EXCLUSIVE PAGE

Name -

Add. -

Phone -

Fax -

Employer -

Designation -

B'date (Age) -

Salary -

Edu. Quali -

Exp. -

• Yrs. with Current Co. -

Past Employers -

Function -

References -

EXEC. DATA. $\uparrow$

Name -

Address - R.O.

• Br. Off.
• Reg. Off.
• Factories

Products / Industry -

Collaborators -

JV Partners -

Financial Results -

Phone -

Fax -

E-mail -

URL -

Directors' Names

(& addresses)

Other Executives -

Public Ltd / Pvt. Ltd -

New Projects -

CORPO. DATA $\uparrow$

**

Kartavya

Abhi

Inder

Nov. 23, 2002

$1/2$

EXCLUSIVE PAGE

(for a corporate filling up our online

Software Package Questionnaire)

As soon as duly filled-in questionnaires start arriving, within 48 hours, we should send-out (email?) "Username / Passwords" to these Corporates, which would enable them to log-in & access their own exclusive page.

(Before that, within 12 hours of submission of questionnaire, a standard acknowledgement-cum-thank you e-mail should go out automatically).

This means by 26th, we must be ready with our "DESIGN" of this Exclusive Page & by 28th, we must Upload it too.

Enclosed find my proposal. Let us discuss this on Monday afternoon at 4pm (so that Inder can participate).

We already have some databases / forms / pages ready and it would be a simple matter of transferring these links to the personal/exclusive page.

Then, as & when we are ready with additional databases, we will upload the same /add the links & by email, inform those who have "Signed-up".

From time-to-time (maybe once-a-month), we may also conduct an email campaign amongst those who have NOT signed-up.

I have left some old I&T folders with Inder, who would study the same & tell us on Monday, which of these can be quickly reformatted in HTML & uploaded on Exclusive Page.

3P JOBS

EXCLUSIVE PAGE

Dear $\qquad \qquad \qquad \qquad \qquad$

Welcome to this exclusive page of your Company

$\qquad \qquad \qquad \qquad \qquad \qquad \qquad$

We believe this page will increase your personal productivity many fold. The more you use this website, the more you stand to benefit.

How can we Serve you today?

DIG INTO DATABASES?

• Labour Laws
• Statutory Returns
• Compensation Comparison
• Public Limited Companies

NEED TO FILL A VACANCY? FAST?

• Post your Job Advt
• Headhunt Request

BREAK-FREE! TAKE A LEAD!

• Communicating for Productivity.
• Organisation Productivity Climate
• HR Organisation & Position Descriptions

SEARCH STATISTICS?

• Candidate Alerts
• Resumes Forwarded
• Job Advts. Posted

Nismit

Kartavya

Inder $\checkmark$

Nov: 17, 2002

Recruitment Software Project

Enclosed find my notes on this subject. This is, by no means, comprehensive and you must feel free to add more points/questions.

The Core-team will consist of Inder & Kartavya. They would, as needed, seek help from Nismit / Raju / SriRam. Since, target date for preparation of Concept-NOTE is 18th January 2003; there should be a weekly review meeting of Core-Team with Nismit / Raju / SriRam.

Nismit may consider involving Krishna who is expected to join on Dec. 9.

cc: Nismit Abhi

cc: Raju

cc: SriRam

H.C.P.

 

DIVERSIFICATION PROJECT.

$1/19$

Points / Questions to be raised / answered :-

• What is the status of current usage of Software-based recruitment systems/methods/solutions amongst Indian Corporates? - among our current / past clients?
• Does this awareness / usage differ from
• Industry to Industry
• City to city
• Large Co's to Small Co's

Mngt. Student

$2/19$

• What % & which type of Corporates have already installed SAP / RAMCO / PeopleSoft ERP packages?
• What is their extent of "Lock-in"? stage/state of implementation?
• How would this affect / impact their willingness / decision to accept / adopt a "Recruitment Software Package" being offered by 3P? Will they be reluctant? Would they want 3P package to get "integrated" with their existing ERP system?

$3/19$

• How Computer / Internet Savvy are Indian HR / Recruitment Mgrs?
• What is the extent of Computerization in the HR depts. of Indian Corporates?
• Are Computers primarily used for attendance-record / payroll / benefit-administration / leave-records / maintenance of annual reward history?
• How many (and what kind of) Companies use Computers to Create / maintain
• Employee Databases
• Resume Databases.
• What is the Sophistication of their "Search-engines"?

