====================================================================================
When I read any book, I scribble my comments / notes in the margins
Pg. No. 4
·
Will Global
Recruiter / India Recruiter “suddenly shift business conditions” for
recruitment industry in India (as I hope it will)? If yes, how will
Bhikhchandani (Naukri) / Tadanki (Monster) / Sunder (Thimesjobs) react?
·
(19-05-06)
·
Ultimate
cause of all deaths is stoppage of heart!
Pg. No. 7
·
We are yet
to get launched – hence question of failure does not arise. But we do have
problem of “insufficient funds”. Could that cause a “failure to succeed”? Can
happen, if after initial success, lack of funds prevents us from ramping-up
operations.
·
(19-05-06)
·
India
Recruiter launch should happen in 3/4 weeks.
·
Hence the
term “burn-rate”!
Pg. No. 15
·
I see danger
here since I am in love with “Image Builder” / features of IndiaRecruiter.net /
concept of GlobalRecruiter.net
·
(20-05-06)
Pg. No. 21
·
I don’t
expect Image Builder to become a “hit” amongst jobseekers. Many may even
resist. But I believe HR Mgrs. would “love” it.
·
I too want
that, one day Global Recruiter + World-Wide-Jobs, will deliver job-info to
every jobseeker in all the corners of India – but I am not in a hurry.
·
(21-05-06)
·
With just 3
employees (less than 3 months with me), I have to decide about everything
·
I have no
funds – little investments – so less worry
Pg. No. 22
·
In India, at
this moment, Jobsites market is crow deal with over 500 jobsites. A mere
“one-more-run-of-the-mill” jobsite would have no chance! We have to be very
different.
·
See webpage
“Shape of Things to Come” on Global Recruiter.
Pg. No. 23
·
Our various
graphs (in Image Builder) “condense” resume-data
·
3P was born
in April 1990.
Pg. No. 24
·
I need to
generate hype about India Recruiter but I can only send out emails to corporate
HR Mgrs. / Placement Agencies / Jobseekers / HR Consultants etc. I hope it
work.
·
Lock of cash
is my biggest problem
·
Who is who!
·
I am going
to find it difficult to convince existing jobsites to partner with Global
Recruiter – but many new entrepreneurs will join.
·
What I am
trying thru Image Builder
·
All partner
websites will get same WEBSERVICE from Global Recruiter – same technology for
everyone.
Pg. No. 25
·
When we
launch India Recruiter, I will be emailing to journalists. I can’t afford a
Press Conference.
·
Premature?
·
I am styling
Image Builder as the “new currency of recruitment” – accepted by HR Mgrs.
around the world.
·
Too soon
announcement.
·
I will try
to rope in all search engines. For WWJ, tomorrow I will sign with BSNL in Delhi
·
(21-05-06)
Pg. No. 26
·
We have chosen
to announce only after launch-soon delay. We will also test very
thoroughly-before launch-to reduce-if not eliminate “product failure”.
·
By adopting
“pay-per-click”, I am synchronising my strategy with those of all major
Search-Engines. This, I hope, upsets the business-model of Naukri / Monster
India / times jobs.
·
With the boom in
recruitment, can we say, we are launching India Recruiter at the right time?
Pg. No. 27
·
Every day, I
am drafting promo emails to 8/10 influential business leaders. If they like
Image Builder, they can swing the opinion of the majority of HR executives. If
that happens, then only Image Builder can hope to become “Industry standard”.
Pg. No. 28
·
With Image
Builder, I too feel like this.
Pg. No. 29
·
“How to make
money” is built into Global Recruiter’s (1) “Pay-Per-Click” model (2) Network
of partner websites.
·
However
success will depend upon Corporate HR mgrs. and Executive Search Firms,
adopting Image Builder.
·
I am
entirely depending upon email campaign-at ZERO cost.
·
Our
redeeming feature-no debt!
·
And with
continuously dropping tariff.
Pg. No. 30
·
Today, Image
Builder is suitable only for “experienced” professionals. We need another
version for “in-experienced fresh graduates – nearly 5 million graduating each
year. Too large a market to overlook
·
We have
spent all together 3/4 yrs. developing frame-work for WWJ / Global Recruiter.
