FORGIVENESS VS PERMISSION

Abhi Rajeev Rejji

Aug. 30, 2005

Forgiveness Vs. Permission

We tested this principle in JAIS - by ourselves "registering" 466 newspapers & sending them User ID/Password on Aug. 12. So far, none has complained, nor opted-out. If anything, 4 have registered in last 3 days and Abhi Says, some 17/18 have logged-in and modified their criteria.

Apparently our "boldness" experiment has worked! This attitude (of tolerating Intrusion) seems to be in the basic nature of Indians! We, in India are (almost) always happy to receive/welcome friends/relatives (even strangers) dropping into our homes "unannounced"! After all, they are our "Athithi"!

Therefore, subject to your agreeing, I would like to repeat this "experiment" in case of (& non-voluntarily) inducting partners for Global Recruiter.

(i. It is very important, that on the day of the launch itself, we are able to show, a few hundred partners!)

We will do this in respect of those placement agencies, who, today, do NOT have their own websites.

For each of them, we will create websites (as being done in case of strategic HR partners) on our own, and host on our own server.

Then send out letters thru Courier (on Recrutzgurm letterhead) as per draft enclosed.

Then wait & watch-out for their reactions!

As mentioned in my letter, let them "Unsubscribe" (exit option) on their own. As soon as someone "Unsubscribes", just phone him and reconfirm / then take down his website (of course, apologise). Also tell him, he is MOST welcome to rejoin at anytime in future.

GR Partner List link should be boldly displayed on homepage and, when clicked, show

Sr. No	Name of Partner	city	URL (Clickable)
1			Strategic HR
2

 

[Signature]

Rejji

28/09/05

Global Recruiter

• How Does It Work?

As explained Create on this page a link called

The Virtual Employment Exchange

When any potential partner clicks on this link, he will see enclosed schematic diagram.

The arrows indicate the flow of DATA - "in" & "out"

from a partner website into GR

from GR out to a partner website

Make use of different colours, dotted lines etc to differentiate & highlight

• Partner websites
• Global Recruiter
• Words "Recm. Mgr" & "Jobseeker"
• Words "Post Job / Post Resume / Job Search / Resume Search"

Can arrows be made to travel in their respective directions? - to indicate the actual FLOW?

[Signature]

CORPORATES Post Jobs & Search Resumes from Any Partner website

JOBSEEKER Post Resumes & Search Jobs from any Partner website

23-08-05.

[Schematic Diagram: Global Recruiter / The Virtual Employment Exchange]

The diagram shows GLOBAL RECRUITER at the center, connected to COMMON CENTRAL DATABASES (JOBS & RESUMES).

The central databases are connected to eight surrounding Partner Websites (labeled A to H), with arrows indicating the flow of data:

• From Jobseeker to Central Databases: Post Resume
• From Central Databases to Recm. Mgr.: Resume Search
• From Recm. Mgr. to Central Databases: Post Job
• From Central Databases to Jobseeker: Job Search

The Jobseekers and Recruitment Managers (Recm. Mgr.) are shown outside the Partner Websites, interacting with them.

 

ABHI

Rajeev Rejji

Date 18/08/05

This is further to my note on RAM-RAB (dt. 16/08).

To confine RAM-RAB SMS within 160 characters, in the following tabulation, I have dropped {1} Current Tenure (yrs) {2} Source {3} Website name.

Some of the data shown below is "Imaginary". Of course, actual resume would contain "actuals".

Executive Name	Designation	Function	Company Name	Age (yrs)	Exp (yrs)	EDU	PEN	Mobile No.	City
1 Navin Nautiyal	GM	Product Devp.	Tata Teleservices	36	14	BE(C)		92234-16184	Mumbai
2 Kunal Rambake	VP	Mktg	BPL	34	10	B.Sc.		98210-58201	Mumbai
3 Vishal Maheshwari	VP	Mktg.	MaxNewYork Life	32	10	B.Sc.		98201-97457	Mumbai
4 Pradeep Rao	GM	Contents & Apps	Tata Teleservices	30	8	B.E(E)		92232-56686	Mumbai
5 Balu Nayar	Asso. VP	VAS & New App	Hutch	34	10	BE(M)		98200-18408	Mumbai
6 Atul Rastogi	DGM	Mobile Services	MTNL (Delhi)	33	10	B.Sc.		92681-20042	Delhi
7 Shashank Pore	AGM	VAS	IDEA	29	8	BE(E)		98220-03536	Pune

 

Manoj Dawne (Airtel) is likely to visit us on Monday morning (22nd). While he is here in our office, can we give him a demo of RAM on his mobile (of course, using Airtel Mumbai SMS gateway \& 696)?

Using above-mentioned data.

The concept of

{1} being able to receive a Resume-Alert on your mobile, within a few minutes of resume getting posted

{2} being able to instantly contact the candidates, by dialling mobile no. not appearing on screen

is VERY VERY POWERFUL! It is "Disruptive". A live demo will capture Manoj's imagination!

[Signature]

Rejji 17-08-05.

