MARKETING GENERAL

has been extracted and is presented below, arranged by the table's structure.

The title is:

PROMO EMAIL BLAST TO POTENTIAL CORPORATES (63000)

The date is: 29-02-08

The main table columns are: MESSAGE, MARCH, APRIL, MAY, JUNE, JULY, AUG, and the dates within the months.

#	MESSAGE	MARCH	APRIL	MAY	JUNE	JULY	AUG
	Dates:	3	10	17	24	31	7
	VACANCY BLAST
1.	The New Rule √
2.	Borrowed Ideas √
	RESUME RATER
3.	We are back		√
4.	Give yourself a break			√
5.	Water, Water				√
6.	Upgrade Yourself
7.	Stop wasting your time
8.	Proud to be
9.	Self - Appraisal
	INTERVIEWER
10.	Guess Who?
11.	High Five Why?
12.	Interviewing Made Easy
	GENERAL
13.	A Thing or Two?
14.	Not a job portal
15.	Why Bother?
16.	A swallow
17.	Buzz?
18.	Do Not Register
19.	Well-Wishers

Note: The checkmarks (√) are present in the following cells:

• The New Rule: No date marked. (The checkmark is near the message text)
• Borrowed Ideas: No date marked. (The checkmark is near the message text)
• We are back: March 10
• Give yourself a break: March 17
• Water, Water: March 24

 

MKTG/GENERAL ANNEX: A

1. Placement Agency

• To promote your “service” amongst job-seekers registered with you by alerting candidates registered with you re: job-opportunities.

There could be some HR Consultants/Management Consultants also, who may be interested.

Scan_0003.jpg

2. Educational Institutes (Universities – Colleges – Polytechnics – Industrial Training Institutes – Vocational – Computer – Coaching Classes – Schools etc. etc.)

• To disseminate amongst your students job-opportunities available across India and the World.
• To structure new courses for preparing students for new skills which are currently in demand.
• To modify course-content to suit changing requirements of businesses/Industries.

Scan_0004.jpg

3. Newspapers/Magazines/TV Channels/Websites/ISPs

• To increase readership/viewership by making available to them, latest/authentic “CONTENT THAT CONCERNS”
• Telephone Companies providing VOICE-PORTALS (e.g. DialNet of Delhi)

Scan_0005.jpg

4. EMPLOYEE ORGANISATIONS (Labour Unions)

• If your members are facing retrenchment/VRS, make available to them info on job-opportunities in other Companies – Industries – Regions.
• Keep track of national/regional/sectoral trends in employment opportunities.
• Monitor “Salary-trends” across the Country, to improve your bargaining position, vis-a-vis employers.
• Help bring about national integration, by helping your members seek job-opportunities in all parts of our country.

5. Cybercafés

• To earn more revenue by getting attracting more visitors and getting them to spend more time on their job searches for
• Submitting their resumes
• Searching new job-opportunities
• Applying online
• Accessing their email boxes for “job-alerts”/ “interview-call letters” etc.
• To stay ahead of Competition.

RELIGIOUS ORGANIZATIONS ? (CHURCHES regularly display job-notices on their notice-boards).

CO-OP. HSG. SOCIETIES ? (Someday all of them will have email address) for benefit of their members.

6. Employment Exchanges

• To provide a “level-playing field” to Country-cousins, by making available to them job-opportunities available in big-Cities – something that local newspapers never provide.

7. Corporate/Company

• To discharge your moral responsibility to employees being retrenched/being offered VRS by making available to them job-opportunities in other Companies which need their skills/experience.

8. Employers’ Organisations (e.g. ASSOCHAM/FICCI/CII/NASSCOM etc)

• To keep a tab on National/Regional/sectoral employment opportunities.
• To keep track of “trends” in employment (including Compensation trends)
• To formulate and to recommend to State/Central Govt. policies concerning
• Employment generation
• National wage policy
• National education/skills training
• Cross-border mobility of workers

Professional Bodies (e.g. NIPM-IIMM-IE etc.)

• For the benefit of your members, you may wish to publish JAWS in your monthly newsletter/mouthpiece magazine. OR You may forward job-advt listing by email to those of your members who have email addresses.

9. Cable Operators

• You can offer your subscribers an extremely useful value-added-service, by inserting a strip at the bottom of the TV screen, which shows job-advts.

Parents {only “entry-level jobs” for a specific city}

• To guide your children in selecting “most appropriate” “entry-level” jobs upon graduation. Jobs having “posting” where parents are working, would be of great interest. No need to subscribe to dozens of newspapers!

Abhi 15-09-04

CONTENT IS THE KING.

[Diagram showing a flow from "Cricket Matches [Content Creators] (Sachin, Dravid, Ganguly, etc.)" to "BCCI [Sole Content Owner, Content Aggregator-Cum-Owner]" to "Zee TV [Sole Content Distributor/Delivery Channel]" (via "Rs. 1400 Crores" and "Exclusive "Rights"") and finally to "Viewers" (via "Local cable operators" and "MSO Multi-System Operator IN/Raheja etc."). The MSO and Local Cable Operators also link back to the Viewers.]

If you ever wondered, why Subhash Chandra (of Zee TV) agreed to pay Dalmia (of BCCI), Rs. 1400 crores for “exclusive” rights to broadcast next Cricket-match series, then above diagram will help.

In fact, after paying Rs. 1400 crores to

BCCI, zee had anticipated to earn Rs. 400 crores, by way of profits!

In a similar way, today's newspapers have reported that SONY is purchasing MGM for \ 4.85 billion. I believe TIME-WARNER had offered to buy MGM for \ 3.8 billion.

Q: Why?

Ans:

MGM "owns" 4100 past Holywood films (exclusive intellectual property Rights). And SONY / TIMES WARNER, are after this CONTENT. They believe, in course of time, when Interactive TV becomes common all over the World, they will be able to "SELL" this "CONTENT" (pay-per-use), for, maybe, \ 10 billion! Of course, a long-shot gamble. You may call it, SONY'S VISION OF THE FUTURE!

BCCI could have granted to Zee "Non-Exclusive" rights, while simultaneously granting such "non-exclusive" rights to STAR / ESPN / NDTV / SUN TV etc, also. But then, total may not add up to Rs. 400 cr. So, BCCI figured, it was better to grant exclusive rights to ONE party.

On the other side, Zee could NOT have got the broadcasting rights from anyone else!

BCCI has the MONOPOLY on Indian Cricket — the matches, the player selection, everything — including broadcasting of CONTENT.

