====================================================================================
When I read any book, I scribble my comments / notes in the margins
Pg.
No. 4
·
(06-08-02)
Pg.
No. 5
·
We found it
hard to throw away “typed” resumes (some 30,000 +). We finally did, after
copying on 40 CDs!! (06-08-02)
Pg.
No. 6
·
We are
finding this out, in cases of Jobstreet.com / Jobsahead.com / naukri.com etc.
Who arrived on Indian Executive – Search scenario, 6 / 8 year, after we did and
built - up a “brick & mortar” shop? But, we may still have the “Last Laugh”
!
·
We will lay
down the RULES of the game the new game. Ultimate losers may be the newspapers
(job – advt. revenues) (06-08-02)
Pg.
No. 7
·
Someday, we
will make all other jobsites look “mediocre” as compared to www.3pjobs.com
Pg.
No. 10
·
Components
(from Vendors), arrive on DELL assembly – lines just a few hours before getting
assembled. DELL suppliers are “on – time” with DELL ASSEMBLY – SHOP & know
precisely “What / When / How Much” to be delivered.
·
I’m portance
of superfast communication / Massaging Tools.
·
Today’s
Intranet
·
We will need
to do so with our franchisees. (-mostly thru common use of OES)
Pg. No. 12
·
Module 1 + OES
is supposed to do this for us.
·
Database
·
Search &
delivery tools.
·
Our own
competitive advantage will lie in our Software & Communication tool.
Pg.
No. 15
·
Our resume
databases belong to this category.
·
But can get
“obsolete” very fast.
·
This is why Naukri
/ job - street / jobs ahead etc. require corporates to “subscribe” in order to
“access” their “Resume Databases”.
·
Rag: songs
being taped from Radio
·
This is also
the reason why, on our website, we hide the identities of both the candidates
& corporates! Our USP.
Pg.
No. 32
·
We need all of
these in our Databases.
Pg.
No. 26
·
Our own
“Janam - Kindles” will start with only name & address of a person. Then we
will keep adding bits of data about that person over period of many years to build
up a “Dossier” (what I Call a aJanam – Kundli). (06-08-02)
·
To some
extent, commodity traders as well.
Pg.
No. 27
·
This is same
as
·
only a few
franchisees will be able to top into our “ rich” resume databases – using OES,
·
But
·
a large no.
of online recruiters can access – not so rich – resume database on our website
·
Maintaining
website is relatively inexpensive but maintaining OES connectivity with – even
a dozen franchisees – is going to be expensive!
Pg.
No. 29
·
This is a basis
of our business.
·
The reason why
our clients pay us a hefty price!! They are the “dis – advantaged” in this
game.
·
“Subscription”
payable to websites to gain “access” to their databases. We also pay a price to
“cable (TV) operators” for “aggregating” TV channels & conveniently
delivering at our doorstep.
Pg.
No. 32
·
I took a no.
of our (L & T) union leaders to see a demo. Of word – Processor at Datamatic
office (SBI Bldg. – Fort) in 1983. They came back convinced! (06-08-02)
·
E.g.:
·
Video –
interviewing of executives from (simultaneously) several places (client’s
offices). To begin with candidates will sit in our office VIDEO – ROOM.
Pg.
No. 33
·
Will our Industry
(Executive – Search) someday, have “content – standards” for
·
Resume
·
Job Adults
·
Salary –
details
·
Designations
·
Functions
·
Industry –
names
·
Search –
engines
·
Web forms
·
Eddo.
Qualifications
·
(06-08-02)
·
This is why,
we (3P) should develop these “standards” / use the same / and get as many
“placement agencies” adopt them, as possible. Only when 3P succeeds in
“bonding” together, some 500 / 600 placement agencies, thru use of (our)
STANDARDS, will the rest of the Industry fall – in line! They would be left with
no other option. (But to join)!
·
This also
means giving away (for free) our Database Structures & our search Engines
to small placement agencies.
·
But may be
an Indian Standard (06-08-02)
Pg.
No. 36
·
We could
think of a “standard” to present anyone’s PERSONAL COMPETENCY PROFILE. Perhaps
keyword Project & Refiner Tool, will enable us to construct such a
“STANDARD” profile for any executive (06-08-02)
Pg.
No. 40
·
Jobseekers
Recruiters our website has for
·
Jobseekers
·
Recruiters
·
HR mgrs.
·
Parents
·
Students
·
etc. etc.
(11-08-02)
Pg.
No. 41
·
If
corporates had email directories of “Jobseekers”, they might well “by - pass”
newspapers – and executive search agencies like ours, - and broadcast their
“vacancies” directly – without employing intermediaries! So, this could be a
“threat” in our SWOT analysis.
·
Jobseekers
do doom load job davits. Severs jobsites.
·
E.g.: our
job – alerts & candidate alerts (11-08-02)
Pg.
No. 42
·
Job Advt falls
in the category.
·
All job seekers
do all these things on mast jobsites.
·
Whereas Times of
India (and to a lesser extent HINDU & HINDUSTAN TIMES) have reasonable good
websites, they have not done too well in the job – Advt area. After 3 years
“timesjobsandcareers.com” is a minor player – perhaps a bye product.
Pg.
No. 44
·
In 2004, our
target should be to get some 100 leading Indian corporates to start using, our
(free) MANPOWER PLANNING & ACQUISITION SOFTWARE (MPAS). (11-08-02)
Pg.
No. 45
·
To manage their
“Recruitment”, our OES.
Pg.
No. 46
·
In India,
can this work differently for “MA - FOI” who offers to corporates, a wider
variety of HR services which includes “recruitment”?
·
I strongly
believe, we should remain focussed on Executive – Search business only.
(11-08-02)
Pg.
No. 50
·
This is
happening in Executive Search Industry too. Corporates engage different search
– firms, depending up on which (Industry) sector / Functional speciality or Heir
archly level, that firm specialises in. hardly any firm can do all types of
searches.
·
Although we
are not a software vendor, our ability to “Lock – In” our corporate clients
will depend upon our ability to convince them about installing & using
MANPOWER PLANNING & ACQUISITION SOFTWARE, to be supplied by us (free) –
which integrates with our OES. (12-08-02)
Pg.
No. 51
·
Our own
bigger margins are also in SENIOR positions (e.g.: CEO / CFO / VP / President /
MD etc.). These executives are least likely to submit their resume on our
website.