{1} Pl. add enclosed page to Global Recruiter - with a link on homepage

{2} Your STANDARD website design, should look like following:

[Diagram of Partner Website Structure]

Logo of Partner Website	Name of Partner Website

 

JOBSEEKERS Fixed Links	Partners cannot touch/change these FIXED LINKS-CONTENT.	EMPLOYERS Fixed Links
VARIABLE LINKS	These are links which we have listed on page "Differentiate". Partners, depending upon their interest / capabilities / aggressiveness, will be enabled/permitted to add such links in these spaces. They will create the Content themselves & will be at liberty to add/delete such links/pages on their own, directly.	VARIABLE LINKS
Resume Writing		Post Up Window
Hot Sectors		Large Displays
Resume Blaster		Microsites
Jobsearch - Tips		Top Employers
Career Articles		Job-Gallery
Campus News		Hot Vacancies
Tests/Quiz		Company Profile
Surveys		Success Story
Newsletter		HR Mgnr/Mths
	Links Specific to Partner
	Addl. Phone / Fax, etc. of Partner

 

Suggest you immediately create such a website for "Strategic HR Partners" - so that Thakur can experiment & we can have a LWB Test case.

[Signature]

 

Differentiate

Dear Partner

Membership of Global Recruiter enables you to offer following services:

To your Corporate Subscribers (Employers)

Post Job Advt (+ JAM + JAB)

Resume Search

To your Jobseekers

Post Resume (+ RAM + RAB)

Job-Search

But then, these are the services which All partner websites are offering, using same/common/central databases of

JOB-ADVTS / RESUMES.

So, how will you attract Jobseekers and (more importantly) Corporate Employers to visit / use your website?

You can do this by differentiating your website from those of other partners.

By designing / offering to your visitors, one or more of the following services:

 

TO Corporate Employers

Pop-up Windows [for HOT JOBS]

Logo Displays [for Featured Employers]

Customized Micro-sites Development

TOP Employer Listings

Job Gallery

Hot Vacancies / Employers of choice

Company Profiles

Success Stories

HR Manager of the Month

Pricing / Tariff Tables

TO Jobseekers

Resume Writing / Resume Development

Hot Sectors

Resume Flash / Resume Blasting

Job Search Trips

Career Articles

Campus News

IQ / Personality / Skills Tests (Online)

"Best/Most Responsive Employer" Surveys

News letters

As Jack Trout would advise,

"It is very important to Compete based on differentiation. Those who try to compete on pricing are doomed to die!"

 

Differentiation Features {1}

Monster

Resume Writing (Get your resume written by experts)

Employers of Choice Logos})

Give me 5 Email IDs})

Hot Sectors

Naukri

Pop-up Windows for HOT JOBS Featured Employers})

Resume Development Rs. 250/- Cover Letters} Rs. 250)

Resume Display under {Job-seekers}

Resume Flash

Job-Mail. Twice/week 3 months Rs. } 850)

6 " . } 750).

Display your CV for 6 months {Rs. } 650

1 year {Rs. } 750.

Zap your CV to 1000 Consultants {Rs. } 850

800 " 750

Logos for featured employers

Exchange Links

Offer to develop customized microsite for subscribers})

Top Employers

Job Gallery

HOT Vacancies

Jobs Ahead

Product Catalog / Price Catalog

Success Stories

Hot Employers

Resume Writing {Rs. } 799 / 1799 / 2999

Resume Blaster 599 - 999 - 1299 - 1499

Jobs Ahead

Quiz / Tests

Surveys

Pending Applications

Interview Calls

Rejected Applications \Big\} For Employers

Shortlisted Jobs

JobStreet

Featured Employers

JobStreet Campus

Jobsearch Tips

Newsletter

Career Articles Submit / Read})

Company Profiles

 

Rajeev Rejji Abhi 16/08/05

Buying what others have bought

Earlier I have sent you a note about showing a counter in job-search. I suggest a similar counter in Resume Search too.

In short-display, these will look as follows:

JOB-SEARCH

Job-Advt Details	Jobseekers: How Many have looked at this ad before?
	While Conducting Jobsearches on Partner websites.

RESUME-SEARCH

Resume Details	How many Recruitment Managers have seen this resume so far?
	While Conducting Resume Search on Partner websites

I will explain in person why such display is absolutely MUST.

"Buying What Others have Bought" (Conti.).

As far as Job-search Display is concerned, I have explained the importance of Counter-Window, in my note (Avg 10). "What others have chosen?"

But this concept is even far more important when it comes to resumes/resume-search.

With the economy booming, there is a mad scramble to hire good candidates — and hire them before your Competitor makes them a better offer!

But how can a HR manager conclude, simply by looking at the Resume Search Display, that

• XYZ seems like a GOOD candidate
• LMJ " " a POOR " " ?

To reach such a conclusion, he would need to

first download that resume.

next read " "

But when you are presented with hundreds of resumes in a short display, which one to open & read and which one to skip?

If you open each (one-by-one) & read, you may end up wasting a lot of your time.

The huge no. of choices/options presented could simply

• confuse you
• paralyse you.

You may even "give-up" after opening & going thru first 20/30 resumes.

And, once you "give-up" & stop opening further resumes, guilty-conscious takes over!

Now, you feel "guilty" that you did not open ALL resumes and, possibly the better/best candidates you missed out! You blame yourself for not having opened 640 resumes that got listed in short-display — even though you know fully well that it was humanly impossible to open & read 640 resumes — in order to find/locate 30 which had higher probability of being "good".

This is where the Counters shown on p.1, come in handy.

If a given resume has been

"seen"/"downloaded"/"received" by a large no. of HR mgrs, then I, as another HR mgr. can reasonably conclude, that it must be "good" — Why else would so many HR mgrs. take the trouble to download & read it?