Pg. No. 31
·
Image
Builder is also long-very long. Despite its length, I hope the graphical
presentation will make it so easy to grasp that HR mgrs.. will overlook the
length! Far easier than a text resume.
Pg. No. 32
·
In India,
for large companies, (MRTP Act) it was “anything for which you can get a mfg.
license from Govt.”
Pg. No. 33
·
Right now, India
is on the verge of a big business boom.
·
Indian online
jobsites number 500+ but most are owned by Exec. Search Firms for collecting
resumes online. Only a few have “Job Search” features.
·
Quite like India
of 60’s & 70’s & 80’s.
Pg. No. 35
·
Right now,
we have a situation of acute “talent shortage” despite huge “unemployable”
manpower. HR mgrs. are getting flooded with resumes of such “unemployable”
people. Infosys manages to find 1 good resume out of every 100. It is same
story everywhere. HR mgrs. are hard-pressed & desperate. I plan to offer
Image Builder as a solution.
·
My greatest
redeeming feature is (1) only 3 employees (2) total cumin. Investment of a few
lakhs of rupees.
Pg. No. 36
·
No VC
backing for me as of now.
·
I am still
taking of a revolution in online recruitment industry.
·
Thru dozens
websites, I plan to create a huge “Distribution Channel” albeit a SIMPLE one
& of course “online”
·
Our “web
service” will be automatic-to partner websites’ customers.
Pg. No. 37
·
Would need
mindboggling logistics.
·
Global
Recruiters growth will depend upon our ability to persuade websites to tie-up /
partner.
Pg. No. 38
·
I like to
think this way for Global Recruiter’s role in Online Recruitment Industry. Time
will tell.
·
This is my
idea of partner websites-to network with.
Pg. No. 39
·
Global
Recruiter’s customers are Corpo. HR mgrs.-who-at this moment is very hard
pressed for time (to review resumes) and trying to fill vacancies-with competent
candidates-by the afternoon. I guess they want something like Image Builder
which enables them to separate “good” from “bad” candidates & do it fast.
·
(24-05-06)
·
? They spent $ 1
b.
·
Boy!
Pg. No. 40
·
Navigation
on India Recruiter would be far far simpler as compared to Naukri / Monster
India / Thimesjobs etc. it would be trend-setting for many websites. We will
follow the pattern which we set in WWJ.
Pg. No. 44
·
I would like
to rope-in major search-engines (Google-Yahoo-MNS etc.) to become partner websites
of Global Recruiter – without having any financial stake / managerial
involvement. For funds we will select a CV, who will bring contacts but I do
not want the VC
·
To dictate
my strategy / business policy
Pg. No. 45
·
This is why I don’t like VCs – especially those without domain expertise in
recruitment.
·
If India
Recruiter (& really Global Recruiter) becoming a roaring success, we would
need to invest heavily on webservers and in S/W developers.
·
We will
ramp-up only “after” they come.
Pg. No. 46
·
This is why JAM
has failed to take-off! Neither MSPs, nor we, have spent anything on mktg.
·
We have spent 3
years to develop Image Builder. I hope this investment (of time) will give us a
lead of 1 year.
·
(25-05-06)
Pg. No. 47
·
Monster /
Naukri / Thimesjobs may need no more than 1 year at the most – to come up with
their own version of Image Builders. That is all the time I have to establish
Image Builders. Industry standard. During this one year, we will need money to
“market” aggressively.
·
I am planning to
offer FREE services to employers during July / Aug. / Sept., on India
Recruiter. If we succeed to register 1000 corporates, we can safely go ahead.
Pg. No. 48
·
I sure feel
this way about Global Recruiter.
·
I am saying
similar about Image Builder – the new currency of recruitment.
Pg. No. 49
·
Sounds quite
like – “Image Builder – the new currency of recruitment. Issued by India
Recruiter”. But my promo emails will get released only after the launch-after
very thorough testing.
