Global Recruiter Design - Notes

 

Global Recruiter Design Notes

Global Recruiter                                                                                 18-03-2006 Online Networked Exchange- the Only ONE

Dear Partner                                                                                                                                                                 >Hosting, Options Once you Register and become our partner, you have following options to make available our Webservices to your Corporate clients and your jobseekers: standard Hosting                            In this option, you can configure your website just like IndiaRecruternet You are not required to do anything other than replace India Recmiter.net with your website name (URL) replace Contact info. at the bottom with your contact info- This option will enable you to get going within a couple of hours at the most. Customized Hosting Say, you already have a website and you do not want to make any changes in the "Look & Feel" of your existing website - nor change a single! existing page. Everything must remain exactly as it is. No problem- Just find some prominent place on your homepage to display links   Employers                                                                                                                    Jobseekers   When a visitor clicks on these links, he will be presented with YOUR web- page carrying your TITLE-BAR (with your URL /Logo etc) - as viewed by visitors on ALL of your other pages. But the bottom part of this NEW

will be blank. It will however carry the relevant Vertical bars or on the right for [Employers]), depending upon which link, the visitor had clicked. Carther on the left for [ Jobseekers ] Once on this blank page, if a visitor clicks any of the links on the Vertical bay - he will be delivered relevant Website, without, in anyway, modifying your TITLE-BAR. See examples?
When a Visitor clicks Employers look on your homepage, he will see following page			When a Visitor clicks Jobseeker link on your homepage, he will see following page
YOUR EXISTING TITLE-BAR (without ANY changes)			YOUR EXISTING TITLE-BAR (without ANY changes) Job Seeker
Jobseekers				Employers
Add/Phone/fax / email			Add/phone/fax/email
This option will get you going in 2 hr-12 min ! For details phone me (M), 98206-49667 Rahul

 10-01-2006

Abhi

Making Global Recruiter FUN

Online Games market is exploding both on pc & on mobile phones ( apart from devices – like Box – playstations etc. which are exclusively devoted to Gmaes. Most of these are Video / Images Games.

Whereas, I am unable to conceptualize a video – type game on Global Recruiter, I do see clear possibility of a TEXT based game, by modifying our Submit Resumes page ( as  shown n annex)

And adding a database / search software in the background ( created from enclosed book DICITIONERY OF DATES”

Human being like to compare themselves with others.

Especially very ordinary human beings like to compare themselves with famous extra ordinary / celebrity person like benchmarking.

Even if the only thing / aspect that they can compare / benchmark is

Birth Date ( day / month)

Birth Year

(e.g. I was born in the same year as Helen Kelkar)

Or that was the year in which Albert Einstein fled to USA!

I have a feeling that modifying Submit Resumes form as shown would Vastly differentiate our form from similar forms on thousands of websites. It will be FUN and it will set us apart.

All Submit Resume forms on all jobsites are SO Boring!

By making the form Interactive we will make it interesting!

In the course of time, the following new features can be added:

 New Person – Name being suggested by candidates

Also type, what was he / she famous for?

How many candidates registered on GR network share same birth date same birth year? Without revealing identity. Just the No.

Clicking on FAMOUS Person name enters Google search bar & displays search results.

Who (which registered candidate)

Suggested whose (which famous person’s) names? Giving Credit for suggestion.

Turning this into a blog.

Adding names / birth dates of friends / relatives and composing birthday greeting messages, which says,

Dear _________

Happy Birthday,

Besides you, other great / famous persons who were born on this day are

There is no doubt, somday your achievements will compare with theirs and others will take inspiration from you.

Hemen Parekh

 Abhi Rejji Rajita - Individual copies                                                                              01-11-05

                                                                                                                                              RAJITA

Date (MOV)	Promotional Actions in relation to
	India Recruiter	Global Recruiter	World-wide Jobs.
1-6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30	Continue to extract email ID & continue, Sending emails (EDIT to jobseekers   start Resume- Counter   Send Email to Compa. (49300) to register. On IR & post Job Advt   upload 50,000 Jobs advts & start "Jobs-Counter"   Configure Keyword "RAM" on Airtel Server start RAM/RAB   Launch Personnel- India/Jobs you.	upload Resume Counter   Invitation E-Mail to 750 Placement Agencies to jonsGR   Reminder E-mail to Placement Agencies. telling how many joe-advts & how many are already resumes "searchable" on all farther websites Also how many have shown interest to join or already joined.	send out fullsize JAS to at least 10 newspapers & follow-up.   Meet Editors of 10 newspapers & convince them.   Send out full Size JAS to another 15 papers.   Meet Editors of 15 papers them.

Abhi

RAM is reverse of JAM

What are Resume  preferences Criteria?

-          Designtion Level

-          Function

-          Posting City

-          Educatioon

-          Age

-          Exp

-          Keywords

It is not difficult to type these, on a mobile screen, within 160 characters. JAM already does this comfortably and accurately.

So Resume search can be comfortably inttiated from a HR manager’s mobile as a SMS No need for PC/ Internet / Log in / India Recruiters!

And within 90 seconds RAM sms would appear on his screen. That would be killer application!

Reggi

New Sidebar for homepage of Global Recruiter.

Anotherlist For the moment this link will be dead

What is GR ? How does it work?   Partner's Benefit Revenue Model Revenue share we don’t Compete   Architecture   Exclusivity Terms Admin Tool   Make Money No Option Your Comp. Advantage   Who can be Partner Potential Partners Already Partners.   REGISTER

24 links on homepage reduced to 17   This will reduce the clutter / congestion   We need to make several blocks as shown.   For the time being we will not bother about mktg tool   31-10-05

Eliminate this link on home page & add at bottom of page exclusively                 Letus eliminate this link from homepage & add at the bottom of your competitive advantage

What is GR? How does it work?   Partner’s Benefit Revenue Model Revenue Share We don’t compete     User Interface Architecture   Exclusivity Terms Unsubscribe Admin tool   Make Money You competitive advert Differentiate No option   Who can be Partner Potential Partners Already Partners   REGISTER

Canbe checked together       Clear together         These 2 pages to be checked together   Spelling of security is wrong   Can be clubbed under terms   Can we shift to employer side Resume blask Submit resume

Global Recruiter – Employers

Rejji

Clicking on Search Resumes

First takes to – write up Dear Employer Your search criteria

Next Clicking on small link user Interface – Dear Partner when an Employer

Remove 1 altogether

Straight away take to 2, when someone clicks on

-          Employer

-          Post job advt

-          Search resumes

-          Resumes alert Mobile

 

Rejji

Global Recruiter

Resume Alert Mobile Page

Some lines from the write up are  missing

I will need to see my original handwritten draft to tell you which ones. Please show me.

First time RAM SMS ( within 2 minutes of posting your job adct.)

RAB ( Resume Alert Broadcast)

( within 5 minutes of a matching resumes getting posted on any partner website)

 

Hemen Parekh

 

GR

Rejji

Counters Change to SEARCHABLE JOBS                                   Jobs in Hand

Searchable Resumes                                                                       Resumes in Hand

 

I think the link “ Potential Partners” looks too shy/ hidden/ inconspicuous.

This link must be BIG / BOLD / SHOUTING !

Afterall, who is going to visit GR website? Of course, potential partners only after they receive our Greeting card or promotional E mail And the moment they log into GR’s Homepage, we want them to immediately notice the link Potential partners . I think links that should be together ( Form a separate block & diff. Colour) are

Who can be partner

Already Partners ( Partner List)

Register

 

Hemen Parekh

 

Rejji

GR

Who can be Partner ? – Page

Add one more, as shown below

HR managers who wish to set up their son / daughter into online Remitment business ( help them build their career, on the foundation of your Domain Expertise Professional Contacts)

Young Professional

Web Portals

Existing Jobsites

Those Placement agencies who are make capital Letters & Bold.

 

Rejji

GR

Page – what is Global Reemiter?

Why only 2 services made into hyperlink

Why not all five?

From Homepage, delet link HR Loves GR

Since it is already, placed at the bottom of page Revenue Model

However, I strongly recommend that all such links, appearing on various pages are displayed in dark blue colour ( as done in WWj) sothat a visitor lnows that this Is a link and would click. Now he does not even know!

 

 

Dear Partner

Global Recruiter is a NET based webservice.

Its architecture comprises

Applications

These will be deployed on your existing webserver.

Databases

Both the resumes database and the job advt database ( common / central ) will be hosted on our webserver

User Interfaces-

Job Posting resume Posting

Jobsearch

Resume Search

Resume Blast

 

-          Interserver Communication Protocol

-          Operating System

-          Software Languages

-          Firewall / Security

-          Hardware ( server)

-          Web URL ( IP address)

Jobseekers	This site is under construction
	Your service  (all FREE)-will become available from following dates
Jobsearch	Nov. 14, 2005
JAM (Job Aler Model)	Nov. 20. 2005
Post resume Edit Resume	Already ON
Resume Blast	Nov. 10, 2005
Home page

 

 

EMPLOYERS	This site is under Construction
	Your Services will became available from following dates
Resume Search	Nov.14,2005
Post A Job	Already ON
RAM (Resume Alert Module)	Nov.20,2005
New Employer ( Register)	Already ON.
Home Page

 

Rejji

India Recruiter . net

Page / Form – Submit Resume

Spelling of fields is wrong

What is your background terms of –

Black letters on blue background are no good – change background to light yellow

Why leave blacnk / white spaces?

Why not increase the vertical spread of both boxes? Will look much more balanced.

Some pages are very slow to open up! No one will wait that long.

 

Corporate registration

Inquiry box below

Convert into hyperlinks

JAMs ( Job Advt Mobile) / JAB ( Job advt. Broadcast)

RAM ________________ / RAB__________________

Clicking on Submit without giving any details.

No message flashing!

Takes to message “ Thank you for Registration”

Clicking on link Home page takes to some Weird Page!

Clicking on Post Job button not working

Corporates / Advertisers Registration

Dear Employer / Placement Agent ( Headhunters)

Welcome

 

Abhi

Need A Headhunter?