So, BCCI was able to dictate/extracts its "price", from this

POSITION OF STRENGTH

(The strength of Monopoly Supplier).

Same with MGM.

It had created these 4100 films, over last 70 years — and owned them.

When MGM started making films — around the time I was born — TV did not even exist!

So, for MGM, (or for anyone else at that time), there was no way to "FORESEE" the potential lying hidden/trapped, inside these films.

But MGM held onto these films.

Of course, storing 4100 films on celluloid tapes (later on plastic tapes), would have required a very large air-conditioned, humidity controlled warehouse & lots of people.

But, for SONY, it would be very different story.

I am sure, they will digitize these films and store these on 4100 MASTER-COPIES of DVDs, needing a small cabin! + back-up copies on 2/3 strategically located servers (one each in Japan, USA, Europe etc) in different geographic locations, to insure against fire, theft, Virus, earthquake, riots etc. etc.

What has all of these, got to do with our new venture WWJ?

Plenty.

> WWJ is also an AGGREGATOR of job-advt-CONTENT

\text{[- and, although we ourselves, do not create this content, nor do the jobsites.}

\text{Jobsites do **NOT** think that they **OWN** this content (**Good for us**).}

\text{Even, corporates, who post these job-advs on jobsites, do not think they **OWN** these job-advt.}

\text{Neither jobsites, nor advertisers take any effort to **store/preserve this content**]}

So what would it mean to us, if we were to aggregate & store

10 MILLION job-advts in next 2 years

or

100 MILLION job-advts in next 5 years?

Like an owner of MGM might have said in 1933, I would say,

"I DONT KNOW!"

But, I can assure you of one thing.

If 2/5/10 years from now, if anyone has any need -whatsoever, any reason whatsoever, to refer/find/look-up/study any of these job-advts, WWJ would be sitting on a goldmine of data, whose (the then) value, is difficult to visualize.

If we succeed in building up such a massive database (terabytes / petabytes), we would be

MONOPOLY OWNER

of ONE content in the world — whose intrinsic value, only TIME will tell.

[Image: A two-axis graph. The vertical axis is MARKET (divided into OLD MKT and NEW MKT, with the arrow pointing up). The horizontal axis is PRODUCT (divided into Old Product and New Product, with the arrow pointing right). The top-right quadrant (New Market / New Product) contains a circle labeled Recruitguru.]

Recruitguru is a totally NEW PRODUCT creating its own NEW MARKET. It is not just one more SOAP (brand), entering an existing market shared by 100 soap-brands.

Nor is it an existing Old Soap (Old product), which can also be used to wash your clothes (New Mkt).

 

Abhi,

cc: Deepa

Aug. 12, 2003

Project EGO

Deepa tells me that, during last 2 weeks she has received following resumes:

> upload@recruitguru \to 58

> Imagebuilder@recruitguru \to 149

This is a good beginning & vindication of our strategy.

However,

our strategy will fizzle-out, unless, our further response/follow-up/next action (as promised, in "want an Interview-call-Today ?"), in PROMPT / REGULAR / DAILY / AUTOMATED.

On the other hand, if our response is truly FAST, we could expect a

CHAIN-REACTION.

our prompt action, will lead to an

\to Avalanche

\to Tsunami.

Then there will be no STOPPING!

Enclosed find draft of email which should go out today (\text{and daily thereafter}) to

> 58 persons who have sent edited resumes.

These emails will be accompanied by

"Mailing List of Recruiters (Incl. Placement Agencies)".

By now we have 100,000 job-advts downloaded. If these were to be processed thru (AUTO-CONVERTER) we may get Names / E-mail IDs of maybe 4000 unique advertisers.

But I dont want you to wait for this processing (Although you may do so over the coming week-end).

At the moment, as far as these 58 Candidates are concerned, you already

have a ready-list of some 1000+ advertisers (incl. placement agencies).

Pl. Send out enclosed covering-email TO-DAY \text{( and daily thereafter )} with that existing ...

"SPEED of RESPONSE" is the essence of doing business on the Net — accuracy / completeness is NOT!

And as long as you depend upon a human-being to

\to look up (\text{email folders})

\to remember (\text{what needs to be done})

\to do (\text{take action})

then, you can never achieve SPEED!

So, you must AUTOMATE this process, so that everything happens automatically every night \& no backlog is left in the morning!

> 149 persons have sent their plain email resumes at

Imagebuilder@recruitguru.com

Obviously, these are friends of those 40,000 to whom we have already sent Imagebuilders so far.

This proves that Imagebuilder's reputation has slowly started spreading by "word-of-Mouth" amongst the millions of jobseekers!

But CHAIN-REACTION can only set in, if these 149 get their own ImageBuilders within 24 hours of sending. They will spread the word, only if you can amaze them with your SPEED OF RESPONSE.

Then, in turn, they will speak to 10 more friends/colleagues.

To them, 3 documents must go

Want an Interview-call Today ?

Interactive Response Page

Imagebuilder.

Abhi,

This is the DEFINING MOMENT in the life of RecruitGuru — and perhaps Indian Recruitment scenario. Our goal is nothing less than replacing the old Currency (\text{plain email resumes}) with the new Currency (Imagebuilder) from entire India.

we must not be found lacking!

12/08/03

Draft covering letter/email for sending to those who send us their duly edited Imagebuilder at "upload@recruitguru.com."

Dear Friend:

Get Pro-active!

Thank you for returning to us, your duly edited Imagebuilder resume.

Recruitguru webservice is planned to be made available to Corporates/Placement Agencies etc. by early September 2003. To See the list of Companies who have already registered \text{click here}

KNOW:

List of Companies already registered for Free Trial

Abhi

Is this correct ?

\text{As soon as the webservice is launched, we will upload your resume and email to you, your Password / User ID / PEN (Permanent Executive Number).}

This will allow you to edit/update your resume online in future!

In the meantime, enclosed find, as promised,

List of Indian Recruiters

with their email ID's:

This will enable you to email your ImageBuilder to them. When you do, attach it with the

Interactive Response Page.

In this page, against “Advertiser Name”, enter the name of the Company (– as mentioned in database attached) even though, you may not be applying against any specific advertisement.

Use of Interactive Response Page will ensure that you get some feedback – as to where your application stands.

Wishing you Good Luck,

Abhinandan K.

