Notes: AD-COMPOSE PLACE-MENTOR

Inder

13/05/03

Manpower Request Module (Ad-Compose)

Since target date (for commercial launch) for ResuMine Research has been refixed at 9th Aug., target date for "Ad-Compose" module will also need to be refixed. I have asked Kartarya to discuss this with all concerned & come up with a fresh date.

But, you are supposed to give "Functional Specifications" (FS) for all webservice modules starting with FS for "Ad-compose" module.

In this connection enclosed find a copy of my note (dt. 17-04-03) to Kartarya/Athl ( Ad-Compose & PLACE-MENTOR).

You may want to keep in mind the BROAD PICTURE while drafting FS for Ad-Compose. I am not suggesting that all features should be incorporated right now, at one go! Over a period of next 2/3 years, there will be several "upgrades" of Ad-Compose. But having the "big picture"/Broad direction NOW, will enable you/Kartarya/Athl/Nagswekar to design the architecture (the foundation) in such a manner that each "upgrade" becomes a relatively easy affair.

Kartarya.

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(Handwritten Notes)

HOD Kartarya / Inder

"Something very exciting on 'AD-COMPOSE' type of free service."

Regards,

R.S.

15/5/03

See my remarks inside.

(Initial/Date)

16/05/03

http://www.Post Once.com/index.asp

5/15/03

job posting simplified Post Once

(A circled area contains a form titled "CREATE POSITION" with fields like: Status (Active/Inactive), Position ID, Client ID, Position Title, Required Skills (Industry, Category/Code), Country, State/Province, City, Nearest City, Zip/Postal Code, Area Code. Below the form are instructions/hints for some fields.)

Job Posting Made Easy

Job posting with Post Once makes it so easy to post jobs.

Click here to start your FREE Trial 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11

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[Handwritten Notes:] we will need to compare this form with our existing form (which consultants are currently using when they want to post a job ad on websites) and decide what changes/modifications, if any, would we need to carryout in this User Interface, to make it suitable for webservice (Ad-Compose). In V1.0, Ad-Compose will be made suitable for jobsites only.

5/15/03

job ad distribution Post Once

Post Once Tour

Employment Ad Distribution

With just a few clicks, I listed my job with four different job boards and career destinations, all at the same time.

(Tables showing "Premium Job Sites" requiring separate accounts/subscriptions, "Net Setup" sites, and "Standard Job Sites" including America's Job Bank, JobSite, Monster, CareerBuilder, etc.)

Then the employment ad distribution service from Post Once takes over and automatically distributes my jobs. Post Once does all the work to get the word out about my employment opportunities.

Click here to start your FREE Trial 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11

http://www.Post Once.com/INFO/tour.asp

[Handwritten Notes:] In our case, all jobsites (the better/premium jobsites) require "Subscription". So, I presume, our webservice clients, would need to make payments to each such jobsites directly, obtain their "Password/User ID" and then enter these details, in their ADMIN Tool, from where Software will pick-up these details, whenever a Client clicks on:

(A box shows a list of job sites with checkboxes: Please Post this job-ad on - Monster India, - Jobs Ahead, - Jobstreet, - Jobsaudi, - Naukri)

We should be able to add to this list. If we come across many "Subscription" then do NOT require a separate box for such "FREE" sites, as distinct from "SUBSCRIPTION" sites. Then webservice client can decide, where he wants to post.

5/15/03

applicant tracking system, Post Once

Post Once Tour

Applicant Tracking

Post Once's visually appealing charts make it easy to display applicants by job site source.

(Table showing "Job Site Source," "No. of Applicants," and "Received.") | Job Site Source | No. of Applicants | Received | |---|---|---| | Monster | (95.7%) | 270 | | Dice | (2.5%) | 7 | | Post Once | (1.8%) | 5 | | | | 282 |

For more details, I simply click once, and I can see a report of all applicants, how many responses my employment ads generate and get a listing for when the applications were submitted.

Post Once is intelligent. As a recruiter, I am freed from having to post the same job text repeatedly. The Post Once automatic employment ad distribution service combined with the applicant tracking feature simplifies job entry and job management.

I am amazed at how quick and easy I can reach top candidates with Post Once.

http://www.Post Once.com/INFO/tour.asp?bselect=3

[Handwritten Notes:] Deepa has already developed some tabulations & some graphs, to show how many resumes were received from which jobsite (and against which job-ad). I suppose, we can convert these to .NET, without much problem in order to enhance these.

To extend this logic: Suppose a client wants to create 3 diff. Ads for 3 different "Positions". He should be spared the agony of having to enter again & again - 1) Company Name/Add/Phone/email ( "Apply To" details) 2) Company Profile (Products/services/Sales/Manpower/No-of-locations etc.) Software should provide automatic "Copying" of such "Common" Info. into the next job-ad/unit (- kind of MASTER DATA for each client).

5/15/03

applicant tracking system, Post Once

Click here to start your FREE Trial 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11

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5/15/03

private job boards customizable to match look and feel websites Post Once

Post Once Tour

Private Customizable Job Board

I work hard to direct candidate traffic to my corporate website and I do not want to feed top candidates to my competitors.

Job boards are the best places to find candidates. Job boards are probably second only to proprietary resume databases or word-of-mouth referrals. In the past, I relied too heavily on only job boards and did not keep my company's website up to date.

From our website logs, I could see that our employment opportunities pages would get lots of internet traffic, but the candidates would not stay long enough to apply for our jobs. Who can blame them though? Our jobs were seriously out of date and did not match our recent job ads distributed to the major job boards.

Now I do not rely on only my favorite job boards for recruiting top talent. I have found an easy way to promote my company's website, advertise our job openings and keep our job data with minimal effort. With a few clicks of the mouse, I create a private, customizable job board for my jobs with Post Once.

Post Once has up to three job board templates to choose from. I like the "Moncrief" job board style template. But you may find the "Fordice" or "Hawthorne" job site templates more attractive.

(Three job listings are shown as examples: FDEMO 102CTC-PM, FDEMO 120CC-WM, FDEMO 210DAT-EH)

Now I am able to wrap my corporate web site around my Post Once jobs and very easily match the look and feel of my website. My custom job board looks great and only my company's jobs are visible from my website.

