The document describes a marketing plan for a proposed recruitment firm called Placon Manpower Solutions. It details primary and secondary market research conducted, including qualitative interviews with managers at automobile, IT, and custom trade companies. The interviews revealed problems that companies face with traditional recruitment methods and high employee turnover. Based on the findings, the marketing plan proposes solutions like shortlisting candidates, providing pre-training, recommending quality candidates within 3 days, competitive pricing, and free replacements if candidates resign quickly. Features of the recruitment firm aim to address companies' recruitment needs and problems.

1. PLACON
MANPOWER
SOLUTIONS
Your Brand, Your Business, Our Staff.
Recruitment
Firm
Marketing Management
PGDM Section 1 Group 1
Henille Parekh –
18PG045
Simran Sharma –
18PG069
Kajal Jain – 18PG027
Namrata Saraswat –
18PG063
Swati Mirani –
18PG035
Reported to: Professor Daisy Kurien

2. Index:
➢ Introduction to Assignment
➢ Product Chosen
➢ Primary study
➢ Secondary study
➢ Qualitative interview
• Automobile companies
• IT companies
➢ Findings of Qualitative interview
➢ Product offerings
• Features
• Benefits for customers
• Environment
• Price
• Promotion
• Service agreement
➢ Different from Competitors’ product
➢ Validation/Input
➢ Learnings
➢ Annexure
• Project flow
➢ References

3. INTRODUCTION TO ASSIGNMENT
PGDM Section 1, Group 1:
1) Henille Parekh (18PG045)
2) Simran Sharma (18PG069)
3) Kajal Jain (18PG027)
4) Namrata Saraswat (18PG063)
5) Swati Mirani (18PG035)
Our group consist of 5 members. We are assigned with an assignment of
understanding consumer needs for choosing segment and designing a product in
order to satisfy their needs. To design a product firstly we need to understand the
market requirements and for understanding requirements we need to conduct
market survey in field of product that we have chosen, by enriching qualitative
interviews of various specialised respondents. By conducting interviews we came
to know about our product and various problems in the market with respect of
chosen field. We designed our product in such a manner which proves to satisfy
consumer needs as a solution.
We finalised a “Recruitment Firm” and named as “PLACON Manpower
Solutions” as our product because, in fields like
• Automobile
• Information Technology
• Custom trade
• Travel Agencies
• Pharmaceutical sector
• Finance, Banking and Security
• Insurance, etc.
To hire quality staff and to bridge recruiting problems, a mediator is essential.
We majorly elaborated Automobile sector, IT sector and Custom Trade sector in
terms of qualitative surveys.
We took qualitative interviews of specialists who were company’s Managing
Directors, General Managers and Human Resource Managers. Understood the
system of recruiting employees, their sources of recruitment and the after
recruiting problems been faced by them. After surveying we interpreted the
market scenario and designed our product in such a manner that we can deliver
exact service, what our companies as a customer, needs and rectifying recruitment
problems.

4. Product Chosen
We have chosen Recruitment Firm as our product because based on recruitment
scenario of the market, specially in said fields companies have limited sources
like:
• Internal reference
• Promoting existing employees
• Conducting campus interviews in Universities
• Advertisements
• Walk-in interviews, etc.
In which the recruitment process of the company becomes very time consuming
and unreliable as mentioned below:
• Internal Reference and Promoting existing employees leads to biased
fitment in required vacant post.
• Conducting campus interviews in universities undoubtedly gives right
candidate but at the same time unexperienced.
• Advertisements and Walk-in interviews sources gives non filtered
candidates which ends up as hectic recruitment drive thus it’s a
compromised selection.
Even after utilising above procedures by the companies, it is not guaranteed
weather the candidate will stay with the company or not for longer period of time.
If the employee resigns or get absconded without giving output, the
• Training
• Uniform
• Fuel Allowances
• Closed User Group (CUG cards)
• Dearness Allowances
• And other PERKS.
Expenses has to be bared by the company and also the time consumed earlier in
recruitment goes in vain and the process has to be recurred again until the
requirement is not fulfilled.