Corporate will post jobs,

Corporates will conduct resume – search

But, even then,

Corporates will need headhunters.

Almost always for their senior level vacancies.

Because, HR mgrs. Know that

Senior manager do not post their resumes

Senior Manager do not bother to conduct a jobsearch  on job sites or even bother to look-up ASCENT / HeadStart etc.

Hence, HR managers have to conduct some or other Headhunter ( in some one or more cities) to carry – out headhunting. This remains a fact of life and a strong SECTOR / NICHE of recruitment industry.

Conclusion:

Many HR manager are all the time on look out for good / reputable Executives search forms.

But,

These HR managers may not have heard of jobnet directory. Or even if they have a copy, it may be hiding somewhere needing hours to find. And when found , it may be Edition 3 !

I strongly feel that making jobnet Directory available to Employers on Global Recruiter / Partner website, would be a grat value-added service. This features is not available on any jobsite!

Why?

Because Monster / Naukri etc. consider, Executives search Firms as their competitos!. They think that if HR manager have easy access to placement agencies, then they will post fewer job.advts! That means fewer resumes! That means still fewer resume searches & Search subscriptiions. A Viscious Circle!

But, at Global Recruiter we consider placement agencies as our “ Collabrators” not our competitors.. if they thrives we thrive.

At Global Recruiter, we also firmly believe that, our main job is to make HR manager life easy and give him ehatever optins he needs.

So, if on HR manager needs to find / contact a placement Agency, we must help him do so – FASTS

We must even enable him to be able to communicate to any such agency fast ( over email or phone)

If an HR manager finds this features on a partner website, he will be tempted to subscribe. Our partner can boast about this features to his potential Corporate Clients.

We will call this Features.

 

Need A Headhunters?

And place this linl on the EMPLOYERS side.

The page will read:

Dear Employer,

We are happy for you to be posting your job – Advts and conducting resume – searches here.

We are even happier to deliver your job advts to matching candidates as JAM Job alert Mobile, SMS,

And equally happy to deliver to you, on your mobile, matching resumes as

Ram = Resumes Alert Mobile

We do, however recognize that, once in a while,

You are looking for a very Senior Exectuices

You do not wish to publicize this vacancy

You are certain that the most suitable candidates are least likely to apply against a published job – advt.

You are clear in your mind that you are not looking for an executives, who is looking for a job!

 

Hence, you want to contact some reputed trustworthy, headhunters and give them a brief / a mandate/ a search assignment.

No Problem

From the tabulation given below, first select the city – then the agency.

When you click on the name of an Agency you will find the contact Data as shown below:

Taken from I Am AGM

You may even email to the concerned Agencies directly from here itself, your Inquiry.

Same From As Job-Advt Posting	HEADHUNTING ASSIGNMENT INQUIRY HAI
	Job Related Info
	Job Title           Job Description                            Posting City   Approx Gross annual                                                                Min Exp (Years) Salary offered
	Man Specification (Ideal----------------
	Employers Contact Details
	Dear Head-hunters:   This is only an inquiry-not a mandate. Please treat with at most confidentiality, even at this stage.   Send year formal offer (proposal by email.

Idea is to enable a HR manager to be able to broadcast his Inquiry to several agencies at a time. This will cut down on his time to frame his requirement again & again & again for each agency – a great convenience indeed!

I have no doubt, many HR manger will use this ( Headhunting Assignments Inquiry) method, to publicize amongst placement agencies, even their.

MIDDLE LEVEL opening!

On our part we must not publicize such vacancies in any manner to anybody. We must learn to keep secret but we MUST store all such Inquiries in a separate database for future analysis / predictiions. It will prove to be a GOLD – MINE.

 

 

Abhi

Want A High Flyer ?

My note need A Headhunter? Was about EMPLOYERS ------in search of -----Headhunters

But the loop is incomplete. Unless we offer a method / means for,

Headhunters -----to search out -----Employers.

(ofcourse, only those headhunters, who are either our Partners or Subscribers)

In General

Headhunters would want to get registered with employers so that, they would automatically receive all senior level vacancy requirements.

Some big employers have a Panel of headhunters ( suppliers), which they have constituted after a through evaluation of the capabilities / experienced background past search assignments executed etc. of each placement agency. In many cases, MD/CEO of placement Agency has to make a PowerPoint presentation to the Senior HR executives of the employer, before getting selected empaneled.

In Particular

Against practice is very prevalent / common in IT / ITES / BPO / Call center Industry.

HR Manager of such a company simply phones up several agencies & gives his requirements (man specification).

Un-interviewed resumes are expected to be delivered to the manager within 4/6 hours!

Interviewed candidates resumes are expected to be delivered within 8/12 hours!

We have 2/3 consultants who have background in IT recruitment. They can tell you more. You have yourself visited one such company with Nirmit or Raju. Time is the Essence.

Speed is the only Competitive Advantage.

With IT/ ITES/BPO booming this situation will get worse & worse. HR Managres will go crazy. Pressures will become unberable.

So, ofcourse, they will, more & more resort to announcing their middle or even junior level vacancies to 750 placement agencies, using feature “ Need A Headhunters?’

But Google’s R & D dept. says,

One thing we learned while building Google is that it is easier to find what you are looking for it comes looking for you.

So, a HR manager who posts his job-advt. thinks

“ I hpe, besides some suitable candidates, some placements agencies also, see my requirements in real time ( pronto) and start emailing suitable resumes.

So he logs in and fills – up Headhunt Assignment Inquiry.

But, this is still One way traffic. Like Google R & D dept, we must create a Two Way traffic.

Traffic from Placement Agencies – HR managers.

We want –

·         Placement Agencies to come to know about requirements of Employers without having to conduct a Job search to find out which employer has posted what new jobs, during last 24 hours. And then

·         Enable / Employer these placement Agencies to Proactively push the suitable resumes from their own / private resumes database from their own / private resumes database against each of such fresh openings.

Let us offer this ( features) as a BAIT to the placements Agencies – who decide to become partner of Global Recruiter to agree and upload their Private database of resumes on GR.

We tell them:

Dear Partner Placement Agency Owner:

What good is all those thousands of resumes lying on your hard disk?

You cannot search them because they are unstructured text form.

Gold out of the goldmine on which you have been sitting for years!

There is no way, you can unlock this money-bank on your own.

There is no way, you can ever see a steady stream of Account Payee cheques arriving on your table, on your own.

But you can with our help.

And without having to share your revenue wit us!

When you –

·         Become a partner of global Recruiter and

·         Upload Your resumes onyour own websites

 

We will

·         Match these with every new job advt getting posted on all partner websites

·         Forward all matching resumes to the concerned employers ( jo advertisers) under your name ( within minutes)

·         Automatically send you copies of ouremails so that you may follow up with the concerned advertisers to collect your cheques.

 

In case of any questions, please free to phone me

Abhinandan

 

 

23-10-2005

Abhi

LEVERAGING PAST

Over the years, we have developed some very interesting tools- one of which is Ad compose.

Deepa used it extensively during project Manhattan, to re-compose ( re-cast) download job advt from one websites and then upload it on another websites. At that time the objective was to get as many resumes as possible. Over 6/8 months, we got may be 60000 resumes. It ( the Ad compose / Manhattan) did, serve its purpose.

Later we installed this tool, on the desktops of some of our consultants, so that they can compose ( offline) a job advt and then upload it directly auto Monster / Naukri etc. for which we had taken Post Jo subscriptions.

I don’t know, if anyone still uses this.

But sometimes back , Nirmit spoke to me about this tool.

During ERA meeting at Hyderabad a few months back, he found that one of the biggest hassle faced by ERA members, was to upload their job advts on multiple jobsites. It was a tedious / time consuming process. They were all looking for a tool like Ad compose which will enable them to

·         Compose Advt. offline then

·         Upload it on multiple jobsites at one go.

I believe some American jobsites have a features , whereby when you post your vacancy on that jobsites it gets automatically & simultaneously, hosted on a no of other job sites.

This means,

·         Job Post Forms of all jobsites have been mapped to some common/std/uniform database.

·         All such collaborating jobsites have such an understanding / arrangements / working relationship amongst them.

Global Recruiter and its partners akready fulfill these conditions.

But as far as job advertisers is concerned, it will still have to post job online on Global Recruiters.

Second, Initially ERA members may not have much faith in GR Parents!

They would still want to post their jobs on Monster/ Naukri / timesjobs.

And these biggies are unlikely to become GR partners in near future! ( this is an understatements of 2005!)

Nirmit even suggested, selling “Adcompose” tool to ERA members, for a price!

And why only ERA members? 70+

Why not all 750 placements agencies?

Who post between them, some 70% all job advts on major jobsites.

And why not to some 5000 corporates end – employers themselves, who post the balance 30% of job adcts on major job sites?

For the following reasons why Not

We are poorly equipped / staffed to market will need 2/3 full time persons.

We will need co-operations from Monster / Naukri / times jobs.

Even though such a convenient Tool may expand the size of the market job posting subscription market, these biggies may not co operate.

Before we can sell the idea to job advertisers we will need to do some very hard sell to big jobsites.

Adding each new jobsites ( to the tool), may mean a Newer Version.

Version control & repeatedly selling new version is a totally different ballgame, requiring a lot of manpower resources.

Just selling ONE Recruitment Convenience Tool cannot become a viable business in itself! We need to get into the business of “ E – Recruitments solution Provider”

That too offline tools ! – not our cup of business.

BUT

To begin with we can offe to Job posting subscribers of GR a partial solution in the form of Offline Adcompose Tool”

Which they can download for free from any partner website.

Then, even distribute it across their entire Organization.

From each organization – subscriber any no. of people can compose job advts and then upload on GR partner members website from which they had downloaded in the first place.

I suppose this may not be too difficult we have done it in the past – www.agencyforms.com of TATA? Also partner websites of 3P Jobs!.

Corporate HR chief, who do not wish to authorize enable many people in their organization to be able to log into GR / Partner website, may like this partial solutions.