Candidates and other visitors to our website do not even know that we are using Post Once to host our jobs database. The Post Once private, customizable job board transparently and seamlessly integrates with my website.

(Two job listings are shown at the bottom)

http://www.Post Once.com/INFO/tour.asp?bselect=4

[Handwritten Notes:] At this stage, I don't think this feature is important for our webservice. Let us skip for the moment.

5/15/03

private job boards customizable to match look and feel websites Post Once

I wanted a cool blue background with white text and gray hyperlinks. Customizing and integrating the job board for my company's website is as easy as 1-2-3. I am able to include our corporate logo and am even able to suppress the Post Once "powered-by" logo from displaying on my company's website. :)

(Screenshot of "pcJobBoard View Settings" form with fields for: Text Color, Text Size, Background Color, Link Color, Active Link Color, Visited Link Color, Highlighted Text Color, Highlighted Text Background Color, Alternate Table Row Color, and a checkbox for "Show Logo?")

With pcJobBoard from Post Once I also get free candidate action buttons including "Apply Online", "Monitor this Job" and "Send to a Friend".

The Post Once service is a great deal even if you only want the Private, Customizable Job Board. If I were to hire a webmaster with HTML and backend database skills and experience, I would have had to pay a fortune. And those "job boards in a box" or "canned job boards" are pretty pricey too. With Post Once, I am in control.

I have made many successful placements and direct hires as a result of using the private, customizable job board from Post Once.

Click here to start your FREE Trial 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11

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5/15/03

single form job entry Post Once

Post Once Tour

Single Form Job Entry

When I start posting my jobs on the web, Post Once really helps.

First, I enter all of my jobs into my private jobs database. I include job title, job description, required skills and even compensation. I enter new jobs on a simple form.

(Screenshot of the "CREATE POSITION" form with fields like: Status, Position ID, Client ID, Position Title, Required Skills (Industry, Category/Code), Country, State/Province, City, Nearest City, Zip/Postal Code, Area Code.)

Context Sensitive Help Screens

I receive a lot of help from Post Once when I enter my jobs. The job entry form provides very detailed, context-sensitive help for job entry.

http://www.Post Once.com/INFO/tour.asp?bselect=5

5/15/03

single form job entry Post Once

Job Entry Help

Fields noted with (R) are required fields.

Fields noted with (O) are optional fields.

Status (R)

The Status field is a required field that is used to set the job's database status to active or inactive. Only active jobs can be searched by candidates and distributed to job boards. Jobs that are inactive can remain in the job ad database or to control the job for later use. The default selection is active.

Position ID (R)

The Position ID field is a required field that is used to uniquely identify the job. Only alphanumeric characters (A-Z, a-z, 0-9, -, _) are acceptable input for the Position ID field. Each job must have a unique Position ID.

Once the Position ID field has been entered for a job, it can not be changed. The system assumes a new position is being entered when a new Position ID is entered. If a new Position ID is desired, then the user should consider creating a new Position ID. If the user desires to update a position, the system assumes that the user will update the current Position ID and not change it. During the same operation, a new Position ID can be assigned.

Client ID (O)

The Client ID field is an optional field which may be used for your own accounting purposes. Some members use this field to enter a Purchase Order (P.O) number for accounts payable department reference. Up to ten alphanumeric characters (A-Z, a-z, 0-9, -, _) are acceptable input for the Client ID field.

The Post Once Job Posting Portal makes it very easy to post jobs once.

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Page Last Updated: April 14, 2003

Archived: September 28, 2002

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import job ads from any electronic format Post Once

Post Once Tour

Import Jobs Easily

I add the rest of my jobs, all at once, from Word, Excel and HTML documents. Or whatever other electronic format I have, including job text from a proprietary job database management system.

Post Once works with me. I can even import my jobs from a human resource management information system (HRMIS), an application service provider (ASP), virtually any job board and even the jobs in the old format on my corporate website.

Now I can view all of my jobs at once from my Member Index.

(Image is a screenshot of a "Post Once Member Index - Microsoft Internet Explorer" window showing a table with job listings and options like "View Job Posting," "View My Profile," and "View My Results".)

The Post Once Job Posting Portal makes it very easy to post jobs once.

http://www.Post Once.com/INFO/tour.asp?bselect=6

import job ads from any electronic format Post Once

Click here to start your FREE Trial

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Archived: September 28, 2002

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job management, job posting, job entry, tools, Post Once

Post Once Tour

Job Management

Smart online recruiting does not end with job entry, but also encompasses effective job management. Once I create my jobs, I use Post Once to quickly and easily manage my jobs. All of the recruiters in my Human Resources department use Post Once.

Clone Job

I use an already existing job as a template for my new job requirement. I do this by "cloning" an existing job. Cloning a job saves my fingers from having to type the same job text repeatedly. And I have to say that Post Once is even faster than using the Windows cut-and-paste operation to create a job.

(Image is a screenshot of a "CLONE POSITION" window, showing the description fields for a Project Manager job.)

Delete Job

Deleting or temporarily deactivating my jobs is also a breeze.

(Image is a screenshot of a "DELETE POSITION" window, showing the description fields for a Project Manager job that is about to be deleted.)

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recruiter community chat forum discussion group Post Once

Post Once Tour

Recruiter Forum

The Post Once Recruiter Forum is great for discussion or just plain fun.

I ask for and give advice about the recruiting industry, best practices, strategies etc. The Recruiter Forum is just one of many forums offered by Post Once. On Fridays, I like to read and post messages to the General Forum.

Sometimes I read and post messages to the Recruiter Forum in order to take a break from my day of matching client and candidate requirements. The forums are moderated so the content is rich. I never see any spam and my e-mail address is completely protected, because it is never displayed.

(Image is a screenshot of a "Post Once Recruiter Forum - Microsoft Internet Explorer" window showing a list of topics, authors, replies, reads, and last posts in the forum, including topics like "How to manage a down economy" and "Searching the Haystack".)

Who is Online?

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Post Once, job posting, cross posting, job posting portal, Post Once, recruiting tools

Frequently Asked Questions (FAQ)

Post Once is a unique service designed for the online hiring needs of employers and recruiters. Characteristics of top recruiters include being:

» empowered with state of the art recruiting tools
» biased towards taking control of the recruiting process and able to manage multiple tasks
» a winner when competing for and connecting with top talent
» capable of working efficiently in a self-service, online environment

Post Once provides advanced internet recruiting tools with excellent support.

