Abhi Rajeev Rejji
Aug. 30, 2005
Forgiveness Vs. Permission
We tested this principle in JAIS
- by ourselves "registering" 466 newspapers & sending them User
ID/Password on Aug. 12. So far, none has complained, nor opted-out. If
anything, 4 have registered in last 3 days and Abhi Says, some 17/18 have
logged-in and modified their criteria.
Apparently our
"boldness" experiment has worked! This attitude (of tolerating
Intrusion) seems to be in the basic nature of Indians! We, in India are
(almost) always happy to receive/welcome friends/relatives (even strangers)
dropping into our homes "unannounced"! After all, they are our "Athithi"!
Therefore, subject to your
agreeing, I would like to repeat this "experiment" in case of (&
non-voluntarily) inducting partners for Global Recruiter.
(i. It is very important, that on
the day of the launch itself, we are able to show, a few hundred partners!)
We will do this in respect of
those placement agencies, who, today, do NOT have their own websites.
For each of them, we will create
websites (as being done in case of strategic HR partners) on our own, and host
on our own server.
Then send out letters thru
Courier (on Recrutzgurm letterhead) as per draft enclosed.
Then wait & watch-out for
their reactions!
As mentioned in my letter, let
them "Unsubscribe" (exit option) on their own. As soon as
someone "Unsubscribes", just phone him and reconfirm / then
take down his website (of course, apologise). Also tell him, he is MOST
welcome to rejoin at anytime in future.
GR Partner List link should be
boldly displayed on homepage and, when clicked, show
|
Sr. No
|
Name of Partner
|
city
|
URL (Clickable)
|
|
1
|
|
|
Strategic HR
|
|
2
|
|
|
|
[Signature]
Rejji
28/09/05
Global Recruiter
As explained Create on this page
a link called
The Virtual Employment Exchange
When any potential partner clicks
on this link, he will see enclosed schematic diagram.
The arrows indicate the flow of
DATA - "in" & "out"
from a partner website into GR
from GR out to a partner website
Make use of different colours,
dotted lines etc to differentiate & highlight
- Partner websites
- Global Recruiter
- Words "Recm. Mgr" & "Jobseeker"
- Words "Post Job / Post Resume / Job Search
/ Resume Search"
Can arrows be made to travel in
their respective directions? - to indicate the actual FLOW?
[Signature]
CORPORATES Post Jobs & Search
Resumes from Any Partner website
JOBSEEKER Post Resumes &
Search Jobs from any Partner website
23-08-05.
[Schematic Diagram: Global
Recruiter / The Virtual Employment Exchange]
The diagram shows GLOBAL
RECRUITER at the center, connected to COMMON CENTRAL DATABASES (JOBS
& RESUMES).
The central databases are
connected to eight surrounding Partner Websites (labeled A to H), with
arrows indicating the flow of data:
- From Jobseeker to Central Databases: Post
Resume
- From Central Databases to Recm. Mgr.: Resume
Search
- From Recm. Mgr. to Central Databases: Post
Job
- From Central Databases to Jobseeker: Job
Search
The Jobseekers and Recruitment
Managers (Recm. Mgr.) are shown outside the Partner Websites, interacting with
them.
ABHI
Rajeev Rejji
Date 18/08/05
This is further to my note on
RAM-RAB (dt. 16/08).
To confine RAM-RAB SMS within 160
characters, in the following tabulation, I have dropped {1} Current Tenure
(yrs) {2} Source {3} Website name.
Some of the data shown below is
"Imaginary". Of course, actual resume would contain
"actuals".
|
Executive Name
|
Designation
|
Function
|
Company Name
|
Age (yrs)
|
Exp (yrs)
|
EDU
|
PEN
|
Mobile No.
|
City
|
|
1 Navin Nautiyal
|
GM
|
Product Devp.
|
Tata Teleservices
|
36
|
14
|
BE(C)
|
|
92234-16184
|
Mumbai
|
|
2 Kunal Rambake
|
VP
|
Mktg
|
BPL
|
34
|
10
|
B.Sc.
|
|
98210-58201
|
Mumbai
|
|
3 Vishal Maheshwari
|
VP
|
Mktg.
|
MaxNewYork Life
|
32
|
10
|
B.Sc.
|
|
98201-97457
|
Mumbai
|
|
4 Pradeep Rao
|
GM
|
Contents & Apps
|
Tata Teleservices
|
30
|
8
|
B.E(E)
|
|
92232-56686
|
Mumbai
|
|
5 Balu Nayar
|
Asso. VP
|
VAS & New App
|
Hutch
|
34
|
10
|
BE(M)
|
|
98200-18408
|
Mumbai
|
|
6 Atul Rastogi
|
DGM
|
Mobile Services
|
MTNL (Delhi)
|
33
|
10
|
B.Sc.
|
|
92681-20042
|
Delhi
|
|
7 Shashank Pore
|
AGM
|
VAS
|
IDEA
|
29
|
8
|
BE(E)
|
|
98220-03536
|
Pune
|
Manoj Dawne (Airtel) is likely to
visit us on Monday morning (22nd). While he is here in our office, can we give
him a demo of RAM on his mobile (of course, using Airtel Mumbai SMS gateway \&
696)?
Using above-mentioned data.
The concept of
{1} being able to receive a
Resume-Alert on your mobile, within a few minutes of resume getting posted
{2} being able to instantly
contact the candidates, by dialling mobile no. not appearing on screen
is VERY VERY POWERFUL! It is
"Disruptive". A live demo will capture Manoj's imagination!
[Signature]
Rejji 17-08-05.
{1} Pl. add enclosed page to
Global Recruiter - with a link on homepage
{2} Your STANDARD website
design, should look like following:
[Diagram of Partner Website
Structure]
|
Logo of Partner Website
|
Name of Partner Website
|
|
JOBSEEKERS Fixed Links
|
Partners cannot
touch/change these FIXED LINKS-CONTENT.
|
EMPLOYERS Fixed Links
|
|
VARIABLE LINKS
|
These are links which we have
listed on page "Differentiate". Partners, depending upon
their interest / capabilities / aggressiveness, will be enabled/permitted to
add such links in these spaces. They will create the Content themselves &
will be at liberty to add/delete such links/pages on their own, directly.
|
VARIABLE LINKS
|
|
Resume Writing
|
|
Post Up Window
|
|
Hot Sectors
|
|
Large Displays
|
|
Resume Blaster
|
|
Microsites
|
|
Jobsearch - Tips
|
|
Top Employers
|
|
Career Articles
|
|
Job-Gallery
|
|
Campus News
|
|
Hot Vacancies
|
|
Tests/Quiz
|
|
Company Profile
|
|
Surveys
|
|
Success Story
|
|
Newsletter
|
|
HR Mgnr/Mths
|
|
Links Specific to Partner
|
|
|
Addl. Phone / Fax, etc. of
Partner
|
|
Suggest you immediately create
such a website for "Strategic HR Partners" - so that Thakur can
experiment & we can have a LWB Test case.
