Nimit - Raju - Sri Ram / Back To
HCP
Kartavya - Inder - Abhi / Back to
Kartavya
"GLOBAL RECRUITER"
Enclosed find my Concept of
Global Recruiter
- what it should do
- how it should work
- how to position it
Our goal is
to make 3P a mega-brand
to make 3P "THE"
industry-standard or "bench-mark" as far as Indian Recruitment
Industry is Concerned
to make 3P, "For Executive
Search, Corporate India's First choice"
Global Recruiter will be a means
to achieve these goals.
For this, Global Recruiter would
have to be "Ubiquitous" (Everywhere, on every desktop). This
can happen, only if Global Recruiter (Application) is given away FREE -
someday even pre-installed on every PC shipped out.
This is similar to Microsoft
giving away free, "Internet Explorer", making IE the most
popular browser in the world.
Obviously MS does not make any
money on IE, but IE enables MS to earn tons of money elsewhere. IE gets
subsidized by other software-packages of MS.
For us, GR (Global Recruiter)
would do same. It will help us make money elsewhere, eg:
Databank Search (may be reduced
to 5% from 12%)
Headhunt ( " " 15% from
25%)
Resume Forwarding $\qquad \left.
\begin{array}{l} \text{Service offered at} \\ \text{Partner Cyber Cafes} \\
\text{under "Operation} \\ \text{Lock-In/Jaws"} \end{array} \right\}
2.5 \text{ np per resume per} \text{ Company}$
Resume Sale (Rs. 100 / Rs. 200 /
Rs. 500).
Global Recruiter would enable us
to earn above-mentioned "revenues" by
being the largest resume database
of WORLD.
being most "accessed"
database of the WORLD.
by enabling Corporates to track/monitor
their each/every recruitment process online
by reducing "Time to fill
Position" by 50% in first phase & 80% in Second
phase.
by enabling Corporates to
drastically reduce their "recruitment-related" staff expenses.
by enabling Corporates to bring
down their TOTAL Cost of recruitment by 80% (Print Advt) (Video Interviewing)
by improving the
"QUALITY" of executives being appointed
by dramatically improving the "QUANTITY"
of executives being appointed in a given period
by enabling Corporates to Closely
monitor "Compensation-Trends" (Industry wise/function wise/
designation wise/age wise/experience wise/edu. wise/ region wise etc. etc.) ,
in order to
- negotiate more "equitable"
salaries with candidates without upsetting (internal) Apple-cart
- re-structure "Compensation-Structure"
from time to time to remain Competitive in job-market
by enabling Corporates to quickly
mobilize/dismantle, work-force than more & more & "Temporary
Staffing" (Using agencies specialising in "TEMPS"). This
will free the corporates from the clutches of draconian labour-laws! This will
help Corporates to keep down their own "permanent-employee"
strength ("more "hire & fire", which will increase
the global Competitiveness of Indian Companies). This will enable
Corporates to quickly put-together "PROJECT-TEAMS" at a short
notice.
by providing same "REACH"
and same "LEVEL PLAYING FIELD" to even smallest Company, in
the matter of recruitment, as currently available to only the large companies.
This would tremendously leverage
the "Competitive Advantage" of small Companies.
In "GLOBAL
RECRUITER", for the first time, even a small Company, NOW, have
a TOOL which is more sophisticated & powerful (-and free)
than what the largest firms have!
by enabling Corporates to remain
at the cutting-edge of RECRUITMENT TECHNOLOGIES, without having to make
huge, private investments in time/money without knowing the "risks of
failure".
Such technologies, listed below,
would be made available to all Companies thru Global Recruiter Web-Service:
- Online TESTING/EVALUATION of candidates
- Video-Interviewing from multiple locations
- Universal Messaging System (Communicator Tool)
- Collaborative Working by colleagues
- Online Tracking/Monitoring of Recruitment
Processes
- Broadcasting of Job Advt. Across the Country
- Manpower Budgetting/Forecasting/Personnel
Folders
- Job Descriptions / Skills Inventory/Training
- Organisation - charting / Performance Appraisals
- Job Advt. Composing/Candidate Alerts/Job Alerts
- Use of TV Cable Channels for job-advt.
- Use of Knowledge-Bases/Artificial Intelligence
- "Exclusive Pages" for Corporates
& Candidates.
- Resume-Blasting Service (for Candidates)
Only our imagination would be the
limitation of what we could do thru "Global Recruiter".
Let us launch it on 27$^{\text{th}}$
June 2003 - my $70^{\text{th}}$ birthday.
Regards
[Signature/Initial]
GLOBAL RECRUITER MATRIX
USER COMPANY vs USER
COMPANY matrix (User Company characteristics on both X and Y axes)
| | Geo-Spread | Character | Size
| Type |
| Geographical Spread | | 21 | 22
| 23 | 24 |
| Character | | | 29 | 30 | 31 |
32 |
| Size | | | | 37 | 38 | 39 | 40
|
| Type | | | | | 43 | 44 | 45 |
46 |
(Note: The matrix includes a
large shaded/crossed-out area and numbers that seem to represent cell indices
or cross-references, not values. For example, the cell at (Geographical Spread,
Character) is crossed out, but the number 21 is in the cell below it, and 29 is
at (Character, Position). The full structure is more complex than a simple 4x4
matrix, including additional rows/columns for recruitment factors.)