5. Continued…
And so here comes the role of “Recruitment Firm” in the scenario.
We have launched a brand named “PLACON Manpower Solutions” where
Placon itself means a “Placement Company”. We partner with our clients to
expand their business potential by providing solution in:
• Top Management Hiring
• Middle Management Hiring
• Bottom Management Hiring
• Project Based Hiring
• Executive Search & Selection
• Recruitment Process Outsourcing, etc.
Through integrated suite of leadership services. With our detailed and broad
market scenario knowledge and expertise skill in the domain, we will be
successfully able to deliver solutions for all kind of local and domestic business
industries’ specific demands.
We go to various companies to be tied up with and present our company profile.
We assure them that what their need is will be fully satisfied. The required
employees’ qualification, experience and other criteria’s will be given importance
and will shortlist the candidates accordingly. Each and every minute details of
norms, terms and conditions will de signed by the company and our firm.
We get data from various fields from the sources like online job portals, existing
employees in various companies through HR relations, through dummy cold calls
by generating inquiries to the executives, by buying employees’ data, etc. We call
candidates, ask them about their current employment, recommend them the
vacant opportunities and call them for placement interview in our office. When
they appear for the interview we go through their Curriculum Vitae in detail,
know their background, understand their career objective and expertise field. If
he/she is eligible then they will be further guided with the company’s portfolio
and their job profile to be followed. They will also be polished on their soft skills,
their full preparation will be designed by our firm.

6. Study (Primary)
Our major focus was Automobile sector, Information Technology sector and
Custom trade sector. We prepared a questionnaire in which all aspects to be
known from our customers which were the companies were covered through
which their need and problems can be understood.
The following were the questions prepared in our questionnaire with respect to
study the Automobile market consumer needs to carry out qualitative interview:
➢ What type of manpower do you prefer?
➢ In which level of management migration is required?
➢ What are the sources of recruiting employees?
➢ What is the expectation from the recruiting firm?
➢ At what % is your payment terms?
➢ In total how many dealerships do you own?
➢ What is your employees’ strength?
➢ How many vacancies open in a month?
➢ What is your payment period?
➢ What are your expectations from a candidate to give expected results?
➢ On what basis do you short list your employees to be recruited?
➢ Do you prefer a team worker or a solo performer?
➢ How many rounds of interview you conduct for recruitment?
And further the following were the questions prepared in our questionnaire with
respect to study the IT sector consumer needs to carry out qualitative interview:
➢ What three words would you use to describe your company culture?
➢ What is the attrition rate in your organization?
➢ You feel branding of the organization contributes to the effective
recruitment and selection process because of:
➢ Is there any contract (Bond) signed by signed by employees while joining
the organization? (For all Levels).
➢ For Internal Recruitment, are the vacancies declared publicly?
➢ On what basis do you hire employee?

7. ➢ Does the organization provide any Educational Assistance and how?
➢ In your company interview, how many rounds did you face during
recruitment?
➢ How do you practice SCOUT Talent (Searching Best Talent)?
➢ Do you give special treatment to employees in order to give them
comfortable work environment and how?
➢ Do you give special treatment to employees in order to give them
comfortable work environment and how?
Adding more to it the following were the questions prepared in our
questionnaire with respect to study the Custom Trade sector consumer needs
to carry out qualitative interview:
➢ What three words you use to describe your company culture?
➢ How old you company is?
➢ Do you feel branding of the organization contributes to the effective
recruitment and selection process?
➢ In your company how many interview rounds are conducted for
recruitment?
➢ Do you give special treatment to employees in order to provide
comfortable work environment? How?
➢ In which post you want frequent appointment or replacement? For what
reasons?
➢ How do you practice SCOUT (Searching Best Talent)?
➢ How has your experience been with previous recruitment agencies?
We have been to different companies along with this questionnaire to conduct
qualitative interviews and got good response.
We found it an interactive way for surveying the market so that exact scenario of
recruitment process, its impact, its problems and solving needs, can be understood
and our product, a recruiting firm can be launched consisting of all the aspects
that our customer can be satisfied with in order to make their recruiting process
smooth, easy and reliable.