This Frequently Asked Questions section was prepared in order to answer common questions. However if your question is not answered here, then do not hesitate to contact us using the information below:

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MEMBERSHIP & SUBSCRIPTION QUESTIONS

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FREE TRIAL QUESTIONS

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I would like to try your free trial membership, but when I go to sign up it asks me for a billing address. How can I be assured that I will not be billed for my 1 month free trial?
When the trial ends do you automatically disengage my account or do I have to let you know when I am interested in a Gold Membership?

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refresh jobs automatically without logging in, job management of employment ads, post..

Post Once Tour

Always Fresh Jobs

But I think that the coolest feature about Post Once is that I do not have to login repeatedly to the job boards and make periodic changes just for search engine ranking.

What is this ranking business? Well many job search engines return the newest or most recently modified jobs toward the top of the search result. And the higher on the list of search results the more likely a candidate will apply to the job.

Savvy job posting employers and recruiters attempt to capitalize on this fact by logging in regularly to all of their job board accounts and make tiny-bitsy, little changes to the job text. This action "freshens" the job text and propels their jobs to the top of the list.

With Post Once, the job distribution tool automatically refreshes all of my employment ads every night. So my jobs entered through Post Once are always fresh.

Now you know why I really like this "refresh my jobs" feature because it saves me the time it would take to manually refresh my jobs by-hand.

Click here to start your FREE Trial

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Archived: September 28, 2002

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spam filter, Post Once

Post Once Tour

Spam Filter

The only downside that I have experienced hiring online is the amount of spam that I have received in the past was staggering. Sometimes I would open my inbox and have to sort through scores of totally off-topic and many times inappropriate (i.e. X-rated) mails.

I accepted this for a long time, because (I reasoned) by posting jobs on the internet, I am in effect an advertiser. And I must provide ways in which candidates can reach me. I changed this reasoning when I found Post Once.

No system that I have tried to date is fool-proof but by using Post Once to distribute my jobs to job boards, I have experienced a very dramatic reduction in the amount of spam I receive.

Post Once has no equal in spam filtering and privacy protection.

According to Post Once support, they have developed a proprietary "spam killer" which filters emails based on objectionable content and against a constantly updated database of known spam authors.

Post Once goes even further by protecting my online privacy by "cloaking" my email address and limiting access to my contact information to only qualified candidates.

With Post Once, I have been effective hiring online while at the same time staying one step ahead of the spammers.

Click here to start your FREE Trial

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Archived: September 28, 2002

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multiple user management, online hiring tool, Post Once

Post Once Tour

User Management

Under my account, I have multiple users signed up with Post Once. I am the account administrator and I create users on the fly.

All of the recruiters in my office use one system. We can all see each others' jobs and the account administrator is the "super user" with all the permissions to modify account information, users and jobs.

(Image is a screenshot showing a table of users: "Doran Wong" (Admin), "Martin Hrn" (Job Porter), and "Randy Ball" (Job Porter) with their email addresses.)

I do not have to send emails to Post Once or make any other service requests for them to set-up and configure my Post Once user accounts. I am in control. This means that I can move quickly to create and configure new user accounts in seconds.

(Image is a screenshot of an "ADD USER" form with fields for Member ID, Title, Name, Phone, Extension, User Name, Nickname, and Permission.)

But I do not perform all of the user management functions myself. I enable my users to manage their own accounts. Both my users and I can change login information, passwords, contact information, etc. with the simple web form provided by Post Once.

http://www.Post Once.com/INFO/tour.asp?bselect=10

What every recruiter should know about Google

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What every recruiter should know about Google

Author	Topic
Byron Li	Posted - November 09 2002 : 14:33:51
Moderator	What Every Recruiter Should Know About Google
★★★★★
1241 Posts

Having started towards the end of 1997, Google was late to the search engine game. At that time the competitive landscape was occupied by many strong players. Since then however, Google has established its position in the search engine world as the dominant player.

For the management of a rapidly growing online services provider, Google is an excellent business model. Google got big fast, not from cheap marketing tricks or anti-competitive moves, but from a well designed and executed business plan.

Web surfers are attracted to Google because their website is clutter-free and loads fast with no pop-up ads, cookies or other annoyances. And most importantly, search results performed on Google are highly relevant to the topic being researched. This relevancy is due in large part to Google's complex text matching system and page ranking algorithm.

Webmasters and web site designers like Google because of this proprietary web page ranking algorithm. And important details about this technology are published. With this information, webmasters have an insight into how can be done to improve search results.

Search results are important to any company doing business online and since internet recruiting is a key component of today's recruiting methodology, employers and recruiters should learn as much as they can about Google.

This posting does not detail all of the steps to be completed, but recommends the one action that recruiters and employers with websites can take to greatly enhance search engine results for website rankings and for jobs searches. No need to wait for a webmaster, this recommendation is something that employers and recruiters can do now - on their own.

As mentioned previously, Google ranks search results by relevancy. Relevancy is determined in large part by how other websites value the content of your website as measured by the number of links to your site. Having other websites take the time to link to your website increases site traffic and makes your online business more valuable.

However Post Once has a system in place to deal with employment ads posted for jobs that do not exist. The Post Once Terms of Service states:

quote:

[Encircles text:] all users agree not to use the Web Site for any of the following: ... posting false, inaccurate or misleading employment ads, biographical information, resumes or information which is not your own accurate resume

In addition, all jobs are reviewed and monitored by Post Once editors before distribution.

The full text of the Post Once Terms of Service is here.

[Handwritten note on the left:] we should also incorporate this in Ad-Compose.

Ben Fabreezi Post Once Member *** 136 Posts Posted - March 05 2002 | 16:30:24

Recruiters who advertise bogus job ads on employment sites is annoying some job seekers.

While the problem does not seem widespread, it does appear that some less well established employment recruiters practice this 'technique' as a way to build resume databases.

Pauline Post Once Member ** 22 Posts Posted - March 06 2002 | 10:18:32

Recruiters who use this approach are only shooting themselves in the foot. I agree that it does not happen very often, but it is still practiced often enough to taint the image of the recruiting industry.

