TO EASE THE RECRUITMENT PROCESS USING AI,

TO CREATE AWARENESS AND, SALES OF THE

PRODUCT

PROJECT REPORT

Submitted by

Gautam V Raval
(PGDM 2017-19)

In partial fulfillment for the award of the degree

of

POST GRADUATE DIPLOMA IN MANAGEMENT

In

MARKETING

AT

INSTITUTE FOR FUTURE EDUCATION, ENTREPRENEURSHIP AND

LEADERSHIP
Off Karla Phata, Ekveera Devi Gramasthan Road, Gut No-178,Village-Karla, Taluka-Maval,
Dist.- Pune, India
JULY 2018

1
Certificate from company

2
 INSTITUTE FOR FUTURE EDUCATION,
ENTREPRENEURSHIP AND LEADERSHIP

BONAFIDE CERTIFICATE (B)

This is to certify that the project report “TO EASE THE RECRUITMENT

PROCESS USING AI, TO CREATE AWARENESS AND SALES OF THE

PRODUCT” is the bonafide work of “Gautam V Raval” who carried out the

project work under my supervision.

Prof. Gaanyesh Kulkarni Wing Commander Sudhir Salunkhe

ACADEMIC SUPERVISOR DEAN SIR

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 Acknowledgement

It’s not possible to prepare a project report without assistance & encouragement of the people who
are part of the project and extended their support actively and passively.
On this very outset of report, I would like to extend my sincere & heartfelt obligations to
Ms. Apra Vidya MD, CEO at Abhay Techsolutions, who has continuously thrived us to accomplish
our endeavors and keep up spirit of growing professionally & personally. Her cooperation and
encouragement are impeccable.
I am also obliged to express the deep sense of gratitude to my Company Mentor Mr.Viral Majithia
City head Sales (Mumbai Region) who has put in his efforts and experience to build our real time
knowledge and enhance our productivity and value to the organization, his major teaching was to
be determined enough for what we were responsible for.
Certainly, I would also thank our Industry HR Miss. Shweta Kiran for her valuable guidance and
cordial support, which helped me to complete my tasks at various stages.
I also acknowledge with the deep sense of reverence to exemplary faculty member
Prof: Gaanyesh Kulkarni, who monitored us every week and at a personal level by visiting the
organization and interacting with Industry mentor, wherein he always expected end to end results,
to which this may embark my corporate journey in mere future.
I also extend my profound gratitude to Wing Commander. Sudhir Salunkhe and the Institute for
giving me this opportunity.
I also appreciate my co-interns Mr.Ashish Fulwadhani and Mr. Aman Mishra who helped me to
develop my project.

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 Table of Contents

Sr no. Item Page No

1. Bonafide Certificate - Company Supervisor 2

2. Bonafide Certificate – Academic Supervisor 3

3. Acknowledgement 4

4. Table of Content 5

5. Index 6-7

6. List of Tables 8

7. List of Tables /Graphs/Diagrams 8

8. Chapters:

1. Introduction 9-13

2. Industry Profile & Company Profile 14-25

3. Objectives of the study and task undertaken during SIP 26-27

4. Literature Review 28-29

5. Research Methodology 30-36

6. Data Analysis and Hypothesis Testing 37

7. Survey & data Analysis 38-50

8. Learning 51

9. Contribution to host Organization and Conclusion 52

9. Bibliography / Reference 53

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 INDEX
Sr. No Content Page

1. Introduction

1.1 Abstract 9

1.2 Introduction to Topic (Concept) 10-11

1.3 Survey of similar software’s (Competitors) 12-13

2. Industry & Company Profile

2.1 Industry profile 14

2.2 Company profile 15-16

2.3 About product 17-25

3. Objectives of the study and task undertaken during SIP

3.1 Problem statement 26

3.2 Objective of the Study 26

3.3 Task undertaken during SIP 27

4. Literature Review

Different applicable Concepts related to project, earlier research studies, 28-29

referred studies from the journals.

5. Concepts & study details

5.1 Selling Concept 30-31

5.2 Scope of study 32

5.3 Geographic Area 32-33

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 5.4 Time frame 34-35

5.5 Limitations 36

6. Research Methodology

6.1 Data Collection Methods. 37

6.2 Sampling Technique used 37

7. Survey & data Analysis

7.1 Objective of survey 38

7.2 How survey was taken 38-40

7.3 Questionnaire with responses & interpretation (Observation tables, 41-50

Graphs, Test reports, Pie charts etc.)
8. Learning

8.1 Findings 52

8.2 Suggestions 51

8.2 Conclusion 51

9. Contribution to host Organization 52

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LIST OF TABLES
Table No. Title Page No.
1.1 List of competitors 12,13
2.1 Login features 25

LIST OF FIGURES/GRAPHS/FLOWCHARTS
Figure No Title Page No.
1.1 Recruitment process steps 11
2.1 Different products 16

2.2 Tasks undertaken by ROB 24

3.1 Task undertaken during SIP 27
7.1 Objectives of survey 39
Questionnaire with responses &
interpretation(Graphs):
7.2 Interval of Hiring
7.3 Travelling for interviewing candidates
7.4 Scheduling & co-ordinating interviews
7.5 Challenges faced
7.6 Tools used
7.7 Challenges faced by new recruiter
7.8 High cost and time on developing analytics
7.9 Balancing urgent hiring
7.10 Average cost per candidate