·
Hence the
importance of building – up and continuously updating, a very large NON –
MEMBER database.
Pg.
No. 52
·
In India,
some HR Managers do have PC on their table but question is: How many use it to
connect to Internet (the new technology)? To lead them up to that point, may
be, we need to distribute our (coded) Resume Database – along with search
engine – on a CD & encourage them to use it offline. (12-08-02)
·
ABC
analysis. In last 4 years, 40 % of our orders came from just 2 clients Vis: - Cedilla
– L & T. (out of a total of 90 customers). So, even if we convince TOP TEN
clients to install our MANPOWER PLANNING & ACQUISITION software, it would
be a good beginning. Rest will follow.
Pg.
No. 53
·
This is also
the reason why our clients headhunting to us.
·
Fortunately,
we do not compete on price / terms aggressively – since all search – agencies
do not offer the same model. In our business, client will be willing to overtake
the “terms” if we can offer / get “right” man, fast.
·
This is like
we pushing those executives, whose resumes, we already have in our database.
(12-08-02)
Pg.
No. 54
·
In our case,
if all of our franchises are forced to use the SAME resume database (Module 1)
& the SAME order Execution system, then, many of these problems will
disappear & “service” across the country, will be relatively UNIFORM.
(13-08-02)
Pg.
No. 55
·
In our case,
our franchisees in Delhi and in Chennai, have (will have) “access” to the SAME
resume database, which all the franchisees may have contributed in building –
up. As far as database & yhe order Execution Processes are concerned, no
franchisee is at any disadvantage as compared to another.
·
In our case,
can we allow / permit our Chennai franchisee, to accept & execute an order
from a Delhi corporate – who wishes to source / headhunt a candidate from a
Chennai – based firm? I suppose answer is “YES”, because customer is king! (13-08-2002)
Pg.
No. 56
·
As far as we are
concerned, once a firm in Delhi becomes OUR franchisee, it cannot tie – up with
any other executive – search firm. It would have to be exclusive contract, with
monthly / quarterly / annual “Billing” / Collection targets for each franchisee
(exactly as with our Consultants).
·
Same with old
(experienced) executives!
Pg.
No. 57
·
In our case,
we just cannot permit them to meet each other, bypassing us. We must hide their
identities from each other until client accepts our “Terms”. That is our trump
– card!
·
In our
business, we can do neither. We act in good faith but cannot take any
responsibility for “failures” on the job (13-08-02)
Pg.
No. 59
·
I have
repeatedly said that our “House of success” has 4 walls – and each will need to
be very strong. These are
·
A large
database (Members + Non Members)
·
A pin point
search (Keyword Project)
·
Super-fast
communication (email / fax / voice – mail / SMS / phone)
·
Flawless
order Execution (16-08-02)
Pg.
No. 60
·
Our ability to
convert TONS of “data” into useful “Knowledge Base” thru use of software tools,
would be our main competitive advantage – more so for us, nor “physical
products” to be delivered.
Pg.
No. 61
·
During next
5 yrs., what technologies we would have to embrace?
·
XML / J2EE /
.net?
·
Speech Recognition?
·
Video Interviewing?
·
Audio Mining?
·
Content
Delivery on Mobile Plat forms (Cell Phone / PDA etc.)?
·
KBC?
·
UMS
(Universal Messaging)
·
Speech – To
– Database Conversion?
·
ARDIS /
ARGIS – Neural Net Software’s? (16-08-02)
·
Because
there are more of them than no. of bank branches? And nearer home? But “CASH”
is itself on its way OUT!!
Pg.
No. 62
·
Huge
database without a physical inventory (of good / i-e books) = Quite similar to
our “Resume Database”.
·
When we set
up all India Franchisee Network – to a limited extent, this will happen. But in
our case, a franchisee will be responsible for
·
Search our
central database
·
Deliver thru
use of central OES
·
Physically
interact with local clients & candidates.
·
Collect
& deposit cheques in Bank (in 3P’s name)
·
Actively
promote / market 3P brand amongst local corporates.
·
Organise
Video – Interviews (16-08-02)
Pg.
No. 63
·
This is why
we never reveal their identities, unless client first agrees to our TERMS.
·
We expect
our Affiliates to deliver resumes – colleges – cybercafés – coypu. Instil. –
Placement Agencies
Pg.
No. 64
·
Like asking a
woman to choose from amongst 1000 dresses, just one!
Pg.
No. 65
·
We must
drive home the point (amongst HR Managers) that those who have 3P as their NAVIGATOR
will enjoy competitive advantage – over their less fortunate co – professionals!!
·
In a manner
of speaking, we can be called “Recruitment Advisers”.
·
Revenues of
“ASCENT” & “HEADSTART” are doomed to go down unless they integrate backward
into online Jobsearach Engines. They are current leading incumbents of job –
classified.
Pg.
No. 66
·
So many (99 %)
of our corporate clients still like to deal with us in traditional OFFLINE
model. They would simply not conduct ONLINE headhunt!
·
Historical
Baggage. It took us years to destroy 30,000 typed resumes!
·
We have just
begun this process.
·
Reed “Marketing
Myopia” by Theodore Levitt (early 1960s) (16-08-02)
Pg.
No. 69
·
In our case
·
The original
Suppliers = Candidates
·
Ultimate
Consumer = Recruiters
·
The directly
meet each other on job boards such as – naukri.com / jobstreet.cm /
jobsahead.com / monsterindia.com, so, what “NEW CASE can we – intermediary –
make out? (18-08-02)
·
How many
branches / franchisees can we afford to setup?
·
How big a
searchable resume can we manage to setup? If we become a massive “SWITCH”, how
fast can we transmit messages between the candidates & recruiters – so that
they don’t even think of “by – passing” us? (using job board websites) I think,
both criteria apply to us & we must “excel” in both to become successful
“Navigators”.
Pg.
No. 70
·
Naukri job
street jobs ahead
·
They
certainly have far greater “Reach”.
·
·
(18-08-02)
Pg.
No. 71
·
Software
companies hiring “programmers” / “Analysts” thru jobsites simply look – up,
“No. of months” spent in each “skill” (java / VB / xml etc.) – and that is all
they need / care for.
·
True. In last 2
years we are getting only SENIOR level searches.
·
We plan to reach
far more HR Mgrs. thru our Resume – Database CD. A CD can be used even in towns
where Internet has not reached. It is our “catalog”.
