PRIVACY POLICY VICKY INDER

PRIVACY POLICY VICKY INDER

Kartavya

Abhi

Vicky

Inder

06-07-03

PRIVACY POLICY

Please examine the enclosed draft and modify the same if necessary.

After modifications, please upload on our website (Recruit-Guru) under link.

Privacy Policy

Allotment of "User ID / Passwords" to "authorized users" by the concerned subscriber only (and not by us), would have software code implications. Please examine these.

 

06/07/03

Our privacy policy covers two types of users, viz.:

• Jobseekers
• Webservice Subscribers

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Jobseekers

• Jobseekers either submit their resumes online or send to us by email and subsequently, we upload these in our webservice, after converting to ImageBuilder version.

These are resumes, submitted to us directly and form part of our resume database. All of these are treated as "public resumes" and made available to our subscribers who may get in touch with the concerned jobseekers directly on their own.

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Webservice Subscribers

• Our webservice subscribers bring in their own resumes and upload on our webserver for converting to ImageBuilder version. These are Resumes, received directly by the subscribers against job-ads released by them on websites or in print media. Then there could be resumes received by our subscribers, in an unsolicited manner.

But in all such cases, these resumes belong to the concerned subscriber and are his "private" database, although residing on our webserver.

These resumes (this private database) can be accessed only by the concerned subscriber and by no one else — not even us! Through appropriate software, we render these resumes "inaccessible" to everyone else (any visitor to our website), other than the "users" authorized by our subscriber.

The "User List" can be created by the subscriber only. Any addition/deletion to the list can also be carried out by the subscriber only (through an online ADMIN TOOL). Only the subscriber can allot "User ID/Password" to each of his "authorized users".

No user can access the private resume database of a given subscriber without using these subscriber-allotted "User ID/Password".

WWW.Recruit-Guru.com has no control over data/info downloaded and/or emailed to anyone, by the "authorized users" of a subscriber, and we take no responsibility/liability for such data transfers, whether legitimate or otherwise.

 

DARFT -- MR.-VIVEK MEHTA L&T POWAI

DRAFT -- MR. VIVEK MEHTA L&T POWAI

Draft

Mr. Vivek Mehta

L&T / Powai

07-05-03

Dear Vivek,

ResuMine / ResuSearch Webservice

As suggested by Pronoti, our team (Kartavya / Abhi / Inder) visited your office yesterday and met/discussed our proposed webservice with your team (Pronoti / Anuj / Gautam / Jawalkar).

I believe your team asked for "customization" of ResuMine / ResuSearch in respect of the following:

#1 ➤ The webservice should enable you to add "new" functions and related "keywords" for each new function — directly on your own, ON-LINE, when you subscribe to the webservice.

#2 ➤ It should also enable you to create a list of educational institutions (Colleges / Universities etc.) — ONLINE, directly on your own, so that:

• ➤ ResuMine extracts this field
• ➤ ResuSearch searches on this field

#3 ➤ For emailing, you would like to use LOTUS instead of Outlook Express. (Outlook is crossed out and replaced with Lotus)

I wish to confirm that we will incorporate these "customization" features in our webservice, which is slated for commercial launch on June 27th (— my 70th birthday).

However, what is not possible to incorporate at this stage is:

➤ Developing the webservice on JAVA platform (as suggested by Mr. Jawalkar).

With hardly ... weeks left for the commercial launch, we are set.

For over 6 months now, we have designed our webservice-architecture along the .NET platform, since a great majority of the webservices in the world are designed around this platform. We are also basing it on HR-XML, which is the emerging "world-standard" for all HR software.

The reason for choosing these platforms is simple.

A webservice must be capable of being able to "talk" and exchange data with any other webservice.

E.g.: There are webservices offering "online" testing of candidates, and you may well want your job-applicants to undergo some such test before considering him.

You may want that the "result/score" obtained by such a candidate gets firmly incorporated in his resume — as a permanent record.

