TABLE OF CONTENTS

SHORT BUSINESS SUMMARY...................................................................2

COMPREHENSIVE DESCRIPTION OF JOBWHEELS.COM............................5
Vision..................................................................................................5
Strengths.............................................................................................5
Converting HR functions to e-recruitment solutions...........................6
End-user benefits for JOBWHEELS.COM...............................................6
For The Job-Seeker:..........................................................................7
For The Recruiter:.............................................................................8
Advantages of Jobwheels.com............................................................9
Complete Feature List for Jobwheels.com.........................................12
MARKET ANALYSIS................................................................................19
Industry-perspectives for growth......................................................20
Profile of Online Job-seekers in India.................................................23
Competition research:.......................................................................27
Naukri.com.....................................................................................28
Monster India:................................................................................32
Timesjobs.Com...............................................................................35
MARKETING PLAN.................................................................................38
RESOURCES NEEDED TO RUN THE BUSINESS......................................42

SHORT BUSINESS SUMMARY

ALL over the world it is quite evident; the brick economies have been
transforming into click economies (many have already undergone the
same). There is a sea change in the structure and style of the
economies and organizations. Patterns of international trade, capital
and competition have been changing dramatically in recent decades
with serious consequences for business strategy.
According to an online recruiters survey conducted by Gallup in USA,
65% of customers were satisfied with online recruitment, and whilst
the majority of customers use online recruiting to complement, rather
than replace, traditional methods, over a quarter believe online to be
more effective. Cost benefits, speed of recruitment, and access to
candidates were all flagged as major advantages. A report by Forrester
Research explicitly states that the average cost to hire an employee
via the Internet is nearly one-tenth as compared to that of newspaper
and

magazine

advertisements.

Recruitment

budgets

are

not

necessarily less, but employers certainly need to be more careful with

their money; and have the ability to prove and quantify the added
value that online recruitment can bring. Thus, the effort is to create
higher value per dollar spent. In this context, Jobwheels.com is the
ideal choice.
While online growth skyrockets, newspapers circulation is decreasing
daily and the print markets share of employment advertising is
declining even faster. In todays global economy, more and more
people are going online to shop, to be entertained, to get their news
and to find jobs. The future of RECRUITMENT is online.

Online recruitment uses the power of the internet to match people to

jobs. Fundamentally, it is about advertising vacancies on either job
sites or corporate websites. At this very basic level it is particularly
effective at getting a high level of response.
Most prospective candidates today go through various recruitment
sites and keep a tab on what is happening in the job market. The
chances of getting them to spot an online recruitment ad are much
better than that of print or electronic media. In fact, it would be
effective in case of mass recruitment. A 2004 McKinsey & Co report
reckons that between 2000 and 2004, the US newspaper market lost
around $2 billion of the $34-billion classifieds advertising pie to online
competitors such as Monster, Realtor and Craigslist. A significant
percentage of classified print advertising has moved to the Net over
the last three years. This represents an enormous opportunity for
employers to access this huge talent pool with great odds of getting
the right candidate. This has been proved in the Indian context as well.
The following table details this shift.

The market is humungous. Further, the market is expected to grow to

around Rs.190 crores in the financial year 2006-07.
India's online job seeking population in 2005-06 stood at 6.5 million, an
astounding 71 percent growth over the 3.8 million in 2004-05. With
100 million Indians expected to use the Internet by 07-08 from the

present 38.5 million, the number of online job seekers is expected to

cross 9.2 million this year (2006-07), says a study conducted by
Internet &

Mobile Association of India (IAMAI). The report puts the

market size of the Indian online recruitment industry at $32.9 million

Hence, we propose Jobwheels.com with a Vision to ENABLE a
large number of organizations to be globally competitive by
optimal utilization of competent and experienced manpower
leading to long-term, value-added relationships. Thus, we
aspire to be the one-stop shop for all HR needs in Manpower
sourcing and placement.
JOBWHEELS.COM plays a major role in simplifying the recruitment
process. We have facilities where prospective candidates can upload
their CVs and apply for jobs that are clearly most suited to them which
is facilitated by in-depth job description
The objective of JOBWHEELS.COM is to serve as a common meeting
ground for job seekers and employers, both locally and globally, where
the candidates find their dream jobs and recruiters find the right
candidate to fulfill their needs. For companies, we offer a quick,
convenient, reliable, timely and effective way to reach recruiting,
search and employment professionals worldwide. To the job-seeker, we
offer Comprehensive resources for finding a job online in the particular
industries that we cover.
Currently, the industries* covered are:
1)Chemical Industries
2) Automobile Industry
3) Airlines, Aviation & Aerospace Industry
4) Banking & Finance Industry

5) Oil, Natural Gas & Petroleum Industry

6) Hospitality Industry
7) Hospitals and medical industry
8) Textiles & Apparel Industry
9) Dye, Dye Chemicals & Auxiliary Industry
10) Pharmaceutical & Bulk Drug Industry
*Notes tracing the current scenario and growth of all the above
industries are available as a part of Annexure
The average cost to hire an employee via the Internet is nearly onetenth

as

compared

to

that

of

newspaper

and

magazine

advertisements. Recruitment budgets are not necessarily less, but

employers certainly need to be more careful with their money; and
have the ability to prove and quantify the added value that online
recruitment can bring. Thus, the effort is to create higher value per
dollar spent. In this context, Jobwheels.com is the ideal choice.