·
Fresh / Junior /
Middle level resumes only on jobsites.
·
Also true.
·
A cata log is a
hard – copy of database.
·
Our CD will do
this.
·
Our website
& our physical office & our franchisees will co – exist with our
“resume – CDs” (catalogs).
Pg.
No. 72
·
We did
exactly same way as any other ordinary Placement Agency – with hardcopy resumes
(30,000) filed in box – files.
·
We are
almost same.
·
To a broker,
client’s trading instructions could be both, “BUY” or “SELL”. In our case,
client’s only instruction is to “BUY (HIRE)” – except for rare cases of out
placement (VRS). (18-08)
Pg.
No. 73
·
Consultant
net collection
·
Appointments
·
This is very
important in our business as well.
·
Big broker
·
In our case too,
we can make this happen if we integrate our OES with our client’s Manpower
Planning System [ERP] software [e.g.; SAP / BANA / PEOPLESOFT / RAMCO etc.].
(18-08)
·
Lock – In
Pg.
No. 74
·
In USA,
“TEMPS” (temporary workers such as Clerks / Stenos / Assets) are supplied to
clients based on telephonic ORDERS. USA co. “Manpower Inc.” has $8bn revenue,
in this sector! Senior level Placements for us. (18-08)
Pg.
No. 76
·
For us,
adding “Richness” (for the client who conduct resume search on our website)
will come in the form of
·
Personal
Assets Portfolio (Keyword Profile) of each online candidate
·
Online ORDER
PLACEMENT & ORDER TRACKING (like FedEx / UPS / DELL / COMPAQ)
·
Organising /
Conducting VDEO – INTERVIEWS Simultaneously from several locations
·
Integrating
their MANPOWER PLANS with our website & OES (complete NIRVANA.)
·
Lang term
PERSONNEL (RECRUITMENT) decisions.
·
I.e.
integrating their ERP software with our OES software.
Pg.
No. 77
·
We should
take the lead in developing such a “PERSONNEL INFO STANDARD” & in the first
place, getting 500 small placement agencies of India to “adopt” the same. Then
big daddies will have no option but to join! (Data forms / Data Structures /
Search Engines etc.).
·
E.g.:
corporate Databases (CAPEX / PROWESS) of CMIE / bewolves.com we have yet to
form & exploit such “Alliances”.
Pg.
No. 78
·
Client have
to be met “face – to – face” to establish a personal equation. Client in far –
off countries may remain content with telephonic conversation or with Video –
Conference with us, but they would always want to meet the “candidates” in
person before hiring.
·
Using our
Centralised OES, our franchises would be expected to give to their clients such
a “personalised human service” something which we ourselves cannot give to
remote clients.
·
In case
“franchisees”
Pg.
No. 80
·
The reason
behind distributing Resume CD database HR Mgrs. is to make them more familiar /
used to ONLINE recruiting AND establishing 3P Brand.
·
In last 2yrs,
this first happened with ISPs & for last 3 months it is happening with cell
phone companies.
Pg.
No. 82
·
Many options
from a inventory.
·
Read “Direct
– From – Dell” by Michael Dell.
·
Dell has
negative working – capital! It gets paid even before a computer is on assembly
– line!!
Pg.
No. 83
·
And after
collecting 100% prices thru credit card on Dell’s website!!
·
In our case:
“Job Description”
·
We will soon
add “keyword” based search as well.
·
We used this
in L & T (1982) for “Compensation Needs Survey” of 3000 workers.
·
Somewhat
like our search – parameters e.g.:
·
Industry
·
Function
·
Design.
Level
·
Eddo.
·
Age
·
Exp.
·
Salary etc.
Pg.
No. 84
·
In L &
T, we gare 3000workers, set of 5 / 6 “choices” cards, to prioretise what they
wanted (More Salary / More benefits / Retirement / Leave etc.)
·
This is
similar to our desire / plan to distribute Resume – Database CD, with search –
engine, for “OFFLINE” searching. Once – a – week, connecting to our website to
“update” the database on their hard disks. (18-08-02)
·
This will be
our next version of CD. Industry wise and / or function – wise databases –
customised for each client.
Pg.
No. 85
·
We too must
master the science (technology) of being able to “broadcast” our “requirements”
(search assignments) to a large no. of MEMBERS & NON MEMBERS, automatically
– so that, they can contact us, if interested. Such MASS – MESSAGING, should be
done over Voice – Mail or SMS. They are our supply chains.
·
This is
the KEY to success our candidates must
remain “linked” with us on an on – going basis, thru “Job – alerts” / “edit
your resume” reminders / happy – Birthday Greetings / “Demand Forecast”
broadcasts / current Search – assignment broadcast / Compensation – Analysis
broadcasts etc. etc.
·
Once we
start aggregating all resume – searches taking place on our website, we could
start automatic broadcast of this data to diff. groups of candidates.
(18-08-02)
Pg.
No. 86
·
Should all
of franchisees, be allowed to see “search – Assignments” being handled by all? I
think we should. There could be a lot of synergy. In any case, we expect all
franchisees to use our CENTRAL OES on central server, where all Pending
assignments are visible to all.
Pg.
No. 87
·
I thought
this wound up 6 months back.
Pg.
No. 88
·
Our MAGIC CUBE search
is a better mousetrap! (26-08-02)
Pg.
No. 89
·
If you don’t
make yourself obsolete, someone else will.
·
Creating Non
– Member database is one activity to be outsourced.
·
(27-08-02)
·
Our biggest
threat is from backward integration of jobsites such as Naukri / Monster India
etc.
·
Trying to
take grocery (or supermarket) business on internet can succeed only for already
established brick - & - morfar supermarket chains, which already have
“logistic infrastructure (economics of physical things) in place. Rest will
fail.
Pg.
No. 90
·
A very
limited portion.
Pg.
No. 91
·
Agree,
except that a “search” on electronic catalog is far simpler than on a paper catalogue
which can, at most, contain a few thousand items, against Amazon’s few million!!
·
That is the
“Informational Superiority” of electronic catalogs. (21-08-02)
Pg.
No. 92
·
This is THE
point. So, the question is, “Even after we distribute our Resume Database CD
(i.e. our electronic catalogue) to HR managers around the country, how do we
get them to run it / search it every day? How can CD “engage” them every day?
Pg.
No. 93
·
Senior –
Level exec. Search assignments will not be touched by web.