Global Recruiter Matrix (More
Complete Structure)
|
USER COMPANY |
TOP |
HEADHUNT |
>100 |
180 days |
|
|
Geo-Spread |
Character |
Size |
Type |
POSITION |
|
|
USER COMPANY |
|||||
|
Geographical Spread |
$\times$ |
$\times$ |
$\times$ |
$\times$ |
21 |
|
Character |
$\times$ |
$\times$ |
$\times$ |
22 |
|
|
Size |
$\times$ |
$\times$ |
23 |
||
|
Type |
$\times$ |
24 |
|||
|
POSITION (to be filled) |
1 (21) |
6 (22) |
11 (23) |
16 (24) |
|
|
METHOD (to be employed) |
2 (29) |
7 (30) |
12 (31) |
17 (32) |
25 (33) |
|
REQUIREMENT (No./Year) |
3 (37) |
8 (38) |
13 (39) |
18 (40) |
26 (41) |
|
TECHNOLOGY |
4 (45) |
9 (46) |
14 (47) |
19 (48) |
27 (49) |
|
RESPONSE TIME (Time to
fill the Position) |
5 (53) |
10 (54) |
15 (55) |
20 (56) |
28 (57) |
How will "Global
Recruiter" address following issues?
Position To be Filled (Y-Axis:
Senior Level, Middle Level, Junior Level)
Geographic Spread of Company
(X-Axis: 15/20 Locations, 4/5 Locations, Single Location)
(1)
Sequential receipt of
"Requests" from different locations to fill similar/identical
positions? Duplication of efforts
Same candidate applying again
& again, everytime Ad appears?
In house (internal availability
of suitable candidates [Databank of existing staff & past applicants,
accessible to all locational HR managers - before shooting off Manpower
Request/Advt?]
Existing staff wanting
"transfer" to different location (where Vacancy has arisen - but
employee does not know).
Can "Local" HR managers
be permitted to advertise for similar/identical vacancies Simultaneously? (Left
hand not knowing what Right hand is doing!)
How will "Global
Recruiter" address following issues?
METHOD TO BE EMPLOYED (Y-Axis:
HEAD-HUNT, DATA-BANK SEARCH, ADVT)
GEOGRAPHICAL SPREAD OF THE
COMPANY (X-Axis: 15/20 Locations, 4/5 Locations, Single Location)
(2)
For almost identical vacancies,
"Local" HR managers may adopt different "Methods" - at the
same time (Left Hand/Right Hand)
NO "centralised"
history of which method produced what (better or worse) results, at what
location - and why, so local HR mgts. may go on merrily
"experimenting" different methods at different times! A newly Joined
HR manager may start all over again, without looking-up previous
"History" of what (method) worked & what did not.
Different location HR mgts.
engaging different "Executive Search" agencies or advertising in
different newspapers, for similar/identical vacancies - at same time.
Different (Location) HR managers,
employing Same Agency or advertising in Same newspaper at Vastly varying
"Rates."
How will "Global
Recruiter" address following issues?
REQUIREMENT OF MANPOWER (Y-Axis:
$>$100, 11-100, $\le$10)
GEOGRAPHICAL SPREAD OF THE
COMPANY (X-Axis: 15/20 Locations, 4/5 Locations, Single Location)
(3)
How to "pool" manpower
requirements of different locations, without, in any way, slowing down,
individual locational recruitment activities, as a result of such
"Centralization" attempt?
How to identify which vacancies
of which units are to be sourced "Nationally" - and which vacancies
are to be filled with local/regional candidates? "Method" will depend
upon this analysis.
How will "Global
Recruiter" address following issues?
TECHNOLOGY TO BE EMPLOYED
(Y-Axis: Web-Service, Search-Agencies, ERP Module, simple legacy System, Advt.
on Websites, Advt. in Print, Word-of Mouth)
GEOGRAPHICAL SPREAD OF THE
COMPANY (X-Axis: 15/20 Locations, 4/5 Locations, Single Location)
(4)
If "Global Recruiter"
is going to be a "Web-Service", how will it integrate with ERP/Simple
Recruitment softwares already installed by same companies?
Can different locations (of a
given Company) have flexibility to adopt
different technologies at Same
time (Simultaneously-in parallel)?
different technologies at
different points of time (at same location)?
If different locations adopt
different technologies, how can data (eg: Vacancies data/Resumes Read data etc)
be pooled, together and into a single centralized DATABASE, for everyone to
refer to and benefit from? - for some geographically spread companies, ability
to look up "frequency distribution" of gross compensations enjoyed by
existing employees (Age/Exp/Edu/Designation/Function/Unit-WISE) is very
critical before making an "Offer" to a candidate (Not to upset
Apple-cart!)
Can there be a SIMPLE version (of
Global Recruiter) for "Single location", a "ENHANCED"
" " for "4/5 location", a "ENRICHED" "
" for "15/20 location"?
(With seamless
migration/scalability?)
