At a year on year growth rate of 27 percent in May 2016 the online recruitment activities saw a decline of 25 percentage points from a robust 52 percent in January 2016 according to the latest Monster Employment Index. A marginal drop from the year on year growth of 28 percent in April 2016.

A noteworthy observation in the month of May was seen in the much publicized industry, e-commerce. Monster Employment Index [MEI] for May 2016 shows that the sector which is currently under economic scrutiny, witnessed a 35 percent year-on-year growth; one percentage point higher than in April 2016. Clearly, the sector is moving in a positive direction with steady increase in hiring activity over the months.

The online demand for Engineering professionals surged this month as well. The year-on-year growth rate paced up from 39 percent in April 2016 to 47 percent in May 2016. Charting the highest growth figures, Printing and Packaging industry is leading the rung with 67 percent growth from year-ago. The sector has been witnessing a steep double-digit annual growth rates since February 2016.

Commenting on the latest trends and developments in various sectors, Sanjay Modi, MD, Monster.com said

The MEI reveals that the online hiring sentiments is onto a slow paced growth. This hiring downturn can be attributed to domino effect caused by a global slowdown. However, the growth of the manufacturing sector in India at 7.1 percent from last year’s 5.3 percent year has had a significant bearing on the year on year spike in the online recruitment in the production and manufacturing sector. With a positive outlook for the sector that is expected to see the number of online shoppers in India grow to 175 million and Gross Merchandise value to reach $60 million by 2020, the e-commerce sector also registered a double digit year-on-year growth of 35 percent.

Monster Employment Index India results for the past 18 months are as follows

Industry Year-over-year Trends

Of the 27 industry sectors monitored by the Index 24 industry sector registered increased e-recruitment activity.

  • Printing/ Packaging sector has moved up the ladder to lead all monitored industry sectors on a year-on-year basis. This month (May 2016) the sector has registered a 67 percent growth from the year-ago; the sector has been charting steep double-digit annual growth rates since February 2016. The six-month growth rate reveals, e-recruitment activity in the sector has increased by 34 percent between November 2015 and May 2016. Month-on-month, there has been an 11 percent growth in opportunities as well.
  • Education (up 65 percent) sector is next in the rung. Online recruitment activity in the sector has been exhibiting uninterrupted positive growth on an annual basis since July 2015. It is notable that this is the only sector to have recorded positive month-on-month growth rate consistently since September 2015. Online hiring in the sector logged a seven percent growth on the month in May 2016.
  • Online recruitment activity in IT – Hardware, Software (up 62 percent) continued to exhibit diminishing yet robust growth. For the second month in a row the sector witnessed no growth in short-term (month-on-month). Likewise, pace of growth (year-on-year) in the BPO/ITES moderated further from 20 percent in April 2016 to 18 percent in May 2016.
  • Having slowed in the past months, the year-on-year growth momentum in Production and Manufacturing (up 35 percent) as well as Automotive/ Ancillaries /Tyres (up 36 percent) sector paced up in May 2016; up from 15 percent and 17 percent in April 2016 respectively. The month-on-month growth registered was also the steepest among all sectors; Automotive/ Ancillaries /Tyres (up 16 percent) and Production and Manufacturing (up 14 percent). The related Logistics, Courier/ Freight/ Transportation sector continued to growth at a steady rate of 15 percent year-on-year.
  • Engineering, Cement, Construction, Iron/Steel registered a 42 percent growth from the year-ago; up from 24 percent in April 2016. In the related Real Estate sector, on the other hand, the year-on-year growth momentum eased further from four percent in April 2016 to one percent in May 2016.
  • Healthcare, Bio Technology & Life Sciences, Pharmaceuticals exceeded the corresponding period a year-ago by 40 percent maintaining a steady pace. Month-on-month, there has been no growth in online hiring.
  • Among all monitored sectors, online recruitment activity eased the most in Office Equipment/Automation (down 11 percent) sector on an annual basis.

MEIN_3

E-Commerce

E-commerce sector registered a 35 percent growth from the year ago; one percentage point higher than in April 2016. Month-on-month, the sector has seen an increased demand of four percent. This month the six-month growth rate has also improved from six percent in April 2016 to 11 percent in May 2016. The growth pattern has exhibited no significant fluctuations in the past months.

