A project on artificial intelligence in recruitment process

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TO DEVISE AND IMPLEMENT STRATEGIES,
TO CREATE AWARENESS AND SALES
FOR ABHAY TECHSOLUTION
PROJECT REPORT
Submitted by
Gautam V Raval
(PGDM 2017-19)
In partial fulfilment 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

III
INSTITUTE FOR FUTURE EDUCATION,
ENTREPRENEURSHIP AND LEADERSHIP
BONAFIDE CERTIFICATE
This is to certify that the project report “TO DEVISE AND IMPLEMENT
STRATEGIES, TO CREATE AWARENESS AND SALES FOR ABHAY
TECHOLUTIONS” is the bonafide work of “Gautam Vivekanand Raval” who
carried out the project work under my supervision.
Prof. Gaanyesh Kulkarni Wing Commander. Sudhir Salunkhe
ACADEMIC SUPERVISOR DEAN SIR

IV
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 Techsolution, who has continuously thrived us to accomplish
our endeavours 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 II
2. Bonafide Certificate – Academic Supervisor III
3. Acknowledgement IV
4. Table of Content V
5. Index VI
6. List of Tables VII
7. List of Tables /Graphs/Diagrams VIII
8. Executive Summary IX
9. Chapters: 1. Introduction 1-5
2. Industry Profile & Company Profile 6-13
3. Objectives of the study and task undertaken during
SIP
14-15
4. Literature Review 16-17
5. Concepts & study details 18-23
6. Research Methodology 24-27
7. Learning 28-29
8. Contribution to host Organization and Conclusion 30
10. Bibliography/ Webliography 31
11. Annexure (A) Questionnaire 32-52

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INDEX
Sr. No Content Page
1. Introduction
1.1 Introduction to Topic (Concept) 1-3
1.2 Survey of similar software’s (Competitors) 4-5
2. Industry & Company Profile
2.1 Industry profile 6
2.2 Company profile 6-7
2.3 About product 8-13
3. Objectives of the study and task undertaken during SIP
3.1 Problem statement 14
3.2 Objective of the Study 14
3.3 Task undertaken during SIP 15
4. Literature Review
Mentioning of Research Papers and their related concepts, models and
awareness strategy to my Project
16-17
5. Concepts & study details
5.1 Selling Concept 18-19
5.2 Scope of Study 20
5.3 Geographic Area 20-21
5.4 Time frame 22-23
5.5 Limitations 23
6. Research Methodology
6.1 Objective of survey 24
6.2 Convenience Sampling Technique 24
6.3 Data Collection Method 25

VII
6.4 How Survey was Taken 25
6.5 Notions to use the product 26
6.6 Summary (Implementation of Z Test) 27
7. Learning
7.1 Findings 28
7.2 Suggestions 28
7.3 Conclusion 28-29
8. Contribution to host Organization 30
LIST OF TABLES
Table
No.
Title Page No.
1.1 List of competitors 4-5
2.1 Login features 13

VIII
LIST OF FIGURES/GRAPHS/FLOWCHARTS
Figure No Title Page No.
1.1 Recruitment process steps 3
2.1 Different products 7
2.2 Tasks undertaken by ROB 12
3.1 Task undertaken during SIP 15
6.1 Objectives of survey 24
Questionnaire with responses & interpretation
(Graphs):
6.2 Interval of Hiring 33
6.3 Travelling for interviewing candidates 35
6.4 Scheduling & coordinating interviews 36
6.5 Challenges faced 38
6.6 Tools used 39
6.7 Challenges faced by new recruiter 41
6.8 High cost and time on developing analytics 42
6.9 Balancing urgent hiring 43
6.10 Average cost per candidate 44
Z Test Questionnaire/Test Results/Graphs
6.11 Who schedules and coordinates Interview for you 46
6.12 What are the challenges faced with the new Recruiter
in the organization
48
6.13 How do you balance urgent hiring’s with quality
candidate
50
6.14 What is the average cost that you spend on hiring a
candidate
52

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Executive Summary
Artificial Intelligence 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 &
reduces 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. 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, this made us do lots of strategies, creative thinking to gain response for
our goal.
Keywords: Artificial Intelligence; Sales & Awareness; Machine; Recruitment Process