Post Once Moderator ***** 5608 Posts Posted - March 08 2002 | 20:02:16

Nobody wins in this scenario. The candidates is disappointed, the job board/employment ad distribution service looks bad and the recruiter generates ill will.

However Post Once has a system in place to deal with employment ads posted for jobs that do not exist. The Post Once Terms of Service states:

quote:

all users agree not to use the Web Site for any of the following: ... posting false, inaccurate or misleading employment ads, biographical information, resumes or information which is not your own accurate resume

[Handwritten notes on the right:]

we are seeing our response (NO. of resumes recd.) against Project Manhattan dropping off ! I get a feeling that, Very soon, we would need to discard project Manhattan & replace it with project EGO & maybe project Blackhole (Myriad).
Project EGO (Butterfly) is a very straightforward, Word-of-mouth, VIRAL MARKETING, technique.

which is not your own accurate resume

In addition, all jobs are reviewed and monitored by Post Once editors before distribution.

The full text of the Post Once Terms of Service is here.

i Post Once.

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However Post Once has a system in place to deal with employment ads posted for jobs that do not exist. The Post Once Terms of Service states:

quote:

In addition, all jobs are reviewed and monitored by Post Once editors before distribution.

The full text of the Post Once Terms of Service is here.

[Handwritten Note on top:] For kind info. please. Regards, Inder. 4.7.03

irsethi

From: irsethi Sent: Friday, July 04, 2003 4:38 PM To: kartavya Cc: abhinandan; hcp Subject: An Outline of - AdComposeGuru Roadmap Importance: High

[Excel icon]

HCP desires that tomorrow around noon we meet and finalize AdComposeGuru Roadmap.

An elementary outline is being sent for your perusal and guidance for making it complete and realistic.

Warm regards,

Inder

[Handwritten notes at bottom:]

Abhi | Kartavya
URGENT.
shall we ? seeing remarks.
03/07/03

An OUT-LINE of AdCompose - Guru Road-Map

ACTIVITY-WISE

| ACTIVITY ( @ - denotes repetitive) | ACTION by | Jul 7-11 | Jul 14-19 , Jul 21-25 | | | | | Jul 28-Aug 2 M | Tu | W | Th | F | S | M | Tu | W | Th | F | S | M | Tu | W | Th | F | S | M | Tu | W | Th | F | S | | Provide computer to Pandey/Tushar | Reena | 7 | Load Myriad on the above PC | Deepa | 7 | Train Pandey/Tushar downloading Advt. | Deepa | 7 | 8 Mark Headstart/Accent Advt. For scan. | Inder | 7 | @ | 9 | @ | Scan/OCR Headstart/Accent Advt. | Reena | | 8 | @ | 10 | @ Download 4000 Advt. Per day | Pandey/Tushar | | | | 9 | @ Process 30K available advt. | Abhinandan | 7 | Process 3K advt. ongoing downloads | Abhinandan | | 10 | @ Develop VB Tool for assigning F/L/I to Ads | Deepa | | | | 11 Assign F/L/I to 5K Advt. Shortlisted out of 30 | Inder | 12 | @ Assign F/L/I to Advt. Further Shortlisted | Inder / HCP 18 Finalize Functional Specs -AdGuruCompose V-1 | Inder / Ansu | | Develop AdGuruCompose V-1 | Vicky 21 | 22 | 23 | 24 | 25 | | 28 | 29 | 30 | 31 | 01 | 02 | | Test AdGuruCompose V-1 | Inder / Ansu | | | QA AdGuruCompose V-1 | Inder / Ansu | | | OVERALL GUIDE | Kartavya | |

[Handwritten notes at bottom:]

I thought Converter did this! (pointing to Scan/OCR activity)
This Should be done by Tushar/Pandey/Vittal/Samata (pointing to Download 4000 Advt. Per day)
I am sure this can be done by Deepa. (pointing to Develop AdGuruCompose V-1)
Inder / HCP - Already done. (pointing to Finalize Functional Specs -AdGuruCompose V-1)

The image appears to be a weekly schedule/roadmap for various activities related to an "AdComposeGuru Road-Map" project, spanning from July 7 to August 2.

Schedule Details

ACTIVITY (⊛ denotes repetitive)	ACTION by	Jul 7-11 (M T W Th F)	Jul 14-19 (M T W Th F S)	Jul 21-25 (M T W Th F)	Jul 28-Aug 2 (M T W Th F S)
Provide computer to Pandey/Tushar	Reena	7
Scan/OCR Headstart/Accent Advt.	Reena	8 \circledast 10 \circledast
Load Myriad on the above PC	Deepa	7
Train Pandey/Tushar downloading Advt.	Deepa	7 8
Develop VB Tool for assigning F/L/I to Ads	Deepa	11
Mark Headstart/Accent Advt. For scan.	Inder	7 / 9	11 14 15 16 17 18 19	21 22 23 24 25	28 29 30 31 01 02
Assign F/L/I to 5K Advt. Shortlisted out of 30K	Inder
Assign F/L/I to Advt. Further Shortlisted	Inder
Finalize Functional Specs - AdGuruCompose V-1	Inder / HCP		18
Test AdGuruCompose V-1	Inder / Ansu
QA AdGuruCompose V-1	Inder / Ansu
Process 3K advt. available advt.	Abhinandan	7
Process 3K advt. ongoing downloads	Abhinandan		10 \circledast
Download 4000 Advt. Per day	Pandey/Tushar		9 \circledast
Develop AdGuruCompose V-1	Vicky			21 22 23 24 25	28 29 30 31 01 02
OVERALL GUIDE	Kartavya

Note: The days marked with a number indicate the date in July/August on which the activity is scheduled or marked. \circledast denotes a repetitive activity.
Time Period: The columns cover the period from July 7 to August 2.