.NET vastly simplifies such exchanges of data.

Whereas, JAVA may have its own merits — and we would certainly examine this option in the future — with barely 6 weeks left for the commercial launch of our webservice, it just does not appear feasible at this stage for us to also develop the JAVA version in parallel with the .NET version.

➤ Developing Resume/ResSearch as "Enterprise" versions (as opposed to webservice).

I want to draw your attention to the fact that our "GLOBAL RECRUITER"...

… is being offered as a prepaid/pay-per-use webservice, comprising in all 5 modules as follows:

1. Advt. Composing/Publishing
2. Manpower Request Module (Ad-Compose)
3. Resume Management Module (Resume/ResSearch)
4. Interview Management Module
5. Employee Management Module
6. Organization Management Module

These are described in detail in the folder given to you.

You will notice that Resume/ResSearch is just one of these modules — all of which form part of an "Integrated" database/application.

Since we plan to offer this integrated application as a monolithic webservice, it is not possible to simply "take out" any particular module and license it as an enterprise version.

Only as a webservice, Resume/ResSearch becomes truly self-learning, knowledge-capturing, artificial intelligence software, as thousands of corporates start processing millions of resumes, as our webservice subscribers!

As an isolated/stand-alone enterprise application, Resume/ResSearch would deprive itself of the accumulated knowledge/wisdom of thousands of domain-experts from around the world.

I hope I have answered your misgivings, if any. If required, I would be happy to come over for a personal discussion.

In the meantime, we are proceeding to incorporate in our webservice the three "customization" requirements mentioned earlier.

With regards

H.C.P.

 

kartavya abhi nagwekar

Date: 04-06-03

To:
Kartavya
Abhi
Nagwekar
Inder

Subject:
Function Specs –

• [Ad Compose Module]

• [Interview Module]

We know that leading jobsites (Monster / Naukri / JobsAhead / JobStreet etc.) already have a Resume Tracking Service.

For each job advt. released by a corporate subscriber, the software records (and displays):

• Total no. of resumes received

• No. of resumes found "Good" & shortlisted
  (I am not aware what criteria these softwares use to sort between "good" & "bad").
  Inder should try to find out.

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

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

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📄 Page 2 of 2

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

📉 (Say) Function = R&D
Population: 23,42 (of past Job Advts)

[Graph illustration of a bell curve – showing number of resumes received on X-axis and number of job advertisements on Y-axis with data points: 16, 225, 496]

This curve shows the "probability" of receiving XYZ no. of resumes (within ± 10/20/30%) for a given "function"
– or for a given “Industry”
– “City”
– “Designation” etc. etc.

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

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

AD -COMPOSE PLACE -MENTOR

Inder

13/05/03

Manpower Request Module (Ad-Compose)

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

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

In this connection, enclosed find a copy of my note (dt. 17-04-03) to Kartanya / Athr (Ad-compose & PLACE-MENTOR).

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

 

KARTAVYA -ABHI INDER -HCP (JOB MINING )

 

MARCOM MARKETING COMMUNICATION

RecruitGuru

The Future of Recruitment Web-Services

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Dear Sir / Madam,

Nothing Exceptional?

For the moment, there is nothing extraordinary about the daily circulation figures of the following newspapers: (list enclosed)

Except that these figures are expected to double during next 12 months!

Reason?

They are printing every day, Job Advt Summary (JAS), which we email every morning (MS – Excel format). Absolutely FREE!

You can go one step further.

With free content supplied by us, you may want to print / sell a daily supplement,

---

Today’s Jobs

(Sample Enclosed)

If "Vacancies For You" can sell, once a week 2,80,000 copies @ Rs. 4 /- each, then there is every reason you can do better.

Ever wondered how many unemployed youth in your city / region would happily pay Rs. 4 /- to get hold of job-info posted on numerous jobsites during last 24 hours?