·
Unless, we
get here (to this technology point) FIRST, Naukri / jobs ahead can render us
OBSOLETE (i.e. dis intermediate us) even in respect of SENIOR LEVEL search – assignments!
·
Q:
·
What
“richness” can we add? – to our Long Display of resumes, without revealing
identity of candidates ? (21-08-02)
·
We have lost
junior level searches once Naukri / jobs ahead came into picture. E.g.: Naukri typing
up with shilputsi.
Pg.
No. 94
·
Our “Junior
– middle level” assignments are gone!
·
Cane we get
these back by allying with jobs ahead? They have much bigger “REACH” (as
compared to our website) whereas, we have much greater “RICHNESS” in terms of
our non – member database / our headhunting capabilities.
Pg.
No. 96
·
We have, on
our website, six types of Resume Database, vis: 1) IT Professionals 2) Non – IT
prof. 3) Fresh Grads 4) College students 5) Retired Professionals 6) Vocation –
designated staff.
·
Does this
make our website a “Dept. Store” ? Are we attempting (for Recruiters), a “one –
stop shopping”?
·
Highly
focussed on a “riche” market?
·
Perhaps
headhunting of senior level execs. (Starting from our non – member database)
could be our “focussed capability”.
Pg.
No. 97
·
Running ever
faster to remain in the same place = like on a treadmill.
Pg.
No. 100
·
When our
“Resume Database CD” reaches hundreds of recruiters (HR managers), with the
richness of short display & long display & shopping cart &
professional fees terms & emailing shopping cart (or faxing it), how will
“annuity” change ? No more “trade – off”!
·
It took us
many years to destroy 30,000 typed resumes, and ISYS will continue to be used,
until we come up with a better search – Tool.
·
As Naukri / jobs
ahead are trying to do, thru backward integration into a “brick – and – mortar”
avatar! (21-08)
Pg.
No. 101
·
This is like
a recruiter receiving 1000 resume (applications) against a vacancy advertised
in a local / regional newspaper. Sorting “good” from “average” from “poor /
unsuitable” is a time – consuming / stressful job.
·
3p Job
seeker
·
PEN
·
Recruiter
·
Applying
additional search – parameters under “Refine Search” option (21-08)
Pg.
No. 102
·
Visiting another
website.
Pg.
No. 103
·
This is
quite similar to “sequentially” applying search – parameters (one – at – a –
time) on our resume database & gradually narrowing down to a few “RICH”
resumes – which meet all search – criteria.
·
Start with a
large population (of candidates) & keep “FILTERING”
Pg.
No. 104
·
In new
Module 1, Abhi is planning to store; all “searches” ever conducted by all of
our consultants and store (against each) the “search – results” as well. We
will also try Aggregation” of resume – searches on our website.
·
Which we
are.
Pg.
No. 105
·
Recruiters
·
Which we do.
·
Jobseekers
do not have millions of “services” to sell – just one.
Pg.
No. 106
·
Choosing
from amongst 10 candidates
·
Vs.
·
Choosing
from amongst 1000 candidates [Manually done, inefficient, it not altogether
impossible.]
·
Our own
profitability will heavily depend up on our large databases / our pinpoint
searches / our superfast communication tools & our flaw less Order
Execution.
·
These intellectual
properties must be jealously protected.
·
Too many
choices. (21-08-02)
Pg.
No. 107
·
This is way
“Refine Search” & keyword based search assumes such importance in our
business. We must allow recruiters to quickly zero – in on a few “suitable”
candidates, from a database.
·
Who has time
for endless “experimenting” & then remember all the outcomes? When time for
next purchase is around.
Pg.
No. 108
·
We, too
would quickly lose our “navigational – advantage” if we permit buyers
(recruiters) to bypass us & directly meet sellers (jobseekers). Neither has
lost for us! – So, for us, navigation can never be recast as a separate entity!!
We will lose all control if we do. (21-08)
·
We will
continue with our choke – point Vis: PAN instead of Name.
Pg.
no. 109
·
“Participants”
in our business are our “Affiliates” such as – Placement Agencies / Websites /
Cyber Cafes / Comp. Institutes / Colleges etc.
·
After a
year, we will add franchisees as well.
·
True. All
our affiliates have their own care businesses, usually different than ours.
·
We, very
much want to be a party to the transaction. How else will we get our fees?
·
All websites
permit this. But we do need to add “geographical search” by adding a map of
India & clicking on “states” & may be major cities – leading to “short
Display”.
Pg.
No. 110
·
We have to
keep improving our “Shot Display” & “Long Display”.
·
Cyril had offered to
develop a software, where by a search – Quarry website, simultaneously a cts as
a “search – quarry” on Prather – websites resume databases & displays
console – dated Search – Results, to head-hunter. For this, we have to first
form an alliance with Naukri / jobs ahead / job street etc. Then we can jointly
“beat” monsterindia.com!
Pg.
No. 111
·
Our “Invertor”
(candidates) is working in thousands of offices / factories.
·
Our
configuration (theoretical maximum combinations) – Industry (200) x Functions
(100) x Design. Level (9) = 180,000 (But we have only 20000 resumes on our
website) (22-08-02)
Pg.
No. 112
·
At the
moment, Naukri / jobsAhed / monster India / job street have much greater REACH
(many more resumes) than our website but, they are in a different game
(allowing direct contact between the buyer – recruiter – and the seller –
jobseeker). Their revenue comes from “Corporate Subscriptions” & Resume –
Posting Fees.
·
If they do a
full backward integration & get into blue – blooded headhunting business as
well, then we are in real trouble!
·
Obviously,
Recruiters will flock to that website which has the largest resume database (-in
our case, jobseekers are advertising their services by posting their resume on
our website). Conversely, jobseekers will tend to post their resumes on that
website which carries, most no of corporate job – Advt. This does not work in
our model because of ANONYMITY. (22-08-02)
Pg.
No. 113
·
In our Corporate
/ Candidate ANONYMITY – based revenue model, I don’t think we have any serious
“Competitor”. And I seriously doubt if Naukri / jobsAhed / jobs tree would ever
want to jettison their “subscription – model”.
·
Mar. Satish
Doshi of Sampoorna tried something like an Indian web – based “Employment –
Exchange” thru www.global R2R.com, which
became still – born. But one day, we hope to succeed with our “KAUN BHAGYASHALI?
