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Study of E-Recruitment Industry – Reffster&apos;s.com<br />Prashant Saxena<br />Oxford Internet Institute Aspirant<br />
AGENDA<br />
E-recruitment is the use of technology to attract candidates and aid the recruitment process.<br />
E-Recruitment Sites – Traffic & Traction<br />
E-Recruitment Sites – Traffic & Traction<br />
Necessity The Mother of Invention: The Role of      E-recruitment Facilitators<br />1. Recruitment cycle & Streamline Adm...
INDUSTRY TRENDS & DRIVERS FOR CHANGE <br />
EFFECTIVE E-RECRUITMENT STRATEGIES<br />An activity to support Employer Branding<br />Online Assessments & Reduces the adm...
TRAJECTORIES OF INDUSTRY CHANGE<br />Core Activities<br />Threatened<br />Not Threatened<br />Threatened<br />Core Assets<...
PORTER’S INDUSTRY DYNAMICS<br />POTENTIAL ENTRANTS: International Players, Horizontal or Vertical Expansion <br />BARRIER ...
INDUSTRY ANALYSIS: PEST FACTORS<br />
INDUSTRY ANALYSIS: PEST FACTORS<br />
E-RECRUITMENT: MARKET OVERVIEW<br />
E-RECRUITMENT: MARKET OVERVIEW<br />
E-RECRUITMENT: MARKET OVERVIEW<br />
“Web 2.0 Job Linkage Pages” cater to all segments in their different ways. Eg. LinkedIn focuses on Same space where “refer...
REFFSTER :  LIFECYCLE ANALYSIS<br />Integrating online & offline channel members<br />Positive Word of Mouth via Blogging ...
REFFSTER : MANAGEMENT  OVERVIEW<br />ArjunYadav<br />ArunYadav<br />FOUNDERS<br />Core Competence – <br />Telecom, Media, ...
REFFSTER : FUTURISTIC GROWTH<br />
REFFSTER : BUSINESS MODEL PERSPECTIVE<br />GROWTH STRATEGY<br />Long Term Shareholder Value<br />PRODUCTIVITY STRATEGY<br ...
Achieve initial sales goals with  wealth creation</li></ul>Identify the Opportunities<br /><ul><li>To Refer Talent & Suita...
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E Recruitment Market in India

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E Recruitment Market in India