Buit then, if Deepa was able to upload jobadvts on Monster / Naukri etc. why cannot same be done by

·         ERA members

·         750 Placements Agencies?

·         5000 Corporates

Let us give it away FREE! So no obligation to maintain/ answer. Let them upload millions of jobs on Monster / Naukri & partner websites too of course!

 

 

Abhi

After a lot of trial & error I could install this software at my resi. But no results display even I typed Jobsites + India or Jobs!

May be& don’t know how! But, you must try. Could this have any application in Global Recruiter? We do ask HR managers to enter Keywords for resumes search and likewise ask candidates to enter keywords during job search!

Jobsites are also meeting platforms for Buyers ( Corporates) & sellers Jobseekers. If corporate HR managers use wrong different keyword, then the items i.e. undiscovered. Same with candidates failing to use the right keyword for a job search. Otopy reminds me of www.virtualthesaurus.com

Which also uses the concept of related words to help the searcher Zero in quickly on what precisely he wants. In the beginning he may not be able to correctly describe what he wants.

 

23/10/2005

Abhi

This is a fascinating article in a manner of speaking wwj & Global recruiter are web Mash ups – except we did not know the jargon well enough to say so!

But taking inspiration from this article and knowing that we are on the right path / correct direction future trend let us do the following Once GR gets launched that is of course priority No.1):-

Modify & upload our HARVESTER tool on GR / Partner websites, under employers SIDE. Employers HR manager wants to search out senior executives on their own first and then tell the headhunters go find me a candidate out of A B C D etc. Employers (who are subscribers), should be able to add any new magazine / publication and website? On their own to HARVETER.

And when an HR manager finds 50 good senior executives using Harvester, he will fill in full data online, over the next few days or he will ask his necessary phone calls to those executives find and fill in Contact Data box. So, HR manager will share his Harvester search result links with his favorite headhunters . The data about each candidate, initially discovered by Harvester will build up gradually / incrementally over a period of time, through online collaborative working by the employer and the headhunters.

In the process, in the background we will keep building up a huge non-member database.

You built Harvester as a Mash up using Google’s search engine.

 

19-10-2005

Abhi

Partner Websites of Global Recruiter

I have added a few more clauses to the “ Terms & Conditions” on GR. One of these clauses, says (not exact wordings)

We ( Global Recruiter) are NOT a party to any dealings ( financial or otherwise) between a partner and its corporate clients, The partner absolves us from any & all liabilities that he may create thru his dealing with his clients. We are not responsible / accountable for any promises / commitment made by a partner to his clients potential clients.

A partner is Not an agent dealer representative of Global Recruiter nor shall he project himself as such while dealing with his clients. A partner project himself as such.

This is fine as far as would be partners are concerned.

And obviously these Terms & Conditions will be read only by would be partners. They are the only ones likely to visit Global Recruiter.

A corporate employer Job advertiser, himself is unlikely to ever visit Global Recruiter and take the trouble to read find out the exact legal relationship between Global Recruiter & a Partner.

Now consider a scenario where a partner

·         Misrepresents himself –

(represents himself as an Agent of Global Recruiter and authorized to collect subscriptions on behalf of Global Recruiters)

·         Sets up a temporary website

·         Collects a few lakhs of rupees from gullible unsuspecting corporates by way of annual subscription.

·         Shuts down his websites & disappears ( Vanishing act) in thin air.

 

OR

At a much less damaging level, his webserver repeatedly crashes and fails to deliver the desired services to his corporate clients.

 

 

 

In both the cases, Corporate Subscribers are likely to approach/confront Global Recruiter! – with damage claims – with refund claims etc.

What can we/will we do?

Of course, what we will do is to point out the “Terms & Conditions” on GR which the partner had “accepted/agreed to.”

We may even succeed in convincing the very unhappy corporate that we have nothing to do and that we are not liable/responsible for any breach of promise or for any “failure of service” or for any commitments that the partner may have made to them.

But,
we may not be able to repair the damage to OUR reputation, brought about by an unscrupulous partner!

Coming to think of it, it is even conceivable that some of our big competitors may even encourage some unscrupulous persons/parties to come forward/become our partner and then SPOIL our reputation!

Certainly! Here's the text extracted from the second image:

In an all-out war (for supremacy in online recruitment market), jobsites who have made HUGE investments and whose existences are getting threatened, could well resort to such tactics!

If they cannot defeat you in a straightforward contest of
▻ Superior technology
▻ Superior “Business Model” (network of jobsites)
▻ Superior “Delivery Model” (JAM / JAB / RAM / RAB), etc.,

then, they could very well resort to some “unethical” means!

They are unlikely to give-up / give-in easily.

And we have no time / effort / money to checkout / validate / verify the credentials / professional standing of our would-be partners, from far corners of India.

All of these, brings us to one conclusion:
▻ Without in anyway offending our would-be partners, we must bring to the notice of corporate subscribers directly and forcefully that the partners do NOT represent us and that the partners do NOT

Sure! Here's the extracted and cleaned-up text from the image you uploaded:

In an all-out war (for supremacy in online recruitment market), jobsites who have made HUGE investments and whose existences are getting threatened, could well resort to such tactics!

If they cannot defeat you in a straightforward contest of:
▻ Superior technology
▻ Superior “Business Model” (Network of jobsites)
▻ Superior “Delivery Model” (JAM / JAB / RAM / RAB), etc.,

Then, they could very well resort to some “Unethical” means!

They are unlikely to give-up / give-in easily.

And we have no time / effort / money to check out / validate / verify the credentials / professional standing of our would-be partners from far corners of India.

All of these bring us to one conclusion:

▻ Without in any way offending our would-be partners, we must bring to the notice of corporate subscribers directly and forcefully that the partners do NOT represent us and that the partners do NOT...

Sure! Here's the transcribed text from the handwritten page:

...share any of their revenue with us and that, our “webservices” are given to them absolutely free-of-cost and in good faith and without any service-delivery obligation.

We have to directly advise the Corporate Subscribers that any contract/agreement/transaction between them and a partner, is NOT binding upon us.

With the foregoing in mind, I have drafted/enclosed
“Terms and Conditions”
which, I suggest we make a part of the
Corporate Registration Form (Inquiry Form).

Unless an Inquirer clicks on these terms, his “Inquiry” cannot be submitted!

We may even consider a link on “Employer” side.

(Sketch of a webpage layout with a "Terms" button is drawn at the bottom)

[Signature]
19-10-05

Sure! Here's the transcribed text from the handwritten page:

Terms and Conditions
(Governing Subscription To This Website)

🔹 I am keen to take a subscription on this website for jobadvt posting / resume search and other services.

🔹 I understand that this website is a member/partner of Global Recruiter.net and has, in turn, accepted the Terms & Conditions, governing its membership of Global Recruiter Network.

🔹 I understand that Global Recruiter.net provides free webservices to this site on the basis of a “Best Effort” basis. I further understand that Global Recruiter.net does not promise/guarantee a fault-free webservice to this site nor assure any pre-agreed “Service Level”.

🔹 I understand that this website is not an agent / distributor / dealer / representative of Global Recruiter.net and therefore, does not claim to speak/promise on behalf of Global Recruiter.net, nor authorised to make any commitment on behalf of Global Recruiter.net.

🔹 I understand that the subscription-pricing-policy of this site is not guided/dictated/influenced by Global Recruiter.net, nor are such subscription-details made available to Global Recruiter.net.

Certainly! Here's the transcribed text from the handwritten page:

🔹 I understand that Global Recruiter.net is not a party to the “subscription-pricing” of this site, nor does Global Recruiter.net receive any share of the revenue accruing to this website, from its corporate clients.

🔹 I understand that the common/central database of jobadvs & resumes is the Intellectual Property of Global Recruiter.net, irrespective of the original source of such data. It is with a view to acquiring absolute and sole ownership of such data, that Global Recruiter.net provides free webservice to this site.

🔹 I shall not hold Global Recruiter.net responsible/accountable for any of my dealings/transactions/contracts/agreements, with this site and for any failure on the part of this website to fulfill the terms/conditions of any such dealing/transaction/contract/agreement.

🔹 Any financial/commercial deal reached by me with this website is strictly between me and this website and I understand and accept that it does not concern Global Recruiter.net in any manner whatsoever. I further undertake not to involve Global Recruiter.net in any dispute/litigation arising out of any deal/contract/agreement reached between me and this website.

Certainly! Here's the transcribed text from the handwritten page 3:

🔹 As a result of my agreement/contract with this website, I shall lay no claim on Global Recruiter.net for any sums of money that I may have paid to this website, nor allow/enable any third party to lay such claims.

🔹 I absolve Global Recruiter.net from any liabilities (financial or otherwise) in case of any dispute with this website.

🔹 In the event of this website closing down/ceasing to exist, for any reason what-so-ever, I shall claim no relief/benefit/succour/damage-redressal etc., from Global Recruiter.net. If I have any claims in this regard, I shall pursue the same, only with the owners of this website.

 

 

Abhi → Rejji
13-10-05

RAM → RAB → RAS

When a corporate posts a job advt. on any partner website of Global Recruiter, following will happen:

---

No. 1
Software will match the job-criteria (= Resume Search Criteria) with all the resumes lying in the COMMON database, find the matching ones and send RAM SMS to the HR manager concerned viz:

Dear [], we have found [] no. of resumes, matching your vacancy [_].
To download (@ Rs.10 each), send SMS,
RAM <123456> on 646.

(RAM)

---

No. 2
If the concerned HR manager actually sends such an SMS, software will email those “matched” resumes and make appropriate entry in the ADMIN TOOLS of:

🔹 MSP Concerned
🔹 Partner website concerned
🔹 Corporate Advertiser concerned
🔹 Global Recruiter

No: 3
Thereafter, as each new resume gets posted on any partner website and arrives into COMMON/CENTRAL database, it will be matched against all/pending/live/open job-adverts.

If a match is found against any of these job-adverts, a RAB SMS will go out to concerned HR mgr. enabling him to contact the concerned jobseeker on his mobile and conduct telephonic interview.