How will "GLOBAL
RECRUITER" ADDRESS FOLLOWING ISSUES? (5)
TIME TO FILL THE POSITION
(Y-Axis: 180 days, 90 days, 30 days, 10 days) GEOGRAPHIC SPREAD OF COMPANY
(X-Axis: 15/20 Locations, 4/5 Locations, Single Location)
How can "Global
Recruiter" ensure that "Time to fill a vacancy" does not
go up/increase, with the increase in no. of locations? Obviously each location
HR manager is under pressure to fill-up a vacancy as fast as he can, without
being slowed down by bureaucratic processes/approvals from any "CENTRAL"
authority? On the other hand, how can "Global Recruiter" speed-up
entire recruitment process of 15/20 location companies, so that they can
fill-up a position in half the time they are taking today? These are the
companies with maximum bureaucratic processes and largest recruitment-cycles.
These are also LARGE companies having LARGE recruitment programs.
If "Global Recruiter" can help them cut the "Red-Tape"
(of approvals/sanctions at every stage) without diminishing CENTRAL-CONTROL
and speed up the process, there would be immediate "acceptance".
Once such LARGE/MULTI-LOCATION companies start using "Global
Recruiter," it would be easy to convince others. Large Co's also have the
required "BUDGETS".
How will "Global
Recruiter" address following issues? (6)
POSITION TO BE FILLED
(Y-Axis: TOP LEVEL, MIDDLE LEVEL, JUNIOR LEVEL) CHARACTER OF THE COMPANY
(X-Axis: Multi National, National, Regional)
Multinationals operating in
India, would ideally like to follow the same recruitment processes, which they
follow in their HQ (Home country). They would retain a "Headhunting"
firm for TOP level positions. They may like to "OUT-SOURCE"
work-related to JUNIOR positions or take on such staff on "Contract/Temporary"
basis (eg: KELLYS). So, for Multi-National Clients, "Global
Recruiter" must offer such flexibility (Retainership/Part time
Working/Remote-working from home/Temp. staffing/Hire & Fire/NO
employer-employee relationship etc). National (Domestic) Companies would want
all TOP LEVEL position-filling decisions & processes, controlled for
Corporate HQ and may want to decentralise MIDDLE/JUNIOR vacancy
decisions/processes, once manpower approval is given.
How will "Global
Recruiter" address following issues? (7)
METHOD TO BE EMPLOYED
(Y-Axis: HEADHUNT, DATA-BANK SEARCH, ADVT) CHARACTER OF THE COMPANY
(X-Axis: MULTI-NATIONAL, NATIONAL, REGIONAL)
Since there is no systematic
compilation of recruitment Costs cover a long period of time as applicable to "ADVERTISING"
method, the general perception (belief) is that "Headhunting"
(as a process) is very expensive. So it would have to be a very important
feature of "Global Recruiter" to compile ELABORATE
Cost-statistics (including time-costs of executives doing
"rating"/conducting interviews etc) for each of the three "methods"
employed. (Executive man-hour costs can be entered in the System as MASTERS
- as also approx. "Interview-Time" per candidate). Only actual "out-of-pocket"
expenses (eg. Media-cost) need to be entered manually. "Global
Recruiter" must provide flexibility for any company to use any "method"
for any particular vacancy. More-often-than-not, a Company would want to use a
combination of any TWO, (or even all the 3) methods, Simultaneously, for
a given Vacancy! It may "advertise in HINDU & TIMES, give Databank
search assignment to PSS & 3P and give non-exclusive Headhunt Assignment to
BOYDEN & ABC!!" - for same Vacancy!
How will "Global
Recruiter" address following issues? (8)
REQUIREMENT OF MANPOWER / YEAR
(Y-Axis: $>$100, 11-100, 10) CHARACTER OF THE COMPANY (X-Axis: Multi
National, National, Regional)
Generally speaking
Multi-nationals & Regional companies recruit very few people. National
companies recruit most people. Hence features of "Global Recruiter"
should be targetted to "National" Companies (Business India
500?). A regional company with a very small annual manpower requirement may
not have an HR manager or that HR manager also looks after the recruitment.
Regional companies having small manpower needs, will not want to invest in a
sophisticated/"expensive" "Recruitment Software
Package". But, they would be Interested in a reasonably priced "HR
Software" package, where more features/emphasis is on:
- Personnel Folders
maintenance/Updation/Increment-Termination-Appointments
- Annual Rewards administration/Bonus-Incentives
- Performance Appraisal
- Absenteeism/Leave Histories
- Perks/Benefits/Retirement/PF/Gratuity
- Payroll/ESIS/TDS/Annual Report Data
How will "GLOBAL
RECRUITER" address following issues? (9)
TECHNOLOGY TO BE EMPLOYED
(Y-Axis: Web-Service, SEARCH AGENCIES, ERP MODULE, Simple Legacy System, ADVT.
ON WEBSITES, ADVT. IN PRINT, WORD-OF MOUTH) CHARACTER OF THE COMPANY
(X-Axis: Multi National, National, Regional)
For getting all the Companies "interested",
"Global Recruiter" must not restrict the "technologies"
that a Company might wish to employ. If anything, Global Recruiter should
facilitate using of multiple technologies (-except, perhaps, "WORD-OF-MOUTH"!).
By offering such facility/flexibility (in use of multiple technologies), Global
Recruiter would open-up "parallel" paths for National/Regional
Companies - paths which they have never "explored" before. For
the first time, by using Global Recruiter's Web-based Service, they can harness
the true power of technologies, at the click of a button! Let "Global
Recruiter" be "THE GREAT LEVELLER" by offering, for the
first time, a LEVEL PLAYING FIELD to all, irrespective of Company
Size/budget.