[Signature]
Differentiate
Dear Partner
Membership of Global Recruiter
enables you to offer following services:
To your Corporate Subscribers
(Employers)
Post Job Advt (+ JAM + JAB)
Resume Search
To your Jobseekers
Post Resume (+ RAM + RAB)
Job-Search
But then, these are the services
which All partner websites are offering, using same/common/central
databases of
JOB-ADVTS / RESUMES.
So, how will you attract
Jobseekers and (more importantly) Corporate Employers to visit / use your
website?
You can do this by differentiating
your website from those of other partners.
By designing / offering to your
visitors, one or more of the following services:
TO Corporate Employers
Pop-up Windows [for HOT JOBS]
Logo Displays [for Featured
Employers]
Customized Micro-sites
Development
TOP Employer Listings
Job Gallery
Hot Vacancies / Employers of
choice
Company Profiles
Success Stories
HR Manager of the Month
Pricing / Tariff Tables
TO Jobseekers
Resume Writing / Resume
Development
Hot Sectors
Resume Flash / Resume Blasting
Job Search Trips
Career Articles
Campus News
IQ / Personality / Skills Tests
(Online)
"Best/Most Responsive
Employer" Surveys
News letters
As Jack Trout would advise,
"It is very important to
Compete based on differentiation. Those who try to compete on pricing
are doomed to die!"
Differentiation Features {1}
Monster
Resume Writing (Get your resume
written by experts)
Employers of Choice Logos})
Give me 5 Email IDs})
Hot Sectors
Naukri
Pop-up Windows for HOT JOBS Featured
Employers})
Resume Development Rs. 250/- Cover
Letters} Rs. 250)
Resume Display under {Job-seekers}
Resume Flash
Job-Mail. Twice/week 3 months Rs.
} 850)
6 " . } 750).
Display your CV for 6 months {Rs.
} 650
1 year {Rs. } 750.
Zap your CV to 1000 Consultants {Rs.
} 850
800 " 750
Logos for featured employers
Exchange Links
Offer to develop customized
microsite for subscribers})
Top Employers
Job Gallery
HOT Vacancies
Jobs Ahead
Product Catalog / Price Catalog
Success Stories
Hot Employers
Resume Writing {Rs. } 799 / 1799
/ 2999
Resume Blaster 599 - 999 - 1299 -
1499
Jobs Ahead
Quiz / Tests
Surveys
Pending Applications
Interview Calls
Rejected Applications \Big\} For
Employers
Shortlisted Jobs
JobStreet
Featured Employers
JobStreet Campus
Jobsearch Tips
Newsletter
Career Articles Submit / Read})
Company Profiles
Rajeev Rejji Abhi 16/08/05
Buying what others have bought
Earlier I have sent you a note
about showing a counter in job-search. I suggest a similar counter in Resume
Search too.
In short-display, these will look
as follows:
JOB-SEARCH
|
Job-Advt Details
|
Jobseekers: How Many have
looked at this ad before?
|
|
While Conducting Jobsearches on
Partner websites.
|
|
|
|
|
|
|
RESUME-SEARCH
|
Resume Details
|
How many Recruitment
Managers have seen this resume so far?
|
|
While Conducting Resume Search
on Partner websites
|
|
|
|
|
|
|
I will explain in person why such
display is absolutely MUST.
"Buying What Others have
Bought" (Conti.).
As far as Job-search Display
is concerned, I have explained the importance of Counter-Window, in my note
(Avg 10). "What others have chosen?"
But this concept is even far more
important when it comes to resumes/resume-search.
With the economy booming, there
is a mad scramble to hire good candidates — and hire them before your
Competitor makes them a better offer!
But how can a HR manager
conclude, simply by looking at the Resume Search Display, that
- XYZ seems like a GOOD candidate
- LMJ " " a POOR " " ?
To reach such a conclusion, he
would need to
first download that resume.
next read " "
But when you are presented with hundreds
of resumes in a short display, which one to open & read and which one to
skip?
If you open each (one-by-one)
& read, you may end up wasting a lot of your time.
The huge no. of choices/options
presented could simply
- confuse you
- paralyse you.
You may even "give-up"
after opening & going thru first 20/30 resumes.
And, once you "give-up"
& stop opening further resumes, guilty-conscious takes over!
Now, you feel "guilty"
that you did not open ALL resumes and, possibly the better/best
candidates you missed out! You blame yourself for not having opened 640
resumes that got listed in short-display — even though you know fully well that
it was humanly impossible to open & read 640 resumes — in order to
find/locate 30 which had higher probability of being "good".
This is where the Counters shown
on p.1, come in handy.
If a given resume has been
"seen"/"downloaded"/"received"
by a large no. of HR mgrs, then I, as another HR mgr. can reasonably
conclude, that it must be "good" — Why else would so many HR
mgrs. take the trouble to download & read it?
To me, as an HR mgr, this is the
clear "proof" that THIS is a GOOD resume!
The large "Number"
inside the WINDOW speaks for itself!
So, now, I am on "safe
ground", if I download/open/read Only those resumes, against
which I see a LARGE number. I/my decision is quite sound/rational, and I
don't need to "regret" about those resumes against which,
there is a SMALL number.
Another angle:
If a resume has figured against
again, has been delivered again & again as RAM/RAB,
then, it is a CLEAR proof
that a large no. of HR managers are looking for exactly such a person!
Obviously this particular resume
was found to be a perfect match against "Resume Preference"
forms filled up by a large no. of HR mgrs.
Obviously this resume met the
requirement — criteria specified by a large no. of HR mgrs.
A guy like this seems to be in GREAT
DEMAND!
And this LARGE number,
appearing in the window, is some kind of
POPULARITY INDEX!
(Indian Idol! )
He has scored MAX. VOTES
from peers — professional HR mgrs.
So, I am on a perfectly safe
ground, if I too VOTE for him (mob mentality).
Naturally, so many HR mgrs. could
not be wrong in their judgement — their "collective judgement"
expressed by a large no.
With this kind of thinking, I am
pretty sure that, the more a
resume gets
clicked/downloaded/opened, the more it is LIKELY to get clicked!
It can become a Self-Fulfilling
Prophesy.
But how can we get this "process"
into motion?
