selection process across four levels - work force, frontline, middle management, and top management. For the workforce level, candidates apply online or via ads and undergo written and technical interviews. For frontline level, internal candidates are evaluated on performance while external candidates face additional assessments like group discussions. The middle management level involves fast-track programs and technical interviews for internal promotions or external hires. The top management level does not recruit externally and involves interviews and presentations for selection.
US Specialty manufactures athletic field marking paints, paint striping machines, athletic field accessories, traffic paints, marking paints, industrial coatings, protective coatings, specialty custom coatings, architectural paints, floor waxes and janitorial products. They’re serving customers all over the world since its establishment in 1995. Founded on the strength of technical knowledge and expertise in the Chemical industry, especially in paints and coatings, USSC continues to thrive and grow and is proud of its accomplishments as a formulator and manufacturer of its own cutting-edge coating products.
visit on http://usspecialtycoatings.com
Public - Private and Hybrid Cloud Review 2017-03-20Thang Duong Bao
This document discusses public, private, and hybrid cloud models. It provides an overview of the different cloud types including physical servers, virtual servers, and cloud computing defined as using remote servers over the internet instead of local servers. The document also summarizes several reports on enterprise cloud strategies and challenges. It finds that while hybrid cloud is preferred, private cloud adoption fell. The top challenges for cloud computing are lack of expertise, security concerns, and cost management. The document also notes that Azure has increased its market penetration compared to AWS and Google. Finally, it discusses how trust in cloud computing is growing for both private and public models.
US Specialty manufactures athletic field marking paints, paint striping machines, athletic field accessories, traffic paints, marking paints, industrial coatings, protective coatings, specialty custom coatings, architectural paints, floor waxes and janitorial products. They’re serving customers all over the world since its establishment in 1995. Founded on the strength of technical knowledge and expertise in the Chemical industry, especially in paints and coatings, USSC continues to thrive and grow and is proud of its accomplishments as a formulator and manufacturer of its own cutting-edge coating products.
visit on http://usspecialtycoatings.com
Gagné distingue la motivación en un proceso constituido de expectativas, para inducir el aprendizaje. Identifica tres tipos de motivación: 1) Motivación basada en el refuerzo. 2) Procedente a la tarea. 3) Establecimiento de expectativas. El documento también lista materiales como hojas de color, papel china, listón, palillos, tijeras, resistol, pegamento, cinta adhesiva y gomitas que pueden ser usados para alguna actividad.
This document discusses pharmacokinetic models for drug absorption, including one-compartment models for both zero-order and first-order absorption following oral administration. It describes using plasma and urine drug concentration data to determine absorption rate constants and models for single and multiple dose administration. The document is a lecture on pharmacokinetic principles of drug absorption from Dr. Basavaraj Nanjwade of Omer Al-Mukhtar University in Libya.
A Jonathan Livingston Seagull Lives Within UsThe Enablers
1. Jonathan Seagull was an extraordinary seagull who broke conventions by focusing on flight skills instead of eating. He was ostracized for his different approach but continued practicing to improve.
2. Jon transcended to higher levels of learning and wisdom by finding mentors to teach him. He sought to constantly learn, unlearn, and relearn.
3. After mastering advanced flight techniques, Jon shared his wisdom with other seagulls, teaching them that their limits are self-imposed and they can achieve more with passion and practice. He ignited leadership in others.
Imaging abdomen trauma renal part 5 Dr Ahmed EsawyAHMED ESAWY
Renal trauma can occur in 8-10% of patients with abdominal injuries, with blunt trauma being more common than penetrating injuries. CT imaging is important for evaluating renal trauma and detecting injuries such as hematomas, lacerations, and arterial extravasation. Renal injuries are classified into 5 grades based on the severity of the laceration and whether it involves the renal cortex, medulla, or collecting system. Active bleeding appears as areas of high attenuation on contrast-enhanced CT scans.
mLEVEL - Gamification in learning - Manu Melwin Joymanumelwin
mLevel is a microlearning solution that produces more effective learning outcomes by improving knowledge retention and skill application. With mLevel, you gain a measurable understanding of what your learners do and don’t know by leveraging highly interactive learning activities to promote lasting results.