8. Study (Secondary)
Along with the practical market survey, some other surfing is also required so
that conceptual knowledge of consumer need and consumer behaviour can be
learnt based on which product offerings and segmentation can be done.
• Employee retention ratios in various fields:

9. Quantitative Research:
Quantitative research is descriptive in nature and is used by researchers to
understand the effects of various promotional inputs on the consumer, thus
enabling marketers to “predict” consumer behaviour. This research approach is
known as positivism, and consumer researchers primarily concerned with
predicting consumer behavior are known as positivists.
Qualitative Research:
Qualitative research methods consists of depth interviews, focus groups,
metaphor analysis, collage research and projective techniques.
Combining Qualitative and Quantitate research findings:
Marketers often use a combination of quantitate and qualitative of research to
help make strategic marketing decisions.
Consumer Behaviour:
Consumer Behaviour has traditionally been thought of as the study of “Why
people why” with the premise that it becomes easier to develop strategies o
influence consumer once a marketer knows the reasons people buy specific
products or brands.
Consumer Loyalty and Retention Strategies:
Recent development in marketing strategies place more attention on customer
retention than new customer acquisition because it is generally less expensive to
hold onto present customers than to attract new ones. Customer loyalty genuine
and ongoing satisfaction is one of the greatest assets of firm can develop. Loyal
customers are the fans that generate superior margins recruit additional customers
for a firm or a brand. At the same time evidence of that many consumers are
becoming less loyal and more resistant to brands, Indicating that many firms have
little or not deep emotional connection with consumers. Marketing academics and
practitioners have focused on customer relation, but it can also be highly
profitable to win back customers who have lapsed or defected.
Global Marketing Analysis and Strategy:
Continued…

10. Continued…
Global market analysis starts with understanding markets on a global basis in
terms of people. What are their needs, ability and authority to buy, and
willingness to spend? How do they differ from consumers to whom we already
sell? As highlighted in consumer behaviour and marketing todays consumer have
the opportunity to choose from a myriad of foreign made. But customers also
must choose from ideas advertisement and friends representing diversity of
nations and culture.
Consumer Decision Process Model
To Buy or Not to Buy ?
To buy or not to buy? That is a question answers in stage four of the CDP model.
In the purchase decision process, consumer decide:
1. Whether to buy?
2. When to buy?
3. What to buy? (Product type and brand)
4. Where to buy? (type of retailer and specific retailer)
5. How to pay?
Integrated Marketing Communications:
The final step in promoting purchase and taking retail strategy to consumers is to
develop an IMC program. IMC Programs are unified. The messages delivered by
all media, including such diverse influences as an employee recruiting and the
atmospherics of retailers, are the same or supportive of a unified theme.
Post- Consumption Evaluations
Evaluating choice alternatives is a fundamental part of the pre purchase phase of
the decision making process. Evaluations also occur following purchase and
consumption. We refer to these as post consumption evaluations, and they
represent the next stage of our decision making process.
Need
Recognisation
Search for
Information
Pre-purchase
evaluation of
alternatives
Purchase Consumption
Post-
consumption
evalutaion
Divestment

11. Benefits of understanding Consumer knowledge
Consumer knowledge is useful to companies in it at least, five different ways:
1. Whether the positioning intended for their products actually exists in the
consumer’s mind.
2. It allows them to identify purchase barriers
3. Helps in discovering new product uses that in turn stimulate sales.
4. It helps them gauge the potential threat posed by competitors to them exciting
customer based.
5. It can enhance the effectiveness of customer recruitment activities.
Exposure
It occurs when there is physical proximity to stimulus that allows one or more of
a person’s five sense the opportunity to be activated. This activation happens
when a stimulus meets or exceeds the lower threshold.
Attention
According to Webster’s dictionary, attention is “the act of keeping once mind
closely on something or the ability to do this, mental concentration”. This
definition reflects of fundamentals element of attention – namely, its focus.
Before companies can get consumers to pay their products price, they must first
get consumers to pay attention.
Brand Personality
Consumer also subscribe to the notion of brand personality that is the attribute
various descriptive personality traits or characteristics to different brands in a
wide variety of products category. Marketers have provided an instant personality
or heritage for a new product by employing a symbolic or fictional historical
branding strategy.

