Sanjeev
11-12-05
CC:
Kartavya if Following email
is technically incorrect please help Sanjeev to Redraft
CC: Abhi
Following email
should be sent-out to 57 companies (to whom we recently sent “an opportune
Moment”) after ¾ days.
Dear
--------------------------------
Wheat or Chaffe?
In my last email (“an opportune Moment”) I forget to mention
that Recruitguru can almost separate wheat from chaffe!
Here is how.
On an average day, someone in your organisation probably spends
2 hours, reading incoming emails and sorting resume emails from other business
emails then placing resume-emails in a separate folder.
As Norbert Weiner (Father of Cybernetics)would say,this is
not a human use of a human being I agree-and this is why, we at Recruit Guru have
developed an
INBOX READER
When you subscribe to Recruit Guru, you can activate this
software agent, which will separate-automatically and without human
intervention – all your incoming email, into
Ø Resume emails
Ø Other Business emails
And place
these into separate folders. From here, it is one small step for you ( but step
for your organisation) to upload resume emails onto Gurumine for extraction /
creation of structured resume database.
As I said
earlier
Wheat from chaffe?
Almost
With regards
Sanjeev Tiwari
Marketing Manager
Sanjeev
What
Recruit Guru is -what it is Not
Compare
& Contrast jobsites with R/G
From the
first list prepared by you, I have rearranged these points in some broad Groups
as enclosed.
I suggest
you complete / fill-in the rest as soon as possible. You should take help from
ABHI / KARTAVYA- so that this tabulation becomes authentic / comprehensive feel
free to add new group / new items.
As soon as
ready, we should prepare HTML pages is Recruit guru? (or is it why Recruit Guru
?) how soon?
1/12/03
BUSINESS-MODEL
|
COMPARE & CONTRAST |
|
|
TYPICAL JOBSITES |
RECRUIT GURU |
|
# Meant for Jobseekers as well as for corporates # Jobseekers Can *Post Resume *Conduct Job search * Apply Online *Receive Job Alerts # Corporates can *Post Job Advts *Conduct Resume search (on public database) *Received “Candidate-Alerts”. # Online Match-Making service (buyer-meets-seller platform) # For Jobseekers *Resume-Posting usually free Occasionally a small
fee *Resume Blasting Rs.500/1500
for sending resumes to 500/1500 placement agencies *Apply-Online free *Job-Search Free # For Corporates *Job-Advt PostingRs.500/1500 per advt or
Rs.10000/60000 per year for unlimited postings *Resume -Search Rs.1Lakh/3lakh/year payable in advance, irrespective
of usage *Resume-Tracking #Languages #Operator System #Database #Browser #Architecture #Protocols #Communication #Search-Engine #Interactvity #Software #Version Control #Upgrades #In House Support #Integration with Legacy #Firewall Security #Encryption #Hardware Requirements at user-end |
# Meant for Corporates only NOT APPLICABLE (since not meant for Jobseekers) # Corporates can *No *Conduct Resume Search on OWN/ Private resume
database. *Intelligent spider will search daily resumes being
added to subscribers own private database and alert subscriber for resume
matching his “pre-entered requirement. # A Recruitment process-platform for HR managers
(shortlisting competence-not resumes!) For Jobseekers NOT Applicable # For Corporates *Activation Fee Rs.10000/- *Additional user Rs.2000/- *Convert Resume Rs. 1/resume *Conduct Search
Rs.5/Search * * * All payments are “pay-per-use” when-used and based
on no of transactions executed by subscriber online. Transparent/online
transaction log. Artificial Intelligence / self-learning / Mimic-ing
minds magic. |
17-77-03
Sanjeev
If
BMW = ultimate driving experience
Volvo = Safety
Mercedes = Engineering
Jaguar = Styling
Then,
Gurumine = ?
Gurusearch =Shortlisting competence
not resume?
RecruitGuru = The Future of webservices
3pjobs.com = for executive search,
corporate India’s first choice.
Remember
Over coming (india)ltd has even
managed to get a trade-mark (not patent) on colour “PINK”!
Sanjeev
30/09/03
cc:
Kartavya / Abhi
cc:
Nirmit / Sri Ram / Raju
Multiple
Marketing Strategies
We have agreed that next week, you will actively
help 3P's Consultants to
# Extract 80000 / 100,000 resumes & create
their PRIVATE structured database on Recruit Guru
# Carry-out Online Searches using Guru search &
transfer Search results to. EXCEL OES.
But what we have not considered so far, is
Can we get our consultants to send to all their
corporate clients, only the Image Builder version of resumes (-instead of the
Executive. Resume / Converted Biodata, which they are sending Out Currently)?
If you can succeed in this, implications are
far-reaching, viz:
At a low level, we will save time spent by. Vitthal
/ samata in converting biodatas, Whenever requested by Consultants.
2/9
It will also speed-up the delivery of such resumes
to clients
(since Image Builders. would be readily available) – no waiting for Vittal/samata.
But beyond that, imagine what this (sending To of Image Builders in
place of Executive Resumes)" could do
to your marketing of
Recruitguru.
If 3P has currently. 25 clients (Current
assignments), then it means that these 25 Corporate-Clients will start
receiving Image Builders with immediate effect. (of course, Consultants. will
have to missing. email ensure that' Consultants no fields are will definitely
have to the Image Builders, first, to respective Candidates, asking them to
fill in the CAREER HISTORY
Section, thoroughly/completely & return back to
3p. - we know that Recruit guru is unable to capture Career-History details)
Obviously, each Image Builder being sent out to any client, would have to be complete in all
respects.
If an incomplete Image Builder gets sent-out, it
will do immense harm to 3p's reputation!
On the other hand, if the Image Builder being
Sent-out is complete in ALL respects, then
3/9
it cannot fail to impress the clients! They have.
never before seen anything like this especially the
FUNCTION EXPOSURE PROFILES
- and, of course, the keywords.
When clients receive these Image Builders, they are
bound to pick-up the phone and inquire. with the Concerned 3P Consultant
what is the meaning of Function Exposure Profile?
What do Raw Score Percentile) Sample-Size etc. signify?
Where did 3P manage to get such an Image Builder version? (Even though, below.
each Function Profile Graph, we are writing in
small fonts.
"Developed by www. Recmitgum.com".
And to 10 consultants of 3P will provide
explanations to 25 clients of 3P! And they would do a damn good job (of
providing the virtues of the Image Builder) - since consultants are keen. that
the Client gets Correct favourable " understanding & gets sufficiently
"influenced"" (by the Image Builder) to call their candidates
for an interview (the first hurdle to appointment).
In short, in respect of those 25 Companies,
4/9
You have succeeded in
appointing 10
BRAND
AMBASSADORS!
(-not
only free 1-they Recruit guru !!) are paying you for use of
Of
course, one thing very is clear.
