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"

 OR

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

 

Kartavya
Abhi
Inder ✓

Webservice

Enclosed find some “Requirements / Features” that we should incorporate in Webservice.

This is not a comprehensive list. I suggest three of you sit together and debate this list. Maybe you will come up with some fresh ideas.

We must capture those aspects of all subscribers’ “transactions”, which, in future, we can leverage to our advantage.

(Signature)

 

Statistics / Data about “Web-Service”

Sr	Requirement	Concerned Subscriber Only	All the Subscribers	3P Only
1.	Amount Paid / Balance to the credit	✓
2.	Each type of “transactions” carried out (e.g., “Convert”, “Search” etc.) – Daily / Weekly / Monthly / Yearly by any given subscriber	✓
3.	Ditto – by ALL subscribers put together		✓
4.	Transaction Break Up: No. of Resumes “Converted” – Industry wise – Function wise – Designation wise – City wise – Age wise – Edu. wise – Salary wise etc.		✓

---

Summary note at bottom of Page 2:

In nutshell, we should capture all info/data about each & every “transaction / resume” — except for Name & Contact Info. of the candidate.

Each “Aggregated” data about ALL the resumes converted / extracted by any subscriber can be plugged back into the respective subscriber’s “Search” interface, enabling him to know precisely at any point of time…
“What is the break-up of my resume database?”

Statistics / Data about “Web-Service”

5. The “data/info” mentioned in (4) above should be aggregated for ALL subscribers on a continuous basis, for viewing by 3P only. ✓
6. On our web-server, we should aggregate all “searches” ever carried out by a given subscriber.
   This (statistical analysis) will tell us:

• Who (which corporate) is on lookout for
• Whom (what kind of executives).

In essence, we compile a comprehensive “searching history” (searching profile) of each & every subscriber of our webservice.

This (statistics) is our MARKET RESEARCH. It will enable us to conduct PROACTIVE MARKETING (of our own resumes/candidates) which is sharply focussed on each subscriber’s UNIQUE manpower needs.

This is PIN-POINT marketing / Targeted marketing!

After a period of 2 years (by which time, a subscriber is so deeply “hooked” to our webservice, that he simply cannot live without it), our webserver will start “offering” candidates from our own Resume Database every time a subscriber conducts a “search” transaction.

Statistics / Data about “Web-Service”

7. A subscriber should (must?) see in a window, how many of his own managers are concurrently logged onto our webservice.
   Can he, if possible, see (in same window) “Who” are these co-managers? ✓

In big companies, central HR dept. may like to keep track of this aspect.

If central HR dept. has given out login/password to 5 “user” dept. managers, central HR dept. may also want to know:

• Which dept. (mgr) has used which webservice (convert/search)
• When & How much? – a kind of “log”.

Central HR dept. would certainly like to know:

• Who is “converting”, how many resumes
• Who is conducting how many “searches” & for what positions & why (i.e., to fill what vacancies?)

Central HR dept. may even want a built-in SECURITY feature whereby no dept. manager can conduct a search / tabulate the “short-listed” candidates & simply email it to someone outside the organisation!
→ Data leakage!!

 

8.
We will enter “Cheque payment” details in the server through an ADMIN TOOL, in the “A/c No” of concerned subscriber, and an auto email should go out to concerned subscriber re: his “A/c status”.

Of course, he too should be able to “ACCESS” his own consolidated “Payment History” & “Balance to Credit” at any time, directly, on his own.

An auto email should also go out when a “balance left” in a subscriber’s account reaches a certain minimum level.

3P Admin should also be able to see, at any time, a subscriber’s “status”.

---

Note on Tariff Changes:
What happens if we “raise” our tariff for any particular webservice? — or even lower it?

Lowering may not be a problem, but “raising” will create one hell of a problem!

I suppose, simple & moral rule to follow is that the “new, upward revised prices” will apply only after current balance in subscriber’s a/c gets exhausted.

 

At any time, we at 3P should be able to check out / find / view instantly:

• How many subscribers do we have at this moment?
  (If this becomes a respectable figure, we might even want ALL interested / potential customers to be able to see this figure. We would even want such potential customers to even see the “Names” of all our subscribers! A good/strong “Reference List” is always our best selling point!)
• How much total “balance” is lying to all subscribers’ credit?
  (Tells us approx. amount of “service” remaining to be delivered).
• How much “Subscription Payment” received:
• on any particular day / month / quarter / year.
• graphical (line graph for cumulative):
• per days of months → months of year.
• % increases (day-on-day / month-on-month / quarter-on-quarter / year-on-year) of:
• subscriptions
• transactions

 

• Who is our “best/biggest” client?
• Who is our “least/smallest” client?

