Submission Date: 14.08.2014 Submission Time: 1 P.

M

E-BUSINESS
HANDOUT ON
MONSTER.COM



Submitted to
Dr.P.RAMLAL
ASST.PROFESSOR
School Of Management
NIT Warangal

Submitted by
THANZEEL P MUHAMMED(138949)
V. RAMAKRISHNA(138950)
V.MOUNIKA(138951)
E.VIGNESH(138952)

About Monster.com
Monster.com is one of the largest employment websites in the world, owned and operated
by Monster Worldwide, Inc. In 2006, Monster was one of the 20 most visited websites out of
100 million worldwide, according to comScore Media Metrics (November 2006). It was
created in 1999 by the merger of The Monster Board (TMB) and Online Career Center
(OCC), which were two of the first and most popular career web sites on the Internet.
Monster is primarily used to help those seeking work to find job openings that match their
skills and location.
Monster.com is one of the largest job search engines in the world. Monster has over a million
job postings at any time and over 1 million resumes, in the database and over 63 million job
seekers per month. The company employs approximately 5,000 employees in 36 countries.
Its headquarters are in New York, New York in the United States. Monster also maintained
the Monster Employment Index.
Jeff Taylor founded The Monster Board and served as CEO and "Chief Monster" for many
years.

Idea of conception:
It is the world’s first online job portal the main idea behind is “To provide the platform for
job seekers and job provides at a single place”.














Web architecture:

Monster.com has 1,000 Web servers, e-mail servers, and database servers at its sites in
Indianapolis and Maynard, Massachusetts. The main Web site has a set of load-balancing
devices that forward Web requests to the different servers depending on how busy they are.
Monster.com has more than 1 million job postings and more than 20 million resumes on file,
spread across its database servers. Several copies of each posting and resume are kept on
several database servers to improve access speed and provide redundancy in case a server
crashes, so just keeping the database servers in sync so that they contain correct data is a
challenge.
An n-tier architecture uses more than three sets of computers. In this case, the client is
responsible for presentation logic, a database server is responsible for the data access logic
and data storage, and the application logic is spread across two or more different sets of
servers. TCB Works has four major components.

 The first is the Web browser on the client computer that a user uses to access the
system and enter commands (presentation logic).
 The second component is a Web server that responds to the user’s requests, either by
providing HTML pages and graphics (application logic) or by sending the request to
the third component,
 The third component is a set of 28 C programs that perform various functions such as
adding comments or voting (application logic).
 The fourth component is a database server that stores all the data (data access logic
and data storage). Each of these four components is separate, making it easy to spread
the different components on different servers and to partition the application logic on
two different servers.





The n-tier client-server architecture

The primary advantage of an .n-tier client-server architecture compared with a two-
tier architecture (or a three-tier compared with a two-tier) is that it separates out the
processing that occurs to better balance the load on the different servers; it is more scalable.
In Figure, we have three separate servers, which provides more power than if we had used a
two-tier architecture with only one server. If we discover that the application server is too
heavily loaded, we can simply replace it with a more powerful server, or even put in two
application servers. Conversely, if we discover the database server is underused, we could put
data from another application on it.


Disadvantages:
There are two primary disadvantages for this web architecture
 First, it puts a greater load on the network. it generates more network traffic so you
need a higher capacity network.
 Second, it is much more difficult to program and test software because more devices
have to communicate to complete a user’s transaction.


Frame work







EDI (Electronic Data Interchange):
The electronic transfer of information between two trading partner’s systems using a
set of transactions that have been adopted as a national or international standard for the
particular business function.

