NEED A HEADHUNTER

Abhi

23-10-05

Need A Headhunter?

Corporates will post jobs.

Corporates will conduct resume-search.

But, even then,

Corporates will need headhunters. Almost always for their Senior level vacancies.

Because, HR mgrs. know that

Senior Mgrs. do not post their resumes

Senior Mgrs. do not bother to conduct a job-search (on job-sites) or even bother to look-up “ASCENT” / Headstart etc.

Hence, HR mgrs have to contact some or other Headhunter (in some one or more cities) to carry-out headhunting. This remains a fact of life and a strong SECTOR/NICHE of recruitment industry.

Conclusion:

Many HR mgrs are, all the time, on look-out for good/reputable Executive Search firms.

But,

These HR mgrs. may not have heard of

Jobnet directory. Or, even if they have a copy, it may be hiding somewhere—needing hours to find. And when found, it may be “Edition 3” !

I strongly feel that making Jobnet Directory available to “Employers” on Global Recruiter / Partner websites, would be a great value-added service. This feature is not available on any job-site !

Why ?

Because, Monster / Naukri etc. consider, Executive Search Firms as their “competitors”! They think that if HR mgrs have easy access to placement agencies, then they will post fewer job-advts! That means fewer resumes! That means still fewer resume-searches & “search-subscriptions”. A Viscous circle !

But, at Global Recruiter, we consider placement agencies as our $\&$ Collaborators — not our competitors. If they thrive, we thrive.

At Global Recruiter, we also firmly believe that, our main job is to make HR mgr’s life easy and give him whatever options he needs.

So, if an HR mgr. needs to find/contact a Placement Agency, we must help him do so — FAST.

We must even enable him to be able to communicate to any such agency fast (over email or phone).

If an HR mgr. finds this feature on a Partner website, he will be tempted to subscribe. Our partner can boast about this feature to his potential Corporate clients.

We will call this feature

Need A Headhunter?

and place this link on the EMPLOYERS side.

The page will read:

Dear Employer

We are happy for you to be posting your job-advts and conducting resume-searches here.

We are even happier to deliver your job-advts to matching Candidates as JAM: Job Alert Mobile, (CSMS),

And equally happy to deliver to you, on

Your mobile, matching resumes, as

RAM: Resume Alert Mobile.

We do, however recognise that, once-in-a-while,

You are looking for a Very Senior Executive

You do not wish to publicize this Vacancy

You are certain that the most suitable candidates are least likely to apply against a published job-advt.

You are clear in your mind that you are not looking for an executive who is looking for a job !

Hence, you want to contact some reputed/trustworthy, Headhunters and give them a brief/a mandate/a search assignment.

NO problem.

From the tabulation given below, first select the “City” — then the “Agency”.

When you click on the name of an Agency, you will find the “Contact Data.” as shown below:

Company Name	City	Email	Phone	Contact Person	Mobile

Taken from,

I AM AGM

You may even email to the Concerned Agencies directly from here itself, your INQUIRY

HEADHUNTING ASSIGNMENT MANDATE (HAM)

[Drawing of a form with fields:]

• Job Related Info
• Job Title
• Job Description
• Posting City
• Approx. Gross Annual Salary Offered
• Min. Exp (years)
• Man-Specifications (Ideal ------)
• Employer’s Contact Detail

[Note next to form:] Same form as Job-Advt. listing

This is only an inquiry—not a mandate. Please treat with utmost confidentiality, even at this stage.

Send your formal offer/proposal by email.

[Drawing of two boxes, Step #1 and Step #2:]

Step #1

First Select Any city

Similar to Resume Blast

Step #2

Select Agencies to whom you wish to send your Headhunting Assignment Inquiry

[Checkboxes are shown below this text]

Idea is to enable a HR mgr to be able to “broadcast” his “Inquiry” to several agencies at a time. This will cut down on his time to frame his requirement again & again & again, for each agency—a great convenience indeed!

I have no doubt, many HR mgrs will use this (Headhunting Assignment Inquiry) method, to publicize amongst Placement agencies, even their

MIDDLE-LEVEL opening!

On our part we must not publicize such vacancies in any manner to anybody. We must learn to keep secret — but, we MUST store all such “INQUIRIES” in a separate database for future analysis/predictions. It will prove to be a GOLD-MINE!

Abhi

23-10-05

Want A High Flyer?

My note “Need A Headhunter?” was about

EMPLOYERS in search of Headhunters.

But the loop is incomplete, unless we offer a method/means, for

Headhunters  to search out Employers.

(Of course, only those headhunters, who are either our partners or subscribers.)

In General

Headhunters would want to “get registered” with employers so that, they would automatically receive all SENIOR LEVEL VACANCY REQUIREMENTS.

Some big employers have a PANEL of Headhunters ( Suppliers), which they have constituted after a thorough evaluation of the “capabilities”/experience/background/past search assignments executed etc. of each placement agency. In many cases, MD/CEO of Placement Agency has to make a (Powerpoint) presentation to the Senior HR executives of the employer, before getting selected/empanelled.