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Chapter 1
INTRODUCTION
1.1 Concept
In past decade’s we have seen how the role of Information Technology has driven the Human Life
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 Techsolution has come up with the same concept of Artificial Intelligence, 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 and at the same time understanding consumer behaviour.
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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1.1.2 Recruitment process (Saku, 2017)
As we are dealing with a recruitment software, it’s important to understand the steps of recruitment
process.
Rather than just to understand the textual recruitment process, the jest of real time process which
is followed by Mr. Saku Valkama Chief Executive Talent Adore USA, an organization which is
dealing into a software of recruitment quoting recruitment as “We transform recruitment with our
#Virtual Recruitment Assistance (VRA), It’s an innovative software that touches people’s heart”

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Understanding the same, highlighted the recruitment process in the case of summer Internship
report, like how exactly the NextJob helps in the process of recruitment.
Fig 1.1 Recruitment process steps
•Once the job description and ideal job candidate outline are prepared,
the HR Can have a clearer picture of what is demanded. The HR can
then start to analyse the most appropriate source for recruitment. This
source could be either internal recruitment or external recruitment.
Internal recruitment is when a company hires an employee for the job
from within the business staff. This method helps to save company time
and money, and employees take less time to socialise. Employees can
be recruited from outside the company as well. Some sources of
external recruitment are employment agencies or walk-ins.
Sourcing:
• You will receive a whole pile of applications through which you cannot help but to scan. Good
candidates should quickly and clearly highlight how their experience aligns with the available
role. Revisit your job description and ideal job candidate outline for a reminder of what you are
looking for.Screening:
• Shortlist the best candidates who are best fitting into the criteria for the job, on basis of location,
salary expectations, additional qualifications, certifications and any added parameters required for
the job are pre acquired in the candidate are to be shortlisted.Shortlisting:
• Interviews are often considered the most crucial part of the recruitment process because this is the
invaluable moment when you get to communicate with the candidate to see if he or she is a fit
with the company. You should take this chance to find out more about the applicant’s background,
skills, and even personality to see if they fit with your company culture
Interviewing:
• Selecting right candidate at right job, on the basis of the Interview, Pattern of selection, skills and
ability to perform the job.
Selection:
• Once you have shortlisted your top candidates, you should check their references. Including
reconfirming there, job location, role and responsibilities, remuneration, benefits, and terms
related to the company policies.Offering:
• The on boarding process includes welcome session, shadowing for a period of time, socializing
within the organisation orientation related activates etc.
On-board:

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1.2 Survey of similar software’s (Competitors)
As we were dealing into the Red Ocean market where Recruitment as a activity has many options
in the market, before entering into the market and projecting our product the best while taking up
the survey it was very important to understand the competitors and their services to the customers
so before framing the primary research, the secondary research took place so that there could be
an idea in what way we can put out best foot forward and attract the customers. The survey was
also thought & framed in such a way where each and every individual had to connect with the
product for what all challenges their facing and our product could the solution for the same. While
doing the secondary research we certainly found the facts where we could differentiate us from
others that Abhay Techsolution was giving more features comparatively at a lesser price, so we
could project our product as Recruitment Management Solution than the rest:
1.1 List of competitors
Sr no. Name of competitor’s product Website
➢ Belong.co https://belong.co/
➢ Recruitment smart http://recruitmentsmart.com/
➢ Hiretual https://hiretual.com/
➢ Hiringsolved 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
➢ Hire alchemy https://hirealchemy.com/, https://edgenetworks.in/
➢ Knack.it https://www.knack.it/
➢ Ntalents.ai https://ntalents.ai/

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➢ 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 AND 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 factors of every organization, as we are moving from traditional way of recruitment to
mechanized recruitment, to support the content 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 (Goyal, 2017), 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 manager (AI) to hire, stating right
person at right job.
2.2 Company profile
2.2.1 The Business Details
➢ Company name: Abhay Techsolution
➢ Industry: IT/Software
➢ Type: Limited Liability Partnership (LPP)
➢ Establishment date: 8th
Auguest,2017
➢ Founders:
o Apra Vaidya
o Nirbhya Vaidya
➢ Logo:

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➢ Website URL: https://abhaytech.com
➢ Address: 504, T-square Building, Saki Vihar Road, Andheri East, Mumbai-40007
2.2.2 The Company Basics
Abhay Techsolution, 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 start-ups 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:
Fig 2.1. Different products
● Abhay Techsolution has 4 products and we have worked on the most unique ad
revolutionizing product i.e. NextJob
Products
NextJob
Meet KPI
E3 HR
App
Payrolite