COMPREHENSIVE DESCRIPTION OF
JOBWHEELS.COM
Vision : Enable a large number of organizations to be globally
competitive by optimal utilization of competent and experienced
manpower leading to long-term, value-added relationships.

Strengths

Vast network of professionally qualified persons working as

experts and molding careers.

In-house pro-active research on executive movements and trends

in the industry.

Real-time, pre-screened data bank covering the entire industrial

spectrum.

We have a proactive and ethical approach in all our dealings. We

believe

in

transparency

in

operations

and

ensure

quality,

confidentiality and cost-effectiveness for our clients. It is our constant

endeavor to provide clients with efficient solutions in the least possible
time. We use well-designed and user-friendly forms to take care of all
HR needs in Manpower Placement. Thus, we are the one-stop shop for
all HR needs in Manpower sourcing and placement.
Online career networks will be used by more recruiters to build and
store resumes in digital, searchable format. Innovative technology
provides employers and recruiters with desktop-based online tools
which take time and cost out of the recruitment process as well as
offering recruiters access to a global database of literally millions of
resumes.

A range of new services are being developed which will provide more
than the job and candidate matching services of some online recruiters
today. This is the niche that JOBWHEELS.COM will occupy by looking at
recruitment solutions on behalf of the company. A sophisticated
search engine, which enables pre-qualification of resumes on
the basis of skills, qualifications and experience and other
categories and dimensions as specified by companies, is in
place. Our recruitment applications are designed to do a whole
lot

more

than

just

reduce

paperwork.

It

is

an

online

recruitment system, with its emphasis on a more strategic

decision making process.

Converting HR functions to e-recruitment solutions

JOBWHEELS.COM plays a major role in simplifying the recruitment
process. We have facilities where prospective candidates can upload
their CVs and apply for jobs that are clearly most suited to them which
is facilitated by in-depth job description
The objective of JOBWHEELS.COM is to serve as a common meeting
ground for job seekers and employers, both locally and globally, where
the candidates find their dream jobs and recruiters find the right
candidate to fulfill their needs.
The three macro economics trends that are seen as fuelling the growth
of the recruitment industry are:

Shorter employment tenures

Shrinking labor pool

Need for technology workers

Thus, corporate expenditures for these Online-recruiting services are

anticipated to increase dramatically in the next few years as corporate
end-users

upgrade

their

hiring

methodologies,

strategies

and

technologies for finding talent. It is the opportunities created by this

changing environment and the enormous potential thrown up through
them that Jobwheels.com seeks to tap.

End-user benefits for JOBWHEELS.COM

JOBWHEELS.COM delivers easy-to-use search capabilities, customer
service and convenience. The features include:

State-of-the-art resume database providing recruiters, head

hunters and corporate human resource professionals easy access
to some of the best talents in the workforce today

Questionnaires tailored to detect required skills to meet the

exact needs of the Company or position

Simplified application process

For The Job-Seeker:

JOBWHEELS.COM is specifically designed for those who seek the
most demanding and challenging positions in their chosen field, with
the most dynamic employers. We offer the job seeker :

A quick ,convenient, reliable, timely and effective way to reach

recruiting, search and employment professionals worldwide

Comprehensive resources for finding a job online in the particular

industries that we cover.

Currently, the industries covered are:

1) Chemical Industries
2) Automobile Industry
3) Airlines, Aviation & Aerospace Industry
4) Banking & Finance Industry
5) Oil, Natural Gas & Petroleum Industry
6) Hospitality Industry
7) Hospitals and medical industry
8) Textiles & Apparel Industry
9) Dye, Dye Chemicals & Auxiliary Industry
10) Pharmaceutical & Bulk Drug Industry

Detailed information on potential employers

Options for upgraded facilities for maximum visibility

Constant monitoring of job postings against resume

The best way to for them to work with the system and let it work for
them, is to become a member and create a profile. That way, search
professionals have easy access to their skills, background and
experience to quickly match them with the available job opportunities.

For The Recruiter:

Thanks to skill based automated pre-screening and our powerful
software architecture, the time spent at every step of the recruiting
cycle is greatly reduced. This translates into huge savings for
employers. The specific advantages available are:

Reduced time to hire

Increased probability of hiring the right candidate

Search and respond to resume postings online

Constantly monitor resume postings

Use criteria builders to streamline search

Find resumes to match specifications

Setup interviews

Add graphics (like company logos) and active hyperlinks to your

corporate web site

Receive, sort and shortlist online resumes

Send mass e-mail to candidates direct from your desk top (with
our special scheme)

Provide facts about company culture, environment, practices and

recruitment processes, thus giving the company a higher
visibility.

Brand-building opportunity

As the necessity to find candidates of the right caliber increases, the

online recruiters combination of low cost, higher value, speed-toemployment and quality candidates seems like an even more
compelling offer.
We can deliver these benefits because of the sheer flexibility of the
medium in which we operate. Without the constraints of print
deadlines we can react to opportunities and pass these on to our
clients, in a way no other medium can.