 

$4/19$

• How many Companies have installed/used, standard/bought-out HRM Software Packages? at what cost? For how long? Stand-alone or LAN versions?
• Have any used "Recruitment Software Packages"? For how long? Purchased from whom? at what Price? what is their experience?
• Would they want to buy another/superior package? What additional/missing features would they want incorporated in such new package?

$5/19$

• Companies who advertise their jobs/vacancies on their own websites - what is their experience so far?
• What kind of response (No. of applications/resumes) do they get? Does this response vary with the "level" of vacancy? e.g. more for junior/fresh openings & very little for Senior positions?
• Do they use their websites/web-servers, only as a "Resume-Gathering" device or do they have their, end-to-end, entire recruitment process taking place on their websites?

$6/19$

• Companies who post their own vacancies on their own websites -
• Do they also use Naukri / Monster / Jobs Ahead / JobStreet / Jobsdb / Sapooma / Mafoi etc. for posting their vacancies?
• Do they get better response (quantity / quality wise) from these job-boards than their own website?

$7/19$

• Are junior HR / Recruitment executives/supervisors, more computer-savvy than their older bosses?
• Are these junior executives "driving" the Computerisation of their HR depts?
• Do Senior/older bosses (HR Mgrs), feel threatened by the Computer-Savvyness of their juniors? Do they resist Computerisation?
• How do HR depts. "justify" Computerisation of their processes? How do they "quantify" the benefits of computerisation?
• What is top-management attitude towards Computerisation of HR dept?

• What % of junior / entry-level HR executives are qualified as MBA (HRD/Personnel)? Is there a general trend to hire more & more of these?
• If this be the case, should we "gift" 3P's "Recruitment Software solution/package" to all colleges/Institutions offering Post-graduate HR/Personnel Courses?
• These are future decision-makers and if, they get used to using 3P Software package from their college-days, they will, likely, buy/recommend same package when they join a Company! Brand-loyalty...

$8/19$

• How many Corporates (-and which type), use Psychometric & other similar skill/knowledge testing "Tests" for their recruitment and if yes, at what "level"?
• Would they want such "TESTS", integrated in 3P's Software package?
• There is no sense/point in designing/developing such tests on our own (reinventing the wheel).
• But if we want to integrate, readily available/standard packages into 3P software solution, we would need to have "licensing" arrangement with the manufacturers.

$10/19$

• Obviously, we will need to prepare a list of existing mfrs and Vendors of Indian Recruitment (-and also general HR) software packages.
• We will need to tabulate & compare their "Features" / their "strong" & "weak" points.
• Then, we will need to sharply "question" their existing users about their experiences. Such intense "analysis/dissection" of competitor's products would enable us to design a Superior product.
• We must also analyse "Imported/foreign" products being used by Indian Corporates & learn from their experiences / support etc.

$11/19$

• We would need to decide whether to meet/dialogue with HR/Recruitment Managers, on a one-to-one basis or in a group of ten/fifteen.
• May be, we will need to adopt both the methodologies, depending upon, which (level) HR Manager would be able to "contribute" most, in which kind of environment.
• Some may "share/reveal" real (poor) experience, only in the privacy of a one-to-one meeting!
• A timebound "Schedule" of such meetings must be drawn-up.

$12/19$

• What % of the firms/companies are looking for
• A separate Recruitment Software Package only
• A Comprehensive HR Software Package where "Recruitment" package is one of the modules?
• Could we possibly build these software as a series of "Modules" which, a Company can buy/license over a period of 3/4 years, as its "need" grows and as its budget permits?
• Could these modules integrate/interface with any existing legacy systems of a Company?

$13/19$

• To what extent should we try/attempt the "Recruitment Package" (being sold/licensed) to be integrated with
• our website
• our Order Execution System
• Company's own "Annual Manpower Planning / Budgetting" System.
• This (decision) would depend upon
• whether we want to make money selling, out-of-box, recruitment software packages
• OR
• whether we want to make money, when User Company is made/forced to give us an "Executive Search Assignment" as a result of using our package.