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 Chapter 1

ITRODUCTION

1.1 Abstract
Artificial Intelligence (www.flexmr.net, n.d.) is one of the most popular trends in Talent
Acquisition, but Abhay Techsolution has come with an innovation and has raised the bar of
Talent Acquisition by Integrating Artificial Intelligence into Recruitment Process and setting up
“Right Candidate at Right place”. They have come up with the concept of Next Job as a product
which is a complete Recruitment Management Solution where in machines are put to make
decisions at a part & to enhance the human productivity and to minimize the errors. Next Job as
the product is AI based, an artificially intelligent Chat bot named as ROB (AI) is a mediator
between Employer & the Employee who eliminates the maximum human intervention and
effectively coordinates with rest 12 features of the portal. The magic of AI was very well known
in the market but Integration of AI in recruitment process was something new and was
questionable, how it may add value & reduce the cost ultimately? It was really a bull head task to
crack the market and it was just the first step to enter the Red Ocean with our new Idea,
challenge was to create the visualization in the minds of customers in terms of easing the
recruitment process over the existing players in the market. So to overcome the Challenge we hit
the market with a team of 6, allotted at different locations Pan Mumbai with an Innovative Idea
of an Interactive Video Survey and would create a buzz of the product in the market and also
create the data of suspect customers, categorizing those leads into Hot/warm & cold, based on
lead status we also got the sales pipe line as soon as the product launches we start selling the
product to likewise leads, this made us do lots of strategies, creative thinking to gain the
maximum response for our ultimate goal.

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1.2 Introduction to topic (Concept)
1.2.1 Concept

In past decade’s we have seen how the role of Information Technology has driven the
Human Life’s and have impacted the economy, this has also been a challenge and even a boon at
times to gain the maximum productivity of the inputs. IT has played the major role in changing
the markets in the later phase of decision making has become a crucial role Nowadays. As the
competitive edge to the entire organization is a bigger challenge over their investment and
returns, to lower down the risk and take the corrective action Artificial Intelligence has come into
the existence.

Abhay Techsolutions has come up with the same concept of Artificial Intelligence (Raviprolu,
2017) to ease the Recruitment process which is just Not a portal but a Recruitment Management
Solution, product named as Next Job which is integrated with AI and combined with 13 features
within the product. To market this product, we are Focusing on Concept Selling and following
the SPANCO (suspect, prospect, approach, negotiation, closure, order) model of approach as the
product is at introductory stage, and its providing the Recruitment solutions our target customers
are small medium enterprises like Recruitment Firms, Employers at organization (HR Managers
& executive, Owners) etc.

The project is about selling a concept (Ruiter, 2010) and at the same time understanding
consumer behavior. We have seen how a pre-launch process takes place, every small step
contributing to the final launch of the product. The biggest advantage of working in a start-up is
that we get to learn from a scratch. Going there out in the market and convincing clients to listen
to you without an established brand name is what we have learnt from this start-up.

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1.2.2 Recruitment process
As we are dealing with a recruitment software, it’s important to understand the steps of
recruitment process.

• Sourcing is a talent acquisition discipline which is focused on the idetification,

assessment and engagement of skilled worker candidates through proactive
Sourcing recruiting techniques.

• Screening is the process of sorting resumes to disqualify candidates using

successively more detailed examinations of the resumes. The objective is to locate
Screening the most qualified candidates for an open job.

• Shortlisting is the process of identifying the candidates from your applicant pool
• who best meet the required and desired criteria for the open req and who you want to
Shortlisting move forward onto the next step of your recruitment process.

• Interviewing is the process of interacting with the candidate, to understand his/her

confidence level, body language, communication skills etc. Interview can be Face to
Iterviewing Face, Online, telephonic etc.

• Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. Selection is a process of
Selection identifying and hiring the applicants for filling the vacancies in an organization.

• Offering is the final stage of recruitment and selection. Once a candidate is

selected, he/she will be issued an offer letter, which describes the designation, job
location, role, responsibilities, remuneration, benefits, and terms related to the
Offering company policies.

• Onboarding, also known as organizational socialization, refers to the mechanism

through which new employees acquire the necessary knowledge, skills, and
behaviors in order to become effective organizational members and insiders.[1] It is
Onboarding the process of integrating a new employee into the organization and its culture.

Fig 1.1 Recruitment process steps

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1.3 Survey of similar software’s (Competitors)

Before doing the primary research and framing the questionnaire we dealt doing the secondary
research to understand the competitors and their product in the similar space of recruitment. We
found that we have almost 23 competitors (listed below) in the market. While undergoing the
research we followed the pattern of comparison between our product against the competitor’s
product, we compared our product features to their product features and the price. By this
research our primary research was effective and had an idea that how we could place our product
best against the competitor’s product. We found 2 very interesting facts interesting facts, they
are:
1. None of our competitors is providing as many features as we are providing.
2. The pricing of competitor’s product is much higher as compared to NextJob.

1.1 List of competitors

Sr Name of competitor’s product Website

no.

➢ Belong.co https://belong.co/

➢ Recruitment smart http://recruitmentsmart.com/

➢ Hiretual https://hiretual.com/

➢ Hiring solved https://hiringsolved.com

➢ Go Arya https://goarya.com/

➢ Hiremya.com https://hiremya.com/

➢ Text recruit https://www.textrecruit.com

➢ Ideal https://ideal.com/ai-recruiting/

➢ Spire technology http://www.spiretechnologies.com

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➢ Hire alchemy https://hirealchemy.com/, https://edgenetworks.in/

➢ Knack.it https://www.knack.it/

➢ Ntalents.ai https://ntalents.ai/

➢ Zwayam https://zwayam.com/#/

➢ Catshort https://cutshort.io

➢ Tobu https://www.tobu.cloud/home

➢ Skill mirror https://skillmirror.com

➢ Youth4work https://www.youth4work.com/

➢ Kenexa brassring http://www-03.ibm.com/software/products/en/ibm-

kenexa-brassring-on-cloud

➢ Recruiz https://recruiz.com/

➢ Fikka jobs www.fikka.jobs

➢ Talent recruit talentrecruit.com

➢ Quezx https://www.quezx.com

➢ Talent view https://www.talview.com

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 Chapter 2
INDUSTRY PROFILE & COMPANY PROFILE

2.1 Industry Profile

The era of recruitment is being for ages now, but it’s been reshaping at time collaborated with
artificial intelligence (www.flexmr.net, n.d.) where they are certainly major changes taking place
like, part of decision making is put for machines to do, decline of job portals that only provide data
base, job visibility through social media, space for freelancers and total solution for recruitment
management.