Connect with 20000+ employers. Apply to Millions of job opportunities across top companies, industries & locations on India's No.1 job site. Apply online. Post CV today.
The document summarizes information about a group project with members Kavita, Neelam, Pallavi, and Snehal. It then provides details about Sanjeev Bikhchandani, the founder of Naukri.com, India's largest job portal website, including his background, education, career founding Naukri.com in 1997, and Naukri.com's services, target users, strengths, and financial growth.
Sanjeev Bikhchandani is the founder of Info Edge (India) Ltd, a group of dot-com services in India. He was born in 1964 in Ahmedabad, Gujarat and graduated from IIM Ahmedabad. In 1990, he co-founded two companies - Indmark and Info Edge. By 1993, he was left with only Info Edge after a separation with his partner. In 1997, he launched the career website Naukri.com, which today is India's largest job site. Info Edge has since expanded into other internet sectors like real estate, matrimony and education. It has over 3000 employees and annual revenues of over 500 crores. Under Bikhchandani
The document discusses the objectives, vision, founder, and operations of Myntra, an Indian online fashion retailer. It aims to develop entrepreneurship among students and study Myntra's business model and consumer perception. Founded in 2007 by Mukesh Bansal, Myntra offers 50,000 products from 600 brands and has over 1,000 employees. It has received multiple rounds of funding and was acquired by Flipkart in 2014.
Naukri ppt all details are incudede about NAUKRI Vijay Nyr
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ppt presentation on naukri.com
1. The document discusses talent acquisition in IT groups, comparing it to traditional recruitment. Talent acquisition is more strategic and focuses on developing a talent pipeline, employer branding, and nurturing candidates, while recruitment focuses only on filling open roles.
2. It outlines some key elements of talent acquisition, including extensive planning, understanding different workforce needs, positive employer branding, talent scoping and management, and use of metrics.
3. The document then discusses trends in India's growing recruitment agencies industry, with increasing digitalization and use of mobile phones. Technology is transforming hiring through tools like AI, social media, and analyzing candidate data online.
This article is about online marketing and top marketing companies of the world that are famous all over the world and here I talk about the 10 best top marketing companies in the world.
Indiamart started as a website directory in Delhi and has grown to connect producers, suppliers, markets, and retailers across multiple industries in India. It provides listing and advertising services to help businesses find partners and customers. Rather than selling directly to consumers like a normal e-commerce site, Indiamart facilitates business transactions along the entire supply chain. The founder built Indiamart from the ground up over 20 years and it now serves over 50 lakh buyers and suppliers, accounting for about 5% of total business in India worth over Rs. 10,000 crore annually. Indiamart's success is driven by connecting businesses across industries and enabling partnerships at scale through their digital marketplace.
Indiamart started as a directory of websites in Delhi and has grown to connect producers, suppliers, markets, and retailers across India. It provides services like creating websites, selling products, and finding suppliers or dealers. Rather than being an e-commerce site, Indiamart acts as a digital marketplace. Founded by Rajiv Agarwal, it has offices across India and earns revenue through advertisements, subscriptions, and apps. With millions of buyers and suppliers, Indiamart facilitates over $10 billion in business transactions annually.
The document provides an overview of CogMat, a digital marketing agency. It summarizes that CogMat identifies niches and weaknesses for clients and designs targeted campaigns. It does not offer generic campaigns but custom solutions. CogMat's services include social media marketing, online reputation management, search engine optimization, website development, and application development to help clients with goals like new customer acquisition and brand awareness. The document then provides examples of campaigns and client work.