3P
will NOT to Send any Image Builder to any of its client, if the top part of
Image Builder carries, Recruit guru name Logo !
5/9
And this replacement /attachment should be
automatic for each & every Image Builder.
Only once (first time) 3P should create an.
"Image File"" for this strip & insert it into the. software
(Guru Mine). You will recall that, we even decided to charge Rs. 5000/= one
time, for this. facility!
A "Date/Time" Stamp can also be
incorporated at the bottom of each Image builder, so the client knows when he received
this resume.
From the modified TOP STRIP, client knows, Which
placement agency is very important, because Sent this resume. This Clients
will, very likely receive Same Candidate's resume from.. many placement
agencies.
I believe more than 50 placement agencies have
registered for FREE TRIAL.
It is Safe to has at least 20 assume that each of
them. Current clients.
That makes total of 1000 corporates!
Let us also. assume that, each placement on agency,
an average, Sends out 50 resumes
per week 200 per month.
So, 50 placement agencies, would be Sending out,
each month, same
6/9
50X
200=10,000 resumes to 1000 Companies.
And,
if, each of these 50 placement agencies, on an average, has
2 Consultants each,
that
translates into a total of 100 Consultants Sending out 10,000 resumes /month to
1000 clients
And,
then
answering / telling these 1000 HR managers,
#
What is Image Builder.
#
What is significant about it.
# how it is different from ordinary resumes. &
how it will Save their cost time.
# Where can you get "Image builders" ?
So, suddenly, you have managed to recent 100 Brand Ambassadors
who,
by promoting Image Builders, are, in turn,
promoting Recruit guru!
And when an actual "user" (read customer)
promotes your product, he is more creditable.
7/9
as compared to yourself. Afterall, you are an
"interested / biased" party!
In essence, you are placement agencies in your
leveraging these 50. marketing drive you are, literally, "enlisting"
them. Then them, you are reaching out to 1000 potential clients! 1
Now imagine if you are. able to get 500 placement
agencies to become regular subscribers of Recruit gurn. They will spread your
marketing. message to 10,000 corporates!
Take a look at enclosed advt. which I found in
today's issue of BMA magazine. You should talk to Mehul kuwadia & give him
a demo of Recruit guru Online...
Whereas, on those Я 100 agree that you should focus
large, Bombay-based software. firms, you should, in parallel, also focus on the
1500 placement agencies to whom we had sent out 2/3 emails (re: project
BARTER). Once they find that Recruit guru is actually Launched and that, they
can, straight away, start using it within minutes of registering for free
trial, then, I feel, many more. will come forward.
Please remember that, just like those 100 large
software companies, these 1500
8/9
placement
agencies, too,
are
Computer / internet Savvy
are
used to advertising their vacancies on Jobsites (as per Monster's estimate, 10%
of all adverts. released on jobsites, belong to placement agencies).
are
used to getting thousands of email resumes & have built-up huge resume.
databases on their PCs
But
where these placement agency owners CRITICALLY differ from Recruitment Managers
of 100 large software Companies, is
MOTIVATION.
These Owners are motivated by the money they can
earn. so, they will not miss a single opportunity to monetize their resume
databases They would want to leverage their EVERY WHICH WAY THEY CAN. Enclosed
advt. of Grey Cells is an example in case.
This Motivation", this "greed for
money" is" missing when it comes to professional recruitment
managers, employed by companies. Sure, if they do an excellent job of
recruiting, they can look forward to a double.
9/9
increment at the end of the year! But, at best, the
Cause/effect" relationship (between, performance & reward) is,
nebulous / tentative/ uncertain.
In them, the crucial element of
"Self-interest" is missing. It is very difficult to motivate such
persons to adopt Recruit guru! At best, they are passive/neutral | lukewarm
/disinterested.
for professional recruitment managers, the answer is rather
unclear to the question,
"What is in it for me?
To a placement agency owner, you don't need to
provide an answer to this question.
When Mehul kuwadia, sees your demo, his brain is
highly trained to figure out, in matter of seconds, umpteen different ways. in
which he can make" "money" then use of Recruit guru!
Where "professionals can only "see"
just one more a to recruitment Software | just One more Application, a business-owner will. See one more way to "make "more money"!
Sanjeev / Kartavya / Abhi
Nirmit / Sriram / Raju
#
To establish that Recruit Guru is NOT a Jobsite and it is a Recruitment self
service solution, we decided that there should be no public resume database on
Recruit Guru where we “sell” resumes. This is fine & being implemented.
#
But Tadanki now confirm, what I have said all along VIZ-
*There
is big money in selling Resume
*American
Software companies would love to purchase resume of Indian IT Professional from
Indian Job Sites.
*At
Rs.10/Resume, American companies can buy 20,000 IT Resume/year for Rs.2 Lakhs
(and save millions of dollars in the process) our pay per use model.
*But,
thru pin-point/profile based search, if they need to purchase only 5000
resume/year that would cost them only Rs. 0.5 lakhs. Instead of Rs.2.0 Lakh. If
we could offer this (sale of resumes at Rs.10each) on an independent site
(Jobseeker.com) than we can target thousands of American Companies!
Pointed
to be Noted.
>95%
of Monster India’s revenue come from Resume Access & Job Posting.
>Most
of this comes from Resume Access(let us assume80% from Resume Access/ 15%Job
posting
>Tadanki
says
(for
resume database search) we are not too bothered about the local market that
means may be 70% from USA / 10% from India
>That
means 70% of 1100 companies (customers) searching resume Database of Monster
are USA companies! i.e. Nearly 800 companies
>Each
pays Rs.2 Lakh/Year for Resume database search (IT Guys)=Rs.1600 Lakhs/Year
revenue from USA companies (Rs.16 crores)
Sanjeev – Abhi – Kartavya – Raju – Sriram
– Nirmit
Sanjeev VS Sanjeev
|
Bikhchandani |
Tiwari |
|
NAUKRI |
RECRUITGURU |
|
#Chasing IT/ITES/Pharma/ Telecom/ Insurance #Services Offered Job Listing 85%
revenue Response Management
come from Resume Database Access
These service #Naukri’s own resume Database-5/10 Lakh #Resume Dtabase of all jobsites combined 30 Lakh #Business/Revenue Model Make money from corporate subscribers by asking advance full
year subscription of Rs1/3 lakhs |
#Ditto #No plan (only Guru Ad will enable composing ads for posting elsewhere) #At present in a very limited manner #Yes-but subscriber’s own/private database search #on a parallel site primarily meant for jobseekers, we target to
have 50 Lakh resume in 5 years. # Ditto except a small initial activation fee +User lic &
balance on pay-per-use. Like other jobsites we too will be PREPAID. |
Sanjeev
12/09/03
CC:Nirmit
CC:Kartavya-Abhi
Branding /
Positioning of Recruit Guru
The
overall/main slogan of Indusind bank is “CARE AT EVERY STAGE OF LIFE”
Obviously,
they want to hook a person for entire life- birth to death! Perhaps they have realised
that it is much cheaper/easier to hold-on to an existing customer than to rope
in a new one.