To me, as an HR mgr, this is the clear "proof" that THIS is a GOOD resume!

The large "Number" inside the WINDOW speaks for itself!

So, now, I am on "safe ground", if I download/open/read Only those resumes, against which I see a LARGE number. I/my decision is quite sound/rational, and I don't need to "regret" about those resumes against which, there is a SMALL number.

Another angle:

If a resume has figured against again, has been delivered again & again as RAM/RAB,

then, it is a CLEAR proof that a large no. of HR managers are looking for exactly such a person!

Obviously this particular resume was found to be a perfect match against "Resume Preference" forms filled up by a large no. of HR mgrs.

Obviously this resume met the requirement — criteria specified by a large no. of HR mgrs.

A guy like this seems to be in GREAT DEMAND!

And this LARGE number, appearing in the window, is some kind of

POPULARITY INDEX!

(Indian Idol! )

He has scored MAX. VOTES from peers — professional HR mgrs.

So, I am on a perfectly safe ground, if I too VOTE for him (mob mentality).

Naturally, so many HR mgrs. could not be wrong in their judgement — their "collective judgement" expressed by a large no.

With this kind of thinking, I am pretty sure that, the more a

resume gets clicked/downloaded/opened, the more it is LIKELY to get clicked!

It can become a Self-Fulfilling Prophesy.

But how can we get this "process" into motion?

To begin with, the probability that any particular resume gets short-listed during a resume search and get opened (clicked), is quite low — especially if there are a large no. of resumes of a particular SKILL/exp/background/Ind/ function etc.

Again, if the resume was posted only 2 days back, the counter may show ZERO.

If it was posted 2 months back, it may show 18.

And if it was posted ONE YEAR back, it may show 48.

What I mean is:

The probability of a Large NO, solely due to Resume Search (counter) is low. It can only increase with time.

But,

this "no." under RAM/RAB Counter, could be large (or at least, respectable) within 2/3 days of resume getting posted!

If the resume belongs to a person, who is in reasonable DEMAND, then it is quite possible that a no. of HR mgrs. have submitted similar

"Resume Preferences"

(for getting RAM-RAB)

on different partner websites.

In which case, this fellow's Resume Alert will get delivered to all of these HR mgrs within first 2/3 days. And will continue to get delivered, as each new

"Resume Preference"

form gets filled & submitted on websites.

So, even if HR mgrs are not conducting resume search online and not shortlisting this resume, they are still getting a "Resume Alert" under RAM/RAB — and the counter goes up each time.

Then someday, we will find a method to convey to each candidate, his

POPULARITY INDEX.

Rajeev Rejji Abhi 16/08/05

RAM - RAB

These will be the integral features of Global Re-ruiter V 1.0. It is thru these features that we plan to integrate WWJ & GR in a "seamless" manner.

In fact, these features are perhaps the biggest "Competitive Advantage" of GR over Monster/Naukri/Timesjobs etc. (apart from pooling of jobs/resumes into a central database for all partners' benefit).

And it is this "competitive advantage" that will divert Jobseekers & employers alike (from Monster/Naukri) to GR.

And precisely because of GR's ability to divert this traffic to itself, the potential partner websites would get convinced of the benefit/advantage of joining GR. Now they know, they can offer something to Corporates & Jobseekers, which Monster/Naukri cannot!

As far as RAM-RAB SMS structure is concerned, it will be as follows:

Ajay Mehta / Vice President / Materials / Voltas / Age: 45 / Exp: 20 / BE (M) /

Tenure: 2 yrs / website Bharatjobs.com/ (Source)

PEN: 123456 / Mobile No: 98210, 56894 / CITY = MUMBAI

(Of course, we have to consider limitation of 160 characters)

In RAB, this message (as shown above) will appear straight-away on the mobile-screens of HR managers — because it is about one resume only (Say 3pm)

Whereas in RAM, which is once-a-day for all "matching" resumes posted on all partner websites, during past 24 hours, the first screen should be:

RAM (Resume Alert)

Voltas / Vice President / Materials

Godrej / GM / Purchase

L&T / Mgr / Supply chain

Crompton / Sr. Mgr / Stores

If I am HR/Recruitment Manager of Bharat Beejee and I have posted my need for a PURCHASE MANAGER, then it is obvious that the very first criteria

to Interest/impress me is the "Name of the Current Employer Company" & the CITY.

I want to know, whether the candidate belongs to

{\small 1} one of my competitor Company (i.e. same Industry) eg: "OTIS" elevators.

{\small 2} Any other "Engineering" Company.

If "YES", then only I will feel like clicking to see the details. I will, next notice, what is the designation/function of this executive?

Even if he works for my Competitor (OTIS Elevator), but he is

Mgr - Production,

then I will not be interested to consider him for the post of Purchase Manager.

Then again,

Even if he is "Purchase Manager", but from Indian Oil Co./ Reliance Infocomm I will not look at him! a totally different "Industry".

 

Now to download full resume, concerned HR mgr. will need to send to us a MO SMS, as follows:

RAM > 123456 < 646 / 2580 { etc.}

{(PEN NO.)}

Airtel/MTNL will charge him Rs. 10(3) and we will email full resume to the HR manager sending SMS.

But what if the HR manager, chooses to directly phone the concerned candidate on his Mobile No. appearing on the SMS, then ask him to email his resume to him?