Occupation Year-over-year Trends

Online demand increased for 12 occupation groups out of the 13 monitored by the Index.

  • The year-on-year growth rate moderated further for professionals at the Senior Management level; down from 79 percent in April 2016 to 69 percent in May 2016. Yet the figures portray a positive outlook owing to a significant jump since April 2015.
  • Online demand for Engineering/Production surged this month. At four percent, the group registered the steepest month-on-month growth among all monitored job roles. The year-on-year growth rate paced up from 39 percent in April 2016 to 47 percent in May 2016.
  • Year-on-year, Marketing & Communications (up 47 percent); Software, Hardware, Telecom (up 42 percent); Health Care (up 42 percent); Sales & Business Development (up 34 percent) are among the top in-demand job roles. The long-term growth rate moderated the most for Purchase/Logistics/Supply Chain (up 10 percent); down 27 percentage points.
  • Online demand for Hospitality & Travel (up two percent) continues to decline progressively; the year-on-year growth momentum eased further by two points. The group also witnessed online opportunities slip below the three-month and six-month level by six percent and one percent respectively.
  • Online demand for Arts/Creative matched the year-ago level. Year-on-year growth rate for the group has been declining progressively starting November 2015 and has a exhibited the most restrictive online demand this month.

Geographic year-over-year Trends

E-recruitment activity increased in all 13 cities monitored by the Index.

  • Chandigarh (up 47 percent) led all monitored cities charting the steepest growth year-on-year even this month. The rate of growth, nevertheless, moderated from 53 percent in April 2016 to 47 percent in May 2016. There were fewer opportunities on the month; down by two percent.
  • Among tier I cities, Chennai (up 40 percent) followed by Bangalore (up 39 percent) and Hyderabad (up 37 percent) registered the steepest growth from the year-ago and also ranked among the top growth cities. The growth momentum slowed in Bangalore from 47 percent in April 2016. Delhi-NCR (up 21 percent) also witnessed a slowdown in the annual growth rate by two points between April and May 2016.
  • The annual growth momentum improved in Kochi; from four percent in April 2016 to 12 percent in May 2016. Nevertheless, Kochi continues to exhibit the most controlled annual growth percentage among all monitored cities.  Both three-month and six-month growth rate are still negative for the city; down three percent each.

About the Monster Employment Index

Launched in May 2010 with data collected since October 2009, the Monster Employment Index is a broad and comprehensive monthly analysis of online job posting activity in India conducted by Monster India. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, including Monster India, the MEI presents a snapshot of employer online recruitment activity nationwide.

MEI’s underlying data is validated for accuracy by Research America, Inc.-an independent, third-party auditing firm – to ensure that measured national online job recruitment activity is within a margin of error of +/- 1.05%. For more information, please visit Monster Employment Index

The online hiring sentiments for the month of April 2016 exhibited a sluggish year-on-year growth rate at 28 percent down from 42 percent in March 2016, according to the latest Monster Employment Index [MEI].

The backbone of the Indian economy, Production and Manufacturing sector, according to the latest MEI, is going through a fragile state of affairs. Online recruitment activities in this sector have been charting a negative six-month growth consistently since January 2016; this month’s growth being a negative 7 percent. The year-on-year growth rate has declined from a dramatic 112 percent in October 2015 to 15 percent in April 2016.

While hiring in the IT sector continues to steer ahead of all the industries with a 63 percent growth. The IT sector was closely followed by Printing and Packaging industry with a growth of 60 percent since 2015. Though the Media and Entertainment sector maintained a steady growth of 47 percent, but the industry took a significant nose dive from 71 per cent in March, 2016.

Highlights of the Monster Employment Index

  • IT – Hardware, Software continues to chart the steepest year-on-year growth.
  • Y-o-Y growth rate in production & manufacturing has dropped from 112 percent in October 2015 to 15 percent in April 2016.
  • Marketing & Communications and Health Care is the most sought after job role.
  • Chandigarh, followed by Bangalore leads all cities by the way of long-term growth.

