RECRUITMENT SOFTWARE PROJECT

Nirmit, Kartavya, Inder

 Enclosed find my notes on this subject. This is, by no means, comprehensive and you must feel free to add more points/ question.

The core - team will consist of Inder & Kartavya. They would, as needed, seek help from Nirmit/ Raju/ Sri Ram. Since, target date for preparation of CONECTP NOTE is 18the January 2003, there should be a weekly review meeting of core - team with Nirmit/ Raju/ SriRam.

Nirmit may consider involving Krishna who is expected to joint on Dec. 9

cc : Abhi

cc : Raju

cc : SriRam

DIVERSIFICATION PROJECT

Points/ Questions to be raised/ answered "

    . What is the status of current usage of software - based recruitment systems/ methods/ solutions amongst Indian Corporate? - Among our current / Past Clients?

Does this awareness/ usage differ from

    . Industry to Industry

    . City to City

    . Large Cos to small Cos

What % & which types of Corporate have already installed SAP/ RAMCO/ PEOPLE soft exp packages?

What is their extent of "Lock - In"?

Stage / State of implementation?

How would this affect / impact their willingness/ decision to accept / adopt a "Recruitment Software Package" being offered by 3P? Will they be reluctant? Would they want 3P package to get "Integrated" with their existing EPR system?

 How computer / Internet Survey are Indian HR/ Recruitment Mgrs? What is the extent of Computerization in the HR depts. of Indian Corporate? Are computers primarily used for attendance - record / payroll/ benefit administration/  level - records/ maintenance of annual reward history

 How many (-and what kind of) Companies use computers to create / maintain

      . Employee Databases

      . Resume Databases

What is the satisfaction of their "Search - engines" ?

How many companies have installed/ used, standard / brought - out HRM Software Packages ? at what cost? For how long? Stand along or LAN versions ?

Have any used "Recruitment software Packages" ? For how long? Purchased from whom? at what price? what is their experience ? would they what to buy another / superior package? What additional/ missing features would they want incorporated in such new package ?

Companies who advertise their jobs/ vacancies on their own websites what is their experience so far? What kind of response (No. of applications/ resumes) do they get? Does this response vary with the "level" of vacancy? eg. more for junior/ fresh openings & very little for senior Positions ?

Do they use their websites / web servers, only as a "Resume - Grafting" device or do they have their, end to - end, entire recruitment process taking place on their websites ?

Companies who post their own vacancies on their own websites ?

 Do they also use Naukri / Monster / Jobs Ahead/ Jobtreet/ Job ad/ Sapporna/ Ma Foi etc.  For posting their vacancies ? Do they get better response (quality / quality wise) from these job boards than their         own website?

 Are junior HR/ Recruitment executives / supervisors, more computer - Survey than their older bosses?

 Are these junior executives "driving" the computerization of their HR depts.

Do senior/ older bosses (HR Mgrs), feel threatened by the computer sarvyness of their juniors? Do they resist Computerization?

How do HR depts. "Justify" Computerization of their process? How do they "quality" the benefits of             computerization? What is top - management attitude towards computerization of HR dept?

What % of Junior / entry - level HR executives are qualified as MBA (HRD / Personnel) ? Is there a general trend to hire more & more of these?

If this be the case. should we "gift" , 3P's "Recruitment Software Solution/ Package", to all colleges / Institutions offering Post - Graduate HR/ Personnel Courses? These are future decision - makers and if, they get used to using 3P software package form their college - days, they will, likely, buy / recommend same package when they join a Company ! Brand - loyalty.

How many Corporate (- and which), use psychometric & other similar skill/ knowledge testing "Tests" for their recruitment and if yes, at what "level" ? would they what such "TESTS", integrated in 3P's software package?

There is no sensel point in designing / developing such tests on our own (reinventing the wheel). But if we want to integrate, readily available/ standard packages into 3P software solution, we would need to have "Licensing" with the manufactures.

Obviously, we will need to prepare a list of existing marks and vendors of Indian Recruitment (- and also general HR) software packages. We will need to tabulate & compare their "Features" / their "strong" & "weak" points.

Then, we will need to sharply "question" their existing users about their experiences. Such intense "analysis / dissection" of Competitor's products would enable us to design a superior Product.

