====================================================================================
When I read any book, I scribble my comments / notes in the margins
Pg.
No. 1 (02-12-06)
·
On India
Recruiter, we have provided “open Access” (without Log In) to must pages /
features to enable would be users to try-out, without revealing their identity.
·
“Profiles”
is a extremely customize resume so I hope, jobseekers & HR mgrs. alike,
like it when launched in 15 days.
·
We have in
our library.
Pg.
No. 4
·
Thru Global
Recruiter / India Recruiter, we intend to redefine the Recruitment Industry
·
Jobsearach &
Resume Search fall in same category (Buyers & sellers)
Pg.
No. 5
·
Thousands of
irrelevant resumes from jobsites only 20 perfectly relevant resumes
Pg.
No. 7
·
This is why
we need a few large companies (IT & non-IT) to start using Profiles &
give us further in puts.
·
This is why
we have enabled users to create their own / private Question Bank.
·
We must get
customers to with each other their own private data banks of Questions
Pg.
No. 8
·
Can we say
Recruitment Agencies are “passionate” about sending only the most relevant
resumes to their corporate clients?
Pg.
No. 10
·
I suppose
most Recruitment Agencies must have found their own methods to store /
categorize / Index / Retrieve search / Tabulate, resumes
Pg.
No. 14
·
What are the
cu went “circumstances” for most HR mgrs. & Recruitment Agencies?
·
1 ) They
just can’t find / interview / select / appoint enough no of suitable /
competent candidates,
·
2) They have
to read thru hundreds of irrelevant resumes to locate on GOOD one (Needle in
the Haystack!)
Pg.
No. 15
·
I dally a HR
mgr. would want a software Agent that goes out (on WWW), finds an ideal
candidate negotiates and issues an appointment letter.
·
Endless
futile searches on jobsites
Pg.
No. 23
·
What will
emerge when we enable jobseekers to move keywords up & down in karma scope?
Similarly when we rearrange keywords in the descending order of “No of times
clicked”?
·
Jobseekers
won’t “pay” anything to India Recruiter, but can still be “lead users”. If they
can be made to believe that using profiles can get them a job (or atlas,
interview call), then they would jettison laiu text resumes!
·
Getting
corporates to share their “Private Data bank Question” with other corps.
Subscribers on. India Recruiter is not going to be easy.
Pg.
No. 24
·
(03-12-06)
·
Perhaps HR mgrs.
of smaller companies, may get motivated to share their “Private Question”
provided their contributions are “recognized” acknowledged. We have plans to do
this. People do this in Wikipedia even without getting any credit!
Pg.
No. 25
·
May be we
can find some useful programs here.
·
We have yet
to find a meaningful / satisfying forum for HR consultants on India Recruiter
but we will do.
·
This is
quite smirk to getting HR mgrs. to list / name “products / services” under
various Industry-Names / Designations under functions etc.
Pg.
No. 26
·
Who if any,
might want to spread “word-of mouth” about India Recruiter? May be IT
professionals-who can / will appreciate the underlying software.
Pg.
No. 27
·
In the first
place, I have to get Rahul / Sourabh / Swati / Sonal & Yogesh to spend a
week each with our owrs consultants
Pg.
No. 29
·
We should
get HR mgrs. & Recruitment Agents to
expand / categorize / classify
-
Industry
Name - keywords
-
Function –
-
Skills –
-
Designation –
Pg.
No. 30
·
Just 7 months
ago
Pg.
No. 31
·
I am at a
loss as to what kinds of graphical profiles neither can we possibly construct
form text resumes of FRESH GRADUATES – since they belong to no specific
FUNCTION – nor use many KEWORDS. May be we ought to create an online competitor
am ongc these FRESHERS, to come up with ideas / examples. Before we reveal our
source-code we must, first, become a runaway success with profiles in case
“EXPERIECED” professional, so that we need not worry about Monster / Naukri
etc.
·
For us
1)
HR mgrs.
2)
Line mgrs.
(diff. functions)
3)
Recruitment
Agencies
4)
HR
consultants
5)
Jobseekers
(EXP & fresher’s)
6)
Professors
(?)
Pg.
No. 32
·
How about
making available – for FREE- “Guru Quest” to colleges teaching MBA (HR)? Here
are future HR managers. If they get hooked to Guru Quest (offline version) –
then, when they graduate & take-up full time jobs in industry, they will
only use India Recruiter’s IIT! Loyalty-building.
Pg.