Commenting on the latest trends and developments in various sectors, Sanjay Modi, MD, Monster.com said

The MEI reveals a relative slowdown in the pace of online hiring. While the numbers are still good there is a drop from a robust 42 percent in March to 28 percent in April, 2016. We as a nation are definitely heading in the right direction for a long term gain with more streamlined employment generation initiatives and strongly driven Skill India by PM Modi with an aim to enhance employment. However, currently the scenario is a bit cautious when it comes to hiring. The Production and Manufacturing industry is yet to see the hay day but the concept of Make in India is appropriately towards greater employability.

Further on, Sanjay Modi added

Although, the IT sector continues to lead across all segments, the industry is low on the earlier vigor. The bearish response towards recruitment activities can be attributed to the shift from dependence on manpower to increase reliability on mechanization at the lower levels, especially in the IT sector. The  start-up ecosystem is currently going through a stage of healthy re calibration which is a positive trend from a long term perspective. We are optimistic that this dip is temporary and will soon fade away.

Monster Employment Index India results for the past 18 months are as follows

Industry Year-over-year Trends

All 27 industry sectors monitored by the Index exhibited improved e-recruitment activity from the year-ago.

  • IT – Hardware, Software [up 63 percent] was the leading sector in terms of growth on the year for the sixth month straight. The pace of growth year-on-year, nevertheless, eased 13 percentage points between March and April 2016. At the same time the sector registered no growth on the month. Similarly, in the BPO/ITES sector, the growth momentum slowed 19 percentage points between March [up 39 percent] and April [up 20 percent] 2016
  • Manufacturing & Commerce is growing at a significantly moderated pace. E-recruitment activity in Production and Manufacturing has slowed in the past months. The sector has been charting negative six-month growth consistently since January 2016; this month’s growth being negative seven percent. The year-on-year growth rate has declined from a dramatic 112 percent in October 2015 to 15 percent in April 2016. Logistics, Courier/Freight/Transportation, however, recorded a 15 percent growth from the year-ago level; four points higher that March 2016
  • Education [up 57 percent]; Media & Entertainment [up 47 percent]; Healthcare, Bio Technology & Life Sciences, Pharmaceuticals [up 40 percent] have registered some of the steepest year-on-year growth percentages this month. The growth momentum vis-a-vis March 2016 has eased in each of these sectors nevertheless. Printing/Packaging sector was second from the top in the long-term growth chart with a 60 percent growth in opportunities from the year-ago
  • Retail sector witnessed a nine percent growth from the year-ago level; 31 points lower than March 2016. It is notable that the sector has been growing in double-digits since March 2015 and this is the lowest annual growth recorded since that time.
  • Year-on-year, online recruitment activity in Import/Export [up 7 percent] and Shipping/Marine [up 8 percent] was positive this month following low levels in March 2016. Real Estate [up 4 percent] exhibited the most controlled annual growth among all monitored industry groups

E-Commerce

E-commerce sector continued to grow at an eased up pace vis-a-vis the past months. Both three-month and six-month growth rate moderated further while there was no growth on the month. It is notable however that the sector is going strong on an annual basis. E-recruitment activity in the sector exceeded the corresponding period a year-ago by a robust 34 percent

Occupation Year-over-year Trends

All 13 occupation groups monitored by the Index continued to exhibit improved demand on the year

  • There continues to be high call at the Senior Management level. Online demand this month is 79 percent higher than April 2015 despite marginal slowdown in pace between March & April 2016
  • While growth momentum [YoY] slowed for all the monitored job roles, Marketing & Communications [up 47 percent];Health Care [up 45 percent]; Software, Hardware, Telecom [up 43 percent] saw the steepest growth in demand. Demand for Finance & Accounts [up 26 percent] slipped one percent below the six-month [October 2015] level.
  • Online demand for Hospitality & Travel [up 4 percent] personnel was the most restrained as the year-on-year growth rate moderated further from 15 percent in March 2016

Geographic year-over-year Trends

All 13 cities monitored by the Index registered positive growth on the year even this month. The pace of growth eased in all 13 cities

  • Chandigarh [up 53 percent] supplanted Bangalore [up 47 percent] to lead all monitored cities by the way of long-term growth. Bangalore witnessed a two percent decline in opportunities on the month while the annual growth rate was 17 points lower than March 2016 [up 64 percent]
  • Delhi-NCR [up 23 percent] saw annual growth rate one percentage point lower than March 2016 [24 percent]. The growth momentum in Delhi-NCR has not fluctuated significantly since November 2015
  • Year-on-year growth rate plunged the most in Kochi [up four percent]. Online recruitment activity in Kochi has dipped in the past months reflected in negative three-month growth rates since January 2016. This month the Index for the series slipped four percent below the six-month ago [October 2015] level

About the Monster Employment Index
Launched in May 2010 with data collected since October 2009, the Monster Employment Index is a broad and comprehensive monthly analysis of online job posting activity in India conducted by Monster India. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, including Monster India, the MEI presents a snapshot of employer online recruitment activity nationwide.