  1. 1. Study of E-Recruitment Industry – Reffster&apos;s.com<br />Prashant Saxena<br />Oxford Internet Institute Aspirant<br />
  2. 2. AGENDA<br />
  3. 3. E-recruitment is the use of technology to attract candidates and aid the recruitment process.<br />
  4. 4.
  5. 5. E-Recruitment Sites – Traffic & Traction<br />
  6. 6. E-Recruitment Sites – Traffic & Traction<br />
  7. 7. Necessity The Mother of Invention: The Role of E-recruitment Facilitators<br />1. Recruitment cycle & Streamline Administration <br />2. 24 X 7 days a week<br />3. Instantaneous<br />1. Build a talent bank<br />2. Handles high volume job applications <br />3. Recruitment costs <br />1. Vacancies across multiple sites & separate divisions <br />2. Reinforcing employer branding<br />3. Provide tailored information<br />
  8. 8. INDUSTRY TRENDS & DRIVERS FOR CHANGE <br />
  9. 9. EFFECTIVE E-RECRUITMENT STRATEGIES<br />An activity to support Employer Branding<br />Online Assessments & Reduces the administrative overhead <br />Community & Professional linkages transferred in Recruitments<br />Live Video Resume & Virtual Office Tours<br />
  10. 10. TRAJECTORIES OF INDUSTRY CHANGE<br />Core Activities<br />Threatened<br />Not Threatened<br />Threatened<br />Core Assets<br />Not Threatened<br />THE CHANGE:<br />Core Assets – Computers Unchanged<br />Core Activities – Information related Job search  Networking, Virtual recruitments, Referrals etc<br />
  11. 11. PORTER’S INDUSTRY DYNAMICS<br />POTENTIAL ENTRANTS: International Players, Horizontal or Vertical Expansion <br />BARRIER TO ENTRY: Employer-Portal Relationships, Brand Trustworthiness & Switching Cost<br />BUYERS/USERS: <br />Job Seekers, Professional Networkers, Employers<br />SUPPLIERS: Employers, Consultants, Value Added Service Partners<br />FIRM RIVALRY: Monsterindia,<br />Naukri, <br />in.yellojobs, etc<br />DISADVANTAGE: Weak & Profit Based Relationships <br />ADVANTAGE: High Switching Cost<br />POOR SUBSTITUTES: Compromise on distance & time costs<br />SUBSTITUTES: <br />Offline (Physical) Consultants, Company HR Contact & Job Fairs<br />
  12. 12. INDUSTRY ANALYSIS: PEST FACTORS<br />
  13. 13. INDUSTRY ANALYSIS: PEST FACTORS<br />
  14. 14. E-RECRUITMENT: MARKET OVERVIEW<br />
  15. 15. E-RECRUITMENT: MARKET OVERVIEW<br />
  16. 16. E-RECRUITMENT: MARKET OVERVIEW<br />
  17. 17. “Web 2.0 Job Linkage Pages” cater to all segments in their different ways. Eg. LinkedIn focuses on Same space where “referral portal” operate. <br />Orkut walkin communities focus on the same space “job related information portals” operate.<br />Job Consultant Portals cater to all the user segments<br />Direct Job <br />Portals<br />Focus<br />Referral <br />Portal Focus<br />Job Related<br />Information <br />Portals<br />
  18. 18. REFFSTER : LIFECYCLE ANALYSIS<br />Integrating online & offline channel members<br />Positive Word of Mouth via Blogging & Review based Awareness building<br />Reward Based Referral System<br />Back office KPO<br />Management Backed Packaged Corporate Services<br />Reffster’s Encashment with High Rewards<br />
  19. 19. REFFSTER : MANAGEMENT OVERVIEW<br />ArjunYadav<br />ArunYadav<br />FOUNDERS<br />Core Competence – <br />Telecom, Media, Technology & Financial Services<br />9 Years - Experience<br />Anil Apte<br />ArjunThakaran<br />ADVISORS<br />Technology Backbone – IRIS Software<br />23 Years - Experience<br />Consulting Brain – McKinsey<br />15 Years - Experience<br /> Technology Provider Legal Framework Support Pre Employment Firm<br />IRIS Software<br />Auth Bridge<br />Singh & Singh<br />PARTNERS<br />
  20. 20. REFFSTER : FUTURISTIC GROWTH<br />
  21. 21. REFFSTER : BUSINESS MODEL PERSPECTIVE<br />GROWTH STRATEGY<br />Long Term Shareholder Value<br />PRODUCTIVITY STRATEGY<br />Manage Total E-Recruitment Lifecycle Costs<br />Gross Margins from <br />New Services<br />FINANCIAL <br />PERSPECTIVE<br />Revenues From<br />New Services<br />High Performance Service<br />First To Market the High Reward System<br />Extend into New Sectors<br />CUSTOMER <br />PERSPECTIVE<br />CUSTOMER VALUE PROPOSITION<br />Launch<br /><ul><li>Alternate Job Posts with more referral opportunities
  22. 22. Achieve initial sales goals with wealth creation</li></ul>Identify the Opportunities<br /><ul><li>To Refer Talent & Suitably Rewarding Lock ‘n’ Key Thought Process</li></ul>Manage the Portfolio<br /><ul><li>Collaborate with Local Recruitment Agencies as partners
  23. 23. Venture into new Company Relationships</li></ul>Design and Develop<br /><ul><li>New Services through development stages
  24. 24. Reduce Screening cycle time
  25. 25. Reduce Recruitment costs</li></ul>INTERNAL<br />PERSPECTIVE<br />Multidisciplinary<br />Skills with Experience<br />A Culture of Creativity and Innovation<br />Technology to explore, Integrate and Speed to market<br />LEARNING<br />PERSPECTIVE<br />INFORMATION CAPITAL<br />ORGANIZATION CAPITAL<br />HUMAN CAPITAL<br />
  26. 26. THANK YOU<br />

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