How will "Global
Recruiter" address following issues? (10)
TIME TO FILL THE POSITION
(Y-Axis: 180 days, 90 days, 30 days, 10 days) CHARACTER OF THE COMPANY
(X-Axis: Multi-National, National, Regional)
In New Economy, only those
companies can expect to survive (-and if lucky, grow!), who take
decisions fast and also implement those decisions - even faster!
In most Companies, Recruitment is one of the SLOWEST process
(end-to-end). Irrespective of their "character", all
companies, once they have taken a decision to recruit/hire, want their man "yesterday"!
When it comes to Manpowers, HR managers and TOP management, are notoriously
poor planners. They wake-up at the last minute (of course, this works to the advantage
of Staffing Agencies!). Therefore "Global Recruiter" must "automate/speed-up"
following processes:
- Manpower Budgeting & Sanction
- Composing "Job Advt"
(Man-specifications/Job Descriptions)
- Broadcasting Job-Advt. and/or use of other
"Methods/Technologies"
- Receiving/Rating of Resumes/Creating a searchable
database/search-engine shortlisting
- Organising Interviews (Collaborative online
process)/sending out "Call-letters"/Confirmations
- Conducting Interviews (Offline or online from
multiple locations)/online "assessment/evaluation"
- Online Salary negotiations (CHAT/IM feature)/issue
of Appointment letters (Draft/Final) In short "Global
Recruiter", should enable the Recruitment Manager, to
bounce-the-ball to user Dept/Advt Agency/Search Agency/Top
Mgmt/candidate/Interview-Expert/Websites/Rates etc etc, thereby allowing
the ball to stay in his court for more than 1 hour at the most!!
How will "Global
Recruiter" address following issues? (11)
POSITION TO BE FILLED
(Y-Axis: TOP Level, Middle Level, Junior Level) SIZE OF THE COMPANY
(Turnover/staff strength) (X-Axis: Large, Medium, Small)
A Large company would have more Top-level
positions (to be filled) a Medium company " " " " Middle
" " " " " " " " a Small company "
" " " Junior " " " " " " "
" Print/Website Advts. produce POOR response to TOP
level vacancies. These have to be headhunted (from amongst PASSIVE
job-seekers) by Staffing Agencies. As far as small companies are concerned,
they find it very difficult to attract Competent executives for TOP
level positions - even when they go thru Executive Search firms & offer
very attractive salaries. This is because, no one has "heard" about
that "small" Company (no "market-standing"/"market-reputation").
Can "Global Recruiter" do something to impart a high "market-standing/market-reputation"
to medium/small companies, whereby they too can attract "good
talent"? eg: Using Global Recruiter, advertise on multiple
websites (Subscription fees included in Global Recruiter) along with
comprehensive "COMPANY-PROFILE"? Broadcasting Vacancies of
Medium/Small firms, thru JAWS, to thousands of Cybercafes/newspapers
etc? Broadcasting their Vacancies, thru JAWS, would enable Medium/Small
firms to build up a "Market Image"/"Brand-Equity"
thru better "Recall-Value".
How will "Global
Recruiter" address following issues? (12)
METHOD TO BE EMPLOYED
(Y-Axis: HEADHUNT, DATA-BANK SEARCH, ADVT) SIZE OF COMPANY
[TURNOVER/EMPLOYEE STRENGTH] (X-Axis: LARGE, MEDIUM, SMALL)
Large Companies, anyway, use all
3 methods. Can "Global Recruiter" make it possible
(easy/cheap) for medium/small companies to start using:
- Headhunt
- Databank search? Then only, they can be tempted to
subscribe to "Global Recruiter's" Web-service.
ANSWER By advertising
their Vacancies on multiple Websites (Subscription having been built into
Global Recruiter), over a period of time, medium/small Companies too can
build-up a large (Online) database of resumes, which they can
access/search, directly on their own, at anytime. This is their own "private"
database. So, even as they (medium/small) are creating a strong brand-image
thru their multiple advts, they are building-up a "Databank".
We cannot grant direct/open access to our "Non-Member Database"
to the subscribers of "Global Recruiter" to conduct their own
headhunt amongst passive Jobseekers. But we can automatically link their (TOP)
level vacancies with our Non-Member Database & flash following message to
the Subscriber: "Dear Subscriber: We wish you luck with your job-advt/but
in case you fail to get good response, we, at 3P, have [ ] no. of Senior
Executive-Names, in our headhunted database, whom we can approach on your
Behalf, should you decide to retain us for filling this Vacancy".
