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When I read any book, I scribble my comments / notes in the margins
Page no. 9
·
This is true in respect of
Recruit Guru /WWJ and now Global Recruiter.com. if these fail to click, I can
blame no one else but myself. I did share my concepts with the develops-even
debated & altered feature as suggested by them but the decision to launch
these
·
Website was mine alone
·
(18-04-06)
·
In next 6/8 weeks, I should
know if I made the “right” decision to launch Indiarecruiter.Com.
·
On the Strength of image
Builder.
·
Very true in our case.
Page no. 12
·
This is the basis for my
yesterday`s note “the 9th richest man” I want to capitalize on an
executive`s need to compare his salary with those of his co-professionals.
(18-04-06).
·
Thru our promotional email (to
launch India Recruiter) I want executives to think that they stand a better
chance for a job, by switching to image Builder.
Page no. 13
·
No “Quantitative data” can
ever justify the launch of WWJ and now global recruiter/India recruiter –if the
game plan is to fight monster/Naukri on their home turf, playing the game by
their rules. We would simply not get the “numbers” to support our ease! But we
plan to succeed
·
by changing the rules of the
game.
·
What is happening with us?
Page no.14
·
3p is an off-line/brick-&-mortar,
executive search firm, whereas recruit guru will be a “online
·
Recruitment “platform. It is
a diversification.
·
In my case, over a period of
10 yrs.
Page no.15
·
Shooting first then drawing circles!
Page no.16
·
By offering “pay-per click” (that
too @Rs.1 /=), I plan to change the rules of online recruitment Industry.
Page no. 36
·
Read ”communicating for
productivity”
·
One never has.
Page no. 42
·
This morning I told 3 new
trainees, about the mistakes I made
·
While launching 3p jobs&
Recruit guru.(02-05-06).
Page no. 59
·
With very little value
addition?
·
When he became “Director-
planning,” M.H. pertain adopted these as
·
the basis for L &T`s strategy
planning process. (26-06-06).
Page no. 63
·
right now, Discovery is getting
ready to return to Earth, after a 10 day mission
·
Which linked (docked) her to International
space station. Lift –off was postponed twice due to bad weather and a 13 cm
crack in the insulation which was judged to be safe! Before takeoff.
(14-07-06).
·
Andree’s Birthday
·
Safely landed on 16th
·
Let us hope (-and pray) that this
flight returns to earth safely (may be tomorrow).
Page no. 88
·
When it comes to partner
websites, Global Recruiter cannot be very choosey
·
These will not be BIG GUYS
/BIG NAMES; in any case the big ones/ established ones will have Historical
baggage (business model/revenue model/ client vase etc.)
·
Which they cannot ditch but I
hope many entrepreneurs will join. (20-07-06).
Page no. 89
·
In our case, it will be the
(would–be) partners who will “choose” us (Global Recruiter)
Page no. 96
·
Should Global Recruiter fail to
click, there is not much else that icon do or even if I can, enjoy doing
something else, I this being the case, I must persevere till GR becomes a
SUCCESS.
Page no. 97
·
This is my weakness!
·
Will Global Recruiter succeed
in changing “the basics” of online recruitment business?
·
We are going to try hand.
·
Read (on GR) “shape of things
to come.
·
Page no. 98
·
My note “what we did wrong in
3p jobs.com” –is simultaneously “what we will do right (and how) in
·
Global Recruiter /India
Recruiter.” To that extent, it is a pre-mortem.
·
What WWJ looks like at the
moment! But this is not surprising consider ice
that we have, so far not spent even ONE rupee, on marketing this
service. Jobseeker just does not know the existence of WWJ.
Page no. 100
·
Our 1. Network of website and
2. Pay-per-use, are “business-model” that do not exist today, in online
recruitment business. Fundamentally different.
·
Fours for monster/ Naukri/times
jobs.
·
No teams for me I had to do
it all by myself.
Page no. 102
·
What I have been doing for
last 4 years –largely with myself.
Page no. 107
·
All graphs in profile are “Analytics”
(Function graph/salary /Tenure /Eduqnali/career-Track). Function graph even has
a “RAW SCORE” attached. Hopefully this “Quantification” will motivate
Recruiters to do a better/ more scientific job of hiring. We also plan to show
(a number) “No of times this resume was viewed” “Hiring is acquiring!
Page no.108
·
I hope this happens when
large no. of interviewers starts using IIT
·
(Interactive Interview Tool).
(23-07-06).
Page no. 128
·
For “Eduqnali &
“Experience “we are providing both- the data tables & graphs, in profiles,
one below the other. On function profile/ Tenure profile & salary profile
graphs, we have also
·
Added :> Mean > +1
sigma > my own score to highlight the relative Position.
Page no. 129
·
Presenting “facts” (contained
in a text resume) in such a Graphical manner,
·
Will also result into UNIFORM
INTERPRETATION amongst different Recruitment managers (belonging to same
Corporation).
·
In India Recruiter, our s/W
convent data (given in a resume) into 7 graphs within 10 seconds. This will
facilitate quick grasping of the FACTS, which are, otherwise difficult to
comprehend. 923-07-06).
Page no.132
·
Something along this line is
contained in my note: “the mistakes that we made in 3p jobs & how we will avoid
these in Global Recruiter.
·
3p jobs & how we will
avoid these in Global Recruiter.
Page no. 154
·
What if my decision proves
wrong? (Anxiety) so better not decide anything!
·
Analysis paralysis very often
decisions do not improve even with tons of data. Market dynamics
·
Are cons tasty and rapidly
changing and so is “data” a moving target.
Page no. 156
·
Analogy at its roots is “comparison”
in our profile Graphs, we are also comparing “ABC” candidate with
·
Thousands of others “like”
him. So now, a recruiter is not looking at that candidate is isolation/
stand-alone , but, in “relation” to thousands of other “similar” executives it
is this graphical comparison (Analogy) that would re-in force a recruiter`s decision in respect of that candidate (23-07-06).
·
E.g.: Israel is bombing
Lebanon for last 8 days, in hot pursuit of Hezbollah terrorists & about to
a send land troops in Lebanese territory. But India cannot attack terrorist
camps in PAK despite train blasts which killed 200, 12 days back. Both have Nukes!
Page no.158
·
Will “raw score” of a
candidate in his “profile” serve as a powerful “Anchor”? it is the “initial”
·
Probability
·
By providing limits
&values_+1 sigma on the profile Graphs (65% of population)
·
We are, indirectly setting
–up-a “Rule of thumb vis: Look for candidates on the right or left of this
zone
·
(depending upon which Graph
you are looking at) (26-07-06).
·
“No. of times this resume was
viewed” counter peer influence.
Page no. 159
·
“Profile “&”Interactive
interview Tool” will be our main competitive advantages. There will be many
·
Minor too.
·
Most jobsites are carbon copies!
Page no. 165
·
In a way “Profile” too is such a
diagnostic system
Page no. 167
·
Often it is not possible to
employ such a process, it may scuttle the outcome.
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