 

$14/19$

• Shall we market the recruitment package on our own, or can we think of a distribution network of
• Independent HR Consultants
• 1000 placement agencies
• Jobsites (naukri/jobsahead etc.)
• NIPM (National Institute of Personnel Managers)
• CII / Assocham / FICCI / NASSCOM / Inst. of Engineers / IIPM / HRD Network / ICS / ICWA etc. etc.
• ERA
• Business Schools - TISS + JBIMS + SPJIM + NMIMS
• For each such "channel", we must ask & answer-
• "Why would they want to do this?"
• "What do they stand to gain?"

$15/19$

• How would creating/marketing a "Recruitment Software Package" to hundreds of Corporations help us in establishing 3P as
• THE INDUSTRY STANDARD ?
• For Executive Search, Corporate India's First Choice?
• If WE, don't do this, do we foresee following doing this?
• ABC
• Ferguson
• Shilputsi
• PSS
• Ma Foi
• Sampoorna
• Hewitt
• Egon Zander
• Korn Ferry
• Naukri
• Jobs Ahead
• Jobstreet
• Monster
• Jobsdb
• etc.

$16/19$

• Vis-a-Vis other competing executive search firms of India, how are we better (-or worse) placed, in developing/marketing such a Recruitment Software?
• In which aspect do we score over them & where do they score over us? - as far as development/marketing of such a Software is concerned?
• Which of them have (as compared to us)
• better Vision/better tenacity?
• better technology (development-skills)?
• better marketing acumen?
• deeper pockets (sustainability)?
• better VC Support?
• greater client-base?

$17/19$

• After 2 months initial Survey/study/dialogue with HR mgrs/preparation of "FINDINGS"-Report/preparation of "CONCEPT-NOTE" etc,
• how long will it take to bring out a marketable V 1.0 of the software?
• how / where will we "test" it?
• how will we finance the development/marketing cost?
• how will we "price" it?
• how will we "market" it?
• We need to build into our "PROJECT-REPORT" answers to these - and similar- questions, including,
• do we need VC funding?

$18/19$

• To systematically Complete the task within stipulated period of 2 months, we must immediately (within this week itself), draw-up an "Action-Plan/Project-Plan" of all "activities" to be undertaken/Completed, by what target date, and by whom.
• Unless we set "bench-marks" & daily measure our progress against these, we cannot hope to achieve the desired results.

• In order to Collect/Compile/Collate/analyse, information/data from selected HR/Recruitment managers we need to quickly, prepare a "QUESTIONNAIRE".
• It should be, as far as possible, an "Objective" questionnaire, with "YES/NO", "True/False" type of questions, or having questions which require simple ticking $\checkmark$ on a scale of 1-to-5.
• Even then, do NOT expect any HR manager to fill-in this questionnaire! Best way could be for Nismit / SriRam / Raju to ask the questions, across-the-table, and for Inder/Kartavya to listen & fill-up/tick the appropriate value on the questionnaire. This is the best method.

Kartavya

Inder

21/11/02

Recruitment Software Questionnaire

Enclosed find Some questions on "Functionalities/Features". If there is any duplication/repetition, pt. eliminate. Within different "sections", some questions may need shuffling around to where they belong more appropriately. Even in the enclosed list, questions marked (R), obviously form a "Sub-section" of a subject-related questions.

As far as possible, the "answers" should be so (objectively) structured that, when answers are entered into a database, it could be done simply & fast by any data-entry operator. You could then statistically "analyse" the responses along criteria such as (R) Industry Segment & (R) Company size etc.

Of course, another advantage of a questionnaire, where the respondent has only to tick $\checkmark$ (by pen or by mouse-click), is that he is more inclined to attempt to answer.

FEATURES / FUNCTIONALITIES

In a Recruitment Software, how would you "rank" inclusion of following features?

	Feature	Ranking / Weightage
		1 (Low)	2	3 (Medium)	4
(R)	Constructing Annual Manpower Plan/Budget for submission to Corporate Management for Approval/Action
	Constructing Job-Descriptions for all positions in your Company for Personnel Manual
	Constructing "Organization-charts" dynamically
(R)	Composing Job-Advts for simultaneous posting on several jobsites.
	Creating an $\qquad$ / $\qquad$ resume database searchable on "critical parameters/keywords / Test etc."
(R)	Conducting entire recruitment-process (shortlist / Call letters / Interview Schedules etc)
	Issue of Appointment letters / Termination letters / Retirement letters etc.
	Creating "Personal Folders" for each employee for staff administration purpose (Leave / Increments / Promotions etc)
	Creation of "Organisational Skills Inventory" / "Training Needs / Trg. Programs"
	Payroll / Salary / Incentive / Variable Pay Administration
	Annual Goal setting & Performance-Evaluation of Employees.
	Dynamically Created / searchable database of Industry / Functionwise Salary-Trends for Compensation structuring / Salary-Negotiations
	Free-Broadcasting your vacancies across the Country thru Printmedia / cybercafes / Placement Agencies.
	Creation / Submission of monthly HR function "Performance Report" to Corporate Management (Grade wise / Factory wise / staff category wise).

