Notes: May 2003

Saturday, 31 May 2003

THE MATCH MAKER

Kartavya

Nagwekar
Abhi
Inder

The Matchmaker

We want to make Global Recruiter, the ultimate matchmaker.

It should evolve to a stage, where, it is able to tell,

▶ The Jobseeker

– Your chance/probability of getting this job is [ ].

▶ The Employer

– Your chance/probability of selecting this candidate is [ ].

Right now, we are quite far from that stage. But there is an opportunity of making a quick “beginning” in that direction.

The enclosed chart is almost self-explanatory.

What we need to do is to treat every job-advt. as a “document” for datamining – in much the same way, we are treating every resume.

Then extract “function-related” keywords from 100,000 job-advts, calculate their “frequency of occurrence” & plot FUNCTIONAL PROFILE GRAPHS – just as we do in Resumes.

We must use only those “keywords” which are found in 100,000 JOB-ADVTS.

Some of these keywords may be common with those found in resumes – but that is a different matter.

One question:

To begin with, how (and who) will assign a given FUNCTION to a given JOB-ADVT?

And this has to be done for 100,000 job-advts! Who would have time/energy to read job-description para in...

“What IS the function of this job-advt?”

Can “Auto-Converter” tool, which Deepa uses, do this?

If that is not possible, then we may have to depend upon

KEYWORDS FOUND IN RESUMES

(those keywords which define a given resume’s Functional Profile),

and then use these very same keywords to determine the FUNCTION of a job-advt.

This may not be such a bad idea, after all, considering that, in the ultimate analysis, we are trying to match

Resume → with → Job-Advt.

Jobseeker → with → Employer

Where:

→ Resume is an “Agent” of Jobseeker

→ Advt is an “Agent” of Employer

And, we are trying to get these “Agents”

100,000 job-adverts, in order to decide

“What IS the function of this job-advt?”

Can “Auto-Converter” tool, which Deepa uses, do this?

If that is not possible, then we may have to depend upon

KEYWORDS FOUND IN RESUMES

(those keywords which define a given resume’s Functional Profile),

and then use these very same keywords to determine the FUNCTION of a job-advt.

This may not be such a bad idea, after all, considering that, in the ultimate analysis, we are trying to match

Resume → with → Job-Advt.

Jobseeker → with → Employer

Where:

→ Resume is an “Agent” of Jobseeker

→ Advt is an “Agent” of Employer

And, we are trying to get these “Agents”

→ “Talk” to each other (establish “compatibility”)

and, then

→ “Negotiate” on behalf of their respective Masters/Owners

to determine/establish

MATCH-MAKING INDEX

The higher the Index, the better the Match & vice-versa.

And a recruitment manager can “preset” the INDEX so that all resumes failing to reach that Index get summarily rejected/eliminated in the first round of AUTO MATCHMAKING (SCREEN).

Then, the shortlist that emerges would call for human intervention/examination/matchmaking.

Click on the name of a candidate (in the shortlist developed thru AUTO MATCHMAKING),

…would display both graphs side by side, as shown in enclosed sheet.

So, now the recruiter is able to see what is the “Degree” of match, visually.

“A picture is worth a thousand words.”

(Confucious)

A graph lends “credibility” where none exists!

There is something “mythical” about it!

And then by placing some appropriate “message” below the graph, we are trying to influence the (shortlisting) decision of the recruiter (in a subliminal way).

If he “bites”, we have a first-class

SELF FULFILLING PROPHESY!

If the candidate gets that job, both the candidate & the recruiter become “Great Believers” in the power of

THE MATCHMAKER!

They will swear by it & tell others too!

As far as candidates are concerned, the process will work in reverse.

First of all, his resume will have to be in our Online resume database.

Without this, he cannot conduct a jobsearch or receive a jobalert. (Today, this is not a condition on our website).

Because,

Only when we have his resume, can we plot his Function Profile graphically.

After conducting a jobsearch, when he “shortlists” a few jobs, he would need to click on each job-advt.

This clicking will, once again, reveal the 2 GRAPHS, side-by-side:

→ The functional graph of that job-advt

→ The functional graph of his resume

Once again, an appropriate message will appear below his graph, telling him:

→ “You are an excellent / good / fair / poor match for this job.”

→ “You have ‘Good / Fair / Poor’ probability of getting an interview-call against this job-advt.”

Then, should he decide to click on

APPLY ONLINE

our server will forward his Butterfly resume to the advertiser.