This document summarizes a report on the brand image of Naukri.com in Bhubaneswar, India. It provides an overview of Info Edge, the parent company of Naukri.com, and discusses the objective, research methodology, and key findings of the report. The report found that Naukri.com has high awareness levels and a dominant market share in Bhubaneswar, but some find its services expensive. Recommendations include more print advertising, tools for new companies, flexible pricing, and introduction of brochures.
99acres.com is India's largest real estate classifieds platform. It was launched in 2005 by Info Edge as a one-stop solution for buyers, sellers, and brokers to exchange property information quickly and inexpensively. 99acres.com provides listings of residential and commercial properties for sale, rent, or lease across India. It generates revenue from paid listing and marketing services for brokers, builders and developers. With over 150 employees and 10 offices, 99acres.com has become the leading online real estate portal in India.
How indiamart became rs 250 crore company and leader in b2b marketplace in in...DSIM
What you will find in this case Study?
1) About IndiaMart
2) Idea of B2B Marketplace
3) Business Model
4) Growth and Success Story
5) Marketing Strategy of IndiaMart
6) Social Media Campaigns
Naukri.com is India's number one job site and recruitment solutions company. Since its inception in 1997, it has revolutionized recruitment in India and remains the market leader with the largest resume database of over 28.5 million profiles. It provides hiring services to corporations, recruiters, and job seekers in India and abroad through job postings and recruiter tools.
Magicbricks.com is the No. 1 property portal in India that was launched in 2006 by Times Group. It provides unique online services for the global real estate market through rigorous research and innovative features. In addition to listing properties for India and abroad, Magicbricks has successfully hosted over 75 domestic and 15 international property shows around the world. It is a leading real estate portal that facilitates buying, selling, renting properties and provides information on home loans, taxes, and market trends.
- Sanjeev Bhikchandani is the CEO and co-founder of Info Edge (India) Ltd., which operates various internet platforms including Naukri.com, the leading job search website in India.
- He studied at St. Stephens College and IIM Ahmedabad. He launched his first business in 1990 and co-founded Info Edge in 1995.
- Inspired by seeing classifieds for job openings in newspapers, he launched Naukri.com in 1997, one of the first employment websites in India. It experienced rapid growth and became highly successful.
- Through hard work and perseverance, Info Edge expanded its business and conducted a successful IPO in 2006. It
Info Edge (India) Limited is an Indian internet company founded in 1995 that owns and operates various online businesses including Naukri.com, Jeevansathi.com, 99acres.com, and Shiksha.com. Shiksha.com is an education classifieds marketplace that connects education seekers with providers. It has 25,000 institutes listed across India and abroad and receives 3.5 million monthly page views. The sales department of Shiksha.com's Chennai office is headed by a Senior Zonal Manager and focuses on achieving sales targets through marketing on television and online channels.
ITC Hotels is a chain of luxury hotels owned by ITC Limited. ITC Hotels owns and operates 100 hotels across 75 destinations in India. The 7Ps of ITC Hotels' service marketing mix include: Products (rooms and amenities), Price (Rs. 5,500-3,00,000 per night), Promotion (FMCG, media, social media), Physical Evidence (hotels and amenities), Process (guest booking to checkout), Place (metropolitan cities and tourist destinations), and People (staff across roles).
This document discusses supply chain integration strategies. It describes reasons for supply chain integration like reducing costs and response time. It outlines different integration methods like using technology and software. Three main strategies are described: push, pull, and push-pull. Push relies on forecasts and manuals, while pull is demand-driven. Push-pull combines both in different stages. Internet and e-business integration are also discussed for benefits like information sharing and new business models. Collaborative planning tools allow retailers and manufacturers to share sales data.
Sm technologies Developing Sales & Distribution Strategies Bidyut Bikash
SM Technologies is a broadband services provider operating in India. It aims to grow sales and profits by 40% with a new strategy. This includes expanding into new cities, dividing the sales force by service, improving salesperson motivation and training, developing a focused domestic customer promotion strategy using television advertising and retail outlets, and introducing new roles for sales training and market research.