MEI’s underlying data is validated for accuracy by Research America, Inc. – an independent, third-party auditing firm – to ensure that measured national online job recruitment activity is within a margin of error of +/- 1.05%. For more information, please visit Monster Employment Index

IT-ITeS Sector Skills Council NASSCOM [SSC NASSCOM] announced that it has developed “Career Guides” which will provide clarity for all stakeholders, especially students about the career opportunities available in the IT-BPM industry.

Choosing a career is one of the most important decisions, especially for students. These guides provide details about the skills & competencies required, to join the IT-BPM industry. The career-paths provided are for various job roles starting from entry to leadership level, including details of vertical & horizontal mobility within this industry and across other industries.

Nasscom_SSC

According to the National Skills Mission, about 350 million professionals would need to be skilled by 2022 to make them employable. To be able to achieve this target, a structured approach is required involving all stakeholders. One of the critical actions required is to create awareness with students about the career opportunities available in the IT- BPM industry across the four sub-sectors, namely IT Services [ITS], Business Process Management [BPM], Software Products [SPD]Engineering & Research Development [SPD].

On the occasion Dr. Sandhya Chintala, Executive Director, SSC NASSCOM & Vice President, NASSCOM said

In the last couple of years SSC NASSCOM has made great in-roads in identifying unique job roles/ qualification packs across all IT-BPM industry sub-sectors. We are pleased to announce that they are now packaged in a comprehensive manner as “Career Guides”. Career guides will be available on our website www.sscnasscom.in

Informed career decisions about one’s aspirational career role will greatly benefit the individual, the companies and the community at large, thus creating a strong value proposition for all concerned.

About Sector Skill Council, NASSCOM

“IT-ITES SSC NASSCOM” is the skill standard setting body of the IT-ITeS industry and is the education & skill development initiative of NASSCOM. The council works with NASSCOM industry members, select academic and skill development institutions to help improve the quality and quantity of the employable workforce available to the industry.

About NASSCOM

NASSCOM is the premier trade body and the chamber of commerce of the IT-BPM industry in India. NASSCOM is a global trade body with more than 1400 members, which include both Indian and multinational companies that have a presence in India. NASSCOM’s member and associate member companies are broadly in the business of software development, software services, software products, consulting services, BPM, e-commerce and web services, engineering services and animation and gaming. NASSCOM’s membership base constitutes over 95% of the industry revenues in India and employs about 3.1 million professionals.

Every blogger who actively blogs and makes his/her blog as a part of the daily has a reason to blog.For some it is to express themselves, create awareness, share knowledge, experience and for some it is a new & unique way to network with people.Oops not to forget money , at least it fetches a few $$ for some of them wink On one hand , there are several reasons to blog and on the other side, there are equal of reasons NOT TO BLOG as discussed in one of my previous articles here
In one of my conversations with my friend(and fellow blogger) Ramjee Ganti, we compared blogs with Fire since, you never know when someone has blogged about you or your product and that post could be from a blogger lying in other corner of the world !!! Definitely, Blogs can never replace Mass Media and this thought would also never come in the mind of any blogger(when (s)he starts blogging) biggrin

While reading Rohit Agarwal’s How Innovators Connect, a statement in the book caught my eyes (as a blogger), “In the Silicon Valley, major companies look one additional thing in the resume(apart from the education and experience) , and as per your guess – It is BLOG.