To begin with, the probability
that any particular resume gets short-listed during a resume search and get
opened (clicked), is quite low — especially if there are a large no. of
resumes of a particular SKILL/exp/background/Ind/ function etc.
Again, if the resume was posted
only 2 days back, the counter may show ZERO.
If it was posted 2 months back,
it may show 18.
And if it was posted ONE YEAR
back, it may show 48.
What I mean is:
The probability of a Large NO,
solely due to Resume Search (counter) is low. It can only increase with
time.
But,
this "no." under
RAM/RAB Counter, could be large (or at least, respectable) within 2/3
days of resume getting posted!
If the resume belongs to a
person, who is in reasonable DEMAND, then it is quite possible that a
no. of HR mgrs. have submitted similar
"Resume Preferences"
(for getting RAM-RAB)
on different partner websites.
In which case, this fellow's
Resume Alert will get delivered to all of these HR mgrs within first 2/3 days.
And will continue to get delivered, as each new
"Resume Preference"
form gets filled & submitted
on websites.
So, even if HR mgrs are not
conducting resume search online and not shortlisting this resume, they are
still getting a "Resume Alert" under RAM/RAB — and the
counter goes up each time.
Then someday, we will find a
method to convey to each candidate, his
POPULARITY INDEX.
Rajeev Rejji Abhi 16/08/05
RAM - RAB
These will be the integral
features of Global Re-ruiter V 1.0. It is thru these features that we plan to
integrate WWJ & GR in a "seamless" manner.
In fact, these features are
perhaps the biggest "Competitive Advantage" of GR over
Monster/Naukri/Timesjobs etc. (apart from pooling of jobs/resumes into a
central database for all partners' benefit).
And it is this "competitive
advantage" that will divert Jobseekers & employers alike (from
Monster/Naukri) to GR.
And precisely because of GR's
ability to divert this traffic to itself, the potential partner websites would
get convinced of the benefit/advantage of joining GR. Now they know, they can
offer something to Corporates & Jobseekers, which Monster/Naukri cannot!
As far as RAM-RAB SMS
structure is concerned, it will be as follows:
Ajay Mehta / Vice President /
Materials / Voltas / Age: 45 / Exp: 20 / BE (M) /
Tenure: 2 yrs / website Bharatjobs.com/ (Source)
PEN: 123456 / Mobile No: 98210,
56894 / CITY = MUMBAI
(Of course, we have to consider
limitation of 160 characters)
In RAB, this message (as
shown above) will appear straight-away on the mobile-screens of HR managers —
because it is about one resume only (Say 3pm)
Whereas in RAM, which is
once-a-day for all "matching" resumes posted on all partner
websites, during past 24 hours, the first screen should be:
RAM (Resume Alert)
Voltas / Vice President /
Materials
Godrej / GM / Purchase
L&T / Mgr / Supply chain
Crompton / Sr. Mgr / Stores
If I am HR/Recruitment Manager of
Bharat Beejee and I have posted my need for a PURCHASE MANAGER, then it
is obvious that the very first criteria
to Interest/impress me is the
"Name of the Current Employer Company" & the CITY.
I want to know, whether the
candidate belongs to
{\small 1} one of my competitor
Company (i.e. same Industry) eg: "OTIS" elevators.
{\small 2} Any other
"Engineering" Company.
If "YES", then
only I will feel like clicking to see the details. I will, next notice, what is
the designation/function of this executive?
Even if he works for my
Competitor (OTIS Elevator), but he is
Mgr - Production,
then I will not be interested
to consider him for the post of Purchase Manager.
Then again,
Even if he is "Purchase
Manager", but from Indian Oil Co./ Reliance Infocomm I will not look at
him! a totally different "Industry".
Now to download full resume,
concerned HR mgr. will need to send to us a MO SMS, as follows:
RAM > 123456 < 646 / 2580 {
etc.}
{(PEN NO.)}
Airtel/MTNL will charge him Rs.
10(3) and we will email full resume to the HR manager sending SMS.
But what if the HR manager,
chooses to directly phone the concerned candidate on his Mobile No.
appearing on the SMS, then ask him to email his resume to him?
In that case,
- NO (MO) SMS
- NO revenue-share
(Although Mobile Service Provider
will get revenue from Voice-call)
Knowing that HR managers will be
"tempted" to call-up the candidates on their mobiles,
immediately (if they are very suitable), I have decided to display their
Mobile No. as part of RAM-RAB SMS.
I want to tempt the HR mgrs to
phone at once! Conduct telephonic interview.
lasting 10 minutes -
thereby earning MSP, a lot of revenues! The only reason, a MSP would
"accept" us as their "content provider" is,
if we can help them earn a lot of money!
MSP executives are SMART.
The moment we explain to them the RAM-RAB concept (feature, they will
realize the enormous money-making potential. Our first task is to "hook"
each \& every MSP (by hook or by crook?). Once they see they are
making big money thru our content, they will
- never think of leaving us
- " " " " tying-up with
someone else.
6/12 months down the line,
we will get our opportunity to claim our "fair" revenue-share,
when we know that the MSPs have become dependent upon us!
And HR mgrs will ABSOLUTELY
LOVE RAM/RAB, because now they can talk/fix-up interview date/time within MINUTES
of posting their job-advt on any partner website. If you have any doubt, ask Thakur/Rajiv/Mitchelle
what they think of RAB - especially RAB.
Recruitment mgrs \&
Placement agency consultants are under tremendous pressure
- to find "right" candidates
- FAST
- to fill-up vacancies - YESTERDAY.
Bosses (or clients)
are breathing hot on their necks.
So, if somebody offers them a
"disruptive innovation", which will enable them to do their
job real fast (\& please their bosses/clients), they would simply
jump at it.
And, what do you think, will be
the reaction of a Candidate who posts his resume on {F5SharedJobs} at 10:30
{ am} and by 11:00 { am}, he starts getting phone-calls on his mobile
from HR managers of dozens of Companies?
- \#1 He will forget Monster/Naukri
- \#2 He will talk to 10 friends about his
"amazing" experience.
Let us DO.
Abhi Rajeev Rejji
{Aug } 10/2005
What others have chosen?
In book "Paradox of
choices: Why More is less", author Barry Schwartz, writes (p=200),
"... when faced with a
choice among hundreds or thousands of possibilities, the search for something
good enough can be enormously simplified by knowing what others have chosen."
May be this is the reason, why
some jobsites indicate
"No. of resumes received
against this job-advt."
I think JobsAhead or JobStreet
has this feature - but for Corporate Advertisers to see \& may be as
a part of their RESUME MGMT/TRACKING software.
So that a corporate advertiser
knows how many resumes were received against each job-advt which they
posted on JobsAhead/JobStreet.