 

	Feature	Ranking / Weightage
		1 (Low)	2	3 (Medium)	4
(R)	Online processing of "Staff Requirement Input / Requests" from any dept. of your organisation
(R)	Online tracking / monitoring of each & every stage of your Recruitment Process

Recruitment Software Questionnaire

#	Question	Response	Remarks
1.00	Company Profile
1.01	Name
1.02	Location
1.03	Contact Name & Title
1.04	Industry Segment
1.05	Company Size - Revenue
1.06	Company Size - Staff
2.00	Legacy systems & current infrastructure
2.01	Does your HR staff use computers? How many total?	0-5; 6-10; 11-20; 21-50; 51-100; 100-200; >200
2.02	Do you currently use an automated HR/Recruitment system?	Yes / No
2.03	Which system (3rd party/In-house) do you use?
2.04	How much did it cost?
2.05	Do you have an employee database?	Yes / No
2.06	Do you have a resume database?	Yes / No
2.07	Do you have a search engine for searching candidates?	Yes / No
2.08	Do you have a company website?	Yes / No
2.09	Does your company use web-based applications?	Yes / No
2.10	What is your corporate intranet bandwidth?	0; LAN; 64k; 128k; 256k; 1MB; >1MB
2.11	Do you use an ERP system like SAP/Peoplesoft etc? If yes which one?	Yes / No
	do they post their vacancy

 

#	Question	Response	Remarks
2.12	If using ERP, would you like to integrate ERP with the HR system	Yes / No
3.00	Hiring Needs $\qquad$ Staff
3.01	No. of people hired per year (including replacements) - average of last 3 years	0-50; 51-100; 101-250; 251-500; 501-1000; >1000
3.02	No. of people to be hired per year in future (including replacements) - average of next 3 years	0-50; 51-100; 101-250; 251-500; 501-1000; >1000
3.03	No. of recruiters in the company ($\qquad$/$\qquad$)
	3.04	Current HR budget (including staff salaries)	0-5 lacs; 5-10 lacs; 10-20 lacs; 20-40 lacs; >40 lacs
	3.05	Current HR recruitment budget	0-1 lacs; 1-3 lacs; 3-5 lacs; 5-10 lacs; >10 lacs
	3.06	Current HR recruitment software budget	0-50K; 50K-1 lacs; 1-3 lacs; 3-5 lacs; >5 lacs
3.07	Have you been increasingly hiring MBAs in the HR department?	Yes / No
4.00	HR Software Needs

Recruitment Advt. Cost $\gg$

How the cost of recruitment will come down {3P Club} No.

#	Question	Response	Remarks
4.01	Salient features of existing HR/Recruitment system (top 5 to 10)	1. 2. 3. 4. 5. 6. $\qquad$
4.02	Top 5 drawbacks of the existing system	1. 2. 3. 4. 5.

Recruitment Software Questionnaire $3/5$

#	Question	Response	Remarks
4.03	Key issues faced by your company about recruitment (e.g. Time to hire, Cost to hire, lack of centralized/integrated HR system etc.)	1. 2. 3. 4. 5.
4.04	What would you like a new HR system to do?	1. 2. 3. 4. 5. 6.

Internal M.P. Budgeting System. {Manual/Computerized}

Recruitment Software Questionnaire $4/5$

#	Question	Response	Remarks
4.05	Would you like a standalone recruitment solution or a comprehensive HR solution with an integrated recruitment module?	Standalone Recruitment software / Comprehensive HR solution
4.06	Do you use your own web site to post vacancies?	Yes / No
4.07	Do you use other sites like Naukri, Monster, JobsAhead etc. to post vacancies? Which site/s?
4.08	Do you get better response from the other websites? How much?
4.09	Is junior HR staff more computer savvy than their superiors?	Yes / No
4.10	Is HR staff keen to automate/Computerize?	Yes / No
4.11	Is senior management keen to automate HR processes?	Yes / No
4.12	Do you use psychometric or similar skill tests during recruitment?	Yes / No
4.13	Would you prefer an enterprise (in-house) solution or a hosted subscription based service (ASP)?	Enterprise / ASP
4.14	Would you like to participate as an early adopter?

