====================================================================================
When I read any book, I scribble my comments / notes in the margins
Page
No 06
·
Resumes (plan text ones) are
flooding the hard disks of every HR agar’s computer. We plan to replace there
with profiles if profiles can be found every were, profiles should become
popular.
Page
no 08
·
I am trying to convince
Recruitment Agencies (the stores) to carry our product (profiles) instead of
carrying our competitors’ (monster/ Naukri) product viz.
·
Plain text resumes. I am
trying to introduce an element of fear in the minds of these agencies i.e. your
crop. Clients will desert you and go to your neighboring store, if you continue
to Cary plan text resumes while your neighboring store carries PROFILES. End of
business for you!
·
“Plan text resumes area pain:
profiles are a pleaser”
Page
no 09
·
Resumes from monster /Naukri
/ times jobs, all look alike .Hardly anything to distinguish. Whereas Profiles
are strikingly distianet.
·
Profiles are certainly not
familiar to some HR mgrs. Profile may well be “uncomfortable “!
·
I hope IIT does the trick.
Page
no 10
·
Big IT companies are
certainly over whelued with resumes they are also skew trial about what
candidates unite about themselves! IF is quite possible that HR mgrs. Think
these candidates have used “resumes writing “services of jobsites.
Page
no 11
·
I have repeatedly said, our
mission is to deliver job –related, info jobseekers in all covert of India all
media.
Page
no 12
·
Over a period of time, India
recruiter will in seduce a large no –of frequency distribution graphs. Our logo
represents this theme.
·
In India it still is. EU
govt/ count / wants to ban swastik and Hindu community of EUI is opposing this
move.
Page
no 13
·
Profile will become our brand
people will connect is with our logo.
Page
no 14
·
“My rain bore” crated to
provide such a sensory (visual) experience.
Page no 15
·
Profile can only be obtained
from India recruiter –to reign with .ultimately we hope to deliver it from
hundreds of partner websites as part of global recruiter Network.
Page
no 16
·
Will HR mgrs. feel the “pain
“of not being able to use IIT? Will that pain make them insist profiles
Page
no 17
·
Will HR “feel” that profile
are more scientific evolution of a candidates competence and “feel “that
profile cannot be faked I fudged like text resumes?
·
Whereto I stand “salary
–wise”?
·
High percentile scores my
rainbow.
Page
no 18
·
If it is “JOBS “jobseekers
first think of Naukri/ monster if it is
RESUMES, HR mgrs.
·
If HR mgrs. Then they don’t
have to “go out of their way” they will always get profilers.
·
This is not an issue with HR
mgrs..
Page
no 19
·
I hope jobseekers will get
this feeling thru their ever –changing “salary profile “of –even of don’t fully
believe in function profile. They would want to check up the charging salary “s
tending”, NO jobsite can them this feeling.
·
Every time a jobseeker’s
salary goes up, he would want to come back & EDIT his resume – in order to
see his NEW salary – profile .HE must keep coming back.
Page
no 20
·
If IIT can suddenly make HR
mgrs. feel competent one up smart then they will relish that experiences.
Page
no 22
·
We plan au this.
Page
no 23
·
Hyperlinks on our
homepage.
Page
no 24
·
Towards this we will in
deduce: 1) my Rainbow 2) contribute a Question 3) poll-e 4) RUN 5) EAR 6) ARM
7) TOP TEN 8) most viewed etc. also JAM RAM JAB RAM multiplexes
Page
no 32
·
In my launch ( promo) emails, I
am communicating that receptions ts will get a greet “experience” while using
IIT.I am raising a certain “expectation” thru my emails if these expectations
are met during actual use / trial of IIT,then a “ brand will take hold in their
minds. Page no 37
·
Webpage “underpaid?” which I
wrote to day is all about “arousing” jobseekers’ expectations”
·
HE “expects” to know where he
stands (in repeat of salary) with regard to his colleagues.
Page
no 38
·
In my promo email to 750
recruitment agencies, I have to codded on the “risk” they run if they keep
pushing plan text resumes to their clients, where as their competitors, sent
out profile. Obviously, their candidate. Will not get a call for interview!
RISKY!
Page
No 39
·
Obviously corp. client will
think poorly of those Agencies which continue to push plain text resumes!
Page
no 41
·
I hope, every jobseeker who seen
his profile for the first time will be amazed enough (with his experiences)
that he would want to share his “discovery” with friends.
Page
no 42
·
I have presumed that every
expensive is “ passionate” about his “salary “& pecking order, so we are in
traducing 1) underpaid ? 2) My rank
Page
no 42
·
No jobseeker could on, his
send out his resume to 700 recruitment Agencies & 40000/ employers .we are
enabling him to do this (at no cast) thru.
·
Resume Blast (7000
Agencies) 2) F-email- (40000 employers)
Page
no 44
·
Could HR mgrs. “desired
feeling “be:- 1) I have no time – in 10 second, just show me the best
candidates.
·
Will HR mgrs. Get such an
experience, when resumes get arranged in descendings’order of percent tile‘s
score?
Page
no 50
·
For jobseekers: - first job /
next job/ better paying job better designation job etc.