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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.
Website URL: http://nextjob.co.in
Mobile application link:https://play.google.com/store/apps/details?id=application.com.h2h

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Feature of NextJob
➢ Job Posting:
o Job posting resembles to sourcing part of Recruitment process (Fig 1.1).
o Recruiter can post jobs as per requirement.
• Jobs can be in multiple cities.
o Active period for posting can be chosen.
➢ JD Matching:
o Job description (JD) matching resembles to screening & shortlisting part of
Recruitment process (Fig 1.1).
o 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.
o Parameters on which JD matching is done are qualification, experience,
designation, salary, skills. 20% weightage is given to each parameter.
➢ JD video:
o To replace the traditional pattern of Job description from text to video is what
NextJob brings.
o 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.
o Thus, a JD video instead of a text JD will have a good impact on candidates.
o Employer can tell Span of control, expectations, roles and responsibilities to the
candidate I a better manner.
➢ Video resume:
o To replace the traditional pattern of Resume from text to video is what NextJob
brings.
o Most of the times, interviews of candidates are taken to understand their capabilities
like Communication, body language, confidence, achievements.
o 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.

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o 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.
➢ Video interview:
o 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.
o NextJob comes with Online & Offline video interview feature.
o For Online video interview both the parties need to be online.
o 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.
o One can also set panel in NextJob and every panellist can give ratings and
feedback.
o Making the interviewing process Cost effective & time saving.
➢ Brand video:
o 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.
➢ Heat map:
o 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
➢ Profile rating:
o Profile rating is a feature where profile of
candidate is rated o 4 different parameters
i.e. completion of profile, certifications,
experience, qualification.

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o A highly rated profile has many advantages, few being the profile appears in
spotlight section.
➢ Profile analysis:
o 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.
o Save times and effort for a recruiter.
➢ Info graphic resume:
o Info graphic resume is basically graphical representation of data.
o To view a resume within 30 seconds and that to in a visual representation is possible
only with infographic resume.
o It shows qualification, experience, designations, stability/ employability of a
candidate.
➢ ATS (Application tracking system):
o Real-time Application/Applicant Tracking System helps in transparent
communication at all stages of hiring process among all the stakeholders.
o AI enabled BOT (ROB) provides real time responses to various queries raised by
candidates or hiring managers.
➢ Artificial intelligence-based BOT:
o 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:

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➢ Data based management:
o It manages the data which is accessible at any point of time using portals ID
Password.
o 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.
➢ Resume parser:
o Resume parsing is a process which converts an unstructured form of resume data
into the structured format.
o Its uploads the resume in a particular format
o 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.
o NextJob’s resume parser is 60% to 70% accurate, which is one of the highest
accurate parsers available in the market.
Fig 2.2 Tasks undertaken by ROB
Tasks
undertake
n by ROB
Scheduling
the Interview
Rescheduling
the Interview
Interview
Coordination.
Candidate
Education
Tracking &
guiding the
candidate for
interview
venue
Joining
Confirmation
.
Explain the
Next Job
features

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➢ Candidate search
o Recruiter can search for candidate anytime.
o 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
manager login
No Yes No
Business development
executive login
No Yes No
Delivery manger login No Yes No
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:
Creating awareness and sales pipeline for the product (NextJob) and certainly, also to understand
the challenges faced by the recruiters? (Mario Pichler, 2004)
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 behaviour, 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.
5. To create the standardized recruitment process, which is transparent enough at both the
ends client and the candidate.
6. To increase the productive of the recruiter and gain the efficiency to the organization.

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3.3 Task undertaken during SIP
The prior responsibilities that were assigned to us were to create the interest of the customer and
hold their attention till the product launch, which we had to create the list of prospect customers
to gain the effective sales post product launch.
Fig.3.1 Task undertaken during SIP
Creating awareness: As already mentioned that the organisation was start up and the
concept and the product were new to the market, so advertising the product and projecting it as the
need to the recruitment Industry was the task and the responsibility, for which we created an
interesting survey to drive the customers attention towards the product.
Pre-sales: As we created the interesting survey we use to ask the challenge faced by the
recruiter and then pitch our product to their problems. This particular medium was through a video
based interactive survey and the chat bot USP of our product use to interact and simultaneously
we to collect details to contact further post product launch.
Sales Pipeline: We had created the daily sales report, In that particular report I use to
mention the lead status more than the lead status I use to mention the Remarks and my comments
that how willingly the customer is able to buy the product by observations, in terms consumer
behaviour and the acceptability of the product.