Nowadays responsibilities for decreasing the cost and increasing efficiency has become one of the
prime factor of every organization, as we are moving from traditional way of recruitment to
mechanized recruitment, to support the content I have mentioned an Article Published in Economic
Times mentioned below, to understand the real time marketers view to AI based Recruitment.

The Article published last year in Economic Times, to understand the views of the Recruiter who
is running a consultancy and collaborated with top most companies and the article talks about best
companies to work in 2018 and the New hiring manger (AI) to hire, stating right person at right
job.

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2.2 Company profile

2.2.1 The Business Details

➢ Company name: Abhay Techsolutions

➢ Industry: IT/Software
➢ Type: Limited Liability Partnership (LPP)
➢ Establishment date: 8th Auguest,2017

➢ Founders:

Apra Vaidya Nirbhay Vaidya

➢ Logo:

➢ Website URL: https://abhaytech.com

➢ Address: 504, T-square Building, Saki Vihar Road, Andheri East, Mumbai-400072

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 2.2.2 The Company Basics

➢ What we do?
• Abhay Techsolutions, also known as ATS; is a synonym for “Affordable
technology Solutions”.
• It provides IT/software solutions for complex business problems that too at a very
affordable price.
• It’s usually said that most of the startups close within the first two years of
operations, but ATS has proved this statement wrong.
• We’ll have ideas but translating those ideas into a tangible product or a service is
what separates it from thinkers & that’s what exactly ATS has done.

• Its USP is to provide solution for complex business problems at affordable price.

➢ Products:

NextJob
Meet KPI
Products
E3 HR App
Payrolite
Fig 2.1. Different products

• Abhay Techsolutions has 4 products and we have worked on the most unique ad
revolutionizing product i.e. NextJob.

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2.3 About Product
Here we will see the product details for NextJob, on which we have worked.

➢ Product name: NextJob

➢ Product type: Recruitment management portal
➢ Launch date: June 14, 2018
➢ Website URL: http://nextjob.co.in
➢ Logo:

➢ Description:
Next Job is a “Recruitment management portal” which means it helps
to manage and automate every step of recruitment process (Fig 1.1). It has been
designed to support every person involved in recruitment process, starting from
a candidate to hiring managers, recruiters, interview panel and recruitment
firms or consultancies. Next Job is a hybrid model of Traditional and Modern
recruitment methods and technologies. It’s a platform tailor made to fit the
requirements of Hiring Managers and the Candidates. Unlike
Insurance/Medical industries the more you desire the higher you need to pay
for services NextJob is rightly priced and offers a plethora of services.
Next Job portal is a revolutionary product in the Recruitment industry. It is
going to change the traditional way of Talent Acquisition across the globe.

➢ NextJob is basically made for 3 parties:

1. Employer
2. Recruiter
3. Institutes

Note: It is also for candidates, but for free of cost.

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➢ Pictures:
1. Website:

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Website URL: http://nextjob.co.in

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 2. Mobile Application:

Mobile application link: https://play.google.com/store/apps/details?id=application.com.h2h

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➢ Feature of NextJob

1. Job Posting:
• Job posting resembles to sourcing part of Recruitment process (Fig 1.1).
• Recruiter can post jobs as per requirement.
• Jobs can be in multiple cities.
• Active period for posting can be chosen.

2. JD Matching:
• Job description (JD) matching resembles to screening & shortlisting part of
Recruitment process (Fig 1.1).
• Algorithms based shortlisting helps employers and hiring managers to shortlist
a profile in no time. You will see filtered resumes which match at least 60% of
your requirements. Based on resume ratings, hiring managers get deeper
insight into candidate’s profile.
• Parameters on which JD matching is done are qualification, experience,
designation, salary, skills. 20% weightage is given to each parameter.

3. JD video:
• To replace the traditional pattern of Job description from text to video is what
NextJob brings.
• As we all know that visual representations are remembered for a long time
when compared to text, that too when it’s a long and important information.
• Thus, a JD video instead of a text JD will have a good impact on candidates.
• Employer can tell Span of control, expectations, roles and responsibilities to
the candidate I a better manner.

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4. Video resume:
• To replace the traditional pattern of Resume from text to video is what
NextJob brings.
• Most of the times, interviews of candidates are taken to understand their
capabilities like Communication, body language, confidence, achievements.
• Now this can be done with a click by just viewing candidates video resume.
Which will save time, cost and efforts for both candidates and the recruiter.
• Video Resume helps employers and hiring managers in eliminating issues like
resume frauds & copied resumes. This feature helps you in understanding the
Vital details and past achievements of the candidate. You can make an
informed decision of making the candidature of such candidates to the next
level hiring process.

5. Video interview:
• Video interview is an upcoming feature in recruitment, recruiters now don’t
have to travel miles and miles to take interviews, it can be done with just a
click.
• NextJob comes with Online & Offline video interview feature.
• For Online video interview both the parties need to be online.
• How so ever keeping in mind that many a times both cannot be online, thus
candidates can give the interview for the questions that interviewer has already
fed into the system and interviewer can view it any time.
• One can also set panel in NextJob and every panelist can give ratings and
feedback.
• Making the interviewing process Cost effective & time saving.