(Ascending / Descending order analysis of)

• Payment amounts
• No. of transactions (per month / quarter / year)

---

• Which 20% of our clients give us 80% of business (in terms of no. of transactions should suffice)?

(Diagram shown: Pareto graph — 20% of clients vs. 80% of transactions)
“This graph must be plotted for any given period.”

---

• “First-time” CLIENT REGISTRATION FORM should capture enough data about a client in terms of:
• Size (Turnover | Current Employee Strength)
• No. of factory locations (Names of Cities)
• No. of offices (Names)
• Products / Services
• Industry Names (Dropdown etc.)
• Average Employee Turnover:
• Unionized category
• Supervisory & above

 

We should give an “Exclusive Page” to each & every subscriber of our webservice, so that whatever resumes arrive from our partner cybercafes (under Project LOCK-IN), could be deposited in the exclusive EMAIL BOX of each subscriber.

Now, if we continuously keep advising (thru auto email) each subscriber (every week?) that:

“You have so many email resumes lying in your exclusive email box. Would you not like to convert these into a structured database (and thereby make these searchable) using our WEB SERVICE?”

This could very well become a “self-fulfilling prophesy”!

Our server makes money from partner cybercafes (for resume-blasting) in the first place, and then in the second place, we make more money (from our webservice) by converting these resumes!

(Signature — dated 11/02/03)

Abhi
cc: Kartavya cc: Inder

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 Webservice, 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 the 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 / ResuSearch
• 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 jobsites) against each of those job-adverts till end July,

let us construct following “tables”:

Table A

Sr. No.	Advertiser Company Name	No. of Adverts Uploaded	Total No. of Resumes Received (till end July)
1	ABC.	10	1984
2		15	1632
3		2	1402
…	…	…	…
3000	Total	7000	72000

(Descending Order)

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

Table B – Company Name: ABC

Sr. No.	Advt No.	Advt Date	Advt Source (from where found)	Position Name	No. of Resumes in “OUR” Database (suitable)
1
2
3
…
Total					1984

---

Note at bottom of Page 12:

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 version — 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 5,000 / 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 “ResuSearch” 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.

(Signature)

 

Kartavya
Abhi
Inder ✓

Nov. 24, 2002

In order to allocate our Technical Team resources in a manner that would yield:

• maximum short-term benefits
• maximum long-term “Competitive Advantage”,

we need to debate these projects in detail & draw up priorities/targets.

(Signed – HCP)

cc: Nimit
cc: SriRam
cc: Raju

 

In the past, technical team has, more or less, dreamed up projects & set priorities/targets on its own. This must change.

We must align tech-team resources with overall Business Objectives. Can we meet next Sunday, as suggested by you?

 

Object/Purpose: Increase Consultants’ Productivity
Priority: High Priority (Short Term)

Software Development Projects to be Undertaken / Implemented
Developer: Reji

1. Member Search
• Resumes appear with keywords highlighted in 9 boxes.
2. Search by Keywords & facility to add new keywords (with corresponding “category”) to build up Knowledge-Base.
3. ISYS type “Intelligent Spider” to alert consultants re: suitable resumes.
4. Introduction of HH3P type “Weightages” (developed by Mr. Nagle) to arrange search results as: A, B, C, R.
5. Feature to compose “Client Need” & “Interest Letter” to auto-email to shortlisted candidates at one stroke, with facility for candidates to enter their interest (Yes/No/Conditional) into the SMART email & respond. Response to automatically get inserted into appropriate screen of OES.