In that case,

• NO (MO) SMS
• NO revenue-share

(Although Mobile Service Provider will get revenue from Voice-call)

Knowing that HR managers will be "tempted" to call-up the candidates on their mobiles, immediately (if they are very suitable), I have decided to display their Mobile No. as part of RAM-RAB SMS.

I want to tempt the HR mgrs to phone at once! Conduct telephonic interview.

lasting 10 minutes - thereby earning MSP, a lot of revenues! The only reason, a MSP would "accept" us as their "content provider" is, if we can help them earn a lot of money!

MSP executives are SMART. The moment we explain to them the RAM-RAB concept (feature, they will realize the enormous money-making potential. Our first task is to "hook" each \& every MSP (by hook or by crook?). Once they see they are making big money thru our content, they will

• never think of leaving us
• " " " " tying-up with someone else.

6/12 months down the line, we will get our opportunity to claim our "fair" revenue-share, when we know that the MSPs have become dependent upon us!

And HR mgrs will ABSOLUTELY LOVE RAM/RAB, because now they can talk/fix-up interview date/time within MINUTES of posting their job-advt on any partner website. If you have any doubt, ask Thakur/Rajiv/Mitchelle what they think of RAB - especially RAB.

Recruitment mgrs \& Placement agency consultants are under tremendous pressure

• to find "right" candidates - FAST
• to fill-up vacancies - YESTERDAY.

Bosses (or clients) are breathing hot on their necks.

So, if somebody offers them a "disruptive innovation", which will enable them to do their job real fast (\& please their bosses/clients), they would simply jump at it.

And, what do you think, will be the reaction of a Candidate who posts his resume on {F5SharedJobs} at 10:30 { am} and by 11:00 { am}, he starts getting phone-calls on his mobile from HR managers of dozens of Companies?

• \#1 He will forget Monster/Naukri
• \#2 He will talk to 10 friends about his "amazing" experience.

Let us DO.

Abhi Rajeev Rejji

{Aug } 10/2005

What others have chosen?

In book "Paradox of choices: Why More is less", author Barry Schwartz, writes (p=200),

"... when faced with a choice among hundreds or thousands of possibilities, the search for something good enough can be enormously simplified by knowing what others have chosen."

May be this is the reason, why some jobsites indicate

"No. of resumes received against this job-advt."

I think JobsAhead or JobStreet has this feature - but for Corporate Advertisers to see \& may be as a part of their RESUME MGMT/TRACKING software.

So that a corporate advertiser knows how many resumes were received against each job-advt which they posted on JobsAhead/JobStreet.

And by Clicking on this NUMBER, they can view all those resumes - along with their "Rating"/their "decisions" - call/not call for interview/hold etc.

LENA - SIVA - TEXSTAR - TEXMARK}).

I believe you are planning to incorporate Some such feature in Global Recruiter. If our feature turns out to be superior (to JobsAhead/JobStreet's), then our partner websites will enjoy a definite "competitive advantage" over them. In itself, this is very desirable.

But 3/4 years ago, we had tried to incorporate somewhat similar feature on 3pjobs.com, wherein

• There was a {WINDOW } \square against each \& every job-advt posted on 3pjobs.
• During jobsearches, some job-advts. would get "short-listed"

Sl. No.	Job Advt	Advertiser Name	Position	Man-Spec	Window
	2865				23
	1283				42

• NOW, if a jobseeker clicked on any of these to see/read FULL advt}), then in the window, the counter will go up - indicating how many jobseekers had "Opened"/"Viewed" this job-advt.

The rationale/reasoning was simple:

If the "no" (in the counter-window) is large/respectable, the next candidate will be much more likely to click on that advt - out of curiosity \& out of belief that

"so many jobseekers cant be all wrong to have clicked \& opened this advt"

Idea was to create a "self full-filling prophesy" whereby

•  
• the more clicked/viewed a advt., the more it will get clicked again!

There would be a "Herd Mentality/effect"!

This mentality would set into motion,

{VIRTUOUS CIRCLE}.

The more the no. of past clicks, the more the no. of future clicks.

This feature can also be incorporated in RESUME SEARCH.

A HR manager is bound to click/open that resume, which he sees/knows, has been opened earlier many times by his Co-professionals!

Let us do this

Abhi Rajeev Rejji

{09-08-05}

Global Recruiter V 2.0.

In V 1.0, we agreed to provide basic Simultaneous application of criteria search for jobs (\& resumes too).

But in V 2.0, we should plan to introduce some more "varieties" of searches, e.g.: Magic Cube search / Search by Clicking - on - Map of - India with no. of jobs or resumes displayed under each CITY-NAME etc}).

In Global Recruiter, we must "differentiate" ourselves from Monster/Naukri/JobsAhead etc.

Afterall, if GR looks/feels like one more jobsite there are over } 500 { in India}), why would any website want to become a partner?

Look at enclosed Annex A. took me } 3 { hours to compile/compute this from WWJ!}).

We should have something like this on GR (V2.0).

A Visitor can click on the number

appearing { in any "cell" for display tabulation}.

If any cell is empty, then jobseeker KNOWS that there are no jobs for that given "combination" of city/function}), so, why waste time \& keep trying, to see message,

"NO results found"!

There can also be a similar table for RESUME-SEARCH.

