Notes: GLOBAL RECRUITER INDEX

GLOBALRECRUITER

INDEX

Business Model
Harnessing Universal Knowledge
Recommendation System
Delivery Systems
Profiles
Resume Searches
Job Searches
Interview Process
Revenue Model
Market

Annexures/Exhibits

Business Model

Global Recruiter will move away from the business model of Stand-Alone jobsites, which are like “islands” in a vast ocean of knowledge/content.

Thru its partner websites network, Global Recruiter will link-up all these “islands” into a Seamless eco-system, which enables all these “islands” to share the common/central knowledge base across the entire world (-the ocean).

In this eco-system, each “island” jobsite will contribute and share the knowledge/content thru web services (Service-Oriented-Architecture).

In this architecture,

all partner jobsites will be treated as equal
all users (on any partner jobsite) will also be treated as equal.
jobsites creating/contributing content, each partner website will carryout its own marketing/selling the network services (to paying corporate clients)
partner websites will retain 80% of the revenues earned (from its corporate clients) and pass on 20% of the revenue to Global Recruiter for providing web services.

Imaging not being able to phone/talk to someone, simply because he lives in a different city /region/county and subscribes to a different telephone service provider or has a landline instrument instead of a mobile?

Can any “telephone service” survive today, in this world, unless it is fully integrated and networked with hundreds of telephone services all over the world?

When you dial someone in New Zealand, do you wonder, whether your call will go thru or not? If your service provider cannot guarantee to you, a seamless “talking experience” across the World, would you want to stay “subscribed”?

If so, why should a jobseeker or a recruiter put-up with “Stand-Alone” jobsites, which refuse to interconnect? Refuse to share its resumes and job-postings?

Why should

a jobseeker post his resume on 40 jobsites-then conduct job searches on each of these jobsites, thru different logins each time?
an employer post his job on same 40 jobsites and repeatedly search for same candidate, on each of these jobsites, using different logins?

Thru its Network Model, Global Recruiter will simplify everybody’s life, by interlinking

all content providers (Jobsites)

all service/delivery providers (Media)

Harnessing Universal Knowledge

RecruitGuru believes in harnessing universal knowledge for the benefits of all-especially the jobseekers and the recruiters.

RecruitGuru will achieve this by inviting everyone (but especially the jobseekers and the recruiters) to contribute their knowledge/expertise/skill, for co-creating value/benefits in the domain of

ONLINE RECRUITMENT

To begin with IndiaRecruiter has already provided features, whereby any visitor can,

Add any new function/skill
Add keywords to

an existing function/skill
a new function/skill

Poll (vote) regarding the relevance of any particular keyword to any particular function/skill
Add any new interview questions

against on existing keyword
against a new keyword

This participation will soon get extended to cover:

Poll (vote) regarding the relevance of any particular interview question to any particular keyword
Suggesting new/different types of Profiles
Suggesting new/different methods of conducting much more relevant

Resume Searches
Job Searches

Adding many more “Relevant Keywords” to existing keywords
Creating / Adding “Answers” to existing/new interview questions.
Creating knowledge base of “Industry-Specific Keywords”
Creating “Synonyms” for designations/position-names/vacancy names
Creating “Job-descriptions” for designations/position-name/vacancy names
Uploading “Organisation Charts” of the companies where the executives are currently working (whether a jobseeker or a HR manager)

Modifying/editing IndiaRecruiter’s source-code to develop new features/applications/components/modules, that can plug-in to IndiaRecruiter’s 5 layered (ASP.NET) system Architecture.
Plug-in (API) for public-domain knowledge-bases available on Wikipedia/Google/Yahoo/Amazon/AOL etc to enrich user experience on IndiaRecruiter.

Recommendation Systems

RecruitGuru has developed a recommendation-system, which recommends,

Suitable job advts to jobseekers
Suitable resumes to recruiters

This system is based on an analysis of the clicks made by the jobseekers and the recruiters, on IndiaRecruiter.net website (plus on all partner websites of GlobalRecruiter).

During jobsearches and resume searches, users select (by clicking) different search-criteria. These “selections” are stored in individual databases (of each & every jobseeker and recruiter). They also select certain criterias, during

Submit Resume
Post Job Advt.