·
For me the
most strategic is “Pay-Per=Click” @ Re: 1/=
·
I will not
approach potential partners till India Recruiter proves a success.
Pg. No. 50
·
Pay-Per-Click
·
I am
already!
·
I feel
someway about Image Builder & Global Recruiter.
·
Compering
jobsites could easily develop offer, other profiles – but not Function Profile
/ Karma Scope.
Pg. No. 51
·
I don’t
think me-or my team-can gets anywhere unless we are “true believers” in want we
are trying. How else can I dream of taking on Goliaths like Monster / Naukri / times
jobs?
·
I don’t
think Monster / Naukri / times jobs will
Ø Consider, our Re 1/= per click tariff plan as any kind of a
threat,
Ø Ever dare to give-up their current “Revenue-Model” (a fat /
annual / lump sum subscription) this, then, could be our only real “Entry Barrier”.
·
Small &
medium enterprises are the ones which are likely to value India Recruiter’s
services, the most. They have, may be 5/10 vacancies to be filled in a year –
hence they cannot afford the “Post Job” / “Search Resume” tariff of Monster /
Naukri / times jobs etc., running up to Rs. 1 lakh / year. May be they can
afford Rs. 500/= to fill each vacancy! They should love Re: 1/= per” click”
tariff-plan.
·
This has
been a gratifying week. On Monday, I signed JAM service agreement with BSNL in
Delhi. Today, I received copies of JAM Agreements from Reliance.
Pg. No. 52
·
When Image
Builder catches the fancy of HR mgrs., will Monster / Naukri / times job, take
notice? And respond? How?
·
Can I hope
they will not act?
Pg. No. 54
·
We too will
need lakhs of resumes before we can improve Function / salary graphs / Tenure
Graphs etc.
·
I must plan
a monthly meeting with HR mgrs. to understand their need.
Pg. No. 55
·
I would need
Rahul to remain present during my meetings with HR mgrs., so that he precisely
understands their need – and is able to incorporate solutions in India
Recruiter within days or weeks at the most.
Pg. No. 56
·
I hope Image
Builder manages a similar miracle.
Pg. No. 59
·
See my not
“Learning from the Past”.
Pg. No. 60
·
I have to do
likewise in India Recruiter
·
If placement
agencies are one of my targets I should observe how 3P uses Image Builder
Pg. No. 61
·
Today, rules
of “Online recruitment” game (jobsites) are set by Monster India / Naukri / times
jobs. I plan to change these rules viz:
1.
Stand Alone
jobsite to a NETWORK of partner jobsites
2.
Lump sum
subscription to “Pay-Per-Click” model of all online advts
3.
Plain text
resumes to Image Builders
Pg. No. 62
·
In recruitment
mkt., placement agencies are like “retailers”. They obtain “good quality”
resumes from diff. jobsites-then pass along to end-employers. These agencies
have their hardisk (shelves) filled up with plain text resumes supplied by
Monster Naukri etc. our job is to get them to empty these shelves and then fill
up with Image Builders – Superior Quality @ low cost. I also plan to give a 3
month FREE trial.
·
In GR’s web
service there will be SAME info. System for all partner websites. Besides,
partner websites carry no (ZERO) inventory!
Pg. No. 63
·
This is it
is so very important for us to get large recruiters like Wipro / Infosys etc.
to switchover to Image Builder. Once they do, the rest will follow.
·
(28-05-06)
Pg. No. 65
·
There is no
doubt that today, online recruitment market is dominated by Naukri / Monster
India & times jobs. Between them, they have possibly 95% of the Rs. 240 cr.
Market today-which will grow by 60% next year. It is going to be an uphill task
to take-on such Goliaths-and that too simultaneously. If I can get times jobs
to partner, I have a fighting chance.
·
Image
Builder is the equivalent online recruitment.
·
5 lakh small
companies. Who are not using jobsites today for their recruitment needs?
·
At Re. 1=
per click I hope, I can persuade those 5 lakh small companies to start advt.
online – who will never we Monster / Naukri for Rs. 20,000/= per quarter.