And Someday (V 3.0?), we could even plot a Series of graphs, dynamically, for last } 30 { days of job-advt}), as follows:

{Function: IT}

{}

{No. of jobs posted on major jobsites during last 30 days}

we can (dynamically {generate} a

{DEMAND / SUPPLY (SCENARIO) ANALYTICS}

as follows:

{FUNCTION: IT}

City ↓	No. of Resumes in GR database (A)	No. of Jobs Posted during last 30 days (B)	Ratio =A/B
Mumbai	60000	1000	60/1
Delhi	40000	500	80/1
Kolkata	50000	100	500/1

This ANALYTICS will throw-up/show-up, city-wise "IMBALANCE".

Obviously some cities will have a huge SURPLUS.

In some odd functions R}\&{D/Banking}), some cities may have big DEFICIT.

It is such auto-generated ANALYTICS, that can differentiate GR from others

{JOBS POSTED ON MAJOR JOBSITES DURING LAST } 30 { DAYS}

{(AS ON AUG. 08, 2005) - ABSOLUTE NO. WISE.}

	CITY →	Function ↓	Total No. of Jobs	IT/ SW	Sales/ Mktg	Call Centre	HR/ Admin.	Maint/ Service	Accts/ Fin.	Advt/ Media	IT/ HW	IT/ QA/ QC	R&D/ Deisgn	Telecom	IT/ ERP/ CRM	Bank/ Insur.	Front office/ Secrte	Supply Chain	Rest
1	Bangalore		12016	7030	795	986	614	307	335	449			425
2	Delhi		9827	2535	1275	1242	769	556	552	637								327
3	Mumbai		8333	2190	1150	640	664	429	750	581						312
4	Chennai		5336	2239	560	362	307	352	209	243			177
5	Hyderabad		4617	2354	379	286	254	201	199	231			129
6	Pune		3953	1934	336	243	180	316	141	187			176
7	Secunderabad		3563	1779	305	301	212	159	124	206			119
8	Ahmedabad		985	118	248		60	108	46	71			66			42
9	Baroda		530	11	102		25	123	37				65					32
10	Coimbatore		370	91	78		21	47	17	20				16		17
11	Jaipur		369	14	106	32		32	28	18						42
12	Cochin		317	52	64	24	15	23	29	28			16
13	Kolkata		219	80	43	9		13	17					9				10
14	Bhopal		182	6	43		8	41	6	12					24	15
TOTAL			50617	20928	4125	2707	2653			748			428	42
TOTAL					5484	3129

 

JOBS POSTED ON MAJOR JOBSITES DURING LAST 30 DAYS (AS ON AUG. 08, 2005) – % WISE

Total Advts. Posted in last 30 days	CITY	IT/ SW/ Mfg.	Sales/ Call Cntr./ Comml.	HR/ Admin	Maint/ Service	Accounts/ Finance	Advt./ Media/ HW/	IT/ BPO/ EComm/ Telecom/ ISP	IT/ ERP/ CRM	Banking/ Front Office/ Insurance	Supply Chain/ Logistics	Others
985	Ahmedabad	11.62	25.21	6.17	11.01	4.63	7.2			4.32		23.25
		113	248	60	108	46	71			42		—
12076	Bangalore	58.51	6.82	8.21	5.11	2.56	3.79	3.74		3.54
		7030	745	986	614	307	335	449		425
530	Baroda	2.16	19.22		4.71	23.23	7.06		12.25			6.08
		11	102		25	123	37		65			32
192	Bhopal	3.3	23.43		4.40	22.93	3.3	6.59		13.19		8.24
		6	43		8	41	6	12		24		15
5336	Chennai	41.56	10.49	6.78	5.75	6.6	3.92	4.55		3.32
		2239	560	362	307	352	209	243		177
317	Cochin	16.4	20.19	7.57	4.73	7.26	9.15	8.23		5.05
		52	64	24	15	23	29	28		16
370	Coimbatore	24.59	21.08		5.68	12.7	4.59	5.41		4.82
		91	78		21	47	17	20		16
9827	Delhi	25.80	12.48	12.94	7.83	5.66	5.61	6.69				3.33
		2535	1275	1242	769	556	552	657				327
617	Hyderabad	54.01	8.21	6.19	5.5	4.35	4.31	5.02		2.79
		2354	379	286	254	201	199	231		129
369	Jaipur	2.79	28.73	8.67		2.67	7.59	4.88				11.38
		14	106	32		32	28	18				42
219	Kolkata	36.53	19.63	4.11		5.94	7.76			4.11
		80	43	9		13	17			9
8333	Mumbai	26.29	13.91	7.68	7.97	5.15	9.04	6.97				3.74
		2190	1160	640	664	429	750	581				312
3953	Pune	47.92	8.5	6.15	4.55	7.99	3.57	3.47		4.45
		1934	336	243	180	316	141	137		176
3563	Secunderabad	49.93	8.56	8.46	5.95	4.46	3.48	5.78
		1779	305	301	212	159	124	206

 

(Relationship Matrix - Levels of Commitment)

1/1

06-08-05

Abhi

Rajeev Rejji

Relationship Matrix

For Global Recruiter, we can think of a large no. — and variety — of “partners”.

Each of these, may have a different reason to “partner” with GR.

And each of them, may want to decide the “depth of relationship” with GR. They may want to start at different “Levels”.