How will "Global
Recruiter" address following issues? (13)
REQUIREMENT OF MANPOWER / YEAR
(Y-Axis: $>$100, 11-100, 10) SIZE OF COMPANY [Turnover/Employee strength]
(X-Axis: Large, Medium, Small)
It is obvious that large
Companies will have large manpower needs and small companies will need a few
people. Large Companies would also have long, lengthy/complex
recruitment-processes involving many steps/stages/forms/approvals/agencies -
both internal/external/methods/technologies/existing, perhaps well-documented
manual processes/etc etc. In large Companies, Same or Similar vacancies occur
again & again, after a lapse of a few months, due to
expansion/resignations/retirements etc etc. For only a few vacancies per year,
Small/medium Companies, do not want to institute elaborate lengthy recruitment
process - whether online or offline. They like to fill their (few) vacancies,
in few/simple/quick steps. Therefore "Global Recruiter" should
enable such small/medium Companies to "by-pass", what, for
them, are "UN-NECESSARY/UNWANTED", steps. Therefore
"Global Recruiter" should clearly list-out, input screens, which are MANDATORY
and those which are OPTIONAL. This will simplify their life. Only then,
they would be tempted to "Subscribe" to "Global
Recruiter". Otherwise the sheer complexity of "Global Recruiter"
would frighten them!
How will "Global
Recruiter" address following issues? (14)
TECHNOLOGY TO BE EMPLOYED
(Y-Axis: Web-Service, Search Agencies, ERP Module, Simple Legacy System, Advt.
on Websites, Advt. in Print, Word of Mouth) SIZE OF COMPANY
[TURNOVER/EMPLOYEE STRENGTH] (X-Axis: Large, Medium, Small)
Since "Size of
Company" is closely co-related to the "Geographical
Spread" of a company, most of the comments mentioned on also apply
here. Large Companies are having better penetration of Computers & Internet
(as Compared to Medium/Small Companies) and better awareness of benefits of IT.
As a result, Large companies are also more willing to "explore"
IT-based Solutions, to improve their employee-productivity. Medium Companies
want to grow "Large" but daunted by the investments required
to be made in "IT-based Solutions", even when they intuitively
know that such solutions would enable them to increase their
employee-productivity and thereby grow "large". So, we must
position "Global Recruiter" as a very "LOW COST",
IT-based, productivity-enhancing tool. which a medium/small company can install
within 2 days, which, as far as recruitment process is concerned, would put
them in the BIG LEAGUE, without having to spend a million and without
having to set-up a technical dept. for maintaining a complicated system.
However,
Large Companies are also likely
to geographically most dispersed - hence comments on $\text{\textcircled{5}}$
apply to this case as well.
By their very bureaucratic
nature, Large Companies tend to have "longer" recruitment Cycles -
usually 90 days to 180 days.
Therefore Global Recruiter must
position itself as a "SERVICE" (not a product) Solution that promises
to reduce this cycle time to 30 days or less - and lives upto that promise.
HOW?
By making this Web-based
"SERVICE", much like a Conveyor-Belt. Once actuated/set in motion, it
must keep moving till a Vacancy gets filled. Along the Conveyor-Belt, there are
many "work-stations" manned by:
User Dept. Approving Authority Search
Agency Raters Negotiators Advt. Agency Media (Print) Websites Interviewers etc
etc.
Under present system, ANY of
these work-station, can STOP the belt and keep it STATIONARY (bringing the
process to a standstill) for any length of time (just by delaying the
"action" required to be taken by that work-station). So, the total
cycle stretches to 180 days!
(Cont. on next page)
However,
"Global Recruiter"
would have "ALARMS" built into it.
For each work-station, a
STANDARD-TIME will be/can be set by the Concerned AUTHORITY. As soon as any
work-station exceeds this pre-set "Standard Time", an alarm will go
off (Email ?), alerting the AUTHORITY that
the Conveyor-belt has stopped
it is stopped by Work-station
XYZ!
On the "mimic" diagram
(Wizard ?), this work-station would light-up in RED! Any stoppage of work-flow
(beyond preset time), would immediately raise an alarm.
For each & every
vacancy/position, the Authority would be able to see/view the work-flow, in
much the same way as the CONTROL-CABIN is able to track/monitor the movement of
a train on the tracks, along the entire route.
By clicking on the concerned
work-station's icon/symbol, the reviewing authority will get instantly
Connected by telephone/email etc. (may be by Instant Messenger-chat).
Some "Vacancies" may be
like a "Mail-Train", which does not stop at every station on the
track, but only Certain stations. So the STOPS, for each Vacancy will be
figured-out in advance by the USER DEPT or by AUTHORITY. User Depts. being
Concerned /affected party/s may monitor the process, for their respective
vacancies. 30 DAYS MUST BE ACHIEVED!
How will "Global
Recruiter" address following issues? $\text{\textcircled{16}}$
Irrespective of the
"Type" of a company, there are bound to be TOP/Middle/Junior
positions - only the ratios will change. Similarly, there will be differing
"SPANS-OF-CONTROL" depending upon the "Type".
At one end, in Virtual companies,
one can expect fewer and unique positions, whereas in the Hardcore Mfg.
companies, one can expect many more & similar positions. Hardcore
Mfg/Companies may need a whole gamut of "functionaries" (Mfg/Sales/Mkts/Design/Service/Finance/Personal/Admin/Materials/Logistics
etc. etc). A Virtual company may have a few functions. Hardcore Mfg. may have
SBU/Product Groups spread across the Country.
All over the World, there is a
clear shift from Hardcore Mfg to Service Industries. This is more so in
developed companies & less in developing countries. Developed countries
want to shift their "smoke-stack" mfg. to low-cost Countries, leaving
them to focus on "services".
Still, at present, in India,
maximum Recruitment seems to be taking place in SERVICE industries such as,
Retailing/Telecom/ITES/Power/Financial
Services/Insurance/Hospitality/Health-Services/Software/Networking etc-etc.