Pg. No. 66
·
Will large
customers (like Wipro / Infosys) go back & tell Naukri / Monster / times
jobs, “Look, we need you to give us something similar – or preferably, better than
the Image Builder. How fast can you give? If not, we have no choice but to
shift to India Recruiter.
·
I want to watch
reactions from Monster / Naukri etc.
·
I suppose they
will try to play down the “visual / graphical” representation (which is one of
our differentiator) as “cheap / childish / insulting to HR mgr.’s intelligence!
As far as
Pg. No. 67
·
Functional
Profile Graphs & Karma Scope is concerned, they will try to ridicule these
by saying this is like “pulling the wool over the eyes” of HR mgrs. Absolute
“humbug” – without any scientific basis. Not rational. It would be good if they
adopt such a “attitude” (towards Image Builder) to start with – because, then,
it (Such attitude) would prevent them from coming up a “Rational / Intelligent”
response! I should know in 2 months-if we succeed in launching India Recruiter
on my birthday (27th June).
·
(28-05-06)
Pg. No. 68
·
Image Builder
will start with ZERO market shares, when launched next month.
·
Is corporate
HR mgrs. needs dramatically changing? Yes. They have no time to go thru 500
resumes a day & sort out “fake” from “Genuine”. They are under tremendous
pressure to hire
1.
Competent
People
2.
Very fast
3.
At
affordable Salaries
4.
Who will not
quit in 3 months.
Pg. No. 69
·
Arum Tadanki
(Monster India) and R. Sunder (times jobs) are employees-not owners-with
limited manoeuvrability / flexibility. Sanjeev Bhikhchandani (Naukri) is owner
/ founder but now answerable to VCs who look “short-term”. All 3 have rigidity
built into their setup. They cannot be expected to react fast.
·
All 3 consider
then-selves #1 Jobsite.
Pg. No. 70
·
We will
carefully listen to HR mgrs. – even if they make impossible demands (Patience /
Perseverance / Politeness).
·
“If you
don’t obsolete yourself, your competitors will” – The odour Levitt.
·
Historical
Baggage. I hope Monster / Naukri / time’s jobs “success” becomes their biggest
hurdle!
Pg. No. 71
·
Even though
Image Builder could be considered a “Second-Generation” product, I don’t think
Indian HR managers, are articulate enough to voice their demand for such a
product, on their own. But, I hope, once they see Image Builder, they would
discard plain text resumes.
·
No music-lover
demanded Walk-Man, but once SONY introduced it, it became huge success.
Pg. No. 72
·
If Image
Builder becomes a “roaring success”, I will face the problem of “ramping-up”
operations in a very short time.
·
Besides lot
of H/W (servers) I would need many more S/W developers and even more “marketing
guys-all within weeks
Pg. No. 73
·
This week
jury found him guilty of fraud. He may get a prison-term of 30 yrs.!
·
(28-05-06)
·
Will this
pattern hold for Monster / Naukri? Or, is it too much of a wishful thinking?
Pg. No. 74
·
Image Builder
·
Placement
Agencies for us
·
I suppose this
is how Monster / Naukri / times jobs executives think.
Pg. No. 75
·
This week
DELL opened 2 brick & mortar stores where people can witness demo of Dell
products then place orders “online”.
Pg. No. 80
·
So,
everything was “different” – “Differentiate or Die” (Jack Trout)
·
Our partner
websites would be comparable in scope
·
We will need
many people to work like this with our partner websites.
·
One estimate
puts new placement agencies since year 2000 at more than 1500! Obviously
employment market is hitting up!
Pg. No. 81
·
It is quite
likely that in the beginning, partner websites will be owned by
“entrepreneurs”. Only when they flourish, will existing websites decide to
become partners.
·
Extrapolation
of past “trends”
Pg. No. 82
·
It will be
precisely the same situation for Global Rec. the key players will be “partner
websites”. I intend to build-up a formidable network of such partners by
offering to them, a revolutionary product (service) for distribution (i.e.
Image Builder) – and sharing 80% revenue. They will be our mainstay-our
foundation.
Pg. No. 83
·
Industry
Standard.