Recruitment Software Questionnaire $5/5$

MANHATTAN.

$1/2$

Nismit

Sri Ram

Raju

Kartavya

Abhi

Inder

14-12-02

Thanks to Project Manhattan, this month, we expect to receive at least 20,000 resumes (from Monster & Jobsahead only) - more than what we received from our own website during last 12 months! In months to come, this figure will go up dramatically.

As of today, resumes received from Monster can be converted into our Module 1 structured database, with a Single Click. This is being installed today.

By 13th Jan (date given by Abhi), we should be able to Convert, all structured & Un-structured email resumes, into Module 1, with a Single mouse-click. So, thereafter, there will be no "backlog" for data-entry. This means, our MEMBER DATABASE can be expected to grow by 30000/40000

$2/2$

every month! - And it will be "Searchable!!"

Building-up a large resume database, by downloading / uploading job-advts, is just ONE of the benefits. There are many others, which I have listed in enclosed Chart. These advantages, make job-advt downloading, a Very important project.

Fortunately, we have tied-up very little inhouse manpower resources for this purpose. we have 2 outside vendors who will download (at least 100 job-advts each/day) & email to us, at the end of the day. we pay only Rs. 2/= per job-advt.

As far as "extraction" of various "Databases" from these job-advt. is concerned, we have already created/installed most of the Software Tools - which are either automated or in the process of being automated. We must ensure that there is no manual data-entry of any kind. This is a low-cost but very VITAL initiative.

$1/12$

Nismit

Sri Ram

Raju

Kartavya

Inder $\checkmark$

Abhi

Dec 21, 2002

PROJECT OCTOPUS

Someday, 3P will have two, reasonably independent "Divisions (or Strategic Business Units - SBU), viz:

$\triangleright$ Executive Search Division

This SBU will primarily engage in "headhunting" for SENIOR level positions.

This SBU will depend upon a "NON-MEMBER" database of passive job-seekers, who will need to be located, talked to, persuaded to consider a position.

$\triangleright$ Recruitment Division

This SBU will primarily engage

$2/12$

in MIDDLE level executive-placement with client-companies (5 yr - 15 year experience).

This division will mainly depend upon a large database of job-seekers, who have submitted their resumes to us, or to any other website (maybe, someday - to any other placement agencies - e.g. our partner placement agency program).

Project Manhattan will make it possible for us to build-up a large database of such ACTIVE jobseekers. In course of time, Project Manhattan will be entirely "automated" (end-to-end), so that very little human intervention is required in

 downloading job-advts (Lexibot / Infogist)

 Converting job-advts (Composer)

 Uploading job-advt. (FTP)

 Receiving resumes

 Converting resumes (to structured database)

 Searching resumes $\dashrightarrow$ $\text{thru}$ (against client's "Intelligent Spider" in "INQUIRY" (DET-1) $\text{Member-search Tool}$

 Sending out resumes? ARGUS (Converted Resumes)

 Sending out proposals

$3/12$

This Division will also employ "GLOBAL RECRUITER" (as a WEB-SERVICE) to lock-in customers (corporate-clients).

Whether Global Recruiter Web-Service, should be completely FREE give-away (like MS Internet Explorer) or it should carry an "Annual Subscription" is something we can debate, by listing PROS & CONS of both models.

But,

I strongly believe that it should be a "WEB-SERVICE" and not a shrink-wrapped box (product) which is licensed" to buyers for a price.

This would require elaborate/complex "VERSION-CONTROL" & marketing of Upgrades" type of issues/problems. We would need a whole department for this!

There are no such problems with a Web-Service. We have to add features / upgrade only our own web-server! The users, would need no installation at their

$4/12$

ends. They may or may not even notice any change in the quality of web-service. And webservice will be independent of HW/SW issues at Client-end.

This was a bit of digression.

What is Project Octopus and what is its relevance/importance to this RECRUITMENT DIVISION (SBU)?

Earlier, we noted that this SBU, takes care of its "SUPPLY-SIDE" (i.e. supply of candidates/resumes) $\text{thru}$ Project Manhattan, which, we intend to completely AUTOMATE (- a challenge for the technical team).