RecruitGuru

GumMine/GumSearch

Sanjeev

30/09/03

cc: Kartavya/Athi

cc: Nimit/Sri Ram/Raju

Multiple Marketing strategies

We have agreed that next week, you will actively help 3P's consultants to

Extract 50000/100,000 resumes & create their PRIVATE structured database on Recruitguru

Carry-out online searches using GumSearch & transfer search-results to EXCEL OES.

But what we have not considered so far, is

• Can we get our Consultants to send to all their Corporate Clients, only the ImageBuilder version of resumes (– instead of the Executive Resumes/Unverted BioData, which they are sending out currently)?

If you can succeed in this, implications are far-reaching, viz:

• At a low level, we will save time spent by Vittal/Samata in Converting Bio-data's, whenever requested by Consultants

• It will also speed-up the delivery of such resumes to Clients (since ImageBuilders would be readily available) – no waiting for Vittal/Samata.

But, beyond that, imagine what this (sending of ImageBuilders in place of Executive Resumes) could do to your marketing of Recruitguru.

If 3P has currently 25 clients (current assignments), then it means that these 25 Corporate-clients will start receiving ImageBuilders with immediate effect. (Of course, Consultants will have to ensure that no fields are missing. Consultants will definitely have to email the ImageBuilders, first, to respective candidates, asking them to fill in the CAREER HISTORY section, thoroughly/completely & return back to 3P. – we know that Recruitguru is unable to capture Career History details.)

Obviously each ImageBuilder being sent out to any client, would have to be Complete in all respects.

If an incomplete ImageBuilder gets sent-out, it will do immense harm to 3P's reputation!

On the other hand, if the ImageBuilder being sent-out is Complete in ALL respects, then

it cannot fail to impress the clients! They have never before seen anything like this! – especially the FUNCTION EXPOSURE PROFILES – and, of course, the Keywords.

When clients receive these ImageBuilders, they are bound to pick-up the phone and inquire with the concerned 3P Consultants:

What is the meaning of Function Exposure Profile? What do Raw Score/Percentile/Sample-size etc. signify?

Where did 3P manage to get such an ImageBuilder version? (Even though, below each Function Profile Graph, we are writing in small fonts "Developed by www.Recruitguru.com".)

And 10 consultants of 3P will provide explanations to 25 clients of 3P! And they would do a damn good job (of providing the virtues of the ImageBuilder) – since Consultants are keen that the Client gets correct/favourable "understanding" & gets sufficiently "influenced" (by the ImageBuilder) to call their Candidates for an interview (– the first hurdle to appointment).

In short, in respect of those 25 companies,

you have succeeded in appointing 10 BRAND AMBASSADORS!

(– not only free! – they are paying you for use of Recruitguru !!)

Of course, one thing is very clear.

3P will NOT send any ImageBuilder to any of its client, if the top part of ImageBuilder carries, Recruitguru name (Logo)!

• RecruitGuru Future of Recruitment WebService Executive Resume
• This strip has to get replaced by
• 3P CONSULTANTS For Executive Search – Corporate India's First Choice

And this replacement/Attachment should be automatic for each & every ImageBuilder.

Only once (first time) 3P should create an "Image File" for this strip & insert it into the software (GumMine). You will recall that, we even decided to charge Rs. 5000/= one-time, for this facility!

A "Date/Time" stamp can also be incorporated at the bottom of each ImageBuilder, so the client knows when he received this resume.

From the modified TOP STRIP, Client knows, which placement agency sent this resume. This is very important, because Clients will, very likely, receive same candidate's resume from many placement agencies.

I believe, more than 50 placement agencies have registered for FREE TRIAL.

It is safe to assume that each of them has, at least 20 current clients.

That makes a total of 1000 Corporates!

Let us also assume that, each placement agency, on an average, sends out 50 resumes per week (200 per month).

So, 50 placement agencies, would be

Sending out, each month, some

50 \times 200 = **10,000** resumes to 1000 Companies.

And, if, each of these 50 placement agencies, on an average, has

2 Consultants each,

that translates into a total of 100 Consultants sending out 10,000 resumes/month to 1000 clients

And,

then answering/telling these 1000 HR managers,

• What is ImageBuilder?
• What is significant about it
• How it is different from ordinary resumes \rightarrow how it will save their cost/time
• Where can you get "ImageBuilders"?

So, suddenly, you have managed to recruit

100 Brand Ambassadors!

Who, by promoting ImageBuilders, are, in turn, promoting RecruitGuru!

And when an actual "User" (Real Customer) promotes your product, he is more creditable

as compared to yourself. After all, you are an "interested/biased" party!

In essence, you are leveraging these 50 placement agencies in your marketing drive – you are, literally, "enlisting" them. Thru them you are reaching out to 1000 potential clients!

Now imagine, if you are able to get 500 placement agencies to become regular subscribers of Recruitguru. They will spread your marketing message to 10,000 Corporates!

Take a look at enclosed advt. which I found in today's issue of BMA magazine. You should talk to Mehul Kuwadia & give him a demo of Recruitguru Online.

Whereas, I agree that you should focus on those 100 large, Bombay-based Software firms, you should, in parallel, also focus on the 1500 placement agencies to whom we had sent out 2/3 emails (re: project BARTER).

Once they find that Recruitguru is actually launched and that they can, straightaway, start using it within minutes of registering for free trial, then, I feel, many more will come forward.

Please remember that, just like those 100 large Software Companies, these 1500

placement agencies, too,

are Computer/Internet Savvy

are used to advertising their vacancies on jobsites (As per Monster's estimate, 70% of all adults – released on jobsites, belong to placement agencies).

are used to getting thousands of email resumes & have built-up huge resume databases on their PCs.

But, where these Placement agency owners CRITICALLY differ from Recruitment Managers of 100 large software companies, is

MOTIVATION.

These owners are motivated by the money they can earn. So, they will not miss a single opportunity to "monetize" their resume databases. They would want to leverage their databases in EVERY WHICH WAY THEY CAN. Enclosed advt. of Grey Cells is an example in case.

This "Motivation", this "greed for money" is missing when it comes to professional recruitment managers, employed by companies. Sure, if they do an excellent job of recruiting, they can look forward to a double

increment at the end of the year! But, at best, the "cause/effect" relationship (between performance & reward) is, nebulous/tentative/uncertain.

In them, the crucial element of "Self-interest" is missing. It is very difficult to motivate such persons to adopt Recruitguru! At best, they are passive/neutral/lukewarm/disinterested.

For professional recruitment managers, the answer is rather unclear to the question,

"What is in it for me?"

To a placement agency owner, you don't need to provide an answer to this question.