6. Brand video:
• Employer Brand Video helps in attracting candidates and helps in making an
informed decision for job application. Brand video helps in attracting the
passive jobs seekers.

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7. Heat map:
• Human Capital Heat Map helps the job seekers and hiring managers to set the
right expectations at the start of hiring
process. Both the employer and the
probable employee would know the
demand v/s supply dynamics for a
particular city or a role. These values are
reflective of the values stored in the
database.

8. Profile rating:
• Profile rating is a feature where profile of candidate is rated o 4 diffret
parameters i.e. completion of profile, certifications, experience, qualification.
• A highly rated profile has many advantages, few being the profile appears in
spotlight section.

9. Profile analysis:
• Same as profile rating, Profile analysis gives a glimpse that how capable a
candidate is. It depends upon 5 parameters i.e. profile freshness, profile views,
stability, job summary, salary.
• Save times and effort for a recruiter.

10. Info graphic resume:

• Info graphic resume is basically graphical representation of data.
• To view a resume within 30 seconds and that to in a visual representation is
possible only with infographic resume.
• It shows qualification, experience, designations, stability/ employability of a
candidate.

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11. ATS (Application tracking system):
• Real-time Application/Applicant Tracking System helps in transparent
communication at all stages of hiring process among all the stakeholders.
• AI enabled BOT (ROB) provides real time responses to various queries raised by
candidates or hiring managers.

12. Artificial intelligence-based BOT:

• Rob is a contextual or Artificial Intelligence based job BOT. He’s equipped with
both contextual as well as non-contextual features of Artificial Intelligence. It can
handle 90% of the queries that are generally asked by the candidates, hiring
managers, recruiters. Rob will be helping you in streamlining the following
processes:

Fig 2.2 Tasks undertaken by ROB

Scheduling the
Interview

Explain the
Rescheduling
Next Job
the Interview
features

Tasks
undertaken
by ROB
Joining Interview
Confirmation. Coordination.

Tracking &
guiding the
Candidate
candidate for
Education
interview
venue

13. Data based management:

• It manages the data which is accessible at any point of time using portals ID
Password.
• So now recruiter doesn’t need to worry to remember if he has already taken
interview of any candidate and what was done with him/her in the process.

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 14. Resume parser:
• Resume parsing is a process which converts an unstructured form of resume data
into the structured format.
• Its uploads the resume in a particular format
• So now recruiter after purchasing NextJob, can easily parse all the resume/CV’s
he already has with him. Which will save a large amount of time & cost.
• NextJob’s resume parser is 60% to 70% accurate, which is one of the highest
accurate parsers available in the market.

15. Candidate search

• Recruiter can search for
candidate anytime.
• Search can be location or skill
wise.

➢ Login features for Employer, Recruitment firm and Recruiter:

Employer Recruitment firm Recruiter

Master login Yes Yes Yes

Business development No Yes No
manager login

Business development No Yes No

executive login

Delivery manger No Yes No

login
Recruiter login No Yes No
Branch login No Yes No
Table no. 2.1 Login features
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 Chapter 3
OBJECTIVES OF THE STUDY AND TASK
UNDERTAKEN DURING SIP

3.1 Problem statement:

1. How to sell ‘NEXTJOB’ to the prospect customers?
2. What problems recruiters are facing while recruiting?

First, we had been asked just to focus on the sales part of NextJob, but as we
came into the process we understood that the main objective wasn’t sales but pre-sales
and creating awareness about NextJob.

3.2 Objective of the Study:

The main objective to conduct this research was to understand the Software industry market
for recruiters & develop the strategies for new product launch i.e. NextJob

1. To create awareness about the newly launching product NextJob, a recruitment

management portal.
2. To study the trends in market for recruitment software industry.
3. To study the consumer behavior, to get insights about what challenges recruiters are
facing and to understand how our product can overcome that.
4. To get a practical implication of the process involved in product launch.

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3.3 Task undertaken during SIP

➢ The major task that was give to us was sales of NextJob, but as we all know that to
reach to any target we need to take small steps that are very important and lead to the
final goal.

Creating Pre-sales Sales

awareness

Fig 3.1 Task undertaken during SIP

➢ To achieve the final goal of sales, we had taken may steps and the major steps were as
follows:

1. Creating awareness: As Abhay techsolutions is a startup and even NextJob is a

newly launching product target customers were not aware about it. Thus, we did
secondary research and tried to understand that what is the best way to create
awareness about NextJob. Our team concluded doing it in two ways, first by
directly hitting the market and taking an interactive survey with the prospect
clients. Second by social media platforms like LinkedIn, Google ads etc.

2. Pre-sales: As we were doing the survey we wanted to get the crux that how
prospect clients are reacting to our product, which is nothing but Understanding
Consumers behavior (Ruiter, 2010). We had included questions where we
asked them how likely they wanted to buy NextJob and at what cost. This is how
we did Pre-sales part.