The document discusses SWOT analysis of the Indian sugar industry. It identifies strengths such as India being the second largest producer globally and providing employment. Weaknesses include lack of raw material availability and old technology. Opportunities exist in upgrading technology and high value byproducts. Threats include government price regulation and deteriorating soil quality. The document also examines strategies used by Shree Renuka Sugars Limited, a leading sugar company, to achieve organic growth such as buying used equipment, co-generation, and global expansion through acquisitions in Brazil.
Evolution of India in the world economyBidyut Bikash
The document provides an overview of India's economic evolution through its Five Year Plans and key economic reforms. It discusses:
- India's first Five Year Plan from 1951-1956 which aimed to improve living standards and allocated funds to sectors like irrigation, agriculture, and industry.
- Subsequent plans and India's transition to a mixed economy with growing private sector.
- The 1991 economic reforms of liberalization, privatization, and globalization that reduced licenses, opened markets, and attracted foreign investment to boost India's stagnating growth.
- Impacts of the reforms included increased GDP, exports, investment, and changes to the economy and people's lives.
- Amul is a dairy cooperative in India owned by 3.7 million milk producers. It was formed in 1946 and is headquartered in Anand, Gujarat.
- Amul is the largest food brand in India and Asia, collecting over 14 million liters of milk per day. It has annual sales of over $3 billion.
- Amul enjoys high brand recognition due to its use of quality ingredients and competitive pricing. However, it faces threats from large multinational competitors and substitute products.
Larsen & Toubro (L&T) is an Indian multinational engaged in technology, engineering, construction, manufacturing and financial services. It addresses critical needs in sectors like infrastructure, construction, power, defense, etc. across 7 countries. L&T has over 130 subsidiaries and associates operating in different business segments. The document discusses L&T's history, achievements, CSR practices and the evolution of CSR in India through four phases - from early charity and philanthropy to an increased focus on stakeholders and sustainability following independence.
Larsen & Toubro is an Indian multinational conglomerate that undertakes various CSR activities. It focuses on education, health, skill-building, water and sanitation projects. L&T's CSR policy aims for sustainable community development. It spends over 100 crore annually on CSR initiatives like building schools, health centers, toilets, and providing education, healthcare, and skills training. Between 2011-2014, L&T increased the number of beneficiaries of its CSR programs by over 14%.
GCMMF (Gujarat Co-operative Milk Marketing Federation) was formed in 1946 in Gujarat, India. It is headed by Dr. Verghese Kurien and owns the Amul brand. Amul started the White Revolution in India and is now the world's largest vegetarian cheese brand. It collects nearly 15 million liters of milk per day from over 18,000 village cooperative societies. Amul has over 3.3 million farmer members and operates on a three-tier structure with village, district, and state levels. It has become a large and successful dairy cooperative due to its robust supply chain, low cost strategy, strong distribution network, and diverse product portfolio under the trusted Amul brand
Yamaha Motor Corporation was founded in 1955 in Iwata, Japan by Genichi Kawakami and initially produced motorcycles. It has since expanded into other vehicles and machinery, focusing on recreational vehicles, industrial machinery, and smart powered vehicles. Yamaha aims to strengthen its product lines in these areas while targeting rural markets and promoting sustainability and local talent development. Its financial reports from 2012-2014 show increasing annual net sales and net profits.
This document provides an overview of touchscreen technology. It begins with definitions of touchscreens and their ability to detect touch locations. Next, it discusses the history of touchscreen development from 1971-1983. Benefits of touchscreens are then outlined, such as intuitive use without training. The document proceeds to describe four main touchscreen technologies: resistive, capacitive, infrared, and surface acoustic wave. It explains the construction of a basic touchscreen including the touch sensor, controller, and software driver. Applications are listed in various industries. Disadvantages involve screen size and dirt. The conclusion discusses the growing adoption of touchscreens in devices and their potential to replace mice and keyboards.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
1. naukri.comIndia’s No 1 Job Site
Presented by –
Neelanjana Chakraborty
Khukan Chandra Das
Bidyut Bikash Das
Chayan Suklabaidya
Rajdeep Bhattacharjee
2. GENESIS of naukri.com
Sanjeev Bikhchandani
Naukri.com was founded by Sanjeev Bikhchandani
naukri.com was launched in 1997
Worked for three years with Lintas (India)
A Post-graduate from the Indian Institute of Management,
Ahmedabad (IIMA) in 1989.