= concept, for which, time & technology have yet to arrive.
·
No more.
·
Like giving
away, free Resume Database CDs to HR mgrs.? (22-08-02)
Pg.
No. 114
·
Since our
business models / revenue models are greatly different, we cannot “pool our
resources (database) “with Naukri / jobsAhed / Job Street, as long as they
think they have a “superior” business /revenue model! They will join us, only
if they see that 700 placements – agencies have joined us & become our
franchisees” Q: when?
·
See my note
“JAWS” prepared in 99 / 2000.
·
May be also
due to the fact that UN – skilled jobseekers are more likely to be looking for
job – Advt. In local newspapers than surf the Internet jobsites. But things
could changes, if one can click on a TV (to submit a resume against a job Advt).
Even in a poor country like India, there are may be 60 / 70 million TV sets (38
million connected to cable). TV is accessible to unskilled workers. (30-08-02)
Pg.
No. 115
·
Our
“Affiliate” programs (Colleges / Cyber Cafes / Compo – Institutes / Placement
Agencies / Websites) are aimed at achieving such a “critical mass” (of resumes)
for “MEMBERS”.
·
For NON –
MEMBERS (Passive job seekers), we need similar tie – ups with professional –
bodies (such as NIPM / IIMM / Inst. Of Engines / CSI Inst. Of co. sec / etc.
etc.
·
“Local
Placement Agencies” – in our business.
·
3P
·
i.e.: -
“orders received thru 3P which they would have never received on their own (for
lack of “reach”). (30-08-02)
Pg.
No. 117
·
This is akin to
our getting into Database business or Direct Marketing / Telemktg. Business. (Because
of our resume database).
·
Books – CDs
Pg.
No. 118
·
Since in our
business, “Economics of Thing” are, at best, insignificant, what critical “Resume
Database” (-even Non Member Database) do we need, before corporate clients
flock to us? May be 5 lakhs of each.
·
In Executive
– Search business, will it so happen that if a Search Agency does not go ON –
LINE, it will end up being a “traditional retailer”? How will they offer their
Client, “ONLINE TRACKING” of their SEARCH – ASSIGNMENTS”? (30-08-02)
Pg.
No. 119
·
Without on
ONLINE TRACKING of SEARCH – ASSIGNMENTS by clients, we have no “comprehensive
navigational offering”!
·
Even jobsAhed
& Job Street have some simple features.
·
We are trying –
but not succeeded yet.
·
As in our case.
·
Biggest danger
is job street & jobsAhed & Naukri, putting – up a brick & mortar
“back office” & tack us on, on our own turf! They have “REACH” which we do
not. They stand a better chance (than us) of becoming “insurgent navigator”!! (01-09-02)
Pg.
No. 120
·
700
placement agencies
·
This could
be “selling” resumes of fresh grads. – Of which there are millions coming out
of colleges each year. But this is a different ball game & should be done
thru another website, called www.3presumes.com
·
But for that
(business), we need a million resumes of fresh graduates every year, by
offering to 10, 000 colleges, free service of building / maintaining ALUMNI
databases. (07-09-02)
Pg.
No. 121
·
Ask each HR Mgr.:
what could we do to make your life easy?
·
E.g.:
·
Installing our
Resume Database CD (with search – engine) on desktops of HR managers. Once – a
day, it would download fresh resumes from our website (similar to www.bwolves.com).
·
Franchisee
Pg.
No. 122
·
If you do
not make yourself obsolete, someone else will.
·
For us,
Unlimited [REACH] can open – up, if we can get “3pjobs.com” as THE only jobs –
content supplier to the RELIANCE portal, which will “reach – out” to 25 million
telephone subscribers (Landline + Cellular – WLL) across India, thru 65000 km
of Optic Fibre Cable to 2000 cities. This portal will become accessible thru
thousands of PCOs / Web stores / Petroleum retail outlets (5800) / CDMA cell
phones.
·
For Reliance
to accept 3pjobs.com as it “Content Partner”, our website would need to have
far superior / navigational / expert – system features than any other Indian
jobsites.
·
What should
be these features? What would impress Reliance officers – in charge of Infocomm
business? (01-09-02)
Pg.
No. 123
·
On their own
“HR / Recruitment Managers” should “PULL” onto their hard disks, our daily
arrival of resumes. If 2000 recruitment managers start doing this (PULL) daily,
then Reliance may get impressed.
Pg.
No. 125
·
Send resume
directly OR post it on 3pjobs / Naukri etc.
Pg. No.
126
·
Franchisees
will become an “extension” of our own “Consultant – Force” – only sitting in
far – off cities but using all IT infrastructure located at Marol. (4-9-2)
Pg.
No. 127
·
For us, it
is always, our client’s interest that matters.
·
E.g.:- an
MBA degree
·
Not in our
case.
·
Amongst the
candidates “shortlisted” by us, we recommend one or two only. Rest cannot by –
pass us and directly “influence” the HR Manager.
Pg.
No. 128
·
This happens
with hundreds of road – side “placement services”, who collect their fees from
“candidates” (e.g.:- export of drivers / welders to Gulf Countries, by travel –
agents).
Pg.
No. 129
·
Which we are
– and that is why we collect our fees from clients.
Pg.
No. 131
·
A GP
(general practitioner) doctor referring “his” patients to a “specialist” &
collecting “commission” is very common in India – even when the GP is supposed
to represent his patient’s interest!
·
Our own
“Magic cube search” is an example.
Pg.
No. 132
·
We too
decided not to charge
·
Jobseekers
for posting their resumes & conducting job - search.
·
Recruiters
for posting job Advt & conducting resume - search.
·
Today we
accepted Monster India.com’s offer to post 1200 job – Advt (over next one year)
for Rs. 15/= each. 3 months back, we paid Rs. 1500 for one job – advt.
(4-09-02)
·
Since we
make our money elsewhere, we will continue our “free” services but, over a
period of time, we will make these available to only those who give us their
“profiles / resumes”.
Pg.
No. 133
·
This (lack
of “reach”) may be reason, some websites have chosen to become our “Partner
Websites” & display our logo on their homepages.
·
We decided
to advert – ties our “search – assignments” on monster because of their “reach”
to 4 lakh jobseekers.
·
We don’t
have this – so, advertise thru monster.com
·
Our OES is
our competitive advantage.
Pg.