3. Sales: Finally, we approached the hot leads which were interested to buy the
product according the survey done with them. This was done using a business
development software, leads were automatically generated and provided to us on
location basis (within 12km of radius). (Ruiter, 2010)

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 Chapter 4
LITERATURE REVIEW

To simplify what is SPANCO it’s a simple Sales process which makes the sale efficient
and creates more money in the systematic manner and by keeping the knack on pipeline
simultaneously, by involving series of steps. Following the approach of the model firstly we
must understand the product completely and listen to the customers attentively to pitch the
proper product feature and make them visualize the ease of using the product, also a Post
Graduate student at Christ University Bangalore Kartik k. Prakash has referred SPANCO, that
helps to provide the right framework and structure to evaluate the sales process and the same was
followed at his organization of SIP. As we are focusing on concept selling we had to break the
stereotypes of their understanding of automation of HR practices and how decision making made
easier say the world’s online research platform Flex MR which studies the behavior of the
consumer towards the product that is Perceptions Versus the reality of Aspirations. And quoting
a student from Utrecht University Netherlands, MR. Martin De Ruiter who has studied on Art of
selling the software in year 2010, which was directly related to the concept of Concept selling
and made our understanding better in context of Sales. Now understanding the competencies
required for a job, where an HR needs to take the decision on certain competencies of an
individual while hiring. To minimize the risk and efforts and show case the productivity where
AI is built with those competencies to ease the recruitment process and decision making made
easier through AI say the, Asst. Professor Dept. of Management, Dr. Lankapalli Bullayya
College Visakhapatnam, Miss. Anjana Raviprolu.

Competencies Include: Knowledge, Skills, Capabilities, and Behavior etc.

To Our Specific Project based AI recruitment, similar project I have mentioned below with the
links:
1. Kartik K Prakash

Christ University Bangalore Pursing master’s in business administration.

SPANCO, that helps to provide the right framework and structure to evaluate the sales process.
https://www.slideshare.net/kartikprakash2/my-sip-report-66720420

2. Flex MR (www.flexmr.net, n.d.) (Ruiter, 2010) (Raviprolu, 2017)

A World’s leading online market research organization.

28
Puts up a Blog of how consumer behavior towards AI as their Perception and Aspirations.
http://resources.flexmr.net/reports/artificial-intelligence-consu (Prakash, 2015)mer-behaviour

3. Martin De Ruiter – Art of selling the software

I have referred this project to my work because we have also focused on concept selling and
have worked on phase of product launch.
www.cs.uu.nl/education/scripties/pdf.php?SID=INF/SCR-2010-007

4. Anjana Raviprolu

(Asst. Professor) Dept. of Management, Dr. Lankapalli Bullayya College Visakhapatnam.

Mentioning competences of AI, easing decision making

http://www.ijetmas.com/admin/resources/project/paper/f201704041491324042.pdf

29
 Chapter 5
CONCEPTS & STUDY DETAILS

5.1 Selling Concept

➢ What is SPANCO?
Simply put, it is a sequence of steps to be followed to achieve sales. Sales process is a systematic
approach. SPANCO (Prakash, 2015) (Ruiter, 2010) involves a series of steps that enables a sales
force to close more deals, increase margins and make more sales through pipeline (of contacts).

SPANCO:

• Suspect (Definition of the target) – Here the job of the salesman is to investigate
about the account or customer. Here we need to check the contact person’s, authority,
Capability of the company to pay, and carry out need assessment.
Example: – SUSPECT- Cold calling is done on various databases besides data given
by area sales managers.

• Prospect (Identification of the lead) – Here the role of the salesman is to handle the
account and ascertain whether to move forward or to drop. We really must look
whether the need exists or Not. Here needs assessment is done to know if client
requires database of active candidates or Not & has job posting for interviews. After
checking this, we need to prospect the account to handle, by building good
relationship with other employees of the company too. Hence here the prospecting of
account takes place.
Example: – Prospect- From that database, one lead was found who was interested in
knowing about the Nextjob.com services, products & Database. I pitched her and
asked for a meeting at her office.

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• Approach (Analysis Evaluation and qualification of requirements, identification of
the solution) – Here the sales people need to look at the account to handle in a
positive manner. They need to be in touch with the customers to find out the
competitors in the account. They need to look at the things in a proper manner to
handle the pricing. Checking out or submitting the quote.
Example: – Approach- Next Stage was to approach the client. I asked for a meeting
with the HR of the company at her office. Then I approached her at her office and
explained her about the products and services provided by Abhay Techsolutions. The
meeting lasted about 30 minutes & I was there with my senior. The client was already
using naukri.com but I somehow convinced him to use Nextjob.com for once.

• Negotiation (Negotiation process) – Here the pricing takes place, where the salesman
need to be careful. Here it all depends on how they check their target, profit margin and
customer.

• Closing (Finalization of the order) – After negotiation the point of closing the deal
arrives. Here the salesman needs to agree with the terms and conditions including price.
After signing the agreement with the party the deal is said to be closed.

• Order Ongoing (Account follow-up (up and cross-selling, etc.)) Order management
and sales monitoring – Here the Purchase order comes into picture. Salespeople need
to pick the order from the party by agreeing on the terms and conditions (Payment,
Delivery).
Example: – Closure and Order- The last stage was closing the order. Filling up the
order form, which contains some formalities as per company Norms and then asking
the operations team to provide the services to the customer as per his requested time

frame.

31
5.2 Scope of study

➢ This study is conducted in Abhaytech solution Mumbai.

➢ Aim was to create awareness for NextJob and creating Customer database who are ready
to back the idea.
➢ The study was conducted as a pre-launch activity to understand and evaluate the market.
also, to create a need at the same time, and creating the pipeline for the product.
➢ In Nutshell Scope of study includes the finding, understanding, evaluating the Market
and creating a need for and an unexplored Market I.e. AI hand in hand with recruitment

5.3 Geographic area

As a part of sales 6 interns were distributed to the different locations highlighted in the map
and assigned the responsibilities which are listed below:

1. Data Mining for areas defined, source for data mining were websites, LinkedIn,
reference-mail extractors etc.
2. Approaching the suspect customers through cold callings, product/appointment mailers,
and web queries messages and visiting the customers directly and interacting one to one
which gradually took place in later weeks etc.
3. The purpose was to create the awareness of the product and create the prospect to
4. Suspect customers also generating the sales pipeline which would be help full post
product launch

32
 AMAN

NITESH

ASHISH

MANGESH

GAUTAM

ARSHAD

33
 5.4 Time frame

➢ The Internship time frame work was planned for two months, the break up for two
months was planned in a very particular manner, to accomplish the visualization of set
goals and work according to the planning. The interesting thing was, which really meant
how to handle the pressure, to achieve the planned time frame work.