Blogs are already being watched by startup companies in India but now the pendulum has swung 360% and now blogs have also become prospective platform for recruitment by recruiters from big corporates as well.For example , check the image below which is taken from the careers section of a startup company in Bangalore

An article which was recently published in the Times Of India, Ascent , gave a clear indication that Blogs would slowly become a key aspect;not only in judging the candidate’s attitude but his(her) willingness to be more innovative & research oriented. smile Some important excerpts from the TOI Ascent article :

Several HR managers are following “Hiring by the Blog“, a practice that looks to be the newest hiring trend.Though this practice is still in the nascent stage , corporate recruiters are surfing blogs to unearth candidates , expanding their talent pool and gaining insights that they can’t get from resumes and interviews – Sapna Agarwal , Director HR GlobalLogic. Blogs also helps employers probe further into the qualifications of the potential hires. As Sapna mentions : If I am impressed by the points the blogger is making and the way (s)he is making them, the potential hire will jump up a few notches in my opinion.

Recruiters believe that blogs help them to understand the likes and dislikes of the candidate.But IMHO(as a blogger), there are some things that should definitely be considered when employers start hunting for people, who also blog:

  • The theme of the blog [personal , business, technology ….].
  • Frequency of blogging [How any articles are posted per week/month?].
  • Reply to the comments [This would give an impression as to how much the blogger cares for his/her customer(readers)].
  • Research done in writing the posts [This can be considered as the one with the least priority].
  • The difference between in the personality of the person(as a blogger) and as a potential candidate for a job.
Definitely, bloggers are getting more and more visibility and time would soon come, when blogs would also be considered as a vital part of a candidate’s resume wink So, if you are the one looking out for a job, than start blogging since, you never know that an XYZ company’s HR may be following your blog rolleyes

Have your say about “BLOG RECRUITMENT” :

How many times have you felt that your colleague/friend/roommate is getting overpaid?You can judge his salary based on his experience or qualifications or domain expertise and the list goes on and on…..There could be multiple answers to this question wink Though,I don’t have a startup(but working on it) but one thing is obvious : “A person joins a startup only if he is passionate about the technology or he has an urge to have his own startup sometime”.After speaking to lot of Entrepreneurs,I understood one thing that hiring the first few people in a startup is very important,the reason is they would be the people responsible for hiring other guys(for the startup)

So,hiring is the buzzword and it is not very simple.Wrong person getting hired in a large organization makes very less difference to the organization since, the company can manage to play around with him.The article tries to co-relate baseball fundamentals and hiring for startups…Below is the excerpt from the article by Joe Kraus, Co-Founder and CEO of JotSpot

Sabermetrics,what is it?
Sabermetrics is the analysis of baseball through objective evidence, especially baseball statistics. The term is derived from the acronym SABR, which stands for the Society for American Baseball Research.More on Sabermetrics here

Are you ready to join a Startup?
A person joining a startup should be very passionate about the company and the product.This means that every person should think as if he has invested in the product and if the product does not click in the market,he would loose his money neutral

Are Engineers being underpaid in Startups?
So what is the relation of Baseball with Startups?The hiring strategy in Baseball teams(or for that matter any other sport) is based purely on following criteria:

How fast a player can run? How powerfully can they hit? How fast can they throw? How well can they field? How much do they have the “look” of a baseball player?

In order to build winning teams,we need to think different and go beyond the normal selection criteria whether it is baseball or a startup.Now,comparing this with the first few employees who are a part of the startup,Joe feels that Engineers are underpaid in startups..Have a look at the excerpt below:

I(Joe) think the market generally undervalues key engineering hires relative to their contributions.

Why does this happen? For a few reasons, I think. First, most CEOs are not technical (I’m not either). So, they tend to highly value the things they understand (marketing, business development, sales) and undervalue the things they don’t (engineering). Second, people are more attracted to people like themselves. Come from marketing and you’ll probably pay more for marketing people. Third, and perhaps most importantly, is the fact that there are no identified fact-based metrics that help CEO’s understand how to value engineers.

The article here brings to light some of the interesting lessons(related to recruitment) that startups can learn from Sabermetrics…Do not miss it by any chance

All of us know that startups.in and Webyantra(and many other blogs) are some of the sites which keep a close track on the Entrepreneurial community and the upcoming startups in India.To know more about the global scenario,I prefer listening to podcasts available on BusinessWeek.Well,recently I just came across nPost,a site which is an excellent resource for Entrepreneurs as well as job seekers.Keep on reading to know more about nPost

What is nPost all about?
nPost is a new job board specifically targeting small- to medium-sized startups. There are currently over 300 jobs featured on the site from over 50 different companies. In addition to the job board, nPost has conducted over 160 interviews with CEOs and entrepreneurs at startups.