And by Clicking on this NUMBER,
they can view all those resumes - along with their "Rating"/their
"decisions" - call/not call for interview/hold etc.
LENA - SIVA - TEXSTAR - TEXMARK}).
I believe you are planning to
incorporate Some such feature in Global Recruiter. If our feature
turns out to be superior (to JobsAhead/JobStreet's), then our
partner websites will enjoy a definite "competitive advantage"
over them. In itself, this is very desirable.
But 3/4 years ago, we had
tried to incorporate somewhat similar feature on 3pjobs.com, wherein
- There was a {WINDOW } \square against each \&
every job-advt posted on 3pjobs.
- During jobsearches, some job-advts. would
get "short-listed"
|
Sl. No.
|
Job Advt
|
Advertiser Name
|
Position
|
Man-Spec
|
Window
|
|
2865
|
|
|
|
23
|
|
1283
|
|
|
|
42
|
- NOW, if a jobseeker clicked on any of these to
see/read FULL advt}), then in the window, the counter will go up -
indicating how many jobseekers had "Opened"/"Viewed"
this job-advt.
The rationale/reasoning was
simple:
If the "no" (in
the counter-window) is large/respectable, the next candidate will be much
more likely to click on that advt - out of curiosity \& out of belief
that
"so many jobseekers cant
be all wrong to have clicked \& opened this advt"
Idea was to create a "self
full-filling prophesy" whereby
-
- the more clicked/viewed a advt., the more it will
get clicked again!
There would be a "Herd
Mentality/effect"!
This mentality would set into
motion,
{VIRTUOUS CIRCLE}.
The more the no. of past
clicks, the more the no. of future clicks.
This feature can also be
incorporated in RESUME SEARCH.
A HR manager is bound to
click/open that resume, which he sees/knows, has been opened earlier many times
by his Co-professionals!
Let us do this
Abhi Rajeev Rejji
{09-08-05}
Global Recruiter V 2.0.
In V 1.0, we agreed to
provide basic Simultaneous application of criteria search for jobs (\&
resumes too).
But in V 2.0, we should
plan to introduce some more "varieties" of searches,
e.g.: Magic Cube search / Search by Clicking - on - Map of - India
with no. of jobs or resumes displayed under each CITY-NAME etc}).
In Global Recruiter, we
must "differentiate" ourselves from Monster/Naukri/JobsAhead
etc.
Afterall, if GR
looks/feels like one more jobsite there are over } 500 { in India}), why
would any website want to become a partner?
Look at enclosed Annex A. took
me } 3 { hours to compile/compute this from WWJ!}).
We should have something like
this on GR (V2.0).
A Visitor can click on
the number
appearing { in any
"cell" for display tabulation}.
If any cell is empty, then
jobseeker KNOWS that there are no jobs for that given "combination"
of city/function}), so, why waste time \& keep trying, to see message,
"NO results found"!
There can also be a similar table
for RESUME-SEARCH.
And Someday (V 3.0?), we
could even plot a Series of graphs, dynamically, for last } 30 {
days of job-advt}), as follows:
{Function: IT}
{}
{No. of jobs posted on major
jobsites during last 30 days}
we can (dynamically {generate} a
{DEMAND / SUPPLY (SCENARIO)
ANALYTICS}
as follows:
{FUNCTION: IT}
|
City ↓
|
No. of Resumes in GR
database (A)
|
No. of Jobs Posted during
last 30 days (B)
|
Ratio =A/B
|
|
Mumbai
|
60000
|
1000
|
60/1
|
|
Delhi
|
40000
|
500
|
80/1
|
|
Kolkata
|
50000
|
100
|
500/1
|
This ANALYTICS will
throw-up/show-up, city-wise "IMBALANCE".
Obviously some cities will have a
huge SURPLUS.
In some odd functions R}\&{D/Banking}),
some cities may have big DEFICIT.
It is such auto-generated
ANALYTICS, that can differentiate GR from others
{JOBS POSTED ON MAJOR JOBSITES
DURING LAST } 30 { DAYS}
{(AS ON AUG. 08, 2005) - ABSOLUTE
NO. WISE.}
|
CITY →
|
Function ↓
|
Total No. of Jobs
|
IT/ SW
|
Sales/ Mktg
|
Call Centre
|
HR/ Admin.
|
Maint/ Service
|
Accts/ Fin.
|
Advt/ Media
|
IT/ HW
|
IT/ QA/ QC
|
R&D/ Deisgn
|
Telecom
|
IT/ ERP/ CRM
|
Bank/ Insur.
|
Front office/ Secrte
|
Supply Chain
|
Rest
|
|
1
|
Bangalore
|
|
12016
|
7030
|
795
|
986
|
614
|
307
|
335
|
449
|
|
|
425
|
|
|
|
|
|
|
|
2
|
Delhi
|
|
9827
|
2535
|
1275
|
1242
|
769
|
556
|
552
|
637
|
|
|
|
|
|
|
|
327
|
|
|
3
|
Mumbai
|
|
8333
|
2190
|
1150
|
640
|
664
|
429
|
750
|
581
|
|
|
|
|
|
312
|
|
|
|
|
4
|
Chennai
|
|
5336
|
2239
|
560
|
362
|
307
|
352
|
209
|
243
|
|
|
177
|
|
|
|
|
|
|
|
5
|
Hyderabad
|
|
4617
|
2354
|
379
|
286
|
254
|
201
|
199
|
231
|
|
|
129
|
|
|
|
|
|
|
|
6
|
Pune
|
|
3953
|
1934
|
336
|
243
|
180
|
316
|
141
|
187
|
|
|
176
|
|
|
|
|
|
|
|
7
|
Secunderabad
|
|
3563
|
1779
|
305
|
301
|
212
|
159
|
124
|
206
|
|
|
119
|
|
|
|
|
|
|
|
8
|
Ahmedabad
|
|
985
|
118
|
248
|
|
60
|
108
|
46
|
71
|
|
|
66
|
|
|
42
|
|
|
|
|
9
|
Baroda
|
|
530
|
11
|
102
|
|
25
|
123
|
37
|
|
|
|
65
|
|
|
|
|
32
|
|
|
10
|
Coimbatore
|
|
370
|
91
|
78
|
|
21
|
47
|
17
|
20
|
|
|
|
16
|
|
17
|
|
|
|
|
11
|
Jaipur
|
|
369
|
14
|
106
|
32
|
|
32
|
28
|
18
|
|
|
|
|
|
42
|
|
|
|
|
12
|
Cochin
|
|
317
|
52
|
64
|
24
|
15
|
23
|
29
|
28
|
|
|
16
|
|
|
|
|
|
|
|
13
|
Kolkata
|
|
219
|
80
|
43
|
9
|
|
13
|
17
|
|
|
|
|
9
|
|
|
|
10
|
|
|
14
|
Bhopal
|
|
182
|
6
|
43
|
|
8
|
41
|
6
|
12
|
|
|
|
|
24
|
15
|
|
|
|
|
TOTAL
|
|
|
50617
|
20928
|
4125
|
2707
|
2653
|
|
|
748
|
|
|
428
|
42
|
|
|
|
|
|
|
TOTAL
|
|
|
|
|
5484
|
3129
|
|
|
|
|
|
|
|
|
|
|
|
|
|
JOBS POSTED ON MAJOR JOBSITES
DURING LAST 30 DAYS (AS ON AUG. 08, 2005) – % WISE
|
Total Advts. Posted in last
30 days
|
CITY
|
IT/ SW/ Mfg.