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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 also by keeping the knack on pipeline simultaneously,
by involving series of steps. Following the approach of the model firstly we have to 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. 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.
Competencies Include: Knowledge, Skills, Capabilities, and Behaviour etc.
In the above given review, Marketing Model, approach and the theory that has been implied to
SIP, for which referring the other projects, research papers and related blogs have come across that
how the marketing models, concepts and approaches have helped better to grow in business and
made relate to the project in better manner.
Below is the list of relatable projects.
The purpose of referring to this particular project is to understand the same concept of SPANCO
in many verticals, as the product was in the phase of launching to gauge more knowledge and
experience to deal with the approach of SPANCO, as he has mentioned it to provide the right
framework and structure to evaluate the sales process, applying that post product launch, the sales
process would be efficient and effective enough to capture maximum closures. Kartik K Prakash
(SIP-Project) (Prakash, 2017)
The blog published last year says Perception Versus Aspirations, particularly to mention this blog
in my project of summer internship was to highlight the experience at the time of survey that the
HR Managers, executive hold the perception and think that Artificial Intelligence is just
automation and an additional cost but does not improves the productivity of their work life, by
making them understand and relating to their concern, breaking their perceptions was a bigger

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challenge which this particular blog supports how HR managers & executives can aspire their
work life with artificial Intelligence. (Ghosh, 2018)
Idea of AI into recruitment process was entering into the Red Ocean, so how to stand different
from the rest gave the idea from this particular research paper and also create the buzz of the
product prior to launch. Flex MR (Hudson, 2017)
Usually selling software creates visualization into customers mind so software knowledge such as
after sales service, Completion of software implementation or any sought of communication needs
to be updated in terms of growth of relationship and business, keeping all the legal aspects intact
by keeping the transparency between the parties are the major takeaways from this research paper.
(Ruiter, 2010)
Artificial Intelligence is just not about being the automation of HR activities like sourcing and JD
matching, it is just a part of artificial intelligence but the major part is where machines take
decision rather than humans on to their competencies required for a job role to improve the
productivity and efficiency of a recruiter, at any given point of time. (Raviprolu, 2017)
The author has defined the benefits of Artificial Intelligence into recruitment process stating with
the help of technology people can build a dynamic working environment as per changing business
needs and one can be multi-tasking personality to perform efficiently in the organization. The
major challenges that has been discussed in the report of Just in Time Requirement is also
highlighted by him. He has also stated the key capabilities of transforming uncommon terms to a
recruiter getting smarter. (Thurber, 2017)
Here in this particular blog the use of technology has given more importance to improve the
productivity of the human efforts, which makes less errors and gain more profits to the
organization. Where machines are put to make the decisions and create the standardize process of
data right from employees to the candidates bringing them on a joint platform. Overall this blog is
research based and publishing facts and figures from a traditional shift to a Morden Era. (Grant,
2017).

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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.
● 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

19
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 Techsolution. 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
needs 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.

20
5.2 Scope of study
The Study was conducted at Mumbai with Abhay Techsolution, Overall the scope was to create
the awareness of the new product with a new concept of Artificial intelligence into Recruitment
Process. Where we had to define the selling process and the behaviour of the consumer towards
the product. While creating awareness we had to hold the interest of the consumers to understand
their pain areas and pitch our product to them which was a process to create the sales pipeline to
which post product launch could make the sales efficiently.
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 the
product
4. Suspect customers also generating the sales pipeline which would be help full post product
launch

21
AMAN
NITESH
MANGESH
GAUTAM
ARSHAD
ASHISH

22
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:
There was 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:
We were assigned 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. The awareness was created in a pattern of
Interactive video survey to build the same the Technical Team of Abhay Techsolution
was aligned too. Meanwhile final round of mock calls was also being taken to be a
market ready person.

23
● 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 were 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, 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.
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
➢ Requirement of Internet connection
➢ Acceptance in the market and Data Base
➢ Smartphone Enabled only
➢ Lack of knowledge related to technology

24
Chapter 6
RESEARCH METHODOLOGY
6.1 Objective of survey
As world is being more and more digitized 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 artificial intelligence chatbot
interacts with the prospect client. ROB asked different questions and responses where open and
close ended.
Fig 6.1 Objectives of survey
6.2 Convenience Sampling Technique
Convenience sampling was followed in the organization as they had selected the Mumbai location
where the team of 6 Sales intern’s had been divided in 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. Exercised this research sample over 182 organisations.
Objectives
of survey
To understand "Consumer Behaviour"
To create awareness about NextJob
To filter out suspect customers
To get contact details

25
6.3 Data Collection Method
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 was performed was based
on the set of Questionnaires, Interactive conversation and Idea of creative video survey 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.
Sample size: Survey was conducted for 89 organizations out of 182, and rest 96 had an opinion of
theirs regarding AI into recruitment which is noted further.
6.4 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 understanding picture mentioned below.