Worked for a year with GSK (then HMM).
About the Founder -
3. The Idea-
Job advertisements – being a high-interest reading category in magazines and there
were also a lot of unadvertised jobs in the marketplace.
Bikhchandani quit his job in October 1990 – started the company (called InfoEdge)
InfoEdge was not an online recruitment service but was in the business of producing
and selling databases, reports, and feasibility studies
Bikhchandani came to know of the world wide web from a trip to IT Asia in October
1996. The naukri.com site was up and running in March 1997 as a division of InfoEdge
Pvt. Ltd
Anil Lall, a friend of Bikhchandani and an expert programmer wrote the initial software
code and V.N. Saroja, a 1990 alumnus of IIMA, looked after the operations
4. At launch, naukri.com was a job listing board and did not offer any services;
the company had a head count of nine, There was no sales staff.
Initial business was obtained by sending out letters to human resource managers culled from
a database of 3,000 HR managers.
In the initial years, naukri.com, being the first mover in the online recruitment space in India,
received a large amount of press coverage.
As a bootstrap start-up, this media coverage was invaluable in gaining mindshare at no cost
to the company.
naukri operated on a bootstrap mode till April 2000.
One day after jobsahead went with Rs. 70 lakhs of advertising at the Sharjah cricket meet,
Bikhchandani accepted Rs. 7.4 crores of venture capital funding from ICICI Ventures. At that
time, the naukri had just achieved annual revenues of Rs. 36 lakhs for the year 1999-2000.
5.
6. THE RECRUITMENT ADVERTISEMENT MARKET IN INDIA
Overall (print + online) - Rs. 560 crores (2003).
Expected that by 2007, online - Rs. 150 and 250 crores
print advertising - Rs. 650 crores.
7. Five major ways of obtaining jobs in the organized sector in India
1. Print medium where paid advertisements in general and business interest newspapers and
magazines dominate.
2. Through placement and HR consultants that companies use for middle and senior level
placements
3. Through referrals and personal contacts.
4. Through the online corporate web page of the firm.
5. Fastest growing category consists of online recruitment portal sites like naukri.com,
jobsahead.com, jobstreet.com, and monsterindia.com.
Apart from these categories, recruitment also takes place directly from college campuses and
through job fairs.
8. COMPETITORS
The three main competitors of naukri.com in India are
jobsahead.com, monsterindia.com and jobstreet.com
50%
32%
9%
9%
naukri.com
obsahead.com
monsterindia.com
obstreet.com &
others
Marketshare in terms of Job Listing
9. Jobsahead started operations in September 1999 with funding from the Dalmia
group & later funding from ChrysCap of about Rs. 20 crores.
In 2003, Google rated Jobsahead as the top Indian career website with 2.4
million registered job seekers and 6,000 corporate clients.
Jobsahead had a turnover of Rs. 15 crores for 2003-04, profit of Rs. 3 crores.
In 2003, Jobsahead launched 2 new database products.
Marksman (a role-based matching technique)
Textstar (text-based resume search
Jobsahead.com
10. Monsterindia is part of Monster.com.
It started its operation in 1994 & today the leading global careers website.
In US, Monster acquired the university site, jobtrack which now called monstertrack – that works
with 3,000 colleges and universities on their interview and internship software .
monsterindia has exclusive arrangements with rediff.com and sify.com to direct traffic to the
monster site.
It has six offices in India.
40% revenue comes from tele-selling.
In 2004, monsterindia had a resume database having 900,000 resumes of which 3,000 were
from foreign nationals seeking jobs in India.