Since there is no “mobile-originating (MO)” return SMS, we will not earn any revenue-share. Of course, concerned MSP will earn quite a lot of revenue thru telephonic interview. I want to use this (ARPU) feature as a “bait” with which to convince MSPs to offer RAM/RAB Service.

Since we will NOT make any money from all subsequent RAB SMSes, we will send such RAB messages ONLY TO THOSE HR MGRs, who have downloaded resumes originally against our FIRST RAM message (where we get revenue share).

Real life scenario would look like:

(There’s a diagram with “P = Partner websites”, and GR in the center with arrows pointing to/from Ps. Separately, there's another cluster labeled “Non-Member Jobsites” with examples like Monster, Naukri, Timesjob.)

RAM/RAB leaves out any "match-making" of a corpo. subscriber’s job-criteria
with resumes lying in databases of NON-partner jobsites. These resumes are “inaccessible” to Global Recruiter.

But,
we have “Resume-Search” subscriptions to Monster/Naukri etc. We can also subscribe to some other jobsites, which have large/relevant resume databases. NO problem.

And,
we have also developed “some” software to download resumes from Monster/Naukri/Timesjob etc.

Can we refine / perfect this software and call it

RAS = resume Add Spider?

In theory, RAS would

Ø  Take job critrias of all jobs getting posted on Global Recruiter

Ø  Map them to Resumes search criteria of non partner jobsites

Ø  Log in using our Password / User ID

Ø  Fire a search query using the mapped resume search criteria

Ø  Find matching resumes

Ø  Download

If we could pull this off, in effect we are truly making resume search obsolete as far as corporate subscribers of partner jobsites are concerned!

RAS does the resumes search on their behalf on all non – partner jobsites. RAS becomes their Agent.

In next 24 hours, when RAS has finished visiting ( spidering) all non partner websites and downloaded some more matching resumes, another RAM ( not RAB) SMS will get sent to the concerned HR manager saying,

Dear ___________, we have found, yet another ________ resumes matching your cavancy advt. for___.

To download @ Rs. 10 each, send SMS

RAS < 123456> on 646

 

ONE PROBLEM

It is quite possible that some of the matching resumes that RAS finds on Non – Partner jobsites, are already in Global Recruiter own database since most jobseekers are in the habit of posting their resumes on umpteen jobsites.

This would mean duplication! We must not make the HR manager. Pay TWICE for the same resumes! If such duplicate pay TWICE for the same resumes! If such duplicate payment happens in many cases, he would be furious.

Another Problem

Resumes downloaded by RAS, will have incomplete data – many files will be blank. Afterall, that candidate has not submitted his resumes on GR using our elaborate FORM.

Again there will be no knowledge Profile either ( raw or edited)

Obviously we cannot email to the same HR manager Some resumes with knowledge profile and some without That will reflect on us very poorly?

So, what Do we Do?

We cannot / must not send the SECOND RAM SMS.

What we should do, is to send an automatic email to those non partner candidates, telling them of some very challenging / interesting suitable vacancies that we have and urging them to submit resume, to GR / India Recruiter OR as you have planned send them their user ID/ Password and ask them to login and EDIT their resume on India Recruiter.

 

File Note

Poor villager does not have the address of his favourites celebrity. He also knows that he cannot expect a reply even if postal services ( somehow) manages to deliver his messag to the Big B.

So, why would he take the trouble of writing ? what does he expect to get out of this effort?

Ans:

1.       Hoping against hope to hear from Big B. that would be like a million $ lottery!

2.       Trying to establish that he exists – a question of self esteem

Our plan to introduce in Global Recruiter – Company specific Resume blasting by jobseekers also falls under this category.

File Note:

·         Naukri is already into online Matrimonial so is Timesjobs.

·         Compare this form with submit Resumes form of any jobsite especially Naukri / timesjobs)

·         Barring hatched areas, we can find all the rest of the fields in a jobseekers resumes.

·         So Naukri / times jobs would argue by simply adding a few extra fields to our existing Resumes Form, we would get into Matrimonial matchmaking! We are already in the business of matchmaking of employers & jobseekers. This looks like a natural extension of what we are already doing. Only the Buyer / sellers group changes. This would be a Synergic Diversification of our business. We must make only slight smallchanges in our database / process / revenue model ( how to collect money) from whom ? both parties when? Etc.

But our Business Model remains Same. Even customers ( would be  brides & grooms) also remain SAME ! they are already searching for or would soon search for jobs! I can CROSS SELL both the services. A customer of timesjobs can become a customers of times mari and Vice versa!.

 

Why provision to fill in fo rm offline & post snail mail? Somebody in timesmatri.com would need to sitdown and re enter all data on a PC! Timesmatri can afford. This Problem will remain till internet penetrates small towns.

 

27-09-2005

Abhi – Rejji – Rajeev

Today’s Priority:

In WWJ admin tool ( both ours and MSPs to add a column for no. of MENU JAM message recd ( daily + cumulative). Airtel Advt. may get released today or tomorrow and Airtel ( and us) would like to keep track.

Global recruiter :

We need an Admin tool for us as well as for each partner website. We need to  track ( daily + cumun) for each partner & for total of all websites put together:

NO. of Jobs posted

No of resumes posted

No. of Jobseekers conducted

No. of resume search conducted

No. of Resume Blast incidents ( i.e. no. of jobseekers who used resume blast features)

NO. of resumes blasted (a candidates can send to 235 placement agencies / aggregated)

No. of Apply online from websites (not from mobiles)

No. of corporate subscribers registered.

No. of JAB delivered (Total for all candidates)

No. of RAB delivered (total for all corporates)

Each partner website owner will get to see his own data, to begin with.

If later, we find that many partners are contributing daily, a large no. of resumes & job advts then we will consider showing to each partner, not only his own data but the cumulative aggregated data his own percentages contributions of that total aggregation. I hope this will enthuse him to do more.

Apart from the above for our own need Luse, we need one more data on the ongoing basis viz:

No. of new corporates becoming subscribers on each partner website (daily + cumu) also aggregate for all partners put together.

Even this could be shown to each partner.

26-09-2005

Abhi – Rejji – Rajeev

PRIORITES

·         Resume Blast ( if not already Completed)

·         Creations of all static pages – both for Global Rescruiters & for Strategic HR Websites.

·         Writeup on Architecture ( abhi)

·         Absolutely Clear instructions re: how a partner can join GR. Describer precise step by step sequence that he must follow:

 

Step	Who will do What?
	Would be partner	Global Recruiter ( Abhinandan)
1
2
3
Abhinandan can be reached on 9324505801 / 022 - 56991554

 

Creation of 150 / 200 Fake partner websites ( placement Agencies) not having their own URL

These placement Agencies should be able to click on a hyperlink in my promotional email which will take them to their own respective websites.

We will NOT ask them to Confirm ( that they are agreeable to become our partner)

Remember Asking forgiveness is easier thau asking permission!

If you are not agreeable / if you do not wish to become a partner, then simply UNSUBSCRIBE

And accept our apologies.

Many Airtel subscribers may never see Airtel print advts ( lion / fish etc.)

So they may never send SMS MENU JAM on 646

They might hear about WWJ from friends or see Free press Job Advt summary our own email compaign and directly Register How can they activate their service?

We must populate GR database with 100000 job advts & 300000 resumes and carry out through testing of all features by Saturday / Sunday at the latest. Do not leave any testing beyond Sunday.

Abhi has to finalize RAM / RAB to appear on Recruitments managers handset within 10 miniutes of his posting a ob advt on any partner website. On 5^th oct we will use strategic HR for Dawne to post his job – advt for online demo.

Thru a separate note I have requested you toexamine whether JAM can appear on a jobseekers mobile, within a few seconds of his posting resume / registering on WWJ

If we can pull this off, it would have an electricity effect and registrations will jump dramatically.

Abhi Rejji Rajeev

 

24-09-05

 

Bixee.com

 

I spent some time on this site today. I clicked at the bottom on" India Jobs" and found a very confusing list of links, dozens of them!

 

After a few minutes, I figured on that what Bixee had done was to Search for some keywords" most likely in the in the job-advts,

 

Company Name

 

field

 

Positran

 

Edu.

 

Posting City etc.

 

Then regroup the of these fields. advts. under each

 

So obviously, same advt. got "regrouped" again & again, under more than one field. Hence if you click, you may find same advt under several links

 

Not only this is a lot of duplication but it makes entire jobsearch extremely time-consuming / frustrating.

 

Let us examine, how many different ways, do Bixee Organize/organize its job-advts

 

Here is a (lased quick superficial finding pages enclosed):

 

Industry wise

 

Trade Wise

 

Function wise

 

skill wise

 

Edu- Quali. wife

 

Co-Name wise.

 

Geography-(City) wife Designation-Level wise S

 

SEARCH PARAMETERS

 

I would say Bixee's are quite noble! intentions"

 

They know that they don't know, how a particular jobseeker will "approach" the jobsearch.

 

Anybody's guess!

 

It is obvious that a job can be (and should be) searched using any of the above-listed 8 parameters.

 

Each jobseeker has a different set priorities/important/ weightage, as far as these 8 parameters is concerned.

 

____

Today, he is interested in a particular "INDUSTRY (above everything else)

 

Tomorrow, it is the "(FUNCTION) which becomes most important to him.

 

And day-after-tomorrow, he is hung-up on jour located in a particular [CITY only

 

And next day, he does not want to look at any jobs below the DESIGNATION-LEVEL of General Manager.

 

So, not only does a jobsearch starts using different SEARCH PARAMETERS, for thousands of Candidates

 

But

 

even for a same candidate, the search Could start using different SEARCH-PARAMETERS on different days

 

JOB SEARCH DESIGN

 

So, a good should enable a jobseeker to

 

Enter using any GATE (Critevia)

 

Narrow the Search using Successive GATES (criteria).

 

Today almost all jobsites, require "entering" all Cor most) search-criteria. so that the search-engine applies all entered criteria Simultaneously"

 

of course, this has great advantage of quickly narrowing down the search-to a few (manageable) no.