Target Date: (not filled)

Object/Purpose: Increase Consultants’ Productivity
Priority: High Priority (Short Term)

Software Development Projects to be Undertaken / Implemented

1. Debugging of OES (Sunitha)
2. Bypassing Prelim Interview
3. Flexibility in scheduling of both Prelim & Final Interviews
4. Flexibility to add new/shortlisted candidates up to “Closure” stage
5. Ability to send out all communications (with client or candidates) by email
   (e.g.: Proposal / SON / Interest Letter / Invoice – Reji developing as part of Member Search)
6. Resumes Forwarded History
• Candidate-wise (part of Janam Kundli)
• Client-wise ( … )

(Note: “I believe these features are already built into OES & are working satisfactorily”)

Target Date: (not filled)

 

Object/Purpose: Increase Consultants’ Productivity
Priority: High Priority (Short Term)

Software Development Projects to be Undertaken / Implemented

1. Build-Up a large NON-MEMBER database (Reji)
2. Extractor Tool
• Extracts names/details of 2 senior executives whose names are given under REFERENCE in resumes received from Monster.
• Tool will process these through Designation Splitter & Compiler before inserting into non-member database.
3. Can same extractor tool extract names/details of 21,000 executives in PRIME directory just received?
• If entire page is scanned / OCRed as one file?
• (Note: Handheld scanner is too slow).

Target Date: (not filled)

Object/Purpose: Increase Consultants’ Productivity
Priority: High Priority (Short Term)

Software Development Projects to be Undertaken / Implemented

1. Build a Universal MESSAGING / COMMUNICATOR Tool

(See my file on “Communicator Tool”)

Today, we already have:

• 3 web-based tools
• 2 offline tools
• 1 offline under development (as part of Member Search, emailing of Interest Letters — originally developed by Vinay in CA).

Questions:

• Should we combine all of these into one/single tool?
• If yes, should such tool be offline or online?
• Should such tool make provision of being able to relay/broadcast messages as:
• SMS (one email from PC to 1000 mobiles)
• Voice-Mails (e.g., Navinmail of Shabeer Bhatia)
• “Job Alerts” as SMS on mobiles of candidates
• “Candidate Alerts” on mobiles of HR Managers

Target Date: (not filled)

 

Purpose/Objective: Creating a pervasive BRAND-AWARENESS amongst Corporates & Candidates
Priority: High Priority

Software Development Projects to be Undertaken / Implemented

1. Project MANHATTAN (Deepa)

Cheapest / automatic / perpetual / persistent method of creating Brand-Awareness is by sending out thousands of email messages daily to corporates & candidates.

This can be achieved by implementing Project Manhattan vigorously. (See enclosed diagram / Work-Flow Chart).

At bottom, there is a step/process of sending out automatic emails to corporates & candidates.

These emails to corporates will be sent even if he has not:

• signed up for “Exclusive Page”
• become a licensee of “Global Recruiter”

So, Project Manhattan is independent/standalone of services mentioned above.

Uploading ALL resumes (received under this project) on our own website will:

• create a large Member Database
• attract corporates to post advt. on our site

We must AUTOMATE the entire process & remove all human intervention.

Target Date: (not filled)

Objective/Purpose: Making our Website “Customer-Facing”
Priority: High Priority

Software Development Projects to be Undertaken / Implemented

1. EXCLUSIVE PAGE (Vikram / Chauvin)

By creating such an “Exclusive Page”, we are shifting our focus to Corporates instead of Candidates.

I strongly feel that we should create an “Exclusive Page” for each Corporate whose job-adverts we are downloading / re-composing / uploading under Project Manhattan.

This would be irrespective of whether that Advertiser chooses to fill up our Questionnaire or NOT.

We must provide a mechanism/procedure by which a Corporate can ask us to create for him the “Exclusive Page”. Hopefully, even before he requests, we should have already created such a page, and all that we need to do upon arrival of request is to simply email his “Password”.

This way, from day one, he is able to see/view all the past/historical record of:

• Resumes Forwarded History
• Job-Adverts Posted
• Candidate Alerts Sent

Target Date: (not filled)

 

Objective/Purpose: Business Diversification — allowing our Website to focus on “CLIENTS” (instead of Candidates)
Priority: High Priority

Software Development Projects to be Undertaken / Implemented

1. GLOBAL RECRUITER (Sunitha & Vikram)

This software solution:

• should enable us to “lock-in” thousands of Companies in the use of our services / more business.
• should enable 3P’s recruitment processes/forms to become the Industry-Standard in India.
• by being a WEB-SERVICE (ASP), should enable us to rapidly build a huge Knowledge-Base by drawing upon the expertise embodied in hundreds of HR managers when they fill up:
• Job Advt. Forms (Weightages/Keywords/Comp. Trends)
• Org. Charts (Reporting relationship Rules)
• Job Descriptions (Success Probabilities/Patterns)
• Manpower Budgets (Demand Trends)
• OET1 (Weightages – Keywords – Comp. Trends)

It will:

• enable us to conduct Permission Marketing by commencing Resume Blasting to Global Recruiter licensees from 16,000 partner cybercafes under Operation Lock-In.
• enable us to launch JAWS to 600 newspapers.
• enable licensees to track/monitor their search-assignments on their own, on our website.