Motive behind nPost:
The sole motive of nPost is to promote entrepreneurship since “Entrepreneurs not only create jobs but also drive the economy”

Unique feature on nPost:
Apart from startups, jobs and interviews by entrepreneurs, there is an interesting section – upcoming events which gives an opportunity for Entrepreneurs to network with the other Entrepreneurs.

Revenue model of nPost?
There are three sources of revenue for nPost: companies can post jobs on the site, advertise on the site, and sponsor events.

Want to know more about nPost?
To know more about nPost , you can send an mail to Nathan Kaiser at nathan[at]npost[dot]com

You can subscribe to nPost feeds:
Job Feed : http://feeds.feedburner.com/nPostJobPostings

Interview Feed : http://feeds.feedburner.com/npost/entrepreneurinterviews

Every year, every month or should I say every day,many employees leave their jobs to join some other organization…Some feel pay as the first priority irrespective of the job profile and for some it is vice versa.But as most of us know,employees don’t leave companies but they leave bad managers and this is the hottest reason why “Employees leave their (well paying) jobs.Below is what Azim Premji,CEO of Wipro has to tell on the same topic taking an example of one of the instances which happened in Wipro.Interesting one(which I received in an email today) , keep on reading:

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.

He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.

Twice Mark was sent abroad for training. “My learning curve is the sharpest it’s ever been,” he said soon after he joined.

Last week, less than eight months after he joined, Mark walked out of the job.

Why did this talented employee leave ?

Arun quit for the same reason that drives many good people away.

The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called “First Break All The Rules“. It came up with this surprising finding:

If you’re losing good people, look to their immediate boss ..Immediate boss is the reason people stay and thrive in an organization. And he ‘s the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.

” People leave managers not companies ,” write the authors Marcus Buckingham and Curt Coffman.

Mostly manager drives people away?

HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.

When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: “If you work for a jerk, you basically want to get him into trouble. You don ‘t have your heart and soul in the job.”

Different managers can stress out employees in different ways – by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.

Talented men leave. Dead wood doesn’t.

Welcome to CampusChai

During my good old college days,I remember we had Placementpapers where everyone could find the placement papers of many IT companies.But now with the advent of Web 2.0,things have become different and the face of e-recruitment has also changed.Recently,I came across CampusChai blog when I was searching for “recruitment blogs” on Google.

Just like startups.in, CampusChai has a tag line “100% Indian“.Now you may ask me “What is so different in CampusChai?”.These guys have the basics right and this is what matters for the end user of the website.To see the difference,I also created my profile in CampusChai and found many interesting things ,some of which are mentioned below:

Good marketing strategy:
I liked the marketing strategy followed by CampusChai.There is a contest currently running on this site and the winner of the site would get a brand new PS2.So,to win this you need market CampusChai through your Blog, Orkut(Social Networking), Ryze(Business Networking).I dont know how they forgot to mention LinkedIn and TechTribe.Anways, so you earn points when someone clicks on your profile [Believe me I am not in the run for this PS2 :-)] and this could turn out to be one of the most attractive things about CampusChai.

Click to see the contest details on CampusChai

Excellent User interface(thank God..no Ads are there on the site):
CampusChai has a very simple interface and easy to find important things on the site.Also currently,the site does not have any Ads which makes things simple.They dont even have Google Ads on the site.This makes me wonder what could be the revenue model of CampusChai?Any thoughts?

List of upcoming events:
They have a calendar system where anyone can see the recruitment events happening in the city.Again easy and simple to navigate.It is a similar facility like upcoming.org

Excellent resume management:
Last but by no means the least,the resume management is excellent in CampusChai.There is a section called as “Tags” where all the popular tags are listed eg. C,C++,VB 6.0 etc.Hence, if I want to search for candidates who are interested in working on C Language, it just involves a single click which fetches you excellent results.

Excellent Resume Management in CampusChaiCampusChai at Proto.in:

CampusChai was one of the companies which was unfortunately not among the first list of 25 startups to be showcased at Proto.in.But I am sure that with such excellent facilities and enhanced user experience,they would go a long way!!!

This what CampusChai had to say about itself at Proto.in

Campus Chai's services in a Nutshell,Courtesy:Proto.in