No. 134
·
If our
experiment (to extend our “reach”) – by advertising our search – assignments on
monsterindia.com succeeds, then, we should repeat this strategy with Naukri / JobsAhed
& Job street [-all of whom have spent millions of Rupees, to acquire this
formidable reach.] (04-09-02)
·
Forus,
perhaps it would be wise not to “Compete with Naukri / Monster etc. on “REACH”.
It would be far better to “Leverage” their reach to our advantage!
Pg.
No. 135
·
Short
display long display
·
Personal
interview
Pg.
No. 136
·
This is why
we need to to keep “Communicating” with our past / present & even our
future (potential) clients, by sending personalised emails, at regular
frequency HR managers
Pg.
No. 137
·
SMS over
mobile phone?
·
For us,
“sound & full motion video” (to replace long display?) seems out – of – question!
We are committed to candidate – privacy.
·
Our “Resume
Database” is our catalogue. How can we liven it up? (5-9-02)
Pg.
No. 138
·
Hopefully
ours is one.
·
We will
remain “buyer – affiliated”
Pg.
No. 139
·
Millions of
jobseekers have posted their resumes on Naukri / monster / jobsAhed etc. etc.
but we (3P0 are unable to “parse” these resumes by downloading our “Operation Black
hole” has not worked so far. We should wait & watch whether our “Project
REACH” (which we launched today), will succeed in getting us thousands of
resumes over the next year (starting with monster India).
·
3P
·
Posted
resumes
·
Sabeer
Bhatia
·
Eventually,
we will have to extend “Project REACH” to all Indian Jobsites. (5-09-02)
Pg.
No. 140
·
Today
jobseekers who have registered with monster India will get “job – alerts”
against only those job Advt. Which are posted by corporate clients of monster
India? And this applies to Naukri / jobsAhed / Job Street / 3pjobs. There is no
mechanism (-perhaps, with the exception of our own PARTNER WEBSITE Program)
whereby jobseekers registers at any website, will get jobalret job – Advt.
Posted at All the websites. Like aggregating the job – Advt. Of all websites.
(05-09-02)
Pg.
No. 141
·
Today I
discussed urth Abhi / Rajeev X: “create your own job – advt. on – line feature
for HR managers (6-9-02)
·
In absence of
resources, we can hope to overtake / exceed the “Reach” of Naukri / monster
India etc. only if someone like Reliance Info comes accept us as “Content
Provider”.
Pg.
No. 142
·
Our proposed
feature “create your own job – Advt” would fall in this “problem – solving”
category although both features are somewhat “related” to our business,
indirectly.
·
We should
remember to do this if we ever create an online Virtual Employment Exchange
which aggregates results of simultaneous “Resume Search” on databases of all
jobsites. Problem is our resumes are “Anonymous” but most other jobsites
display “Public” resumes with all contact details of jobseekers!! (8-09-02)
Pg.
No. 144 / 145
·
Nowadays
almost all Searches – Engines display “paid for” links at the top of the list
of results, - but only some of them admit this “bias” publicly!
·
Today if we
were to change our cell phone service provider (for better service), then we
get a new mobile phone no 8 then we must print new visiting cards (business –
card) & same with our personal email ID. Unless, sometime in future all new
– born babies are given a UNIQUE no. which serves universal purpose (Tax No. /
Passport No. / Phone No. / Email ID / Driver License No. / Car No. / Voter No.
/ Ration Card No. / Credit Card No. / Mobile No. / etc. – etc.). So, no more
LOCK – IN by anyone. (8-9-02)
Pg. No.
148
·
Read my notes on
“Messaging Tool / Communicating Tool” Also read all the “mass – mailers” sent
by me to clients & candidates, during last 13 yrs. These are available on
our Intranet. (9-9-02)
Pg.
No. 149
·
(9-9-02)
·
See our
“Magic Cube Search” displays.
·
We have yet
to create a respectable / searchable database of the job – Advt, client wise
(or simply corporate wise)
·
That would
tell us what type of executives a corporate hires (over a few years).
Corporates also need to find replacement for retiring executives so we need to
compile that data too + we need to keep track of who is “resigning” from which
company. I dea is not to wait for a customer to arrive on our website &
conduct a resume search & then (may or may not) fill – up website shopping
– cart! We have yet to approach pur own past clients.
Pg.
No. 150
·
See my
remarks on p = 149 re “Pro – Active Marketing” Also earlier notes on “Proactive
Marketing / Expert Systems”.
·
Past “hiring
– patterns” of corporates.
·
E.g.: -
·
3P may
become the first choice for “Senior – Level” executive search.
·
The idea
behind distributing Resume Database CD along with search – engine is to get
Recruitment Managers to form a “habit” (offline). This will allow us to bypass,
Naukri / monster / jobsAhed in our effort to “reach” our clients.
Pg.
No. 151
·
Resume
database CD should also contain the (under development into our website, at any
time, will allow a Recruitment Manager to automatically “download &
update”, both databases on his hard disk. Idea is to “Lock – In”.
·
Initially,
the resume CD, may contain our entire for any Industry / any function / any
designation – level, as per the choice of an HR manager.
Pg.
No. 152
·
(10-9-02)
·
This aspect
is even more relevant in Indian situation where HR managers are not computer –
savvy.
·
E.g. :-
·
If 3P logo
becomes an Icon, PC shipped in India & clicking on that icon, begins the
resume – search or job search - THEN 3P Logo - the starting point – becomes a
“BRAND” in itself. If 3P Logo cannot be “pre – installed” (on every pc), can it
be easily downloaded from 3P website & get automatically installed on
“desktop” screen? – As a link to our website like a “Favourite”?
Pg.
No. 153
·
We could do
have a cookie, which tracks every “Resume – Search” activity but it would not
be of much use unless, we insist, first, every resume – searcher “registers” on
our website. Then only, can we contact him later, using data mined (i.e. resume
– search behaviour / pattern).
·
Today, our
website only sends out, Birthday greeting & 6 monthly “Edit Resume” alerts.
·
E.g.; -
·
There are
some positions common to all companies – Finance – Personnel – Admin – Co, Sec.
etc. etc.
Pg.
No. 154
·
Our corporate
client’s future manpower “needs” can be, to some extent, figured – out, from
compiling their past “Job – Advt” & analysing the same for “patterns”.
·
Our own
“Magic Cube” is an attempt in this direction. Adding, a clickable map of India
(for state & city wise search) would be next step.
Pg.