Worldwide, monster has over $100 million in cash reserves with approximately 21% profit
margins.
In May 2004, Monsterindia acquired Jobsahead having Rs 40 crores (US$ 9.6 million).
Monsterindia.com
11. Jobstreet.com was started in 1995 in Penang,Malaysia.
It Starts as an online recruitment site to cater to the human resource needs of
companies in the Penang Free Trade Zone.
It has offices in Malaysia, Singapore, Philipines, and India.
In India, it started its business in June 2000 having offices in Delhi, Mumbai,
Bangalore, and Chennai.
Jobstreet uses its own proprietary software called SiVA that incorporates all
applicant tracking and processing, allowing HR departments to reduce
processing time .
jobstreet.com
14. THE US EXPERIENCE (Monster.com)
Monster became partner with the 85 largest online firms to develop co-branding
relationships.
The purpose was to directing traffic from the partner sites to monster.
In 1999, CEO Jeff Taylor put the monster advertisement on the SuperBowl - the
largest number of eyeballs (120 million to 140 million) on TV at any one point of
time in the US. Monster.com paid $4.8 million for a 30 second spot on the
SuperBowl. Due to which within 24hours after the spot’s airing, searches on
Monster’s site increased by 450%.
In 2002, monster’s sales force made up 35 per cent of its 2,700 employees.
15. GETTING THE BUSINESS
• The sales and marketing function at naukri.com was headed by Hitesh
Oberoi – Director Sales & Marketing.
• He joined naukri.com from Unilever in 2000, when the turnover of
naukri.com was Rs. 40 lakhs.
• Naukri.com used an India-wide sales force of 170 distributed in branch
offices across 20 cities in India to obtain business from recruiters.
• He initiated a sales Force whose primary functions were business
development, pre- and post- sales service and relationship management.
17. The sales personnel are typically hired from Tier 2 B-schools in India with a
starting base salary of Rs. 1.5 lakhs per annum.
Their transportation and cell phone expenses are reimbursed.
Norm: Minimum of 3 to 4 sales calls daily.
Each salesperson has three lists to work on – existing clients, potential new
clients that are being currently contacted, and possible future clients that
they have not been met as yet but are on the naukri.com target list for the
future
The attrition rate for salespersons tends to be high;
› at the entry level, as many as 35 per cent of the new hires leave within
six months. Those that survive and remain more than two years have
tended to stay on.
› for those that have stayed for more than two years is less than 7 per
cent.
Performance leads to progress in the organization. Over time, a salesperson
becomes an Area Manager, then possibly a Branch Manager in a city.
THE SALESFORCE
18. SALES FORCE COMPENSATION AND MONITORING
• Each frontline salesperson has a monthly base target, a stretch target,
and a jackpot target.
• At base achievement, he gets 2 per cent of the sale value as variable
pay.
• At stretch achievement, he gets 3 per cent of the entire sale for the
month as variable pay.
• At jackpot achievement, he gets 4 per cent of the entire sale of the
month as variable pay.
• In addition, there is a super jackpot target for the quarter. If, in a
quarter, the super jackpot target is achieved by the salesperson,
then his variable pay already earned for the quarter is topped up so
as to make it 5 per cent of the total sale value in the quarter.
Sales are recognized and incentives paid out only when naukri.com
collects the money from the client.
19. The monitoring of the sales force is ex-post through a review of the daily call
sheets that are submitted to the corporate office.
Daily call sheets are the indices for monitoring planning and productivity; in
the beginning of the month, the salesperson gives a plan of how many calls
he/she is going to make with how many new accounts and how many renewal
accounts to work on.
The firm has been encouraged to sell to clients. CMO, CFO & CEO work
collectively in selling to their clients and obtain their feedback.
On an average, a salesperson makes 65 calls a month and spends 70 per cent
of the time on renewal accounts and the remainder on new accounts.
The salespeople also get formal feedback from the clients on a feedback form.