|
Sales/ Call Cntr./ Comml.
|
HR/ Admin
|
Maint/ Service
|
Accounts/ Finance
|
Advt./ Media/ HW/
|
IT/ BPO/ EComm/ Telecom/
ISP
|
IT/ ERP/ CRM
|
Banking/ Front Office/
Insurance
|
Supply Chain/ Logistics
|
Others
|
|
985
|
Ahmedabad
|
11.62
|
25.21
|
6.17
|
11.01
|
4.63
|
7.2
|
|
|
4.32
|
|
23.25
|
|
|
113
|
248
|
60
|
108
|
46
|
71
|
|
|
42
|
|
—
|
|
12076
|
Bangalore
|
58.51
|
6.82
|
8.21
|
5.11
|
2.56
|
3.79
|
3.74
|
|
3.54
|
|
|
|
|
7030
|
745
|
986
|
614
|
307
|
335
|
449
|
|
425
|
|
|
|
530
|
Baroda
|
2.16
|
19.22
|
|
4.71
|
23.23
|
7.06
|
|
12.25
|
|
|
6.08
|
|
|
11
|
102
|
|
25
|
123
|
37
|
|
65
|
|
|
32
|
|
192
|
Bhopal
|
3.3
|
23.43
|
|
4.40
|
22.93
|
3.3
|
6.59
|
|
13.19
|
|
8.24
|
|
|
6
|
43
|
|
8
|
41
|
6
|
12
|
|
24
|
|
15
|
|
5336
|
Chennai
|
41.56
|
10.49
|
6.78
|
5.75
|
6.6
|
3.92
|
4.55
|
|
3.32
|
|
|
|
|
2239
|
560
|
362
|
307
|
352
|
209
|
243
|
|
177
|
|
|
|
317
|
Cochin
|
16.4
|
20.19
|
7.57
|
4.73
|
7.26
|
9.15
|
8.23
|
|
5.05
|
|
|
|
|
52
|
64
|
24
|
15
|
23
|
29
|
28
|
|
16
|
|
|
|
370
|
Coimbatore
|
24.59
|
21.08
|
|
5.68
|
12.7
|
4.59
|
5.41
|
|
4.82
|
|
|
|
|
91
|
78
|
|
21
|
47
|
17
|
20
|
|
16
|
|
|
|
9827
|
Delhi
|
25.80
|
12.48
|
12.94
|
7.83
|
5.66
|
5.61
|
6.69
|
|
|
|
3.33
|
|
|
2535
|
1275
|
1242
|
769
|
556
|
552
|
657
|
|
|
|
327
|
|
617
|
Hyderabad
|
54.01
|
8.21
|
6.19
|
5.5
|
4.35
|
4.31
|
5.02
|
|
2.79
|
|
|
|
|
2354
|
379
|
286
|
254
|
201
|
199
|
231
|
|
129
|
|
|
|
369
|
Jaipur
|
2.79
|
28.73
|
8.67
|
|
2.67
|
7.59
|
4.88
|
|
|
|
11.38
|
|
|
14
|
106
|
32
|
|
32
|
28
|
18
|
|
|
|
42
|
|
219
|
Kolkata
|
36.53
|
19.63
|
4.11
|
|
5.94
|
7.76
|
|
|
4.11
|
|
|
|
|
80
|
43
|
9
|
|
13
|
17
|
|
|
9
|
|
|
|
8333
|
Mumbai
|
26.29
|
13.91
|
7.68
|
7.97
|
5.15
|
9.04
|
6.97
|
|
|
|
3.74
|
|
|
2190
|
1160
|
640
|
664
|
429
|
750
|
581
|
|
|
|
312
|
|
3953
|
Pune
|
47.92
|
8.5
|
6.15
|
4.55
|
7.99
|
3.57
|
3.47
|
|
4.45
|
|
|
|
|
1934
|
336
|
243
|
180
|
316
|
141
|
137
|
|
176
|
|
|
|
3563
|
Secunderabad
|
49.93
|
8.56
|
8.46
|
5.95
|
4.46
|
3.48
|
5.78
|
|
|
|
|
|
|
1779
|
305
|
301
|
212
|
159
|
124
|
206
|
|
|
|
|
(Relationship Matrix - Levels
of Commitment)
1/1
06-08-05
Abhi
Rajeev Rejji
Relationship Matrix
For Global Recruiter, we
can think of a large no. — and variety — of “partners”.
Each of these, may have a
different reason to “partner” with GR.
And each of them, may want to
decide the “depth of relationship” with GR. They may want to start at different
“Levels”.
Some may want only “Friendship”
“Going steady”
“Engagement”
“Marriage”
Many will want to Venture
(into GR) cautiously. They may not want to “COMMIT” themselves
right in the beginning. They may not want to take “irreversible”
[irrevocable] decisions, till they are convinced of “benefits” of
joining GR.
For this reason — to accomodate
their wishes — we should be flexible and offer them various “OPTIONS”
so that they can choose that option, with which, they are comfortable.
This is a “STEP-BY-STEP”
approach.
Idea is to reassure them that,
they can withdraw / break-up the relationship, anytime they wish.
That they can do this
(withdrawal) on their own/directly (independently of us).
We must convince them (thru UNSUBSCRIBE
feature) that they never need to regret their decision. That they are FREE
and not locked in.
So, on GR homepage, you should
create a link, which reads
Joining Options
Enclosed find
Relationship Matrix
Write-up for “Joining Options”
V S
YOUR JOINING OPTIONS.
Dear Partner
There are various levels at which
you can participate in Global Recruiter.
You can proceed in stages and, if
you wish, you can withdraw at anytime, directly, on your own. No hard feelings!
(Unsubscribe).
Please rest assured that your
decision to join Global Recruiter is
100\% REVERSIBLE
at anytime and without any
obligation.