In
enclosed page, I have written down their numbers punch-lines for each of their
products / services they want these punchlines to convey, in very few words,
what the bank stands for thru they want to create an image an impression to be
etched in readers minds this is a part (but not whole) of their “Branding / Positioning
exercise.
In
my note on “Positioning of Recruit Guru” I have suggested similar punchlines
for our various services. W should, boldly / prominently display these
(punchlines) both on our website and on our printed literature / brochure
(including our letterheads / visiting cards etc)
INDUSIND BANK
|
Product / Services |
Punchline |
|
# Fast Cash |
# Leverage our Network for your Convenience Operate your account from any Indusind Bank branch with the Fast
Cash Facility |
|
# Indus Senior Citizen |
# Higher interest rates and extra “CARE” |
|
# DEBIT CARDS |
# Convenience in life comes in various forms….. One of them is the indusind bank international debit card. |
|
# INDUSNET |
# Bank through the net at your Convenience Online personalized assistance available at www.indusind.com |
|
# INDUSCOMFORT |
# Multiple benefits for corporates and employees |
|
# INDUSLOANS |
# Hassle-free Personal loans in flat 16 working hours. Also on offer are car Loans, Home Loans and Loans against Shares
etc. |
Kartvya
23/07/03
Abhi
Vicky
Inder
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
resumes with the 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
# Job Site
# 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 employers) want to become our “CURRENCY EXCHANGE COUNTER”
What
is in it for him? How does he start to gain?
If
we are to solely depend upon the jobseekers only to visit recruitguru.com &
exchange their old resumes with new (image builder), 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.
Distributers saw a threat in this move they
felt these companies were trying to save their distribution costs (dealers
commission) 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 / logistic support
>After-sales service
But company 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 many Jobsites / placement agencies / HR consultants etc. by
Licensing our Guru Mine / Guru Search
(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
analysis 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!.
Kartavya
02-07-03
Abhi
Vicky
Inder
Price of Promotion
The free trial (30 days) that we plan to offer
os the price that we pay to promote our webservice.
But we must quantitatively, know what is the
except price that we are paying.
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 types.
So multiply.
|
|
Company =ABC |
|||
|
|
Transaction Types |
Tarrif CRS/Transaction |
No of Transaction during trial |
Rs. Value of free trial |
|
1 |
|
|
|
|
|
2 |
|
|
|
|
|
|
Total |
|
|
|
Then tabulate a SUMMARY
Price
of Promotion
|
Sr No |
Company Name |
Free Trial |
Rs. Value of free Trial |
Cumu. Rs. Value |
If Company became regular subscriber first
payment amount |
|
|
|
Start Date |
End Date |
||||
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
This Summary table will tell us
# Revenue loss due to free trial (individual
company wise & cumulative as of any date)
# Amount (of loss) “re-couped”/”recovered”
thru company / companies becoming regular subscribers at the end of free trial.
It is also possible that the “Rupee Value of
free trial usages” could throw some light on usages patterns of different companies.
(-all free trial subscribers are quite
unlikely to have the same / similar / identical patterns of usages of different
transactions, some may do more conversions but less searches whereas some
others may have exactly opposite pattern of usages, 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 mere 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 for ever and
the accuracy of our predictions will keep improving with each passing month!
Being able to predict the likely trend the
likely no of transaction 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 band with & 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”
Kartavya 23/06/03
Abhi
Inder
Nagwekar
Lessons To be
Learnt
See enclosed article “Two-Luck 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
become clear as you go along. Basic marketing strategies remain same.
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 Since, it came
on to the market, last your two-luck chuck has become the fastest growing
wine in the history of America’s wine industry. Two luck chuck accounted for
15 % of the wine sold in California in the first 2 months of this year. No Single
brand, has ever had, that kind of market share It Has become a
CULT wine. Shoppers carting
it way, not try case but by the carload. You have to try
it and then spring it on your friends alongside more expensive wines to see
if they can tell the difference. The appearance
of such cheap wine in America however is something new made possible by an
unprecedented oversupply of grapes in California. A series of
excellent Vintage Health benefits
of wine Ageing badly boomers
started drinking more of it. The dollar rose
making imported wines cheaper. It is Cannibalising
sales of mid-market wines below $10 a bottle, forcing produces to cut prices. Two-bucks-chucks
low price means it is reaching new markets and changing patterns of wine consumption. |
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 inhouse legacy-system
& then remain forever, at the mercy of software vendor! This is a
repeat of DOCOMO story (40 million mobile users in 1000 days i.e. Are
40000/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. Obviously a huge/huge
untapped market existed for a cheap / affordable wine for middle-class
Americans. Maybe they wanted to explore / experiment wines (having bean
fed-up with bear / 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 wild-fire! We must
position Recruit Guru as the poor corporates option but here the comparison ends! Although Recruit
Guru, would be Cheap as compared to legacy system 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, far this reason and not become it is cheap. We hope that
when jobseekers receive their Image Builder version, they will show it to
their friends / colleagues, who will instantly 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-professional (HR / Recruitment Mgrs. Of other companies)? How do we bring
this about? SUPPLY-SIDE India produces
over 1 lakh IT pros (college graduates) annually-may be so lakh
college-graduates of all kinds annually ( from a net increase in population
of 18.3 million / year!) DEMAND-SIDE Demand for
IT/ITES is booming. So is demand for professionals in Telecom / Insurance / Retailing
/ Financial services / Auto / Health services / Infrastructure 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 million of rupees in Advt. costs & of course
“Subscription-costs” on Monster / Naukri etc. for Resume Database search (7
Lakh Resume 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!) 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! When we offer
to 50000 corporates, 7/8 lakh resume 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 -Jobs Ahead
charging Rs. 1.7 Lakh/ year -Job street
charging Rs. 0.5 lakh / year -Naukri
charging Rs.1.5 / 2.0 lakh /year 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 @would have, assuming we manage a MILLION resumes. But they can
survive on @by becoming Recruit Guru LICENSEES (see HYBRID model note) |
Want an Interview
Call- TODAY?
Use ImageBuilder
Dear
Do you wish to ensure that next time you apply
for a job anywhere, your resume definitely gets shortlisted for an
interview-call?
I will show you, how.
Take a look at the attachments, You are right.
It is your own resume, received by us sometime back and transformed into an
ImageBuilder.
Even in a heap of 1000 resumes, no recruiter
can miss it and fail to be impressed by it!
So, next time you apply, send the ImageBuilder
version only after filling in the “Career History” section, and editing for
missing details.
That would be your lucky day!