10

We recognize the importance of keeping operational expenses as low

as possible for all companies big and small. This is where online
recruitment leaps ahead of its traditional competitors.
Goldman Sachs, the American Investment Bank, has concluded that
online recruitment substantially reduces recruitment cycle time, on
average from 90 to 30 days. Of course business development works
both ways. It is clear that HR professionals will need to refine and
adapt their own working practices if they are to match those of online
recruitment. In particular, it will be essential to speed up certain work
processes acting faster to secure the desired candidate, who now can
not only be found faster, but lost faster unless the loop is closed
quickly. In this case, our scheme of being able to BUY A RESUME
comes handy.
Also, people are turning more and more to online job surfing to conduct
their job searches. This trend is strong among the younger portion of
the workforce which is fresh, energetic and computer-savvy, and is true
in almost all parts of the world. As an employer, you should not miss
out on reaching this sector of the working population.

Advantages of Jobwheels.com
JOBWHEELS.COM

is

Superior

to

email

recruitment

or

recruitment through the company web-site:

Sifting through a maze of emails, irretrievable losses of data are the
woes of email recruitment. How is job recruitment carried out today?
Previously employers had to sift through piles of hard copy resumes
sent in by post. Recruitment ought to be an easier process now with
technological advances, right?
Unfortunately this is not the case. Fact is, this system entails sifting
through a maze of emails and attachments, as well as a possibly

11

irretrievable loss of data. These together mean that time and effort is
wasted unnecessarily.
Consider this scenario. A job applicant emails a resume to your
company. In order to view this application, you have to open the email,
download the attached resume and open the file. You then close this
email and open the next one. Four things have to be done to view just
one application. Multiply

that by the average number of job

applications and what do you get? A human resource headache!

With multiple applicants, chances are you will lose track of your
applicant pool and feel irked during the hiring process. Any attempt to
print out the resumes simply returns you to the pre-Internet days of
leafing through piles of paper documents. Either way there is no way
you can consider all applicants at one glance.
Sounds familiar? Consider also the immense data lost in the event of a
crashed or corrupted hard disk. This is truly a recruiters nightmare;
unless a backup has been made, there is no way for a recruiter to
retrieve applicant information again.
When you consider things more carefully therefore, email does not
seem an ideal way to carry out recruitment after all.
Thus,

Jobwheels.com

offers

enhanced

efficiency,

speedier

recruitment.
The benefits are encapsulated as follows:
Greater speed and efficiencies in applicant tracking and resume
management tasks.
Easy interface for updating by recruiters.
Report generation for process examination and refinement.
Reduced cost-per-hire and time-to-hire.

12

 Internet protocol based system allows universal and cost-effective

access to both applicants and recruiters.
Further, our site is extremely useful because of the thrust on global
clients to take advantage of trends across the world. For instance, at
one point, a nation like Australia, had 200,000 openings in the IT
sector. So, Jobwheels.com makes good sense as it can provide
cross border facilities. It can facilitate a demand and supply
scenario, and offer global job opportunities to professionals in
various sectors.
We do the job of qualifying candidates and then forwarding information
about the best prospects to recruiters and line managers seeking to fill
specific openings. As a result, the people who have to make the hiring
decisions review only those resumes that fit their specifications and
interview only those who have been pre-qualified. The entire process is
very fast.
In this context, if a company operates in a specialized field/industry,
however, its best recruiting efforts might be made with niche job sites
that target a specific audience of professionals. Unlike other job-sites,
JOBWHEELS.COM scores on this front because it is specifically targeted
at certain industries as mentioned above.
Most 'job sites' are mere online advertisers. An industry person says
that a few online sites actually pick up advertisements placed by
placement agencies, most often without the consent or knowledge of
the concerned agency. Also the Web tends to throw up limited choices
of candidates if singularly used. In fact, the common view expressed by
the managers surveyed was that very few candidates update
information on a regular basis on Web sites. However, this does not
happen with JOBWHEELS.COM because candidates need to necessarily

13

fill-up the industry and firm-specific application form required by the

recruiting company and only then can the process begin.
Further, senior industry people hardly apply for a job online. They
would not like to put up their name on a public place like portals. This
drawback

is

not

applicable

to

JOBWHEELS.COM

because

the

respondents personal information is held back and the other required

details are sent to the company.
Also, incase a person tries to apply to the company hes already
working in; the resume will automatically be blocked by the software.

14

Complete Feature List for Jobwheels.com

Users and Roles

The website will have the following types of users:

Employer

Visitor

Candidate / Seeker

15

Employer
An employer will have complete powers on this site he is the
controller of the website. He has complete control to manage jobs and
current job listings, conduct resume search and track applications
received; shortlist candidates and schedule/track interviews. He can
keep a track of the complete recruiting process at all stages, avail mail
templates, view reports and set system parameters.
The employer or the HR department of a company has to her disposal
the following modules/functions.

Login Completely Secure;

Logout

Retrieve lost password

Change password

Edit registration details The registration info would be the same

as what is now collected in the booking form.

View/Edit company and contact details

View/Edit company logo

Manage jobs (View/Edit/Delete) current list of jobs

o

Displays a list of all the jobs added by the HR.

Has links edit and add job pages.