12. Qualitative Interview:
Automobile companies:
The following are the interviews done with the Automobile companies’
management for better picture:
• Company name: Maruti Suzuki India Ltd.
Dealership name: Kataria Automobiles Pvt. Ltd.
Interviewee name: Mr. Navin Jain
Designation: Managing Director
We took interview in detail and got good quality of inputs as the Kataria
Group is expanded with 40 outlets in overall country.
• Company name: Maruti Suzuki India Ltd.
Dealership name: Starline Automobiles Pvt. Ltd.
Interviewee name: Mrs. Darshana Parekh
Designation: General Manager (Business Head and HR)
We interacted with her and learnt a lot in Human Resource field as she has
an overall experience of more than 18 years in automobile line.

13. Continued…

14. Continued…
• Company name: Honda Motors India Ltd.
Dealership name: Landmark Honda
Interviewee name: Ms. Birwa Thakkar
Designation: HR Manager
By interacting with her we came to know about the working process of an
HR in terms of recruitment and career guidance of employees.

15. Continued…
• Company name: Hyundai Motors India Ltd.
Dealership name: Shivalik Hyundai, IB Autogame Pvt. Ltd.
Interviewee name: Mr. Hitesh Kshatriya
Designation: HR Manager
Mr. Hitesh has been an HR as a recruiting head since his career break and also
had worked with various automobile companies, we got worth inputs.

16. Information Technology companies:
The following are the interviews done with the Information Technology
companies’ management for better picture:
• Company name: Tech Mantra
Interviewee name: Mr. Manan
Designation: Co-Founder
• Company name: Commerce Pandit Technologies
Interviewee name: Mr. Nitin Gupta
Designation: Talent Acquisition Head
• Company name: Aatmiya Infotech
Interviewee name: Mr. Dignesh Gohil
Designation: Leader
• Company name: Redian Software
Interviewee name: Mr. Shwetank
Designation: Business Development Executive
• Company name: Cartoon Mango
Interviewee name: Ms. Preethi Palani
Designation: HR Manager
• Company name: Improvised Technologies Pvt. Ltd.
Interviewee name: Mr. Sailesh Davara
Designation: Chief Executive Officer
• Company name: DXC Technology
Interviewee name: Mr. Rohit Sharma
Designation: HR Manager
The above mentioned details is the data of interviewee companies and
respondents through which we got right information and learnings of market
situations and for designing our product.

17. Continued…

18. Findings of the Qualitative Interviews:
After conducting qualitative interviews we came to know about the process of
recruiting employees by companies:
• Calling Candidates:
Companies call candidates based on vacancies and requirement
approaching to sources like References, Newspaper advertisements,
authenticating job portals and welcoming walk-ins. This process proves to
be very time consuming and unreliable because by doing all this
quantitative candidates appear for the interviews but qualitative terms
doesn’t get satisfied.
• Training them:
It requires costly resources and continuation for giving product knowledge,
process familiarity, financial training and other aspectual deeds.
We knew the problems of companies, faced due to the employees and from that
we came out by various solutions and product offerings for the companies’:
• We will short list the candidate based on the requirement of the companies.
• We provide pre-training to the candidates before their interviews in manner
to develop their soft skills and to guide their career paths.
• We recommend the said quality candidate within 3 days from consulting.
• We will charge the basic normed consulting rate which is 6.33% or could
be negotiable based on companies’ need and frequency of hiring.
• We will give an extended payment period which is 7 days even after 30
days retention period.
• We will give free replacement of the candidate of equivalent or better
calibre if he/she voluntarily resigns.
• The consulting fee will be charged only once and the contract will be
signed at nil.