 

But to process a jobseeker the "background" of this remains UNEXPLAINED-a MYSTERY

 

But when he starts with just ONE Criteria, Sees

 

▷ "4396 matching jobs found

 

To harrow down apply one more

 

Search-criteria

 

and then affixes the next criteria and se

 

▷ 4396 hawkweed down to 2385 matching both criteria

 

To how further, apply one more

 

_—------

5/

 

so on & so forth, till he clicks [DISPLAY)

 

But who has the time and Why

 

would anybody wish to go thom such

 

a tortuous/painstakingly slow process?

 

I dont know whether any jobseeker. would enjoy playing Such GAME!

 

But on 3pjols. we did dragolay jobs

 

4 Citywise

 

4 Ind wise

 

4 Function wise

 

also thom MAGIC CUBE Search.

 

I believe, even our on Reermit Gum.com, Resume Search is SEQUENTIAL.

 

Biee India Jobs

ABAP jobs           269

Analytic jobs      87

BCA                        347

BPL                         2

B Technology      347

CAM                      58

Call Centre          596

Chemist                92

Citybank              3

Defense                14

Diploma               2410

Engg                      580

Freelance             21

GOI                        2

Godrej                  17

HDFC                     5

IBP                         1

Innovative           981

Intel                       162

KPO                        23

Lighthouse          4

Media                   564

Mindspring         ?

Network              1819

Operator              410

Overseas              384

Public relations96

Relationship       433

 

GEOGRAPHY – WISE

·                     VERSEAS

·                     NATIONS

·                     City A

·                     City B

·                     City C

·                     British

 

DESIGNATION LEVEL

Manager

Supervisor

 

Bixee – Company Name Wise Jobs

 

BPL

Citibank

Godrej

HDFC

IBP

Innovative

Intel

Lighthouse

Minddspring

Snorg

Statebank

TCS

Yahoo

BHELCCNP (?)

HAL

HUTCH

Indigo

Integra

Microcontoller

Zee

Govt of India ( GOI)

Codelinks (?)

 

EDUCATION QUALIFICATION WISE

B Tech Diploma Freshre

PHD

B.Com

M.Tech

Trainee

 

KEYWORDS WISE

Dayshift

Mobile

Summer

 

Bixer Functionwise

Analytics

Public Relations

Relationship

SCM

Treasury

Audit

Operations

Purchase

Reservation

Retailing

Sales

Secretarial

Marketing

Outsourcing

Research

Architecture

Design Business Development

Recruitment

Security

Teaching

 

SKILL WISE

Network

Operator

Scripting

Transcriptions

Unix

Chip

Developers

EDA

Enterprises

J2ME

Laboratories

MQ Series

 

23-09-2005

Reji – Rajeev – Abhi

HR love GR!

This is an extension of my note (18/09/2005) what Do we wants?

As compared to Monster / Naukri, GR Has many fantastic features and we want our would be partner website to come to know about these features.

By reading these features would be partners can be convinced that if they sign up as a partner they can compete against all the other jobsites!

By reading these features, would be partbers will feel confident to be able to convince the local corporate employers to ditch Monster / Naukri and subscribe to that partner. Now they know they can use this UNIQUE features clearly contrasting with Monster/Naukri in their Sales Pitch.

See enclosed comparative Tabulation. If I have missed out any features please add. Then upload this page on Gr. With some modification same tabulation could also be displayed on a partners website. Then be can just email that link to a thousand corporates requesting them to Click & Look up.

 

11-09-2005

Abhi – Rejji – Rajeev

How can we Help?

How can we help Potential partners to makeup their mind to join Global Recruiter?

In my earlier notes, I have suggested creation / hosting of

Tariff charged by various Jobs sites – a tabulation of 20/30 leading jobsites. I have requested CMT to compile this data by next weekend.

This will be a static page.

This tabulation will guide the GR partners in fixing their own tariff to remain competitive.

Who is advertising where and how much?

This will be a tabulation of 49300 corporates (including placement agencies) who have advertised on Monster / Naukri/job head, during last 6 months.

Obviously, we cannot have one long drop list of 49300 companies (advertisers).

My suggestion is to display it as follows:

Step 1

GR Partner will click and select ONE city from a drop list ( only one city time)

But it is possible that Metros like Mumbai / Bangalore / Chennai / Delhi, may have 2000 / 5000 job advertisers. It is not possible to have a long droplist of 5000!

Step 2

Now, Partner will select a alphabet A-B-C-D ………………………….X-Y-Z

And click

This will display those advertisers – names stsrting with that alphabate.

Suppose, even this list is too long ( for quick loading)?

Step 3

Display 50 advertiser – names at a time, with Next button or 1,2,3,   next at the bottom.

The company – names must be arranged in the descending order of the No. of Job-advts posted during last 6 months.

Earlier note, shows display as

Sr. No	Name of Advertiser	Total Job Advt	Hosted On
			Monster	Naukri	Jobs Ahead

 

Idea Behind arranging CITY WISE display is simple.

Each GR Partner operates from a given city.

He has influence / reach with local companies, if it is an existing website.

If he is a New Entrant in online recruitment, he has no clue as to who ( which local companies) he should target for subscriptions.

If he knows such local ( advertising) companies, he can go and meet them and convince them to change over from Monster / Naukri to GR.

Armed with

Data about how often that company has advertised in the past 6 months and on which jobsites.

Data about what tariff are being charged by 20/30 leading jobsites,

Argument as to how / why advertising on his websites is a far superior ( costwise / timewise / fantastic feature wise) than advertising on Monster / Naukri etc. he has a much better vhance to win over local clients.

Since this tabulation is arranged in descending order of job – advts released, GR partner will also get to know, who/ which companies. Rarely advertise ( lowest no. of ad.) ( poor consumers)

Obvionsly, Monster / Naukri are not much interested in such companies. For them, these “Occasional” advertisers are “C” category ( least paying clients)

Hence, GR Partner can target such companies – by offering them FREE job advt. posting for 3 months!

Such a FREE Introductory offer may prompt these companies to atleast TRY OUT GR! Companies to heavy advertisers, such “Light” advertisers are much more likely to experiment by even posting some Trail Baloon ( fake) advts without real vacanicies!

And if this gambit succeeds ( they have nothing to lose and everything to gain) they will become permanent converts to GR!

In course of time, from DCA ( Dept. of company Affairs) CD of 6,30,000 company database, we will even provide to each GR partner, a list of companies located in his town/region as follows:

City			region
Sr. No.	Name of Company	Postal Address	Industry	Email	Phone
					Sometime available

 

We have already mapped DCA Ind= 3P Ind. Name

Most of these companies are likely to be small business / traders / shops etc.

Most of these small business

·         Do not know existence of jobsites

·         Do not know that they can advertise their vacancies on such jobsites

·         Do not / may not have internet connection (even if they have a PC)

·         May have occasionally advertised in local newspapers.

 

One of our ( GR) goals is to reach out to such 500000 small companies. To get them to start advertising ON-Line.

These companies are currently NON-Consumers” ( as far as online advt. is concerned) Monster / Naukri do  not care for these Bottom of Pyramid.

Customers and do not try to reach them. It is expensive to reach them directly.

But, GR can reach them easily and without incurring any marketing effort / cost of its own, if GR has 200 local jobsites / placement agencies as its partners.

The third page (interactive) to be prepared uploaded is MARKETING TOOL

I have already earlier, sent to you a concept note on this.

Thru this tool we want to go beyond merely making available DATA, to our partners. Thru this tool, we want to take-away any excuse that a partner might have. We want him to start marketing himself proactively and NOW and help him do that. Of course, not all ( 100? 200? 50?) partners may send EMAIL Proposals to all ( 49300) job advertisers, using our Marketing Tool.

But even 50 partners, each send email proposal to 5000 corporates, that makes 250000 proposals!

Enough for these 5000 companies to become curious / interested enough to look up a GR partner website and discover the unique features of RAM / RAB so, before launch these 3 pages are a must.

 

13/09/2005

ABHI

Why people don’t apply?

Our guesses could be:

They are not getting enough job – alerts. = Quantity

They are not getting relevant job-alerts = Quality

They have not filled in their job pref. properly = Lack of clarity

They are not really looking for a job Want alerts because these are free = Lack of seriousness

Unless we find the real reason, we don’t know what corrective steps to take and each fellow may have a different reason!

While it is a good idea to upload the Jobseeker Feedback/ survey form on WWJ, our true/quick feedback can only come from the 312registred jobseekers to whom we are sending alerts for the last 6 months. Response rate of 2.27% and find out the response % of each of these 312 then phone / email and ask them their reasons. These actual users feedback ( spread over last 6 months), will tell us where we are going wrong!

 

Month	Job Alerts Sent	Apply Online (No.)
FEB
MAR
APR	810	45
MAY	265	72
JUN	633	71
JUL	1586	39
AUG	5496	23
SEP	2365	4
TOTAL	11155	254

 

Avg. response Rate = 254/11155 = 2.27%

 

ANALYSIS OF APPLY-ONLINE RESPONSE

Sr. No.	Name of Candidate	City	Phone (Mobile)	Email - ID	Alerts sent since April 2005	No. of Apply Online	%
1
2					Arranging list in descending order
3

 

 

Draft email for sending to 312, person who have registered on WWJ

Dear Name,

JAM = Job Alert Mobile

Thank you for registering on World-wide-jobs

We have been sending you job-alert SMS whenever we come across any job advt which matches your declared Job preferences.

Our records show as follows:

NO. of Job Alert SMS sent………………

No. of times you Applied____________

( JAM < Jobcode> Shortcode)

 In the background of above-mentioned statistics, we would request you to let us know,

·         Whether we are sending you enough no. of job alerts ( quqntity)

·         Whether job alerts being sent are matching your job -preference ( Relevance)

Please feel free to send me an email phone me on 9324505801

Unless we know the real reasons behind your occasional “ Apply Online” SMS we would not be able to serve you better.