These database are continuously analyzed to compute the “frequency of selection” (of each criteria) and to decipher “patterns” of choices made.

When a jobseeker visits “job-search” page next or a recruiter visits “Resume Search” Page next, our recommendation software, automatically rearranges (the display-order) the search-criteria in the listboxes, in the descending order of the past “frequency of selection”.

Thru this past pattern-recognition mechanism, software manages to present to the users, right at the top of the listboxes, the most frequently used search-criteria. This is in a sense, detecting the past “buying behaviour” of each & every user and then “predicting” his/her future purchases.

In course of time, the past purchase analysis, of several hundred “like-minded” users, will enable the software to recommend, specific

Employers
Industries
Functions
Skills
Cities / Regions
Positions / Vacancies
Jobs / Resumes
Salaries (offered / earned)

Having compiled a “database of intentions” of millions of jobseekers and employers, the software will make obsolete, all further jobsearches and resume searches and, instead, present to each jobseeker / each recruiter, a very narrow and sharply defined, sets of jobs and resumes, which are most suitable / relevant to his needs.

Over a period of time, the software will evolve into an Expert System, comprising Software Agents for each & every jobseeker and recruiter. Not only will these agents troll the entire web

in search of best “matches”, but when they do find one, the Agent will even “negotiate” the work-contracts on behalf of the humans they represent.

Delivery Systems

At present, RecruitGuru System comprises of

www.GlobalRecruiter.net
www.IndiaRecruiter.net
www.World-Wide-Jobs.com

Over a period of time, there will be hundreds of partner websites comprising RecruitGuru network. RecruitGuru will deliver, over this network, a host of recruitment related webservices (using asp.net, 5 layered architecture) to the jobseekers and the recruiters using these websites. The users will receive these webservices thru internet.

In the meantime, https://www.google.com/search?q=World-Wide-Jobs.com is already delivering job-alerts to jobseekers, over the wireless mobile phone service networks. In a similar manner, before long, the RecruitGuru network will deliver Resume-alerts to recruiters on their mobile phones. At present, these alert are being delivered once-a-day, but before long, RecruitGuru Network will start delivering these alerts, on a continuous basis, all throughout the day, as each suitable/relevant job-advt or resume gets uploaded on RecruitGuru Network.

Upon availability of 3G/Wifi/WiMax, mobile networks, RecruitGuru will start delivering entire Profiles/Job Advts on the mobile phones of users.

Upon receipts of alerts/Profiles/Job-Advts etc. over their mobiles, the users will be able to interact with these messages and instruct/command RecruitGuru Network to

Apply Online
Download Profile/resumes
Send out interview-call letters
Acknowledge receipt of messages
etc etc

Networking with mobile service providers-on a revenue sharing basis-will even enable jobseekers and interviewers to conduct instant/online interviews, since, within next few months, all mobile phones will have built-in cameras.

With arrival of CAS (Conditional Access System), DTH and IpvTV, each multi-media device will have an IP address-just like a PC. This will enable RecruitGuru Network to deliver all of the above-mentioned Webservices (including video-interviewing) to the users of such devices. For such delivery, RecruitGuru will tie-up with the concerned service-providers on a revenue-sharing basis.

For almost all content (resumes/jobadvts etc), RecruitGuru will also provide RSS feeds to the end-users, thru the service providers. RecruitGuru will also provide continuous/interrupted feeds to TV Channels, newspapers, magazines, film theatres, portals etc. etc.

Profiles

Principle/process of generation of a candidate’s Profiles is as follows:

our software extracts keywords from resumes and creates several databases according to functions/skills
In each database, frequency of occurrence of each keyword is computed and a weightage assigned, based on these frequency. As each new resume gets added, the frequency of each keyword, (including keywords appearing for the first time) is re-computed and its weightage is recalculated. This is an online dynamic/continuous process.
From each sub-set of keywords database (pertaining to any given function/skill), a BENCHMARK list is compiled covering top-Weighted keywords, adding-upto 90% of the aggregate weightages. This too, is a dynamic/continuous process.
Keywords in a resume are compared with keywords BENCHMARK list (for corresponding function/skill) and respective weightages assigned. These weightages are added up to a figure/amount. The ratio of weightage-total in any given resume to the weightage of BENCHMARK list is computed and called

RAW SCORE

for that resume.