But, if we have succeeded in developing such a scientific/probabilistic/personal analytics (—the more the jargon, the better!), tool,

{—call it Business Intelligence – BI

Artificial Intelligence – AI}

then, why should candidates even bother to “come & conduct jobsearches” on our website?

We tell them, “It is a waste of time.”

Just enter your “Search Parameters” in

“REQUEST FOR JOBALERT” screen

(Ind/Function/Desig.Level/Posting City, etc).

And, also select MATCH-MAKING INDEX.

Then sit back & relax.

We will deliver matching jobs to your doorstep!

Such “Match-making Graphical Displays” have the power to pull in MILLIONS & MILLIONS of resumes to our website!

This would happen, even if we do NOT offer to send out “job-alerts” to candidates. They would find time to log into our website & endlessly conduct job-searches, among 500/1000 job-adverts that Deepa will download every day (using Nynod?) & upload on our website. At any given point of time, there will be 20,000/25,000 job-adverts on our site.

(Of course, by end Aug, we will need her to first download 100,000 job-adverts in order to develop keyword-based Functional Profiles in the first place! Nothing can start until then.)

“Candidate Alert” feature (to corporates) should wait till we have accumulated 500,000 resumes.

I strongly feel, Match-maker could be our “lucky-break.” It is only a matter of getting “ready” — a question of our “preparedness” to seize that opportunity before someone else does.

Let us go out & do it. I am confident we can & therefore, we must.

"JOB ALERTS" ON CELL - PHONE

Kartavya, Nagwekar, Abhi, Inder

This is further to my note "The Second - wheel" of yesterday.

My detailed thoughts on the subject are jotted down, in the margins of chapter on "LUCK", from book DO COMO (Copy enclosed). You may find it useful to just glance thru the underlined paras & my notes.

One technical point, which I am unable to understand, is,

"Do we really need to tie - up with cell - phones (GSM/ CDMA type)? If cell - owner can simply log into our website - using internet - connect feature of GSM/ CDMA phone then how does service provider come into the picture? Once a customer gets connected to internet, cell phone service - provider has no SAY in the matter, as to what the user accesses (which site) & what he downloads".

Can you Pl. Clarify?

h.c.parekh

Friday, 30 May 2003

THE SECOND WHEEL

Kartavya, Abhi, Nagwekar, Inder

In my notes "NATURE OF OUR BUSINESS" (Dt. 08-04-1994),

I said,

Our business will have 2 wheels,

. Information Technology

. Telecom Technology

Telecom will be the second wheel of our Chariot.

Our business will be based/ centered around "Super highways of Information Flow"

But I wrote this before Internet/ Telecom revolution had reached the shored of India.

But 9 years later, things are looking up !

Now, we have 3.5 million internet connections (-but quite likely 30 million email IDs) and over 6 million cell – phone connections, growing at 2 million/ year.

There are, also 80 million TV sets, of which, some 40 million have cable connections - all of which, will get a set -top box in next 3/5 years.

ICE (Information - Communication - Entertainment) is poised to be the fastest growing industry. Most of the investment is being made in this sector.

Telephone companies are diversifying into providing Internet Services - but giving "Connectivity" does not earn much revenue. It has become a "Commodity" business - or, will soon become.

And Cell - phones lines (Connections) will grow many times faster than landline connections. Cost per line is much cheaper (to install). Cell phone prices are dropping too.

Within next 4 years, teledensity will go up from 5/100 to 7/100 of population. Cell - phone tariffs are dropping (-although lowest in the world).

In last 3 months, average usage of Cell - phones has gone up from 400 minutes / month Everyone owns his/ her voice & can deliver to another cell phone.

But very few 9only companies) have DATA, which can be delivered over cell - phone.

Cell - phone companies are desperately searching for DATA CONTENT, in order to differentiate from competitors.

If they cannot manage to get some "Competitive

advantage" thru such differentiation, they would face tough time.

And this is our opportunity.

Enclosed tabulation shows what "Content" we can make available to cell - phone companies, which could be of great interest to cell - phone users.

To begin with "delivering job - alerts on SMS".

(Can we, quickly find - out, how many of our resumes, contain "Mobile No’s? - even though we may not - certainly do not - know, who are the "service - providers" - unless, we can figure that out from the "Numbering System).

Initially, we will offer such content FREE to cell - phone companies. If they have to pay for such content, they may shy away.

