Google jobs .in

Googlejobs.in

 

RecruitGuru

The Future of Recruitment Web-Services

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CONTENT

1. “Classified For Million”
2. Value Proposition
3. The Virtual Employment Exchange
4. The Shape Of Things To Come
5. How Does Global Recruiter Help HR Manager
6. Changing Rules Of Online Recruitment Game

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H. C. Parekh
RecruitGuru

A-4, 515 Lok Bharati Complex,
Marol Maroshi Road, Andheri (East),
Mumbai – 400 059, India

Phone : 022 – 5697 0856 / 5698 1554
Fax : 5507 0399
Email : hcp@recruitguru.com

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(Page 2)

RecruitGuru

The Future of Recruitment Web-Services

Date: December 21, 2005

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Mr. Ashish Kashyap
Country Manager
India Sales & Operations
Google Online India Pvt. Ltd.
Off No. 211, Level 2, Raheja Centre Point
294 CST Road, Near Mumbai University
Off Bandra Kurla Complex, Kalina, Santacruz (East)
Mumbai – 400 098

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Dear Mr. Kashyap,

Classifieds for Millions

I refer to my earlier emails (Dec. 20/13).

Indian “Online Recruitment” industry is approx. Rs. 300 crores, with MonsterIndia and Naukri expected to contribute Rs. 100 cr. and Rs. 90 cr. respectively during 2005–06.

Altogether, there are about 500+ job sites in India (most operated by brick-and-mortar placement agencies, for the purpose of collecting resumes).

Should Google decide to offer “classified” jobseeker / resume search, it is possible for you to corner a market share of:

• 50% by end of first year → Rs. 150 cr.
• 80% by end of second year → Rs. 250 cr.

From an Indian context, that is a lot of money!

More importantly (from Google’s viewpoint), getting 44.5 million unemployed (registered with some 939 employment exchanges around the country) to visit and conduct job searches on Google, can be even much more valuable.

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H. C. Parekh

A-4, 515 Lok Bharati Complex,
Marol Maroshi Road, Andheri (East),
Mumbai – 400 059, India
Tel : 022-5698 1554

www.world-jobs.com
Where you apply online with a single click on your mobile

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Why this document is historically important (brief context)

This is a 2005 proposal to Google India that clearly anticipates:

• Google Jobs / Google for Jobs
• Resume & job search aggregation
• Massive traffic leverage from employment searches
• The collapse of traditional job portals’ monopoly
• Mobile-first “single-click apply” vision (years ahead of its time)

It directly connects to your later work:

• OnlineJobsFair
• ResumesExchange
• IndiaAGI job-matching philosophy
• “Recruiters threatened by AI?” (2018 blog)

 

RecruitGuru

The Future of Recruitment Web-Services

You are aware that Yahoo! already offers “Jobsearch” to its visitors, by partnering with timesjobs.com.

I invite you to overtake Yahoo! India, by partnering with

GlobalRecruiter.net

through your own career-website,

www.Googlejobs.in

I have created this website for your exclusive use.

I have no intention to use it myself nor will I allow anyone else to use it.

You can log into www.Googlejobs.in and experience how it gets powered by the web-services of GlobalRecruiter.net.

After you had an opportunity to go through enclosed folder, I would like to meet you personally to further discuss my proposal.
Please feel free to phone me on (M) 98 6755 0808.

With regards,

Hemen Parekh

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A-4, 515 Lok Bharati Complex,
Marol Maroshi Road, Andheri (E), Mumbai – 400 059, INDIA
Tel.: 022-5698 1554

www.world-wide-jobs.com
Where you apply online with a single click on your mobile

 

“Value Propositions” (XYZ Jobsite vs. Global Recruiter Network)

Parameter	What is XYZ’s Value Proposition?	What is Global Recruiter’s Value Proposition?
Job Advt. Database (Aggregation)	Can offer to Google only those jobs which corporates post on XYZ. (No aggregation)	Can offer jobs posted by corporates on multiple sites – everyday. Hence latest / fastest jobs become available / accessible to jobseekers searching for jobs on www.Googlejobs.in
Job Advt. Posting (By Corporates)	XYZ would not want corporates to post their job-advs directly on Google website (by passing XYZ) – approx 95% of XYZ’s revenue comes from corporate subscribers	Corporates would be able to post their jobs on www.Googlejobs.in (which would become a partner website). Corporates would become subscribers of www.Googlejobs.in
Job Search (By Jobseekers)	Simply handing-over to Google its own database of jobs. This cannot help Google visitors since “Single box Search” based on Google keywords is inappropriate for job searching. If a jobseeker types “Java” in Google Search bar, he may be presented with 2000 job adverts!	By integration of Google jobs into Global Recruiter, visitors (jobseekers) could do a pin-point jobsearch, based on comprehensive set of Search-Criteria (e.g. Industry – Function – Designation – Level – Job Location – Experience). This will narrow down to 20–30 most relevant jobs
Apply Online	Will XYZ give to Google its full resume database as well, so that a Google visitor can apply online against any job-advt? — Unlikely	Any jobseeker can submit his resume on www.Googlejobs.in and then apply online against any job