19. Product Offerings
Features:
This process explains that how much filtered and quality staff is provided to the
company according to their requirements.
We offer a bond for “employee” in which term says employee’s first 11 months
salary’s 10% will be deducted as kept as security ratio, after 11 months, that
collected amount will be refunded to the employee with 1 month bonus, by doing
this, employee will not resign unnecessarily plus it’s a benefit for him/her as well.
In case he/she leaves the job, that deducted 10% amount can be utilised as costs
incurred for that employee i.e. training cost, uniform cost, CUG services, etc.
Shortlisting
suitable
candidates
Interviewing
Filtering
Training
candidates
Delivering
requirements
Retention
period
Aquiring
fees
PROCESS OF
RECRUITMENT

20. We are for our customers and our working features differ from other consultancy
firms.
i. Training candidates:
The candidates who needs the training for soft skills and interview skills we
provide them as we believe to suggest quality manpower.
The pre job done by the employee will be analysed so that his/her area of interest
and work skill can be concluded, by doing this the company will not have to waste
time in summarizing candidate’s job profile.
ii. Fast process:
We try to short list the candidates from the data bank and other resources based
on their expertise so that recruiting process becomes fast enough.
iii. Value of money:

21. Continued…
We believe in giving quality candidates because we value the money of our
customers.
To avoid unnecessary expenses of recruitment and retention, company will hire
us as a consultant so its our duty to fulfil their requirement in a given fee to satisfy
the aim of saving expenses.
iv. Value of Employees:
Along with caring consumer needs, we also consider our employees as an
important part of this whole doings.
We respect them, nurture and consult them in terms of their career direction.
Benefits for customers:
• Quality candidates:
We try to get quality candidates only, who is perfectly suitable for the post
as required.
• Options of candidates:
We suggest more than one candidate for every single post so that company
can deal with options.

22. Continued…
• Pre-job training:
We prepare the candidate in terms of soft skills and guiding their career
path in the company for the vacant post. By providing pre-job training
company’s time and extra efforts are reduced. Plus candidate is pre-
prepared for the work which helps him adjusting in the company’s
environment easily.
• Affordable consultancy fee:
As per governments norms, we deliver our services at 6.33% of employee’s
basic annual salary only. Every additional PERKS are included in it.
• Credit retention period:
We give one month retention payment credit period to company so that in
can employee leaves the job company doesn’t need to incur any losses.
• Free replacement if required:
If the employee resigns before the said retention period, our firm will give
free replacement of that particular candidate with equivalent or better
calibre.
• Branding of the company:
We deliver positive word of mouth in the market through candidates and
in every interaction.
• Signing contract at nil:
We don’t charge any fee for signing contract.
• Agreement with the company for secure business:
We declare all norms, terms and conditions in our contract for secure
dealing plus it becomes easy for us as well as the company to bank on each
other.
• Transparency:
As we said, everything is pre-discussed and written in the agreement for
maintaining transparency. Transparency is maintained in terms of
employees’ profile also.
• Bond:
We will give candidate to the company by pre-signing the bond (with
candidates’ agrees to do so) of 12 months.

23. Environment:
Hierarchy of Placon Manpower Solutions:
Managing Director
Business/Finance Head
Training Head
Business Development Managers

24. Continued…
Our firms’ environment is employee oriented. We work together for our
consumers with an aim to satisfy their needs.
Price:
• Our rates are applicable to each our services provided.
• Our basic consultancy price is 6.33% of basic annual salary of an employee
recruited.
(Price is subject to government disclosures along with GST add on)
• Each and every price detail and payment terms are mentioned in detail in
our “Service Agreement”.
Promotion:

25. Promotion of the product is must to enter the market and also to stay in it for
longer period of time. It’s the way of staying in touch with our customers and
continuously drawing their attention to our product offerings We will promote
our product through:
• Meeting management authorities
As our company is starting up new service business, interacting with
various company heads personally would be the best way to deliver
offerings.
• Newspaper advertisements
Every business head reads newspaper regularly, by this source we can draw
their attention to our services.
• Social media broadcasting
Now a days social media works as a very good source to communicate and
reach to people. To companies and individuals as well.
• Couriering to company
Our firm’s proposal can be drafted along with all criterias mentioned in it.
• One to one interaction
Meeting new people and spreading word of mouth is also an effective way
to reach people.
• E-banners, etc.
Uploading online ads like google ads, facebook ads, etc. as surfing is trend
and while surfing one can be informed about our existence.

