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When I read any book, I scribble my comments / notes in the margins
PAGE NO xii
·
Builder also contains (one
section) a plain text resume. So it becomes “searchable” – along other plain
text resumes- lying on a HR mgr.’s hard disk so HR mgrs. Downloader any risk in
changing over to image builders.
Page no xii
·
In image Builder, it will be the
graphs (Vishal & enigma of Kama scope (where we will add some interact
vet-at a later date)
·
Utter simplicity I am trying
to make it very simple for HR – mgr. to grasp the essence of any resume.
·
Function Profiles & Karma
scope will have the same effect on viewers.
Page no xiii
·
With video ipad,I am sure
,you can carry 100000/ Image Builders, wherever you go ! –only screen will have
to be big enough to display one graph at a time. Next we can have video I pad,
download latest / up-to-date image Builders from idiarecuriter, by logging in
wirelessly. Q: why should anybody want to carry? 100000 resumes in his pocket?
·
One generation year. Every.
Page no -xiv
·
At Re.1 /= per resume
download, I hope Image Builder will repeat I PAD ‘S history- reinvent online
recruitment business.
Page no xvi
·
This is precisely my reason
for creating a network of partner websites (for global Recruiter) alliances
with mobile service provider for world –wide – jobs.
Page no xviii
·
I hope those promo emails
which I am drafting for the last 2 weeks, would turn –out to be such “innovative marketing “if I can
get only 10/15 major corporate Recruiters to “standardize” on image Builder
that would go a long way to influence , thousands of similar corporates.
·
My focus is on
·
Products
·
India Recruiter with its
image Builder world –wide-job with its JAM
·
Network Alliances
·
Prather websites / partner
mobile service providers./ partner
Newspapers / partner TV channels / partner search Engines.
Page no 18
·
Recrutguru did not click with HR
mgrs. Maybe they were afraid of depositing their resume’s on our services Now
we are trying to “resurrect” Recrutguru in the garb of India Recruiter where
the question of “privacy” (of resume database), does not arise.
Page no 19
·
Even it Image Builder proves
to be wildly popular; we still need a series of “feature-improvements” to stay
head of competitors.
Page no 22
·
With no money my entire
marketing strategy (for India Recruiter) is based on
·
Promo emails
·
Word of –mouth
·
A couple of demos to ERA /
NHRD NERWORK members
·
I must watch-out against
this! Incidentally, today, I have decided to change our product name from
“image Builder” to “profiles” “profiles”
aligns far more with Resumes”
·
Only Function profile is a
little difficult to grasp. Restore in native/ simple.
Page no 24
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“Profiles” is my attempt to make
HR people see a candidate from many angles at once.
·
I used to be one!
Page no 25
·
No problem for me with only 3
people to share!
Page no 26
·
If “profiles” click and find
wide – spread acceptance amongst HR managers, we will find the money to add
more people (mkt + Developers) and for h/w.
Page no 28
·
All resumes downloaded from any
jobsite (there are lakhs) look alike “profiles” will look different.
·
Others copy “profiles” so we will
need to stay ahead. I hope graphs in “profiles
“easy to grasp even by laymen.
·
“Profiles” is all about a simple
user Interface- GUI.
Page no 29
·
We must show “profiles” to a
few HR mgrs. & a few Headhunt before releasing.
Page no 30
·
IF would be same with
“profiles”
·
Even non-HR people should
find the “profiles” easy- to –use.
Page no 36
·
What can I expect HR mgrs. &
Head hunters to tell me when I show them “profiles”?
·
Graphs in “profiles “will be
differently coloured.
Page no 37
·
Global Recruiter’s Net based
webs vice, callipering “profiles” to a network of hundreds of jobsites,
·
Would be my “operating system
“which would enable each of my partner web list to be to be able to complete
with giants like mansteriindia / Naukri
/ times jobs.com
·
We have this combine tions in
“profiles”
·
Our “pay per click “is
unbeatable on its own-even without profiles!
Page no 38
·
500.000 Small businesses (who
hire 2/5 persons each year) do not have professionally qualified HR managers –
who are dashing “profiles” ( graphically), which even “ owner’s” of such
companies would find very easy to interpret . They are my target customers.
Page no 42
·
We will use guru mine for many
applications / to bring out many new features in “profiles” e.g., indexing
keywords in resumes which are sub groper for
·
Industry
·
Design level
·
Age
·
Exp
·
Edam etc.
·
Page no 43
·
AS we add new / comparative /
frequency distribution curves to “profiles” both jobseekers & corporates
want “upgrades “– this will renew demands for “profiles with addition of each
new feature.