26
6.5: Notion regarding the product
Have also listed down the opinions, experiences and feedback related to AI into recruitment, who
have denied using product for various reasons, some of the major views are listed below.
1) It is not useful even if candidate is willingly to be trained and be part of organisation.
2) Run time challenges are not handled so effectively.
3) It is basically a key word matcher no verification is done.
4) It won’t add value in a country like India as its too diverse in nature and incurs additional
cost.
5) We will not be able to connect the blue-collar employees.
6) Data Base was questioned.
7) Resume Parse was questioned why 70% only why not 80 to 85% accuracy is given.
8) Data secrecy, as we were a start-up.
At same time some of the executive’s managers have also said that we need to work on the demo
to purchase the product.

27
6.6: Summary
Over all to summarising the chapter 6 either the product may perform in the market or no was a
question. Understanding present situation as still the product is the Pre-Launch phase and our core
responsibility was to create the awareness with a concept and the idea of AI into recruitment, but
most of the meets were demanded for the Demo of the product as everyone wanted a solution to
their problem.
Based on the primary research and the present phase of the product to do the future analysis the Z
test states.
Below are the results for the Test.
For Z Test (Hypothesis Statement):
H0: The product may work, as the concept is new and may add value to the organisation.
H1: No, the product and new concept may not work and might not add value.
While performing the test certain parameters, like the USP of the product were considered, HR
involvement in Interview scheduling, challenges faced by the recruiter, urgent hiring with qualitied
candidate and majorly the cost that they would incur.
By doing the test, the results have appeared to accept the Alternative Hypothesis and reject
the Null Hypothesis.
Interpretation to the results: As mentioned the overall sample size is 182 out of 86 have agreed
and given the survey and are warm leads to the product post launch but 96 have expressed their
opinions, for not to use the product. It’s a very thin line to make the appropriate decision, as most
of them have asked, is the DEMO of the product, Free Trials, to know whether it may really add
value or no.
If 86 have agreed and post product launch if product dose well then it won’t take more efforts to
convince the rest 96 to prove their opinions wrong. (Ghosh, 2018)
Z Test Results Annexure (A-1)

28
Chapter 7
LEARNING
7.1 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
7.2 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.
7.3 Conclusion
The Time at Abhay Techsolution was quite challenging and full of task oriented, it’s very rare in
summer internships we get to work at the core of our assigned responsibilities, but my involvement
was right from the strategy building to create the awareness to the product pre-launch testing.
Overall the interaction took place with various people into various departments, it was just not the
numbers that I was judged upon as every Sales Professional is judged, it was the In and out
development took place as an intrapreneur in the organisation where certain ideas, were

29
incorporated and certainly there was change to it. Also defined how the theoretical knowledge is
important to practical implications in the cooperate world as I understood the concept of selling
and the behaviour of the consumer towards the product or the concept. Overall at Abhay
Techsoution it was hard work, creative thinking and fun to.

30
Chapter 8
CONTRIBUTION TO HOST ORGANIZATION
The contribution to the host organization “Abhay Techsolution” 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.