These companies want to carry-out "MASS-RECRUITMENT" & at
short-notice.
ANSWER
Global Recruiter must enable
multiple $\text{\textcircled{2}}$ IDENTICAL vacancies to be filled at various
CITIES, Simultaneously, thru collaborative efforts of SEVERAL TEAMS working in
PARALLEL.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{17}}$
Head Hunt in India,
Private-Sector, SERVICE Industries came-up only during last decade. Same is
true of "Executive Search" firms. These came-up in last 10 years.
So, recruitment-processes, across
all types of Industries, were largely ADVT-based.
Hire Recruitment Managers got a
lot of "Importance" & built their "empires".
Advt. Agencies gave
"Kick-backs" to Company bigwigs out of their "Commission".
So, both, Advt Agencies & Recruitment Managers, have a vested interest in
Continuation of "STATUS-QUO", viz: Continue to "Advertise"
in print-media.
Websites came-up as Alternate
"Advertising-Media" only in last 2/3 years (and they don't give
kick-backs & no Advt. Agency needed!)
Even those Companies which have
started advertising on websites, do not Create a "Databank" of
resumes received, for offline searching/sourcing.
ANSWER
Global Recruiter must allow
Release of manpower need to Adv.
Agency Send back layout for approval Approval of layout
Release Advt to newspapers
layout/media-plan/cost "
" to websites
Search-Agencies (for
Headhunt/Databank search)
All "communications"
shall be by email/fax/Chat & recorded (for proof).
Online "Composing" of
Advt & online Creation of "ART-WORK/LAYOUT" / MEDIA-PLAN (All
Media-related info/data must be in Soft-coded MASTERS for instant calculation
of Media-costs). WIZARD-based flexible workflow, where "work-stations"
can be dropped or added.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{18}}$
Today hardcore mfg (Companies)
sector is the biggest employer but "service" industries are catching
up fast & may even overtake "Mfg" sector. ITES/BPO/Software are
driving the Service Sector.
By nature, "Service"
industries/Companies will be far more geographically Spread (Many locations)
than "Mfg" industries. Some of these Companies (eg:-
Reliance/Bharati/Petroleum Product retailing etc) may have hundreds/thousands
of "Retail" outlets, each employing $<25$ persons - even as low as
5 persons.
It is very likely that
recruitment of staff to man these outlets will be "centralized" at
Corporate HQ.
ANSWER
Global Recruiter should provide a
feature/flexibility to process a consolidated/centralised
"initiation" of a requirement covering multiple positions, for
multiple locations. Most likely "Methods" being employed will be:
Campus Recruitment (Call-centres
etc)
Website Advts
Print Advts
Databank Search
Using "JAWS",
broadcasting of such positions to
Thousands of Cybercafes
Hundreds of small town/local
Newspapers
TV channels
Would have to be an
"ESSENTIAL" feature.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{19}}$
By their very
(Technology/Internet) nature, Virtual (Dotcom) Companies are likely to be the
early adopters of "Web-Service based Recruitment Solution", even
though, their manpower needs may be small. Next to adopt
"Web-service" approach would be, Software Companies/Networking
Co/TELCOS/Call-centres/ITES etc which are likely to be Computer/Internet
driven.
So, if we finally, decide to make
"Global Recruiter", a Web-Service, then the above-mentioned Companies
should be our first target. They are most likely to appreciate our offering and
most-willing to "Experiment". Trying out new technologies, is in
their very nature. Perhaps this is one of the reasons, "L&T
Infocom" has shown Interest for a dialogue with us. So, it is very
important for us to "Convince "L&T Infocom" of
"Web-service" concept. Perhaps "Global Recruiter
Web-Service" could very well Integrate with "L&TNET" (the
L&T's own intranet) - which may make it very easy for L&T's far-flung
factories/regional offices/branches, to "Initiate" (Kick-in) the
Global-Recruiter Conveyor-Belt, directly on their own, from their own remote
locations. They don't have to build a separate "infrastructure" for
this purpose, nor depend upon local dial-up connections. This is what makes
this PILOT project so important for the success of Global Recruiter.
How will "Global
Recruiter" address following issues? $\text{\textcircled{20}}$
As compared to Hardcore Mfg.
Companies, the "Service" Ind. & "Virtual"
companies, move much faster (-both in mobilizing & dismantling
human-resources). They also "outsource" many of their "business-processes",
in order to keep fewer people on their own Payroll. In course of time, they
will largely depend on "Temporary-staffing" agencies such as
KELLYS. They will tend to "hire & fire" without
labour-laws restrictions. They will want to "hire with the same speed
with which they give out "PINK-SLIPS"! They would want
people/staff, available on the "Tap." So these companies do NOT
even fit onto this chart, since their "Time to fill position"
may well be 5 days!
ANSWER
"Global Recruiter"
should be able to "broadcast" the manpower needs of such Companies,
within 4 hours, to Colleges/Computer Institutes/Websites having Lakhs of
resumes/Cybercafes around the country - asking them to "Apply ONLINE"
(Maybe even TV channels - thru Cable operators - who act as Aggregators of TV
channels).