When Mehul Kuwadia sees your demo, his brain is highly "trained" to figure out, in matter of seconds, umpteen different ways in which he can make "more money" thru use of Recruitguru!

Where "professionals" can only "see" just one more recruitment software/just one more application, a business-owner will see one more way to make "more money"!

[Signature]

30/09/03

Control Your Recruitment Costs

Recruit 1500 Candidates @ Rs. 10,000/- Per Year

Become a Member of Grey Cells™ - Bio-data Club, Get Short-listed Resumes & Experience the Difference!!!

Current Scenario

• Due to the placement market booming and becoming dynamic your cost of recruiting employees is escalating day-by-day and at times is becoming prohibitive. Today candidates have multiple options for a choice of career, expectations from job/employer has also increased manifold.
• As a consequence the candidates are switching jobs much faster, resulting into higher recruitment costs for you.
• To control these costs many organizations are paying as much as Rs. 1 Lakh per year to have access to placement portals. However the problem is either you get too many bio-datas or too less!!! Sanjav
• The Solution
• Keeping these problems in mind, we now bring you a Unique Bio-data Service.
• You will have access to 1500 actual & useful bio-datas of Middle & Junior Levels, from all functional areas, every year (i.e. 5 bio-datas per day).
• You can recruit as many as you require, without paying any additional placement fee to us!!

Your Benefits

• You don't have to pay huge amounts to Placement Agencies, Portals or News Papers to get bio-data.
• When you recruit the first candidate, you recover your investments. The next recruitment onwards you keep on saving money for your company.
• You will have a lot of time in screening the bio-datas, since they will be sent to you in user-friendly format.
• And that's not all, we will from our database of 45,000 candidates forward you resumes of your specific requirements also.

Contact

Grey Cells™ (HRD, Training & Placement Consultants)

7, Banarasi Mansion, Shivam Shopping Complex, S. V. Road, Malad (W), Mumbai - 400 064.

Tel.: 2888 8804, 2888 8805, 2888 8806, 2888 8807, 2888 8808, Fax: 2883 7885

e-mail: greycell@bol.net.in Website: www.greycellsindia.com

Register before 30th Sept & Get one of your Managers Trained on interviewing Skills by Mehul Kuwadla - absolutely free i.e. a Saving of Rs. 2000/-

 

Kartavya

Athi

Inder

Nagwekar \checkmark

23/05/03

Lessons To be Learnt.

See enclosed article "Two-buck Chuck" from Eco. Times of 20/05/03.

In enclosed pages, I have tried to compare Bronco's situation with our situation & draw conclusions.

Although, at first glance, It may appear that Wine/Wine Industry is far removed from e-recruitment industry, the "parallels" become clear as you go along. Basic marketing strategies remain same.

[Signature/Initial]

 

Lessons To be Learned

Two-buck Chuck

(Eco. Times : 20/05/03)

Point	Lesson To be learned (in our context)
Fancy Wines cost 300/bottle. Two-Buck Chuck wine costs 1.99 per bottle	A Wine meant for masses. We want to price RecruitGuru transaction-tariffs so low that thousands of Small/medium sized Companies would start using RecruitGuru & would never think of installing/maintaining an inhouse legacy-system & then remain, forever, at the mercy of Software Vendor!
Since, it came on to the market, last year, Two-buck Chuck has become the fastest-growing wine in the history of America's Wine Industry. Two-buck chuck, accounted for 15% of the Wine sold in California in the first 2 months of this year.	This is a repeat of DoCoMo story (40 million mobile users in 1000 days i.e. 40,000/day!). Obviously there are lakhs of Small/medium Corporates around the world, who do not use any recruitment/HR Software (because, they simply cannot afford costly legacy systems). Given a Simple/Cheap alternative, they would grab it.

 

Point	Lesson To be learned (in our context).
NO single brand, has ever had, that kind of marketshare.	Obviously, a huge/huge untapped market existed for a cheap/affordable wine, for middle-class Americans. May be they wanted to explore/experiment wines (having been fed-up with beer/hard drinks?). Perhaps, it was all a question of having an "Affordable OPTION"! When Two-buck Chuck, gave them that option, it caught-on as a Wild-Fire!
It has become a "CULT" wine.
--- shoppers carting it way, not by the case, but by the carload.	We must position RecruitGuru, as the "poor Corporate's option". But here, the comparison ends! Although RecruitGuru, would be "cheap" (as compared to legacy-systems), it is, by no means, Cheap-Quality!
	If anything, RecruitGuru will have "SUPERIOR QUALITY" & far greater ease-of-use (Simple elegance) as compared to legacy-systems. Big Corporates will adopt RecruitGuru, for this reason and not because it is cheap.

 

Point	Lesson To be learned (in our context)
You have to by it - and then spring it on your friends alongside more expensive wines to see if they can tell the difference.	We hope, that, when jobseekers receive their "Image Builder" version, they will show it to their friends/Colleagues, who, will instantly realize that there is, absolutely nothing Comparable available in the market! We hope, this (realization), would tempt them, to try it out on their own email resumes-especially since it is free!
	Question is: Will recruiters also realize - and appreciate - this. "difference"? And, if & when they do, will they be motivated to "Share" their pleasant experience with their Co-professionals (HR/Recruitment Mgrs. of other Companies)? How do we bring this about?

 

Point	Lessons to be learned (in our context)
The appearance of such cheap wine in America, however is something new, made possible, by an unprecedented oversupply of grapes in California.	SUPPLY-SIDE India produces over 1 lakh IT prof. (College Graduates) annually - maybe 50 lakh college-graduates of all kinds annually. [from a net increase in population of 18.3 million/year!]
	DEMAND-SIDE Demand for IT/ITES is booming. So is demand for professionals in Telecom/Insurance/Retailing/Financial Services/Auto/Health Services/Infrastructure etc. etc.
- a Series of excellent Vintages
- health benefits of Wine	We will need to Convince HR professionals how they can dramatically improve their own productivity and their departmental productivity, by using RecruitGuru. They can save millions of rupees in Adve. costs & ofcourse "subscription-costs" on Monster/Noukri etc. for Resume Database Search (7 lakh Resumes free? - during Free Trial?)
- ageing baby boomers started drinking more of it.	Even a Company having annual turnover of Rs. 5 crore, can afford to Subscribe to RecruitGuru! (That is just 1 million!) There are millions of Such companies around the World!

