DEVELOPMENT PRIORITIES

Rajeev

cc: Vikram cc: Rahul 16/02/06

Development Priorities

In enclosed pages, I have tried to list (in order of importance/priority) various modules/features that we need to develop.

To be able to launch GR, we need No: 1/2/3, at least.

But we need to decide

Who will develop What

When (time - frame)

I would request you to go through these carefully, so that When we meet on Saturday, we could estimate time & allocate these modules, depending upon no. of hours/week that each of us can devote.

GLOBAL RECRUITER DEVELOPMENT PRIORITIES 16/02/06 Page No: 1/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
1	Admin Tool	Will enable Jobseekers/Corpo-Subscribers/Partner Websites & Us, to track all transactions. Will enable partner websites to "reset" Credit Point counters of respective Corpo-Subscribers, upon receipt of cash/cheque etc.. Will send out automatic email reminder to a subscriber when Credit Point balance falls below any "set" no. Will automatically reset the Credit Point Counter for a given subscribers, when that subscriber, uploads old job-advts/resumes, using "Recharge Your Prepaid Ac-Free" page, or upload resumes thru "Needle In Haystack" page. Subscriber should be able to quickly go to his DASHBOARD and get reassured that the Credit Point Counter has actually got "reset". Admin Tool shall also send out "Service Invoices" to each Partner Website, on $\mathbf{1^{st}}$ of each month, for the "Service Rendered" (i.e. Credit Points Consumed/Utilized) during the preceding month. Service Tax (check with Santosh) @ 10.2% should be added automatically [this should be kept a variable fig]. Credit Point itself will be currently valued at Re. 1/- but should be kept variable. Tomorrow, we may announce that 1 credit Point = Rs. 2/-. Similarly, for each type of "click", we should have freedom to set/fix the no. of Credit Points. Currently, these will be: click Job Advt = 1 Credit Point click Resume = 1 Credit Point View Function Profile Graph = 5 Credit Points ($=$Rs. 5/- currently). When we make these changes in the "Pay Per Use Tariff Table" page, three things should happen automatically $\mathbf{\textcircled{1}}$ Billing Computation Logic should get changed. $\mathbf{\textcircled{2}}$ Email should go out to all partners (websites). $\mathbf{\textcircled{3}}$ Email should go out to Corpo-Subscribers. Informing of the new tariff and the effective date.

GLOBAL RECRUITER DEVELOPMENT PRIORITIES

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
2	Job Search (Archival)	Will enable a jobseeker to quickly zero-in desirable jobs by first selecting "Partner Name" then selecting Company (Advertiser) Name, to see apply online. At the moment we need this method because we don't have a database of "structured" job-advts (required for "conventional" job-search). I however feel that, we should continue with this method - even after we manage to get many "structured" job-advts, because this method, seems to be decidedly superior. In fact, even those job-advts which get posted thru "structured/conventional" form, should also be made searchable thru this archival method.
3	Resume Search (Archival) - Pinpoint/Superfast	Once again this method is required because, right now, we do not have "STRUCTURED" resumes submitted thru "Submit Resume" form. But we do have, maybe $\mathbf{3.18}$ Lakh "Unstructured/text" resumes, which, we can make "searchable" thru this method. A HR mgr. will first select a Company Name then select a Position Name $\mathbf{\rightarrow}$ click open a resume (duly processed thru GumMine). For viewing "Function Profile Graphs (all 3)", we will provide a link at the bottom of the opened resume. HR mgr. will be charged/debited $\mathbf{5}$ Credit Points for clicking on this link. Of course, he will be enabled to download/transfer everything to his "Assignment Folder". I suppose, he will not be charged twice, for opening/viewing the same resume, once on page "Search Resume - Pinpoint" and again when he clicks/opens that same resume in his "Assignment Folder"!
4	Job Posting (Archival)	Having Consolidated all job-advts Company Name-Wise, a HR mgr. will find it very convenient to lookup and edit, one of his own job-advt and then $\mathbf{\rightarrow}$ "Report/Resubmit" with a ready-made "draft" (of past job advt), he will need only $\mathbf{2/3}$ minutes to edit/create a new, since 90% of text will be "repetition"! This feature will be very useful for $\mathbf{\textcircled{1}}$ HR mgrs who wish to open their competitors' advts & copy some text. $\mathbf{\textcircled{2}}$ Small/medium Companies, who have no skills in "drafting" good job-advts. Whereas, any Company can "copy (edit)" any other Company's job-advt for its own use, foolproof "safeguard" must be built-in to ensure that no Subscriber "Vandalizes" somebody's name/reputation!