No. 33
·
NIIT are
also in the process of setting-up a college / course (2 yrs.) for training
future “Recruiters”. There is also one more party planning likewise. We will
offer them Guru Quest – FREE. Even as they learn (how to use Guru Quest) they
might come up with product-improvement suggestions. They will have no hesitation
to write “Interview Questions” & incorporate into Guru Quest on the other
hand, why give an offline Guru Quest? Just give them FREE sub script ion to
online IIT? That is far far better! they could be IIT into coursework for role
playing & preparing students to become interviewers as well as in trainee
·
Karma Scope
will evolve as our own Intelligent Brick.
Pg.
No. 34
·
I suppose
professors &Principals have similar concerns about, their graduating
students not finding jobs with better companies & at good salaries
·
We must tell
principals that their students stand a better chance of getting selected if he
she has mastered IIT.
·
We must
excite the professors at MBA colleges
Pg.
no. 35
·
If we make
India Recruiter subscription FREE (permanently) to Educational / Training
Institutions (includes coaching classes), then possibly many would register –
but would that defeat the purpose / object, of putting a tool in the hands of
HR mgrs.’ which helps “assess” candidates without letting out the question
Paper ! to begin with, we may restrict this only to colleges teaching MBA (HR).
·
Online IIT
will be same – whether used by MBA (HR) students in management colleges or used
by them when they join Industry (as HR mgrs.)
Pg.
No. 36
·
We can don’t
have the luxury to wait till MBA (HR) professors (and students) try it out. But
we will involve them in “Refinement”.
·
Differ with us
in case of India Recruiter
·
“Buy files” will
it get accepted as a new category?
Pg.
No. 37
·
The child in
every man?
Pg.
No. 38
·
If mgmt.
college student’s students start experimenting with IIT, then it is possible
that such discussion groups may form between far-flung friends.
·
We will need
to come up with something similar.
Pg.
No. 39
·
I have readout
believe that IIT users, will come up with modifications to extend use of IIT to
canny-out “Reference checks” of many kinds, e.g.: reference check for
prospective Bride / Groom on Bharat Harmony or shadi - com.
Pg.
No. 41
·
This is what
we should try w.r.t. mgmt. college professors
Pg.
No. 43
·
It is same
with generation of profile by filling – up the “submit resume” Form on India
Recruiter. The endive process must be “in tuitive”. There can be no scope for
making a mistake / then blaming India Recruiter. The very first attempt must
produce “Profiles”. World – of – Mouth can work both ways
·
Equally true
for India Recruiter.
Pg.
No. 46
·
Can we say
“what Profiles will do for online recruitment”?
Pg.
No. 48
·
By adding a
few more fields & capturing those values, in our database, we could
generate many more interesting Profiles & uncover TRENDS. For this to
happen first the existing Profiles must become very popular & get
universally accepted by Recruiters. Once they start “insisting” on Profiles,
jobseekers would become amenable to provide whatever data we want them to enter
in “submits Resume” form. Only Recruiters can pressurize jobseekers!
Pg.
No. 50
·
If a few mgmt.
college Professors – and their students-contribute “interview Questions” and,
others notice their “contributions” others may also get prompted to do
likewise. This would be especially true if if can get users (i.e. interviewers)
to click on a question that they choose to ask the candidate – and a counter
displays, how many times that particular question. “got asked”. Along with the
name of the person who contributed that question. That would be a powerful “rendition”!
(03-12-06)
Pg.
No. 54
·
Rs. 1 /=
Lakh.
·
Loyalty from
childhood
Pg.
No. 59
·
We have in
our library
·
Depending
upon its products / services, each company needs executives having specified
(sometimes UNIQVE) skills. IIT must be able to provide Questions pertaining to
these skills. Then only will such companies use IIT.
Pg.
No. 62
·
In Resume
search tabulation, against each candidate’s name, we can provide 3 figs:
1)
Minim Interview
score
2)
Maxw _ _
3)
Ave. _ _
·
We will do
this without revealing identity of the interviecrvers
·
We can also
use this : hoe many Interview Questions has this person contributed giving
public recognition
·
They will contribute
good questions, only when they are “recognised” for their contributions. This
(recognition) is the least that we can – and must do, to motivate them.
Pg.
No. 64
·
India
Recruiter too would have corpo client form many industries
Pg.
No. 80
·
Our goal is
to make it easy for recruiters to quickly zero – in / find the most relevant
resumes & establish contact with those candidates.
Pg.
No. 82
·
It is quite
possible that HR mgrs. feel this way during resume searches on jobsites.
Pg. No.
84
·
On India
Recruiter, we have tried to simplify “navigation” to such an extent that a
visitor can never feel “LOST”.
Pg.