KEY DELIVERABLES of the AD-COMPOSE TOOL

OBJECTIVES:

Shorten Recruitment Cycle-time
Attract Right talent
Minimal Human Intervention
Integrate with Recruitment/Selection Processes
Flexibility to use as Stand Alone System
Minimize Cost of Advertising
Simple and User-friendly
Compliant with Legacy Systems and Tech Savvy
Standardize yet harness Creativity
Generate data for future references and Automated Business Intelligence
Create Global Bench-Mark in Cutting Edge Technologies

SYSTEM EXPECTATIONS:

Draft advertisements in a minute
Design Advertisement Copy for different Mediums
Publish Advertisements simultaneously in multiple media
Automate uploading on Job sites
Admin Tools to modify, post, repost, recall and track advertisements
Gather Responses to the Advertisements spontaneously
Analyze Responses concurrently
Automated MIS Reports
Archives for future reference/Auto self-learning tools

KEY DELIVERABLES of the AD-COMPOSE TOOL

OBJECTIVES:

Shorten Recruitment Cycle-time
Attract Right talent
Minimal Human Intervention
Integrate with Recruitment/Selection Processes
Flexibility to use as Stand Alone System
Minimize Cost of Advertising
Simple and User-friendly
Compliant with Legacy Systems and Tech Savvy
Standardize yet harness Creativity
Generate data for future references and Automated Business Intelligence
Create Global Bench-Mark in Cutting Edge Technologies

SYSTEM EXPECTATIONS:

Draft advertisements in a minute
Design Advertisement Copy for different Mediums
Publish Advertisements simultaneously in multiple media
Automate uploading on Job sites
Admin Tools to modify, post, repost, recall and track advertisements
Gather Responses to the Advertisements spontaneously
Analyze Responses concurrently
Automated MIS Reports
Archives for future reference/Auto self-learning tools
Mass E-Mailing to Cyber-Cafes, Institutions, Newspapers, Alliances...
Automated Links/Pop-up windows in Affiliations' Web Sites

Inder Kartavya [Checkmark] Abhi Nagwekar

26/06/03

Ad-Compose (Guru Ad.) Module - Functional Specifications (FS).

Enclosed find some thoughts on this subject.

I agree with the "System Expectations" listed by Inder viz: "Draft Advt. in a minute"

I would go one-step further and say that, to create a "draft advt", all that a subscriber/recruiter should be required is to simply enter, just one field, viz:

VACANCY/POSITION NAME: [Text Box]

and presto ! - the draft emerges on the screen! Of course, it will be a "draft", which he would need to "EDIT" before submitting.

But, as I have repeatedly said,

starting from a blank page, requires a lot of creativity. The fact that you are an experienced executive, having tons of

Would you like me to summarize the main points about the Ad-Compose tool from these documents?

TACIT KNOWLEDGE, does not help.

But,

If you are presented with a draft, your expert knowledge, immediately discovers, what is Wrong / Jarring / Absurd / Incongruent / Inconsistent / Contradictory / Irrational etc. etc.

And,

you are able to "edit" the draft (may take 2/3 quick trials) in a minute!

You may call this "Intuition," but what really happens is that, thou years of practical experience, your mental-computer has developed some "DECISION-RULES." Your mind applies these rules to the draft in front of your eyes and is able to quickly "Spot" anomalies/inconsistencies. This happens real fast, and seems to be a VERY SIMPLE exercise!

You "know" what is wrong with the advt., the moment you look at it and you are able to set it right in seconds! Seems almost effortless exercise.

Not only that, but, someday we will

build/develop a "NeuralNet / Fuzzy Logic" software, which will record / memorise, every "edit / correction" carried out by recruiter in the draft. It (the software) will "learn" from these "mistakes" & then "modify" its "decision-rules," and create better & better "draft advts" in future, requiring less and less "editing / correction"!

In the meantime, how do we go about presenting to the recruiters a most tentative draft, the moment he enters, VACANCY / POSITION NAME?

Simplest way is to present / display to him, a number of past advts, released by Competing Companies, for identical vacancy / position.

Of course, still better would be to display to him, his OWN company’s, past advts for identical vacancy / position. Assuming that while drafting such a past advt, he (or his predecessor) had taken lot of trouble, the "draft" (really a past advt), would require very little "editing," if at all.

And, of course, every new advt. (for Identical Vacancies) gets stored in the database, against that "VACANCY / POSITION NAME". So next time, he is able to View all Variations.

But, as of today, we have only 30,000 job-advts downloaded from Various jobsites. These are unlikely to cover, all,

23 Industries

56 functions

9 designation-levels

5000 Actual Designations (may be !).

50,000 Company-Names

So,

if we ask recruiter to simply enter VACANCY / POSITION NAME

and wait,

then, there is every possibility that the database (of 30,000 job-advts), may return ONE or NIL results!

This approach would give good results, only when our job-advt. database grows to

500,000

Therefore, as soon as Deepa becomes free, we should get her to download 2000 job-advts daily from Various websites (—to begin with job-advts released by Indian Companies on Indian jobsites only). Even at that rate, it would take ONE FULL YEAR, to download 5 lakh job-advts.

Abhi, may consider training Pandey/Tushar to download job-advts (by distributing different jobsites to different persons, working on independent machines).

As soon as we can make Vittal/Samata free from their current work, they too could work on this (—we have no limitations on installing MYRIAD on any no. of machines).

We may, even be able to strike a deal with jobsites (—some kind of barter ?), under which, they give us their job-advt database (in XML).

We can make similar deal with Newspapers (especially "Times") in return for "JOB MARKET PROFILE" graphs! After all most leading newspapers are composed "digitally" (before printing) & their job-advt database is in digital format. I would not be surprised, if Times of India, uploads, on its own website (timesjobs.com), all of its print-media advts.

But, even with these multiple efforts, we may not be able to build-up a job-advt database of 5 LAKH job-advts, before 6 months!

But LAUNCH of GuruAd, cannot wait that long!

So, what is the alternative?

According to me, a Viable alternative is:

We create some (rather crude) MASTERS for

Man Specifications (incl. Candidate Profile) Master
Advt. Related Info. Master
Company-Profile Master
Job Description Master

Then, ask our Subscriber-Recruiters to "CUSTOMIZE" these MASTERS, to suit their own company's requirements.

It may take them a day or two, to carry-out this CUSTOMIZATION OF MASTERS.

but then, they have to do this only ONCE, at the beginning. It is a one-time effort, which will save them many many hours later on. We must sell them this idea.