Ofcourse nothing would make us happier than to know that you managed to get your Dream job, after the very first “ Apply onlie” SMS! If that happened then JAM would have fulfilled its mission.

In either case, I would appreciate if you can spare a couple of minutes off your busy schedule to phone me.

 

With regards,

 

Abhinanandan

9324505801

 

Encl: - Feedback Survey Form

 

13-09-2005

Abhi – Rejji – Rajeev

Now!

Concept of Global Recruiter is not easy to grasp in a few minutes and since most people can grasp only one thing at at time ( in small bits) , we have tried to explain the entire concept thru a dozen pages/ links. Fortunately, most are descriptive / static pages.

But I felt we need one page where we summarize all the features/advantages of GR. A personal can choose to first read thru this summary and then visit corresponding individual pages.

OR

He could have first gone thru individual pages before clicking on Now. This page will then recap ( recapitulate) what he has already read earlier.

The order ( of reading) is not important.

Thru page ( now), we want to give an overview of GR to a potential partner. We may even provide a hyperlink to this page in some of our promotional emails, inviting would be partners to join.

PS: Provide on mktg Tool page a link to Now page. Call it help ( instead of Now next to Message Box)

 

 

 

Sep 08,2005

Abhi Rajeev Rejji

Innovation Methods

Enclosed Find,

A page from a recent issue of business Week

A Tabulation comparing JAM with IPOD.

Business week has identified 10 area / aspects in which  a innovation can innovate. BW claims that, ipod has excelled in 7 out of these 10 ( circled in tabulation).

As far as JAM is concerned only future will tell whether we have done a good job ( of innovating) or not.

But similar to ipod, our weakness are also

Enabling Process – core Process

Which any competition can copy  / Improve

If global recruiter success, it will dramatically reduce our dependence on (downloading monster/Naukri etc. and replace this core process.

Again, if we succeed in tying up with all MSPs first before a potential competitor takes notice, then we would have raised entry barrier for competitors.

 

Rajeev → Rejji → Athr
06-09-05
GET READY
In Reemtyum.com, we developed
FUNCTION PROFILES ![graph sketch]

For each candidate (3 profiles with percentile).

These were based on
FREQUENCY / WEIGHTAGE of keywords
found in his resume.

As soon as keywords got extracted from any given resume:
▻ these keywords were added to the
"Keywords Database"

▻ frequencies were re-calculated and
new "Weightages" allotted to each
keyword in the entire database.

For sake of simplicity / convenience /
reducing processing overhead,

may be, we carried out above-mentioned
process
→ offline
→ after every 500 / 1000 resume-extractions

Then uploaded new weightages ONLINE.

We did not (I think), do this process dynamically / online.

And doing it offline after every 1000 resume-extraction, was "good-enough".
The accuracy of the graphs (percentile) did not suffer much, since we were processing thousands of resumes.

The process was SEMI-DYNAMIC
but certainly not STATIC.

The frequency and weightages were certainly changing – although, maybe once-a-week.
And, over a period of time, the FUNCTION-PROFILES were getting better and better.

Now let us turn to World-Wide-Jobs.

Here we decided not to plot FUNCTION PROFILES – at least for a few months.

BUT
we decided, that we WILL extract the keywords from each resume and put these in a box and call it

KNOWLEDGE PROFILE.

This is the first step.

Here is the text extracted from the second image:

We felt that at this early stage, if we were to develop and display the full
FUNCTION PROFILES,

▻ Candidates & HR mgrs may not understand what are these profiles and how are these developed and how will these help them etc.

▻ These profiles might raise a lot of controversy and even confusion!
Some may think these are SUPERB and some may think these are STUPID!

Especially those candidates whose percentile-score comes out poor,
may not want HR mgrs to even see these profiles! Natural.

As against this, the KNOWLEDGE/PROFILE box is very simple to understand and free of controversy.

We are simply picking out the keywords from a resume and putting together in one box.

We are not "interpreting" these keywords (as GOOD or BAD). We are not making any VALUE JUDGEMENT. Let HR managers draw their own conclusions!
So no controversy, but big convenience.

Here is the text extracted from the fourth image:

While this is a sensible approach (to stay clear of any controversy) for the time being,

in the long-run (say 12 months from now), we will introduce FUNCTION PROFILES,
both in World-Wide-Jobs and Global Recruiter.

We must NOT forget this long-term objective.

In 6 months, some smart guy will figure out a way to extract keywords
and construct a box — and call it SKILLS PROFILE.

Please be rest assured that within 6 months of launch of Global Recruiter, leading jobsites will try to catch up with us.

And if they do, we must immediately launch FUNCTION PROFILE graphs, to stay one step ahead of competitors.

This being our strategy on Global Recruiter (or any partner website), as soon as you extract keywords, you MUST also
→ add to keyword database
→ recalculate frequency/weightages, even if OFFLINE.
This process must go on.

06/09/05

 

Rajeev-Rejji – Abhi

Market Data

( to market Global recruiter)

·         WWJ will make money (JAM-JAB-RAM-RAB) if partner websites of Global Recruiter make money (They will become partners and continue to remain partners, only if the make money)

·         They can make money only if they can convince corporate clients t become their subscribers

·         In the first place for them to deeide ( whether to become a partner of GR or not), they must know that there is a Huge / Lucrative market

o   For online Jobposting

o   For online Resume search

·         So the questions going thru the minds of ( would be / potential) partners are:

·         How many competing jobsites are there? ( COMPETITIORS)

 

How Many job-advertisers are there? ( Customers)

Where ( which cities) are these customers located? Are they located in my city-region, so that I can go talk to them?

How often do they advertise?

Where do they advertise?

What do they pay for advertising?

 

If would be partners do not get/ find satisfactory answers to these questions, then. They are unlikely to join. But on the other hand they findencouraging answers and that too, Immediately then they will join quickly and in large numbers.

But, answers to these questions are difficult to find

Almost impossible to find.

 

Neither Monster, nor Naukri nor any market-research firm can find these answers without spending many months of effort and many lakhs of rupees!

Monster/Naukri will never give out their confidential/private (financial) data to any third party (no. of customers / tariff / no. of advts posted in any given period etc.).

And trying to compile such data from thousands of Corporate job-advertisers – spread all over the country – is impossible.

But,
we have most of this data – and therefore – most of the answers!

See Annex A.

We have been downloading job-advt from 3 jobsites (only) for last 18 months.

So, we already know
→ WHO is advertising (Company)
→ WHERE (which jobsite)
→ HOW often (frequency of posting jobsitewise)

 

As far as PRICE / TARIFF (both for job posting & for resume search) is concerned, we can request Mr. Thakur to send out emails to some 20/25 major Indian jobsites, requesting them to email their "OFFERS / PRICES".

Then tabulate these.

We have already planned to provide such a "TARIFF" tabulation on GR under link
"COMPETITION PRICING"

Now, we have to add one more page (static or dynamic?) on GR called
"YOUR MARKET SIZE"
which will be Annex A.

This will give a would-be partner a clear idea of
ONLINE RECRUITMENT MARKET.
Now, he knows that he can go out and sell "subscriptions" to corporates (in his city/region) who are currently advertising on Monster / Naukri etc. If he puts in effort, now he can make money!
We have already planned a "Marketing Tool" on GR. With this "Market Size" & "Tariff", we must ensure a large no. of partners.

(Signed)
08-09-05

 

 

Unique Job Advt Downloaded

Jan                         30478

Feb                         101327

Mar                        78048

Apr                         72579

May                       18360

Jun                         50764

Jul                           46829

Aug                        46934

Sep                         10559

 

Jan- May – distinct (mails are)     :               35867

Jun – till date                                      :               22773

 

03/10/2005

Abhi – Rajeev – Rejji

Permutations & Combinations

Resumes

Prelaunch starting database                         3 Lakhs

Postlaunch

·         Daily download from Non-Partners ( Structural Resumes)

Postlaunch

·         Daily resumes posting on partners jobsites ( structured & with job pref / mobile no.)

 

Job Advts

·         Prelaunch starting database – 50000 (last 30 days download)

·         Post Launch – daily download from Non – Partners – 2500 per day

·         Post Launch – Daily job posting on Partners websites by their corporate clients ( contain Recruitment Manager’s mobile + reusmes Pref.) – 200  per day

 

In enclosed matrix, I have tried to examine various combinations of

·         Job Advts.

·         Resumes

 

Where i.e. in case of which particular combination), it is possible to generate & deliver JAM / RAM

Where it is not possible to generate JAM / RAM and why? Ofcourse, I may have overlook some, not so obvious reason.

From this matrix, following conclusions emerge:

Prelaunch database ( either of job advts or of resumes) from Non- Partners websites ( Monster – Naukri – Jobsites) Is not going to help much in generating JAM/RAM

Generating of JAM / RAM and even JAB/RAB can only

i.e. jobs & resumes getting posted on partner websites, because

·         Jobs & Resumes will be Structured

·         Jobs will contain

Resume Pref.

Recruitment Manager Monile no

Resumes will contain

Resume Pref.

Recruitment Manager Monile no

 

So, let us stick to right hand bottom corner only, and not waste time / effort to match any other combination.

Ofcourse, daily downloading of job-ads must continue to sustain / grow WWJ

But why download 1000 resumes / day from Monster-naukri etc. even if these are Structured?

These cannot be offered for Resumes- search on partner websites, since these do not show

Industry

Design Level

JAM cannot be sent to these 1000 jobseekers because , even through structured, these resumes do not contain JOB Prefrence ( may be mobile nos too!)

Using these 1000 reusmes we cannot generate RAM against 200 job advts getting posted on partner websites everyday

While filling in their resumes pref these 200 recuitment managers would have specific

Industry

Design Level

Which these downloaded 1000 resums do not contain! Hence no RAM

Given this situation would it not be better to simply download only the vandidate name / email ID /Mobile No.

-          Instead of downloading entire resumes?

It will be much faster.

With this much data, we can send them email or get Partners to send asking them to register or any partner website.

That way daily 200 resumes can go upto 2000!