16

Flag jobs as hot jobs

Activate/Deactivate job postings

Resume Search - A search page which lists from the available

resumes, a list of resumes according to the search criteria.
Search criteria being:
o

Skills

Employment type

Salary

Willing to Relocate

Filter Job search results based on columns

Lists all the applications of candidates who have applied

for various jobs

The listing id done based on the filter criteria. Search

criteria being :

Job code

Name

E-mail address

Interview Stage No.

Shortlist Candidates and Schedule / tracking interviews for

candidates

Recruiting Process - Stages (Post Recruitment Process)

17

Stage Zero - Screening and scheduling

Stage One - HR Interview

Stage Two - Process linked Interview

Stage Three - Final Interview (offer acceptance / reject)

Stage Four - Joining

View Interview Schedules

My mail templates

Lists and Lets the user view/edit/add/ delete the mail templates.

Visitor
A Visitor is any person who visits the website. A visitor will be able to
do only the following:
1. View Home Page
2. About Us
3. Privacy Policy
4. Terms & Conditions
5. Contact Us
6. Search Job Listings (Quick Search & Advanced Search)
7. View Job Listing Details
8. View Hot Jobs

18

9. Register as Candidate
Candidate
A job seeker is a visitor who has registered and has logged in in
addition to doing what a Visitor can do, a candidate can perform the
following functions as well:
1. Login
2. Logout
3. Retrieve Lost Password
4. Change Password
5. My Home
6. Search Job Listings (Quick Search & Advanced Search)
7. View/Edit Registration (personal profile) Details
o

The registration info would be the same as what is now

collected in the booking form

8. Apply for jobs

o

A registered and logged in seeker may not only view list of

jobs and urgent vacancies but also apply for the same.

There is no limit as such to apply for jobs, but if a job is

offered and accepted he/she is not allowed to apply any
more jobs. Similarly if rejected for any job he/she will not
be allowed for the same job for a limited period of six
months.

19

9. Receive Email updates.

10.

Activate / Deactivate resume

11.

Create Cover Letters

12.

Check status of jobs applied and view interview schedule.

13.

Receive Interview scheduled via email.

14.

Receive/Accept Offer notification.

20

Due to the superior technical architecture of JOBWHEELS.COM,

applicant management system becomes a key strength. We are using
SQL for Database Management. Visual Basics is used for the front-end.
Forms-Crystal forms. The platform used: asp/asp.net

21

Some of the Highlights of Jobwheels.com:

Does not allow a job seeker to forward the resume/ respond by

sending his resume to a vacancy advertisement if he is presently
employed in that company.

If a person uses "4 for 500" then the person cannot approach a
company through the same model / module for the next 3
months. After this, he can approach the company only through
an ad released by the employer.

It sends the advertisement only to the exact set of candidates in

that category. For example, a pilot requirement is sent only to
pilots and not to airhostesses. After 72 hours, the pilot inquiry is
sent to all the people registered in the airline industry. This
inquiry will by no way or chance be forwarded to any one in the
chemical industry or banking and finance, etc.

Once a company rejects a candidate, it will not be able to revert

back to that resume.

The resumes are forwarded to the companies without any names

and contact details to avoid unnecessary embarrassment to the
candidate incase the advertiser would like to call and check the
job seeker out.

There are various pre-framed letters to allow the advertiser and

the employer to correspond and have more clarity prior to
actually short listing and scheduling an interview. This same
process can be done after short listing.

22

Schemes offered:
Organizations registers only once with a fee of Rs. 10,000/-. Renewal of
the subscription is only Rs. 2,500 per year.
To register as a member, HR Consultants will have to pay Rs. 20,000
as a one-time fee. The renewal charges for Manpower and HR
Consultants / Organizations are only Rs. 5,000 every year.
For the Companies and Manpower agencies:

Vacancy Ads: Companies and manpower consultant agencies can

release

periodic

organization

can

advertisements.
place

Once

vacancy

registered,
advertisement

the
on

Jobwheels.com that will be valid for 45 days (for a nominal

amount

of

Rs.

1,200.Manpower

agencies

can

place

advertisements for vacancies on behalf of their clients for Rs.

2,000 per insertion that will be carried for 45 days. There are
special packages for them in case they have more than one
vacancy to be headhunted

Inviting particular set of candidates: Recruiters can send a mail

to a set of candidates fulfilling certain conditions

Resume access buying: A Recruiter can buy a resume i.e. with

the approval of the candidate, this resume will not be accessible
to other recruiters for a period of 15 days.

23

For the job-seeker

Resume blaster: this scheme allows the job-seeker to mass-mail

his resume to about 500 companies/placement agencies all over
India/Middle east.