About 10 per cent of the clients are placement agencies; they are providing
about 60 per cent of the jobs on the naukri site and 30 per cent of the
revenues.
SALES FORCE COMPENSATION AND MONITORING (CONTD..)
20. ADVERTISING
• Previously, it had benefited from positive PR generated by virtue of being the pioneer in the
online area; it was, in fact, among the earliest sites in India in 1997.
• Naukri.com began to do paid advertising from the year 2000.
• Free space given by the newspaper advertising like Hindustan Times in Delhi and The
Tribune in Chandigarh. (Quid Pro Quo)
• Also benefited from ‘barter deals’ -it has done mailers for HR managers for their HR events
based on the database of HR managers that it has built up. In return, the firm for whom
the mailer was done would ‘sponsor’ naukri.com at the event – something that would
otherwise have cost money.
• In November 2003 naukri.com started its TV advertising on English language channels
On November 13, 2004, naukri advertised on the India-Pakistan One Day Cricket game with a
view to further increasing the CV registration rate and awareness of naukri as the online
recruitment firm of choice.
• Hitesh Oberoi expected to put 30 per cent of the advertising budget online and 70 per cent
in TV during 2003-04.
• Online advertising was on the major Indian internet portal sites like Rediff, Yahoo, MSN,
Indiatimes, and Samachar.
21. Hari Sadu, the arrogant boss who is shown his place by a junior who has just landed another job.
22. PRODUCT PORTFOLIO AND PRICING
Job posting services for employees :-
I. Newspaper classified listing
II. Hot job with different period of subscription
III. Hot jobs with e-app
The resume data base :-
I. Resdex is not only the largest but also the fastest growing database of jobseekers.
II. Profiles registered are spread across industries, functions and experience levels.
III. Candidates can be contacted real time either through E-mail or SMS.
IV. The database has candidates from various locations including international locations as
well.
23. Application screening and processing services
I. Review and shortlist multiple applications at once.
II. Create Personal Folders to save and manage applications.
III. Search within the large pool of applications received in your e-Apps account
using easy search tools.
IV. Pre-screen candidates by posting customized Questionnaire along with the job
advertisement.
V. Send e-mail to shortlisted candidates in no time at all using Quick-contact and Auto-
Reply features.
Naukri.com – printed edition
The printed edition of naukri com was launched in feb 2003 with the aim of reaching potential
employers and job seekers who did not have internet access . It was a 48page
weekly magazine and the price of that magazine was Rs 20.
24. FOR THE JOB SEEKER
The job seeker can post his resume free of cost on the naukri.com site in the following
ways:
Public.
Confidential
Private— No employer could review any data through search but the seeker
could send his resume to selected companies
The interested job seekers can be provided alerts when a matching job with the desired
requirement such as location, company, skill set, pay range, etc.
While revenues from resume services increased from 1.17 crores in 2002-03 to Rs. 1.71
crores in 2003-04, the proportion of revenues coming from resume services declined from
13.6 per cent to 8.4 per cent.
In August, 2004, naukri.com was developing its version of mynaukri
25. New Product Development
mynaukri would enable job seekers to manage their entire job search process online through the
naukri.com site.
The objective of mynaukri is to improve the job seeker’s experience on the site by way of better
navigation and improved features with a view to optimize the time spent by a jobseeker on naukri.com,
leading to an increase in applications online, improve response to clients in job posting and obtain more
updated CV’s going into the resume database.
Another new initiative from naukri, launched in November 2004, was the facility of letting job seekers
send their CVs to naukri.com on a word file. The naukri site would then put the resume on the database
and automatically enter 12 key terms (name, company working for, post-graduate institute, computer
programming language skills, job designations desired, etc.) from the job applicant resume into the resume
database.
It increase the CV add rate to the naukri site from an average of 5,000/day to 7,000 CV
additions per day.
26. LOOKING AT THE FUTURE
naukri.com was now a leader in the online recruitment space in India.
naukri.com was on track to achieve a turnover of Rs. 40 crores for the year
2004-05