Layered architecture of monster
EDI semantic layer Application level service

EDI standard layer
EDIFACT business from standards

ANSI X12 business from standards

EDI transport layer
Electronic mail:X.435, MIME
Point to point :FTP, TELNET
Worldwide web: HTTP
Physical layer Internet, dialup lines




SWOT analysis:-
Strengths:-
1. High global presence
2. Well-built network across various countries
3. Provides multiple search option
4. Provides suggestions and recommendations to job seekers on resume, interview, salary
negotiations etc.
5. Monster is the largest job search engine in the world, with over a million job postings at
any time and over 150 million resumes
6. Employs approximately 5,000 employees in 36 countries
Weakness:-
1. Harmed reputation because of death occasions
2. No mass media advertising
3. No top-of-mind awareness
4. Mostly low income users
5. Aggressive can design might be intimidating to female consumers
6. Limited distribution model

Opportunity:-
1. To persuade more companies to utilize the portal by emphasizing lower recruitment costs
2. To persuade more employees to post their resume on website
3. To integrate more closely with the HR department of various companies
Threats:-
1. Low internet penetration across various organization or locations
2. Improved services and offerings by competitors
3. Newly emerging competitive job portals


Advantages and disadvantages

Advantages:
1) It is easy to access
2) There are lots of job listings
3) The site makes it quite simple to apply for jobs.

Disadvantages
1) Numerous "junk" postings; no way to filter
2) Chances for the fake information

Problems
 Fake profiles are very big problem for monster
 Matching the job profile for right persons is big problem.
 Maintain the wide portfolio of services

Challenges for monster
1. limited chances of a reversal in this trend in 2014
2. Amount of Big Data being generated every second, minute, day, and year.
3. The availability of experts in this field. IT professionals can establish the entire
infrastructure utilizing state-of-the-art hardware, software, business intelligence tools,
or make use of cloud computing technologies.
4. Another challenge is handling unstructured data sets. Simply defined, unstructured
information refers to information that either does not have a pre-defined data model or
is not organized in a predefined manner.
5. Heavy traffic is one of the major challenge faced by the monster



Security:
Monster has implemented technical and organizational measures designed to secure personal
information from accidental loss and from unauthorized access, use, alteration or disclosure.
In their website they mention that they are not be able to defeat those measures or use of
personal information for improper purposes from the third parties and unauthorized users.

FUTURE
New Opportunities
a) Providing scalable solutions in the mass recruitment segment which will see nearly 100
million young people joining the workforce.
b) Integrating value-added services, to better match job seekers and employers in the mass
recruitment segment, and perhaps even in the white-collar segment. This would include
assessment of skills and pre-screening of candidates for employers based on various factors
such as preference of location, salary and their overall intent to join.
Future scenario and growth
An area which is definitely going to witness dizzying growth and increased competition is the
relatively under-served mass recruitment segment. To serve this segment however, one
cannot employ a high touch recruitment model, as the commercial dynamics and the speed of
response expected by employers do not allow such luxuries.
Emergence of scalable solutions for this segment will require pre-screening of profiles on
parameters beyond demographics and experience. Preferences (locations, industry, shifts);
Skills and Behavioural data of job seekers will be employed to pre-screen candidates for jobs.
This would entail extensive use of data analytics. The current trend of using social media and
digital marketing to source information of “interested” job seekers will grow even more
rapidly.
With the rapid expansion of the vocational training sector (providing opportunities to the
job seekers to enhance their skills), matching services can alleviate the larger problem of
filtering candidates for mass recruitment. Unless tools and processes which allow for
industrialization of this selection and pre-screening are employed, there will be sub-optimal
upfront matching of jobs to the most suitable candidate.
Research has shown that finding job seekers is not a problem in this segment. But screening
them to find best matches is critical especially as the number of job seekers and job creation
in this segment grows at the fastest pace ever

Strategic disadvantage:
The mass recruitment segment poses a whole set of new challenges. The traditional
“classified” approach of online job portals is not optimal for these job seekers. Many of them
are not comfortable making a CV and even when they are, employers are much more keen on
evaluating job seekers for these roles on soft skills and preferences, which are difficult to
obtain from a regular CV. Employers are looking for solutions which help them filter and
select “suitable” and “interested” candidates for the interview process.
As the National Employment Survey points out, several of these job seekers are not in a
position to signal their presence to employers. Hence a “reach-out” mechanism is needed to
find these job seekers and match them against suitable jobs.
Job Seekers in this segment display highly transient characteristics. This is manifested in
quick job changes and high attrition rates. This points to a need to track and curate these job
seeker profiles as they add skills and change their preferences, over short periods of time.
Today, recruitment in this segment using a job portal could entail downloading 100 profiles
to see that only 10 are “suitable” and “interested” leading to recruitment rates in low single
digits