4 for 500:

(For projections related to the above, please refer financials)

24

MARKET ANALYSIS
Online recruitment advertisement is going to grow and will be of
immense assistance in junior and middle-level recruitment. Senior
positions require a different strategy. Most of the big enterprises are
tying up with some of the best jobsites throughout the world and
developing a proper network for getting the best talent suiting their
requirement. The key to success is that the search should be welldesigned, with comprehensive information, and has to be transparent.
As a trend, it is no more a concept sale. People are realizing the power
of this medium as well as the impact it can have on cost savings. While
technology companies were the early adopters, today other industries
are also embracing this medium. With the Internet penetration
growing, one can be certain of the popularity of this medium. The
market is humungous. Further, the market is expected to grow to
around Rs.340 crores in the financial year 2006-07.
At 38.5 million users, the Internet reaches twice the number of people
that Dainik Jagran, Indias largest read newspaper, does. People spend
roughly twice the time surfing the Web, as they do reading
newspapers. Working online via websites and email is the way of the
future. It's not just the youngsters who are logging on to find jobs
either. Recent studies show 35% of all users are over 35. All these
factors make a very compelling case for a job site that can fill a needgap. The following diagram rates the various application channels with
respect to parameters like processing within the company, costs, etc.
Internet job portals rate very high on areas like Volume of Jobs,
possibility to compare jobs, etc. as illustrated by the spider-graph
below:

25

Further, the ability to gain additional information can be increased by

linking the Job portal advertisement to the main web-site of the
company. Also, with the new software that job portals deliver to
companies that allow them to filter candidates on the basis of predefined criteria, the utility with respect to the application process as a
whole also increases drastically.

Industry-perspectives for growth

A study conducted by online job portal Monsterindia.com has revealed
that e-recruitment, a concept popular in the IT and software industries,
is now having a far-reaching effect on other sectors as well.
Engineering and financial sectors in India are now emerging as leaders
in online recruitment. The study has observed a 100 per cent growth in
these sectors in 2005 compared to 2004.
The resume database strength in the engineering sector alone has
grown by 117 per cent in 2005 as against 2004, while in the financial
sector it has escalated by 98 per cent. The job growth in the two
26

sectors has gained a momentum by approximately 250 per cent

in2005, compared to the previous year.
Elaborating on this trend, Dhruv Shenoy, VP Marketing, Monster Asia,
said, There are clearly two parts to e-recruitment first is from the job
seekers end, which ensures the resume growth, and the second is
from the recruiters end, which ensures job growth. What is essential
to note is that the engineering and finance sectors are growing at both
the ends. This means that the demand for jobs is growing in keeping
with the rise in the number of job openings in these sectors. While the
resume growth in engineering sector and financial sector has been at
the rate of 117 per cent and 98 per cent respectively, the job growth in
these sectors is pegged at the rate of 250 per cent and 277 per cent
respectively, and this is commendable. The comparative study has
indicated the following results in the other sectors:
In 2005, resume growth in advertising and marketing has been 84 per
cent; 72 per cent in the BPO sector, and 71 per cent in the area of
Sales. The lowest resume growth has been registered in the IT sector
at 29 per cent in 2005. Job postings in the advertising and marketing in
2005 has grown at a rate of 183 per cent BPO job postings has grown
by 166 per cent and sales by 139 per cent. The IT sector registered
lowest growth in job postings at 76 per cent in 2005.
Shenoy further said, The percentage growth of job openings in these
sectors has remained much higher against the percentage growth in
the resume growth. This illustrates the recruiters growing belief in
online recruitment as a concept. The growing Internet penetration
rate is also facilitating job seekers in finding the right kind of opening
and is leading to the successful extension of online resume posting
options.

27

Thus, we can see the shift towards online job-search in India is

tremendous. This is mainly due to increased internet usage. Broadband
policy and other initiatives by the IT and Telecom Ministry encourage
increased adoption of the internet. A monthly broadband subscription
costs as little as 199 rupees (US $4.50). A second factor is the IT
Telecom Ministry initiative to make computers available for purchase
under 10,000 rupees (US $226). In addition to working with hardware
manufacturers to remove the financial barrier for households in India,
the organization continues to push development of language fonts to
remove language and localization of content issues. Thus, the market
size is growing and is slated to show an exponential growth in the next
few years.
As far as funding goes, Internet properties from India present exciting
prospects. InfoEdge, which owns some of Indias hottest Internet
properties including the largest job portal Naukri.com, Real Estate
search engine 99acres.com, and matrimonial site Jeevan Sathi has got
funding from KPCB and Ram Shriram of Sherpalo Ventures. InfoEdge
did $10 million last year with profits of $1.8. Revenues are expected to
more than double this year, and the company expects to go public this
year.
Indeed, Indian Internet ventures are hot amongst the valley-based VCs
lately. Since 2005, about a dozen VCs have invested close to $150
million in Indian dot-coms, "and more funds are about to follow," says
Arun Natarajan of Venture Intelligence India which tracks PE & VC
investments in India and Indian-founded companies worldwide. "India
is particularly appealing for a number of reasons, such as being
forecasted to be the world's largest economy by mid-century, GDP
growth of 8 percent, world-class companies and talent in offshore
technology services," says Manik Arora of the Silicon Valley-based
Venture

Capitalist

firm

Battery

Ventures.

The

Internet

enabled

28

consumer services opportunity in India is particularly promising given

the emergence of a middle-class with purchasing power and increased
Internet

connectivity,"

he

added.

One thing is for certain. That some viable Internet businesses are
getting built in India, and they are getting attention from the top rung
of US VCs.

Profile of Online Job-seekers in India

India's online job seeking population in 2005-06 stood at 6.5 million, an
astounding 71 percent growth over the 3.8 million in 2004-05. With
100 million Indians expected to use the Internet by 07-08 from the
present 38.5 million, the number of online job seekers is expected to
cross 9.2 million this year (2006-07), says a study conducted by
Internet &

Mobile Association of India (IAMAI). The report puts the

market size of the Indian online recruitment industry at $32.9 million.