No. 92
·
In “post a
Job” page, we plan to display (in reverse chronological order) – all the job-Advt
released by our corpo – clients, over the last 2 years. They can, simply copy
paste any and edit before clicking submit button – As simple as that.
Pg.
No. 93
·
I have a
feeling that those executives who affix attach their colour photo to their resumes;
stand a letter as compared to those who do not.
·
We have
applied this principle in “Resume Search – Archival”.
·
During our
demo of Resume search on India Recruiter, we will simile timeously conduct
resume searches on Monster / Naukri / times jobs for comparison purpose! Great idea!
Pg.
No. 94
·
In almost
all companies, nearly all positions / Vacancies get re advertised again &
again, with very little change & with definite time pattern (frequency).
Pg.
No. 102
·
Me be we
could organise on our website a community of experts who can contribute
“Interview Questions”. Let us first wait / see, the response when we implement
my today’s note” GEEK CHALLENGE” (05-12-06)
·
Shall we
publish the names of those who contribute to “Geek Challenge”? Of come, if they
wish.
Pg.
No. 108
·
This is THE
KEY element. Pride of creation. A kind of “Self – Actualization”. Q: How can we
get “Geek Challenge” contributors to SEE, what they have helped create?
·
Top 50: You
“vote” coincided with how many to Top so? 10
30
·
This is
relatively easy to show – but it still does not showing the extent to which his
“vote” altered / changed the Profile.
Pg.
No. 109
·
Graphical representation
no. of votes polled
·
____ _____
·
What about a
list of contributors with their photo? (op tonal of course)
Pg.
No. 111
·
In online
IIT, every time a Recruitment Manager adds a new “attribute” in candidate
Assessment, we can add it to the “MASTER – LIST OF ATTRIBUTES” for every user’s
Benefit. Spoke to Sourabh to add this feature. Says, can be done (05-12-06)
·
On India
Recruiter, on both the vertical panels, we will add a link “Suggest something”
______ ____
Pg.
No. 113
·
If &
when we launch our own online “Jobseekers Community” then the theme would need
to be : “Profiles helps candidates get jobs”
Pg.
No. 115
·
In India today,
we have close to 25 % of total population below the age of 18 and close to 40 %
below the age of 25! I.e. 400 million youngsters!! They will all need jobs. But
first they need job related info.
Pg.
No. 118
·
May be HR
mgrs. too are afraid of asking questions (during interview) for fear of
“Feeling stupid” or exposing their ignorance of the subject – matter. If so,
they would appreciate IIT & its databank of questions. They will also know
the thru Wikipedia answer.
Pg.
No. 119
·
We are
planning to target around 700 / 1000 recruitment agencies first – but with
online IIT, anything may happen! If corpo. HR mgrs. like what they see; we
could see a rush of corps. Registrar – tons first! (06-12-06)
·
In about 2/3
weeks, we should know the trend. Launch target is 12/12/06 Nirmit birthday
·
Same with
us.
·
We plan to
depend upon Emails & word – of – mouth.
Pg.
No. 120
·
If IIT
becomes a hit with corps – HR mgrs., it will keep them locked into India
Recruiter. The more they use it, the more of their past interview – records
will reside on our servers.
Pg.
No. 121
·
On India
Recruiter, we have tried to the same (similar by com binning long a single
platform),
·
Job Advt
Posting
·
Resume
Search and
·
Online
Interviewing
·
Recruitment
Pg.
No. 122
·
Thru Karma
scope, a jobseeker gets “feedback” in the form of keywords
1)
Present
·
Absent
·
In his
resume. He can also move the keywords UP or DOWIN. If after a lapse of 6
months, he acquires some additional skills, he can come back, look at his karma
Scope & “re – adjust” the keywords, as often as he wants!
Pg.
No. 123
·
Critical
issue also for us in India – Recruiter
Pg.
No. 124
·
This is what we
need in IIT we will someday introduce multiple – choice / objective questions
so that RIGHT WRONG (Green Red) can be flashily on screen
·
Feedback
Pg.
No. 125
·
Our
Percentile score in Profiles is a “relative standing” vis – a – vis other v”
Professionals”
·
Raw score
·
We in tend
to provide “Apple to Apple” comparison
·
I hope
jobseekers – and recruiters – love Profiles.
·
I am keeping
my fingers crossed for India Recruiter!
Pg.
No. 127
·
Just 6 / 7
months back
Pg.
No. 128
·
May be IIT
will fill an unmet need
Pg.
No. 135
·
Read “Lang
Tail”
·
At present
only Recruiter will be ONLINE in IIT. Candidate could be sitting across the
table or on a phone. Once we introduce IIM (Interview thru Instant Messaging),
both will be ONLINE.