31
BIBLIOGRAPHY / WEBLIOGRAPHY
Bibliography
Ghosh, S. (2018, February 8). Artificial intelligence in India – hype or reality. PWC, p. 32.
Retrieved from https://www.pwc.in/assets/pdfs/consulting/technology/data-and-
analytics/artificial-intelligence-in-india-hype-or-reality/artificial-intelligence-in-india-
hype-or-reality.pdf
Goyal, M. (2017, Oct 8th). How artificial intelligence is reshaping recruitment, and what it means
for the future of jobs. Economic Times, p. 01. Retrieved Octomber 8th, 2017, from
https://economictimes.indiatimes.com/jobs/how-artificial-intelligence-is-reshaping-
recruitment-and-what-it-means-for-the-future-of-jobs/articleshow/60985946.cms
Grant, W. (2017, May 16). talenttechlabs.com. doi:170912
Hudson, P. (2017, July 20). Flex MR. doi:15494
Mario Pichler, U. B. (2004). Context-awareness and artificial intelligence. Johannes Kepler
University, Department of Telecooperation. Linz, Austria: Department of Telecooperation,
Johannes Kepler University Linz. Retrieved from
https://www.researchgate.net/publication/200048737
Prakash, K. K. (2017). A Study of sales Process of Advertising at GROK Communications. Christ
University, Management. Bangalore: Slide Share. doi:66720420
Raviprolu, A. (2017, April 18). Role of Artificial Intelligence in Recruitment. April 2017, Volume
5 Issue 4,, Volume 5 Issue 4, p. 03. doi:f201704041491324042.pdf
Ruiter, M. D. (2010). The Art of Selling Product Software. Utrecht University, Information and
Computing Sciences. Netherlands: Utrecht University, Netherlands. Retrieved December
9th, 2010, from www.cs.uu.nl/education/scripties/pdf.php?SID=INF/SCR-2010-007
Saku, V. (2017, February Wednesday 8th). Steps in Recruitment Process. (Talent Adore)
doi:8.02.2017
Thurber, J. (2017, July 24). Roles and Uses of Artificial Intelligence In Resource Discovery.
(HR.com) Retrieved from HR.com: Roles and Uses of Artificial Intelligence In Resource
Discovery
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

32
Annexure (A): Questionnaire and Interpretation
Survey was conducted for 89 organizations out of 182.
1. May I know your name?
______________________________________________________________________
2. What’s your email ID?
______________________________________________________________________
3. What’s your mobile number?
______________________________________________________________________
Interpretation: Before starting our survey, we would take the basic details of HR to keep him or
her intact with the product as we would inform them stating we are here to listen to your challenges
and based upon their challenges we would showcase our product features; However Mobile
number was not a mandatory option to choose. Certainly, at the end an auto generated Email was
sent to their respective ID’s detailing all the product features.

33
4. How often do you hire?
Sr. No Particular Data Percentage
1 Daily 32 37%
2 Once a Month 22 25%
3 Once in six months 19 22%
4 Once in a blue moon 13 16%
TOTAL 86 100%
Fig 6.2 Interval of Hiring
Interpretation:
As per the above data 37 to 26% are in the cycle to recruitment very aggressively where it’s an
additional responsibility to the HR including all the HR activities of the organization, whereas it
is the additional pressure and also incurs the cost too.
37%
26%
15%
22%
Sum of Data
Daily Once a Month Once in a blue moon Once in six months

34
Where one can identify the requirement of the organization and pitch accordingly as our main
aspect was pricing, where least that is 16% category organization would also afford for the product
considering 8.33% of CTC paying to third party.

35
5. How often do you travel for sourcing a candidate?
1 Once a year 20 24%
2 Once bi year 16 18%
3 Once a quarter 22 25%
4 Never/Candidates Travel 28 33%
TOTAL 86 100%
Fig 6.3 Travelling for interviewing candidates
Interpretation: Usually Travelling is the major concern in recruitment process for Interviewing
the candidates, whereas the expected output is least assured to overcome the risk and cost incurred.
Analysing figures NextJob as Portal can help saving the time, cost and efforts of the HR and
candidates by using Online/Offline Video Interview Feature. Usually Consultancies make
candidates travel.
28
22
20
16
0.33
0.25
0.24
0.18
0
5
10
15
20
25
30
Never/Candidates Travel Once a quarter Once a year Once bi year
Sum of Percentage
Sum of Data

36
6. Who schedules and coordinates Interview for you?
1 Self 18 21%
2 Recruiter 22 25%
3 Third Party 34 40%
4 ATS 12 14%
TOTAL 86 100%
Fig 6.4 Scheduling & coordinating interviews
Interpretation: To the above data most of the companies are hiring through the third-party
recruitment agency and using ATS to ease the process but these are the cost parameters for the
organization, due to increasing challenges and run time requirements.
To overcome this challenge and eliminate most of the Human Intervention, where Rob the USP of
the product becomes a mediator and communicates most of the needed information to the given
situation and can be used for multi-purpose including ATS.
14%
26%
21%
39%
Sum of Data
ATS
Recruiter
Self
Third Party

37
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 28
2 Managing Job responses/ Application tracking 42
3 Quality of CV’s 78
4 Response Time/ TAT 56
5 Cost of Hiring 72
6 Candidate expectation matching 55
7 Candidate turn-up ratio 69
10 Coordination hassles? 54
11 No Show? 69
12 Quality of recruiters 52