·
For HR mgrs.:- better /
competent candidate, May bedroom “competing firm, at com pakeg salary.
Page
no 51
·
Reed my today’s note “thinking
Ahead” enclosing A fresh design of homepage of India-Recruiter.
Page
no 56
·
In webpage “better / faster
‘(for consumption of HR mgrs.) I just added a sentence:” so what is your pain
point?”
Page
no 57
·
We have in our library.
Page
no 60
·
Each page of India recruiter will
curry the anew of the concerned developer.
Page
no 70
·
While in reviewing candidates
using IIT, will HR mgrs. feel they are real “smart”? (What with those 15000 interview questions)
while filling –up candidate Assessment page & emailing to their boss will
they “pat “themselves on the back?
Page
no 21
·
Using my Rainbow “a jobseeker
can make himself “unique. No two rainbows will ever be alike!
·
Job seeks would want to
return to India recruiter to see if their percent tile score has gone up or down.
Up or down. Same with salary these are
indicators of self-esteem
Page
no 72
·
Read “life from “webpage.
Page
no 74
·
Our positioning statement is
“we do not claim to be no1 only batter
”Page
no 75
·
Entire purpose behind our
positioning statement is to remind India recruitment users to ask of
themalves: “is this website better than
monster / Naukri etc.? “
Page
no 76
·
Only better”, center from
this book and Avis, of course.
Page
no 77
·
I expect jobseekers to
connect a motional with profiles, and HR mgrs. IIT,
Page
No 78
·
If HR mgrs. don’t get
“interested” in profiles then it could be the end of the road fours!
Page
no 79
·
I think we are here we are
certainly UNIQE and joi npointresure search (thru percentile sari)
·
Also highly RELEVANT)”
Page
NO 80
·
I THINK “RESUME holder “will make
HR feel “very organized “
Page
no 82
·
NO about we are .no one else
can convent a plain text resume in to profiles in 15 seconds!
Page
no 83
·
I hope profile / IIT does
something like that for India Recruiter!
Page
no 87
·
Reel webpage “Ever-changing?
“Hopefully profiles will keep jobseekers locked into India Recruiter.to ensure
this we plan add many more profiles.
Page
no 88
·
Maybe we are!
·
Language on India recruiter
is very unseals for a jobsite!
·
We have strong proposition in
this!
·
In “my rainbow “they can.
·
This is the idea behind
“underpaid?
Page
no 89
·
Reed “doesn’t wait “
Page
no 92
·
For first few months, all our
services (on India recruiter) to corporates will be FREE.
·
I must get them to try out for
2/3 month to be satisfied with our services before asking then to pay
Page
no 106
·
It is for this reason that we
have planned:
·
Share your knowledge /
contrite a question
·
Rate use now / l-e / EAR- etc. Oct.
·
Page no 107
·
Danny son Pereira (DGM- TRG)
conducted these workshops at l &T, in early seventies!
·
Page no 109
·
I think, in “pol-e “I have
said ,” we will change the weightages of keyword based on the votes polled by
each keyword “ Raw scores / percentile scores,
Page
no 113
·
We will need many more such personal
details from each candidate, to be a he to develop
·
Many more interesting
profiles. Candidates will only give us such as details is if thing benefit from
such profiles we don’t allow a candidate to see the profiles of any other
candidates but
·
He can see his own relative
position on 1) function profiles 2) salary profiles 3) tenure profiles
·
If India recruiter becomes
wild ly popular amongst job seekers that would be a proof that candidates like
their that profiles that would be a signal to su – to introduce other profiles,
·
We even plan to add page “profile
ideas “where both, HR MGRS & jobseekers can suggest, what
·
What they want to see.
Page
no 114
·
Read my circulars”
communicating for Conductivity” (1982-87)
Page
no 123
·
Thru use of “my rainbow”
candidates will be able to “customize” their profiles, giving it a unique
combination colors. Will this become a fad?
Page
no 124
·
How HR mgrs. Want to search
candidates? How candidates want new jobs.
Page
no 128
·
Underpaid? Life-force Ever-changing?
Page
no 131
·
This is totally different
“market –demand need to know one’s pecking order.IS it possible that jobseekers
will submit resumes and create their profiles, not so much because they are
looking
·
For a job- change, but
because profile enable them to see “where they stand “vis-à-vis- their co
professionals?
Page
no 134
·
I have tried to make each of
our webpage a “story” in conversational “tone” people must fill like reading.
Page
no 135
·
I have
tried to give “catchy ‘tiles to webpages of corresponding links.
Page
no 136
·
I suppose when a jobseeker downloads these profiles for the first
time, three will be a big “surprise”- “supple, profiles “page is meant to
arouse his cunosuty expectation.
·
In profiles, he will find his “self-expression “
·
Our promo email to 550,000 jobseekers will read- is you underpaid
in your current job? To find out, click
here! Then add that page to your favorites”
·
Who would not like to know? It is emotional! Message
Page
no 139
·
Laughing at ones’ own self.
Page
no 141
·
www.ac leareye.com email.tom@ac leareye.com.
No comments:
Post a Comment