Pg.
No. 141
·
In the
recruitment scenario, a jobseeker may demand / expect a certain salary but the
employer will offer what is “going market rate” + what will not upset the
internal applecart (Similar exiting employees).
Pg.
No. 144
·
This
interest on the part of journalists (to report on India Recruiter) would be
very important to us as well.
·
India
Recruiter will not cut out Recruitment Agencies. On the other hand we will
empower them.
·
How? This is
a time consuming offline process.
Pg.
No. 147
·
We will need
a similar period to settle down even as we are adding new features, every
month.
Pg.
No. 148
·
We need to
capture ten times (jobseekers) in same period. It we manage, there would be no
looking back
·
If India
Recruiter becomes a hit, we will approach times jobs in 2/3 months for some
sort of tie-up. I feel timesjobs.com would want to explore any opportunity to
overtake Monster / Naukri.
·
Needs
checking out
Pg.
No. 149
·
If India
Recruiter proves to be a hit with corps. Clients & jobseekers, copy cats
will follow. (07-12-06)
Pg.
No. 151
·
To be able
to email to their corps. Clients, a systematic / scientifically structured,
“candidate Assessment”.
·
Could this
be one of the “under served” needs of Recruitment Agencies? if yes, then IIT
should catch their fancy !
Pg.
No. 152
·
We have
planned for corps. Interviewers to create their own / private online databank
of interview question.
·
We have
planned “Geek Challenge”
Pg.
No. 153
·
We plan to
give “credit / recognition” to those recruiters who contribute “PUBLIC DOMAIN”
interview questions. Every time such a question pops-up (in IIT), contributor’s
name gets flashed.
·
We intend
adding “Ave. Interview score” in Resume Search, without revealing names of
interviewers, who interviewed a candidate.
·
Is it likely
that candidates may create even better interview questions HR mgrs.’?
Pg.
No. 154
·
We have
planned counters :
·
No. of times
this resume / job – advt. was viewed so for.
·
In profiles
each resume gets 3 “tags” Vis = Primary / Secondary / Tertiary Skill /
Functions.
Pg.
No. 156
·
Also when we
launch 3pjobs.com on 14-11-97
·
I need to
visit
Pg.
No. 158
·
On India
Recruiter I am trying to encourage jobseekers to come back of ten & edit
their resumes if only to see how their Raw Score & Percentile Score Keeps
changing all the time. See “Edit Your Resume” page.
Pg.
No. 162
·
On India
Recruiter, there will be several indicators of a candidate’s “Reputation” (someday,
we will show all, side by side) vis:
·
No. of times
resume viewed by recruiters
·
Match Index
·
Raw Score
·
Percentile Score
·
Ave. Interview
Score
·
Maybe, someday
we could create a “Composite” Index of Employability!!
Pg.
No. 163
·
Hopefully,
someday soon, our “Employability Index”, will carry a “prestige-value” for
jobseekers.
·
Keywords
Pg.
No. 164
·
Someday we
will plot and try to find correlation –
·
-----------------
---------------------
·
------------------
----------------------
·
Once we have
Interview score % data for 10,000 candidates (irrespective of which recruiters
interviewed and when), then we can plot such a scatfergram - since we already
know the Percentile score of each of these candidates, on the date of the
interview).
·
If there is
a high co-relation between X axis and Y axis, then we can boast that our
“Percentile score is an excellent indicator of a candidate’s performance in
interview”
·
That would
give a tremendous CREDIBILITY to our Profiles! (08-12-06)
Pg.
No. 166
·
We have in
our library.
Pg.
No. 168
·
On all
jobsites, all the content (vis: job Advt & resumes) is always contributed
by users.
·
We have
somewhat similar plans.
Pg.
No. 169
·
This cannot
work on a jobsite
Pg.
No. 172
·
Someday, we
will make job – advertisers pay us to deliver their job-Advt to suitable /
relevant candidates (Where candidate’s resume contains same keywords as
appearing in job – Advt).
·
I read
somewhere that only less than 1 % of the blogs created get read by someone else!
On some (or may be most), there are no “comments” by other readers for months
or years! If I were to post my poems may be 4/5 persons may come / read in a year!
I may still do it in order to “immortalize” myself!
Pg.
No. 173
·
May be we
can get technical / management college Professors to contribute to creation of
online databank of interview questions. They are used to setting “Exam Question
Papers”! We must give them credit.
Pg.
No. 175
·
What
jobseekers do while posting “resume-documents” & advertisers do while
posting “Job Advt. document”.