38
Fig 6.5 Challenges faced
Interpretation: Here to this particular question where Recruiters have chosen multiple, challenges
what they are facing, most of the recruiters are facing the challenge of Quality of CV and the Cost
of hiring, where NextJob is a portal where the recruiters can easily overcome the challenge.
55
69
54
72
28
42
69
78
52
56
0 10 20 30 40 50 60 70 80 90
Candidate expectation matching
Candidate turn-up ratio
Coordination hassles?
Cost of Hiring
Employer Brand positioning
Managing Job responses/ Application tracking
No Show?
Quality of CV’s
Quality of recruiters
Response Time/ TAT
TOTAL
Total

39
8.How many of these tools do you use?
(Note: Respondent could choose any number of challenges)
1 Job portal/ Database portal 29
2 Application Tracking System (ATS) 06
3 Video Interview 04
4 Social Media Advertising 23
5 Recruitment management Portal 24
6 None 00
Total 86
Fig 6.6 Tools used
6
29
0
24
23
4
A P P LIC A T ION
T RA C K ING
S Y S T E M (A T S )
JOB P ORT A L/
DA T A BA S E
P ORT A L
NONE RE C RUIT ME NT
MA NA GE ME NT
P ORT A L
S OC IA L ME DIA
A DVE RT IS ING
VIDE O
INT E RVIE W
TOTAL
Total

40
Interpretation: Here the recruiters can select the multiple problems that are facing while
recruiting and also considering day to day activities that they need to perform, Now most of the
people according the survey have pointed for Quality of CV and the Cost that they incurring to
hire a candidate is a pain area for the process, which becomes a harder task even considering No
Show creates a hassle for an working Individual so to avoid such circumstance NextJob as portal
is very beneficial and ultimately improves the productivity of the Individual.

41
9.What are the challenges faced with the new Recruiter in the organization?
(Contact Sum Scale)
1 Access of old data 36
2 Training Challenges 18
3 Understanding of org. recruitment process 22
4 Difficulties in client management 10
TOTAL 86
Fig 6.7 Challenges faced by new recruiter
Interpretation: As we know recruitment is a continuous process in any given organization,
usually hand over process is not performed so effectively to access the older data to understand
and work on it, also hiring as per standards to a recruiter becomes a difficult job initially at his job
to avoid such circumstances NextJob has a defined and a standardized process which becomes
very easy to understand and work efficiently.
36
10
18
22
A C C E S S OF OLD DA T A DIF F IC ULT IE S IN
C LIE NT MA NA GE ME NT
T RA INING C H A LLE NGE S UNDE RS T A NDING OF
ORG. RE C RUIT ME NT
P ROC E S S
TOTAL
Total

42
10 Large amounts of time & cost is spent on developing analytics and generating reports
nowadays;
1 Strongly Agree 34
2 Agree 22
3 Neutral 12
4 Disagree 15
5 Strongly disagree 3
TOTAL 86
Fig 6.8 High cost and time on developing analytics
Interpretation: Usually interpreting the work done for an audit or any reviews is a very difficult
task, as we need to refer the backdated work and invest lots of time and efforts continuing with
day to day activity, after analysing there is still a question of authenticity which hinders the mind.
To avoid such complexation NextJob as a portal gives day to day updates on the very first page of
login named as dashboard. This also saves cost of using any other tools to do analysis
22
15
12
34
3
A GRE E DIS A GRE E NE UT RA L S T RONGLY
A GRE E
S T RONGLY
DIS A GRE E
TOTAL
Total

43
11. Are urgent hiring’s with quality candidate?
Sr. NO Particular Data
1 Strongly Agree 12
2 Agree 10
3 Neutral 9
4 Disagree 32
5 Strongly disagree 23
TOTAL 86
Fig 6.9 Balancing urgent hiring
Interpretation: One of the major challenges is urgent hiring’s of Qualitied candidate and the cost
that is incurred in hiring, usually urgent hiring’s are fulfilled by 3rd
party agencies where there is
least assurance of candidate with good knowledge and his ability to perform too. To overcome this
challenge NextJob is portal where lots of JD matched profiles can be looked upon in an annual
subscription of it at a fingertip 24*7.
10
32
9
12
23
A GRE E DIS A GRE E NE UT RA L S T RONGLY A GRE E S T RONGLY
DIS A GRE E
TOTAL
Total