Break Up was planned as mentioned below:

• 1st Week and 2nd Week:

The very first day our Industry mentor understood the strength and weakness of an
individual to build a strong team and oriented us likewise in the coming days of the
week, where product training, quizzes were conducted based on training, mock calls
were enacted which was overall the expectation setting done of the work which was
expected from us. But the clarity of expectations was set right, investing a lot into
rigorous training.

• 3rd Week:
As our mentor had knew what the strengths and weaknesses is Individually and as
team to get a balanced output we were divided by the areas in Mumbai, which is
shown in the map above, as per the assigned areas we were assigned to create the
databases for that location which included data mining through various sources like
LinkedIn, websites and the method of extracting email id’s, with complete study of
organizations website and few HR details.

● 4th Week:
The 4th week was a real challenge which was to build the strategies to create the
awareness of the product in the market. There were many views that how to make an
effective awareness of the product. Finally, it was something an creative thought
process build where the customer was engaged in the product awareness dressing his

34
 difficulties that he faced while recruiting and how we can provide the solution for the
same. The awareness was created in a pattern of Interactive video survey to build the
same the Technical Team of Abhay Techsolutions was aligned too. Meanwhile final
round of mock calls was also being taken to be a market ready person.

• 5th Week:
Was full of client visits, were targets were set as 15 calls per day and were counted
in a fashion of No. of Effective meeting (Meeting to the HR and showing the video)
Versus No. of visits per day and also submitting the Daily sales report, with the
comments of observations, finding, experiences and expectations if any from the
client end. Our reporting and location was tracked through the attendance application
stored on our respective cell phones.

• 6th Week and 7th Week:

These two weeks were in the same routine as the 5th week and every Saturday all the
difficulties were discussed; new strategies were formulated which could define the
process more refined and strongly.

• 8th Week:

It Included the process of launching the product and testing it as a customer for smooth

execution of product post launch without any technical defects and be rest assured that

we are delivering the valuable product, As this week was quite equally important to

rest because the flows of the product were understood in more detail as we were not

the testers or developers, we were purely using the product as the customers to have

an idea for how to serve better and cut the competition right away.

35
5.5 Limitations

To understand the customer requirement and then pitch the product is a way where most of
the sales individual follows, but it’s something a sign of Intelligence where we can hide the
flows of our product and turn the adverse situation into opportunities. To follow the same path
we came up certain limitations of the product, which are listed below.

➢ Product is domain specific, related to HR and recruitment related

➢ Data Base
➢ Requirement of Internet connection
➢ Acceptance in the market
➢ Smartphone Enabled only
➢ Lack of knowledge related to technology

36
 Chapter 6
RESEARCH METHODOLOGY

6.1 Data Collection Methods

➢ The Ultimate aim of collecting the data is to make the maximum reach of product to the
customers; the mode of collection of data was primary research, the research that we
performed was based on the set of Questionnaires, Interactive conversation and Idea of
creative video survey, for the same we collected certain specific information mentioned
below:
1. Organization Name
2. Concern Person’s Name (HR, Owner, IT Individual)
3. Office Address
4. Contact No.
5. E-Mail Add
6. Remarks based on Interaction & Interview
7. Lead Status
8. Visiting Card Status etc.

The collection of the data helped to identify the suspect customers for the product which
also created the healthy pipeline for the product which may achieve the maximum sales post the
product launch.

6.2 Sampling Technique

➢ We have been following the systematic sampling as the organization had selected the
Mumbai location and we the team of 6 Sales intern’s had been divided the area and
specifically targeted the Parties who were involved to use Next Job portal (Recruitment
Firm, Employers and Institutes) and specifically approach an Individual who is involved
in recruitment process and the decision maker of the organization, at times also involved
the IT person of the organization as we were dealing into software. We have exercised
this research to a sample of 100 to 150 of our target audience.

➢ Sample size: 200

37
 Chapter 7
SURVEY & DATA ANALYSIS

7.1 Objective of survey

As world is being more and more digitalized and innovative, we created a questionnaire
survey in such a way that it could impact the minds of our prospect customers. We created a
survey using our USP feature i.e. ROB, which is a chatbot.
The whole idea was to do a survey in an interactive way, where the artificially intelligent chatbot
interacts with the prospect client. ROB asked different questions and responses where open as
well as closed ended.

To understand "Consumer Behaviour"

To create awareness about NextJob

Objectives of
survey
To filer out suspect customers

To get contact details

Fig 7.1 Objectives of survey

7.2 How survey was taken

To make it interactive, survey was taken using handheld devices with the help of a
chatbot, further to have a clear and crisp understanding about this go through the below pictures:

38
39
40
7.3 Questionnaire with responses & interpretation
Sample size of 200 was taken for survey.

1. May I know your name?

______________________________________________________________________

2. What’s your email ID?

______________________________________________________________________

3. What’s your mobile number?

______________________________________________________________________

Interpretation: Before starting the survey, we asked respondents information like there name,
email id and phone number. Name and email id was mandatory while phone number was
optional. The basic requirement of these questions was to get the information about the
respondent and at the same time understand to whom we are surveying.

41
4. How often do you hire?

