3P AS A SUBSCRIBER

Dated: 28/07/03

Mitchelle

3P as a Subscriber of Recruitguru.com

• Abhi has already registered 3P for a 30-day FREE TRIAL on Recruitguru. By a copy of this note, I am asking him to allot/issue to you 3P’s:
• ➔ Permanent Customer No.
• ➔ User ID
• ➔ Password
• Once Recruitguru is launched commercially (in next 3 weeks), you will be able to utilise its services online, as any other subscriber. You will be able to:
  ➔ Upload plain/unstructured email resumes & convert these to ImageBuilder version & store these in 3P’s PRIVATE/SECURE database (GunMine).
  ➔ Conduct search on 3P’s own PRIVATE database, shortlist candidates, & send out online interview-call emails (GunSearch).
  ➔ Conduct search on Recruitguru’s database of resumes & similarly send out interview-call emails, online (GunSearch).

What would you upload (for conversion) as 3P’s own PRIVATE/SECURE database?

• These are email resumes received by 3P’s consultants against personal email IDs of the consultants viz.:
• ➔ megha@3pjobs.com
• ➔ mitchelle@3pjobs.com
• ➔ etc.

Mostly, these are senior executives & who have responded against headhunting.

With Reena/Abhi’s help, you should consolidate these into ONE folder & then upload for processing/conversion/creation of online private database on Recruitguru.

3P will also keep receiving these daily & you should make one consultant-trainee responsible for daily “consolidation” & daily upload/conversion. Avoid building up a backlog.

Unless you upload & convert, these will remain UNSEARCHABLE under GunSearch! Within a few weeks, our goal is to STOP all offline storing/searching of resumes using Module G1/ISYS/etc.

What resumes would Abhi upload (for conversion) as Recruitguru’s PUBLIC DATABASE?

• These are email resumes received so far against:
• ➔ apply@3pjobs.com (Project Manhattan)
• ➔ contact@3pjobs.com (received over the years)

# apply@3pjobs.com (approx. 35,000)

These are mostly junior executives, to whom we will send “Want Interview Call – Today?”

# contact@3pjobs.com (approx. 37,500)

These may contain some senior executives (General Managers & above). For them, I will draft a special email asking whether they want us to UPLOAD their resumes on Recruitguru – where ALL resumes are always PUBLIC.

• In addition, we expect to receive resumes against:
• ➔ upload@Recruitguru.com
• ➔ imagebuilder@Recruitguru.com

These too will get converted and form part of Recruitguru’s PUBLIC DATABASE.

There is One More Category

These are candidates who have, over the years, submitted their resumes online on www.3pjobs.com in structured online “Submit Resume” forms (6 types of forms).

• Some of them have also attached their plain/unstructured email resume in the block provided for that purpose in the forms.

To such candidates, we have promised complete PRIVACY & not to reveal their identity to corporates without their permission.

Abhi will compile email IDs of all of these & once again I will make a special letter (email) to them, asking their permission for putting up their resumes as part of Recruitguru’s PUBLIC database.

Pl. feel free to talk to me in case of doubt.

cc: Abhi

Pl. compile various MAILING-LISTS as mentioned & give me details.

 

IMAGE BUILDER

23 Jul 2003

IMAGE BUILDER

The New Currency of Recruitment

If plain/ unstructured email resumes are the OLD currency of recruitment, then the Image Builders are the NEW currency.

It is our objective/ goal, to replace all the old resumes. With that new resumes i.e. replace all plain/ unstructured resumes with the Image Builder Resumes.

Replace all old currency - notes in circulation with the new currency notes.

Whether, the old notes are lying with

·     Jobseekers

·     Jobsites

·     Placement Agencies

·     Employer

·     HR consultants

·     How can we do this?

·     How long will it take?

·     What will motivate the "old - currency" holders to come forward to exchange with the "New - Currency"?

·     At how many places, can we /shall we organize, such "exchange" to take place?

      (No. of currency - Exchange - Counters).