Also email to me a completed copy of your
ImageBuilder at upload@recruitguru.com to update our own database, which, we will
upload on our website
(www.RecruitGuru.com) in due course. When I receive your duly
edited ImageBuilder (complete with CAREER HISTORY), I promise to email to you a
database of 1000+ biggest recruiters of India (name + email id) including
Placement Agencies.
Once we do that, you will start getting
interview-calls from our Corporate subscribers (which include hundreds of
Placement Agencies), who get to shortlist your resume on our website.
Wishing you Good Luck!
Abhinandan K
P.S
# When you use, Interactive Response Page, it
will ensure that you get quick response from the Advertiser. Make sure to use
it, to gain competitive advantage over other job-applicants.
#If your friends / colleagues want an
ImageBuilder version, ask them to email their resumes to imagebuilder@recruitguru.com this service id FREE.
#Since our resume database is growing is at the
rate of hundreds of resumes daily, in future, the overall population and the
“Sample Size” in your Functional Exposure Profile, will keep changing
daily-along with your percentile score, so if you want to get latest profiles,
just email your unstructured email resume, once again to imagebuilder@recruitguru.com after few days.
#If you have any queries / comments, send
these on queries@recruitguru.com
RecruitGuru
In the already overcrowded e-recruitment
market, comes a newly launch product with a difference www.recruitguru.com there is no huge, upfront annual subscription.
Its service can be activated with a nominal activation-fee. It is a pay-per-use
or pay-when-use or tariff-based self-service, much like a prepaid SIM card of a
cellphone. The subscriber can customize what services he wants to use and when.
A transparent and powerful Admin Tool (Flight Deck) places entire control in
the hands of the subscriber, He can monitor and modify usage-pattern of all the
authorized recruitment managers of his company at anytime and in any manner of
his choice. Subscribers can create their own private / secure resume database
on RecruitGuru (which no one else can access). Artificial intelligence based,
self learning software of RecruitGuru, will automatically convert plain email
resumes into a structured and searchable database, without human intervention!
So, thousands of email resumes accumulated by a corporate over the years,
overnight get transformed by a corporate over the years, overnight transformed
into a database. Now, instead of re-advertising same or similar vacancies again
and again, all that the subscriber needs to do, is to search his own or secure
database, using RecruitGuru’s powerful search engine. This one feature alone
can save lakhs of rupees in advertising cost. Annually. As its homepage of proclaims,
it could well be heralding in the future of recruitment web services.
Kartavya
02-07-03
Abhi
Vicky
Inder
Price of Promotion
The free trial (30 days) that we plan to offer
os the price that we pay to promote our webservice.
But we must quantitatively, know what is the
except price that we are paying.
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 types.
So multiply.
|
|
Company =ABC |
|||
|
|
Transaction Types |
Tarrif CRS/Transaction |
No of Transaction during trial |
Rs. Value of free trial |
|
1 |
|
|
|
|
|
2 |
|
|
|
|
|
|
Total |
|
|
|
Then tabulate a SUMMARY
Price
of Promotion
|
Sr No |
Company Name |
Free Trial |
Rs. Value of free Trial |
Cumu. Rs. Value |
If Company became regular subscriber first
payment amount |
|
|
|
Start Date |
End Date |
||||
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
This Summary table will tell us
# Revenue loss due to free trial (individual
company wise & cumulative as of any date)
# Amount (of loss) “re-couped”/”recovered”
thru company / companies becoming regular subscribers at the end of free trial.
It is also possible that the “Rupee Value of
free trial usages” could throw some light on usages patterns of different
companies.
(-all free trial subscribers are quite
unlikely to have the same / similar / identical patterns of usages of different
transactions, some may do more conversions but less searches whereas some
others may have exactly opposite pattern of usages, 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 mere 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 for ever and
the accuracy of our predictions will keep improving with each passing month!
Being able to predict the likely trend the
likely no of transaction 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 band with & 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”
Dear HR Chief
You have everything to Gain.
Do you have a mountain of instructed email
resume? – thousand and thoroughly “unsearchable”?
Would you like to convert these into a
structured / searchable database? Also each resume to look like attachment?
our GuruMine, Artificial Intelligence software can do just that at the rate of
1000 / Hour!
Within next 4/6 weeks, you will get to use
this personal analytics software on our website www.recruitguru.com
Log in now and register for a 30 days Free Trial
absolutely free-no obligation.
During these 30 days.
#Convert into a structured / Searchable
database all those plain email resumes lying lurid on your hard disk.
This will be your own PRIVATE / SECURE
database, which no one -not even us can access. Only you can access, using your
User ID / Password.
If you wish, you can even download on your
local PC, all of these converted resumes.
Conduct any number of Searches and shortlist
candidates. Then send out interview-call emails.
Download on your local PC, Recruitguru’s database
of over 60,000 resumes! Free! Why should you pay in advance Rs. 1Lakhs to other
Jobsites, by way of “Subscription”?
And if you are not overjoyed at the end of 30
days Free Trial, you have no obligation to subscribe the manage amount of
Rs.5000/- for continuing to use our Pay per use Recruitment Webservice
So Register now.
You have everything to gain and nothing to
lose
With Regards
Abhinandan.
Kartavya
07-06-03
Abhi
Nagwekar
Inder
Anshu / Vaishali
Email Campaign
Marketing of Webservice
Enclosed find draft of emails that
inder may consider sending out to corporate to market promote our Global
Recruiter webservice:
These are
1.Early Adopter
2.HR Performance Report
3.Mountain goes to Mohamed?
4.Needle in the haystack
5.Water water everywhere
6.choice is yours
7.The Right candidate (project PINCER)
8.Compose & Broadcast
E-mailing should start only after the
webservice is launched commercially.
A product launch must never be
undertaken, without product being available on the shelves of thousands of
stores across the country!
After seeing the advt in newspapers /
TV, if customers rush to the stores & do not find the product, then they
will never come back!
Another Thing.
Email circulars should be “spaced-out”
at 10/15 days interval.
After each email circular we must
check-out, who & how many have reopened positivity and become actual “Early
Adopters” by filling in “Temporary Regi Form”
Their names MUST be deleted from the
mass-mailing list before pushing-out the next circular.
This (removal) is very important
otherwise an early adopter will get irritated! He will get a very poor opinion about
us!!
And on every UI screen, there must be
a link
NAMES of Early Adopters
May be, it should be on homepage also.
Ever a corporate HR Manager, who never
received a single of our email circular would want to become an early adopter,
the moment he clicks on this link and finds names of some “heavyweight”
companies Hence this is very vital.
Circular #7 (The Right candidate) is
our main Battle tank, under Project PINCER.
So, this Circular must be launched
FIRST.
Under Project Manhattan we have
received nearly 87000 resumes against advts. Released by approx. 3000 unique
corporates. So if we do not apply any cut-off then circular #7 will go to these
3000 companies.