Some may want only “Friendship”

“Going steady”

“Engagement”

“Marriage”

Many will want to Venture (into GR) cautiously. They may not want to “COMMIT” themselves right in the beginning. They may not want to take “irreversible” [irrevocable] decisions, till they are convinced of “benefits” of joining GR.

For this reason — to accomodate their wishes — we should be flexible and offer them various “OPTIONS” so that they can choose that option, with which, they are comfortable.

This is a “STEP-BY-STEP” approach.

Idea is to reassure them that, they can withdraw / break-up the relationship, anytime they wish.

That they can do this (withdrawal) on their own/directly (independently of us).

We must convince them (thru UNSUBSCRIBE feature) that they never need to regret their decision. That they are FREE and not locked in.

So, on GR homepage, you should create a link, which reads

Joining Options

Enclosed find

Relationship Matrix

Write-up for “Joining Options”

V S

YOUR JOINING OPTIONS.

Dear Partner

There are various levels at which you can participate in Global Recruiter.

You can proceed in stages and, if you wish, you can withdraw at anytime, directly, on your own. No hard feelings! (Unsubscribe).

Please rest assured that your decision to join Global Recruiter is

100\% REVERSIBLE

at anytime and without any obligation.

Your Options are:

On your homepage, just add 2 links (Employers  Jobseekers).

A visitor clicking on any of these, will be presented with all the detailed/relevant links from Global Recruiter. When he clicks any of these links, he will be presented with appropriate ACTION/INTERACTIVE page from Global Recruiter.

A very simple way to start.

Display All Links

On your homepage, display all the links ( segregated under headings, “EMPLOYERS” and “JOBSEEKERS”).

A detailed display of all the links on your homepage has following advantages:

A Visitor saves one mouse-click/ download time

Right there from your homepage itself, a visitor comes to know of all the features/services available to him. Because of this, he is much more inclined to “explore”. When he sees links JAM/JAB/RAM/RAB, his curiosity is aroused!

Standard Homepage (Your own URL)

We have designed this STANDARD homepage which you may wish to use.

This option {”} will be of

considerable interest to those of you,

Who have, currently, no website of your own and who are very keen to establish a VIRTUAL presence on WWW ( you are currently, a pure “brick {&} mortar” company ).

Who do have a website which is almost a “brochure” site, without any real/substantial databases ( {e.g. jobs & resumes} ) and none or very little “interactivity” with your visitors.

( {e.g. Mere posting/submitting of resumes} )

If you wish to go for this option, just get yourself a URL and phone me M}) 93 — — — — —. I will ensure that your own website (STANDARD design) is up and running within 48 hours.

Standard Homepage (Our URL)

We offer this option to those of you,

Who have no website of your own at present (NO URL)

Who wish to establish get into e-recruitment business ( fresh MBA entrepreneurs? ) within

ONE HOUR.

Once you REGISTER, we will host your website on our server, for next 3 months — absolutely FREE too. After that you will need to host the STANDARD design on your own URL and at your own datacentre}).

If you wish to opt for this, phone me (— — — — —) after registering.

Rajeev

GLOBAL RECRUITER / RELATIONSHIP MATRIX

06-08-05

	TYPE OF PARTNERS
DEPTH OF INTEGRATION	BRICK & MORTAR COMPANIES WITHOUT THEIR OWN WEBSITES (338 Placement Agencies (Indian) 10,000 Cybercafes (Indian))	BRICK & MORTAR COMPANIES BUT HAVING THEIR OWN WEBSITES (480 Placement Agencies (Indian))
SHALLOW / SUPERFICIAL (ON THEIR EXISTING HOMEPAGE {JUST ADD 2 LINKS} {( Employers & Jobseekers )})
MODERATE (MODIFY THEIR EXISTING HOME- {PAGE TO ACCOMMODATE} {CONTENT FOR EMPLOYERS AND} {JOBSEEKERS})
DEEP (STANDARD HOMEPAGE {( YOUR OWN URL )} After 3 months, Migrate to \rightarrow)
INTENSE (STANDARD HOMEPAGE {( OUR SERVER} {3 month free incentive to launch} {within ONE HOUR !} \leftarrow)

Note: Arrows indicate movement up and down the matrix. The text "Small Jobsites (Indian) \checkmark They want content in the form of large database of Jobs and Resumes" appears in the middle-right section.

Abhi

Rajeev - Rejji

Aug. 05, 2005

Marketing Global Recruiter

In my note 2 days back, I suggested display of statistics related to

{①} Job Advt. Database

{②} Resume Database

Indiwise / Function-wise / Desig. level wise / City-wise}).

Idea is to Impress small jobsites with our HUGE databases — something they can never dream to achieve, even if they keep struggling for next 10 years!

Incidentally, as far as Jobs Advt. database} {is concerned, at least} Initially, {we should} {keep live/offer last} 2 MONTH's jobs — {instead of} ONE month {- so we can offer/} {claim} 150,000 job advt. database !).

Let us hope that this HUGE databases})  {JAM/JAB/RAM/RAB etc.} will prove a sufficiently powerful magnet to pull in 20/50 jobsites to join GR.

But this is just not good enough!

We must get 200 partner websites.

We can manage this no.}) as follows:

While going thru the latest (5^{{th}} edition) “Directory of Recruitment Firms/Employers/ websites” JobNet}),

I found that

Perhaps 200 placement firms have their own websites primarily to} {collect resumes})

Whereas

Maybe 1200 placement firms DO NOT have their own websites!

