This document summarizes a study on the e-recruitment industry. It discusses how e-recruitment sites have streamlined the recruitment process by making it a 24/7 process and handling high volumes of applications. Industry trends driving change include using online assessments and community/professional linkages to support employer branding. The core activities of the industry, such as using computers, remain unchanged, while information-related job searching is being replaced by networking and virtual recruiting. Major players in the Indian market include MonsterIndia and Naukri. The document also profiles a company called Reffster and its business model within the e-recruitment industry.

1. Study of E-Recruitment Industry – Reffster's.comPrashant SaxenaOxford Internet Institute Aspirant

2. AGENDA

3. E-recruitment is the use of technology to attract candidates and aid the recruitment process.

5. E-Recruitment Sites – Traffic & Traction

6. E-Recruitment Sites – Traffic & Traction

7. Necessity The Mother of Invention: The Role of E-recruitment Facilitators1. Recruitment cycle & Streamline Administration 2. 24 X 7 days a week3. Instantaneous1. Build a talent bank2. Handles high volume job applications 3. Recruitment costs 1. Vacancies across multiple sites & separate divisions 2. Reinforcing employer branding3. Provide tailored information

8. INDUSTRY TRENDS & DRIVERS FOR CHANGE

9. EFFECTIVE E-RECRUITMENT STRATEGIESAn activity to support Employer BrandingOnline Assessments & Reduces the administrative overhead Community & Professional linkages transferred in RecruitmentsLive Video Resume & Virtual Office Tours

10. TRAJECTORIES OF INDUSTRY CHANGECore ActivitiesThreatenedNot ThreatenedThreatenedCore AssetsNot ThreatenedTHE CHANGE:Core Assets – Computers UnchangedCore Activities – Information related Job search  Networking, Virtual recruitments, Referrals etc

11. PORTER’S INDUSTRY DYNAMICSPOTENTIAL ENTRANTS: International Players, Horizontal or Vertical Expansion BARRIER TO ENTRY: Employer-Portal Relationships, Brand Trustworthiness & Switching CostBUYERS/USERS: Job Seekers, Professional Networkers, EmployersSUPPLIERS: Employers, Consultants, Value Added Service PartnersFIRM RIVALRY: Monsterindia,Naukri, in.yellojobs, etcDISADVANTAGE: Weak & Profit Based Relationships ADVANTAGE: High Switching CostPOOR SUBSTITUTES: Compromise on distance & time costsSUBSTITUTES: Offline (Physical) Consultants, Company HR Contact & Job Fairs

12. INDUSTRY ANALYSIS: PEST FACTORS

13. INDUSTRY ANALYSIS: PEST FACTORS

14. E-RECRUITMENT: MARKET OVERVIEW

15. E-RECRUITMENT: MARKET OVERVIEW

16. E-RECRUITMENT: MARKET OVERVIEW

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. Orkut walkin communities focus on the same space “job related information portals” operate.Job Consultant Portals cater to all the user segmentsDirect Job PortalsFocusReferral Portal FocusJob RelatedInformation Portals

18. REFFSTER : LIFECYCLE ANALYSISIntegrating online & offline channel membersPositive Word of Mouth via Blogging & Review based Awareness buildingReward Based Referral SystemBack office KPOManagement Backed Packaged Corporate ServicesReffster’s Encashment with High Rewards

19. REFFSTER : MANAGEMENT OVERVIEWArjunYadavArunYadavFOUNDERSCore Competence – Telecom, Media, Technology & Financial Services9 Years - ExperienceAnil ApteArjunThakaranADVISORSTechnology Backbone – IRIS Software23 Years - ExperienceConsulting Brain – McKinsey15 Years - Experience Technology Provider Legal Framework Support Pre Employment FirmIRIS SoftwareAuth BridgeSingh & SinghPARTNERS

20. REFFSTER : FUTURISTIC GROWTH

21. REFFSTER : BUSINESS MODEL PERSPECTIVEGROWTH STRATEGYLong Term Shareholder ValuePRODUCTIVITY STRATEGYManage Total E-Recruitment Lifecycle CostsGross Margins from New ServicesFINANCIAL PERSPECTIVERevenues FromNew ServicesHigh Performance ServiceFirst To Market the High Reward SystemExtend into New SectorsCUSTOMER PERSPECTIVECUSTOMER VALUE PROPOSITIONLaunchAlternate Job Posts with more referral opportunities

22. Achieve initial sales goals with wealth creationIdentify the OpportunitiesTo Refer Talent & Suitably Rewarding Lock ‘n’ Key Thought ProcessManage the PortfolioCollaborate with Local Recruitment Agencies as partners

23. Venture into new Company RelationshipsDesign and DevelopNew Services through development stages

24. Reduce Screening cycle time

25. Reduce Recruitment costsINTERNALPERSPECTIVEMultidisciplinarySkills with ExperienceA Culture of Creativity and InnovationTechnology to explore, Integrate and Speed to marketLEARNINGPERSPECTIVEINFORMATION CAPITALORGANIZATION CAPITALHUMAN CAPITAL

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