Most likely the following MASTERS, would be independent of the vacancy-to-be-filled.

① Advt. Related Info Master

② Company-Profile Master

Whereas, the following MASTERS, would depend upon VACANCY / POSITION:

① Man-Specifications Master

② Job Descriptions Master

From tool, "Actual Designation Splitter" we get

Designation Level	Function

So, for every VACANCY / POSITION entered by a recruiter, we know, Desig. Level + Function.

Man Spec. Master	Job Description Master

After all of you had a time to read this note (\& enclosed papers), Inder should organise a meeting, by early next week, when, we should debate \& finalize an approach to

GuruAd.

U/S
20/06/03

AD - COMPOSE (Ad Guru)

MASTERS / STATIC INFO \begincases To be created by each Subscriber \\ in the beginning. Each Master to have \\ Several versions - all "Editable" \endcases

Man-Specifications Masters
"Company - Profile" Master
Advt. Related Info Master

VIEW STATISTICS Page	Manpower Request & Approval Page

COMPOSER / VARIABLE INFO \begin cases To be Composed with the help of \\ Knowledge-Base of 100,000 Job Advts \endcases

Job Description
Candidate Profile

MAN-SPECIFICATION MASTER

A Subscriber can "edit" this \& create a "Customised" Master for his Company

ENTER DEFAULT VALUES IN THIS CHART

S.No	Designation - Level	Basic Edu. Quali Level	Branch	Additional/ Professional Qualification	Min Exp (yrs)	Max Exp (yrs)	Min Age (yrs)	Max Age (yrs)	Language Skills Speak	Language Skills Read	Gross Annual Salary Range Min	Gross Annual Salary Range Max
	CEO/COO/CFO
	President
	V.P.
	G.M
	Manager
	Officer
	Supervisor
	Trainee

"COMPANY - PROFILE" MASTER

PROFILE CONSTRUCTION TOOL / AID

No	To select a sentence, click on check-box	△
	Whichever sentence is checked \checkmark gets transferred in bottom box	\square
		\square
		\square

For your Company-Profile, You have Selected following

NOW, you can EDIT/MODIFY any of these expressions or even ADD altogether NEW sentences. When satisfied, click

SAVE AS MASTER

Now, everytime you are comparing a job-advt, the above MASTER will get Incorporated in the job-advt AUTOMATICALLY. Of course, you can edit it, even at that stage

"COMPANY - PROFILE" MASTER

# Nos (10) (18) (24) (32) are for Placement Agencies. Create a separate Tool for them - as distinct from Tool meant for Corporates (Remember that 70% of all job-advts. being posted on jobsites are by Placement Agencies and therefore, they are the biggest recepient of Resumes. I expect them to be our Important Subscribers to Recruit-Guru - so, we must pay special attention to their NEEDS!

S.No	COMPANY PROFILE DESCRIPTION	INDUSTRY
1	XXX is 100% subsidiary of the FRENCH MNC	Electric
2	A global leader in ELECTRIC DISTRIBUTION	Electric
3	XXX is ₹3333 Crores engineering conglomerate	Electric
4	XXX's manufacturing complex at HAZIRA, Gujarat is spread over 200 acres	Engineering
5	We employe 1000+ skilled employees	Manufacturing
6	HAZIRA Plant with a production of Rs 100 Crores	Engineering
7	is a pioneering in engineering manufacture of high-tech & equipment	Manufacturing
8	We promise a stimulating working environment	Manufacturing
9	We profess a unique professional culture	Manufacturing
10	Our client is a ISO 9000 certified MNC having plants in Maharashtra
11	The company is a market leader in the business of HYDRAULICS	Manufacturing
12	We are engaged in manufacture of precision fluid power products	Manufacturing
13	A leading Electrical Engineering Company who are national leaders in their products
14	For our newly commissioned plant at Nasik we require
15	The plant has collaboration with a world reputed international company
16	XXX is a leading multinational in the healthcare business with turnover exceeding Rs 350 crores
17	We are known for our professional management worldwide
18	Our client is a leading manufacturer and exporter of jeans, garments to USA \& Europe	Manufacturing
19	with annual sales exceeding Rs 5 crores	Manufacturing
20	The group has ongoing ties with leading international brands	Fashion
21		Export
22	India's \#1 private sector group providing TELESOLUTIONS	Telecom
23	Fuelled by strongly forged alliances with world leaders in the field of TELECOM	Telecom
24	The Group comprises of a network of synergistic companies	Telecom
25	...where growth and business have been strategically planned towards achieving	Telecom

# The Tool should be "fill-in-the-blank" type — / 0

# Whatever NEW sentences a Subscriber, adds in the tool, to create his Company's profile, should get automatically ADDED to above-shown database, so that it keeps growing \& growing \& growing, as more \& more Company-Profiles are created.

COMPANY PROFILE DESCRIPTION (Rows 26-50)

S.No	COMPANY PROFILE DESCRIPTION	INDUSTRY
26	... a group turnover of Rs. 450 crores by 2006	Telecom
27	XYZ Ltd. has already begun commercial operations in the sophisticated Telecom products	Telecom
28	The company plans to enter the Capital market shortly	Telecom
29	We have been retained to select...	Telecom
30	XXX are a High-Tech Engineering company manufacturing sophisticated Electronics products including...	Electronics
31	...in collaboration with world leaders from UK \& USA	Electronics
32	To fuel their expansion plans, we have been retained to select ace Marketing Professionals	Electronics
33	A Government recognized Export House	Fashion
34	XXXX products have been holding the pride of some international brands in USA for the past 10 years	Fashion
35	As a major expansion plan they have set up a unit at Navi Mumbai to manufacture Jeans	Fashion
36	Professionalism coupled with quest for Quality has been the hallmark of our Company	Fashion
37	XXX plant at Goa has the state of the art technology	Chemicals
38	Our client is a leading exporter of ready made GARMENTS	Fashion
39	... based in Mumbai and exporting to USA/Europe/Gulf	Fashion
40	Owner of international brands, the client is planning to set-up a manufacturing base at Banglore	Fashion
41	Present exports of Rs 18 crores comprises of exclusive woven garments \& jeans	Fashion
42	For our plant at Valsad we require:	Fashion
43	XXX have interests in manufacture of YYY
44	A German Multinational Technical Services Organization having offices in 21 countries	Services
45	... Europe-USA-S E Asia and employing 6000 highly qualified professionals specializing in...
46	XXX is a dynamic, hi-tech Group engaged in manufacturing and marketing of world-class
47	The group's ambitious expansion plans will take its turnover past Rs. 999 crores mark by 2007
48	Western region alone will contribute Rs (55 crores
49	To participate in this growth we invite career oriented professionals for the following positions
50	To export Rs (100 million worth automotive components annually to their American Joint-Venture Parteners