And because we are offering them these
87000 resumes (Butterfly version ONLY), FREE there is a good chance that, some
500 may click on our link (embedded in the circular) and may be 100 out of
these may become early adopter by filling in online “Temporary Registration
Form”
Before we send-out the SECOND circular
(whichever) we must find out how many have already become early adopter, as a
result of the first circular.
Then this info must be “plugged” into
the SECOND circulars are suitably impressed!
And this process must be repeated
again & again before sending-out next circular.
If, the no of Early Adopter Keeps
growing with each circular it would have an avalanche effect (re-inforcing)
In the meantime, we have pulled the
plug on Project Manhattan!
But Long Live Manhattan as an institution of
experimentation / innovation which must never end!
Project EGO / CYBER / PINCER are all
examples of our desire/willingness to innovate.
With Project Manhattan, we paid the
price of some embarrassment / loss-of-face (beside Rs.1 Lakh)
But without those 87000 resume we
could not have perfected our extraction logic (in GuruMine) nor could be have
created those “Function Exposure Profie”!
Without Project Manhattan, we simply
could not have developed Resumine!
-nor project EGO
-nor project PINCER.
Dear HR Chief
07-06-03
Early Adopter
Early adopters are looking to your
innovations to serve as a change agent, they want to do things differently.
John Beck / Michael Wade in their book
DOCOMO-Japan’s wireless Tsunami
According to Beck/Wade, “----early
adopters are shopping for productivity improvement.
I suppose for you, productivity
improvement means, being able to search thru thousands of email resumes which
you are receiving (or have received) in matter of minutes and be able to
shortlist / line-up 5 candidates for interview on Friday afternoon.
If so, by this afternoon, you would
want to convert your unstructured email resumes into a structured / searchable
database, where all your resume look like sample I Attachment.
Entirely and immediately possible.
All you need to do is click on
3P Webservice Early Adopter
And you can exploit our innovation (for FREE)
to hire
*Whom you need
*When you need
*Where you need
With Regards,
Dear HR Chief
HR Performance
Report
Would your next report to corporate Management
read,
“Our total cost of hiring came down from
Rs.76000 per position filled to Rs.16000 per position – without addition of staff
or any investment in HR/ Recruitment software packages we expect this trend to
continue during FY 2000/04”
Sure you can write such a report, if you
#Stopped releasing job-advts in newspaper
(each costing Rs.2/3 lakhs)
#Start searching thousand of email resume that
you have received during last 6 years so that you can locate the right
candidate from your past responses
But your problem is,
Your email resumes are totally unstructured,
and therefore as good as unsearchable. You are most likely sitting on a
goldmine but you have no method to refine the gold!
You wish your resumes were as structured and
as meaningful as the sample in the attachment
Then you can search 10000 and shortlist 6
within 3 minutes!
To make your wish come true, click here
3P Webservice Early Adopter
It is FREE
With Regards,
Webservice support
Dear HR Chief
Mountain goes to
Mohamed?
Do you have a mountain of unstructured email
resumes? Thousands and thousands, and thoroughly “unsearchable”?
Would you like to have a Magic wand, with a
single wave of which you can instantly convert all of these, to look the sample
at attachment?
We call it, the Butterfly, but that is beside
the point.
What is important is that your mountain of
email resumes, suddenly comes a live with 100000 Butterfly-versions, where you
can find the one you want within 3 minutes-completely searchable / structured
database
And to avail of this FREE service, you don’t
have to come to us. We will come to you, with our Artificial Intelligence
software-your magic wand. To find out how just click here-3P webservice early
adopter.
With regards,
Dear HR Chief
Needle in the
haystack
In corporate world, haystacks have re-appeared
in the form of emailed resumes.
Hundreds and thousands of these-you may not
even know, precisely how many in which section.
But hidden amongst these thousands somewhere,
is the one, which you desperately need-right now.
And you have no way to find it within next 3
minutes-or even next 3 days!
Do not despair.
With just one mouse-click, you can, now convert
those thousands into a “structured” database, where you can find the exact
resume that you badly want, within 3 minutes.
And that structured resume would look like the
sample in attachment
And all of these structuring will take place
automatically-literally without human intervention.
All you need to do to avail of this FREE
service, is to click here
3P
Webservice Early Adopter
Find every needle in the haystack-every time
to fill all the vacancies in 7 days flat.
With regards
Webservice support
Dear HR Chief
Water Water
everywhere
-Not a drop to
drink!
Do you have an ocean of email resumes but not
one that makes any sense?
Would these thousands of email resume make
sense, if all of these were to get magically transformed into their Butterfly “avatar”
like the sample in attachment ? -Automatically!
And, would it make more business-sense, if all
of these thousand, instantly create (automatically, of course -without human
intervention) a searchable database?
Sure it dose, especially when you get this service
absolutely FREE!
Just click here
3P Webservice Early Adopter
You will never go thirsty, anymore
With regards
Webservice support
Dear HR Chief
Choice is Yours
Feeling frustrated?
Because you are receiving hundreds of email
resumes against your Job-advt but just don’t have enough time to,
# Go thru each & every carefully
# Make a mental note of skills / knowledge /
experience / Education / functional exposure etc.
# Rate each resume as, “Excellent / Good /
fair / Not Suitable”
# Create a structured database (of all these
hopelessly “unstructured” resume) so that you can search this anytime in future
before you decide to re-advertise similar / identical positions.
# Send out interview-call emails to candidates
shortlisted by searching your resume database.
But, now there is no need to feel frustrated.
When yo use our webservices get automatically
converted into a “Structured Database” thru application of our artificial
Intelligence software, ResuMine.
This self-learning knowledge-based software,
even extracts the Keywords from the emails and plot a graphical Functional
Exposure profile of each applicant.
The entire structured database created by
ResuMine, becomes instantly “Searchable” using a no of sarch-criteria, thru
application of our unique search-software. ResuSearch.
Here is your proof
Take a look at attachment
These are job-advt released by you during last
few months, on various websites. Last column shows the no. of resumes in our
own database which match your advertised criteria.
But these are ordinary unstructured email resumes,
which we “structured” using ResuMine.
You can see a sample at attachment and we
offer, all of these to you FREE (for downloading on your local harddisk ,if you
wish), when you decide to become our webservice Early Adopter. (click on this link)
Choice is yours
With regards
Webservice support
Dear Recruiter
The Right
Candidates?
Attached find a list of job-advts. Released by
you during last few months, on various Jobsites.
In the last column of attached tabulation, we
have shown against each of your job-advt, the no. of resumes that we have in
our resume database which meet your advertised criteria.
Enclosed SAMPLE RESUME, will convince you that
some of these could be the right candidates for your requirements.
All these resumes are yours absolutely FREE, when
you subscribe to our webservice. As an early adopter, we offer you 30 days FREE
trial of our webservice.
To find out how click here,
Global Recruiter
Webservice-Early Adopter
When you do, you may never need to advertise
again! You will save LAKHS of rupees!
With kind regards.