Sr. No Particular Data Percentage

1 Daily 28 14%
2 Once a Month 86 43%
3 Once in six months 56 28%
4 Once in a blue moon 30 15%
TOTAL 200 100%

Interval of Hiring

15% 14%

28%
43%

Daily Once a Month Once in six months Once in a Blue moon

Fig 7.2 Interval of Hiring

Interpretation:
As we can see in the above graph, highest number of respondents are hiring on monthly
basis i.e. 43%. It is a good indication because such frequent hiring will require some or other
automation and tools to make the process easier. Which is exactly what NextJob does.

42
5. How often do you travel for sourcing a candidate?

Sr. No Particular Data Percentage

1 Once a year 43 21.5%
2 Once bi year 67 33.5%
3 Once a quarter 43 21.5%
4 Never/Candidates Travel 47 23.5%
TOTAL 200 100%

TRAVELLING FOR INTERVIEWING CANDIDATES

Once a Year Once bi Year Once a Quarter Never/ Candidates Travel
33.50%

23.50%
21.50%

21.50%

RESPONSES

Fig 7.3 Travelling for interviewing candidates

Interpretation: Travelling for hiring candidates has become a common thing Now-a-day and
the cost incurred in form of time, money and efforts is becoming a big threat for organizations.
As we can see in above graph more than 75% of respondents travel in 12, 6 or 3 months. To
overcome these nuisances, NextJob has features like Video resume, Online video interviewing
(Offline and Online).

43
6. Who schedules and coordinates Interview for you?

Sr. No Particular Data Percentage

1 Self 84 42%
2 Recruiter 72 36%
3 Third Party 30 15%
4 ATS 14 7%
TOTAL 200 100%

Scheduling & co-ordinating interviews

7%
15%
42%
Self
Recruiter
Third Party
36% ATS

Fig 7.4 Scheduling & co-ordinating interviews

Interpretation: Scheduling interviews and coordinating with candidates manually becomes
very time-consuming task, many a times candidates don’t even come for interview (No show).
As we can see in above graph that 42% and 32% of respondents do it by self or recruiter
respectively and very less percentage of respondents are using an ATS system. Thus, to save
time and efforts NextJob has features like Application tracking system(ATS) and ROB/BOT
which interacts with he candidate on behalf of interviewer/recruiter and automates the process
covering loopholes such as No show.

44
7. Choose the challenges that you face in hiring talent:
(Note: Respondent could choose any number of challenges)
Sr. No Particular Data
1 Employer Brand positioning 52

2 Managing Job responses/ Application tracking 12

3 Quality of CV’s 153

4 Response Time/ TAT 56

5 Cost of Hiring 115

6 Candidate expectation matching 101

7 Candidate turn-up ratio 89

8 Coordination hassles? 46

9 No Show? 78

10 Quality of recruiters 52

Challenges faced
No Show? 78
Coordination hassles? 46
Quality of Recruiters 52
Candidate turn-up ratio 89
Candidate expectation matching 101
Cost of Hiring 115
Response Time/ TAT 56
Quality of CV’s 153
Managing Job responses/ Application… 12
Employer Brand positioning 52
0 20 40 60 80 100 120 140 160 180

Fig 7.5 Challenges faced

Interpretation: As we can see in above chart that each respondent is facing some or the other
challenges, Quality of CVs, Cost of hiring and candidate expectation matching being the most
frequent ones. NextJob has features which can overcome each challenge stated above and ease
the recruitment process.

45
8. How many of these tools do you use?
(Note: Respondent could choose any number of challenges)
Sr. No Particular Data
1 Job portal/ Database portal 145

2 Application Tracking System (ATS) 53

3 Video Interview 14

4 Social Media Advertising 89

5 Recruitment management Portal 6

6 None 78

Tools used
160

140
145
120

100

80 89
78
60

40 53

20
14 6
0
Responses

Job portal/ Database portal Application Tracking System (ATS)

Video Interview Social Media Advertising
Recruitment management Portal None

Fig 7.6 Tools used

Interpretation: Whether you run a two-man shop or employ hundreds of workers, streamlining
your recruitment and selection process is key and for that every organization uses some or the
other tools, tools is nothing but the technology. As we can see in the above graph the most
widely used tools for recruitment are Job portal and Application tracking system (ATS). We can
also see that very few respondents are using “Recruitment management portal”, due to lack of

46
awareness. NextJob being a Recruitment management portal combines all the tools covering
almost every step of recruitment process.
9. What are the challenges faced with the new Recruiter in the organization?
(Contact Sum Scale)

Sr. No Particular Data

1 Access of old data 32%
2 Training Challenges 27%
3 Understanding of org. recruitment process 28%
4 Difficulties in client management 13%
TOTAL 100%

Challenges faced by new recruiter

13% Access of Old Data

32%
Training Challenges

28% Understanding of org.

Recruitment process
Difficulties in Client
27% Management

Fig 7.7 Challenges faced by new recruiter

Interpretation: Organizations change their recruiters frequently and as recruitment is a
continuous process, one cannot afford stoppages. We in above question we tried to understand
that the challenges that new recruiters face and found: “Access of old data, Training Challenges,
understanding of org. recruitment process” are the most frequent. To overcome these challenges
NextJob has features like database management, easy access to old data and so on.