 

Point	Lesson To be learned (in our context)
The dollar rose, making imported Wines cheaper	If American Companies can "buy" our resume database of Software Professionals at  0.10/ 0.20 per resume, they may want to bypass the "bodyshoppers" & contact the Candidates directly!
It is Cannibalising sales of mid-market wines below 10 a bottle, forcing producers to cut prices.	When we offer to 50,000 Corporates, 7/8 lakh resumes "database-access" for Rs. 5000/= (Activation-Fee) down payment, what would that do to the revenue-models of - Monster charging Rs. 1.3 lakh/year - JobsAhead "Rs. 1.7 " - Jobstreet "Rs. 0.5 " - Naukri "Rs. 1.5/2.0 "
Two-bucks-chuck's low prices means it is reaching new markets and changing patterns of Wine consumption	This could, well be for them, a "Life and Death" Situation! But we do not want them to shut shop! They had 2 strengths, viz. have: A Large Resume Database B Large Corporate Customer Base. By the time EGO & BARTER are over, their strength A would have gone, assuming we manage a MILLION resumes. But they can Survive on B, by becoming RecruitGuru "LICENSEES" (see HYBRID model note).

 

Two-buck Chuck

Why a cult 2 plonk has America's wine industry in a spin

WHEN Fred Franzia sold his company to his winemaking family, he made it suddenly the uncontested heavyweight of the business. Franzia is not, however, a diet-conscious heir to the great wines of the Cabernet, Chardonay, sold under the Charles Shaw label, but rather more modestly priced jug wines such as Sangiovese, Sauvignon, Chardonnay, Merlot or Cabernet Sauvignon, starting at 1.79. Hence its affectionate nickname, "Two-buck Chuck."

Since it came on to the market last year, Two-buck Chuck has become the fastest-growing wine in the history of America's wine industry. Visit any California branch of Trader Joe's, a retail market chain where the wine is sold, and you will see cases of it piled in the aisles, and shoppers carting it away not by the case but by the carload. (And these are American cars.)

Two-buck Chuck accounted for 15% of the wine sold in California in the first two months of this year, according to a study of Gomberg, Frederikson & Associates, a consultancy. No single brand, he says, has ever had that kind of market share. The wine has come to gain some the subject of "cult" status and even urban myths. The exclusive nature of Trader Joe's stores and limited appearance last week to dedicate a single barrel only to this wine's mystique. You have to try it - and then spring it on your friends alongside more expensive wines to see if they can tell the difference.

But does it taste? This correspondent's verdict: its not bad at all, much better than wines being sold in France and other European markets today at three-times the appearance of such cheap wine in America, however, is something new, made possible by an unprecedented oversupply of grapes in California. That oversupply, however, is itself due to the confluence of several factors, says Wine Wise.

• A series of excellent vintages in 1990-97 put Californian wines on the world map, just as excellent vintages in Europe were waning.
• The growth of scientific evidence for the health benefits of wine and grape juice has tempted an ageing generation, the baby boomers, to drink more of it. New vineyards were planted, many of which that accelerated as dacom moil the oversupply of wine when they began to invest in variety wine.
• Wine consumption per head reached a third in 1997-2002.
• Then, wine prices began hit and demand collapsed, just as the new vines began to bear, creating an amiable grapes. The dollar rose, making imported wines cheaper.
• The Trumpet crops in the past three years produced a surplus of cheap/good quality wine, which has glutted the glass, cut production at the major producers, and even stepped in to buy the excess supply for 1 a gallon (30 cents a bottle) - and so Two-buck Chuck was born.

Franzia's firm, the Bronco Wine Company, manages its clientele's excess grapes to its plant in Ceres, California, for bottling and state. (The firm's use of the Napa Valley name is tied up in lawsuits currently the subject of a law.)

Mr. Franzia, who uses the most modern plant, and has its own vineyards and grapes, is able to get wine directly to Trader Joe's - no middlemen, mark-ups or mark downs. Bronco is, you might say, the Two-buck Chuck of the wine industry.

The success of Two-buck Chuck is a mixed blessing for the industry: it is cannibalising sales of mid-market wines below 10 a bottle, forcing producers to cut prices. It is, however, also reaching new markets and changing the patterns of wine consumption. Young people are buying it, and it is replacing traditional drinkers of other alcoholic drinks.

So there could be a silver lining. India's growing middle-class drinking plonk often graduate to imported whiskies, the weak dollar is making fancy foreign wines more and more expensive, more attractive in comparison. In the longer term, the Indian wines could do California's wine industry more good than harm.

The Economist

(Source: Eco. Times 20-05-03)

Athi

cc: Kartavya

: Nagwekar

: Inder

29-05-03

Make Luck

Someone has said...

"Luck happens when preparedness meets opportunity".

In the book DoCoMo, which I am reading currently, the authors are propounding a theory that DoCoMo was not "lucky" - they made luck "happen" by

"anticipating" the shape that telecom (mobile telecom) technology will take in future,

"figuring-out" what human emotions, can be made to express/ventilate themselves, through 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 outline, how, WE MUST PREPARE OURSELVES during the next 3/4 months, to launch initiatives. These initiatives, have the power & potential to make our webservice,

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 year!

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, are outsourcing business-processes. Most of these jobs are flowing into India.

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

If we "prepare" ourselves well & get ourselves "ready" our destiny, in the next 6/8 months. Here, I am talking of 3P.

The projects (Manhattan - Ego - Pincer - Cyber - JAMS) are NOT independent / stand-alone.

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

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".

[Signature]

29/05/03

 