·     Why should any organisation (whether a jobsite / a placement agency/ HR consultant/ ultimate employer) want to become our "Currency - Exchange - Counter"?

What is in it for him? How does he stand to gain?

·     If we are to solely depend upon the jobseekers only to visit recruitguru.com. & exchange their old resumes with new (image builders), then how long will it take? How can we entice/ lure them to come forward in large numbers?  What incentive can we offer them? 

·     Companies which first build - up Countryside, worldwide, distribution network (dealers/ agents/ stockiest/franchises etc) for their goods/ services.

and then (subsequently), set - up DIRECT SELLING from their own website, ran into serious problems.

Distributors saw a "threat" in this move. They felt, these companies were trying to save their distribution - COSTS (declares' commissions) by passing them & booking orders DIRECTLY on their website !

These companies are having a tough time, convincing their dealers/ distributors, whom, the cannot ditch in any case!

The companies NEED these dealers for 

·     Physical distribution/ logistics support

·     After - sales - service etc.

But Company like DELL COMPUTERS, adopted a DIRECT - SELLING MODEL, from Day ONE !

DELL never appointed a single database so they had no problem - no "vested" interests to resist model change!

Purpose of this digression

In order to speed - up the currency - switch if we think of roping in many jobsites/ placement agencies/ HR consultants etc by "Licensing our GURUMINE/ GuruSearch"

(Where, each agent makes some money - a commission - either from us, or from the jobseeker),

then,

They will strongly resent / oppose any more on our part at DIRECT SELLING ! They will gang - up, against us (from a labour UNION !).

Of course no one knows what will work & what will not work on internet. We must continue to experiment/ continue to analyze the results & continue "course correction", as we go along.

Most important thing is that obsession with "in - depth analysis", must not result into "action - paralysis".

HEMEN PAREKH    

IMAGE BUILDER

(23/07/03)

Kartavya
Abhi
Vicky
Inder

---

ImageBuilder
The New Currency of Recruitment

---

If plain/unstructured email resumes are the OLD currency of recruitment, then the ImageBuilders are the NEW currency.

It is our objective/goal: to replace all the old resumes with the new resumes.

i.e. replace all plain/unstructured resumes with the ImageBuilder resumes.

Replace all old currency-notes in circulation with the new currency-notes.

Whether the old notes are lying with:

• Jobseekers
• Jobsites
• Placement Agencies
• Employers
• HR Consultants

  How can we do this?

  How long will it take?

  What will motivate the “old-currency” holders to come forward to exchange with the “new-currency”?

  At how many places can we/shall we organise such “exchange” to take place?
(No. of Currency-Exchange-Counters).

  Why should any organisation (whether a jobsite / a placement agency / HR Consultant / ultimate employer) want to become our “Currency-Exchange-Counter”?

What is in it for him? How does he stand to gain?

  If we are to solely depend upon the jobseekers only to visit recruitguru.com & exchange their old resumes with new (ImageBuilders), then how long will it take?

How can we entice/lure them to come forward in large numbers?

What incentive can we offer them?

  Companies which first built up countrywide/worldwide distribution network dealers/agents/stockists/franchisees etc.) for their goods/services,

and then (subsequently) set up DIRECT SELLING from their own website, ran into serious problems.

  Distributors saw a threat in this move.

They felt these companies were trying to save their distribution costs (dealers’ commissions) by bypassing them & booking orders DIRECTLY on their website!

  These companies are having a tough time convincing their dealers/distributors, whom they cannot ditch in any case!

  The companies NEED these dealers for:

• Physical distribution / logistics support
• After-sales service
• etc.

  But companies like DELL COMPUTERS adopted a DIRECT-SELLING MODEL from Day ONE!

  DELL never appointed a single dealer—so they had no problem, no vested interests to resist model-change!

Purpose of this digression:

In order to speed up the currency-switch, if we think of roping in many jobsites / placement agencies / HR consultants etc. by “Licensing our Gummine/Gumtrack” (where each agent makes some money—a commission—either from us, or from the jobseeker),

then, they will strongly resent/oppose any move on our part at DIRECT SELLING! They will gang up against us (form a labour union!).