Pg. No. 84
·
Global
Recruiter’s partner websites would really be “licensees” who will pay to GR,
20% their revenue as “License Fee”. GR will be licensing its “Web service”.
Pg. No. 88
·
“Image
Builder” can be considered a “format-specific” resume. All partner websites
(the alliance network) will deliver same format
·
We have no
H/W to sell. For us market power will come from availability of Image Builder –
only at partner websites.
Pg. No. 89
·
3P too
completed 16 yrs. on April 14. (1990-2006)
Pg. No. 91
·
Empire
Pg. No. 98
·
Read, “Why
successful managers (CEO) don’t take YES for an answer”.
Pg. No. 109
·
I am
counting on the inability of Monster / Naukri / times jobs to switch from their
huge lump sum subscription model to our planned “Pay-Per-Click” model /
“Network of jobsites” model of delivering Web-Services.
Pg. No. 110
·
Arrogance.
Pg. No. 112
·
Being a web
service, we will not face this issue.
Pg. No. 126
·
Yesterday,
on a TV channel (NDTV: Profit), I saw the interview of Sanjeev Bhikhchandani
(CEO / Naukri), and a huge office-building that he is constructing for staff.
There is no question of “underestimating” his resources.
·
(09-06-06)
Pg. No. 127
·
With oil
prices crossing #72/ barrel (from $50/ barrel, a year ago), American Public is
shifting to low fuel consumption smaller Japanese cars-which, incidentally are
American-cars because these are manufactured in America! Only Jap-brands
·
I will need
“collective wisdom” of human experts (could be HR mgrs. / functional – Industry
experts) to define emerging “Functional” & “Industry”.
Pg. No. 128
·
Read “Sun
Rises in the West”
Pg. No. 139
·
Global
Recruiter / India Recruiter’s “Secret of Success” does not lie in any one /
single feature. Apart from “Profiles” – which, I hope, would attract HR mgrs.
to switch-over, - other features are
1.
Pay per
click
2.
Network of
partner websites
3.
Feedback to
jobseekers
4.
Interactive
Interview Tool
5.
JAM
integration
6.
Tie-up with
MSPs
7.
.Net based
web-service
·
For GR, this
is the most important aspect
·
I tend to
feel this way about “Profiles”
Pg. No. 140
·
I am
counting on the simplicity / visual graphics of the Profiles”, to “cause” the
HR mgrs. to reject plain text resumes & insist on Profiles. For me, this is
the “Causal Factor”. But I don’t expect this factor to manifest on its own.
Thru thousands of emails I am going to “plant” this idea in the minds of HR
mgrs. – idea that they must refuse plain text resumes.
Pg. No. 141
·
Learning
Carve -
a)
Introduce
better / newer profiles
b)
Self-learning
software / auto-improvements
c)
Cap true
“Collective Wisdom” of HR mgrs.
·
Assets – I
have a distinct “disadvantage” here (e.g.: VC Funds)
·
Lock-In I
will try like hell to rope in many websites portals Search-Engines to join-up
with GR
·
Monster /
Naukri have far more resources will certainly catch-up if they find “Profiles”
displacing them.
·
Corporate HR
mgrs. are not going to give-up on Monster / Naukri in any great hurry, even if
they like & try out “Profiles”.
·
For large
companies, annual fees of Monster / Naukri are not an issue at all. It is
chicken-feed! So, they will not switch-over for cost-savings.
·
This is
where GR / IR will differ from other jobsites
·
(10-06-06)
Pg. No. 142
·
“Profiles”
is an entirely new way.
·
Q: How long
can we make this advantage last? How much “lead-time” do we have? During this
time, how much ahead can we move?
·
I am trying
to instil this “fear” into the heads of jobseekers & HR managers.
·
For us the
indicators of success will be
1.
No. of
corpo. subscribers
2.
No. of
partner websites
3.
No. of
registered jobseekers
4.
No. of jobs
getting posted.
Pg. No. 143
·
Our addition
of new features / new profiles will be based on how enthusiastically the HR
mgrs. / Placement Agencies, switch-over to “Profiles”. That will be like our
“Market Test”. But before launch, I plan to give a demo to few ERA members.