While sending email, we can also point out that,

We offer free resumes blasting and that too, to the placement Agencies of his choice.

( other jobsites do  not revel the names of the placement agencies AND also charge between Rs. 900 – 1500 for blasting.)

I hope jobseekers will fall for this offer. But, when they ask us to blast their reumses, two benefits accure to us viz:

They must First submit their resumes we may insist that we will blast resumes of only those candidates, who give their mobile no / give their job prfrences / give their consent to receive JAB not JAM.

Placement Agencies will start receiving Knowledge profiles along with resumes. In turn they will forward these to their own corporates clients. So knowledge profile becomes Industry Standard.

 

Abhi – Rajeev – Rejji

Restructing Recruitment

We have to be clear cbout what exactly we are trying to achieve thru creation of

World wide jobs (WWJ)

Global Recruiter (GR)

If there were to be just two more online recruitment related websites, then we have no chance – even to survice, let alone succeed.

We have seen this happen to 3P jobs.com it will happen to many more jobsites.

On WWJ, we have said “We are not a jobsite.

On GR we are saying “ we are a Network of many jobsites.

On both, we will need to state explicity, we are tightly integrated for delivering seamless service to jobseekers & corporates.

Please see Annex A – then Annex B.

Annex A Interpretation:

700 newspapaers were the fathers & TMP / monster USA was the Child. When newspapers got together, the child was born.

In India, we are starting with wwj AND THEN TRYING TO ROPE-IN 500 Newspapers to receive / print job-advts.

In USA 700 newspapers are daily sending their print-media job advts to Monster for aggregating & uploading for pulling millions of jobseekers.

In India we have reversed the process. WWJ is daily sending JAS so that papers can print it. We are giving them CONTENTS. If we can get them to accept JAS, someday, we hope, we will persuade them to give US their content job -advts in a reciprocal manner. If this reverse flow starts, it will help us reverse flow starts, it will help us reduce our depence on downloading from Monster / Naukri/ Job Ahead.

But that is a  side issue.

We hope to reduce this dependence, also when we start getting job advts from GR partner websites.

Coming back to Monster

Monster stopped at getting and uploading jobs received from 700 parent newspapers.

Why did not Monster think of creating a network of Jobsites?

Forget about network but why did not Monster think of downloading job advts from hundreds or thousands of American jobsites? In addition to whatever jobs it was getting daily from 700 parents?

If it had done that, then eploymentII.com / thejobfactory.com / grassisgresner etc. would not have been born! If Monster was to get into “ aggregation-business” first then others had no chance!

I suspect the answer lies in the Parentage of monster i.e TMP worldwide Ine.

700 Parent newspapers had only One objective Viz: their child – Monster should provice, online visibility to their print media jobadvts. Probably they did not allow Monster to accept and upload print media advts from any newspaper which was not a member of TMP!

So, it was understandate that, on Monster, they simply did not want any “competition” 9 for jobseekers eyeballs) from any other job-advts!

Especially job-advts hosted on their jobsites!

They ( he 700 parents) must have feltthreatened! Suppose jobseekers stop looking at their job advts and start looking at jobadvts. Downloaded from otherjobsites!

That would be like inviting competitors and welcoming them on a red carpet!

And, then what could they tell / boast to their corporate ( print media) job advertiser?

They can’t say “Two for the price of one”

When you give us jobadvts for printing in 700 newspapers, ofcourse paid we upload it free on Monster. No extra cost. And it will be seen by millions.

So, for 700 newspaers, Monster become their Captive website – which will not aggregate / download jobs from other jobsites.

Ofcourse, if a coprpates wanted to post a jobadvt, directly on Monster – no issue. Please feel free welcome ( for a Free).

Since Monster could not break free from this ( self imposed) constraint, it left the aggregation field open for

Grassisgreener

Employment all

The jobfactory

These aggregators are doing a marvellous job of aggregating from thousands of jobsites BUT they cannot get any of those 700 newspapers to agree to give them, their print media job advts.

Simple

Because for these 700, their first and only obligation was towards their own child Monster. To none else.

Especially and certainly no obligation to provide content to a competing jobsite which may kill monster unthinkable suicidal!

So, this Competitive situation/scenario/attitude and an obvious Conflict of Interests resulted in,

Monster unable to aggregate jobsites

Aggregators unable to partner with parents

Each having shut itself out from others. This argument explains why the two worlds shown in Annex A are unlikely to merge unify co operate and thereby crating Unbeatable Content

Annex B – Interpretation

Current Indian Scenario is Monster / Naukri / JobsAhead etc. are not aggregators of jobs

Either from jobsites,

Or from newspapers

There is no Consortium of 500 India newspapers ( similar to TMP worldwide)

So, we in Idia have Unique opportunity.

And we must exploit it aggressively now!

Thru creation of WWJ & GR

Then integrating both, so seamlessly that, like in case of USA, in India.

There is No chasm / wall seprating

Newspapers and Jobsites.

WWJ/GR become the bridge connecting these two worlds.

WWJ/GR will unify the content being generated by both sides by allowing such content job advts to flow seamlessly

From newspapers – WWJ-GR-for websites

From jobsites-GR-WWJ-to Newspapaers

Ofcourse what can stop / foil game plan is, should one of the

Should one of the leading jobsites decide to become an aggregator itself.

Should 500 Indian newspapers decide to get together and launch their own captive jobsite.

Whereas 1 cannot be ruled out altogether 2 seems quite unlikely at the moment.

We have the first mover advantage, having already launched WWJ.

We will strengthen that advantage, when we launch GR.

And we have no historical baggage/no ego/no constraints imposed by any parent or child.

And since our business model / revenue Model, poses aboulutely no threat, either to newspapers or to jobsites or to placement agencies, we should have little problem, convinving them to join WWJ/GR.

All that we need to do and soon is to create on WWJ, an interactive page/ a user Interface, where, 480 newspapes cam

Log in (we have already allotted to then user ID/Password)

Fill in a Post Job Form

Let us offer this favility/features even to those newspapers who do not wish to receive/print JAS. No entry restriction.

And this post job features will be free for the newspapers. Unlimited too for 30 days of Ad-life.

Of course, this for will need slight changes/explanatory notes below some fields, since the Newspapers will be entering the job details, on behalf of their print media clients ( and not for themselves)

Hence company Name / Email ID/ contact Executive / Mobile No.etc will be that of the client. By carefully studying a few print media advts. You will be able to reach conclusion, as to what info can newspaper give and what it cannot. Afterall, it can give only those details which its corpo. Client has provided in print advt. let us do.

 

 

30 Aug, 2005

Abhi – Rajeev – Rejji

Forgiveness VS Permission

We tested this principle in JAS 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 would like to repeat this experiment in case of non voluntarily inducting partners for Global Recruiter.

(It is very important, that on the day of the launch itself, er 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 wensites ( 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 Recrutguru letterhead) as per draft enclosed.

Then wait & watch out for their reaction!

As mentioned in my letter, let them unscribe (exit option) on their own. As soon as someone unsubscribers just phone him and reconfirm / then take down his website ( ofcourse, apologies) 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,

Sr. No.	Name of Partner	City	URL ( clickable)
1			Strategic HR
2

 

Rejii

GlobalRecruiter

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 Recru. Mgr & Jobseeker

·         Words post job / post Resume / Jobsearch / resume search

 

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

 

Differentiate

Dear Partner

Membership of Global Recruiter enable you to offer following services:

To your corporate subscriber ( Employers)

Post job Advt ( JAM+JAB)

Resume Search

To your Jobseekers

Post Resumes ( RAM+RAB)

Job search

But then, these are the services which all partner websites are offering using same / common / central database of Job advt / Resumes.

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

You can do this by differentrating 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 Employers Listing

Job Gallery

Hot Vanacncy / 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

Jobsearch tips

Career Articles

Campus News

IQ / Personality / Skills Tests ( online)

Best/ Most responsive Employer surveys

News Letter

As Jack trout would advise,

It is very important to complete based on differention. Those who try to compete on pricing are doomed to die.!

 

Differentiation Features

Monster

Resume writing ( get your resume written by experts)

Employer of choice ( Logos)

Give me 5 ( Email IDs)

Hot sectors

Naukri

Popup Windows for Hot jobs ( featured employers)

Resume Development

Resume Displays

Resume Flash

Job Mail – Twice/week-3 months

Display your cv for 6 months – Rs. 650

Zap your CV to 1000 consultants Rs. 850

Logos for featured employers

Exchange Links

Offer to develop customized microsite ( for subscription)

Top Employers

Job Gallery

Hot vacancies

Product Catalog / Price Catalog

Suceess Stories

Resume Writing Rs. 999/1799/2999

Resume Blaster – 599-999-1299-1499

Job Ahead

Quiz / Tests

Surveys

Pending Applications

Interview calls

Rejected Applications

Shortlisted Jobs

 

Jobstreet

Featured Employers

Jobsheet Campus

Jobsearch Tips

Newsletter

Career Articles ( Submit / Read)

Company Profiles

 

16/08/2005

Rajeev – Rejji – Abhi

Buying what others have bought

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

 

 

 

 

Job – Search

Job Advt Details				How Many Jobseekers have looked at this ad before?
				While conducting Jobsearchs on partner websites	Having received as
					Email Job alert	As SMS job alert on Mobile

 

Resume – search

Resume Details				How Many Recruitment Managers have seen this resume so far?
				While conducting Jobsearchs on partner websites	Having received as
					Email Job alert	As SMS job alert on Mobile

 

I will explain in person why such display is absolutely must

Buying what others have Bought

As far as Jobsearch Display is concerned, I have explained the importance of counter window in my note ( Aug 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 consclude, simply by looking at the Resume search Display, that

XYZ seems like a GOOD candidates?

ABC looks like a Medicore candidate?

LMJ looks like a POOR candidate?

To reach such a conclusion, he would neet to

First download that resume

Next reda that resume

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 choice/options presented could simply

-          Confuse you

-          Paralyse you

 

You may even give up & stop opening further resumes, guilty conscious takes over!