Target Date: April 2003

Objective/Purpose: Increase Consultants’ Productivity
Priority: Medium Priority

Software Development Projects to be Undertaken / Implemented

1. OES V2.0
   There is a file on this subject containing my thoughts/notes.
   It is very important to debate these notes with Consultants & their views/specs obtained before starting.
   I also feel we should use V1.0 of OES for at least 6 months before starting work on Version 2.0.
2. Converted Resume (ARGIS)
   There is a file on this subject. This project will speed up the Order Execution Process.

Today, biodatas (for sending to clients) are converted manually by D/E operators.
This is a slow process & there is no consistency — also poor quality. Consultants have to wait for long.

Target Date: (not filled)

Objective/Purpose: Creating a Knowledge Base
— which would ultimately help us develop a Neural Net type of self-learning intelligent software.
Priority: Medium Priority

Software Development Projects to be Undertaken / Implemented

1. Ad-Viewer (UI given to Deepa)
2. Organization-Charter
3. Job Description Creator
4. “IF/THEN” Rules Framer
5. Keywords Frequency Plotter (can be done quickly)
6. “Responsibility” Extractor (File given to Vikram/Reji)

I have not prepared detailed notes on any of the above, but some thoughts/suggestions may be found in:

• Website V4.0 / V5.0 Folder
• Notes scribbled in margins of all the books in my personal library
• Expert System Folder

All of these are very IMPORTANT but Low-Priority projects & would require retaining 2/3 “Domain Experts” for 2/3 months to create the seed of the Knowledge-Tree & buying Expert-System Shell.

Objective/Purpose: Automating Business Processes
Priority: Low Priority

Software Development Projects to be Undertaken / Implemented

1. Graph Generator (on Intranet) (Chauvin)
   This will help us monitor individual and entire company performance (Target vs. Achievement) on a cumulative, ongoing basis for parameters such as:
• Order booking
• Invoicing
• Net Collection
• Outstandings

As soon as these graphs can be auto-generated in OES (V2.0), it will get dropped from Intranet, since data is auto-generated in OES anyway.

• All items (heads) of budgeted expenses (as per Annual Budget).
• “Net collection” graph also shows Incentive Earned by each consultant.
1. Integration of OES with TALLY 6.0
   Idea is that we should not have to enter financial data twice — once in TALLY & again in OES.
2. Electronic Document Filing / Retrieval System

Target Date: (not filled)

 

 Kartavya

Abhi
Inder
Nov. 24, 2002

In order to allocate our Technical-Team resources in a manner that would yield

• maximum short-term benefits
• maximum long-term "Competitive Advantage"

we need to debate these projects in detail & draw up priorities/targets.

HCP

cc.: Nimit
cc.: SriRam
cc.: Raju

In the past, technical team has, more or less, dreamed up projects & set priorities/targets on its own. This must change.
We must align tech team resources with overall Business Objectives. Can we meet next Sunday, as suggested by you?

cc: (as discussed in IT MEETING held on Monday)
Uttam, Sunitha, Reji, Deepa, Chawlin & Reena.

Object/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Increase Consultants’ Productivity (High Priority, Short Term) |
D. Member Search

• Resumes appear with keywords highlighted in 9 boxes.
• Search by Keywords & facility to add new keywords (with corresponding “category”) to build up "Knowledge-Base".
• Isys type “Intelligent Spider” to alert Consultants re: suitable resumes.
• Introduction of HH3P type “Weightages” (developed by Mr. Nagle) to arrange search-results as A / B / C / R.
• Feature to compose “Client Need” & “Interest letter” to auto email to shortlisted candidates at one stroke & facility for candidates to enter their interest (Yes/No/Conditional) into the SMART email & respond.
• Response to automatically get inserted into appropriate screen of OES. | Reji

Target Date: ______

 

Object/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Increase Consultants’ Productivity (High Priority, Short Term) |

• Debugging of OES (Sunitha)
• Bypassing Prelim. Interview
• Flexibility in scheduling of both Prelim and Final Interviews
• Flexibility to add new/shortlisted candidates up to "Closure" stage
• Ability to send out all communications (with client or candidates) by Email (e.g.: Proposal / SON / Interest Letter / Invoice)
  → Reji developing as part of Member Search
• Resumes Forwarded History
• Candidate-wise (Part of Janam Kundli)
• Client-wise

(I believe these features are already built into OES & are working satisfactorily.)