Next big thing, "Global
Recruiter" should provide (in future version?) is
"VIDEO-INTERVIEWING/EVALUATION" capability, where Candidates can sit
infront of a Web-Cam mounted on a PC in a Cybercafe (obviously one of our
Partner Cybercafes!) & client can Interview from his Office. It is Stupid
to make people travel hundreds of miles for an interview. We must create
revenue-model for Cybercafes so we can have a % share of that revenue!!
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{25}}$
It is obvious that we cannot
offer different "versions" of Global Recruiter, depending upon
"Positions to be Filled" or "Methods to be employed".
Client would want just ONE version that takes care of all "Combinations"
of Positions/Methods - even though, by-and-large, he would use only one method
for one level.
Shown here are only
"Broad" classifications for Methods/Levels. In reality, there may be
more, so, such flexibility should be provided.
Irrespective of
"Position" or "Method" employed, both the Immediate client
(Central Personnel Dept) and the Ultimate client (the User dept), would, most
certainly like to track/monitor the progress of each & every "Request".
They would want to "Trace" the work-flow & findout where exactly
it has got stuck.
ANSWER
As in case of our OES, the
"Global Recruiter" would need to have some feature like
"Scheduler", so that the Monitoring Authority can at anytime - and at
a glance - see all pending work with any of the Agencies involved in work-flow.
How will "Global
Recruiter" address following issues? $\text{\textcircled{26}}$
Top level positions (to be
filled) in any Organisation, are few and mostly given out for
"Headhunting" to Executive-Search firms. It is a time-consuming/slow
process & clients/companies are prepared to wait for 3/6 months for
candidate to join. There maybe as many as 6/8 rounds of interviews/meetings.
As we go down the
"hierarchy" ladder, the no. of vacancies increase. There is also a
pressure from END-USER DEPTS., to fill such positions faster. At middle level,
usually there are 2 rounds of interviews - the preliminary & the final.
At
"Junior/Entry/Trainee" level, the speed further increases, with,
mostly just one round of interview - often at the campus, very often
accompanied by oral/written TESTS, for purpose of "elimination" -
since response (no. of applicants) is huge.
ANSWER
Global Recruiter must permit
Multiple rounds of interviews
Written Tests (online/offline)
Capturing Candidate data in each
Company's own/unique (often printed) APPLICATION-FORM
Capturing Candidate
Evaluation/Assessment (often in Company's own Printed form)
(CONT) (CONTINUED ON NEXT PAGE)
"Rating" of
applications received (online/offline) for shortlisting as
$\text{\textcircled{A}}$ -
Excellent $\text{\textcircled{B}}$ - Good $\text{\textcircled{C}}$ - Acceptable
$\text{\textcircled{R}}$ - Rejected
Not suitable for advertised
position but having potential
Preparing "City-wise"
shortlists of A/B/C categories to fix-up City-wise Interview-Schedules, where
candidates from surrounding cities/Towns may be Called. Interview Teams will be
sent to such cities & Venues could be "Hotels". Entire process
may get spread over a month - This is especially true of GET interviews at many
College-campuses.
Can we get Interviewers to
capture their Assessment/Evaluation using "MAGIC PEN" (Logitech)
& Special pre-printed forms, which can be subsequently downloaded into
"Global Recruiter" when the Teams return to HQ?
Automated/online Computation of
what salary-break up to offer? based on
- Candidate's current Gross & detailed "Break-up"
- Candidate's "Expected" salary
$+10\% / +20\% / +30\%$ over what he's getting
- Fitting candidate's "expected"
salary into Company's own compensation-structure & working
backwards to work-out itemwise details. Gross & Basic salary graphs
can be generated & used as "READY-RECKONER".
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{27}}$
I have already observed earlier
that "Search Agencies" are likely to be used for "TOP"
level positions. Their survival/growth/success depends upon their own
private/secret "Non-member Databases" of passive job-seekers, assiduously
compiled & updated all the time.
"Search Agencies" are,
therefore, not "TECHNOLOGY" but a METHOD/SOURCE (of database).
Should Global Recruiter's role be
restricted to "broadcasting" TOP level requirements to such
"Search Agencies"? OR should we give "Global Recruiter" a
database of Industries & Companies, so that, the Client can ask the Search-Agencies
to "source/search" executives from specific "Industries" or
even specific "Companies"?
ANSWER
In our Compiler Tool, we have
compiled names of some 28000 companies, falling under some 200+ Industries.
This knowledge-base, should form a part of Global Recruiter, so that, while
referring "Search Assignment" or "Inquiries" to search-agencies,
the client/subscriber can click on names of companies from which to find/locate
candidates. Working in the background, our Member database can produce/throw-up
a list of PEN (Short-display) & Long-display. As far as our NON-MEMBER
database is concerned, it will list the "Designations" of the
executives working in the SOURCE-COMPANY, without revealing their names. From
both of these "short-lists", client/subscriber will create a
"shopping-cart".
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{28}}$
As far as "Time to fill
Position" is concerned, graph $\text{\textcircled{A}}$ should move-down to
become Graph $\text{\textcircled{B}}$. By only "quantifying"
the "GAINS", can we prove the superiority of "Global
Recruiter" and win over the skeptics. Such actual "dramatic
downward shifts" on the screens of a few "early adopters"
can become our strongest USP/reference.