Altogether 44.5 million jobseekers registered with 943 employment exchanges across the country! A huge un-served market, waiting to be captured – by you.

If you are still unconvinced, in Google Search bar, simply type “Job Alert Mobile”.

Out of 5,480,000 results, World-Wide-Jobs is ranked at No. 1 & No. 2!

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If there are any questions, please feel free to phone me on (022) 5507 0348.

With kind regards,

(Signature)

Rajita Suri

Email: rajita@recruitguru.com

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P.S.: We can supply you job-summary for 14 Cities & 29 Functions. Please register at:

www.World-Wide-Jobs.com >>> Free Content >>> Register

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Attached: Vacancies For You / Today’s Jobs

---

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

Tel.: 022-5699 1554

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www.world-wide-jobs.com

Where jobs come searching for you on your mobile

Where you “apply online” with a single click on your mobile

 

CUSTMIZE RESUME UPLODING SCHEDULE

Rahul / Shubeka / Punam / Atos (Individually) – 12/10/09

Customize Resume / Uploading Schedule

▶ Oct. 22

• Submit Resume (all stages)

• My Page

• Customize Resume & Save versions

• Free Trial

• Slogans

• FAQ / Terms & Conditions / SiteMap

• "Is this your Resume?" – email blast

• Job Search / Apply Online

• Web Analytics / All counters on pages

• Highlighted / clickable keywords

▶ Nov. 6 (?)

• Employer Registration / Terms

  • Our Subscribers

  • Post Job

• Resume Search & Download (20) → Employers

• “Instant” Matching Resumes
  (as soon as a job is posted)

• “Instant” Matching Job Adverts
  (as soon as a resume is posted)

• Resume Blast

• Colouring of Customize Resume

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📝 Page 2 of 2

▶ Nov. 17

• Color-bands on Finebran Profiles (includes visual graph)

• Rate Us Now

• How did you come to know about us? (Polling)

• "Newspaper Editors / Free Content" page & Job Advt

  • daily email tabulation – ready for printing

• Celebrity Opinion

• “Recommendation System” based on click-stream analysis / frequency of usage (past history) of
  a) Job Search parameters
  b) Resume Search

▶ Nov. 22

• Shut down IndiaRecruiter online but make it fully functional / available offline.

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Rahul – suggest prepare individual detailed PROJECT-PLANS to achieve these targets.

 

IOG ALERT ON MOBLIE

 

(Handwritten notes at top)

ET – 9/11/06
Rahul Sambhaji Jadhav / Saurabh

This means instead of SMS less, we could send full formatted “alerts” on mobiles. But what about convenience of reading?

(Side note handwritten near headline)
E-mail on mobile phones – big deal

 

U Mobile, U R…

E-Mail Mobile

BUSINESS mobility is the buzzword and mobile phones with e-mail access ensure you can read mail anytime, anywhere. Over the past three years, the SMS-based e-mail on mobiles has evolved into a far more convenient and efficient service.

Today’s mobile devices allow users to receive, read, respond to and forward e-mails on the move. With a lot of data and text information being exchanged daily, e-mail has become the preferred form of communication for both personal and business use.

Mobile phones now support full-featured e-mail clients, enabling users to view attachments, images, and formatted text. Some devices even allow synchronization with desktop mail applications.

This transformation has been driven by improved networks, better handset capabilities, and enhanced software platforms. The mobile phone is no longer just a communication device — it is increasingly becoming a personal information manager.

 

Sruti Nayani Tells Us About E-Mail & Convergence

All On Your Cell Phone

Sruti Nayani explains how the convergence of e-mail and mobile technology is changing the way people work and communicate. Devices today integrate voice, data, and messaging into a single platform, enabling professionals to stay connected at all times.

The convenience of receiving real-time alerts, managing schedules, and responding instantly to business communication has made mobile e-mail indispensable, especially for executives and frequent travelers.

As data speeds improve and handsets become more powerful, the distinction between computers and mobile phones continues to blur.