PROJECT	Target Launch Date	Target End Date	Respon-sible	What advance preparations required?	What do we do when preparations are complete?	What should happen? What do we wish to happen?	How will Global Recruiter Benefit?
Manhattan	20/07	Deepa	* At Corpus/Auto-Converter. * Debate Subscriptions / FTP * Vendor Development * Statistical Tools	Download Job-advts from various jobsites / convert / Upload on other sites	* Job Advts go out * Resumes are received * Resumes get converted to Butterfly version (daily automatically)	* Create Broad awareness amongst candidates * Create large resume database for future search by webservice Subscribers (i.e. Recruiters)
EGO	1st Aug	Abhi Deepa	* Create Butterfly form * Write script for Interactive Reference Page * Create "modified" "EDIT" image on Invitations (B&W/Butterfly version) * On website: Create Pages for candidates to enter their Salary/Designation details for several years * Software to autogenerate "Salary Profile" / Desig. "Profile" graphs - for PEER groups	* As per "priority-chart", we start emailing button. * We assign resumes (along with covering letter) to 1 Lakh Jobseekers.	* When recipients talk to their friends/colleagues they will send us their email resumes * We will daily email all incoming email resumes & bounce back to senders as "Butterfly" (with covering letter)	* If recruiters start receiving "Butterfly" Resumes against their print/digital Job-advts, they will phone & inquire. * Our webservice marketing effort gets distributed amongst thousands of candidates * Recruiters would need our "RecuSearch" to search all Butterflies they start receiving. * We are literally giving away "Resumes" revenues (sacrificing). In order to generate "RecuSearch" revenues.
				* Upload 10,000 Butterfly resumes on website * Create 8 priority-groups within 1 Lakh Butterflies * When 10,000 Candidates have submitted their "Salary/Desig. details" online, flat graphs (i.e. email to Concerned Candidate		* Candidates will only use Butterfly resume info/form for applying. * When Candidates start receiving their own "Salary Profile / Desig. Profile", as email, The AVALANCHE will get rolling !	* If existing Gt Recuiter resources converted to Butterfly, It will become THE INDUSTRY STANDARD! * All "Profiles" get better & better * Keyword "Capabilities"
				* Delete existing 6 "Structured" Submit Resume forms from website & replace with a box for "Cut & Paste". * Instant Online Conversion & display of Butterfly.		* Recruiters should start phoning us to inquire about our webservice.

 

Project	Target Launch Date	Target End Date	Respon-sible	What advance preparations required?	What do we do when preparations are complete?	What should happen? What do we wish to happen?	How will Global Recruiter Benefit?
PINCER	15th Aug.	15th Sept	Abhi Deepa	* From project Manhattan output, create tabulations A (\& B), as mentioned in my note dtd 26/05/03. * Decide "cut-off" (i.e. target group). * Keep ready (in separate folders) Butterfly resumes, received, Job-advt wise/advertiser wise * Keep ready Covering letter * Keep ready email advt. list, advertiser-wise (for mail merge) * Prepare & upload on our website, appropriate write-up, when recipient clicks on "Early Adaptor" link in our email campaign.	* Send out email Covering letter * Conta attachment B is a Sample Butterfly resume	* Recipient HR mgn to click on "Early Adaptor" link & read all about our webservice * Having read, he should click on "Registration Form" & fill it up online * Activate 1 month "Temporary Registration" * Assign Customer No/Password/User ID * Automatically email to him "All" Butter Fly version resumes with Thank you letter * One set gets transferred to his "Compartment" on our webservice - so he can be re-searched	* By offering "one" of a starting set of Butterfly resumes and offering 1 month free trial (Unlimited connection - not 50 searches), we want a large no. of Corporates to become "Early Adaptors" * If some large/reputable Companies name appear & can be viewed by clicking on our "Webservice Subscriber list", then that would tempt many others to signup. * Once again, idea is to set into motion an "AVALANCHE" like improvement.
		Assuming that we will be able to send out emails to every Active Corporate within target group within ONE month.				* Automatically display his Company Name in "Webservice Subscribers List" - which all can see by clicking

 

Project	Target Launch Date	Target End Date	Respon-sible	What advance preparations required?	What do we do when preparations are complete?	What should happen? What do we wish to happen?	How will Global Recruiter Benefit?
CYBER - JAMS	15th Sept.	As soon as we have sent proposals to at least 10,000 Cybercafes (out of 50,000) operating	Abhi Deepa	* Download 50,000 Job-advts (using Myriad during June/July/Aug. * Process them AUTO-CONVERTER & create structured database * To decide, whether to upload job-advts, as received, on our website & to let Auto-converter do the database creation online, [OR] convert offline & then upload the database on website * Decide RecuSearch engine & results display online (for Candidates) * Decide/Upload on website "CONFIGURATION-SOFTWARE" using industry, Cybercafes (or Newspapers) can instruct our server, what jobadvt they want to receive & how often & which columns. * Install software on web-site, which will enable candidates to "APPLY ONLINE (Resume Blasting)" by simply clicking on job-advt-"No. [OR] Resume Blasting" by clicking on any "Company Name" (i.e. advts or NO advt).	* We start sending out emails to Cybercafes / Newspapers telling them how, using FREE, Content supplied by us, (JobAdvts, Job Summary, derived from premium Jobsites/Corpos), they can Vastly increase their Client Footfalls/Circulation (Subscribers) & as a result, their REVENUE - all at our cost/pro bono. * Tell them how they can "Register" as subscribers of JAMS (Free) and how they can "configure" online, jobadvt wisely. They won't be able to they how many of "Free" JAMS they can Edit the instruction anytime or even "Unsubscribe" / "Re-Subscribe" at will. * Tell them, how, small-town, unemployed youth will get to see Jobadvts from abroad/the country & get an "EVEN CHANCE" (i.e. level playing field) to compete for jobs with youth from Metros. (How about overseas jobs & gulf advt. etc.)	* Small town newspaper will print JAMS daily to increase circulation * Cybercafes will display JAMS Summary, near each PC. As far as Cybercafes is concerned, they will do this, only if they can see clearly how & doing this will make more money for them. * Newspapers will print "RecuAdvt Search" - "Aggregated" & "Intensely useful" content (Given to them FREE) & bound to increase their CIRCULATION dramatically - which in turn, will bring in more "Product Advt. Revenues". TV channels will receive more Channels run typical advts & Sponsors would also be after such FREE contents, which could boost their "Subscription."	* Create strong Brand awareness * To take advantage of our free "Resume Blasting Service", the first place a Job Seeker has to submit his resumes to our website. So, we build up our Resume Database - which we can "sell" to Corporates (Rs.10/download) * Increase money for our webservice * More resumes \rightarrow Better Profiles \rightarrow More Keywords. * Tremendous publicity in newspapers/Cybercafes. * Companies will receive Butterfly resumes - which will become STANDARD.

 

Jobs are for Jammers:

• Late comes must wait
• Late-applicants wait
• Rest must wait
• Others shall wait
• Others get short listed
• "NO - Thank You" for others
• Rest by again / Rest keep trying, for others, - "Better Luck Next time."
• Others can only hope!
• "Hope" for the rest.

Jammers get jobs: rest get hope!

Go Jamming: Your Friends are doing IT!

JAM is here: Jobsites are History!

JAM: The end of Jobsearch!