26. Service Agreement
This agreement is made on Date: DD/MM/YY by and between: “Client
Company” (Herein after referred to as “Client Company”. With a principal
place of business at PLACON Manpower Solutions. “Client Company” Wishes
to engage the services of PLACON Manpower Solutions, which are in business
of providing manpower services (herein referred to as “PLACON Manpower
Solutions”)
1. Term of Agreement: This agreement shall be made effective from the date
first mentioned above and shall continue for a limited period of one year. This
agreement gets automatically renewed unless called off by either party.
2. Services: PLACON Manpower Solutions will provide Manpower, time to time
as requested by “Client Company”, Services to or for the benefit of “Client
Company” by providing Resumes of candidates and conducting Interviews
suitable to specification/details (as per the written job profile and other written
communications) mentioned in “Client Company” resource requirement.
The PLACON Manpower Solutions shall identify and shortlist suitable
candidates as per the written job profile and other written communications
provided by “Client Company”, after proper screening and evaluation of such
Candidate.
The PLACON Manpower Solutions shall act as Bridge between “Client
Company” and the Candidate and shall be responsible for arranging meetings,
discussions and interviews of the Candidate with “Client Company”
3. Selection of Candidates: “Client Company” shall provide any information
with regard to qualification or experience of the profession required or any other
information, which is needed by the PLACON Manpower Solutions to the
“Client Company” request in a timely manner.
Upon the Candidate being selected and confirmed by “Client Company” for the
specified job and there upon accepting and joining “Client Company” for the
specified job, the PLACON Manpower Solutions shall be paid consideration
(‘Fees’), schedule for which is in point no. 8 (Plus applicable taxes) for its efforts
in identifying, referring and assisting in engaging the Prospect (the Prospect
identified and referred to by the PLACON Manpower Solutions, upon joining
“Client Company” shall be referred to as ‘Employee’) for “Client Company”.

27. In case the candidate refuses to join “Client Company” after accepting the offer,
PLACON Manpower Solutions will provide an alternate candidate of equivalent
or with better calibre, who is available to join “Client Company”
Once candidate presented by PLACON Manpower Solutions it will be treated as
PLACON Manpower Solutions’ candidate till next one year and if “Client
Company” recruits the candidate by any sources including other vendor or its
own recruitment team, “Client Company” would still reward the placement fees
to the PLACON Manpower Solutions.
In more PLACON Manpower Solutions works as a bridge between candidate &
“Client Company” till the recruitment has been done of individual candidate.
PLACON Manpower Solutions is not responsible for any illegal, financial
mischief, Performance and any other activities done by candidate which is
harmful for “Client Company”.
4. Relationships: PLACON Manpower Solutions asserts that it is an independent
vendor, which offers its services to other Organizations as and when required.
This agreement does not constitute joint ventures or agency relationship between
PLACON Manpower Solutions and “Client Company”. “Client Company”
agrees that it will have no right to control or direct the details, manners or means
which PLACON Manpower Solutions uses to accomplish the results of services
Performed.
5. Non‐Disclosure: PLACON Manpower Solutions agrees to hold confidential
and not use for its own benefit or any other Parties benefit, any secret or
confidential information acquired by PLACON Manpower Solutions or its
referred employees by virtue of services performed in accordance with this
agreement. Information shall be considered secret or confidential.
6. Termination: “Client Company” may terminate this agreement giving a 30
days’ prior notice at any time. PLACON Manpower Solutions may as well
terminate this agreement with 30 days’ prior notice.
7. Service Tax: Would be levied on every Invoice as per applicable rates.
8. Service Charges: To PLACON Manpower Solutions, fees payable on
placement of a potential candidate with “Client Company”, 6.33% of Annual
Salary for any selected Employee. (Eg: 10,000(Salary)*12(months)*6.33%)
The PLACON Manpower Solutions shall raise the invoice for the services
rendered under this Agreement (‘Invoice’) after 30 days of candidate has joined