·
This means legit behind old
frequechang district button graphs must not be changed as we add new
graphs.
Page no 44
·
This is comparable to our keeping
plain text resume at the bottom of “profile”
Page no 45
·
We lost 2 weeks (of
development works) because os in our server crashed (possible due to DELL
failure) Anyway it required replacing lots of H/W components (RAID) motherbordsetc)
& ret stalling all os/ ISS/ vs. / aq databases etc. – 15 day lost!
Page no 48
·
When partner websites are served
applications from GLOBAL Recruiter (as webservers) ,it is quite like licensing
our s/w, And when partner is permitted
to keep for himself 80% of the revenue ,
I hope we will overtake monster / Naukri
·
This is what will happen with
our web service delivered to all partners server giving idem fecal experience.
Page no 49
·
If I can get 100 top
recruiting companies to standard on “profiles” it would acceleration adoption
of “profiles” by the rest this would also depend upon the no of websites which
partner with us. A large no would lend credibility to our Network
·
Letus say “profiles” is a NEW
OS for Jobsearach & reswumesrarch.
A web service which does not incorporate “PRIFILES” would have to
survive!
Page no 50
·
If at this stage, I were to
think this I would have NO CHANCE to make PROFILES the industry slandered –by
itself. On its own. IndiaReruitter has a poor chance –even with PROFILES.
·
I simply need the Network to
become Industry standard.
Page no 51
·
Our webservers will follow
similar pattern.
Page no 55
·
Same issue with “profiles”
Page no 66
·
In adoption of “profiles” I
have to stars such a virtuous circle-by getting a few opining makers (-and journalists)
to endorse it.
Page no 76
·
We will desperately need
media-co average for “profiles” & we will try hard for this –but –not
before we have thoroughly tested indiarecuriter
for 2 weeks ?( -by our own
consultants)
Page no 77
·
I don’t ‘plan to invite
media? (As a group) till “profiles” becomes a huge success- when we can flaunt impressive
figures. Till then, I would white to journalist individually and encourage one
–to-one meeting to explain India Recruiter.
Page no 78
·
Today there are according to one
estimate 2000 placement agencies in India Nirmit found out shanghai has 5000
and Hong Kong 3000. Will India Recruiter help to push –up this no.to 10.000 in
India? As a result of websevrivce & very little investment to become
partner website.
Page no 79
·
While writing / talking to journalists,
I plan to focus only on “profiles” & a gift on GR network (websevrivce).I
plan to keep under wraps, all forthcoming features.
Page no 80
·
We cannot afford any such “disasters”
while giving demo of “profiles” to placement Agencies. So will next need very
thorough testing.
Page no 86
·
I just cannot launch India
Recruiter without “and then again “profile” should give accurate “Function
graphs” I don’t see any problems in other graphs.
Page no 89
·
“Profiles” will reveal so
much of a candidates background (- and starkly) that, I expect, it will
lineally meet with resistance! They will feel “exposed / naked”! But once a
jobseeker has got his “profiles” I expect him to return again & again to
EDIT / UP-DATE, out of curiosity to know where does he stand in relation to his
co-professionals this is like looking-up the “price” of the “stock” you own But
to get the jobseekers to register and get their first set of profiles, I would
need to motivate the HR managers-and headhunters – to insist on- “profiles”
& refuse to accept plain text resumes.
·
But then Americans are crazy
–in any case!
Page no 90
·
For me, adoption of
“profiles” by HR mgrs. Is the ONLY strategy! Well, to a lesser extent, getting
HR consultants & journalists to say “nice worlds” about “profiles are a
subordinate strategy.
·
Will people (jobseekers)
download their “profiles” cut out graphs & stick them anywhere? Or email/
SMS to friends?
Page no 91
·
To 4 lakh jobseekers, my promo
email (to promote “profile”) talks about: where DO you stand in relation to
your coprofesssonal” worse, not even to know that you are poorly paid it is go
their “feelings /curiosity / self- image etc.
Page no 92
·
Should I give FREE access to
India Recruiter to ERA members for 4 weeks before throwing it open to all
employers / placements agencies? IF they are pleased they will only send
PROFILES to their clients.
·
We have plan need to make
idiarecuriter services “FREE” to employers for first 3 months. That will cover
placement Agencies as well.
Page no 93
·
By sending “faked / fudged”
resumes to their clients, many fly-by the- night placement agents have spoiled
the overall reputation of “Recruitment Industry” as a whole. IFI can convince
ERA members that “profiles” are fake – proof / fudge proof; they should want to
great this chance to prove “bonafides”with their clients as our “user-group”
ERA can certainly generate a lot of buzz.