"ADVT. RELATED INFO" MASTER

Enter Default Values in this Chart

Field	Default Value	Note
No. of Vacancy:	1
Posting Location:	(Box)	By default, City as in Advertiser's Address
Position is:	Permanent
Working Hours:	Full Time
Last Date of Application:	(Box)	By default, 7 days from dt. of submission
Name of Advertiser Company	(Box)	By default as given in Registration
Address	(Box)	” (Same)
Phone	(Box)	” (Same)
email	(Box)	” (Same)

CONSTRUCTING A JOB-DESCRIPTION

There are two options, which we can consider offering to a Recruiter, when he wants to write/create a job-description.

OPTION #1

Job descriptions are mainly built around "Keywords", belonging to a given function.

We have already identified some 56 functions. Under each of these, we have listed 30/50 important "Keywords" (based on their weightages/frequency of occurrence).

We have also downloaded some 30,000 job-advts from various jobsites. Maybe, between them, these job-advts contain 3 lakh sentences in their "job-description" sections.

Presumably, each of these sentence, contains one (or more?) of the "keywords".

Let us regroup these sentences "Keyword-usage" wise.

eg: Group together all the sentences containing Keyword "Training" or "HRD" or "Manpower Planning" or "IR" or "Recruitment" or "compensation-policy" etc. etc.

Now, we know that all these keywords belong to a "Personnel/HR" function.

Hence tool will look like following:

Select Function: "Personnel & HR" (Dropdown)

This function Contains adjacent keywords. Select any.
Training	\Box \triangle
HRD	\Box
Manpower Planning	\otimes
IR	\Box
Recruitment	\Box \nabla

You Selected Manpower Planning Keyword.

NOW, from the following sentences, all of which contain this keyword, select those one (or more), which you feel best describe the job to be performed.

	Sentence	Select
1	-----	\Box
2	-----	\Box
3	-----	\Box
4	-----	\Box
...	...	...

[CLEAR] [SAVE]

Repeat this process with as many "keywords" (belonging to this function) as you want. These will get transferred to "Job-Description" box, where you can edit.

Job Description Box

(You can edit/add new sentences/rearrange etc.)

[Large blank box]

[SAVE]

Of course, this method of constructing a job-description would be a very slow, tedious, process if;

a given "function" contains 40 keywords, and

on an average, there are 200 sentences (in the database of sentences) for each keyword.

That would mean 40 X 200 = 8000 sentences to be read & 40 selected!

Of course, if this method/process, is offered as a

ONE TIME activity to create a MASTER for each FUNCTION

(which then gets stored \& reused, again \& again, everytime a job-description needs to be constructed for that function),

then, the recruiter may not mind. By "customising" function-wise, "job-descriptions", he will save lot of time in future.

OPTION #2

We have 30,000 job-advts. These can be re-grouped as per 56 functions. So, on an average, there maybe 500 job-advts. for each function.

The MASTER-CREATION TOOL, will ask, recruiter to first select any function of his choice

Select Function	Marketing	□ △
	R&D
	Production	\Box \nabla

You have selected Marketing function. For this function, we have following job-advts. in our database. From these, you can select any number, for Viewing \& editing.

S.No.	Advertiser Company Name	Position Advertised	Select
	Voltas -----	Mktg. Mgr.	\Box \otimes
	L&T -----	GM-Mktg.	\Box
	Godrej -----	Sr. Mgr-Mktg.	\Box \otimes

Displaying "Job-Descriptions"

Advertiser: Voltas Position: Mktg-Mgr.

Sentences	Select
1.	-----
2.	-----
3.	-----
...	...

Alternatively,

we show the entire "job-description" in the block above (without breaking-up into sentences) and ask/enable the Recruiter to "drag \& drop" (by highlighting) one or more sentences to an adjoining CONSTRUCTION-BLOCK. and then Edit/modify/add.

The advantage of this OPTION #2 is that,

As a recruiter wanting to compose a job-description, I would automatically choose those job-advts (for display) which are;

for same/similar "Vacancy Names"/ "Positions"/"Titles".

- which, I too am looking for

released by my Competitors/Companies belonging to my own Industry.

I know/believe that my co-professional, Recruitment Manager, in that Company would have done a "good" job of writing a job-description and that if I use the same, I cannot go wrong! This is plagiarism at its best! Of course, I would add 2/3 sentences which may be UNIQUE to the vacancy in my company.

Once again, this is a ONE TIME trouble/effort \& I store this UNIQUE job-description so that I can use it again \& again, everytime I need to advertise same/similar vacancy!

In fact, if, in our database of 30,000 job advts, a recruiter-subscriber, happens to chance upon his own Company's past advertisements (for a given VACANCY), then he may, simply/blindly copy it, to speed-up the matter!

Why re-invent the wheel?

And if our job-advt. database grows to 100,000, (or even more), a company will have a greater chance (probability) of finding

its own/similar position job-advts.

its Competitors/similar position job-advts.

And as time goes, each new VARIATION of a job-advts, keeps getting bigger \& bigger.


Kartavya	04-06-03.
Abhi
Nagwekar
Inder

Function Specs - [Ad Compose Module - Interview Module]

We know that leading jobsites (monster/Naukri/Jobs Ahead of Jobstreet etc) already have a Resume Tracking Service.

For each job-advt released by a Corporate-Subscriber, the software, records (\& displays),

Total No. of resumes received

No. of resumes found "Good" \& short-listed.

(I am not aware what criteria these Softwares use, to sort between "good" \& "bad". Inder should try to find out.

So, when we plan to do the same thing (see my yesterday's notes, CFC (II) \& CFC (III)), we are only trying to "copy"!