I feel, these 1200 or a great} {majority amongst them}) would LOVE {to have their own websites - especially} {if such websites are better/superior} {than the websites of} 200.

 Someone else “designs” {& gives} {them a} “ReadyMade” {website}

 Someone else “Maintains” {the website}

 Such website gives them a VIRTUAL on-the-web}) PRESENCE

 Such website brings them extra revenue.

This would be an IRRESISTIBLE proposition!

And we can offer them such a proposition - with a little extra effort.

see enclosed design of such a STANDARD - UNIFORM JOBSITE homepage

In fact, it is nothing more than one page - the homepage!!

All the links, draw a (relevant) page from Global Recruiter

All that any (website-less) placement agency has to do, is to insert on this homepage design

\to his Company-name

\to " Logo

\to " Address et.

Then find a data-centre and upload. They have everything to gain and nothing to lose. As simple as that! Once these join, those who already have websites will also rush to join. Let us do this.

To achieve success, we cannot afford to leave any stone unturned!

[Signature]

 

PINNACLE PLACEMENTS

Member - Global Recruiter Network

[Logo]

EMPLOYERS	JOVERSEEKERS
Resume Search	Job Search
Post Job Advt	Post Resume
Resume Alert Mobile	Job Alert Mobile
Resume Broadcast	Job Broadcast
Job Advt. History	Resume Blast
Resume Track	Image Builder
Your Competitors	Interview Tips
Your Online Tests	Interview Questions
	Employer Profiles
	Employer Rating
	Featured Employers
REGISTER	REGISTER

Contact US / FAQ / About US /

Add: 41, 2nd Floor, Neelam Flyover Market, NIT, FARIDABAD - 121001

Tel: 2412965 - 3092195 - 31020212

 

Page	With URL	Without URL	Total
8	3	2
9	5	-
10	3	1
11	3	2
12	2	4
13	3	-
14	2	4
15	5	-
16	5	-
17	2	3
18	4	1
19	4	1
20	4	-
21	4	1
22	5	-
23	2	3
24	3	2
25	3	2
26	3	3
27	5	-
28	4	-
29	3	2
30	4	1
31	3	2
32	4	-
33	4	1
34	4	1
35	4	1
36	3	2
37	2	2
38	5	-
	109	43

 

Page	With URL	Without URL	Total
39	3	2
40	4	1
41	2	2
42	3	1
43	2	3
44	5	-
45	4	-
46	3	1
47	2	3
48	3	2
49	2	4
50	4	1
51	4	1
52	1	5
53	2	4
54	2	3
55	3	2
56	1	4
57	4	1
58	1	4
59	2	3
60	3	2
61	-	5
62	4	-
63	2	3
64	1	4
65	4	1
66	2	3
67	3	2
68	3	2
69	3	2
70	2	3
	85	73

 

Page	With URL	Without URL	Total
71	3	2
72	1	4
73	2	3
74	2	5
75	1	4
76	2	3
77	2	3
78	1	4
79	2	4
80	2	4
81	1	4
82	3	3
83	3	2
84	3	3
85	5	2
86	2	3
87	3	1
88	2	3
89	3	1
90	1	4
91	3	2
92	2	3
93	2	3
94	-	5
95	1	4
96	2	3
97	3	2
98	1	4
99	2	3
100	4	1
101	2	4
102	4	2
	70	98

 

Page	With URL	Without URL	Total
103	3	2
104	3	2
105	1	4
106	1	5
107	3	1
108	3	2
109	4	2
110	1	4
111	3	2
112	2	3
113	4	-
114	4	1
115	4	1
116	3	2
117	4	-
118	3	2
119	4	-
120	5	-
121	5	-
122	-	3
123	4	1
124	2	3
125	4	1
126	3	2
127	4	1
128	3	1
129	4	1
130	3	1
131	8	1
132	1	5
133	2	3
134	3	2
	97	58

 

Page	With URL	Without URL
135	2	3
136	1	4
137	4	-
138	3	1
139	2	3
140	3	2
141	5	-
142	5	-
143	4	1
144	3	2
145	4	-
146	3	2
147	4	-
148	1	4
149	2	2
150	4	1
151	5	-
152	2	2
153	2	2
154	1	4
155	2	3
156	2	3
157	3	2
158	4	-
159	4	1
160	5	-
161	4	1
162	3	1
163	2	2
164	1	4
165	2	3
166	4	-
167	2	3
	98	56

 

	With URL	W/O URL
168	2	3
169	3	1
170	3	1
171	2	2
172	5	-
173	2	3
174	4	1
	21	10

 

GRAND TOTAL

	With URL	W/O URL
	109	43
	85	73
	70	98
	97	58
	98	56
	21	10
Total	480	338
=		818

 

Abhi

Rajeev - Reji

July 23, 2005

Global Recruiter Network (GRN)

Earlier we identified the following as potential / likely partners of GRN:

Small "e" category, local regional jobsites having small databases and few corpo. clients.

These will be clearly those, who have nothing to lose/give-up but everything to gain, by joining GRN. They would grasp the benefit of joining GRN.

Larger Placement Agencies

some of these have their websites - but only to collect resumes - NO other feature. They are using their websites, primarily to support their "Brick & Mortar" business, which has an "OFFLINE" revenue-model (% of CTC as "fees").

At its beginning https://www.google.com/search?q=3gjobs.com fell into this category.