We, further hope that GLOBAL RECRUITER will help this division Capture "Clients" some of whom will rather "outsource" their recruitment process than "advertise" on their own.

$5/12$

But, as far as "DEMAND-SIDE" is concerned (i.e. getting orders), I would not want to depend on "Global Recruiter" only. That would be too dangerous.

I would like to have another/one more mechanism to CAPTURE CLIENTS (Demand Side Management).

And, it must also be a fully AUTOMATED mechanism! - with no or very little human intervention!!

That is PROJECT OCTOPUS.

On Discovery Channel, you must have seen an Octopus with its many tentacles and hundreds of suction-cups on each tentacle.

A suction-cup, firmly attaches itself to a prey/victim and just does not let go. In fact several suction-cups attach

$6/12$

to the victim. Then the tentacle (which has a far reach), wraps around the victim and brings it in to where the mouth is.

Very little hope of escape.

We too, must learn from Nature - and its marvellous creatures - and COPY its processes (emulate), for survival $\&$ growth.

Remember, "Survival of the Fittest" by Darwin? Species that survived are those that "Adapted" to the environment (which was constantly changing). Rest were wiped out / extinct.

It is no different in the harshly Competitive jungle of "Business". If we do not adapt, we will get eaten-up by the predators (-the Competitors), who are on the prowl.

But unlike in "Nature", in "Business" we (as a species), do not have the luxury to "adapt" over Centuries $\&$ millennia. In the internet age, a Century is One year $\&$ a

$7/12$

"decade" is a "month"! This is the rate at which environment is changing. Like on an accelerating "Tread-mill" (-a conveyor belt), we would have to, forever run faster $\&$ faster to stay at the same place! Others will fade away in oblivion.

To mimic nature, we too must evolve into an Octopus.

We too, must have a thousand "Suction-Cups" to suck-in "orders".

These thousand suction-Cups, are India's thousand "placement agencies", most of which are located in Metros/mini-metros $\&$ Class B towns. These agencies are manned by the owner and $3/4$ assistants.

Most -almost all- of these agencies cater to the manpower needs of their "local" corporate-clients. These agencies do not have a "national" reach. Not only are their clients "local", even their resume databases, consist of local

$8/12$

jobseekers. Many of them have this resume-databases in box-files. A few may have succeeded in entering these records in "Excel" or "MS-Access".

None of these have their own websites (or maybe a very few), or structured and searchable databases.

Starting with those who have Computers $\&$ internet access, we must ultimately convert all of these 1000' agencies, into our FRANCHISEES (our Suction-Cups).

They will bring-in "Orders" for us, from their local corporate-clients (whom we may be unable to reach on our own). It is understandable that these Corporates would trust a local "placement agency" -with whom they have been dealing in the past.

And these agencies will earn from us a "Franchisee Commission" of 30% of our professional-fees for executing that order.

$9/12$

But, in practice, they will "execute" the order on their own - without (may be) any intervention/assistance from our side!

How?

All our "franchisees" will be connected to our Marol servers thru VPN or leased lines (or even dial-up connections, if these improve dramatically over next 12 months thru Reliance Infocomm - connecting 115 Cities).

They become a part of our extended "Network".

They log-into our Server using passwords and bio-metric devices.

Essentially, they will log-into our ORDER EXECUTION SYSTEM (OES) and use it, exactly the same way one of our own Consultant uses it from our own office. Of course OES will need

$10/12$

Some "modifications".

Like any other (local) Consultant, a franchisee will

• enter an "Inquiry" (OET 1) into System
• send a Proposal
• Create a SON
• Conduct "resume-Search"
• prepare "short-lists"
• Communicate to Client / Candidate
• arrange interview
• assess / follow-up
• raise Invoice (in 3P's name)
• collect cheque (made out in 3P's name)
• enter cheque details in OES $\&$ forward cheque to Marol.

One, overriding Condition:

Nothing - but nothing - Can be done Outside of OES.

Even if a franchisee has a local printer, the PRINT command would come only from OES.

$11/12$

If any email has to be sent to anyone (Client or Candidate or 3P or anybody), it can only be done thru OES. Same for all incoming emails.

NO database (of resumes) can be downloaded on franchisee's local hard-disk.

NO telephone call can be made (or received) without being recorded into OES.