Pg.
No. 177
·
We must find
out “how”?
Pg.
No. 180
·
How can I
make “Geek Challenge” a “massive multiplayer game”? I must find out what will
motivate the IT pros. To play this “rating” game?
Pg.
181
·
Our team is
incredible too! Time will tell. (10-12-06)
·
Day-after-tomorrow,
we launch IndiaRecruiter.net. It will
take 3 / 4 weeks to know the response.
·
In course of
time, we will offer many modes of resume search = some 6 / 8 different
approaches
1)
Conventional
2)
Archival
(now renamed “Barter”)
3)
Matrix
4)
Magic cube
5)
clone
6)
pinpoint
7)
Long tail
etc.
Pg.
No. 182
·
Somewhat
like candidate Assessment in IIT.
·
We have plan
to add “private Resume”
·
Our “Public”
Contributed Interview Question Bank.
Pg.
No. 183
·
Key element
Pg.
No. 184
·
Sourabh has
designed tool which can enable a jobseeker to select a colour-combination for
his graphical profiles. May be billions of unique combinations are possible! we
will introduce later
·
We have
plans wherein users of India Recruiter can create a NEW “function category”
& also list keywords associated with this NEW category. Then let other
users “VOTE” on these keywords (as in case of “Geek Challenge” once 1000 users
have voted, we will accept & incorporate the new category in our database.
Pg.
No. 185
·
Our conventional
Resume search, in future, will enable clicking on – World Map – Country Map –
City
·
IIT is a
classic example.
Pg.
No. 187
·
We launched
World-Wide-Jobs.com on Jan 28, 2005, (day I had my bypass).
·
WWJ depends
up downloading job – Advt from Naukri.com / then delivering Job Alerts on
Mobiles (JAM) to our subscribers. For delivery of SMS, we tied-up with Airtel /
MTNL / BSNL & Reliance.
Pg.
No. 188
·
In IIT, We
are providing “Definitions” (of key words) form Wikipedia. We have sourced
questions from many websites. We have used Google sets & Google Archives.
·
A
candidate’s Residential Address in our “Submit Resume” form, is a geo – coded
data.
Pg.
No. 189
·
In IIT,
clicking on “Position / Vacancy” will bring up “Job Descriptions” from over
500,000 job – Advt. Clicking on “Client Name” will bring up company Profile.
·
Once India
Recruiter takes roots we should invite Patricia Seybold to visit.
·
P=395
Pg.
No. 190
·
India
Recruiter is a “data Service”
·
In profiles
we have 7 graphs. At present we have frozen their relations within the
profiles. Someday we will enable HR mgrs. to re – arrange their sequential
order in they like.
Pg.
No. 191
·
Like Raw
Score / Percentile Score / Match Index
Pg.
No. 194
·
It is quite
probable that Backstage BBC website “News” contain a lot of “company /
corporate” related info which, we can pull – in, if regd. It may not have much
data on Indian Companies.
Pg.
No. 197
·
We will
modify “Geek Challenge”
Pg.
No. 198
·
Interview
Questions
·
Key words
for
·
-Industries
·
-Functions
·
-Skill Areas
·
-Knowledge
Areas
·
Company
Profiles
·
Company
organisation charts
·
Job
Descriptions
·
Salary Data
·
(10-12-06)
Pg.
No. 200
·
I intend to
give away (FREE) Guru-Grab tool (Resume Downloader) to Recruitment Agencies. An
email built into the tool will recommend / suggest that the jobseeker register
at India Recruiter.
Pg.
No. 211
·
I believe
Microsoft announced a similar move in repeat of internet Explorer, a few weeks
back.
·
May be
Netscape realised it cannot keep it “alive” on a commercial visas.
Pg.
No. 215
·
Rahul just
phoned to say that his team has uploaded all files on Reliance server and as
soon as he reaches home, he will try to deploy India Recruiter website.
Tomorrow is the Launch – day. (11/12/06: 8 p.m.)
·
“Word-of-Mouth”
- what we want for Profiles.
·
How long
will it take for us to know whether Profiles will, one day replace all plain
text resumes?
·
My idea is
to get Recruitment Agencies to market “Profiles” by suggesting that they insist
on candidates to send Profiles
·
Could not
launch India Recruiter today because internet connection was down! (12-11-06).
Pg.
No. 217
·
We cannot
afford even a small ad.
Pg.
No. 230
·
Voting on
keywords belonging / related to specific IT skills (to create Industry –
Specific Stack) is quite a “Low end” involvements of IT geeks. Their real
contribution could come in developing expert systems for IT recruitment.