Your Options are:
On your homepage, just add 2
links (Employers Jobseekers).
A visitor clicking on any of
these, will be presented with all the detailed/relevant links from Global
Recruiter. When he clicks any of these links, he will be presented with
appropriate ACTION/INTERACTIVE page from Global Recruiter.
A very simple way to start.
Display All Links
On your homepage, display all the
links ( segregated under headings, “EMPLOYERS” and “JOBSEEKERS”).
A detailed display of all the
links on your homepage has following advantages:
A Visitor saves one mouse-click/
download time
Right there from your homepage
itself, a visitor comes to know of all the features/services available to him.
Because of this, he is much more inclined to “explore”. When he sees links JAM/JAB/RAM/RAB,
his curiosity is aroused!
Standard Homepage (Your
own URL)
We have designed this STANDARD
homepage which you may wish to use.
This option {”} will be of
considerable interest to those
of you,
Who have, currently, no website
of your own and who are very keen to establish a VIRTUAL presence on WWW
( you are currently, a pure “brick {&} mortar” company ).
Who do have a website which is
almost a “brochure” site, without any real/substantial databases ( {e.g. jobs
& resumes} ) and none or very little “interactivity” with your visitors.
( {e.g. Mere posting/submitting
of resumes} )
If you wish to go for this
option, just get yourself a URL and phone me M}) 93 — — — — —. I will
ensure that your own website (STANDARD design) is up and running within 48
hours.
Standard Homepage (Our
URL)
We offer this option to those of
you,
Who have no website of your own
at present (NO URL)
Who wish to establish get
into e-recruitment business ( fresh MBA entrepreneurs? ) within
ONE HOUR.
Once you REGISTER, we will
host your website on our server, for next 3 months — absolutely FREE
too. After that you will need to host the STANDARD design on your own URL
and at your own datacentre}).
If you wish to opt for this,
phone me (— — — — —) after registering.
Rajeev
GLOBAL RECRUITER /
RELATIONSHIP MATRIX
06-08-05
|
TYPE OF PARTNERS
|
|
|
DEPTH OF INTEGRATION
|
BRICK & MORTAR COMPANIES
WITHOUT THEIR OWN WEBSITES (338 Placement Agencies (Indian) 10,000
Cybercafes (Indian))
|
BRICK & MORTAR COMPANIES
BUT HAVING THEIR OWN WEBSITES (480 Placement Agencies (Indian))
|
|
SHALLOW / SUPERFICIAL (ON
THEIR EXISTING HOMEPAGE {JUST ADD 2 LINKS} {( Employers & Jobseekers )})
|
|
|
|
MODERATE (MODIFY THEIR
EXISTING HOME- {PAGE TO ACCOMMODATE} {CONTENT FOR EMPLOYERS AND} {JOBSEEKERS})
|
|
|
|
DEEP (STANDARD
HOMEPAGE {( YOUR OWN URL )} After 3 months, Migrate to \rightarrow)
|
|
|
|
INTENSE (STANDARD
HOMEPAGE {( OUR SERVER} {3 month free incentive to launch} {within ONE
HOUR !} \leftarrow)
|
|
|
Note: Arrows indicate movement
up and down the matrix. The text "Small Jobsites (Indian) \checkmark They
want content in the form of large database of Jobs and Resumes" appears in
the middle-right section.
Abhi
Rajeev - Rejji
Aug. 05, 2005
Marketing Global Recruiter
In my note 2 days back, I
suggested display of statistics related to
{①} Job Advt. Database
{②} Resume Database
Indiwise / Function-wise / Desig.
level wise / City-wise}).
Idea is to Impress small
jobsites with our HUGE databases — something they can never dream to
achieve, even if they keep struggling for next 10 years!
Incidentally, as far as Jobs
Advt. database} {is concerned, at least} Initially, {we should} {keep
live/offer last} 2 MONTH's jobs — {instead of} ONE month {- so we
can offer/} {claim} 150,000 job advt. database !).
Let us hope that this HUGE
databases}) {JAM/JAB/RAM/RAB etc.} will
prove a sufficiently powerful magnet to pull in 20/50 jobsites to join
GR.
But this is just not good enough!
We must get 200 partner websites.
We can manage this no.}) as
follows:
While going thru the latest (5^{{th}}
edition) “Directory of Recruitment Firms/Employers/ websites” JobNet}),
I found that
Perhaps 200 placement firms have
their own websites primarily to} {collect resumes})
Whereas
Maybe 1200 placement firms DO NOT
have their own websites!
I feel, these 1200 or a
great} {majority amongst them}) would LOVE {to have their own websites -
especially} {if such websites are better/superior} {than the websites of} 200.
Someone else “designs” {& gives} {them
a} “ReadyMade” {website}
Someone else “Maintains” {the website}
Such website gives them a VIRTUAL on-the-web})
PRESENCE
Such website brings them extra revenue.
This would be an IRRESISTIBLE
proposition!
And we can offer them such a
proposition - with a little extra effort.
see enclosed design of such a STANDARD
- UNIFORM JOBSITE homepage
In fact, it is nothing more than
one page - the homepage!!
All the links, draw a (relevant)
page from Global Recruiter
All that any (website-less)
placement agency has to do, is to insert on this homepage design
\to his Company-name
\to " Logo
\to " Address et.
Then find a data-centre and
upload. They have everything to gain and nothing to lose. As simple as that!
Once these join, those who already have websites will also rush to join. Let us
do this.
To achieve success, we cannot
afford to leave any stone unturned!