Server-based Software will track every mouse-click of franchisee's computer and create an AUDIT-TRAIL and create a history of his "surfing" habits - (i.e. Surfing the OES). Such "SPY-WARES" are already available.

In a nutshell, no franchisee should be ever able to "cheat" us.

In fact no hardware/Software can be added at franchisee's premises unless Marol server authorises it (after detection).

But, what is important to notice in

$12/12$

my foregoing Observations is,

 Order is "brought-in" by franchisee

 Order is "executed" by franchisee

 Cheque is "Collected" by franchisee

and all that We - Our SERVER, to be precise, - does is,

 deliver "data" over wires - electronically

 keep "track" of each franchisee's performance (Orders booked / executed / being executed / collections made / outstandings etc etc)

 Credit franchisee's bank-account with what is due to him (Commission)

 set "Order Booking / Net-collection" Targets for each franchisee

And everything AUTOMATED!

Supply Chain Management ($\leftarrow \rightarrow$) Demand Chain Management

($\text{- Manhattan}$) ($\text{- Octopus}$)

But "Conceptualising" is not enough. We must translate this into action.

Regards

SriRam

Raju

Nismit

Kartavya

Abhi

Inder

13-05-03

Separating the Siamese Twins.

In the next 2/3 days, Abhi will conduct the surgery and 'separate our Resume Database as shown in enclosed sheet.

This "operation" has become, both, important as well as urgent. If not carried out soon, serious "complications" can arise, considering that there is a fundamental difference between the Business/Model & Revenue-Model of

• Executive Search business
• Webservice business.

Headhunting is all about

 Very Senior Executives / Search-assignments / Specific Client / Confidentiality / 25% Search fees etc. etc.

Webservice is all about

 (Relatively) Junior executives / Fresh Graduates / Public resumes freely accessed by all webservice subscribers / Online Resume Search / Rs. 10/= per download of each resume / Repeat: "Sale" of same resume (like Music CD $\&$ online).

RESUME - DATABASES COMPARISON

13-05-03

Parameter	MODULE 1	www.3pjobs & Webservice
Nature	Offline	Online
Main Users	3P Consultants	Public $\&$ Webservice Subscribers
Main Source of getting Resumes	$\triangleright$ Consultants persuade Sr. Managers. $\triangleright$ Sr. Mgrs apply against our job-module of ACTUAL Search-Assignments.	$\triangleright$ Jobseekers post on our Jobsite. $\triangleright$ $\qquad$ an Partner Websites. $\triangleright$ Manage to get them Projects. - Manhattan (Apply @ 3PJobs.com). - Ego - Cyber @ 3PJobs.com. - Saws. - Blackhole (Myriad / Infogist etc).
Confidentiality	Extreme / Never to reveal resume to any client without candidate's permission ("Search-Fee" Revenue Model).	Public / Accessible to all webservice subscribers (Downloadable on "Pay-per-Use/Download) Button. ("Selling-of-Database" Revenue Model).
Migration	Must not be migrated to Webservice, under any circumstances.	3P Consultants (just like any other webservice-subscriber) can $\&$ also download from webservice.
Numbering (PEN)	start not with alphabet $\text{P}$?	?
Editing	Cannot be edited by Candidates (since offline). They can send updated email $\&$ D/E operators will edit it.	Online / directly by candidates. However "private / individual / personal resume-databases of Webservice-Subscribers", simply cannot be "accessed" by anyone (even by Candidates for purpose of editing). Only those resumes which belong to 3P's own resume-database can be "edited online".
Job Alert / Candidate Alert	None	Yes
Resume-Blasting Service	No (only out to a given client $\&$ thru OES only).  only consultant to process them  Resumes go to client.	Yes (under CYBER / SAWS) for 3P's own resume database only.  $\text{APPLY-ONLINE}$  $\text{and subscribers who do not}$. Daily batch-processing of all changing data  Broadcasting by webservice subscriber on his profile's desired.
Search Engine to be	ResuSearch  OES  Excel sheet	Download  Excel sheet (Download)

 

Handwritten Notes (Top Left):

• Antenna - Able Engg  Hep
• Read enclosed article & following comparison
• It shows me on the right track about moving
• very slowly

Date (Top Middle):

• 10-12-02

Printed Article (Right Side):