ANNEXURE-IV

Job responsibility of teachers in Engineering Colleges

Sr. No.	Cadre	Job responsibility
1.	Lecturer	* Teaching. * Instruction in Laboratory. * Student's assessment and evaluation. * Assisting in consultancy and R & D. Services. * Developing resource material and laboratory development. * Co-curricular and extra curricular Activities. * Assisting in departmental administration.
2.	Senior Lecturer	Same as those for Lecturer
3.	Lecturer (Selection Grade)	Same as those for Lecturer
4.	Assistant Professor / Reader	* Teaching including Laboratory work. * Research activities and research guidance. * Leading consultancy projects and extension services. * Curriculum Development and developing resource materials. * Providing leadership in both Post-Graduate and Under-Graduate courses in relevant field of specialisation.
5.	Professor	* Research and Research Guidance. * Consultancy Services. * Policy, planning, monitoring and evaluation and promotional activities both at Departmental and Institutional Level * Curriculum Development and developing resource materials. * Design and development of new programs. * Co1ntinuing education activities. * Interaction with Industry and Society. * Students counseling and Interaction.
6.	Principal	* Administration both at Department and Institutional Levels. * Academic and administrative management of the institutions. * Policy planning and providing academic and administrative leadership. * Monitoring and Evaluation of academic and research activities. * Promotion of industry-institution interaction and R & D work. * Providing consultancy services. * Participation in policy planning at the Regional / National Level for development of technical Education.2

The abov³e mentioned job responsibilities will be reviewed by Government from time to time.

PRICING - POLICY DETERMINANTS

FACTOR	LOW	MEDIUM	HIGH
INTERNAL FACTORS
* Demand (Inquiries)	Hardly any inquiries		Flooded with inquiries
* Supply (of candidates)	Scarce		Plenty
* Competition	Not much		Fierce/Cut-throat
EXTERNAL FACTORS
* Order Backlog	starving for Business		Booked for 1 year
* Resources
- Consultants/Space	Shortage of Consultants/Space		Not enough work for everybody
- Software (OES)	Manual Tracking of Orders		OES fully operational/Stabilized
- Database & Resumes	Nothing to float about!		Swamped / Deluge of Resumes
- Technology	Primitive		Cutting-edge (eg. Video-conf./Voice-recognition/unimobile/voicemail/ IVRS)
* Business Process
\rightarrow Online Baskets	Barely 5% of all inquiries		Nearly 80% of all inquiries
\rightarrow Offline Requests	Very few.		Almost All

 

THE EFFORT - MATRIX

22/01/01

[Hand-drawn X-Y graph with "INTERVIEW EFFORT" on the Y-axis (Low to High) and "SEARCH EFFORT" on the X-axis (Low to High). A diagonal line is drawn from High-Low to Low-High, with service types plotted around it.]

High Interview Effort & Low Search Effort:

• OFFLINE SEARCH-ASSIGNMENT

IDENTICAL TO ONE RECENTLY EXECUTED (12%)

• Low Search effort
• High Interviews
• Interest letters
• Call-letters
• Fresh INTERVIEW
• Full Report to client

High Interview Effort & High Search Effort:

• OFFLINE SEARCH-ASSIGNMENT

CLIENT GIVES LIST OF COMPANIES/INDUSTRIES (20%)

• Headhunt
• Very Senior level
• No database
• Long Cycle Time
• Uncertain outcome
• Lot of persevere/ Patience

Medium Interview Effort & Low-Medium Search Effort:

• ON-LINE CANDIDATE-ALERT (8%)
• Corporates receive candidate-alert & ask us to send resumes
• We ascertain candidates' interest & shortlist resumes for Suitability.
• NO INTERVIEW

Low Interview Effort & Low Search Effort:

• ON-LINE CORPO. JOB ADVT (5%)
• RESPONSE
• Jobseeker search info NO FEE
• Resume processing agency (Process can be automated)
• No Interview by us - No Scrutiny of resumes by us

Low Interview Effort & Medium Search Effort:

• ONLINE RESUME-SEARCH BY RECRUITERS (8%)
• Recruiters send us Shopping Baskets
• We send out Interest Letters & give feedback to Recruiters
• Forward Resumes to Recruiter
• NO INTERVIEW

Medium Interview Effort & High Search Effort:

• OFF-LINE SEARCH-ASSIGNMENT

NEW INDUSTRY - NEW POSITION (16%)

• Mostly database
• Search
• IBT cf headhunt
• Interest Letters
• Interview-Calls
• Scrutiny of \rightarrow resumes
• INTERVIEW \rightarrow by client
• Report to client

PROPOSED PRICING FORMULA

How Candidates Arrive → For what type of ORDER ↓	NO Experience	Experienced Subordinate Staff	Middle Level Experienced	Highly Experienced
	Fresh Graduates & Post Graduates	NACT (Fresh)	NACT (clerk/steno/peon/sec/)	IT
OFFLINE
\rightarrow Database Search	-	-	8% [ \leftarrow NO Interview]	16% (Prelim. Interview)
\rightarrow Advt	-	-	-	20% (\leftarrow Prelim. Interview by 3P)
\rightarrow Headhunt	-	-	-	-
ONLINE
A. Candidates asking us to send resume against Advt. Posted by Corpo & Candidate Alerts	500/-	500/-	-	8% (\leftarrow No Interviews by 3P)
B. Shopping Baskets as a result of online Resume-Search by Recruiters	Rs. 500/ resume (No Interview by 3P)	Rs. 500/ resume	12%	16% (\leftarrow To be Interviewed by 3P)

Correction done

AFFILIATE CYBER-CAFE AGREEMENT (ACCA)

	Page
Recital	Page...1
Objectives	Page...3
Process	Page...4
Payment	Page...5
Methodology	Page...7
Duration / Termination	Page...8
Exclusivity	Page...9
Dispute Resolution	Page...10

 

3P CONSULTANTS

B-1, Lok Bharati Complex, Marol Maroshi Road, Andheri (East), Mumbai - 400 059.

Tel. 022-8505800

Email :contact@3pjobs.com

Fax 022-8506663

AFFILIATE CYBER-CAFE AGREEMENT (ACCA)

Recital

This agreement has been entered into between

A. 3P Consultants, an executive search firm (and owner of website www.3pjobs.com) located at B-1, Lok Bharti Complex, Marol-Maroshi Road, Andheri (East), Mumbai - 400 059. Hereafter referred to as "3P"

and

B. A Cyber Café / Internet booth, located at Please enter Address. Hereafter referred to as "[Blank]"

Through this agreement

• [Blank] agrees and accepts to become an AFFILIATE CYBER-CAFÉ (ACC) of 3P
• [Blank] become a CONTENT - PROVIDER to 3P as far as 3P's online executive resume database is concerned.