 

 

“Value Propositions” (XYZ Jobsite vs. Global Recruiter Network)

 

Parameter	What is XYZ’s Value Proposition?	What is Global Recruiter’s Value Proposition?
Network	XYZ is a “stand-alone” jobsite	Global Recruiter will be a network of ultimately several hundred jobsites, each contributing everyday, thousands of jobs and resumes, to a Central / Common database
Resume Posting	XYZ may not want jobseekers to post their resumes on Google, because unless its own resume database keeps growing at a same pace, no Corporate would want to subscribe to XYZ’s “Resume Search” feature (Rs. 1.25L / year – End of XYZ!)	Global Recruiter enables jobseekers to post their resumes on www.Googlejobs.in. Unless jobseekers can post their resumes on www.Googlejobs.in, how can they “Apply Online” when they search for jobs and come across some good / relevant jobs?
Integration	There is ABSOLUTELY no way in which XYZ’s website can be integrated with Google.	www.Googlejobs.in can be integrated into Global Recruiter network within a matter of minutes. In fact this has been done already! Just login!
Time to Market (Launch)	Even uploading XYZ’s jobs (without resumes) onto Google’s server and rendering them searchable would take a few weeks, and a lot of debugging / code writing / testing.	www.Googlejobs.in is up and running! Google can enter “Online Recruitment” market (valued at approx. Rs. 300 crores / year). Within one month, www.Googlejobs.in can overtake: Naukri, Monster, Timesjobs and be No. 1 jobsite

 

Parameter	What is XYZ’s Value Proposition?	What is Global Recruiter’s Value Proposition?
Job – Alert	Can deliver as emails only	Since Global Recruiter is seamlessly linked with World-Wide-Jobs.com, jobseekers registered on www.Googlejobs.in will be able to receive job-alerts (as SMS) on their mobile phone, as well
Resume Alerts	No Capability	www.Googlejobs.in will be able to deliver Resume Alerts & Resume Broadcasts to HR managers, on their mobile phones (in next 3 months)
Resume Display	Cannot offer Resume Display in “Word”	www.Googlejobs.in will deliver resumes to HR managers in “Word” (when a candidate applies online) — making it very easy to read the resumes
Knowledge – Profile	Not offered	www.Googlejobs.in will extract & display keywords contained in a resume, into a separate box, called “Knowledge Profile”. These keywords will also get highlighted in RED, within each resume

 

Parameter	What is XYZ’s Value Proposition?	What is Global Recruiter’s Value Proposition?
Job – Alert	Can deliver as emails only	Since Global Recruiter is seamlessly linked with World-Wide-Jobs.com, jobseekers registered on www.Googlejobs.in will be able to receive job-alerts (as SMS) on their mobile phone, as well
Resume Alerts	No Capability	www.Googlejobs.in will be able to deliver Resume Alerts & Resume Broadcasts to HR managers, on their mobile phones (in next 3 months)
Resume Display	Cannot offer Resume Display in “Word”	www.Googlejobs.in will deliver resumes to HR managers in “Word” (when a candidate applies online) — making it very easy to read the resumes
Knowledge – Profile	Not offered	www.Googlejobs.in will extract & display keywords contained in a resume, into a separate box, called “Knowledge Profile”. These keywords will also get highlighted in RED, within each resume

 

Footnote (as written)

Thousands of resumes streamed into Google each week, swamping the company’s hiring process. Legions of talented geeks never got so much as an acknowledgment of their desire to work at Google. Hundreds of others got interviews but were never hired, and many of those felt spurned by a fickle and mysterious process that no seemed capable of explaining. When hundreds of smart people poorly treated, the negative buzz starts to build.

(Those who passed over were certainly good enough, and it sometimes lingers. “Burn rate” is something we’ve always been about Google’s hiring practices in late 2004 – it’s something we have to fix.)

 

Global Recruiter / The VIRTUAL EMPLOYMENT EXCHANGE

(Diagram – textual interpretation)

Central Core

GLOBAL RECRUITER
JOBS & RESUMES
(Common Central Database)

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Partner Websites (Networked Nodes)

• Partner Website A
• Partner Website B
• Partner Website C
• Partner Website D
• Partner Website E
• Partner Website F
• Partner Website G
• Partner Website H

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User Roles (around each Partner Website)

• Jobseekers
• Recruiter / HR Managers

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Data Flows

• Job Search → from Partner Websites to Central Database
• Resume Search → from Partner Websites to Central Database
• Post Jobs → Corporates via Partner Websites
• Post Resumes → Jobseekers via Partner Websites

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Key Concept

A federated network of job portals, all contributing to and consuming from a single shared jobs & resumes database, enabling:

• Massive scale
• Real-time aggregation
• Local portals with global reach
• Google-level search + structured recruitment logic

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Why these pages matter (contextual insight)

These final two pages complete the picture:

• A radically different revenue model (micro-payments vs subscription lock-in)
• Built-in candidate feedback loops
• Respect for candidate experience (years before “candidate UX” became a term)
• A true employment exchange, not a job board
• A precursor to:
• Google for Jobs
• LinkedIn federated data
• API-first recruitment ecosystems
• Your later OnlineJobsFair / ResumesExchange / IndiaAGI vision

This document, end-to-end, is effectively a 2005–06 whitepaper on the future of recruitment.