DE TELEGRAAF AMSTERDAM	25 NOV., 2002.
Hot off every hometown's Press

The touch-sensitive screen at the Newspaper vending unit shows a map of the world. Touch the section marked "Europe" and you see a list of countries. Touch "Netherlands" and you see one, Telegraaf Amsterdam. Insert 2.00 Euro coin, your credit card and two minutes later, the 'latest' edition of the paper of your choice is delivered, neatly cut and secured with staples, rolls of the press". The digital newspaper kiosk is a Dutch-Israeli development, PEP Machines* has developed them. Almost 100 machines have been installed in hotels (Tobbiani in 'dam), parts and train stations. A user can get more than 100 papers. The machines are part of a trial phase for the distribution of newspapers. Sam Dorfman, PEP*'s general director. The machines will be rolled out commercially next year, in the Netherlands, U.S. and Israel, list on the U.S. Stock Exchange, end of January. In the converted site of a 17th-century building, in the centre, are the servers, where the latest editions of the papers are delivered by the Internet. The files are "encrypted", if an attempt to read the data are compressed and sent to a network of five satellites. Elec-electronic kiosk for refilling. That ensures the rapid filling of the digital papers. They are then stored on the kiosk's PC and old copy is automatically overwritten. At the same time, all the latest advertisements are also loaded, about the kiosk's maintenance and controls the credit card payments. We store the whole kiosk in Amsterdam and standard parts that

refilling. If there is a breakdown, a local dealer is brought in.  PEP wants to facilitate its worldwide operation through a network of dealers.

They can buy a machine for €9,875 or lease one. The dealer price of a digital paper, which ranges from $4 to $8 each. The cost of the paper and toner comes to about 5%. Talks with global publishers are dealers, the newspaper's publisher and PEP. Dorfman says a dealer who sells 300 to 400 papers per machine per day will cover his costs.

He adds that his audience is the 200 million business travellers and better-quality three-star to five-star hotels in the world each year.

"If I want to read a copy of De Telegraaf in Miami, the paper I get is one or two days old," he says, referring to 'satellite distribution'. "With our kiosk, thanks to the time difference, I can read the Tuesday night the Tuesday morning edition, a paper that a tourist familiar will be 'reading' on Wednesday morning".

Competition is limited so far, he says. Existing distributors are not viable alternatives because news items are already too long  they are in competition with the mobile paper on a terrace in the café. In January, Dorfman hopes to persuade American carriers  to put copies into the planes. "Ever since three years, the company's losses have mounted to €8 million. Now it wants to raise €40 million from the sale of 20 per cent of its shares."

Table (Left Side):

Digital Newspaper	JAWS + LOCK IN
Remote delivery of entire news paper in Telkom format	Remote delivery of 7 day old -  Summary in 6/8 Column format.
Country/Nation, 100 newspapers option	Thousands of 7 day old Adults, downloaded from various journalists / commissioning & search parameters to configure
Available in Hotel lobbies/cruise ships/Airports	Available at Cybercafes / Small Town newspapers / Edu. Institutes/ PCOS
2 Servers in The Hague, 1 magazine latest editions of worldwide newspapers	3/7 server being uploaded with 7 day old adults (week old from cities (india  converted into computer papers)
5 satellites to distribute. Kiosk needs a satellite dish	Internet to distribute, No extra investment for Cybercafe
Latest edition of newspaper is stored locally in Kiosk PC (Must overwrite OLD edition )	Nothing to be stored / edition over written on Local Cybercafe PC.
PEPC targeting worldwide operations from dealer network	Cybercafe can configure downloads whatever 7 day old summary (of whatever data/ hotel they want.  Even City guide (looks 20/30 units)
Dealer pays the 'Selling Price'	We want to target 16000 cyber cafes of India + Telecom + Reliance + Tech Hub outlets + 600 small town newspapers
Target Audience: 200 million business travellers / 1 lakh 3/5 star hotels	Under "operation Lock in", we will permit Cybercafes to pay key price (per company) for 7 day old resumes & give us a fixed amount
Advantage to Users: Immediate access to latest edition of newspaper of your choice wherever you happen to be.	The unorganized graduates of India  executives looking for Job change
Advantage to Dealer/Kiosk Owner: A revenue model	No need to buy 300 newspapers daily  No need to store latest adults,  No heavy lifting of news paper bundles  4 different options @ $8/hr for adults (hourly, weekly/monthly,  $30$)
	Advantage to Cybercafe: Other Potential revenue model / Retain Customers / Compete the Advantage over Non-Partner Cybercafes