In Particular

Against each published/advertised vacancy/position (by an Employer), headhunters want to offer suitable candidates from their own ( private ?) database. If “his” candidate gets selected (appointed), that placement agency gets its “predetermined” commission.

This practise is very prevalent/common in IT/ITES/BPO/Call-centre Industry.

HR manager of such a company simply phones-up several agencies & gives his requirements (man-specifications).

Un-interviewed resumes are expected to be delivered to the HR mgr. Within 4/6 hours!

Interviewed candidates resumes are expected to be delivered within 8/12 hours!

We have 2/3 Consultants who have background in IT recruitment. They can tell you more. You have yourself visited one such company with Nishit & Raju.

TIME IS THE ESSENCE.

SPEED IS THE ONLY COMPETITIVE ADVANTAGE

With IT/ITES/BPO booming, this situation will get worse $\&$ worse. HR mgrs will go crazy. Pressures will become unbearable.

So, of course, they will, more $\&$ more resort to announcing their middle-or even-junior level vacancies to 750 placement agencies, using feature

“Need A Headhunter?”

But Google's R&D dept. says,

“One thing we learned while building Google is that it is easier to find what you are looking for if it comes looking for you”.

So, a HR mgr. who posts his job-advt. thinks

“I hope, besides some suitable candidates, some Placement agencies ALSO see my requirement in real time (pronto) and start emailing suitable resumes.”

So he logs in and fills-up

“Headhunt Assignment Inquiry”

But, this is still ONE-WAY traffic. Like Google's R&D dept., we must create a TWO-WAY traffic.

Traffic from

Placement Agencies HR mgrs.

We want

Placement Agencies to come to know about requirements of Employers —without having to conduct a “Job-search” to find out which employer has posted what new jobs, during last 24 Hours and then

Enable/Empower these Placement Agencies to PROACTIVELY PUSH the suitable resumes from their own/private resume database, against each of such “fresh” openings.

Let us offer this (feature) as a BAIT to the Placement Agencies — who decide to become partner of Global Recruiter — to agree and upload their “Private” database of resumes on GR.

We tell them:

Dear Partner Placement Agency Owner:

What good is all those thousands of resumes lying on your harddisk?

You cannot search them because they are “unstructured text form”.

Even if you have found a way to search these, do you know which employers desperately needs some of these?

With some 2500+ fresh job-advts getting posted on major jobsites, every 24 hours, it is very likely that hundreds of those job-advertisers need, exactly those resumes which are setting lying dormant on your hard disk!

If only

You could have some method to come to know about those specific Vacancies — within minutes of getting announced/posted on jobsites,

and if,

You could match your “private” resumes against those Vacancies and forward those resumes (to those advertisers) — within some more minutes,

then

there is every possibility that you could earn your 8-33% fees for, may be, 100 candidates everyday!

You may finally be able to dig the

gold out of the goldmine on which you have been sitting for years!

There is no way, you can “unlock” this money-bank, on your own.

There is no way, you can ever see a steady stream of “Account Payee” cheques arriving on your table, on your own.

But you can—with our help—

And without having to share your revenue with us!

When you

become a partner of Global Recruiter, and

upload your resumes on your own websites,

We will

Match these with every new job-advt getting posted on all partner websites

Forward all matching resumes to the concerned employers (job-advertisers) Under YOUR name (within minutes)

Automatically send you copies of our emails so that you may follow-up with the concerned advertisers to collect your cheques

In case of any questions, $\Phi$ feel free to phone me

(M) 93, 2450, 5801 Attinandan

 

Abhi.

23-10-05

LEVERAGING PAST.

Over the years, we have developed some very interesting tools — one of which is Ad Compose.

Deepa used it extensively during Project Manhattan, to re-compose (re-cast) downloaded job-advt from one website and then upload it on another website. At that time the objective was to get as many resumes as possible. Over 6/8 months, we got, may be 60,000 resumes. It (the Ad Compose/Manhattan) did serve its purpose.

Later we installed this tool, on the desktops of some of our Consultants, so that they can Compose (offline) a job-advt and then upload it directly onto Monster/Naukri etc. for which, we had taken “Post Job” subscriptions.

I don't know, if anyone still uses this.

But, sometime back, Nizmit spoke to me about this tool.

During ERA meeting at Hyderabad, a few months back, he found that, one of the biggest hassle faced by ERA members, was to upload their job-advts on multiple jobsites. It was a tedious/

time-consuming process. They were all looking for a tool like Ad Compose, which will enable them to

Compose Advt, offline, then

Upload it on multiple jobsites at one go.

I believe, some American jobsites have a feature, whereby, when you post your Vacancy on that jobsite, it gets automatically & simultaneously, hosted on a no. of other jobsites.