Raw Scores are assigned to each & every resume, on a continuous/on-going basis (as more & more resumes get added to the function-wise/skill-wise resume databases.)
Based on

its own Raw Score
Raw Scores assigned to other resumes within its specific database,

each resume is assigned a PERCENTILE SCORE (to denote its relative rank/standing amongst resumes belonging to co-professional having same function/skill).

Based on

No. of resumes in a sub-set database
Raw Scores of each resume.

A FREQUENCY DISTRIBUTION GRAPH is drawn automatically/instantly. These graphs are generated for each function/skill.

Graphs also display

Mean score line
(+) one sigma line
(-) one sigma line
given resume's own Raw Score line

Such visual/graphical presentation, enable a HR manager to, very quickly ascertain/grasp

a jobseeker's "level of functional/skill" competence
a jobseeker's competence-standing in relation to all co-professionals (belonging to same function/skill) within the sub-set database.

Over a period of time (as more & more resumes accumulate in sub-set databases), the Profiles, will compare "apple-to-apple", by comparing executives/candidates/jobseekers belonging to

Same AGE group
Same INDUSTRY
Same DESIGNATION-LEVEL
Same CITY/REGIONAL-COUNTRY
Same EDUCATION-LEVEL
Same SALARY-LEVEL
etc. etc.

Such pin-point/sharply-focussed comparisons amongst jobseekers will make the comparisons much more meaningful.

Ultimately similar "Profiles" will also be developed for each & every "Position/Vacancy" for each & every employer-organisation. Then a Matchmaker Software (GuruMatch) will automatically compare/match these profiles and help

Corporates to find ideal candidates
Candidates to find ideal employers.
Profiles are ever changing/mutating Life Forms.

Resume Searches

When a HR manager conducts resume-search on any jobsite/jobboard, the website returns & displays resumes which match one/more of the following criteria specified by the HR manager:

Industry
Age (Max)
City / country
Function/skill
Exp (Min)
Keywords
Edu. Level
Salary
etc. etc.

Although, hundreds of resumes get short-listed and displayed, these are displayed at random, without any consideration of

relevance
ranking (by competence level).

This makes the HR managers' task, very difficult and time-consuming. He must open and read, each & every short listed resume, to figure out, which are good enough (a proper match against his requirements) to be called for an interview. This process takes many hours-sometimes many days and therefore, it is thoroughly outdated/useless/obsolete!

In IndiaRecruiter.net, during a resume search (by a HR manager), search-results are displayed in the

DESCENDING ORDER OF PERCENTILE SCORE

So, even if there are 200 resumes (displayed), the HR manager need to look at (read), no more than 5 or 10 at the very top of the list. These are the best/the most competent candidates! He need to interview only these 5/10.
Apart from showing the Percentile Score against each & every resume, the search-results also carry, against each resume, a counter which reads,

NO. OF TIMES THIS RESUME WAS VIEWED SO FAR

This is like a social consensus and further reinforces the ranking assigned by PERCENTILE SCORE.

Obviously the better resumes get read by more HR managers!

In near future, IndiaRecruiter.net will also introduce following, different resume-search methods:

Match Index (how well does a resume meet the advertised job-criteria?)

Here, Profiles will be developed for each and every job-advt posted on IndiaRecruiter. This process will be very similar to the development of Profile for the resumes of the candidates.

Comparable to the Raw Score (in case of resumes), each job-advt will be assigned a REQUIRMENT SCORE (based on keywords found in the specific job advts).

Then each resume's Raw Score will be computed as a percentage of each job-advt's Requirement Score, to figure out a

MATCH INDEX (i.e. how well a resume matches a job advt).

Then during resume search, resumes will get displayed in the

DESCENDING ORDER OF MATCH-INDEX.

This relevance-based ranking and displaying of resumes will make it very easy for the HR manager to quickly zero-in to the ideal candidates, listed at the top.

Sharp Search

how well does a candidate Score compositely on Percentile Score as well as Match Index?

In this method of resume search, a HR manager will be in a position to assign "Weightages-criteria" to

Percentile Score, and
Match Index

Now, IndiaRecruiter's Software, will develop a COMPOSITE INDEX for each & every resume and then display the search-results in the

DESCENDING ORDER OF COMPOSITE INDEX.