And of course, we must not have an exclusive tie - up with just one cell - phone company. We will offer similar content to all cell - phone companies.

And let them decide whether they wish to.

Give away the content "Free", in order to increase their "Subscriber - base"

they wish to charge something for each job - alert delivered.

In making "Job - alert" available over cell - phone, we are selling "Convenience" to the young job set crowd, whose biggest problem is that they are on - the - move all the time & have hardly time to connect to internet / open mail box/ look - up job alert.

And to be able to receive on SMS job - alert, when you are in the company of friends/ colleagues/ relatives, can be a tremendous EGO BOOSTER !

Now, you are showing off to all your friends/ colleagues/ relatives, that

. YOU ARE IN DEMAND

. YOU ARE "SOUGHT - AFTER"

. YOU ARE IMPORTANT

Once Kartavya confirms that we ca deliver such content, technologically in X days), let Inder speak to Mr. Sandip Das (Orange) - a good friend of Nirmit.

h.c.parekh

Thursday, 29 May 2003

PENDING ASSIGNMENTS (ABHI)

MAKE LUCK

Abhi

cc : Kartavya

: Nagwekar

: Inder

Someone has said

"Luck Happens when Preparedness meets Opportunity".

In the look DOCOMO, which I am reading currently, the authors are propounding a theory that DOCOMO was not "Lucky" - they made lunch "Happen" bye

. "Anticipating" the shape that telecom (mobile telecom) technology will take in future.

. "Figuring - out", what human emotions, can be made to express/ ventilate themselves, thru use of such new/ advanced technologies.

. "Preparing" / "Getting - Ready", to exploit the technology/ human emotions

Hence, the authors argue, it was not really surprising that DOCOMO ramped - up their subscriber - base to 40 million users,

(33% of Japan's Population) within 4 years !

Learning from DOCOMO's lesson, I enclose 3 sheets, in which I have tried to on time, how,

WE MUST PREPARE OURSELVES

during the next 3/4 months, to launch initiatives.

These initiatives, have the power & potential to make our web service

THE VIRTUAL EMPLOYMENT EXCHANGE OF INDIA.

We know that 42 million Indians are registered with country's 900 + employment exchanges. We know that 15 million Indians get added to our population EVERY YEAR ! We know, more than 2 million Indians Graduate from all colleges every years ! Within 5 years, the world will see much easier/ freer flow of skilled manpower across national boundaries – thanks to WTO.

We know that a lot of companies from "Advanced" countries, our outsourcing business processes. Most of these jobs are flowing into India.

We are, as a country, on an inflexion point.

If we "Prepare" ourselves will & get ourselves "ready", we are bound to run into our luck / our destiny, in the next 6/8 months. Here, I am talking of 3P. The projects (Manhattan - Ego - Pincer - Cyber - Jaws) are NOT independent/ stand - alone.

These initiatives are "part - and - parcel" of our Global Recruiter Web service. Just because, these projects involve, a lot of OFFLINE work/effort/preparedness, does not mean they do not contribute to the success of web service.

If anything, Global Recruiter will succeed, only if these projects succeed - and produce results, as expected.

Since, others in technical team are busy developing .NET, the main responsibility for launching/ implementing these projects, fall on you/Deepa.

And I know you are not one to sit back & rely upon "Luck"!

h.c.parekh

Monday, 26 May 2003

PROJECT PINCER

Abhi

cc: Kartarya

cc: Inder

26/05/03

Project PINCER

I have explained this to you / Deepa last week. Here is in writing.

To convince Recruitment Managers to subscribe to our Global Recruiter webservices we must attack them from two sides (- hence PINCER).

The first side is Project EGO.

Under this we will start emailing Butterfly versions of resumes to 100,000 jobseekers (- hopefully early August).

The covering letter will hold-out following promise:

“Your chance of getting an interview-call next time you apply, is much better, if you use the Butterfly version.”

We hope/assume that many will heed our advice & start using Butterfly only. When that happens, a no. of recruitment managers will start receiving Butterflies. Hopefully, this will arouse their curiosity, and they will get in touch with us, to find out what all this is about. That would give us a chance to convince them about the benefits of Global Recruiter.

All of this has been explained in detail in my note on Project EGO.

The second attack-side is Project PINCER.

Here, we plan to attack the Recruitment Managers, directly.

We want to write to them (email of course) and say,

“Hey, why don't you become a subscriber of our Global Recruiter Webservice? Here is what it can do for you.”