Proactive
Marketing of Webservice (composing Job-Advt)
Dear Recruiter:
Compose &
Broadcast
Attached find a list of Job-advts released by
you during last few months, on various jobsites.
It must have taken you many hours to construct
/ compose each of these jobsites. And quite likely, once these get deleted, you
have no record / no database for future reference!
Now you have an option a much more efficient /
productive option.
When you subscribe to our Webservice, you will
get to compose your job-advt in matter of minutes, using our ad-compose tool.
Then upload it to any number of jobsites, at the mere click of your mouse!
And the hundred of unstructured email resumes
that you receive, will get automatically converted into a STRUCTURED /
SEARCHABLE database (see AMPLE), which you can search anytime in future, before
releasing next advts.
Cannot believe? For a 30 day FREE trial click
on
Global Recruiter webservice-Early Adopter
With kind regards,
Kartavya
06/02/03
Webservice
A Few Stray thoughts
# Free Trial
Let us keep this at 1 month or 500
resume-conversion whichever is earlier during free trial , we should NOT allow
“Bulk-conversion” feature. They would have to convert one resume at a time.
At free trial stage, I want greater active
usage of the tools by senior HR executives. It is them that we wish to impress
/amaze if they get impressed, they will decide to subscribe if 500 resumes get
converted with just ONE click, there will be nothing to impress!
Even for Free Trial we should make the
potential subscribers to fill-in our online Registration Form. At this stage,
they need not fill-in
# Cheque / DD no & date
# Cheque (Rs.) Amount / drawn on Banker
# LOGO
Could we think of a feature whereby the
subscriber can “Paste” his company’s LOGO in some corner on his own? We can
decide the size of the logo.
Practical Value
If the subscriber is say a placement agency
and it wants to forward (email or print) this particular “Converted” resume to
his own client, he would be very happy the resume would carry his logo (-may be
even his address?)
If someday 20 REA member companies all become
our subscribers and all of them are sending email / printed resumes to say
GODRET (may be even for the same search-assignment) than such a feature would
be extremely attractive!
This (argument) is also valid for a large No. of software
companies (who are our first targets anyway) most of them are in Body-shopping
business. They send thousands of resumes everyday to their USA/UK clients.
Should they decide to send converted resumes,
they would certainly appreciate this “Company-Logo” feature.
This feature can be extended to include
-Pasting colour photo of candidate
-Conversion-date /date being sent
-Sender’s name / designation /email ID
-Position / Job Advt against which the
candidate sent his resume (optional?)
OR
Position for which he is being recommended (to
overseas / domestic client / employer) by the placement agency / body shopping
company.
In an earlier note, I have mentioned that the
subscriber should be able to conduct search, by “Job Advt No” (against which
all the candidates have applied / reoponded)
In real life, what will most likely happen:-
-Searcher did not even assign a Job-Advt No
- He dose not remember the Job-advt. No
But he will always remember the “Vacancy /
Position Name”
For which he had released a particular job-advt,
either on jobsite / print media, so it is important to provide a search by
Position Name (-may be even by Candidate-name)
EGO-VALUE
Being
able to see your company’s logo on each & every webservice page, would go a
long way to inflate the ego of the subscriber. It would give him an impression
that the webservice is “Customized” for him.
Multiple Users
from same Company
Typically large / diversified / multi-unit /
multi-location companies, would like to take-out just ONE subscriber-account
for our webservice and then make it available to a dozen of their HR /
Recruitment managers, spread across the Country.
They will insist on this feature.
This means in the online “Registration-Form”
they should have a provision to enter a large no of
# Usernames (with Desig / Location)
# User ID’s
# Passwords
All of whom can concurrently use the service.
The Chief HR Manager alone must have the
rights to edit (add/delete) this list. When some HR Manager resigns obviously
the chief would want to “Block” the service to him and replace his name with
the name of new incumbent.
“RESEARCH” Alternating between a subscriber.
# OWN database and
# 3P’s resume database
Initially each subscriber will have a
relatively small OWN database of converted resumes. So, when he conducts a search,
he may get a few results simply not enough.
At that point, he should be able to click on
And be able to conduct a search on 3P’s
database Even “search parameters can be passed in some cases.
Of course, when searching 3P’s database, he would
only see PEN but not the name/address etc. But he can shortlist / create a
shopping-cart & forward it to us (which must get automatically entered into
OES & automatically acknowledge & email our “PROPOSAL” next screen
after INQUIRY screen OET1)
This “automatically” is crucial because when
we depended upon humans in last 5 years not a single shopping cart was
acknowledge / replied to! No wonder corporates stopped conducting “Resume
Search” on our website! They even stooped posting Job-advts on our site!
This (lack of customer-Responsiveness) was the
single biggest factor for failure of our website to attract corporates.
And candidates, do not post their resumes on a
website which is not visited by corporates!
By giving to our webservice subscribers, an
option to search 3P’s database (which would always be much bigger than their
own database) we may be able to “REVIVE” their interest.
Thru Project Manhattan, we got follow-up resumes:
Dec-15000
Jan-10000
Upto 7th Feb-5000 we could expect
to cross 30000 in Feb
None of these are uploaded on our website.
In addition there are earlier received (during
last 4/5 years) some 70,000 email resumes, which are also NOT uploaded on our
website. So, altogether, there is a backlog of over 100000 email resumes to be
uploaded.
And this backlog will grow @1000/2000 per day,
if project Manhattan works.
When RESUMINE is ready we should test it on this
1 lakh resumes & thru upload those on our website. Of course, each candidate
will need to be informed of his/her.
-Username
-Password
-PEN
Thru appropriate (MASS?) email (automatically)
Editing of “Structured” Database created by
RESUMINE.
Our automatic email mentioned earlier, should
contain an attachment of structured database of that candidate, “as extracted
by RESUMINE”
Our covering letter, should ask the candidate
to edit it & return to us (smart email?)
Our structured database should contain most of the “fields” mentioned in
my note dt.21-01-03
We should tell him that if he takes the
trouble / effort to fill-in the missing “Values” / edit the wrong values his
profile will become COMPREHENSIVE.
At anytime in future if one of the Values
undergoes a change, he would be able to UPDATE / EDIT his resume on our website
by simply emailing to us, his corrected profile!! And his resume / profile will
get updated AUTOMATICALLY on our website!
-No logging in
-No Password /User ID
-No Searching / editing online
What is more
If software will plot the TWO GRAPHS
automatically / online and he would be able to take print-outs which he can use
anytime he wants to apply for a Job!
Such a promise would be a powerful incentive
to him, to take the trouble to edit /fill-in missing values from his structured
resume.
Submit Resume Webforms
(6types) on our website
Yesterday, Raju gave a brilliant idea. If we
claim that our RESUMINE is a terrific & accurate tool, which can extract
all kinds of values automatically and even graphically display the competence
profile on the fly then why dose our website asks a jobseeker to fill-in a structured
submit resume form?