Target Date: ______

 

Object/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Increase Consultants’ Productivity (High Priority, Short Term) |

• Build-Up a large NON-MEMBER database — Reji
• An “Extractor Tool” which extracts names/details of senior executives whose names are given under “REFERENCE” in resumes received from Monster. Tool will “process” these through “Designation Splitter” & “Compiler” before inserting into non-member database.

Can same extractor tool extract names/details of 21,000 executives in PRIME directory just received?
If entire page is scanned / OCRed as ONE file? Handheld scanner is too slow.

Target Date: ______

Object/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Increase Consultants’ Productivity (High Priority, Short Term) |

• Build a Universal Messaging/Communicator Tool

Notes:
See my file on “Communicator Tool”.
Today, we already have:

• 3 web-based tools
• 2 offline tools
• 1 offline under development (as part of Member Search, emailing of Interest Letters – originally developed by Vinay in CA).

Questions:

• Should we combine all of these into one/single tool?
• If yes, should such tool be “offline” or “online”?
• Should such tool make provision of being able to relay/broadcast messages as:
• SMS (one email from PC to 1000 mobiles)
• Voice-Mails (e.g. Navinmail of Shaker Bhatia)
• “Job Alerts” as SMS on mobiles of candidates
• “Candidate Alerts” on mobiles of HR Managers

Target Date: ______

 

Purpose/Objective	Software Development Projects to be Undertaken/Implemented	Developer

Creating a pervasive BRAND AWARENESS amongst Corporates & Candidates |

• Project MANHATTAN — Deepa

Description:
Cheapest / automatic / perpetual / persistent method of creating Brand-Awareness is by sending out thousands of email messages daily to Corporates & Candidates.

This can be achieved by implementing Project Manhattan vigorously. See enclosed diagram (Work-Flow Chart).

At bottom, there is a step/process of sending out automatic emails to Corporates & Candidates.

These emails to Corporates will be sent even if he has not:

• signed up for “Exclusive Page”
• become a licensee of “Global Recruiter”

So, Project Manhattan is independent/standalone of services mentioned above.

Uploading all resumes (received under this project) on our own website will:

• build a large Member Database
• attract Corporates to post advt. on our site

We must AUTOMATE the entire process & remove all human intervention.

Target Date: ______

 

Objective/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Making our Website “Customer-Facing” |

• EXCLUSIVE PAGE — Vikram / Chauvin

Description:
By creating such an “Exclusive Page,” we are shifting our focus to Corporates instead of Candidates.

I strongly feel that we should create an “Exclusive Page” for each Corporate whose job-advts we are downloading (re-composing) & uploading under Project Manhattan.

This would be irrespective of whether that Advertiser chooses to fill up our Questionnaire or not.

We must provide a mechanism/procedure by which a Corporate can ask us to create for him the “Exclusive Page.” Hopefully, even before he requests, we should have already created such a page.

All that we need to do upon arrival of request is to simply email his “Password.”

This way, from day one, he is able to see/view all the past/historical record of:

• Resumes Forwarded History
• Job Advts. Posted
• Candidate Alerts Sent

Target Date: ______

 

Objective/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Business Diversification — Which would allow our Website to focus on “Clients” (instead of Candidates) |

• GLOBAL RECRUITER — Sunitha & Vikram

Description:
This software solution:

• Should enable us to lock-in thousands of Companies in the use of our services/more business.
• Should enable 3P’s recruitment processes/forms to become the INDUSTRY STANDARD in India.
• By being a WEB-SERVICE (ASP), should enable us to rapidly build a huge “Knowledge-Base” by drawing upon the expertise embodied in hundreds of HR managers, when they fill up:
• Job Advt. Forms (Weightages/Keywords/Comp. Trends)
• Org. Charts (Reporting relationship rules)
• Job Descriptions (Success probabilities/patterns)
• Manpower Budgets (Demand Trends)
• OET1 (Weightages–Keywords–Comp. Trends)
• Will enable us to conduct “Permission Marketing,” by commencing “Resume Blasting” to “Global Recruiter” licensees, from 16,000 Partner Cybercafes under “Operation Lock-In.”
• Will enable us to launch “JAWS” to 650 Newspapers.
• Enable “licensees” to track/monitor their search assignments on their own, on our website.