To understand the exact demographics of the online job seekers as well
as parallel activities they do online, IAMAI mandated a study in January
2006 with a base of 3269 respondents who seek jobs online. The
survey was mandated with the overall objective of obtaining data to
understand and anticipate online job trends.

29

According to this report, Indians go online for a number of activities

including e-mail and IM (98 percent); job search (51 percent);
banking (32 percent); bill payment (18 percent); stock trading (15
percent); and matrimonial search (15 percent).Fuelled by a rising
internet penetration and 38.5 million users, e-recruitment is gaining
ground as a preferred medium of hiring in India. For job seekers, the
Internet has opened up the world of job searching, turning it into a 24hour-a-day marketplace. Internet is arguably the most immediate,
convenient and comprehensive medium for employment seekers to
research and prospect for jobs.
Some Key Findings:

Of the total number of Online Job-seekers, 72% are males and

28% are females.

Even though this particular piece of statistic might raise eye-brows, it

falls into context if we consider the fact that 3:1 is the average ratio of
men: women in the work-force of India.
Qualification:

41% have a Graduate / Post-Graduate General (BA, BSC. MSC,

B.com etc.)

40% have a Graduate /Post Graduate Professional Degree.

Occupation:

25% Mid Level Executives

15% Junior Executives

13% Students

30

12% Senior Executives

Top 5 states:

26% Maharashtra

17% Delhi

13% Tamil Nadu

8% Karnataka

6% West Bengal

Cities:

17% are from Mumbai

17% are from Delhi

7% are from Chennai,

5% from Kolkata

5% from Bangalore

3% from Hyderabad and

3% from Pune

Commenting on the findings of the survey, Dr Subho Ray, President,

IAMAI said online job search is a winner all the way! For job seekers it
eliminates the disadvantages of location, cost and time. For recruiters,
it provides easy access to the best talent at a competitive cost. Given

31

the obvious advantages, this segment is set to grow at a scorching

pace.
A growing economy, a thriving job market and increasingly net savvy
users have converged to create the right environment for the online
job search market to grow.
Age:

38% of the Respondents who use the Internet for Job Search are
in the 18-25 age group

43% are in the 26-35 age group

13% are in the 36-45 age group

5% are in the 46-60 age group.

Internet Access:

48% of respondents who use the Internet for Job Search access
the Internet from Home

64% access the Internet from Office,

48% access the Internet from Cyber Caf,

6% from Friends place and

9% from Mobile.

In this case, the total is greater than 100% because there are multiple
access points for a large number of respondents.

32

Internet Savvy:

37% of respondents who use the Internet for Job Search have
used the Internet for more than 6 years,

48% for 3-5 years, 10% for 1-2years,

3% for 6-11 months

1% for less than 6 months.

Other Online Activities of Users who use the Internet for Job
Search:
Email: 99% of respondents who use the Internet for Job Search use the
Internet for Email.
Chatting: 52%of respondents who use the Internet for Job Search use
the Internet for Chatting.
Surfing: 74% of respondents who use the Internet for Job Search use
the Internet for Surfing.
Search: 73% of respondents who use the Internet for Job Search use
Search Engines.
Basically, there are two segments that emerge.
One is the Student/Management trainee/Junior executive who is either
just out of college or is looking for switches in the age-group of 18-25
years. This consists of approximately 40% of the total.
33

The other category is that of Middle level executives looking for a Midcareer change in the age-group of 26-35 years. This category consists
of another 43%.
A very large number of the users are covered in the four-metros (total
of 46%) and over 80% of them have been using the internet for more
than one year. However, there is scope for exponential growth in the
non-metro,

Category

Towns

like

Ahmedabad,

Pune,

Bhopal,

Chandigarh, etc.
As of now, the senior management recruitment occurs more through
personal contact, head-hunters, etc. because of confidentiality issues.
Further, on the demand-side, there are two clear segments. One is that
of large well-known corporates which are currently the major clients for
most job-portals. Also, in India, the potential for large private limited
companies and SMEs(Small and Medium size Enterprises) is huge. This
segment is not currently being tapped to a large extent by the other
players. This can be the growth-engine for Jobwheels.com.

Competition research:
Naukri.com

Monster.com

TimesJobs.com

Career Advice

No

Yes

Yes

Resume
Posting
Daily
Reach(per
million)
Page Views(per
user)
Home page

Yes

Yes

Yes

1470

842

260.5

16.0

7.0

9.5

Very Cluttered,
Full of
company
listings
Little difficult

Uncluttered,
Big Monster
logo, Lots of
White Space
Easy

Cluttered,
Filled with
companies
logos
Very Easy

Not Easy,
Everything on

Fast and Easy,

Links easily

Moderately
Easy, Opens a

Navigation
Ease of use

34

a very long
homepage
Slow(65% sites
are faster)

back to
homepage.
Slow(65% sites
are faster)

Use of colors

Low Usage of
colors, Not
Appealing.

Content

Filled with lots

of Search
options but
Cluttered
Toolbar Option,
No. 1 Indian
Jobsite , Almost
10 yrs old.