 

(Image caption)

Illustration of a flip-phone with e-mail icon, symbolizing mobile e-mail access.

 

Key takeaway (implicit from article)

Mobile e-mail marks a shift from short SMS alerts to full-content, formatted communication — effectively turning the mobile phone into a pocket computer.

 

(Handwritten notes at top)

Rahul / Saurabh
Somebody in TENURE PROFILE we will…
(This economic crisis will make people think differently → HR thinking & decision)

 

BP recruiters get real about staff stability

Mounita Bakshi Chatterjee
& Deeptishla Monga
New Delhi

When volatility grips the job market, HR professionals in the BP sector are getting realistic about employee stability, and are now open to hiring those who show commitment rather than frequent job-hopping.

Earlier, recruiters tended to equate frequent job changes with ambition and growth. But in the current economic environment, stability is increasingly being viewed as a positive trait.

Employers now recognize that frequent movement between companies does not necessarily translate into higher productivity or loyalty.

 

CHANGE IN STRATEGY

• Stints of 12 months are being accepted as reasonable tenures
• HR professionals feel short stints and scorecards of talent will help evaluate real potential
• Delivery and performance have replaced loyalty as the sole criteria, but stability still matters
• Candidates willing to commit longer are preferred

 

Recruiters say candidates with an average tenure of 12–18 months across roles are no longer automatically disqualified, especially if they demonstrate skill progression and value addition.

“Earlier, multiple job changes raised red flags,” says a senior HR executive. “Now, we look deeper — at roles, responsibilities, learning curve, and results.”

 

Some companies are also experimenting with tenure profiling, assessing whether a candidate’s moves were driven by career growth, project completion, or external shocks rather than impulsive switching.

 

Industry View

HR consultants say the slowdown has forced companies to rethink hiring benchmarks. The focus has shifted from where you worked to what you delivered and how long you stayed to complete meaningful work.

 

Key Insight

The BP recruitment mindset is moving from job-hopping suspicion to contextual evaluation, balancing stability, skill, and outcomes.

 

 

ORDER EXECUTION SYSTEM

Rajeev – Abhi

Sept. 13, 2002

Debugging of Order Execution System

Pl. refer to my yesterday’s note to Rajul / SriRam (with copies to you).

Enclosed find 5 worksheets as follows:

Person	No. of Assignments	No. in Worksheet
Venu	19	12
Sai	16	13
Usha	18	13
Monsha	10	3
Michelle	24	8
Subtotal	87	49
Pranati	3	yet to give
Sri Ram	2	2
Raju	10	9
Keyur	2	2
Team	4	2
Grand Total	104	64

(*) In my yesterday’s note, by mistake this figure is shown as 116.

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📄 Page 2 of 3

From the worksheets received, you will find that nearly all assignments get “stuck” at screen OET 9 (Candidate Listing).

SriRam has confirmed that these 19 assignments (from 5 worksheets received so far) WILL get entered into OES by next Saturday (21/9) – up to screen OET 9.

The reason these (assignments) get stuck here is because:

“System does not permit adding new names to the shortlist at a later date.”

So, obviously this is the first bug to kill, right?

If quickly eliminated, Consultants would be able to take one more step (i.e. enter screen OET 10) before getting stuck once again, on screen OET 11 (Interview Schedule).

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📄 Page 3 of 3

I suggest you independently re-confirm my understanding/interpretation with the consultants, so you know which “bug” to attack first.

Also vigorously follow-up so that entry gets done by next Saturday for 49 assignments.

I enclose printouts given by Raju & SriRam, which lists 104 assignments (whereas the worksheets are received for 49 only!).

Please verify the discrepancy. Matters of “facts” cannot become matters of “opinion”!

---

• Ashutosh has promised to keep ready by lunch → Cumulative Target vs Achievement graphs (individual as well as consolidated for entire company). Pl. upload on intranet today.