This means,

 “Job Post” forms of all jobsites have been mapped to some Common/std/ uniform database.

All such collaborating jobsites have such an understanding/arrangement/ working relationship amongst them.

Global Recruiter — and its partners already fulfill these conditions.

But, as far as job-advertiser is concerned, it will still have to post job online, on Global Recruiter.

Second,

Initially ERA members, may not have much faith in GR partners!!

They would still want to post their jobs on Monster/Naukri/timesjobs.

And these biggies are unlikely to become GR partners in near future! (This is an understatement of 2005!)

Nizmit even suggested, selling “Ad Compose” tool to ERA members, for a price!

And why only ERA members? 70+

Why not all 750 placement agencies?—who post, between them, some 70% all job-advts on major jobsites.

And why not to some 5000 Corporates ($\&$ end-employers themselves), who post the balance 30% of job-advts on major job-sites?

For the following reasons — “Why Not”:

We are poorly equipped/staffed to “market” ($\&$ will need 2/3 full-time persons).

We will need “co-operation” from Monster/Naukri/timesjobs.

Even though, such a “Convenient Tool” may expand the size of the market (Job-posting subscriptions market), these biggies may not cooperate.

Before, we can sell the idea to job-advertisers, we will need to do some very “hard-sell” to big jobsites.

Adding each new jobsite (to the tool), may mean a “Newer Version”.

Version-controll $\&$ repeatedly selling “new Versions” is a totally different ballgame, requiring a lot of manpower resources.

Just selling ONE “Recruitment Convenience Tool” cannot become a viable business in itself! We need to get into the business of

“E-Recruitment Solution Provider”

that too, offline tools!—not our cup of “business”.

BUT,

to begin with, we can offer to “Job Posting” subscribers of GR, a partial solution, in the form of

“Offline Ad Compose Tool”

Which, they can download for free from any partner website.

Then, even distribute it, across their entire organization.

From each organization (subscriber), any no. of people can compose job-advts and then upload on GR partner member's website (from which, they had downloaded it in the first place).

I suppose this may not be too difficult. (we have done it in the past—'www.agencyforms.com' of TATA?) also partner websites of 3rd parties!

Corporate HR Chiefs, who do not wish to authorise/enable many people in their organization to be able to log into GR/partner website, may like this partial solution.

But then, if Deepa was able to upload job-advts. on Monster/Naukri etc., why cannot same be done by

ERA members

750 Placement Agencies

5000 Corporates ?

Let us give it away FREE! (so no obligation to maintain/answer). Let them upload millions of jobs on Monster/Naukri & partner websites too, of course!

[Signature-like flourish]

Abhi

After a lot of trial & error I could install this software at my resi. But, no results display when I typed “Jobsites + India” or “Jobs”!

May be I dont know “how”!

But, you must try.

Could this have any application in “Global Recruiter”? We do ask HR mgs to enter “keywords” for resume-search and likewise ask candidates to enter “keywords” during job-search!

Jobsites are also “meeting platforms” for Buyers (Corporates) $\&$ Sellers (Jobseekers). If Corporate HR mgs use wrong/different keywords, then the items (i.e. resumes-relevant resumes), may remain “unsold” (i.e. undiscovered). Same with candidates failing to use the “right keywords” for a jobsearch.

Otopi reminds me of www.Virtualthesaurus.com which, also uses the concept of “related” words, to help the searcher “zero-in” quickly on what precisely he wants. In the beginning he may not be able to correctly describe what he wants.

[--- Newspaper Clipping ---]

Semantic solution makes search easy

MUMBAI MIRROR BUREAU

Los Angeles: Otopi Inc, a California-based start-up announced on Wednesday its collaboration with Internet search assistant, following two years of R&D.

Otopi’s solutions address the problem of not knowing exactly what keyword or words will elicit successful searches, by giving Internet users, finding a specific tid-bit of information a free downloadable browser plug-in, a dictionary without knowing how to spell it. Otopi’s enhanced search services use a unique combination of synonyms and linguistic analysis, the Otopi search assistant broadens a search and includes entries into multiple relevant terms.

This means you are delivered an easy-to-use interface.

"We saw a great opportunity to better connect buyers and sellers," said Gene Feigola, Otopi’s CEO and Co-founder. "Very often a buyer knows exactly the item they’re selling one way, and potential buyers will search for the same item using different terminology. As a result, items may go unsold simply because the seller is not using all the possible terms to describe the same item. Otopi bridges that gap so that everyone is able to be connected to what he said."

The Otopi search assistant is a free downloadable browser plug-in and is available now from the Otopi Inc. website (www.otopi.com).

The Sea Genie is available for Internet Explorer 6.0 and currently uses the search engine, MSN, Google, MSN and Yahoo and shopping sites eBay, Froogle, Amazon, Target, Biz Rate and Overstock. The company plans to release additional versions of the Sea Genie that will work with other popular browsers and sites. Abhi

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