Of course, no one knows what will work & what will not work on Internet.

We must continue to experiment / continue to analyse the results & continue “course correction” as we go along.

Most important thing is that obsession with “In-depth analysis” must not result into “action-paralysis”!

(signed)
27/07/03

 

PRICE OF PROMOTION

02 Jul 2003

PRICE OF PROMOTION

The free trial (30 days) that we plan to offer is the price that we pay to promote our webservice.

But, we must, quantitatively, know what the exact price that we are paying is.

This is quite simple

During the 30 day trial period, each Company would carry - out some transactions of different types. We are already "counting" the "no. of transactions" of each type.

  

Then tabulate a SUMMARY

Price For Promotion

This summary table will tell us

·     Revenue loss due to free trial (individual Company wise & cumulative, as of any date)

·     Amount (of loss) "re coupled"/ "re - covered" thru company/ companies becoming regular subscribers, at the end of free trial.

It is also possible that the "Rupee Value of free trial usage", could throw some light on "Usage Patterns" of different companies.

(--- all free trial subscribers are quite unlikely to have the same/ similar/ identical patterns of usage of different transactions. Some may do more "conversions" but less "searches" whereas some others may have exactly opposite pattern of usage. Such analysis will be very useful.

From individual/ collective "usage patterns" (transaction - wise), during free trial period we may be able to extrapolate / predict, future "usage - patterns", statistically.

Any "Prediction" based on a more 30 day "Sample - size", may not be, statistically "significant" to begin with.  However we are going to compile - and graphically plot - each transaction - usage, every month.

So, our sample - size, keeps growing forever and the accuracy of our predictions, will keep improving, with each passing month!

Being able to predict the likely trend the likely no. of transactions - for next 3 months (a kind of monthly rolling forecast), is VERY IMPORTANT for us, from following viewpoints.

·     We can predict the "likely" load on our webserver & our land width & will be able to take advance steps to gear - up.

·     We will be able to predict our "Cash Inflow", profitability/ tax - planning etc.

·     We will be able to do "Resource - Planning".

HEMEN PAREKH

 

LESSONS TO BE LEARNT

23 Jun 2003

LESSONS TO BE LEARNT

Se enclosed article " Two - buck Chuck" from Eco - times of 20/06/03.

·     In enclosed pages, I have tried to compare Bronco's situation with our situation & draw conclusions.

·     Although, at first glance, it may appear that wine/ wine Industry is far removed from e - recruitment industry, the "Parallels" becomes clear as you go along. Basic marketing strategies remain same.

HEMEN PAREKH

TWO-BUCK-CHUCK

23 Jun 2003

LESSONS TO BE LEARNT

Se enclosed article " Two - buck Chuck" from Eco - times of 20/06/03.

·     In enclosed pages, I have tried to compare Bronco's situation with our situation & draw conclusions.

·     Although, at first glance, it may appear that wine/ wine Industry is far removed from e - recruitment industry, the "Parallels" becomes clear as you go along. Basic marketing strategies remain same.

HEMEN PAREKH

Lessons To be Learned – TWO-buck Chuck
(Eco. Times: 20/06/03)

Point	Lesson To be Learned (in our context)
Fancy wines cost $300/bottle. Two-Buck Chuck wine costs $1.99 per bottle.	A wine meant for masses. We want to price Recruit-Guru transaction-tariffs so low that thousands of small/medium-sized companies would start using Recruit-Guru & would never think of installing/maintaining an in-house legacy system & then remain, forever, at the mercy of a software vendor!

| Since it came on to the market last year, Two-Buck Chuck has become the fastest-growing wine in the history of America’s wine industry. Two-Buck Chuck accounted for 15% of the wine sold in California in the first 2 months of this year. | This is a repeat of the DoCoMo story (40 million mobile users in 1000 days i.e. avg. 40,000/day!).