28. “Client Company”, which need to be cleared within 7 days from the date of
raising the invoice if “Client Company” fails to clear the invoice, PLACON
Manpower Solutions can charge additional 10% on the invoice amount every
month till the date invoice will not be cleared which need to be adhered by
“Client Company”.
The PLACON Manpower Solutions will give 1 month single time replacement
for each candidate joined the “Client Company” but leaves the job. (30 Days
from date of joining only)
9. Jurisdiction: All Disputes & all other matters arising out of this agreement
shall be subject to jurisdiction of the courts at Ahmedabad.
Name: ___________________________
Designation: ___________________________
Authorized Signature & Stamp:

29. Different from competitors’ product
• We provide pre-job service which other companies are not able to provide.
Other companies are not providing soft skills training and valuable advice
to the employees but we do provide and we consider it as an important
aspect to be covered.
• We provide the companies a filtration of staff according to their
requirement. While other companies are not able to filter the staff and they
just provide an usual referral or available staff which leads to wrong
recruitment and recruiting company leads to recur large costs and waste of
time in just filtering the staff. While our company gives the filtered staff
which sorts all these problems which are faced by the companies.
• We provide free replacement within 30 days (according to agreement)
which can be extended till 60 days as per requirement, but other companies
does not provide free replacement or if they provide there is no extension
of time period.
• We have monopolistic price of 6.33% only, which is least in this service,
while other companies have 8.33% of price rate. Which shows that our
company provides a better and quality candidate with training, filtering,
free replacement and at the lowest payment price of 6.33% of basic annual
salary of employee.
• There is no advance system, the payment is been taken by the company
only after the retention period of 30 days or if extended as per
requirements.
• We manage NOC letter (No Objection Certificate) of candidate, if he/she
is transferred among inter-dealer or company, which other companies
cannot provide at any cost.
• We give three chances to the candidate to get employment so they do not
suffer any other loss. This is the main feature we provide differing from
other companies which proves to be candidate oriented.
• We offer a bond for “employee” in which term says employee’s first 11
months salary’s 10% will be deducted as kept as security ratio, after 11
months, that collected amount will be refunded to the employee with 1
month bonus, by doing this, employee will not resign unnecessarily plus
it’s a benefit for him/her as well. In case he/she leaves the job, that
deducted 10% amount can be utilised as costs incurred for that employee
i.e. training cost, uniform cost, CUG services, etc.

30. Validation/Input of idea from an expert
After detailed qualitative surveys and interacting with various management
authorities we got all these inputs:
• Every company needs a combination of qualified + experienced + skilled
+ enthusiastic candidate.
• Maximum migration takes place in bottom level and secondly in middle
level management.
• The basic recruiting sources of companies are internal references,
conducting placement process, promoting existing employee, etc.
• Their recruitment process consumes lot of time and ends up with high cost.
• If they hire a recruitment consultancy firm their expectations are to have
an quality staff, trained staff, higher retention period in compare to other
companies, least consulting fee and NOC letter if inter placed.
• Their minimum payment rate to the consultancy firm is 8.33% which goes
maximum up to 18.33%.
• The company who hires a consultancy firm acquires more than 1 outlet
whose employee strength is 300 – 400 per outlet and up to 4000 – 4500 in
all over country.
• Minimum 15 – 20 vacancies open up every month, which means
recruitment is a continuous process in every company.
• If a company has contracted with any recruitment firm their payment
period lies between 30 – 90 days.
• Every company stays in constant need of confident employee, which can
be developed in employee by giving career guidance.
• At certain level of management a good team worker is required while at
some level of management a solo performer.
• In every company minimum 2 rounds and maximum 5 rounds of interview
are conducted which purely base of designation.
• Currently no bond or contract is signed with the employees. So employees
voluntarily resign and employee retention turnover ratio goes negative.
• Every company has to come up with retention ratios every year for growth
analysis but due to employee turnover, CSI (Company’s Satisfaction
Index) score of company goes down.