This method will enable a HR manager to Zero-in to the "right" candidates, Superfast.

Matrix Search

(Where a HR manager, needs to make a compromise between candidates' with very high Salaries and candidates' with very high Percentile Score)

Resumes will be displayed in a matrix such as follows:

Job Searches

In IndiaRecruiter.net, jobsearches by candidates will follow a pattern quite similar to the pattern adopted for Resume Searches.

Job Advt Search results will get displayed in the descending order of a SCORE, which measures, how well does that job-advt, match the resume of the candidate conducting that search. Once again, as in case of resumes, this SCORE will be computed based on the

Keywords contained in each job advt
Indexing of the keywords and computing their frequency of occurrence in job-advts, belonging to same function/skill
Computing weightages
Plotting frequency distribution
Computing mean/standard deviation etc.

Display will also show a counter, against each job-advt,

"NO. OF TIMES THIS JOB ADVT-WAS VIEWED"

As in case of resume-search, other methods of job-searches will be:

Match Index Search
Sharp Search
Matrix Search
etc. etc.

Interview Processes

Over a period of time, IndiaRecruiter.net will enable HR managers to conduct online interviews, using following methods:

Interactive Interview Tool (IIT)
Interviewing thru Instant Messaging (IIM)
Video Interviewing (on Mobile phone/TV/PC etc). (VI)
Virtual Job Fair (VJF)

Of these, IIT has already been implemented.

While interviewing a candidate using IIT, a HR manager can

View the candidate's Profiles
View the candidate's KarmaScope
Click on any keyword contained in KarmaScope to see a list of

relevant keywords
relevant interview questions

Click on Wikipedia link to see/read the latest entry pertaining to the clicked keyword
Type/add new interview questions (Knowledge Sharing by recruiter-community)

IIT (KarmaScope) will also carry a counter against each keyword to show,

"NO. OF TIMES THIS KEYWORD WAS CLICKED BY OTHERS"

IIT also contain a

CANDIDATE ASSESSMENT FORM

which, HR manager/recruiter can fill-up online, even as the interview is progressing. Recruiter can also see/view the Assessments carried out earlier (for the same candidate) by his colleagues.

IIT is suitable for interviewing a candidate sitting across the table or for remote interviewing (using phone to ask questions).

Interviewing thru Instant Messaging (IIM)

In this tool, a popular Instant Messaging (IM) Software (such as Yahoo/MSN/Google) will be integrated.

Both, the recruiter/interviewer and the candidate will login on a IIM page in IndiaRecruiter.

In his browser, recruiter will open the "Profiles" of the concerned candidate, where, as in case of IIT, he will get to

See KarmaScope & its Keywords
Click on Keyword to display interview questions

But now, instead of asking these questions (over the telephone), interviewer will select a question (from the displayed list) and then "copy/Paste" this question in the Instant Messaging panel.

This selected/Copy-pasted question will get displayed in the IM panel of the Candidate's browser.

After reading the question, candidate will type his answer (just below the question) in the IM panel, so that interviewer can see the same and proceed to ask the next question.

This (IIM) process of online interviewing will retain (for posterity) the complete transcript/ record of

Questions asked
Answers given

This transcript can be seen by the recruiter - and his colleagues-at any time in the future for reference (-whether candidate got rejected or got appointed).

Video Interviewing (VI)

In the browser, while viewing a candidate's Profile/KarmaScope/Keywords/Questions etc., a recruiter will also be able to see the face of the candidate (thru Web Camera). Several HR managers (belonging to same employer company) will be able to conduct an interview (of a given candidate) simultaneously in realtime.

Virtual Job Fair (VJF)

This will be a metaphor of a ground-based physical job-fair, catapulted into the cyberspace in a game-like browser console.

Several employer organizations will able to come online simultaneously and be able to conduct interviews in "Virtual Cabins," each of which will display on cabin's frontdoor:

Busy or Free
Name of Interviewer (Executive)
Name of Interviewing Company (Employer)
"Positions/Vacancies" for which candidates can register online for being interviewed

No. of candidates in queue (Waiting)-but not "who" (Candidate identity will not be revealed to anyone other than the interviewing executive).
Approx time-slots assigned to each waiting candidates

A online candidate will be able to click on the "Positions for which we are interviewing" list on any virtual cabin, to see a list box of vacancies. Clicking on any vacancy-name, will display

Full Job Advt/Vacancy details
Registration Form (to type PEN).