[Signature]
PINNACLE PLACEMENTS
Member - Global Recruiter Network
[Logo]
|
EMPLOYERS
|
JOVERSEEKERS
|
|
Resume Search
|
Job Search
|
|
Post Job Advt
|
Post Resume
|
|
Resume Alert Mobile
|
Job Alert Mobile
|
|
Resume Broadcast
|
Job Broadcast
|
|
Job Advt. History
|
Resume Blast
|
|
Resume Track
|
Image Builder
|
|
Your Competitors
|
Interview Tips
|
|
Your Online Tests
|
Interview Questions
|
|
Employer Profiles
|
|
Employer Rating
|
|
Featured Employers
|
|
REGISTER
|
REGISTER
|
Contact US / FAQ / About US /
Add: 41, 2nd Floor, Neelam
Flyover Market, NIT, FARIDABAD - 121001
Tel: 2412965 - 3092195 - 31020212
|
Page
|
With URL
|
Without URL
|
Total
|
|
8
|
3
|
2
|
|
|
9
|
5
|
-
|
|
|
10
|
3
|
1
|
|
|
11
|
3
|
2
|
|
|
12
|
2
|
4
|
|
|
13
|
3
|
-
|
|
|
14
|
2
|
4
|
|
|
15
|
5
|
-
|
|
|
16
|
5
|
-
|
|
|
17
|
2
|
3
|
|
|
18
|
4
|
1
|
|
|
19
|
4
|
1
|
|
|
20
|
4
|
-
|
|
|
21
|
4
|
1
|
|
|
22
|
5
|
-
|
|
|
23
|
2
|
3
|
|
|
24
|
3
|
2
|
|
|
25
|
3
|
2
|
|
|
26
|
3
|
3
|
|
|
27
|
5
|
-
|
|
|
28
|
4
|
-
|
|
|
29
|
3
|
2
|
|
|
30
|
4
|
1
|
|
|
31
|
3
|
2
|
|
|
32
|
4
|
-
|
|
|
33
|
4
|
1
|
|
|
34
|
4
|
1
|
|
|
35
|
4
|
1
|
|
|
36
|
3
|
2
|
|
|
37
|
2
|
2
|
|
|
38
|
5
|
-
|
|
|
109
|
43
|
|
|
Page
|
With URL
|
Without URL
|
Total
|
|
39
|
3
|
2
|
|
|
40
|
4
|
1
|
|
|
41
|
2
|
2
|
|
|
42
|
3
|
1
|
|
|
43
|
2
|
3
|
|
|
44
|
5
|
-
|
|
|
45
|
4
|
-
|
|
|
46
|
3
|
1
|
|
|
47
|
2
|
3
|
|
|
48
|
3
|
2
|
|
|
49
|
2
|
4
|
|
|
50
|
4
|
1
|
|
|
51
|
4
|
1
|
|
|
52
|
1
|
5
|
|
|
53
|
2
|
4
|
|
|
54
|
2
|
3
|
|
|
55
|
3
|
2
|
|
|
56
|
1
|
4
|
|
|
57
|
4
|
1
|
|
|
58
|
1
|
4
|
|
|
59
|
2
|
3
|
|
|
60
|
3
|
2
|
|
|
61
|
-
|
5
|
|
|
62
|
4
|
-
|
|
|
63
|
2
|
3
|
|
|
64
|
1
|
4
|
|
|
65
|
4
|
1
|
|
|
66
|
2
|
3
|
|
|
67
|
3
|
2
|
|
|
68
|
3
|
2
|
|
|
69
|
3
|
2
|
|
|
70
|
2
|
3
|
|
|
85
|
73
|
|
|
Page
|
With URL
|
Without URL
|
Total
|
|
71
|
3
|
2
|
|
|
72
|
1
|
4
|
|
|
73
|
2
|
3
|
|
|
74
|
2
|
5
|
|
|
75
|
1
|
4
|
|
|
76
|
2
|
3
|
|
|
77
|
2
|
3
|
|
|
78
|
1
|
4
|
|
|
79
|
2
|
4
|
|
|
80
|
2
|
4
|
|
|
81
|
1
|
4
|
|
|
82
|
3
|
3
|
|
|
83
|
3
|
2
|
|
|
84
|
3
|
3
|
|
|
85
|
5
|
2
|
|
|
86
|
2
|
3
|
|
|
87
|
3
|
1
|
|
|
88
|
2
|
3
|
|
|
89
|
3
|
1
|
|
|
90
|
1
|
4
|
|
|
91
|
3
|
2
|
|
|
92
|
2
|
3
|
|
|
93
|
2
|
3
|
|
|
94
|
-
|
5
|
|
|
95
|
1
|
4
|
|
|
96
|
2
|
3
|
|
|
97
|
3
|
2
|
|
|
98
|
1
|
4
|
|
|
99
|
2
|
3
|
|
|
100
|
4
|
1
|
|
|
101
|
2
|
4
|
|
|
102
|
4
|
2
|
|
|
70
|
98
|
|
|
Page
|
With URL
|
Without URL
|
Total
|
|
103
|
3
|
2
|
|
|
104
|
3
|
2
|
|
|
105
|
1
|
4
|
|
|
106
|
1
|
5
|
|
|
107
|
3
|
1
|
|
|
108
|
3
|
2
|
|
|
109
|
4
|
2
|
|
|
110
|
1
|
4
|
|
|
111
|
3
|
2
|
|
|
112
|
2
|
3
|
|
|
113
|
4
|
-
|
|
|
114
|
4
|
1
|
|
|
115
|
4
|
1
|
|
|
116
|
3
|
2
|
|
|
117
|
4
|
-
|
|
|
118
|
3
|
2
|
|
|
119
|
4
|
-
|
|
|
120
|
5
|
-
|
|
|
121
|
5
|
-
|
|
|
122
|
-
|
3
|
|
|
123
|
4
|
1
|
|
|
124
|
2
|
3
|
|
|
125
|
4
|
1
|
|
|
126
|
3
|
2
|
|
|
127
|
4
|
1
|
|
|
128
|
3
|
1
|
|
|
129
|
4
|
1
|
|
|
130
|
3
|
1
|
|
|
131
|
8
|
1
|
|
|
132
|
1
|
5
|
|
|
133
|
2
|
3
|
|
|
134
|
3
|
2
|
|
|
97
|
58
|
|
|
Page
|
With URL
|
Without URL
|
|
135
|
2
|
3
|
|
136
|
1
|
4
|
|
137
|
4
|
-
|
|
138
|
3
|
1
|
|
139
|
2
|
3
|
|
140
|
3
|
2
|
|
141
|
5
|
-
|
|
142
|
5
|
-
|
|
143
|
4
|
1
|
|
144
|
3
|
2
|
|
145
|
4
|
-
|
|
146
|
3
|
2
|
|
147
|
4
|
-
|
|
148
|
1
|
4
|
|
149
|
2
|
2
|
|
150
|
4
|
1
|
|
151
|
5
|
-
|
|
152
|
2
|
2
|
|
153
|
2
|
2
|
|
154
|
1
|
4
|
|
155
|
2
|
3
|
|
156
|
2
|
3
|
|
157
|
3
|
2
|
|
158
|
4
|
-
|
|
159
|
4
|
1
|
|
160
|
5
|
-
|
|
161
|
4
|
1
|
|
162
|
3
|
1
|
|
163
|
2
|
2
|
|
164
|
1
|
4
|
|
165
|
2
|
3
|
|
166
|
4
|
-
|
|
167
|
2
|
3
|
|
98
|
56
|
|
With URL
|
W/O URL
|
|
168
|
2
|
3
|
|
169
|
3
|
1
|
|
170
|
3
|
1
|
|
171
|
2
|
2
|
|
172
|
5
|
-
|
|
173
|
2
|
3
|
|
174
|
4
|
1
|
|
21
|
10
|
GRAND TOTAL
|
With URL
|
W/O URL
|
|
109
|
43
|
|
85
|
73
|
|
70
|
98
|
|
97
|
58
|
|
98
|
56
|
|
21
|
10
|
|
Total
|
480
|
338
|
|
=
|
|
818
|
Abhi
Rajeev - Reji
July 23, 2005
Global Recruiter Network (GRN)
Earlier we identified the
following as potential / likely partners of GRN:
Small "e" category,
local regional jobsites having small databases and few corpo. clients.