·
No single IT com
would spare its geeks, to develop a “IT recruitment Expert System” – solely for
its own internal use.
Pg.
No. 131
·
Our model is
same – web services
Pg.
No. 133
·
We will
enable HR mgrs. of each industry to create new categories of “Functions /
Skills” & then list related keywords
Pg.
No. 134
·
If we can
manage to rope – in L & T InfoTech for co – development of Profile (for IT
industry recruitment) that would be a great break!
·
Is is
possible that IT companies may feel this way before adopting Profiles? They may
want to know how exactly we generate Profiles. If some of them do, that would
be a good opportunity to rope them in for further development of Profiles! May be I can persuade L & T InfoTech (G. K.
Apte) to cooperate in such joint development. (12-12-06)
Pg.
No. 235
·
Read webpage
“Pay per Use” on Global Recruiter.
Pg.
No. 236
·
If, first we
manage to rope – in L & T InfoTech (for co – development of IT profiles)
& then we succeed in roping – in other IT biggies, then that could be a way
to surge ahead of Monster / Naukri etc.! They will lose their biggest client –
base.
Pg.
No. 237
·
Obviously MS
will not want to help us into turning Profiles into an “open source” project.
Pg.
No. 238
·
In
“contribute a Question” we are NOT trying to create a separate developer
community.
Pg.
No. 251
·
Sourabh
finished this project today! (15-12-06)
·
May be,
someday, we will need a full time person to “monitor” all entries to
“Contribute a Question” so that frivolous questions do not show – up.
Pg.
No. 252
·
In
“Contribute A Question”, any visitor of India Recruiter can simply type – out
question (interview question) in the box provided, without revealing his identity!
If he wants to get “credit” for his contribution, he would need to type his
name not otherwise. Nothing could be simpler!
·
Hopefully we
will launch India Recruiter in Jan 2007
Pg.
No. 253
·
In our case
“contribute a Question”, visitors can only “add” questions. They cannot remove or
edit any questions for adding “Supplementary” “Addendums” – leaving original
question intact.
·
Many HR
mgrs. may not like their company executives to be contributing questions, that
competing companies may start using during interviews.
·
We will need
to have a log of questions contributed, every month.
Pg.
No. 254
·
This is why in
India Recruiter’s IIT, clicking on a keywords, will bring – up related “article
/ definition” from Wikipedia.
·
I look forward
to response from India Recruiter visitors, to “contribute a Question” and later
on, to “Geek Challenge” In India Recruiter, contribute a questions can be seen
by “registered” corporates (users of IIT) only. This may put – off many
contributors looking for “recognition / credit”. We must find a way.
·
This is one more
reason; contributed questions should be “Spider able” by Google! Requested
Sourabh to do so.
Pg.
No. 257
·
In our case,
if a contributor want to remain anonymous, then neither his question nor his
name could turn – up under link “List of contributors”. Because of this, I
expect most contributors to give their details!
Pg.
No. 258
·
This is a
“negative” approach. We are trying to overcome this “anonymity” issue thru much
more positive approach Vis: giving recognition / credit to contributors who
give their details.
Pg.
No. 262
·
Many big
companies would have unique “skill – needs” / “knowledge – needs” / “Expertise
– Needs”, amongst its employees. We will enlarge / expand “Geek Challenge”,
where by our corps. customers can (First) add a skill / Function / domain
·
(Next) List
a set of keywords pertaining to that skill / Function / domain, which they will
search in a candidate’s resume.
Pg.
No. 263
·
We will turn
“Geek Knowledge” into such “Co – design Tool”
·
Precisely in
our case.
Pg.
No. 264
·
This is what
we will provide
·
A list / set
of keywords is an ingredient kit
Pg.
No. 268
·
We plan to
let HR mgrs.’, type their own
o Function – area / skill area / knowledge Area and then add to
each, a set of “relevant” keywords that they expect to find in the resume of
any candidate, who claims to belong to that
o Function – area / skill area / knowledge area.
·
This way, we
will wnable HR mgrs. to “configure” the Profile – Graphs, which are relevant to
their manpower needs and which clearly & quickly, bring out the “relative –
standing” of applicants. (18-12-06)
·
I.e.
software modules / objects / components, which would quickly generate Profiles.
Pg.
No. 269
·
On our “Self
Configure Profiles” page, each HR mgr. contributing set of keywords (for a
customized skill) will have to “a theorise” us to use it as we like – for any
commercial pwpose.
·
What we will
do
Pg.