No. 155
·
We must
never do this – even in “exchange / barter”.
·
Which we
must always guard – as we have alone since launch of our website in Nov. 97.
·
Let us
announce (on our website) “3P is part of P3P”.
·
We must come
to be recognised as a website that does not need / require certification of any
independent authority! We must become THE STANDARD! Remember our “PRE – VIEW” button
below “Submit Resume Form”.
Pg.
No. 156
·
Let us
always remember this
Pg.
No. 157
·
We too, must try
to create the “3P” brand, by giving away, our “navigational product” (our
search – engine), along with our (encrypted) resume database, on a CD.
·
Resume Databases
(of 3P / Naukri / monster / jobsAhed) etc.
·
3P’s search
engine (based on Neural net)?
·
As of now,
customer Info. Is quite poor.
·
Something that
we can do automatically thru websites & OES.
·
This is exactly
the reason why we should (somehow) manager the corporates themselves to build /
construct their own “Janam – Kundli”, online. To induce them to do this, what
would we need to give them in return? I have made an exhaustive note on this
subject.
Pg.
No. 158
·
We should never
permit one HR manager to see / view online, the “Janam Kundli” of another
corporate. Nor should a jobseeker be able to see this. Even if such a “Janam
Kundli” is password, what happens when ore HR manager resigns & joins
another company?
·
Our competitors
would love to get “access” to these Janam – Kundlies. (10-9-02)
Pg.
No. 160
·
Our website
feature “Latest / Recent Arrivals” (of resume) has somewhat similar
connotations.
·
Indian cell
phone service providers have so many different “Tariff” options – quite
confusing.
·
(10-9-02)
Pg.
No. 161
·
Lying on the
table of a Recruitment Manager, such “Converted Biodatas” would stand – out
& attract attention & compete much better with resumes sent by our
competitors.
·
We cannot
“Promote” our candidates directly & loudly, but when we succeed in our
effort to redesign our “converted biodatas” (as per sample in ARGIS folder), we
would do so indirectly by highlighting keywords, in different boxes, marked, 1)
Skills 2) Knowledge 3) Attitude 4) Attributes etc.
Pg.
No. 162
·
Since, our
“Service” can only be “experienced”, we fall in this category.
Pg.
No. 164
·
Is it likely
that 3P as a brand gets magnified / endorsed, every time an executive appointed
thru 3P performs superbly & exceeds client’s expectations? The “experience”
becomes synonymous with 3P brand.
Pg.
No. 165
·
Unfortunately,
in our business, we cannot promote our “brand” by advertising “Executive
Candidates” placed by us with our clients. Very rarely – and in private – can
we talk about our “Film stars”! Very very selectively. (10-9-02)
Pg.
No. 166
·
In our
advertising / direct mailing / branding, we can,
·
Either, list
our corporate clients (without naming the “positions / vacancies” filled)
·
Or, list the
“position / vacancies” filled in different “Industries” (without naming the
corporates)
·
Never, name
the “Executive” placed. No indiscretion tolerated in this! (10-9-02)
Pg.
No. 172
·
Dept. of Company
Affairs (DCA) “sells” (for Rs. 2200/=) a CD containing a database of 550, 000
“registered” companies of India. The CD is encrypted & cannot be ever
downloaded on a hard disk! This is outright “stupid” if ultimate objective is
to promote business / industry.
·
They should give
away this database for “free” & encourage everyone to make as many “copies”
as wanted!
·
We will get all
of our “franchisees” to use the same technology (Module 1 / OES) that we use.
Pg.
No. 174
·
In a very
miniscule way, we will “network”, most of India’s small – time “placement
agencies”, in this way – where (corporate) demands for vacancies / positions
& supplies of suitable “candidates”, can be exchanged securely. Of course,
first we must figure – out why Satish Doshi (sampoorna)’s, www.globalR2R.com failed to take off.
·
Q :
·
How will
this help grow our business?
Pg.
No. 175
·
If we want
to be THE LEADER, we should get leading corporates & a hell – of – a – lot
of small placement agencies scattered around the country, to accept / adopt,
for their daily need’s our “CREATE YOUR OWN JOB ADVT” software tool – which we
should distribute for free, on CDs with a button to upload on our website.
There is no other way to “outsmart” Naukri / monster / jobsAhed / job street
etc.
·
We will
succeed only if corporates do not look upon this as a clever “gimmick” to get
them to post their job – Advt. On our website. We must promote the CD as a
simple / fast method to compose job – Advt for releasing to newspapers!
·
Simultaneous
“uploading” on our website must be presented as a “by – product” / some
incidental feature. (10-09-02)
Pg.
No. 178
·
I doubt if
we can get the big jobsites (Naukri / monster / jobsAhed / job street / 3pjobs)
to agree to some “Industry – standards (for web forms / job – Advt forms etc.).
I feel 3P should start with a lot of small placement agencies & get them to
accept our “forms” as “standards” & then move – up. We should build – up a
momentum from the bottom, which becomes difficult to derail! (10-9-02)
Pg.
No. 180
·
It is for the
purpose of achieving this “critical mass” that we must rope – in a large no of
small placement agencies to follow OUR standard formats.
·
Which, executive
– search industry in India is.
Pg.
No. 181
·
I am sure,
most of the 700 Placement Agencies of India, simply photo – copy resumes (from
their box files) & post / hand – deliver to their local clients. If we
succeed with ARDIS / ARGIS, and, are able to “standardise” on a “Converted Bio
data” form, then we should give this (software) away FREE! We create a
standard. Then big brothers have to follow!!
·
But strong
“encrypted”
Pg.
No. 182
·
Auto –
conversion of all unstructured email resumes into fully structured “Converted
Biodatas”. This is our next goal. (10-9-02)
Pg.
No. 183
·
I used this
in L & T, in 1982, to elicit employee – preferences in respect of
(proposed) compensation – packages. I have a copy of the report prepared by the
consulting – firm.
·
We got more
than 2000 employees to answer such questions.
Pg.
No. 184
·
Resumes are
jobseeker’s profile how he has progressed over the years – what has he
“achieved” over the years. Resume too, is a “record”.
·
Each jobsite
has its own form & each jobseeker also has his own “cut & paste” email version.
·
Each jobsite
makes a jobseeker enter same data in different forms, & no two forms are
identical. (Although quite similar & capable of being “mapped”.)
Pg.