This is like saying we don’t believe in our
own medicine! A very very negative statement indeed!
On the other hand imagine our submit Resume
page to consist of the following.
Dear Jobseeker
Enter the world of Artificial Intelligence enter the word of our
RESUMINE software.
To submit your resume on this website, you do
not have to fill-in Any form In the block provided below simply paste your
ready / unstructured / email resume and watch what happens right before eyes, in the next few seconds!
Your unstructured email resume will get
automatically converted into a structured database, making it easily searchable
by online Recruiters, using multiple search-parameters.
And the graphical Competence profile generated
by our Artificial Intelligence Software, tells the online Recruiter:
This is a many splendored Person here! His /
Her personality has many facets. His /her competence has many dimensions He /
She possesses diverse strengths. His / Her insights has varying depths. He /
She is cast into many moulds of experience & expertise.
Nothing even comes closes to RESUMINE when it
comes to projecting your image to online recruiters.
To discover this wonder simply paste your
unstructured /email resume in the following block:
NOW witness the metamorphosis
To ensure that your STRUCTURED database is
complete in all respect and that you have not missed out any vital data in your
email resume, download edit and return to us this database thru our SMARTMAIL.
When you return the edited smart mail TO US,
YOUR Database gets automatically updated! No need to log-in and remember User
ID / Password!
And you can keep editing “offline” & uploading your database, whenever you
want as often as you want, never worrying about Password!
Kartavya,
In
Course of time, we would come-up with ARGIS- the “reconstituted” resume when we
do, we will allow / permit the jobseekers (who submit their unstructured email
resumes on our website), to download /
print their own.
RE-CONSTITUTED
RESUME
From our website.
Thereafter they will start using only such re-constituted”
resumes whenever they want to send their resumes to any company, simply because
such re-constituted resumes would be SUPERB in their presentation (incl.
competency profile)
Thereafter no jobseeker would ever again use
his unstructured email resume. If he dose he knows, it would never catch the
eye of the recruiter and most likely get thrown in waste paper basket or get
deleted (if email)!
So, to be able to compete with all other applicants
who may be sending in their “re-constituted” resumes to an employer, every
Jobseeker MUST fall in line. He has to have a level playing field! Such
“Re-Constituted” resumes will always carry our LOGO fairly prominent.
So, every Corporate receiving every
re-constituted resume from every jobseeker against every job-advt, is
constantly reminded UBIQUITOVS. We must aim to become THE INDUSTRY STANDARD.
For recruitment industry, we must become MICROSOFT!
This would be VIRAL MARKETING at its best of
the kind HOTMAIL did it with it free email service & now must have > 50
million users worldwide.
We must make 3P a brand that is recognised
around the world. ARDIS & ARGIS have the potential to do that.
To extend the
concept of VIRAL MARKETING
We could even imprint our LOGO on every email
resume converted by every placement-agency, who subscribers to our service. But
in their case, we would need to be very in-offensive!” they would most
certainly NOT our LOGO on their resumes! They would like to have their own logo
-which is obvious/ natural.
Perhaps, like free email service of HOTMAIL or
YAHOO, we could think of placing a line at the bottom, in fine print (small
fonts) saying:
Every corporate receiving every resume, from
every placement-agency, would become aware that 3P is the provider of this
service. Out of curiosity, he may click on our link & learn about RESUMINE
/ RESEARCH and may decide to subscribe!
Once again with the concept of competition
keeping up with the Joneses works here too.
If
I am PSS search services or Ma-Foi or ABC and I find that my completive
Shilputsi is sending Reconstituted Resumes to their clients, whereas I am
sending plain email resumes thaen I would get worried that my email resumes may
never get noticed amongst SUPERIOR resumes sent by my competitors! A Situation
that I can ill-afford! This would pose
to mw, a serious competitive “Dis-advantage”!
So I have no choice but to join the rest in
subscribing to 3P’s webservice!! If you can’t lick them join them!
So, we have a combination of VIRAL MARKETING
& FEAR PSYCHOSIS
Which is a deadly combination.
VIRAL MARKRTING
(CONTINUED)
This will have 3 Stages:
Stage 1 – (when we have just 10/20
subscribers)
Following tabulation will appear on webservice
page:
|
Sr No |
Name of Subscriber Company |
Light up if online |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Stage 2 – (When we have say 100 subscribers
and it is not possible to display names
of 100 Compaines)
|
Total No.of Subscriber 100 |
|
Subscribers logged in at this moment |
|
|
|
|
Stage 3 –(When we have say 1000 subscribers of
whom 120 have logged-in at this moment)
|
Total No: of Subscribers 1000 |
|
Subscribers logged-in at this moment 120 |
Clicking on these links would reveal the
names. Remember that if big-daddies become our subscribers, rest will follow.
Integration with
SAP / BAN / PEOPLESOFT
See
enclosed report on interview with Gopal Madnani- M.D Baan It lists companies
where BAAN ERP software is installed. These also happen to be companies hiring
a lot of executives and receiving a lot of email resumes.so these are obviously
our “Target” group.
Madnani talks of
®Interoperability
®Open platforms (XML) / HR.XML
®Best-of-Breed solution
®Applications talking to each other.
®Making application web enabled
®Self-service
®need for “Customization”.
I presume our RESUMINE / RESEARCH (and all of our
subsequent modules) will fulfil above mentioned criteria.
When we are ready, with a good DEMO version it
may be worth showing our product to SAP / BAAN / PEOPLESOFT (of course, individually)
if they are impressed with our demo they might on their own, offer to integrate
our product into their ERP packages. If they offer to us a fat “Royalty” (for
every installation of their ERP Packages), we may consider advantage of such
integrating our product into these ERP packages are:
®We do not have to spend a lot of money in
independently marketing. We will ride “piggy-back” on their packages.
®At one stroke our Product finds the whole
world as our market-rather than just India! We get a global presence overnight.
®An “acceptance” by SAP/BAAN/PEOPLESOFT, (for
integration into their main offering) can make it easy for us to approach
ORACLE (whose India CEO we found) & Microsoft to help us (of course, free
of cost!) with their latest technologies to make our product robust of
accessible from a wide variety of devices & networks. Of course, it can
also work other way around. A collaborative arrangement with ORACLE / MS can vastly
facilitate, acceptance by SAP/BAAN/PEOPLESOFT what should be our strategy?
>VIRAL MARKETING (CONTINUED)
We have 1 lakh email resumes in our databases.
If we convert all of this & email
back their Reconstituted resumes (including their competence profiles) then,’
Will each of these person talk to 5 friends about
his / hr amazing experience?
I feel , Yes!
What are the implication?
3P becoming “website-of-choice “for millions.
Because 5 lakh “friends / colleagues” of these
1 lakh resume-owners will themselves, paste (not post) their own email resumes
on our website to experience this online “MAGIC”!