Page no 95
·
There are powerful ERA
members in all major cities. To get them to adopt India Recruiter- and speak
glowingly about “profiles “we would need to travel to each of these cities
& give demos.
Page no 96
·
It is equally possible that
nearly every journalist everywhere is seeking a job—change! So if I can sell them the idea of converting
their own plan text resumes to “profiles”-and see what difference this makes to their own “job-change- seeking- “
situation –then I can get a faithful & vocal followers who can be expected
to write about profiles !
·
I must ensure that “journalism”
function –profile is very well developed. Such patience & perseverance is
almost unknown UN USA.
Page no 97
·
Maybe I should persuade
EDITORS of those 1000+ print publications to insist that journalists applying
for a job – dose, only with their “profiles”! I will send them a sample profile
of a journalist-candidate.
Page no 99
·
Newspaper Editors are
obviously most sought – after & very influential.
Page no 104
·
For Globel Recruiter the
partner websites are such “jousts” cannot sell- this is the reason I am not
sure whether I should go-ahead and launch IndiaReruitter by itself OR wait some mores launch GR along with IR for such simultaneous launch , I need
“partner’s Dash- board” ( AdminTool )to be ready.
Page no 105
·
I plan to send promo emails to
20000 + corporates urging them to give –up plain text resumes & switch
over” to “profiles: This is one way to generate DEMAND. If can succeed in
generating such a demands from thousands of HR mgrs. Then many websites would
to sing –up as partners.
·
My strategy (to avoid such
scenario) is to gradually shutdown India recruiter as more & more websites
become partners.to begin with I need IR as a kind of DEMO website proof of
concept.
·
Page no 107
·
By delivering web services
directly from our own India Recruiter in the beginning (may be 3/6 months), we
are not “annoying “any partner
websites- since there are none at the beginning .i may even place an
announcement on Global Recruiter that IR will close down within a few markers
and stop competing with the would –be partners Iam even thinking of
transferring some of the corporate Registrations to potential partners- may be
as an incentive to become panthers.
·
From very beginning, I want
to keep the power with patron websites.
·
This is quite like my wanting
fresh graduates to become / host partner websites- to cater to / canvass
amongst small businesses in their immediate lo clarity to switch to online
recruitment.
Page no 108
·
Prather websites could only
deliver “profile” supplied by globel Recruiter.
·
Whereas, in the beginning I want
a large no.of websites to sing- up (to build-up a large network) –even tally, I
would eliminate those which do not bring in “revenues’
Page no 109
·
Because of ever- changing
“percentile” ( relative standing), I expect that jobseekers would return often
to EDIT their resumes- thereby keeping “profiles” fresh all the time.
·
Like DELL website. Bad
Page no 111
·
For HR managers, I expect to
create such “shopping experience” thru Interactive Tool (I I T). Hopefully use
of IIT while conducting an interview, would become a “must” for all recruiters.
·
Right now, all over India, in
practically all industries, there is a recruitment boom. Perhaps this best time
to launch Globel Recruiter.
Page no 112
·
Not a huge no reaenoreally
can we convince portals & search- Engines to set aside a section called “jobs
/ Resumes”
Page no 115
·
What are we trying to sell to
HR managers / Recruiters / placement Agencies / Head hunters? I believe it is
“productivity” – thru “better / faster / cheaper” recruitment.
Page no 116
·
For India Recruiter celebrities
would be 1) Director –HR- of big companies
·
2) Presidents of ERA – NHRD
network – NIPM- C I I –Ascham- Nasscom etc.
·
3) I I M Professors 4) HR – consultants / Firms.
Page no 117
·
Satisfying “big recruiters” (Wipro
/ Infosys / TCS / Satyam / Accenture / I B M etc.)
Page no 119
·
I too could organize “sheik”
preview of “profiles” to media but question is: which journalist would want to
know latest developments in online recruitment industry? Then write about it!
India is not USA!
·
OUR punch line will be: we do
not clam to be NO1 (ON TV
in print)
Page no 122
·
For me
too, this is the long term goal-to get those 500,000 / small companies, who
have, never before advertised their jobs online on any jobsite – to – start
posting jobs on partner website of Globel Recruiter. But that will take
time.
·
Before I
reach that stage, I would need those 20000 corporates ( who already advertise
online) to switch-over to IR
Page no 123
·
In, USA,
it is “media gives you birth and media kills you too)
·
You have
no “existence” except to the extent decided by media!