No. 270
·
May be a HR mgr.
cannot decide upon a set of keywords on his own. He may need inputs form other
line mgrs. In like “Google Docs” (I mentioned to Sourabh to day)
·
Once a HR mgr.
has created list of keywords & Submitted to algorithm, the weightage can be
changed only by “Voting” / No’s – Polled by other visitors.
Pg.
No. 271
·
What we must
do in order to differentiate from other jobsites.
·
Corporates
do not want to be “stuck” with 50+ Non – IT functions and 89 IT fun Trans /
skills. They may want to add many hundreds!
·
We, most certainly
will be the FIRST to do this.
·
Best type of
compliment! Should Monster / Naukri choose to “Copy” us, they would be “confirming”
our business – model – Which would lend a lot of credibility to our process.
Pg.
No. 286
·
Partner websites
will be our “retail chain” – owned by others but their operating controlled by
us. We driver each & every web service
Pg.
No. 287
·
Sourabh has
designed a tool which enables a jobseeker to give any combination of colours to
his profile graphs. There can be millions of unique combinations. Someday we
will offer this on India Recruiter.
Pg.
No. 288
·
Analysing past
data. to find out trends.
Pg.
No. 305
·
We plan
“resume – clone”.
Pg.
No. 320
·
I want to
talk this over with G – K. Apte (L & T InfoTech)
Pg.
No. 323
·
India
Recruiter will be.
Pg.
No. 325
·
Raw score /
Percentile Score / Match – Index are Partial (but) automatic pre-screening in
profiles
·
Why an “in –
house” system? Why not online?
·
We can – not
do this yet but we do plan to add “antecedent – check” tool
Pg.
No. 326
·
If IIT (and
later IIM) manage to bring down 1) Recruitment cycle time 2) No of final interviewees
then it is bound to be a hit.
·
I don’t know
whether “Kish Kish Lie Detector” can be integrated into IIT – and, if so, how
long will it take. I spoke to Sourabh yesterday x: www.kishkish.com (20-12-06)
Pg.
No. 327
·
Today I have
asked Rahul / Sourabh to examine, merging 1) past Job form, with 2) Resume
search form and call it “Post Job cum Resume search”. (20-12-06)
·
Each such
last minute change – request, delays the launch – date.
Pg.
No. 330
·
One day we must
evolve “Geek Challenge” into something similar for Recruiting Managers
(22-12-06)
Pg.
No. 340
·
In today’s
write – up (IIT Tour) I have stressed this point while asking recruiters to
“Contribute Interview Question”. I hope this works (22-12-06)
Pg.
No. 342
·
Recognition
we have in corporates this idea in “Contributed Questions” we are Listing all
Contributed Questions, under each contributor’s name.
Pg.
No. 343
·
We have
decided to cheek – out each “contributed Question” before adding to our
database. (29-12-06)
·
Without
revealing the identifies of interviewers, we plan to show “Ave. Interview
Score” against those resumes where interviews were conducted online using IIT.
We may even display resumes in the clescenoling order of “Ave. Score”.
·
If only half
as many contribute Questions!
Pg.
No. 347
·
Although we
have added counters (to count “No. of time this keywords was clicked”) – next
to each keyword in the Karma Scope, we have no way to know how many times a
particular interview question got asked.
·
A Question
contributor would be most happy if he can know that a question contributed by
him is very popular (amongst recruiters) – and gets asked, frequently.
(29-12-06)
Pg.
No. 351
·
If we get
that many interview question each mouth, we would publicize that fact in a big way!
That would attract still more contributors – making it difficult for Naukri /
Monster to catch – up with us.
·
In my promo
emails, I have invited suggestions / comments. We must ensure to acknowledge
each & every suggestion and advise how we plan to use it.
Pg.
No. 352
·
On each
& every page of India Recruiter, We have a link “Feedback” – also our email
ID / Phone No.
·
We have
provided for “Geek Challenge” but we don’t have the culture in India.
Pg.
No. 353
·
In “Geek
Challenge” anyone can add a “New” skill or a “New” function or a “New” Designation
and thereafter add any “New” keyword. He can also add a “New” keyword to on
existing / old skill / Function / Designation. He can also “Vote” against any
no of keywords. “Votes polled” will be shown against each keyword. Then Top 50
/ 75 keywords (most polled) will be used for computing “Raw Scores” &
drawing graphical profiles. (30-12-06)
·
But we will
need to show such graphs to the contributors as a feedback so that the feel
enthused.
Pg.
No. 357
·
For a
jobsite like ours, final year college students and fresh graduates are such
“Urban Young Adults”. They are the ones most likely to switch to “Profiles” (-
because it is “cool”) If they can get a Profile, they may never want to send a
plain text resume.