Not much
Usage, Still
Quite
Appealing
because of the
color contrasts.
Clear and
Comprehensibl
e

Speed

Miscellaneous

Largest
database of Job
Listings and
Job Seekers,
More than 5
yrs old.

new window
every time.
Slow (77%
sites are
faster)
Filled with
logos and
colors,
Appealing.
Comprehensibl
e, Reasonably
well structured
Job Fairs,
Listings from
leading
newspaper,
Around 3 yrs
old.

Source: Business World

Naukri.com

Statistic Snapshot of Naukri.com

35

Naukri.com was launched in 1997 by Sanjiv Bikchandani. From 2.5

lakhs in the first year, Naukris revenues stand at approx 78 crores in
2006. One of the drawbacks is that it has an extremely cluttered homepage. Over 10% of its current corporate client list consists of
companies located in USA, Africa, Middle East and Far East. Similarly
about 5% of the individuals approaching Naukri are NRIs wanting to
return to India or register with Naukri to look at opportunities in India
or globally.

Site Stats for naukri.com:

Traffic Rank for naukri.com: 283 ( 91)

Speed: Slow (65% of sites are faster), Avg Load Time: 2.9
Seconds

Other sites that link to this site: 721

Online Since: 27-Mar-1997

Reach for naukri.com:

Reach per million users:

36

Today

1 wk. Avg.

3 mos. Avg.

1,450

1,475

1,470

3 mos. Change
24%

Page Views for naukri.com:

Page Views per user:
Today

1 wk. Avg.

3 mos. Avg.

17.8

17.6

16.0

3 mos. Change
5%

Source: Alexa.com
Services for Job-seekers

Resume Blaster: Lets 50,000 recruiters see your resume.

Resume Development
37

Resume Flash: Maximizes your resume's visibility.

Job Mail: Sends the latest jobs in your inbox.

Services for employer

Job Posting Services

RESDEX :Resume Database Access)

Naukri

INSTA hire:Innovative recruitment solutions now on

mobile.

eApps Pro(Online Response Management Software)

Categories in Naukri.com

Accounts, Finance
Banking, Insurance
Call Centre, Operations
Engineering Design, R&D
HR, Admin IT- Software
Manufacturing
Marketing, Advertising Sales, BD
Site Engg., Project Mgmt.
Accounts, Finance
Banking, Insurance Call Centre, Operations
Engineering Design, R&D
HR, Admin IT- Software
Manufacturing
Marketing, Advertising Sales, BD
Site Engg., Project Mgmt.
Architecture, Interior Design
Consultants
Content, Journalism
Corp. Planning, Consulting
Export, Import Fashion, Garments
Guards, Security
Hotels, Restaurants
IT- Hardware, Telecom

38

Legal Packaging
Pharmaceuticals, Healthcare, R&D
Purchase, Supply Chain
Secretary, Front Office
Teaching, Education

39

Monster India:

Monster India was launched as an IT Job Portal in 2001 and then

diversified into other sectors by acquiring Jobsahead.com in 2004. It
has a prominent Direct Search feature. The home-page is not very
cluttered and contains one can easily sort within a category (like sales)
By location (Mumbai-12, Bangalore-5, etc.) on freshness, experience,
salary and key-words, if any.
Site Stats for monsterindia.com:
Traffic Rank for monsterindia.com: 858 ( 1,096)
Speed: Slow (65% of sites are faster), Avg Load Time: 2.9 Seconds
Other sites that link to this site: 198
Online Since: 16-May-2000
Reach for Monsterindia.com
Reach per million users:

Today

1 wk. Avg.

3 mos. Avg.

945

885

842

3 mos. Change
115%

40

Comparison with Naukri.com:

Source: Alexa.com
Page Views per user:
Today

1 wk. Avg.

3 mos. Avg.

5.4

7.0

7.0

3 mos. Change
9%

41

Services for Jobseekers:

Express resume: To be sent to top consultants

Resume development

Services for employers:

Job Postings

Employers of choice feature: Brand (Company name) featured on

the home page with logo

Resume Search

Categories:

Advertising, DM, PR, MR and Event Management

Banking
Call Centre, BPO, Customer Service
Distribution & Delivery/Courier
Entertainment/Media/Journalism
Export/Import
Finance & Accounts /Financial Services
Health Care
Hotels/Restaurants
Human Resource, Admin & Recruitment
Insurance
Legal/Law
Marketing & Communications
Pharmaceutical/Biotechnology
Production/Engg/R&D
Purchase/Supply Chain
Retail Chains/Shops
Sales
Senior Management
Software, Hardware, EDP
Telecom/ISP
Travel/Airlines

42

Timesjobs.Com

It is owned by Benett Coleman and Co., which is one of the largest

media companies in India. The portal links with the popular Ascent
supplement of Times of India. It also conducts Job fairs all over the
country on a regular basis in association with other group companies.
Site Stats for timesjobs.com:
Traffic Rank for timesjobs.com: 2838 ( 657)
Speed: Slow (77% of sites are faster), Avg Load Time: 3.8 Seconds
Other sites that link to this site: 183
Online Since: 13-Dec-2002
Reach for timesjobs.com:
Reach per million users:
Today

1 wk. Avg.

3 mos. Avg.

280

270

260.5

3 mos. Change
31%

43

Comparison with Naukri.com

Page Views for timesjobs.com:

Page Views per user:
Today

1 wk. Avg.