These will be clearly those, who
have nothing to lose/give-up but everything to gain, by joining GRN. They would
grasp the benefit of joining GRN.
Larger Placement Agencies
some of these have their websites
- but only to collect resumes - NO other feature. They are using their
websites, primarily to support their "Brick & Mortar" business,
which has an "OFFLINE" revenue-model (% of CTC as "fees").
At its beginning
https://www.google.com/search?q=3gjobs.com fell into this category.
However, it is possible that such
[Handwritten text continues in next file]
placement agencies might see
benefit in joining GRN, such as
\to being able to post their own
jobs on their own jobsites (really, assignments of their clients, on which,
they are currently working).
\to being able to offer to their
"OFFLINE" Corporate Clients, FREE posting of job-ads on their
own jobsites. When any corpo. client gives them an assignment / a headhunting
mandate, they can throw in this feature (FREE job-advt posting) as a "Value-Add".
\to being able to (themselves)
access" a huge resume database, in order to quickly "offer" to
their "OFFLINE" clients, many "suitable" resumes.
\to If joining GRN, proves hugely
successful / beneficial to them (in terms of satisfying their offline clients),
they may, even consider, NOT to advertise any more on Monster /
Naukri, thereby saving Rs. 1 lakh / 3 lakh per year!
Portals
Some portals like rediff/yahoo
etc. have tied up with naukri/jobsahead/hotjobs etc.
But there must be many more
(Indian) portals, which may not have any tie-up so far. They may be willing to
tie-up with GRN - especially if they get convinced that, by doing so, they can
compete, as equals, with rediff/yahoo etc. at least in the matter of JOBS.
Verticals
Like "Matrimonial"
sites, which are also in a type of "Match-making". Obviously a person
who wants to get married is quite likely looking for his first job OR looking
for a better-paying job (to support a spouse).
So, by offering a parallel
"Job-related" service, such Verticals would provide to their
spouse-seeking customers, An END-TO-END SOLUTION (Naukri Kapeda Makaan Marriage).
Small town Newspapers
The newspapers most likely
to join GRN (of course, they will need a URL & a webserver), are
Our JAS Partners (9 as of this
morning).
Go and tell them:
You have a "local
presence" in terms of
- Readers
- Corpo. Advertisers (for jobs or other things)
By creating a website, you can
offer to your corporate clients, FREE POSTING of their job-advt, as an
add-on, whenever they insert a PAID job-advt. in your print-media.
This is exactly what Times of
India/ Hindu/ Statesman etc. are doing. You could do the same, if you have a
website, which is a partner of GRN.
A job-advt. posted on your
website, becomes "accessible" to candidates conducting
job-search from any other partner's website, from across entire country.
This is something Times/ Hindu/
Statesman, just cannot offer!
Jobs posted on your website will
get delivered as JAM to thousands of suitable candidates, who register on WWJ,
since every job posted on your jobsite, become a part of COMMON/CENTRAL JOBS
DATABASE.
Once again, this is something
that Times | Hindu | Statesman just cannot match!
Your Corporate job-advertisers
(who give you print-media advts), will start getting resumes from suitable
candidates within 30 minutes – since their jobs will get broadcast
(under JAB).
Times | Hindu | Statesman cannot
offer this feature!
Your Corporate job-advertiser
(Recruitment Manager) will receive
RAM = Resume Alert Mobile
RAB = "Broadcast"
(for FREE too!)
When you, upload their job-advts
on your own jobsite.
Your Website-posted advts,
automatically become part of JAS. There is a good chance, it gets printed in
some newspaper, 2000 km away from where you publish – and get "read"
by jobseekers 2000 km away – who may "apply" to your
Corporate Clients (who are, themselves, perhaps, small-town businesses,
confined to your own town/region).
You can confidently tell your
Corporate job-advertisers, that when they advertise in your (local) newspaper,
they might receive job-applications from all over the Country!
For maybe, Rs. 200/- per CC in
your newspaper (as against Rs. 3000/- per cc in Times / Hindu / Statesman),
your Corpo. Client's job-advt. will reach-out to 100 TIMES more
candidates, than an advt. in Times / Hindu, etc. costing 15 Times more!
Your reach becomes UNIVERSAL, when you have your own website – a partner
of GRN.
By offering such INCREDIBLE
benefits, you can get 10 TIMES more job-advts from your local Corporates
– including from those Corporates, who, in the past have never thought of
advertising.
their Vacancies in newspapers.
If, so far, only 10 Companies were advertising their jobs in your
newspaper – and that too occasionally,
now,
100 Companies would want
to advertise their Vacancies in your newspaper – and regularly too!
Abhi,
As far as this group (small town
newspapers who subscribe to JAS) is concerned, it is not very difficult for us,
to design a
STANDARD LAYOUT WEBSITE
(with standard homepage &
inner pages), with a predecided SET OF LINKS on the homepage.
All that a partner newspaper
needs to do is to:
- Upload
- – Their publication name & logo.
- – Their "profile" (HTML) on profile page.
Absolute "barebone"
site with no frills.
[Signature]
23/07/05
P.S.
However, the question that we
should ask ourselves is:
Why should / would newspapers go
to all the trouble – to get a URL, host a website?
e-recruitment is NOT their CORE
business!
They have no need for resumes –
because they do NOT want to offer resume-search to their Corporate
Clients. If they did, Corporate may even stop giving them job-advt. business!
That would be like "inviting a disaster"
Could we think of following
alternative:
Give to each "Partner"
Newspaper, unique User Name/Password.
Using this, they can log onto
WWJ.
On their ADMIN PAGE, there will
be a link "Post/Upload Job-Advts. of Your Clients"
Clicking will open "Post Job
Advt U/I" (what we have developed for Global Recruiter) – with some
special/specific instructions
Newspapers enter their (Virtual
version of) Client's printed job-advts
WWJ treat these for JAM-giving
(eg. "Phulchhab" as "Source"
When GR gets launched, such advts
get into COMMON/CENTRAL jobs database.
.Sounds simple!