We must also analyze "Imported/ Foreign" products being used by Indian Corporate & learn from their              experiences / support etc.

We would need to decide whether to meet / dialogue with HR/ Recruitment Managers, on a one - to - one basis or in a group of ten/ fifteen. May be, we will need to adopt both the methodologies, depending upon which (level) HR Manager would be able to "Continue" most, in which kind of environment. Some may "Share/ reveal" real (poor) experience, only in the privacy of a one - to - one meeting ! A time bound "Schedule" of such meetings must be drawn up.

What % of the firms/ companies are looking for.

    . A separate Recruitment Software Package only

    . A Comprehensive HR Software Package where "Recruitment" Package is one of the modules?

Could we possibly build this software as a series of "Modules" which, a company can buy license over a period of 3/4 years, as its "need" grows and as its budget permits? Could these modules integrate / interface with any existing legacy systems of a Company?

To what extent should as we try/ attempt the "Recruitment Package" (being. Sold/ Licensed) to be integrated with

    . Our Website

    . Our Order Execution System

    . Company's own "Annual Manpower Planning / Budgeting" System.

This (decision) would depend upon

    . Whether we want to make money selling, out - of - lox, recruitment software packages.

      OR

    . Whether we want to make money, when User Company is made / forced to give us an "Executive Search Assignment? as a result of using our package.

Shall we market the recruitment package on our own, or can we think of a distribution network of

    . Independent HR Consultants

    . 1000 placement agencies

    . Jobsites (Naukri/ Job ahead etc.)

    . NIPM (National Institute of Personnel Managers)

    . CII / Assoc ham/ FICCI/ NASSCOM/ Inst. Of Engineers / IIPM/ HRD Network / ICS/ ICWA etc. etc.

    . ERA

For each such "Channel", we must ask - & answer -

"Why would they want to do this? What do they stand to gain? "

How would creating / marketing a "Recruitment Software Package" to hundreds of Corporations, help us in establishing 3P as

    . THE INDUSTRY STANDARD?

    . For Executive Search, Corporate India's First Choice ?

If WE, don’t do this, do we for see, Following doing this ?

    . ABC                . Naukri

    . Ferguson          . Jobs Ahead

    . Shilputsi          . Jobstreet

    . PSS                 . Monster

    . MaFoi       . Jobsdt

    . Sampoorna

    . Hewitt

    . Egon Zander

    . Korn Ferry

Vis -a - Vis other competing executive Search firms of India, how are the better (- or worse) placed, in developing/ marketing such a Recruitment Software ?

In which aspect do we score over them & where do they score over us? - as far as development/ marketing of such a software is concerned?

Which of them have (-as compared to us)

    . Better vision / better tenacity ?

    . Better technology (development - skills)

    . Better marketing acumen

    . Deeper pockets (Sustainability) ?

    . Better VC Support ?

    . Greater Client - Base ?

 After 2 months initial

Survey/ Study / dialogue with HR mgrs / preparation of "FINDINGS" - Report/ preparation of "CONCEPT - NOTE" etc,

      . How long will it take to bring out a mark table V 1.0 of the Software?

      . How / where will we "test" it?

      . How will we finance the development/ marketing cost?

      . How will we "price" it?

      . How will we "market" it?

We need to build into our "PROJECT - REPORT", answers to these - and similar - questions, including,

      . do we need VC funding ?

To systematically complete the task within stipulated period of 2 months, we must immediately (within this week itself), draw - up an "Action - plan / Project - Plan", of all "activities" to be undertaken/ completed, by what target date, and by whom.

Unless we set "Bench - marks" & daily measure our progress against these, we cannot hope to achieve the desired results.

In order to collect / compile/ collate/ analiyse, information/ data from selected HR / Recruitment managers, we need to quickly, prepare a "QUESTIONNAIRE".

It should be as far as Possible an "Objective" questionnaire, with "Yes/ No", "True / False" type of questions, or     having questions which require Simple ticking on a scale of 1 - to - 5. Even then, do NTO expect any HR manager to     fill - in this questionnaire ! Best way could be for Nirmit/ Sri Ram/ Raju to ask the questions, across the table, and for Inder/ Kartvya to listen & fill up/ tick the appropriate value on the questionnaire . This is the best method.

h.c.parekh