Now, you feel guilty that you did not open ALL resumes and poaaibly 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 page 1, come in handy.

If a given resumes has been seen / downloaded / received bya large no. of HR manager then I as another HR manager can resonally conclude, that it must be good – why else would so many HR manager take the trouble to download & read it.

To me, as an HR manager,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 deceison is quite sound / rational and I don’t need to regret ablut those resumes against which there is a small number.

Another angle:

If a resume has figured again & 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 resumes was found to be a perfect match against Resume preference forms filled up by a large no. of HR manager.

Obviously this resume met the requirements criteria specified by a large no. of HR managers.

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 safe ground if I too vote for him ( mob mendacity)

Naturally, so many HR manager could not be wrong in their judgement their collective judgment 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 one year back, it may show

What I mean is,

The probability of a large no. solely due to Resume search online, 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 belong to a person, who is in reasonable demand, then it is quite possible that a no. of HR manager have submitted similar “ Resume reference” ( for getting RAM -RAB)

 On different partner websites.

In which case, this fellow Resume alert will get delivered to all of these HR manager 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 manager 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.

16/08/2005

Rajeev-- - Rejji – Abhi

RAM – RAB

These will be the integral features of Global Recruiter V1.O 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 / timesjob etc. ( apart from poling 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

PEN : 123456 / Mobile NO. 98210 56894 City – Mumbai

(ofcourse, 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 inRAM, which is once a day for all matching resumes posted on all partner website, during past 24 hours, the first screen should be

RAM ( Resume Alert)

Voltas / Vice president / Materials

Godrej / GM / Purchase

L & T / Manager / Supply chain

Crompton / Senior Manager / Stores

If I am HR / Recruitments Manager of Bharat Bijlee and I have posted my need for a  Purchase Manger, then it is obvious that the very first criteria to internet / impress me is the Name of the current employer company & the city.

I want to know, whether the candidate belong to

One of my competitor company ( i.e. same Industry) e.g. OTIS elevator

Any other “ Emerging “ Company

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

Even if he works for my competitor ( OTIS Elevator) but he is manager – 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, converned HR manager will need to send to us a Mo, SMS, as follows:

RAM . 123456,646 / 2580

Airtel / MTNL will charge him Rs. 10 (?) 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 son 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 providers 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 temp the HR Managers to phone at once! Conduct telephonic interview. Lasting 10 minutes – thereby earning MSP, a lot of revenues! The only reasi=on , 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 / features, 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 contents, they will

Never think of leaving us

Never think of treing up with someone else.

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

And HR managers will Absolutely Love RAM? RAB, because date / time within Minutes of posting their job advt on any partner website. If you have any doubt, ask Thakur of RAB – especially RAB.

Recruitment Managers & placement agency consultants are under tremendous pressure.

To find right candidates – FAST

To fill up vacancies Yesterday

Prosses (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 and 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 resumes on Bharatjobs at 10:30 am and by 11.00 am , he starts getting phone calls on his mobile from HR managers of dozens of companies?

He will forget Monster / Naukri

He will talk to 10 friends about his amazing experience.

Let us Do.

 

10 Aug 2005

What others have chosen?

In  book Paradox of choice : 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 jobs ahead or jobstreet has this features 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 Jobs Ahead / Jobstreet.

And by clickeing on this Number, they can view all those resumes – along with their Rating / their decision – call not call for interview / hold etc.

( Lena – siva – tecstar – 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), then our partner websites will enjoy a definite competitive advantage over them. In itself this is very desirable.

But ¾ years ago, we had tried to incorporate somewhat similar features on 3pjobs.com wherein,

There was a window against each & every job advt posted on 3pjobs

During jobsearches, some job—advts would get shortlisted.

Sr. no.	Job Advt. No.	Advt. Name	Position	Man. Spec.		Window
	2365
	1283

 

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 jobseeker had opened views this job – advt.

The rationale / reasoning was simple

If the no ( in the counter window) is target / 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 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 features 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.

 

 

09-08-2005

Global Recruiter V 2.0

In V1.0, we agreed to provide basic ( simutaous application of criteria) search for jobs ( & resumes too)

But in V 2.0 we should plan to introduce some more varieties of searches, eg Magic cube search / search by clicking on map of India ( with no. of jobs or resumes displayed under each City name etc.

In global Recuiter, we must differentiate ourselves from Monster / Naukri / Jbo ahead etc.

Afterall, of 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 ( V 2.0)

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 result Found!!

There can also be a similar table for Resume Search

And Someday ( V3.08), We Could Even Plot A Series Of Graphs, Dynamically, ( For Last 30 Days Of Job Advt), As Follows:

No. of jobs posted in last 30 days.

We can ( dynamically) generate a Demand / Supply Analytics as follows:

Function : IT
City	No. of Resumes in GR database	No. of Jobs Posted during last 30 days	Ratio = A/B
	A	B
Mumbai	60000	1000	60/1
Delhi	40000	500	80/1
Kolkatta	50000	100	500/1

 

This Analytics will throw – up / show-up, city-wuse “ Imbalance”

Obviously some cities will have a hugh surplus.

In some odd functions ( R&D / Banking) some cities may have big Deficit.

It is such autogenerated Analytics, that can differentiate GR from others.

 

06-08-2005

Abhi – Rajeev – Rejji

Relationship matrix

For Global Recruier, 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 Frienship

Some may want only going stedt

Some may want only Engagement

Some may want only Marriage.

Many will want to venture (into GR) cautriously. 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 accommodate 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 / breakup the relationship anytime they wish.

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

We must convince them ( thru unsubscribe features) 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

YOUR JOING 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!

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 (Employer & 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 saves one mouse-click / download time

Right there from your homepage itself, a bisitor cpmes to know of all the features/services available to him because of this, he is much more inclined to expore. When he sees links JAM /JAB/RAM/RAB his curiosity is around.

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 ( jobs & resumes) and none or very little interactivity with your visitors. (eg. Mere posting / submitting of resumes)

If you wish to go for this option, just get yourself a URL and phone me…………… 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 get into e-recruitment business ( fresh MBA entrepreneurs) within One Hour.

Once you Register, we will host your website on pur 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.

 

Aug 5,2005

Abhi – Rajeev – Rejji

Marketing Global Recruiter

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

1.       Job advt Database

2.       Resume Database ( Ind. Wise / Functionwise / Desig. Level wise / City wise)

Idea is to impress small jobsites with our Hugh database – 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 months Jobs- instead of one month so we can offer / claim 150000 job advt database!)

Let us hope that this ( Hugh database) + 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 manager 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 websites less placement agency has to do, is to insert on this homepage design.

His company name

His company Logo

His company Address etc.

Then fond a datacentre and upload. They have everythingto gain and nothing to lose. As simple as that! Once these join, those who already have websites will also rush to jpoin.

Let us do this.

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

 

Page	With URL	Without URL	Total
8	3	2
9	5	-
10	3	1
11	3	2
12	2	4
13	3	2
14	2	4
15	5	-
16	5	-
17	2	3
18	4	1
19	4	1
20	4	-
21	4	-
22	4	1
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	-
Total	109	43
39	3	2
40	4	1
41	2	2
42	3	1
43	2	3
44	5	-
45	8	-
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	2
60	3	2
61	1	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
Total	85	73
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
Total	70	98
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	1	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	3	1
132	1	5
133	2	3
134	3	2
Total	97	58
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
Total	98	56
168	2	2
169	3	1
170	3	1
171	2	2
172	5	-
173	2	3
174	4	1
Total	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

 

Here’s the text from the image you uploaded, converted into a Word-style format:

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Abhi
Rajeev - Reji
Low Priority
July 23, 2005

Global Recruiter Network (GRN)

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

▶ Small "e" category, local regional job sites having small databases and few corporate 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, 3jobs.com fell into this category.

However, it is possible that such...

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Placement agencies might see benefit in joining GRN, such as:

➔ Being able to post their own jobs on their own job sites (really, assignments of their clients, on which they are currently working).

➔ Being able to offer to their "OFFLINE" corporate clients, FREE posting of job ads on their own job sites. When any corporate client gives them an assignment/a headhunting mandate, they can throw in this feature (FREE job-advt posting) as a "Value-Add."

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

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

Here’s the converted text from the third image:

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▶ 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 → Kapada → Makan → Marriage).

Here’s the converted text from the fourth image:

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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 number of HR managers 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 managers within the first 2/3 days. And will continue to get delivered, as each new "Resume Preference" form gets filled and submitted on websites.

So, even if HR managers 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.

Here’s the converted text from the fifth image:

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▶ 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
• Corporate Advertisers (for jobs or other things)

▶ By creating a website, you can offer to your corporate clients, FREE posting of their job-advert, as an add-on, whenever they insert a PAID job-advert 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-advert posted on your website becomes "accessible" to candidates conducting job-search from any other partner’s website, from across the entire country.

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

Here’s the converted text from the sixth image:

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▶ 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 becomes 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 advt) will start getting resumes from suitable candidates within 30 minutes — since their jobs will get broadcast (under JAS).

Times / Hindu / Statesman cannot offer this feature!

▶ Your corporate job-advertiser (Recruitment Manager) will receive:

RAM = Resume Alert Mobile
RAB = Resume Alert Broadcast
(for FREE too!)

when you upload their job-adverts on your own jobsite.

Here’s the converted text from the seventh image:

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▶ 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 gets “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 corporate 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-adverts from your local corporates, including from those corporates who, in the past, have never thought of advertising.

Here’s the converted text from this image:

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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 pre-decided 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)
28/07/05

Here’s the converted text from this image:

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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, corporates 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-Advt. of Your Clients
▶ Clicking will open "Post Job Advt." UI (what we have developed for Global Recruiter) — with some special/specific instructions.
▶ Newspapers enter their (virtual version of) clients' printed job-adverts.
▶ WWJ treats these for JAM — giving (eg.) "Phulchhab" as "source".
▶ When GR gets launched, such advts get into COMMON/CENTRAL jobs database.

Sounds simple!