47
10. Large amount of time & cost is spent on developing analytics and generating reports
nowadays;

Sr. No Particular Data Percentage

1 Strongly Agree 57 28.5%

2 Agree 74 37%

3 Neutral 48 24%

4 Disagree 18 9%

5 Strongly disagree 3 1.5%

TOTAL 200 100%

High cost and time on developing analytics

Strongly agree 57

Agree 74

Neutral 48

Disagree 18

Strongly disagree 3

0 10 20 30 40 50 60 70 80

Fig 7.8 High cost and time on developing analytics

Interpretation: In above question, we have used Likert scale to understand whether the cost
and time spend on developing analytics and generating reports is high or low. As we can see in
above bar chart more than 65% of the respondents agree with the statement. This indicates that
organizations are willing to save cost and time for this purpose, this is exactly what NextJob
does, it provides analytics of the data in form of easily understandable graphs and charts on the
dashboard using Artificial intelligence without any extra cost.

48
11. How do you balance urgent hiring’s with quality candidate?

Sr. NO Particular Data Percentage

1 Strongly Agree 57 28.5%

2 Agree 74 37%

3 Neutral 48 24%

4 Disagree 18 9%

5 Strongly disagree 3 1.5%

TOTAL 200 100%

Balancing urgent hiring

80
70
70
60
50 57
49
40
30
20 24
10
0
Database Third Party Portal References
Fig 7.9 Balancing urgent hiring

Interpretation: One of the biggest problems for recruitment industry is Urgent hiring, the
recruiter faces the daunting task of trying to understand what tools and services should be used at
such times. As we can see in the above Bar graph respondents use their References, Job portals
and Third party (Consultancy) for urgent hiring the most i.e. 35%, 28.5% and 24.5%
respectively. NextJob is one stop solution for urgent hiring as it provides candidate at the
fingertips of the recruiter 24*7.

49
12. What is the average cost that you spend on hiring a candidate?

Sr. No Particular Data Percentage

1 8000-12000 114 57%

2 15000-20000 46 23%
3 25000+ 40 20%
Total 200 100%

Average cost per candidate

20%

57%
23%

8000-12000 15000-20000 25000+

Fig 7.10 Average cost per candidate

Interpretation: Money is what matters the most while purchasing anything, thus it was
important to understand what amount respondents are paying to hire a candidate currently. As we
can see in the above Pie-chart “8000-12000” is the price range selected by 57% of the
respondents which is highest. NextJob being priced in the same range will be an attractive offer
for the organizations as they can now hire as many candidates as they want in a year paying the
same amount which they are currently paying to hire just one candidate.

50
 Chapter 8
LEARNING

8.1 Findings
Findings are based on the primary and secondary research, experiences and real time
interactions with the clients. Major findings are as follows:

1. 1/3rd of the prospect customers are interested in purchasing the product

2. Price of the product is very inexpensive in comparison with the competitors
3. Next Job has a package of multiple features, where rest of the competitors don’t
4. We had come to analysis at time of Data miming that most of the Head-Offices of
companies are in Mumbai

8.2 Suggestions
➢ Suggestions to the organization would be the following:

1. Create the server of the larger bandwidth.

2. Create the awareness strongly on social media platform.
3. Overcome the technical errors and try to resolve as soon as possible with permanent
solutions to it.

8.2 Conclusion

The time spent for internship at Abhay tech solutions was No doubt a source of great
learning for me about many things, particularly understanding consumer behavior, creating
awareness and selling a concept. The practical project helped me to gain loads of kNowledge
about the predominant functions performed for selling a concept. And also imparted a load of
training as regards the set of behavioral traits which distinguish a particular person from the rest
of the lot in professional environment.

51
 Chapter 9
CONTRIBUTION TO HOST ORGANIZATION
The contribution to the host organization “Abhay techsolutions” from our end was quite
useful to both the parties, as the organization was launching the product our views, suggestions,
Idea’s and feedback from the market would add value post launch and secondly at our end we
had a hands-on, of experiential learning of corporate culture, the major contribution towards the
organization are listed below:

1. Thinking of Innovative Idea to create the awareness, through an interactive video

survey to engage the customers with the product pre-launch.

2. Creating the Data Base for the Suspect customers through data mining using various
sources like LinkedIn, websites, and data extractions method.

3. During survey we had had also generated the leads for the product and categorized
those leads into Hot/Warm/Cold category. Post product launch it would be an easy
pipeline line to refer.

4. Customer expectations to product related was given in terms of feedback that how
customer reacts and what are actual customer requirements.

5. A complete master sheet of end to end information was provided to the organization
with individual comments of an HR in the daily sales report sheet.

6. We were also the part of testing of the product to understand criticality and the
minute expectations of the customers is been fulfilled or not, this activity was in
coordination with the Technical team of Developers & Testers.

7. Our Approach in the organization was to learn and pay off back to what we were
made responsible for with a valuable output.

52
 BIBLIOGRAPHY / REFERENCE

Bibliography

Prakash, K. K. (2015). A STUDY ON THE SALES PROCESS OF ADVERTISING.. Christ University,

Bangalore, Marketing. Bangalore: Prakash, Kartik K. Retrieved from
https://www.slideshare.net/kartikprakash2/my-sip-report-66720420
Raviprolu, A. (2017). Role of Artificial Intelligence in Recruitment. Visakhapatnam: International Journal
of Engineering Technology, Management and Applied Sciences. Retrieved from
http://www.ijetmas.com/admin/resources/project/paper/f201704041491324042.pdf
Ruiter, M. D. (2010). Art of selling the software. Netherlands: Utrecht University. doi:December 9, 2010
www.flexmr.net. (n.d.). Retrieved from Flex MR: http://resources.flexmr.net/reports/artificial-intelligence-
consumer-behaviour

References:
https://www.tutorialspoint.com/recruitment_and_selection/what_is_selection.htm

https://economictimes.indiatimes.com/jobs/how-artificial-intelligence-is-reshaping-recruitment-
and-what-it-means-for-the-future-of-jobs/articleshow/60985946.cms

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