Target Date: April 2003

 

Objective/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Increase Consultants’ Productivity (Medium Priority) |

• OES V 2.0
  There is a file on this subject containing my thoughts/notes.
  It is very important to debate these notes with Consultants & their views/specs obtained before starting.
  I also feel we should use V 1.0 of OES for at least 6 months before starting work on Version 2.0.
• Converted Resume (ARGIS)
  There is a file on this subject.
  This project will speed up the Order Execution Process.
  Today, biodatas (for sending to clients) are converted manually by D/E operators.
  This is a slow process & there is no consistency – also poor quality. Consultants have to wait for long.

Target Date: ______

 

Objective/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Creating a “Knowledge Base” which would ultimately help us develop a Neural Net type of self-learning intelligent software (Medium Priority) |

• Ad-Viewer (U.I. given to Deepa)
• Organization-Charter
• Job Description Creator
• “IF/THEN” Rules Framer
• Keywords Frequency Plotter (can be done quickly)
• “Responsibility” Extractor (File given to Vikram/Reji)

Notes:
I have not prepared detailed notes on any of the above but some thoughts/suggestions may be found in:

• Website V 4.0/5.0 Folder
• Notes scribbled in margins of all the books in my personal library
• “Expert System” Folder

All of these are very important but low-priority projects & would require retaining 2/3 “Domain Experts” for 2/3 months to create the “SEED” of the Knowledge-Tree & buying Expert-System Shell.

 

Objective/Purpose	Software Development Projects to be Undertaken/Implemented	Developer

Automating Business Processes (Low Priority) |

• Graph Generator (on Intranet) — Chauvin
  This will help us monitor individual and entire company performance (Target vs. Achievement) on a cumulative, ongoing basis for parameters such as:
• Order Booking
• Invoicing
• Net Collection
• Outstandings

(As soon as these graphs can be auto-generated in OES V 2.0, it will get dropped from Intranet, since data is auto-generated in OES anyway.)

• All items (heads) of budgeted expenses (as per Annual Budget).
• “Net Collection” graph also shows “Incentive Earned” by each consultant.
• Integration of OES with TALLY 6.0
  Idea is that we should not have to enter financial data twice, once in TALLY and again in OES.
• Electronic Document Filing/Retrieval System

Target Date: ______

 

 Abhi

Jan 06, 2003

Pyramid of Productivity

Enclosed find a conceptual framework. It is by no means “comprehensive.” I am sure you can improve this.

What made me draw up this pyramid? What “triggered” it?
I thought of this when you told me that before consultants can re-start using debugged OES, they would need to enter all over again COMPANY MASTER / LEGAL MASTER.

This is a colossal waste of time/energy – but perhaps cannot be avoided at this stage.

Q:
What can we/must we do NOW to ensure that history does NOT repeat in case of all of our applications – no matter how many “revisions/debugging” these applications may have to undergo?

Possible Answers?
MASTERS / DATABASES / SOFTWARE TOOLS must not be an integral part of ANY application. These must be stand-alone/isolated.

Any user/user-group should be able to use any application any time and any way (LAN/WAN/dedicated line/VPN/wireless devices etc.), without having to meddle with:

• Masters
• Databases
• Software Tools

All of which must independently work in the background.

No user should be able to add/edit/modify/delete any Masters/Databases/Tools.

Our Data/Network SECURITY SYSTEM should only define who (user/user group) can access & use what/which application & how (local/remote etc.).
And it must keep a log of every use by every user (transactions/mouse-clicks/keystrokes).

“MASTERS” will flow to databases/software tools & applications but independently “reside” somewhere else – beyond every user’s “REACH”!
Only DBA can touch them.

Perhaps, we can allow 3P’s own employees to be able to “see/view” these MASTERS and suggest additions/deletions/modifications to DBA, only — who has “access” to the masters.

When a Developer designs a new application/software tool/database, he should not have to worry/think about the MASTERS.

And, obviously, a MASTER remains a MASTER, irrespective of the application!

e.g.
You cannot have “separate” Company-Masters for:

• Member Database
• Non-Member Database
• Module 1
• OES
• Compiler
• Manhattan
• Jaws
• Web-service
  etc.

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cc:

• Raju – SriRam – Nimit
• Kartavya – Inder – Reena
• Deepa – Reji – Vikram – Sunitha