31. Learnings
➢ Group study
➢ Market survey methods
➢ Qualitative interview
➢ Survey sources
➢ Recognising customers
➢ Consumer needs
➢ Consumer problems
➢ Consumer behaviour
➢ Deriving solutions
➢ Recruiting human resources
➢ Time management
➢ Group problems’ facing
➢ To work in pressure
➢ Team work is important
➢ Surfing reading materials
➢ Field experience
➢ Admin work
➢ Computer skills
➢ Various officials’ experiences
➢ Formal report
➢ To carry ourselves in formals
➢ Communication skills

32. Annexure
The day we got this marketing project we all were excited for launching a product.
Slowly and steadily we came to know that this is a vast concept project which
will require deep research of every minute detail which will consist of phases and
knowing, fulfilled by distributing work and compiling all as a team.
Initially we decided to launch product like:
• Sim card:
We couldn’t find much problems accept the network issues and of whose
practical solutions were not able to suggested.
• Water bottle:
Creativity in product offerings couldn’t be delivered.
• Clothes:
To understand the import – export theory of clothes we need to analyse the
international market plus there are many market players which could be
time consuming
• Wrist watch:
Our team members didn’t find it interesting.
Further going into detail and various problematic aspects we came to a decision
to launch a service as our product, the services were like:
• Restaurant:
Practical presentation in viva couldn’t be made possible.
• Marriage bureau website :
Its beyond our morals to harass others.
• Coffee café:
It was a limited concept because launching a new item couldn’t make
market go wow.
• Tours and travels:
More exposure could be needed so we dropped it.
• Eatables delivery service:
It consist of various other aspects like launching app and bonding with
maximum restaurant, these factors restricted us choosing this topic.
Going through group discussions we understood each’s pros and quants.

33. Continued…
But at last we finalised “Recruitment firm” as our product because depending on
the current scenario of the market it’s a vast field in requirement of opportunities
and a good working style can be framed with delivering customer values. In this
field, companies are our customers. Interaction with our customers, designing
questionnaire for conducting qualitative interviews, reaching sources, finding
information and designing product offering became interesting and creative. We
got secondary learnings from library books as well subjected to “Consumer
Behaviour”.
In this recruiting firm, we took three sectors as major namely:
• Automobile
• Information Technology
• Custom Trade
Because each one of us were informatively aware and experienced of the working
style of recruitment and problems been faced in varies companies.
Project Flow:
➢ We prepared a questionnaire minorly differing for each sectors for carrying
out qualitative interviews.
➢ We took appointments with various companies according to the sectors.
➢ Sectors were divided amongst group members according to their area of
interest.
➢ We took videos and audios of the interviews to analyse the market.
➢ After making surveys and qualitative interviews we also interacted with
the candidates which were in a search of employment and the employees
who are recruited through a recruiting company.
➢ After making all surveys, qualitative interviews and candidate interactions,
we analysed and understood companies’ and employees’ needs and
problems and designed our product accordingly.
➢ We studied some books and online research was done for learning
customers and designed product offerings accordingly.
➢ After the product preparation we again went to some companies’ officials
to take feedbacks and inputs from them, they were delighted with the
product offerings.

34. Continued…
➢ Thus, we concluded that our customer needs were fulfilled because our
customers (Company) and employees were satisfied with our work and
concept of offering them 360 degree aspects and different from existing
recruitment companies.
➢ At last we complied all our data collected and read through various sources
as a report.
References:
Principles of Marketing – by Philip Kotler, Gary Armstrong, Prafulla Agnihotri
Professor Daisy Kurien’s notes
Qualitative interview questionnaire (Self prepared)
Consumer Behaviour – by Leon G. Schiffman, Leslie Lazar Kanuk
Consumer Behaviour – by Blackwell Miniard Engel
Google pictures, data tables, etc
Interview Videos attached with mail
THANK YOU