However, it is possible that such [Handwritten text continues in next file]

placement agencies might see benefit in joining GRN, such as

\to being able to post their own jobs on their own jobsites (really, assignments of their clients, on which, they are currently working).

\to being able to offer to their "OFFLINE" Corporate Clients, FREE posting of job-ads on their own jobsites. When any corpo. client gives them an assignment / a headhunting mandate, they can throw in this feature (FREE job-advt posting) as a "Value-Add".

\to being able to (themselves) access" a huge resume database, in order to quickly "offer" to their "OFFLINE" clients, many "suitable" resumes.

\to If joining GRN, proves hugely successful / beneficial to them (in terms of satisfying their offline clients), they may, even consider, NOT to advertise any more on Monster / Naukri, thereby saving Rs. 1 lakh / 3 lakh per year!

Portals

Some portals like rediff/yahoo etc. have tied up with naukri/jobsahead/hotjobs etc.

But there must be many more (Indian) portals, which may not have any tie-up so far. They may be willing to tie-up with GRN - especially if they get convinced that, by doing so, they can compete, as equals, with rediff/yahoo etc. at least in the matter of JOBS.

Verticals

Like "Matrimonial" sites, which are also in a type of "Match-making". Obviously a person who wants to get married is quite likely looking for his first job OR looking for a better-paying job (to support a spouse).

So, by offering a parallel "Job-related" service, such Verticals would provide to their spouse-seeking customers, An END-TO-END SOLUTION (Naukri Kapeda Makaan Marriage).

Small town Newspapers

The newspapers most likely to join GRN (of course, they will need a URL & a webserver), are

Our JAS Partners (9 as of this morning).

Go and tell them:

You have a "local presence" in terms of

• Readers
• Corpo. Advertisers (for jobs or other things)

By creating a website, you can offer to your corporate clients, FREE POSTING of their job-advt, as an add-on, whenever they insert a PAID job-advt. in your print-media.

This is exactly what Times of India/ Hindu/ Statesman etc. are doing. You could do the same, if you have a website, which is a partner of GRN.

A job-advt. posted on your website, becomes "accessible" to candidates conducting job-search from any other partner's website, from across entire country.

This is something Times/ Hindu/ Statesman, just cannot offer!

Jobs posted on your website will get delivered as JAM to thousands of suitable candidates, who register on WWJ, since every job posted on your jobsite, become a part of COMMON/CENTRAL JOBS DATABASE.

Once again, this is something that Times | Hindu | Statesman just cannot match!

Your Corporate job-advertisers (who give you print-media advts), will start getting resumes from suitable candidates within 30 minutes – since their jobs will get broadcast (under JAB).

Times | Hindu | Statesman cannot offer this feature!

Your Corporate job-advertiser (Recruitment Manager) will receive

RAM = Resume Alert Mobile

RAB = "Broadcast"

(for FREE too!)

When you, upload their job-advts on your own jobsite.

Your Website-posted advts, automatically become part of JAS. There is a good chance, it gets printed in some newspaper, 2000 km away from where you publish – and get "read" by jobseekers 2000 km away – who may "apply" to your Corporate Clients (who are, themselves, perhaps, small-town businesses, confined to your own town/region).

You can confidently tell your Corporate job-advertisers, that when they advertise in your (local) newspaper, they might receive job-applications from all over the Country!

For maybe, Rs. 200/- per CC in your newspaper (as against Rs. 3000/- per cc in Times / Hindu / Statesman), your Corpo. Client's job-advt. will reach-out to 100 TIMES more candidates, than an advt. in Times / Hindu, etc. costing 15 Times more! Your reach becomes UNIVERSAL, when you have your own website – a partner of GRN.

By offering such INCREDIBLE benefits, you can get 10 TIMES more job-advts from your local Corporates – including from those Corporates, who, in the past have never thought of advertising.

their Vacancies in newspapers. If, so far, only 10 Companies were advertising their jobs in your newspaper – and that too occasionally,

now,

100 Companies would want to advertise their Vacancies in your newspaper – and regularly too!

Abhi,

As far as this group (small town newspapers who subscribe to JAS) is concerned, it is not very difficult for us, to design a

STANDARD LAYOUT WEBSITE

(with standard homepage & inner pages), with a predecided SET OF LINKS on the homepage.

All that a partner newspaper needs to do is to:

• Upload
• – Their publication name & logo.
• – Their "profile" (HTML) on profile page.

Absolute "barebone" site with no frills.

[Signature]

23/07/05

P.S.

However, the question that we should ask ourselves is:

Why should / would newspapers go to all the trouble – to get a URL, host a website?

e-recruitment is NOT their CORE business!

They have no need for resumes – because they do NOT want to offer resume-search to their Corporate Clients. If they did, Corporate may even stop giving them job-advt. business! That would be like "inviting a disaster"

Could we think of following alternative:

Give to each "Partner" Newspaper, unique User Name/Password.

Using this, they can log onto WWJ.

On their ADMIN PAGE, there will be a link "Post/Upload Job-Advts. of Your Clients"

Clicking will open "Post Job Advt U/I" (what we have developed for Global Recruiter) – with some special/specific instructions

Newspapers enter their (Virtual version of) Client's printed job-advts

WWJ treat these for JAM-giving (eg. "Phulchhab" as "Source"

When GR gets launched, such advts get into COMMON/CENTRAL jobs database.

.Sounds simple!