Obviously there are lakhs of small/medium corporates around the world, who do not use any recruitment/HR software (because they simply cannot afford costly legacy systems). Given a simple/cheap alternative, they would grab it. |

Point	Lesson To be Learned (in our context)
No single brand has ever had that kind of market share. It has become a “CULT” wine. — Shoppers carting it away, not by the case, but by the carload.	Obviously, a huge untapped market existed for a cheap/affordable wine, for middle-class Americans. Maybe they wanted to explore/experiment wines (having been fed up with beer/hard drinks?). Perhaps, it was all a question of having an “Affordable OPTION”! When Two-Buck Chuck gave them that option, it caught on as a wildfire!

We must position Recruit-Guru as the “poor corporate’s option”. But here, the comparison ends! Although Recruit-Guru would be “cheap” (as compared to legacy systems), it is by no means, cheap-quality!

If anything, Recruit-Guru will have SUPERIOR QUALITY & far greater ease-of-use (simple elegance) as compared to legacy systems. Big corporates will adopt Recruit-Guru for this reason and not because it is cheap. |

Point	Lesson To be Learned (in our context)
You have to try it – and then spring it on your friends alongside more expensive wines to see if they can tell the difference.	We hope that, when jobseekers receive their “ImageBuilder” version, they will show it to their friends/colleagues, who will instantly realize that there is absolutely nothing comparable available in the market!

We hope this (realization) would tempt them to try it out on their own email resumes – especially since it is free!

Question is:
Will recruiters also realize – and appreciate – this “difference”?
And, if & when they do, will they be motivated to share their pleasant experience with their co-professionals (HR/Recruitment Mgrs. of other companies)?

How do we bring this about? |

Point	Lesson To be Learned (in our context)
The appearance of such cheap wine in America, however, is something new, made possible by an unprecedented oversupply of grapes in California.	SUPPLY-SIDE:
India produces over 1 lakh IT professionals (college graduates) annually – maybe 50 lakh college graduates of all kinds annually (from a net increase in population of 18.3 million/year!).

| A series of excellent vintages.
Health benefits of wine.
Ageing baby boomers started drinking more of it. | DEMAND-SIDE:
Demand for IT/ITES is booming… So is demand for professionals in Telecom/Insurance/Retailing/Financial services/Auto/Health services/Infrastructure etc. etc.

We will need to convince HR professionals how they can dramatically improve their own productivity and their departmental productivity by using Recruit-Guru. They can save millions of rupees in Advt. costs & of course subscription-costs on Monster/Naukri etc. for Resume Database Search (7 lakh resumes free? – during Free Trial?).

Even a company having annual turnover of Rs. 5 crore can afford to subscribe to Recruit-Guru! (That is just $1 million!).

There are millions of such companies around the world! |

Point	Lesson To be Learned (in our context)
The dollar rose, making imported wines cheaper.	If American companies can “buy” our resume database of Software Professionals at $0.10 / $0.20 per resume, they may want to bypass the “body shoppers” & contact the candidates directly!

| It is cannibalising sales of mid-market wines below $10 a bottle, forcing producers to cut prices. | When we offer to 50,000 corporates, 7/8 lakh resumes “database-access” for Rs. 5000/= (Activation Fee) down payment, what would that do to the revenue models of:
→ Monster charging Rs. 1–3 Lakh/year
→ JobsAhead Rs. 1.5–7 Lakh/year
→ Jobstreet Rs. 0.5 Lakh/year
→ Naukri Rs. 1.5–2.0 Lakh/year |

| Two-Buck-Chuck’s low prices mean it is reaching new markets and changing patterns of wine consumption. | This could well be, for them, a “Life and Death” situation! But we do not want them to shut shop! They have 2 strengths, viz.:

(A) Large Resume Database
(B) Large Corporate Customer Base

By the time EGO & BARTER are over, their strength (A) would have gone, assuming we manage a MILLION resumes. But they can survive on (B) by becoming RecruitGuru “LICENSEES” (See HYBRID model note). |