Page no 126
·
We are both,
1) life Gary trying to take on giants like monster! Naukri 2) powerful
innovator
Page no 130
·
In
between there was 1401 for which I took a short course at uni-of Kansas in 1957
·
L &
T rented one in 1968/69 IT used punched cards for programing
Page no 134
·
Today
the troika of monster India / Naukri / times jobs rules the Indian online
recruitment market (jobsites) time’s jobs is the latecoener & has far more
resolves than the other 2 monster / Naukri are claiming to be NO-1 jobsite.
·
I would
like to tie-up with times jobs IT has a tremendous in print media which the
other two don’t I have to convinced times jobs that by partnering with GR, it
can overtake the other two.
Page no 135
·
There is a
good chance that Naukri would try to copy “profiles” and come up with own
version – monster India being controlled by its us
·
Headquarters,
will not want to change- but I would be open to partner with it if they
approach
·
“Profiles”
will brine Gut to Recruiting.
Page no 136
·
“Profile”
is designed to make a lot more sense- and faster to a HR mgr.
Page no 150
·
Support
of Board?
·
We have
as yet, no bottom-line to protect as far as Recruit Guru is concerned. We have
to build that bottom-line thru launch of Globel Recruiter. This is why, by
pricing each resume @RE:1/ ( pay per click ),I want to make it possible for
those 583000/ small companies, which, on an ave-employ 10 / persons, to be able
to use “ online Recruitment”
Page no 151
·
I have
to be satisfied with small profile (parent age) but I need to scale-up the
no.of partner websites to Naukri can do nothing to neutrals. Our network.
Page no 162
·
I am not
waiting to incorporate. All the –planned features into Global Recruiter, before
launching but I certainly need those features, which will.
·
Compel
HR mgrs. To switch- over to “profiles”
·
Compel many
jobsites to become partners I suppose this will take us till end July IT is a
very painful Wait!
Page no 163
·
I want
to convince times jobs that only thru partnering with Global Recruiter, could
it hope to ever dislodge monster / Naukri
from # 1 position. Only “Profiles” (technology) could do this.
Page no 164
·
Monster
& Naukri are ground to respond (to the launch of India Recruiter- with its
“profiles”) they may come up with a copycat “profile” we will need to stay?
Stars ahead.
·
Monster /
Naukri do have some useful s/w tools (for HR mgr.’s use) – which they can
license to other jobsites- thereby creating direct competitors. Their business
model is NOT “web service” / “revenue- sharing”
Page no 165
·
I am not
planning to earn full Re-1/ by getting corps subscribers on India Recruiter. I
plan to shut it down. I would rather make Re. 0.20 / by enabling partner
websites to sell “subscription” to corporates.
·
For me,
those 500.000 out of 583000) small businesses are like china. They have never
used online recruitment thru our re-1 /per resume model I plan to capture 100/%
of that market. They will never spend RS -30.000 TO RS= 100.000 / FOR A
SUBSCRIPTION ON MONSTER / Naukri and I plan to capture this market by
persuading 80000 / cybercafé to become partner websites + collect Cash
Sublimations WHICH IS HOW 99-9 % BUYING gets done in India .
Page no 167
·
Even more
thru today than in1995.
Page no 170
·
10% of #
430 million is a cool $ 43 million!
Page no 171
·
I hope happy
HR mgrs. (happy with “profiles “will switch over from Monster / Naukri to
Globel Recruiter. I pad made WALKMAN obsolete. Will “profiles” make plain text
resumes, obsolete?
·
We launched
3pjbs. On14th Nov 97.
Page no 173
·
This is
one reason I want (so badly) HR managers to adopt/ accept, “profiles “as THE
industry standard for resumes. Which HR mgr. would want on his hard dicks, a
mixture of?
·
Profiles
& 2) plain text resumes? Especially, BY reviving Recruiter,
·
I make
“profiles” searchable- when text resumes continue to remain unsearchable?
·
In
Globel Recruiter we will do it from day one thru our webs vice.
·
This is
my problem as well! Today, I was looking at my 1998 notes on clickstream
Analysis (Aggregation) my problem has been lack of funds –but why has monster!
Naukri not done this shofar?
Page no 174
·
I
propose to offer “partner website “status to
·
Placement Agencies 2) portals 3) search Engines 4)
cybercafés 5) Newspapers 6)
·
Existing
Jobsites etc.
Page no 176
·
I hope our
logo becomes easily recognizable amongst HR mgrs. & jobseekers.
·
Day –before
yesterday bill gates announced that he will give-up all routine response
abilities at Microsoft from July 2008 next 2 years –will be a transition Ray oozier
takes overs “chief s/w Architect” from bill who will focuses on bill &
Melinda gates Foundation” for charity.
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