December 21, 1999

Sign : [Blank Line] Hemen C. Parekh Principal Consultant for 3PCONSULTANTS

Date : [Blank Line]

Sign : [Blank Line] Mr. for Date : [Blank Line]

December 21, 1999

Objectives

• 3P, being an executive search firm, would like to increase its executive-resume database. Towards this end, 3P would like to tie-up with many different agencies / sources which could be instrumental in the submission / collection / transmission of executive resumes. 3P has identified Cyber Cafes / internet booths as one such agency.
• [Blank], being a Cyber Café/internet booth, provides a facility to population-at-large to log onto internet / world wide web, using computer / telecom hardware / software installed at its premises [Blank Line]. [Handwritten: e. Earns revenue by] allowing visitors / surfers to make use of its facilities [Blank Line]. [Handwritten: Would like] to enhance its revenue, by becoming a CONTENT PROVIDER to 3P by encouraging its [Handwritten: Customers] to submit their resumes online to www.3pjobs.com.

December 21, 1999

Process

[Blank] would encourage visitors to its premises (i.e. its customers) to submit their resumes to 3P's job-related website www.3pjobs.com.

using computers / internet connections available at its premises. It would do so by carrying-out local promotion / advertisements as it may deem fit and at its own cost.

3P will assist [Blank], by installing a default browser on the computers of [Blank Line]. The default browser will display 3P CYBER-CAFÉ LOG-IN PAGE. [Handwritten: replace]

Thru this page surfers will be able to submit their resumes to www.3pjobs.com.

Resumes, so submitted, will reside on the online RESUME DATABASE of 3P's website.

3P's website has a feature for recruiters / head hunters to conduct online "executive-search" according to their search-parameters. [Handwritten: profiles]

Online "executive-search" displays shortlisted candidates [Handwritten: without revealing their identities] [Handwritten: profiles]. After studying these profiles, a recruiter creates an online "Shopping Basket" which gets despatched to 3P's office in the form of an email. Upon receipt of such a shopping basket, 3P submits its "terms/professional fees" to the concerned recruiter / company. Upon acceptance of such terms by the recruiter, an "executive-search contract" is entered into between the recruiter / corporate client and 3P.

The Corporate Client / recruiter pays to 3P, agreed upon "professional fees" (normally ranging between 8% to 20% of gross annual compensation) when it appoints one of the shortlisted candidates, and after such a candidate joins duty. Any advance / retainership / progress payment etc. form part of the agreed-upon "Professional Fees", however reimbursement of out-of-pocket expenses incurred by 3P does not form a part of the "Professional Fees".

December 21, 1999

PAYMENT TO AFFILIATE CYBER-CAFÉ (AFFILIATE COMMISSION)

In course of this agreement, it is quite likely that some of the executives, whose resumes have been received thru [Handwritten: [Blank Line] appointed by 3P with some of its Corporate Clients. This could be thru "ON-LINE" headhunting on 3P's website or thru "OFF-LINE" placement against telephonic / typed executive-search assignments received by 3P from its Corporate-Clients.

In such an event, 3P agrees to pay to [Blank Line] an [Handwritten: "Affiliate Commission" equal to] [Blank Line] 10% of the "Professional Fees" received by it against such an appointment. It is clearly understood that 3P will make this payment, only after it has received it's full / final payment of "Professional Fees" from its client.

This payment will be made for all such appointments made, during the pendancy of this agreement.

December 21, 1999

METHODOLOGY

• Each affiliate Cybercafe will be alloted, in advance, unique Cyber Café Code Number User Name Password
• The [Handwritten: default] browser on all the Computers at each affiliate Cyber Café will be 3P CYBER-CAFÉ LOG-IN PAGE.
• The "Submit Resume" forms cannot be accessed (will not be accessible) by a visiting surfer unless and until the Cyber Café owner / manager enters the [Handwritten: alloted] User Name, and Password.
• As soon as the owner / manager enters these, all "Submit Resume" forms will be [Handwritten: presented] / presented and the [Handwritten: visiting surfer] can proceed to fill-in the most appropriate / applicable "submit-resume" form. [Handwritten: cybercafe customer]
• In case a visiting surfer is not interested in submitting his resume to 3P, he can type into the default browser, the URL of whichever website he wants to log in. In such a case, there is no need for the Cyber Café owner / manager to enter the User Name and Password.
• On the log-in page, a provision will be made, whereby, as soon as the owner / manager enters the User Name / Password, statistics will get displayed. The statistics will tell the owner / manager how many resumes have been submitted thru that Cybercafe each month to www.3pjobs.com.
• Each resume submitted [Handwritten: from the cyber cafe] will be alloted ON-LINE, a unique Permanent Executive Number (PEN). [Handwritten: Small]

December 21, 1999

All PEN / Resumes arriving through a particular CyberCafe will be linked with the Unique Cyber Café Code Number.

• Before 10th of each month, 3P will e-mail to [Blank Line], a statement of candidates [Handwritten: whose resumes were received thru] [Blank Line] who got appointed during the course of the preceding month and in respect of whom 3P has received its "Professional Fees", indicating against the name / PEN of each such candidate, the "AFFILIATE COMMISSION" payable to [Blank Line].
• The consolidated AFFILIATE COMMISSION for a given month (as mentioned in the above statement) will be sent to [Blank Line] by the 20th day of the following month, after deduction of TDS or any other statutory deductions.
• To attract / entice the surfers to submit their resumes, 3P will also make accessible to them, thru its LOG-IN PAGE, the entire JOBS DATABASE residing on its website.

December 21, 1999

DURATION / TERMINATION

This Agreement is valid for a period of 2 (Two) years from the date of signing [Handwritten: OR] uploading the default browser at the premises of [Blank Line], whichever is later. It can be renewed for a further period as mutually agreed upon, at least 3 months before the expiry date.

If not renewed in writing by both the parties, as mentioned above, the Agreement will automatically stand terminated on the expiry date.

Either party has the right to terminate this agreement by giving to the other party, a written notice of 1 (one) month.

December 21, 1999

EXCLUSIVITY

[Blank Line] undertakes not to enter into a similar arrangement / agreement with any other recruitment / placement / executive search, firm / agency / consultant during the pendancy of this agreement.

December 21, 1999

DISPUTE RESOLUTION

In the case of any dispute or difference of opinion arising between the Partner and 3P, the same shall be referred to arbitration under the provisions of the Arbitration and Conciliation Act, 1996.

December 21, 1999