• Deeba has promised to show you Part A & Part B demo tool to you on next Tuesday & to me on next Saturday. Follow up.

(Signed)

13/9/02

 

HR -- H C PAREKH

 

Email List + Thank-You Note

Email – Sent: 16/03

Email Recipients

1. Mr. Himanshu Bhatt — himanshu@adityabirla.com
2. Mr. Kesavan — trkesavan@tafe.co.in
3. Mr. Bravin Late — brlate@rediffmail.com
4. Mr. P. M. Mehta — pmmehta@vsnl.in

Email Draft

Dear [_____],

I refer to our talk yesterday and want to thank you for agreeing to visit IndiaRecruiter.net
and to register as a Corporate Subscriber.

I also await your valuable comments / suggestions
to improve our services.

With regards,
Hemen Parekh

Document 2 – Registration Confirmation + Product Pitch

(Header handwritten)
Email – Sent: 16/03

Email Recipients

1. Mr. Ajay Kosambi — ajay.kosambi@classicstripes.com
2. Mr. Kalyan Kumar — kk@geap-india.com
3. Mr. Abhinaykar — abhinaykar@altacorporation.com

Email Draft

Dear Mr. [_____],

Many thanks for registering as Corporate Subscriber on IndiaRecruiter.net. I would appreciate if you can encourage your HR executives to post all of your current / future job vacancies on IndiaRecruiter.

To be able to use Interactive Interview Tool, you may ask job applicants to obtain their Profiles from IndiaRecruiter and email it to you.

Before long, we will make available to you (free download) our Resume Explorer software, which will enable you to make a pinpoint search of any / all profiles stored in your hard disk.

With regards,

Hemen Parekh

 

Outreach Email (Launch Announcement)

(Header handwritten)
Email – Sent: 16/03

Email Recipients

1. Dr. Prakash Bhole — pvbhole@jkmail.com
2. Mr. Vinay Deshpande — vinay.deshpande@rill.com (HR)
3. Mr. Cyrus Jahanwala — cjahanwala@dow.com
4. Mr. Venkat — v_ven@oney.com (Sales)

 

Email Draft

Dear Dr./Mr. [_____],

It has been quite a few years since we met last.
I have an occasion to write to you.

A few days back, we launched IndiaRecruiter.net

I would be happy if you can find a few minutes to look it up, especially the concept of
Profiles.

Then send me your suggestions / comments.

For being able to conduct online Interactive Interview, you may consider registering as Corporate Subscriber
(free).

With regards,
Hemen Parekh

 

Document 4 – Letter to Microsoft India (ImageBuilder Concept)

Ms. Chitra Sood
Director – HR
Microsoft India Development Center

 

Dear Ms. Sood,

Engineering Innovation

In this respect (Times Ascent, May 31, 2006), you say “we look for four core qualities — smartness, diligence, passion for technology and flexibility. We need GenX Microsoft innovators who can work with some of the best product development brains in the world at MSDC.”

But for my age (73), I would have applied for a job with MSDC! Allow me to present my team’s innovation,

The ImageBuilder

There, you may find some of the “core qualities” listed you are looking for in a candidate. You may also find that it is very difficult to hide incompetence or gaps/anomalies in an ImageBuilder. This is just one of the reasons why HR managers across the country are

• Preferring to entertain plain text resumes
• Insisting only on ImageBuilder (which a
  jobseeker can get within 23 minutes by
  registering at IndiaRecruiter.net)

I would

PS

 

Dear Ms. Sood,

Engineering Invention

In this report (Times Ascent: May 31, 2006), you say:

“We look for four core qualities — smartness, diligence, passion for technology and flexibility. We need GenX Microsoft innovators who can work with some of the best product development brains in the world at MDC.”