GLOBAL RECRUITER DEVELOPMENT PRIORITIES

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
4	Resume-Carrier	This will enable a jobseeker to "forward" his resume against 10 different job-advts (belonging to 10 diff. Companies) at "one go" from "one place". His "Source of Job-info" could be any Viz: JAS published in newspapers/other job-advts published in other newspapers/magazines/Job advts seen on TV etc. A Jobseeker will need to type $\mathbf{\textcircled{1}}$ Company Name $\mathbf{\textcircled{2}}$ Position Name $\mathbf{\textcircled{3}}$ E-mail ID, in order to "Apply Online". Our advantages will be $\mathbf{\textcircled{1}}$ We will get more resumes $\mathbf{\textcircled{2}}$ We will get email ID of many Companies and also be able to compile a history of advts being released by them.
5	Don't Waste Your Time	This is Conceived as a kind of "Marketing Tool" for partner websites. From this page, they can send out "promotional emails" to prospective clients. From this tool, they (partners) would also come to know, which Companies are already Subscribing to Global Recruiter - so that, they don't waste their time chasing them. Our advantages: A partner cannot SEE, which companies have already become Subscribers $\mathbf{UNTIL}$ he logs in! Which means, a "Would-be" partner would think that $\mathbf{thousands}$ of Companies are still "Non-subscribers" and therefore there exists a huge market which he can tap, should he decide to become a partner. Until a particular Company actually becomes a "Subscriber", it will receive many, many promotional emails from many, many partners. This bombardment of promotional emails from various sources, all promoting "Global Recruiter", would create a "BRAND AWARENESS" and prompt those Companies to "explore/find out" (what is this all about?).

GLOBAL RECRUITER DEVELOPMENT PRIORITIES Page No: 4/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
6	Recharge Your Prepaid Ac- FREE (this replaces my earlier note "Create A Job Archive" dt: 31/01/06)	This is like a "Frequent Flier Mileage Points" program of airlines. Elsewhere, I have also called it "Exchange Books for Jades"! This will enable, any subscriber to earn equivalent "Credit-Points" FREE by $\mathbf{\textcircled{1}}$ Uploading Job Advts (old) - only once. (can we check uniqueness?) $\mathbf{\textcircled{2}}$ Uploading Resumes - any no. of times (Must check uniqueness). Of course, text resumes uploaded under this "Exchange Program", will get processed thru GumMine and "Structured Database" so created - along with Function Profile Graphs- can be freely downloaded by the DONOR Company, for use/search on its own/local hard-disk. Apart from being able to earn equivalent Credit Points, this ability to download "extracted" resumes will be another powerful incentive for Corporates to donate their "Unwanted Resumes"! And to make our offer Irresistible, we will permit FREE downloading of our Search engine "GumSearch"! I intend to rewrite the "text message" to make this offer appear irresistible - but that won't change the process or the logic. Since Credit Points so earned can be used only on Global Recruiter, Corpo-Subscriber will be tempted (since no cash outflow is involved) to keep posting Job Advts } and we will track/monitor/compile each keep Searching Resumes } every "click" to figure out Patterns Preferences Database of Intentions - in order to develop "Recommendations" - the moment he logs in!

GLOBAL RECRUITER DEVELOPMENT PRIORITIES Page No: 5/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
7	Resume Search - Benchmark (Item $\mathbf{A}$ of note dt. 03/02/06)	Against a "Benchmark" resume, this module will find several matching resumes, displaying a "Match Index" ($\pm \mathbf{20}$ points?) of each resume found. Matches will be based on Same PRIMARY function-profile as that of Benchmark resume Raw-Scores Converted as %age of Raw-Score of Benchmark $\mathbf{\textendash}\mathbf{\textendash}$. It is possible that initially the HR mgrs. may feel uneasy/uncomfortable with this method of locating "suitable" resumes only because it is new & requires the HR mgr. to first find a resume, which he considers "Benchmark". Although, each time, we may get one more resume in our database, that is unimportant benefit. Real benefits will be an amazing "relevance" to what the HR mgr. is looking for (in course of time, besides Raw-Score Comparison, we must add other factors/weightages, in the form of Competing Companies Age Exp Edu. Qualifi. Salary etc) lots of fun curiosity to see if "match-index" tallies with the HR mgr's own "judgement" of how well the two resumes match. an impression of "GREAT ACCURACY" - being "Number-based" Many, many "clicks" - by allowing/enabling Shifting a "FOUND" resume to the "Bench Mark" box & clicking "REPEAT THE PROCESS".

