How MeraJob is disrupting the blue-collared hiring space



With the advent of mobile devices, the competition amongst job portals for blue-collared employees intensifies, but the space still remains an untapped goldmine, believe early birds like Babajob and MeraJob.

India’s GDP is pegged to clock a 7.8 percent growth in 2016, but Indian industries face a shortfall of 5.8 million low-skilled jobs each year. By 2022, that number is expected to snowball to 249 million, according to the National Skill Development Corporation.


The white-collared workforce has numerous channels to zero in on that perfect job. Job portals like Naukri, Monster, and LinkedIn cater to our employment needs, but this is where our blue-collared brethren, the wee gears that keep the wheels of your enterprise spinning, is left sorely short changed.

With low-cost phones flooding the Indian market, the scenario has changed. Early birds like Babajob, MeraJob, and Nanojobs spotted the opportunity and swooped in for the kill.

Widespread Internet penetration and venture capitalists with deep pockets have fueled their growth and there’s been no looking back since then. 

Not confined to the lowest rung

MeraJob, a fledgling job-portal that caters to the mid-segment (monthly salaries ranging from Rs. 12,000 to Rs. 40,000), has also been creating waves in the recruitment space.

The company currently offers more than 1,500 jobs for its 15 million candidates to choose from. MeraJob, however, is not competing for a share in the low-wage segment.

What’s striking is the fact that these companies have actually disrupted the hiring formula in this market segment. "We’ve achieved a 100 percent month-on-month growth, and we’re confident of sustaining it," said Abhishek Soni, online sales manager, MeraJob.

It’s a given that to disrupt a process, a company needs to create value-adds that differentiate it from the traditional players, and that is precisely what companies like Babajob and MeraJob have done.

Soni explained this by citing this example: "Hiring one call-center agent requires screening and interviewing 40 candidates, on an average."

To streamline the hiring process, the company has started hosting Q&As and voice samples of candidates for recruiters to choose from.

Source: ComputerWorld