But for my age (73), I would have applied for a job with MDC! Allow me to present my team’s innovation,

Profiles

There, you may find some of the “core qualities” which you are looking for in a candidate. You may also find that it is very difficult to hide unpleasant gaps/anomalies in a Profile. This is just one of the reasons why HR managers around the country are:

• refusing to entertain plain text resumes
• insisting only on Profiles (which a jobseeker can get within 23 minutes, by registering at IndiaRecruiter.net)

I would appreciate receiving your suggestions/comments.
Please do not hesitate to phone/write.

With regards,
H. C. Parekh

hcp@indiaRecruiter.com
(M) 98 6755 0808

P.S. Post your next vacancy on IndiaRecruiter.net – to receive only Profiles.

 

Document 6 – Email to Yahoo Software Development India Ltd.

(Header handwritten: “Sent 16/03”, circled “HR”)

H C Parekh

From: H C Parekh (hcp@indiaRecruiter.com)
Sent: Friday, March 16, 2007 3:54 PM
To: hr@indiaRecruiter.com
Subject: Engineering Invention

---

Mr. Bhuvaneshwar Naik
Director – HR
Yahoo Software Development India Ltd.

---

Dear Mr. Naik,

Engineering Invention

In this report (TIMES ASCENT / May 31, 2006), you say:

“Our first two weeks grooming programme helps entrants get acclimatized to a product development environment. We teach them how to be a Yahoo engineer.”

But I am sure, to really become a Yahoo engineer must take much longer.

Like in our case, it took our engineers 3 years to develop

Profiles

But now that it is available to any jobseeker, HR managers around India do not want to accept a plain text resume anymore! With a Profile, there can be no faking/fudging of a text resume. All gaps/anomalies/discontinuities become transparent and get highlighted.

I would appreciate receiving your suggestions/comments.
Please do not hesitate to phone/write.

With regards,
Hemen Parekh
IndiaRecruiter

Mobile: 9867550808
Email: hcp@indiaRecruiter.net
Website: www.indiarecruiter.net

 

Mr. Yogi Sriram
Senior Vice President – HR
Taj Hotels, Resorts & Palaces

 

My dear Mr. Sriram,

Dreaming to make a difference

I felt nice reading your interview (Human Capital, Dec 2006).
Once in a while, I find out about you from Nirmit.

In your interview, you talk about:

• dealing with figures and analysis
• attracting and retaining young talent

Therefore, you will like what you see at:

• Profiles
• Interactive Interview Tool (IIT)

If any clarifications are needed, I would be happy to come over for discussions. Please
feel free to call me on M: 98 6755 0808.

With help,
Hemen Parekh
hcp@________

 

Mr. Yogi Sriram
Senior Vice President – HR
Taj Hotels & Resorts & Palaces

My Dear Mr. Sriram,

Dreaming to make a difference

I felt nice reading your interview (Human Capital, Dec. 2006).

Once in a while, I find out about you from Nirmit.

In your interview, you talk about:

• dealing with figures and analysis
• attracting and retaining young talent

Therefore, you will like what you see at:

• Profiles
• Interactive Interview Tool

If any clarifications are needed, I would be happy to come over for discussions.
Please feel free to call me on (M) 98 6755 0808.

With regards,
Hemen Parekh
RecruitGuru

hcp@recruitguru.com

 

Mr. S. Ramadorai
CEO
TCS (Tata Consultancy Services)

Dear Mr. Ramadorai,

100,000 techies?

In this report (Human Mirror / May 03, 2006), you say,

“The demand for good people, both experienced and freshers, is soaring. So the war for talent will continue this year also.”

Point is, how do you go about finding those few “good” people from ONE MILLION plain text resumes which TCS will receive this year?

There is only one way. By refusing to entertain plain text resumes and by insisting on receiving only ImageBuilder.

When you do, you need not worry about fake / fudged resumes! In an ImageBuilder, a candidate has no place to hide.

If I can be of any help, please feel free to phone/write. I also welcome your suggestions.

With

 

P.S.

 

DRAFT OF MOU BETWEEN 3P AND TMT NETWORK