44
12 What is the average cost that you spend on hiring a candidate?
Sr. No. Particulars Data
1 8000-12000 18
2 15000-20000 28
3 25000+ 40
Total 86
Fig 6.10 Average cost per candidate
Interpretation: Nowadays cost cutting is the major responsibility of every working Individual,
hiring at minimum cost is what every recruiter looks for. Either it is 3rd
party agencies, portals, or
any data base it for a limited period of time or any tools for that matter are costlier, But Nextjob
as portal has unlimited usage in a year’s subscription. Here we can win from rest of our competitors
as our prices too affordable.
28
42
18
15000 - 20000 25000+ 8000 - 12000
TOTAL
Total

45
Annexure (A-1) Z Test (Questions/Results/Graphs)
1) Who schedules and coordinates Interview for you?
Test Results:
XLSTAT 2018.5.51989 - Two-sample t-test and z-test - Start time: 30-07-2018 at 10:52:00 / End
time: 30-07-2018 at 10:52:02
Sample 1: Workbook = Book1 / Sheet = Sheet1 / Range = Sheet1! $B: $B / 86 rows and 1 column
Sample 2: Workbook = Book1 / Sheet = Sheet2 / Range = Sheet2! $B: $B / 96 rows and 1 column
Hypothesized difference (D): 0
Significance level (%): 5
Microsoft Excel 16.010228
Summary statistics:
Variable Observations Min Max Mean Std Deviation Missing Value No Missing
Value
Survey Que 86 1 4 2.465 0.979 0 86
Opinion 96 5 8 6.448 1.055 0 96
95% confidence interval on the difference between the means: (-3.570, -2.844), -3.819)
Difference Z(Observation) Z (Critical
Value)
P Value (Two
Tailed)
Alpha
-3.207 -17.329 1.960 < 0.0001 0.05
Test interpretation:
H0: The difference between the means is equal to 0.
H1: The difference between the means is different from 0.

46
As the computed p-value is lower than the significance level alpha=0.05, one should reject the
null hypothesis H0, and accept the alternative hypothesis Ha.
Fig 6.11: Who schedules and coordinates the interview.

47
2) What are the challenges faced with the new Recruiter in the organization?
Test Results:
XLSTAT 2018.5.51989 - Two-sample t-test and z-test - Start time: 02-Aug-18 at 3:34:35 PM /
End time: 02-Aug-18 at 3:34:38 PM
Sample 1: Workbook = XL Stat.xlsx / Sheet = Sheet1 / Range = Sheet1! $B: $B / 86 rows and 1
column
Sample 2: Workbook = XL Stat.xlsx / Sheet = Sheet2 / Range = Sheet2! $B: $B / 96 rows and 1
column
Population variances for the t-test: Assume equality
Summary statistics:
Value
Survey Que 86 1 4 2.070 1.071 0 86
Opinion 96 5 8 6.488 1.055 0 96
95% confidence interval on the difference between the means: (-3.570, -2.844)-3.819)
Value)
P Value (Two
Tailed)
Alpha
-3.207 -17.329 1.960 < 0.0001 0.05

48
As the computed p-value is lower than the significance level alpha=0.05, one should reject the null
hypothesis H0, and accept the alternative hypothesis Ha.
Fig. 6.12: What is the challenges face by the recruiter.

49
3) How do you balance urgent hiring’s with quality candidate?
Test Results:
time: 30-07-2018 at 11:08:38 / Microsoft Excel 16.010228
Sample 1: Workbook = Book1 / Sheet = Sheet5 / Range = Sheet5!$B:$B / 86 rows and 1 column
Summary statistics:
Value
Survey Que 86 1 4 3.512 1.370 0 86
Opinion 96 5 8 6.719 1.039 0 96
Value)
P Value (Two
Tailed)
Alpha
-3.207 -17.329 1.960 < 0.0001 0.05

50
Fig. 6.13: How to balance urgent hiring with quality candidate.

51
4) What is the average cost that you spend on hiring a candidate?
Test Results:
time: 30-07-2018 at 11:16:06 /
Microsoft Excel 16.010228
Summary statistics:
Value
Survey Que 86 1 4 2.256 0.785 0 86
Opinion 96 3 6 5.188 0.862 0 96
Value)
P Value (Two
Tailed)
Alpha
-3.207 -17.329 1.960 < 0.0001 0.05

52
Fig. 6.14: What is the average cost spend on hiring the candidate

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