ANSWER:
Global Recruiter must be in a
position to automatically compile "Time To fill"-vacancy statistics
& automatically generate these curves. Thereafter these GRAPHS will do all
our selling!
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{34}}$
obviously "Headhunt" as
a "method" is not suited for recruiting large nos of executives (with
exception of Reliance?).
Global Recruiter should have a
provision where Companies (subscribers) can enter data about
- Their actual recruitments/appointments (position
level wise) for last 3 years
- average time taken to fill each vacancy
- Their actual staff-strength for each such position,
at the beginning and end of each year
- Their actual "separations"
(resignation/retirement/death/VRS) for each category of staff during each
of last 3 years
Based on these figures, Global
Recruiter can figure-out/predict, the no. of vacancies in each cadre/category
that would arise and required to be filled. (FORECASTS/TREND
PROJECTIONS/REVEALING PAST PATTERNS & EXTRAPOLATING).
Based on these, it would
recommend METHODS to be employed as also most likely, end-to-end CYCLE-TIMES.
It may even recommend Print media or web-sites on which to advertise. As each
client/subscriber uses Global Recruiter for 2/3/5 years, statistics should get
automatically compiled. The longer the period and more the statistics, the
better will be Global Recruiter's "FORECASTING" ability!
[GRAPH ONLY - No text provided in
the source for transcription]
As a "Technology
Solution," Web-Service will cater to all 3 Methods.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{35}}$
A Corporate needs a
"Recruitment Solution" that does not confine him to a particular
"Method" or a particular "Technology".
In-fact, he wants a Solution that
would permit him to add (in course of time),
new methods (eg: Advt. on TV
channels thru local/regional CABLE OPERATORS)
new technologies (eg: Universal
Messaging System to contact candidates)
new collaborations (eg: Online
testing of candidates using "Brainbench")
new Systems (eg:
Video-interviewing of candidate from several locations) Simultaneously.
new Knowledge-Bases (eg: Keywords
which are Unique/peculiar to his business)
ANSWER
Being a Web-Service, backed by
3P's domain expertise/Knowledge-Bases, we would, every 3 months, add, one of
the above-mentioned features & market as a new VERSION.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{36}}$
The situation is identical to
$\text{\textcircled{28}}$ and same arguments apply.
[GRAPH ONLY - No other text
provided in the source for transcription]
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{43}}$
Thousands of Companies have
released LAKHS of job-advts in print (or recently on websites) over last ten
years and (may be) 50 million job-seekers must have submitted their RESUMES
against all these advts.
There is neither a database of
These (Thousands) of companies,
OR
These (Lakhs) of job-advts, OR
These (Millions) of job-seekers.
ANSWER
By giving away the FIRST YEAR'S
subscription FREE to all Companies, we can hope/expect to build up such a
massive database. Each company can access/view, its OWN candidates (those who
have applied online against that company's job-advt) in full.
The Company can also
see/view/access database of other Companies' resumes, Without Candidate
identity/contact info! - only PEN, Hith resumes. Without candidate
identity/contact info! - only PEN, With resumes. Without Candidate
identity/contact info! - only PEN, With resumes. Once this happens, they could
have no need to advertise in newspapers anymore! But anyone - who is even
remotely likely to "apply" against their advts, is already
"searchable" in Global Recruiter's RESUME DATABASE of millions -
making ours, WORLD'S LARGEST RESUME DATABASE!
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{44}}$
The greater the no. of Vacancies
to be filled (in a year), the shorter must be the "Time to fill the
vacancy". Otherwise, as a company grows (-and its manpower needs too
grow), it would need an army of Recruitment Managers/Raters/Interview
Experts/Support staff etc and still find that, at the end of the year, there is
a growing backlog of "unfilled" vacancies. Obviously, this
cannot be a satisfactory Solution.
ANSWER
By automating processes - and
carrying out all recruitment related processes ONLINE and by distributing these
automated online processes amongst collaborative partners
(agencies/work-stations), and by online ALARM system & online
SCHEDULER/REMINDERS (for each work-station), and by setting pre-determined
"STANDARD TIMES" for completion of each TASK at each work-station.
GLOBAL RECRUITER should enable a
large Company to recruit a 1000 executives in LESS time as compared to time
they were taking to recruit 10 executives using current manual system.
How will "GLOBAL
RECRUITER" address following issues? $\text{\textcircled{52}}$
"Time to fill a
Vacancy" depends a lot on "Technology" employed.
"Print Advts" are
Yesterday's technologies (90-180 days)
"Website Advts" are
Current technologies (30-90 days)
Own "Resume Database"
(If built-up over last 10 years from all the responses received) Search (15-30
days)
3P's Web-based Resume Database
Search (5-10 days)
-coupled with Global Recruiter's
Web-Service features
ANSWER
Hardly any company has built-up
its own resume database - and even if some company did attempt, they soon
enough found that such a database get "Obsolete" very fast & most
of those who had applied in the past were simply "Untraceable" - so
building up such a "Private" resume database was a huge waste of time
& money.
GLOBAL RECRUITER, will ensure
"Up-to-date" ness of its online resume database thru:
Edit your resume emails
Job-Alerts
Candidate's own "Exclusive
Page" where he can see entire History
Online Resume Blasting Facility
(esp. thru operation LOCK-IN)
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