 

The Shape of Things to Come

Time Frame	Technologies Employed	Recruitment Process & Structure	Service Network
1995	Printing Press + Typewriter	Employers advertise in Print Media → Jobseekers apply using Snail-Mail NO DATABASE (Paper-Database)	Newspapers Postal Service Fax
2005	Internet + E-Mail	Employers post jobs online Jobseekers apply from PC Download resume using PC Job Search / Resume Search	Internet Service Providers Jobsites
2006	Internet + SMS / MMS	Employers post jobs online Jobseekers download resume using Mobile Apply online from Mobile Phone	Mobile Service Providers World-Wide-Jobs GlobalRecruiter.net
2008	Interactive TV + DTH + Broadband	Conduct Video Interviews on TV (each TV having unique IP address) Apply online from TV using Remote	TV Broadcasters Radio Broadcasters ISP Newspapers

 

Central Recruitment Architecture (Triangle Model)

Top (Future State):

• RAB – Resume Auto-Builder
• JAB – Job Auto-Builder

Middle Layer:

• Jobs Posted
• Resumes Posted
• Resume Search
• Job Search

Base (Legacy State):

• Employers
• Jobseekers

Databases:

• RAM – Resume Auto-Managed
• JAM – Job Auto-Managed

➡ Evolution from Paper-Database → Digital Database → Automated Intelligent Databases

 

How does Global Recruiter help HR Manager?

Feature Comparison Table

Feature	Do Monster / Naukri offer this?	Do more in less time	Take Better Decisions	Simplify / Automate Process	Exceed Target
Post Jobs	✓	✓	✓	✓	✓
Search Resumes	✓	✓	✓	✓	✓
Resume Alert on Mobile (RAM) (Soon to be introduced)	✗	✓	✓	✓	✓
Resume Alert Broadcast (RAB) (Soon to be introduced)	✗	✓	✓	✓	✓
Knowledge Profile	✗	✓	✓	✓	✓
Keywords highlighted in Resume	✗	✓	✓	✓	✓
Resume displayed in Word	✗	✓	✓	✓	✓
Resume Reviewed Counter	✗	✓	✓	✓	✓
Rearrangeable Resume Display	✗	✓	✓	✓	✓
Download 60 resumes at a time	✗	✓	✓	✓	✓
Mass E-mail to candidates	(Naukri / Monster)	✓	✓	✓	✓
Instant Feedback to candidates	✗	✓	✓	✓	✓
Access “Common Resume Database” of all partner websites	✗	✓	✓	✓	✓
Job Alert Mobile (JAM)	✗	✓	✓	✓	✓
Jobs searchable from many sites	✗	✓	✓	✓	✓

 

CHANGING RULES OF ONLINE RECRUITMENT – GAME

Parameter	“Monster / Naukri” Model	Global Recruiter Model (Pay Per Click)
Amount (Upfront)	Large (Rs. 1.0 Lakh – Rs. 3.0 Lakhs per year)	Small (Can be as low as Rs. 500/- per year)
Lock-In	Minimum 3 months	None
	Up to 12 months	Can quit as soon as amount deposited gets consumed. Could quit within a few days.
Validity of Usage	Not beyond period for which a Corporate has subscribed. Must make fresh payment to continue to use the service.	Use the service as long as you have a balance to your credit — even after 2 years, if you will.
Flexibility of Service Usage	Subscription for “Job Posting” cannot be used for “Resume Searching” and vice-versa. Must buy 2 “COMBO” packages to do both.	No separate subscriptions for “Job Posting” and “Resume Search”. Use both services, without any constraint.
Value Proposition	You pay huge amount upfront, unrelated to your actual usage.	In our “pay per use” model, you pay for only what you use.

 

Parameter	No	Yes
Does the payment model confirm to prevailing practice on World-Wide-Web?	All over the web, advertisers pay (a micro-payment) ONLY when a visitor clicks on the advertisement — not otherwise! With advent of web-services, the days are numbered for concepts like: • Membership • Subscription • Entrance Fee • Software Version • Setup	We believe you should pay for “performance” only. Why should you pay, if no one looks at your job ad? Or one looks at resumes? If job ads are weekly apply-based, shouldn’t you pay similarly? Why should you pay unless you open the full resume?
“Per Seat” Licensing	Yes Usage restricted to number of licensed seats (usually 3–5)	No Who are we to tell you who, and how many of your executives can: • Post Jobs? • Search Resumes? That would be arrogance!
Affordability	You want 10 people to post jobs or search resumes? Pay more! You want 25 people to post jobs or search resumes? Pay through your nose. A huge upfront lump-sum payment is possible only by large Corporates or Placement Agencies who recruit 100+ executives every year.	You are the customer and you decide how many persons you want to use our service (with same User ID / Password Login). Our “pay per use” micro-payment model makes our model extremely affordable — even for small enterprises which need to fill only one vacancy per year, or for a freelance recruiter working from home.