The Virtual Job Fair (VJF) will remain on 24x7

Revenue Model

A Job - Posting

is an employer's "advertisement", which he wants jobseekers to click and view.

A Resume

is nothing more than a jobseeker's (self) "advertisement", which he wants employers to click and view.

Hence we have opted for an "Advertising-based" revenue model, except for one deviation.

In our revenue model, a jobseeker never pays anything-even when he clicks on/views an employer-posted job advt.

In our revenue model, it is always the employer who pays,

when he clicks/views any candidate's resume and
when any candidate click/views employer's job advt.

Apart from these instances, in our model, an Employer-Subsciber also pays whenever he clicks on any keyword in a Candidate's KarmaScope, to access related interview questions.

As of now, for each of the above-mentioned clicks, we have kept a tariff of Re.1/-, in order to attract over 500,000 small and medium business/enterprises to switch over to "Online Recruitment". These enterprises need to fill-up only ONE or TWO vacancies each year. They cannot afford exhorbitant, fixed, lump-sum annual subscriptions being charged by major jobsites (ranging from Rs. 100,000 to Rs. 500,000 per year).

As of now, these huge, upfront subscriptions have kept out these 500,000 Indian businesses from taking advantage of "Online Recruitment". For all practical purpose, these 5 lakh enterprises are "NON-CONSUMERS" of the online recruitment market.

Through over cheap (cost-effective) pay-per-click revenue model, we want to capture a large market-share (+80%) in this "NON-CONSUMER" market.

It will be the partner websites of GlobalRecruiter who will collect this Re. 1/- per click from their corporate subscribers. At the end of the month, they will retain Re. 0.80 and pass-on to GlobalRecruiter, Re.0.20 (per click) by way of royalty for licensing of webservices.

In course of time we intend developing an auction program for "Keywords" for the corporate subscribers (we have created a database of over 60,000 keywords normally used by jobseekers while conducting online jobsearches). This program will be similar to Google's Adwords program. During job-searches, jobadvts posted by corporates, who have purchased a particular "Keyword" will get pushed-up and displayed at the top as "Sponsored Links"

MARKET

To begin with, we can say that our market is ONLINE RECRUITMENT -but that would be myopic!

Read "Marketing Myopia" by Theodore Levitt-early Seventies

Our core competence is "Match Making"-hence any match-making activity (online), which does not involve physical goods, can be considered as a logical extension of our market. Mostly these would cover digitized informations about each other (buyer & seller) that two parties are searching, eg:

Matrimonial (Matching Horoscopes along with KarmaScopes).
Real Estate/Homes etc.

We have developed algorithms to

rate/rank/score "resumes" and "job-advts"

By adding several other parameters and giving appropriate "Weightages" to such parameters, we intend developing,

"Employability index" for jobseekers.
"Desirability Index" for corporates (Similar to S&P/Moodys/CRISIL ratings.)

As stated in "Revenue Model", we are essentially into "Advertising Industry" (-not "online recruitment" Industry!).

If we can (and we will) get 500,000 small & medium enterprises to "advertise" their vacancies on our website, why can't we also advertise their "products/services"? There is no reason.

So, oneday, we will "unlock" the value of our customer-base.

As of now, for the jobseekers, we have developed

Competence Profiles
Salary Profiles
Tenure Profiles

But we are capturing enough data (about each jobseeker and each corporate subscriber) to develop a whole lot of

DEMOGRAPHIC PROFILES

(-Including what "Colours" they like-"My Rainbow" feature captures this information so vividly for each jobseeker),

We will make available these "Sharply pinpointed" demographic profiles to companies / organizations/ telemarketers / BPOs / call centers etc, to market their products / services.

We won't sell / part with our databases, but on our website, we will develop/install a "CUSTOMER CONFIGURATOR"

Businesses/enterprises will, using this configurator, develop sharply pinpointed databases of their TARGET CUSTOMERS

And then broadcast (really narrow-cast) their marketing messages thru our medium. We will broadcast these messages thru