And then go on to explain

→ What are ResuMine / ResSearch

→ How these can boost “Recruitment Productivity”

But, a “picture” is worth a thousand words!

An example / an illustration, is the best / easiest way to convince an HR manager to subscribe to Global Recruiter.

Here is, how we should go about convincing him.

Under Project Manhattan, we have been downloading / uploading job-adverts for over 6 months now. We will continue doing so, at least till end July.

And we have received - and will continue to receive - resumes against these job-adverts.

Using all job-adverts downloaded / uploaded till end July,

and

Using all resumes received (from any / all job-sites) against each of those job-adverts till end July,

let us construct following “tables”:

(A)

Srl. No	Advertiser Company Name	No. of Adverts Uploaded	Total No. of resumes recd (till July end)
1	ABC	10	1984
2	[another company]	15	1632
3	…	2	1402 etc
…	…	…	…
Total	3000	7000	72000

(B)

Now, one by one, take each company, and for that company, create a table as follows:

Company Name: ABC

| 1 | … | … | … | … | … |

| 2 | … | … | … | … | … |

| 3 | … | … | … | … | … |

| Total | … | … | … | … | 1984 |

In fact these are the resumes which we received by uploading! But we don’t say that! We simply say

“We found so many ‘suitable’ resumes in OUR database.”

And then we say,

“When you agree to become an EARLY ADOPTER of our Global Recruiter, we give you this resume-database FREE!”

And, all these resumes are the Butterfly versions — completely “structured” & made “searchable”, like sample attached at (A)!

Sure, we have made available to you, a “starting” database of resumes, which you can search for your requirements. But, it is possible that, over the years, you have accumulated, 5000 / 50,000 or even 500,000 UNSTRUCTURED email resumes, none of which are “searchable” (because none are “structured”!).

When you choose to become an EARLY ADOPTER of our Global Recruiter Webservice, you can convert all of these resumes to look like sample (A) attached.

As many as you wish to convert during one month FREE trial period — at the rate of 1000 per hour and without human intervention!

In the next one year alone, you will save LAKHS of RUPEES, by not having to advertise, whenever a vacancy arises in your organization. Just search your own resume database first.

We will not send above-mentioned email (along with 2 tabulations) to all the advertisers.

We will restrict this (mailing) campaign to only those companies, where the total no. of resumes received (for all of its adverts put together) is at least 500.

You would have also noticed that I have not placed any limit on the no. of email resumes that an early adopter can “convert” during one month free trial period. Let him convert 200,000 if he can.

But, we will restrict “ResSearch” to only 50 searches during one month. That would be enough to “hook” them!

We should be ready to start this email campaign in the first week of Aug.

PINCER

Abhi

cc: Kartarya

cc: Inder

26/05/03

Project PINCER

I have explained this to you / Deepa last week. Here is in writing.

To convince Recruitment Managers to subscribe to our Global Recruiter webservices we must attack them from two sides (- hence PINCER).

The first side is Project EGO.

Under this we will start emailing Butterfly versions of resumes to 100,000 jobseekers (- hopefully early August).

The covering letter will hold-out following promise:

“Your chance of getting an interview-call next time you apply, is much better, if you use the Butterfly version.”

All of this has been explained in detail in my note on Project EGO.

The second attack-side is Project PINCER.

Here, we plan to attack the Recruitment Managers, directly.

We want to write to them (email of course) and say,

“Hey, why don't you become a subscriber of our Global Recruiter Webservice? Here is what it can do for you.”

And then go on to explain

→ What are ResuMine / ResSearch

→ How these can boost “Recruitment Productivity”

But, a “picture” is worth a thousand words!

An example / an illustration, is the best / easiest way to convince an HR manager to subscribe to Global Recruiter.

Here is, how we should go about convincing him.

Under Project Manhattan, we have been downloading / uploading job-adverts for over 6 months now. We will continue doing so, at least till end July.

And we have received - and will continue to receive - resumes against these job-adverts.

Using all job-adverts downloaded / uploaded till end July,

and

Using all resumes received (from any / all job-sites) against each of those job-adverts till end July,

let us construct following “tables”:

(A)

Srl. No	Advertiser Company Name	No. of Adverts Uploaded	Total No. of resumes recd (till July end)
1	ABC	10	1984
2	[another company]	15	1632
3	…	2	1402 etc
…	…	…	…
Total	3000	7000	72000