No. 185
·
We tried to
eliminate this (Cast) thru our Partner website program.
·
Cost of
entering same data again & again on a number of jobsites.
·
For easy
comparison, employers would like to receive all resumes, from all Agencies, in
identical formats. (Or even directly from all jobs – applicants.) They can
reach conclusions faster & more accurately.
·
Sequential
record of ailments.
Pg.
No. 186
·
Some equally
dramatic (-and useful) analysis could emerge if all resumes on all jobsites
were in the same standard form.
·
Whoever
possesses such a database could be the ultimate “intermediately”! ( 11-09-02)
Pg.
No. 187
·
(if)
“Operation Black hole” could download all resumes from all jobsites AND (if)
ARDIS / ARGIS can convert all of these resume into standard “Converted
Biodatas”, then this goal can be reached.
Pg.
No. 189
·
This is
equally likely to happen in case of standardization of resumes.
·
Buyers =
Recruitment Managers (may be Line Managers)
·
Suppliers =
Colleges (For Fresh graduates)
o = (Placement Agencies Staffing Services)
o (For junior – level & temporary staff)
o = Executive Search Firms
(For Senior Executives)
Pg.
No. 199
· · True.
·
This is
slowly changing & in last 2 yes, there have been layoffs & even
retrenchment
Pg.
No. 200
·
And,
currently, Japanese banks are indeed trouble due to Non – Performing Assets
(NPA) = loans to corporates or equities in ``
Pg.
No. 203
·
As it
happened a few months back, in case of ENRON / WORLDCOM & other companies,
whose managers made tours of money at the of cast of the investors /
shareholders / lenders.
·
L & T
trying to spin – off cement business now & earlier Earth – Moring M / C
business.
Pg.
No. 204
·
Always on
lookout for the “Exit Route”.
·
Ourselves,
our franchisees, & our supply – chain Placement Agencies, all need to be
always “Connected” always “Reachable” to each other. To this “Connected
Network”, we must add :
·
-our own
consultants (working from home?)
·
-our
Interview Experts (also working from home) (11-09-02)
Pg.
No. 205
·
Mosterindia / Naukri
/ jobsAhed / Job Street / 3pjobs / mafoi etc.
·
We do not know
how many Indian Corporates post their vacancies on their own websites. We
should find out & persuade them to post on our website too.
·
That is “Now”!
·
Our website does
provide useful data on
-
Compensation
Comparisons
-
Schools /
Colleges / Computer Institutes
Pg.
No. 206
·
Information’s
that
·
-a recruiter
has jobseekers
·
-a jobseeker
has about job – openings
·
Both have
equal “Info. Advantage”
·
Level
playing field
Pg.
No. 208
·
This is the
KEY issue.
Pg.
No. 209
·
Contacts Network
Pg.
No. 211
·
Which keeps
“coming – in” and “going – out” with employees. Stale winds blown – out &
fresh winds blowing – in!
·
Without a
MITI
Pg.
No. 212
·
Incentives
as well.
·
Could we
compare our own “Technical” function with R & D function of a Parma Co.?
Could we have a totally different “Organisation” Structure” & a different
“Reward Structure” for our Technical Team / function? (11-09-02)
Pg.
No. 213
·
This will
happen when our Consultants & Interview Experts operate from their homes
(without any fixed monthly salary but with compensation linked to “Results
Achieved” only. Both will have Video – Conferencing facility at their homes and
“access / yes” the same Order Execution System remotely. (11-09-02)
Pg.
No. 214
·
(Profitability)
·
Our ultimate
“competitive Advantage” will rest upon our -Employees (People) -& their
Productivity (based on HW / SW / technology tools)
Pg.
No. 217
·
E.g. :
·
Monster
India / Naukri / JobsAhed have large resume databases (-and great “REACH” –
thru their website)
·
We have
“Brick & Mortar” / Back office strengths & Headhunting (Richness)
skills.
·
Getting all
to adopt same “Submit Resume” form? Just one example.
·
We are
trying this thru INTRANET.
·
E.g. :-
·
Debugging of
OES project given today to Abhi & Rajeev. They will be Self – directed” (
11-9-02)
Pg.
No. 218
·
E.g. :-
·
Each
consultant’s “Target & Achievement” boldly on the Intranet.
Pg.
No. 222
Pg.
No. 223
·
Before
anyone else can make us “obsolete”, we should ourselves make “us” obsolete, by
floating such a “Virtual Employment Exchange” on our own! All we have to do is
to learn from Satish Doshi (Sampoorna), what went wrong with his
“globalR2R.com”
·
This is why
I think our focus should be 700 smaller Placement Agencies. If we succeed in
roping – in these, we could become a formidable force – on the ground – even if
likes of Naukri / monster India / jobsAhed, continue to dominate the Virtual
world of internet jobsites. (12-09-02)
Pg.
No. 224
·
This is why
getting our Resume Database CD into the CD – drive of every HR manager, is so
critical.
·
Even though
in Indian Executive Search industry, there is plenty of room for many players,
we must aim to be the “WINNER”.
·
Can our
strategy be:-
·
“Make every
placement agency (across the country) – our “Franchisee” (& mot just
contributing resumes to our database) – all of whom can openly “access” our
database & must use our OES! (12-9-02)
Pg.
No. 225
·
KBK
·
(Kaun Banega
Bhagyashali?)
·
“Kal –
Chakra” – Remote working thru Video
·
VPN – operation
Locking – JAWS – Operation Black hole – ARGIS – ARDIS – knowledge Bases – OES –
Module
·
700 Placement
agencies as “franchisees”
Pg.
No. 226
·
After 2
years of struggling, we are still trying to
·
-debug OES
·
-build
intranet
·
-install
firewall
·
-install
remote back – up
·
-Rewrite
Module 1 (Data capture & Member – Search)
·
-Make our
website “Oracle” – based etc.
·
Well said.
·
This has to
change
·
(L & T,
despite my advice to the contrary to Chairman Desai, Placed Electronic Div.
under “Electrical Switchgear Div.” & killed it, after experimenting for 20 years!)
Pg.
No. 227
·
Abhi Rajeev
·
Our “pro –
active” marketing will have to be “Segment – of – one” type – with SMS / email
job – alerts (to candidates) & candidate – alerts (to corporates)
(12-09-02)
Pg.
No. 228
·
In India, these
were ABC / A-F. Ferguson / Datamatics / Boyden.
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