3 mos. Avg.

8.6

9.1

9.5

3 mos. Change
14%

Services for Job-seekers:

Resume Zapper
Resume development

Services for employers:

Database access

Job listing

Visibility services

44

Categories:

45

MARKETING PLAN
The candidate has to register in any one of the listed industries as
his/her core competency zone.Jobwheels.com also has industry-specific
forms that facilitate thorough professionals to focus on their key
function areas. For example, in the Aviation industry, we have a
separate form for a Flight Engineer and a different for a Maintenance
Engineer.
Thus, the job-seeker will perceive the product to be superior to
competitors products or to other solutions they use to solve their
problems as it gives them separate attention with regards different
areas. Therein, lays the USP of jobwheels.com which is to cater to
needs and demands of specific industries better than the competition.
The Marketing is a "back door entry plan". It will be started on a small
scale in area of employed but computer connected areas like the lower
middle area of Delhi, Punjab, Tamil Nadu, Andhra Pradesh, Karnataka,
West Bengal, Gujarat and of course Maharashtra. This is because
research has showed that these states account for more than 80% of
the total job seekers out in the market.
The promotion will commence with inserts / leaflets in news papers in
English language, Hindi language and the local language. In the
southern states like Karnataka, Andhra Pradesh, Tamil Nadu will not
release in Hindi as they seem to be having some sort of mental block
for this. In certain other states like Gujarat and Maharashtra, local
dailies like Lokmat enjoy a huge share of readership. Hence, we will
have the leaflets released in the local language and then in English in
these states. Also,

46

Jingles or ads will also be introduced on the radio channels.

After three months, there will be scrolling advertisements on

news channels like Aaj tak, NDTV Profit, CNBC, etc.

After six months, full fledged TV advertisements will be aired.

Finally, Print ads in magazines will also be released.

Q1

Q2

Q3

Q4

Yes

Yes

Yes

Yes

Insertions
Radio spots Yes

Yes

Yes

Yes

No

Yes

Yes

Yes

Insertions
TV Scrollers

No

Yes

Yes

Yes

Magazine

No

No

No

Yes

Local
newspaper

(Jingles

and

ads)
English
newspapers

Print Ads

Promotion Strategy
47

Insertions in various Newspapers

Newspaper

Language

Circulation

Rates

Insertions/Mont

s
NATIONAL
The Times

h
English

19,72,714

3240

10

Of India
The
New

English

2,99,532

720

12

Express
Dainik

Hindi

23,06,890

1818

15

Jagran
The

English

4,66,814

2040

Times
NORTH
Punjab

Hindi

8,33,362

275

16

Kesri
WEST
Saakal
Lokmat

Marathi
Marathi/English/Hin

8,30,654
4,52,429

775
1050

12
15

Gujarat

di
Gujarati

9,61,589

3000

20

Indian

Economic

Samachar
EAST
The

p.c.c.
English

4,05,124

850

16

Telegraph
SOUTH
The Hindu
Malayala

English
Malayalam

10,47,151
13,73,079

1025
575

12
15

Manorama
Eenadu

Telugu

9,85,278

680

15

As we can see from the above table, the number of insertions per
month in English Newspapers is less when compared to Hindi or
Regional newspapers. However, in the coming months, the frequency
will be changed depending on the response and feedback. Apart from
regular insertions, Leaflets will also be enclosed in these newspapers to
capture attention.

48

In South, we will start advertising in other English Papers like Deccan

Chronicle and Deccan Herald after six months or so. Then, we will also
start concentrating on parts of Eastern and Central India.
To build awareness about our Portal, we intend to sponsor college
festivals in Engineering and Commerce colleges, especially in Mumbai.
Sponsorships for this start at around Rs.10, 000/- and move upwards.
On the basis of our needs at a particular time, we can go in for
targeted sponsorships to create a pool of candidates in a particular
sector. For example, when there is a need for Hospitality industry, we
can sponsor the festival of a Hotel management college. We can create
various tie-ups to build our candidate bank and simultaneously, gain
publicity for our portal.
We can also tie-up with manpower placement agencies and HR
consultants for bulk-deals to bring in the volumes for our portal.
For cost-effective advertising, we will register with Yellow pages; Ask
me services etc. which will cost approximately Rs.xyz. Further, online
communities like Orkut are the new rage in India. We can work out our
Public Relations campaign to tap this popular phenomenon. We will
register as a member on this community and create a buzz around our
portal.
Split up of costs for marketing is not shown because our budget is fixed
at Rs.1.5crores and this amount can be utilized within the above
mediums as described. Further, some modifications might be made
taking into consideration the existing market scenario, changing
dynamics of competition, etc.

49

RESOURCES NEEDED TO RUN THE BUSINESS

For first six-months, we will need one office-assistant-Programmer in
Singapore.
After that,

Technical equipment-resources:
Hardware:
Database server
Web-server
50

Connecting cables/lines
Nodes

Software:
Software on lease-hire basis(Quotation attached)

Technical Personnel:

Programmers
Senior Programmer
Junior Programmer

Software/ Website tester

Commercial Personnel:

Human resource manager

Marketing manager(2 people)
Junior and Senior.
Market analyst
Operations manager
Finance manager

Show existing customer list and details of ERC.

51