But what surprises me is that why these jobsites have failed to take the next, logical step, and "predict" how many resumes are likely to be received by the advertiser, against any given job-advt that he posts.

They (the jobsites) have all the statistics to produce following kinds of frequency-distribution graphs (one for each "FUNCTION"):

(Say) Function = R&D

Population = 2342.

(Of past Job Advts)

[Hand-drawn normal distribution curve, labeled:]

\uparrow No. of Job Advts (Y-axis: 50, 100, 150, 200, 250, 300)

No. of Resumes recd. in past (X-axis: 16, 225 (dashed line), 496)

This curve shows the "probability" of receiving XYZ no. of resumes (within \pm 1\sigma/2\sigma/3\sigma) for a given "function"

- or for a given "Industry"

" " "City"

" " "Designation" etc. etc.

This is one more "byproduct" without putting in any extra time/effort. And remember to give it a jargon - **JOB ANALYTICS**?

And the curve gets better \& better, with each new job-advt created/composed/posted on Global Recruiter.

Kartavya \checkmark V.2 \quad 17-04-03

cc = Athis

Ad-Compose & Place-Mentor

(Diagram: A central circle labeled "Ad-Compose Broadcaster" has arrows pointing out to the following media/channels:)

FM Radio Channels
Own Corporate Website
TV channels
Placement Agencies
Cyber-Cafes
News Papers
Job Sites (sub-list: 3PJobs, Monster, Naukri, JobsAhead, Jobstreet, Jobsdb, etc)
Colleges for Edu. Insti. jobs.

Recruitment process starts with a Section-Manager sending to Central Personnel Officer (CCPO), a MANPOWER REQUEST form for his approval & further action.

(In case of Companies, where there are “local” Personnel Officers this form may get routed thru them. It is also possible that, under a “decentralized” model, a local personnel Officer, is himself, empowered to approve & initiate further action.

And, of course, there can be small/medium size Companies, where the boss/owner himself acts as the Personnel Officer as well as Section Manager!)

In anycase, someone has to draft/compose a job-advt & get it printed in a news-paper.

Nowadays, bigger Companies, post such job-advts

on their own website

on “jobsites”

This could be in addition to “PRINT-MEDIA”.

But when we design/develop a “Ad-Compose” tool (I feel like changing the name to “Broadcaster”), it should be capable of exploiting many other “MEDIA” from which to reach-out to potential job-seekers.

These (possible) media are shown in diagram above. This is an example of “Networking”.

But, it will not be possible to enter into alliances/agreements with all these “channels/media” from day one.

That would happen over years!

That would only happen when each prospective Media-owner finds that

a large no. of respected Corporates are composing/Broadcasting their job-advts, using 3P’s webservice.

it is in his (selfish) interest to

publicize these job-advts in his media for the benefit of his readers/viewers/users.

If he gets convinced that publicizing these job-advts would generate a lot of reader/viewer interest and push-up his monthly/daily “subscription/viewership” readership”.

And, as a result he would get many more “paid” advts,

then, only he will bite!

Popular TV Serials work on this principle.

But, whether it takes 2 years or 5 years, we must make provision in “Broadcaster” for all the above-mentioned media/channels.

Because, only if we are ready with the software, can we approach any media.

And in each media-group, we would need to convince the top 2/5 leaders to become “Early Adopters”. The rest will follow.

Simultaneously

When, we claim to our Corporate subscribers of our webservice that our “Broadcaster” tool will ensure that

their job-advt will reach 100 TIMES more candidates (as compared to use of only ONE media viz: newspapers)

They (the subscribers) will receive 10 TIMES more resumes against each job-advt that they compose & broadcast thru our webservice,

their job-advt cost per resume received will drop to a few np as against a “few hundred rupees”,

then, I am sure, the subscribers too would get “locked-in”. Besides vastly simplifying the task of “composing a job-advt”, they can now broadcast it to millions of potential Candidates, in one day!—and start receiving resumes within a few hours!

But,

When it comes to “Placement Agencies”, there is a “conflict of interest”!

Even if we succeed in sending a Client’s job-advt to 1000 Placement agencies, why should they forward “open/public” email resumes (of “their” candidates) to 3P’s webservice Subscribers? Once, name/contact info. of a candidate is known to the advertiser, he can simply by-pass that placement agency \& directly approach the candidate! And that placement agency would never even come to know!

So, OBVIOUSLY, if a placement agency cannot somehow, collect its “fees” from the job-advertiser, it would never agree to send resumes.

A placement agency’s “Revenue Model” is collecting fees from a Corporate Client—usually, nothing from candidates.

I propose to resolve this Conflict as follows:

We convince 1000 Placement Agencies to “Subscribe” to our webservice.

To entice them to become our subscribers, we may even charge them Rs. 5/- per resume-conversion, as against Rs. 50/- to Corporate Subscribers and Rs. 10/- to Jobsites.

Each placement-agency creates its own (converted) resume database on our Server. So there will be several hundred, distinctly identifiable resume databases on our Server, belonging to “placement agencies”.

When a Corporate Subscriber creates \& broadcasts a job-advt., using our “Broadcaster” tool, our ResuSearch software searches each of these (placement agency) databases for matching candidates. ResuSearch will create hundreds of “shortlists”—one per placement agency—whenever it finds matching candidates.

These resumes will get forwarded to the Corporate job-advertiser with a covering email, saying, these resumes belong to XYZ placement agency.

Resumes sent to Corporate Subscriber will hide the name/contact info. of Candidates.

Email will suggest that the Corporate-advertiser, may directly, get in touch with the concerned Placement-agency in case of interest in any particular Candidate AND directly settle his “terms”.

A copy of our email will be sent to concerned placement agency (along with short-display table of candidates & copy of job-advt) so that, if interested, the Agency can also directly follow-up with the advertiser.

Obviously, for each “automatic” transaction (e-mailing/researcheding etc), the concerned placement agency as well as the concerned would have to “pay-per-use”. Afterall, we are, their platform, allowing him to “sell” his candidates, to Clients all over India!

This module (specially designed for Placement Agencies) may be called PLACE-MENTOR.

(Signature and Date: U 10/04/03)

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Tuesday, 13 May 2003

AD-COMPOSE PLACE-MENTOR

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