·
We need to
make India Recruiter such a “store”.
Pg.
No. 358
·
We too want
to battle the forces of Naukri / Monster, but in a more subtle manner – without
attacking them directly.
·
Our
“Function / Skills” graphs will work equally well in any part of long as the
resume is in English. Other graphs may need slight modification.
·
What will
make job seekers “fanatic” about Profiles?
Pg.
No. 359
·
Can we make
jobseekers “fanatical” about Profiles, by offering them (online), the S/W tool
designed by will enable each jobseeker to give his Profile, his own UNIQUE
colour combination? Which, we can show off to his friends & colleagues? No
other website can offer THAT!
Pg.
No. 360
·
Is there a
possibility – even a remote possibility – that Profiles may become a big hit
amongst American jobseekers? – Simply because they are far more accustomed to
“experimenting” with anything NEW / DIFFERENT / COOL.
·
If Profiles
takes off in USA, India Recruiter would become a hit in India too! And the
sheer coincidence of naming Karma – Scope might strike a chord!
Pg.
No. 361
·
Sourabh S/W
tool, “matches & mixes” (maybe) a 100 different colour – shades, to create
millions of UNIQUE profiles Americans might even like to shrink their Profile
image to 2”X 1” Logo & put it on their letter heads ! Or on their visiting cards!!
I informed Sourabh to develop such a
webpage / feature (30-12-06)
Pg.
No. 362
·
In Cowes of
time, we will enable a jobseeker to cut / paste his own unique “Signature Tune”
on his Profiles.
Pg.
No. 363
·
No jobseeker
would want to wear his resume but if we succeed in getting to print their
Profiles at the back of their visiting cards, then we would get such a “Virtual
Sales Force”.
Pg.
No. 366
·
In India
Recruiter a HR mgr. can contribute a question by clicking on a link in IIT.
Anyone can click on “Share Your Knowledge” link from homepage.
Pg.
No. 368
·
In India
Recruiter, not only we have provided all links on the homepage but the homepage
never disappears when you click on any link. This means ALL the links stay
visible / clickable ALL the time. I hope that will cncourage clicking. (31-12-06)
·
In our
website people can jump from any page to any other page.
Pg.
No. 369
·
When we add
IIM (Interviewing thru Instant Messaging) & also enable Video –
Interviewing / Virtual Job Fair, we would truly make India Recruiter a “Game”.
·
Maybe - in
addition to ITI (Interview the Interviewer) I should also enable jobseekers to
create a database of Questions that jobseekers can ask prospective. They can
use these when being interviewed online, using IIM.
Pg.
No. 370
·
I do foresee
a time when we may introduce on India Recruiter a Massive Multiplayer game,
where several HR mgrs. may simultaneously “interview” several “jobseekers” –
all aspiring for ONE Vacancy. For that Vacancy, any HR mgr. will post any
question & any online job seeking player earn supply “answer” to that
question. Also, may be, disconnected whit the real world!
Pg.
No. 372
·
15000 +
interview question downloaded from Internet is a “Virtual” knowledge, which,
hopefully will make money for India Recruiter. Someway interview – question that
will be contributed by Indians can be used online by American Recruiters –
which too will make money! We have to only create platform where people can
show off their knowledge.
Pg.
No. 374
·
I suppose,
in our game (p = 370), some jobseekers may choose the role of “Recruiters”
& Vice – Versa.
Pg.
No. 375
·
In our case,
user – created “contents” are 1) Resumes / Profiles 2) Job Advt 3) Interview
Question 4) Candidate Assessments 5) Voting on keywords 6) clicking on keywords
7) Adding keywords / Functions
Pg.
No. 376
·
In “online
Recruitment” area, there are thousands of jobsites, each of which is a stand –
alone “Virtual Bridges” for job – Advt & Resumes to cross – over. Global
Recruiter will become such a bridge
·
IIT will
extend into IIM & then onto Virtual Job fair (I have not prepared a note
sofar – or maybe I have). Candidate Assessment Form can be used for many other
types of assessments online.
·
Our attempt is
to make “Profiles”
Pg.
No. 388
·
If, using
India Recruiter platform, HR mgrs. create many more NEW profiles, everybody
will benefit – including us!
·
May be
“Profiles” is such a platform. But then why not let “Profiles” mutate? Why not
enable customers (HR mgrs.) to customise existing Profiles? Create, altogether
NEW Profiles? (31-12-06)
Pg.
No. 389
·
We are trying to
do this with our (Re. 1/=) “Pay – Per – Click” model.
Pg.
No. 395
·
Letus write
to them to talk about India Recruiter
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