GLOBAL RECRUITER DEVELOPMENT PRIORITIES Page No: 6/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
8	Benchmark Resumes against a Job-Advt of my note dt. 03/02/06)	HR mgr. takes a job-advt (Posted/Edited) as the Benchmark. Each "Apply Online" or "searched" resume is compared with the Benchmark job advt and carries a "Number" called "Match-Index" which tells the HR mgr. how close/relevant is that resume in relation to the Benchmark-ed job-advt. He can straight-away discard/throw away those resume which carry a poor/low (say less than $\mathbf{60\%}$) Match-Index Number. NO need to even read those resumes!
9	Benchmark Several Job-Advts against ONE Resume (Item $\mathbf{C}$ of my note dt. 03/02/06)	This is for the benefit of the jobseekers. Today, when they conduct a jobsearch on Monster/Naukri etc, their "Search Criteria" throw-up dozens of job-advts. He must read each one of these carefully while his mind is picking-up the "keywords" from the Job Description paragraphs of those job-advts and sub-consciously "compare/match" with the keywords which describe his own "skills/Knowledge/Expertise". He must repeat this subconscious/mental process, again and again, before zeroing in on those few job-advts which are a good "match" with his own background - except, he does not assign to each of those advts, any "Relevance-Score" or "Match Index". Thru this feature, we want to enable a jobseeker to quickly find a few, but perfectly matching job-advts. by Calculating raw-scores of several job-advts and comparing these "raw-scores" against his own resume's "raw-score".

GLOBAL RECRUITER DEVELOPMENT PRIORITIES Page No: 7/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
10	Recommendation System for Jobseekers	During each & every "Job-search", a jobseeker selects certain "Search-Parameters", Viz: $\mathbf{\textcircled{1}}$ Keywords $\mathbf{\textcircled{2}}$ Exp (yrs) $\mathbf{\textcircled{3}}$ Industry $\mathbf{\textcircled{4}}$ Function $\mathbf{\textcircled{5}}$ Design. Level and $\mathbf{\textcircled{6}}$ Job location. In fact, he has even used these very same "Parameters" while filling-in his "Job Preference" form. All that we have to do is to compile a history of each & every "Search Parameter" used by a candidate during each & every "Job Search" ever conducted by him. Then Calculate "Frequency of Usage" for each "Search parameter". When that candidate, logs in once again for "Job Search", simply "Customize" his droplists (of search parameters), so that the most frequently used search parameter appears right at the top and the least used, at the bottom. Past "Frequency of Usage" determines the "future probability of usage" - as simple as that! This is how Amazon's book-recommendation system works. But it impresses and sends out a loud & clear message that "WE CARE TO REMEMBER YOUR PREFERENCES". It gives a great feeling of "Self-importance/Self-esteem".
11	Recommendation System for HR Mgrs.	Works on the same principle as described above. In this case, we compile a history/statistics/Frequency of Usage of "Resume Search Criteria" ever used by a HR mgr and rearrange the droplists in the descending order, as soon as a HR mgr logs in for next resume search. (Also read my note "Click Stream Analysis" dt. 05/02/06).

GLOBAL RECRUITER DEVELOPMENT PRIORITIES Page No: 8/8

Sl.	MODULE	What will it do? Why is it Important?	Who?	When?
12	Resume Compose (See my note: "Stand Taller" at 06/02/06)	Many jobsites offer a lot of "advice" on how to write a good/impressive resume. But it is like saying "If you do this, this, this, you can write a good poetry"! In real life, you cannot - because poetry-writing is a very Creative art/effort. It is not much different when it comes to writing a good resume. Advice is not of much use! But, on the other hand, if presented with a good poetry - or - a good resume - anyone is able to recognise/appreciate its "goodness". Anyone can, at once SEE, what makes it a READABLE resume - even an impressive resume. Then, it does not need a great deal of "Creativity", to simply COPY. Whatever appears GOOD, almost everyone is good at plagiarism! So let us use this native/inherent "copying/replicating" tendency of jobseekers, by presenting to them "good resumes" belonging to their co-professionals (executives belonging to SAME function). By "good" I mean those resumes with high percentile-score (of same function). If thousands of jobseekers find this a great Convenience - a great method of rewriting SUPERB resumes, then there will be a constant/continuous "refinement" going on all the time - with each jobseeker trying to OUTPERFORM others! Besides being FUN, if "better/revised" resumes (redrafted), actually result into $\mathbf{\textcircled{1}}$ Higher percentile score $\mathbf{\textcircled{2}}$ display near TOP of search results $\mathbf{\textcircled{3}}$ Much more frequent clicking/opening by HR mgrs $\mathbf{\textcircled{4}}$ More interview calls, then this system will become "SELF REINFORCING"!