And if these 5 lakhs are also equally amazed,
the next wave could comprise of 25 lakh! Geometric progression!
What
we need is a technological WIZARDRY (K.Lal & hid Mayajal!) to make our be
our RESUMINE, a killer Application !! resume could be our RESIMINE, a killer
Application !! Resumine could be our goldmine!
>Making Money (Pay-Per-Use)
We have already fixed.
®Rs. 10/-per resume conversion
®Rs. 10/-per resume Search
How about charging,
®Rs.2/- every time “Email” button is clicked.
®Rs.2/- every time “Print” button is clicked.
In most companies, resumes are evaluated /
assessed by line-managers such as production Mgr / Mktg Mgr / R&D Mgr…etc…
HR Managers, usually puts to email a resume (converted
resume of course) to say 4 colleagues, he need to click 4 times so that we can reduce
his balance by Rs.8/- same with No of Print copies no of print copies.
Can you think of any other transaction which
we can charge?
>Integrating MS Thesaurus with Keywords
I
consider this one of the most “fascinating / mesmerising” effect. We must
incorporate this in beta version it self even if it mean taking one more week.
Same
logic applies to moving cursor on any “Competence Profile” far and a box
telling you what keywords are missing the Enigma-Effect would be devastating!
>Self-Learning Software
Whereas
we cannot claim that our software is “self-correcting” as long as all words
from all the resumes converted, on a continuous basis (once a week should be
good enough) recompute / recalculate the Frequency of occurrences of each
functional profile.
Of
course I appreciate that we may not be able to recompute / replot the competency
profile graphs of thousands of resumes every week. But all future / incoming
resumes will benefit.
Now it is 3rd March or bust!!
CC:Abhi
Kartavya
18-01-03
Abhi
Inder
Webservice
Enclosed find some “Requirement / Features”
that we should incorporate in webservice.
This is not a comprehensive list. I suggest
three of you sit together and decide this list. Maybe you will come up with
some fresh ideas.
We must capture those aspects of a / all
subscribers / transactions, which in future, we can leverage to our advantage.
|
Sr |
Statistics / Data about “Webservice” |
Concerned Subscriber only |
All the Subscriber |
3P Only |
|
1 2 3 4 5 6 7 8 9 |
Amount paid / balance to the credit. Each type of transaction carried-out (eg:
Convert / search etc) Daily / weekly / monthly / yearly by any given
subscriber Ditto- by ALL subscribers put together. Transaction – Breakup No of Resumes Converted -Industry Wise -Function Wise -Designation wise -City wise -Age wise -Edu wise -Salary wise etc. In nutshell, we should capture all info /
data about each 2 every transaction / resume except for name & contact
info of the candidate. Such Aggregated data about ALL the resume converted /
extracted by any subscriber can be plugged back into the respective
subscribers SEARCH interface enabling him to know precisely at any point of
time WHAT is the BREKUP of my RESUME DATABASE?? The “data / info” mentioned in 4 above
should be aggregated for ALL subscribers on a continuous basis, for viewing
by 3P only. On our webserver we should aggregate all
searches ever carried out by a given subscriber. This (statistical analysis)
will tell us. -Who (which corporate) is on look out For -Whom (what kind of executives) In essence, we compile a comprehensive
Searching History (searching profile) of each & every subscriber of our
webservice. This (statistics)is our MARKET RESEARCH it will enable us to
conduct PRO-ACTIVE MARKETING (of our own resumes / candidates) which is
sharply focused on each subscribers UNIQUE manpower needs. This is PIN-POINT
marketing / Targeted marketing! After a period of 2 years (by which time, a
subscriber is so deeply hooked to our webservices, that he simply cannot live
without it) our webservice will start OFFERING candidates from our own
Resumes database every time a subscriber conducts a search transaction. A subscriber should (must?) see in a window,
how many of his own managers are concurrently logged onto our webservice can
he possible see (in same window) Who are these co-managers? In big companies,
central HR dept may like to keep track of this aspect. If central HHR dept has given out log-in /
password to 5 users dept managers, Central HR dept may also want to know
which dept (mgr) has used which web service (convert/ Search) & when
& how much? A kind of LOG.
Central HR dept would certainly like to know -who is converting how many resumes -who is conducting how many searches & why
(i.e to fill what Vacancies?) Central HR dept may even want a built in
SECURITY feature whereby, no dept manager can conduct a search / tabulate the
short-listed candidate & simply e-mail it to someone outside the
organisation! Data leakage!! We will enter cheque payment details in the server
thru an ADMIN TOOL in the A/C no of concerned subscriber & an auto email
should go out to concerned subscriber re: his A/C status of course he too
should be able to ACCESS his own consolidated
payment history & balance to credit at anytime directly, on his own An auto
email should also go out when a balance left in a subscriber’s account
reaches a certain minimum level. 3P Admin should also be able to see, at
anytime a subscriber’s status. What happens if we raise our tariff for any
particular webservice? Or even lower it? Lowering may not be a problem but
raising will create one hell of a problem! I suppose simple & moral rule
to follow is that the new upward revised price will apply only after current
balance in suppliers A/C gets exhausted. At any time we at 3P should be able to check
out / find / view instantly |
|
|
|
®How many subscribers do we have at this
moment? (if this become a respected figure, we might even want ALL interested /
potential customers to be able to see this figure! We should even see the Names
of all of our subscribers! A good / strong “Reference-List” is always our
best-selling point!
®How much Total balance is lying to all
subscribers credit? (Tells us approx. amount of service remaining to be
delivered)
®How much Subscription payment” received any
particular day/ month / quarter / year- graphical (line graph for cumulative)
for-days of months – months of year
®% increases of subscriptions & Transaction
(day on day / month on month / Q & Q / year & Year)
®Who is our “best / biggest” client?
Who is
our “Least / smallest client?
(Ascending / Descending order analysis of -Payment
Amount – No Of Transaction (per month/Q/Year)
®Which 20% of our clients give us 80% of
business (in No of transaction should suffice?)
®First time CLIENT REGISTRATION FORM should
capture enough data about a client in terms of
-Size (Turnover / current Employee strength)
-No of Factory locations (Names of Cities)
-No of office locations (names of cities)
-Product / services
-Industry-Names (dropdown)
-Average Employee Turnover
-unionised category
-sup & above category.
We should give an Exclusive Page to each &
every subscriber of our webservice, so that whatever resumes arrive from our
partner cyber cafes (under project LOCK-IN) could be deposited in the exclusive
EMAIL BOX of each subscriber.
You
have so many email resumes lying in your exclusive email box would you not like
to convert these into a structured database (and thereby make these searchable)
using our WEBSERVICE?
This could very well become a self-fulfilling
prophesy!
Our server makes money from partner cyber
cafes (for resume-blasting) in the first place more money (from our webservice
by converting these resume!
No comments:
Post a Comment