Pg. No. 145
·
“Profiles”
is all about “creating a want” in the minds of HR managers-something that does
not exist. No one ever came forward to ask / demand for “Profiles”. My hope is,
when they see “one” they would want it & will never go back to a plain text
resume!
·
(11-06-06)
·
Infer-active
Interview Tool (IIT) will be a very different exp. For HR mgrs.
·
And this we
they announced setting up a factory in India to make digital phones.
Pg. No. 147
·
India
Recruiter’s “Resume Search” by (a) Company Name (b) Actual designation, would
obsolete all other types of resume search. This is something very simple-and
very obvious-that Monster / Naukri should have done long ago!
·
Placement
Agencies are the biggest market for Monster / Naukri. They release 70% of the
advts. That is why we will target these Agencies-to switch-over to India
Recruiter
·
Like Naukri
having diversified into Jeevansathi.com (matrimonial website) & “99acre” a
real estate website.
·
Buyer meet
Seller Search of Sellers & Buyers
Pg. No. 148
·
L & T
did get into shoe-mfr – ostensibly to boost merchant exports but failed
miserably. I did implement this project – which was decided by my predecessor.
Pg. No. 150
·
If I can get
a few well-known websites to become GR partners, many lesser known may commit “Film Producer
Error”.
Pg. No. 152
·
I am also
planning to “build, the biggest network of jobsites in the world”! But I am
trying to risk no more than a few lakhs of rupees. So, failure will not hurt
much!
·
And I don’t
owe even one rupee to any friend / VC / bank.
·
(17-06-06)
·
I know that
jobseekers will resist “Profiles” as long as they can. I am counting on HR
mgrs. to insist on Profiles because, it increases their productivity, and many
fold.
Pg. No. 153
·
My job is to
project “Profiles” as the ULTIMATE productivity tool to HR mgrs. across industries.
That would require endorsement of Professional Bodies & respected HR
consultants + heavy users / recruiters.
Pg. No. 154
·
We will even
try to get endorsements from org. like PENEHYNE / AESC etc. / KPMG (Pradeep Ulhās?)
·
A lot of US
/ European Cos. Are setting up operations in India. They might appreciate
Profiles.
Pg. No. 155
·
I will make
further investments (Manpower / Space / Servers) only when I have absolute
proof that “Profiles” are on way to become Industry standard.
1)
No. of partner
websites
2)
No. of corpo.
subscribers
3)
No. of
jobseekers
Pg. No. 156
·
Since I plan
to launch India Recruiter & Global Recruiter Simultaneously, we will ensure
that ADMIN-TOOL for all the three (Jobseekers / Corpo. Subscribers / Partner
Websites) is in place first – so that even if there is a rapid ramp up, there
will be no “Chaos”.
Pg. No. 157
·
Monster /
Naukri / times jobs are very competent and as compared to us, they have
literally infinite resources. But they also have “Historical baggage” (of huge
annual lump sum subscription) – which, they cannot jettison easily in favour of
“Pay-Per-Click” model.
·
Business /
Revenue Model of 3pjobs.com were flawed. We carried our OFFLINE model to our
ONLINE Venture-so it never worked!
·
We will need
to give demos to ERA / NHRD network members to get their feedback.
·
Pg. No. 158
·
What is our
“Event-Combination”?
-
Product
(Plain Text resume Vs. Profiles)
-
Business
Model (Standalone Website Vs. Network of Websites)
-
Revenue
Model (Lump Sum Subscription Vs. Pay-Per-Click)
-
Innovation
(Resume Mgmt. / Tracking Vs. Karma Scope Interview did)
Pg. No. 160
·
Exactly what
we are trying to do with Profiles (with just 3 trainee s/w developers!). Hence
I have to be patient & let them decide the time-frame.
·
I have
avoided this.
Pg. No. 161
·
For Monster
/ Naukri / times jobs, Global Recruiter would (hopefully) appear to be a “new /
minor competitor”. But I cannot count upon their ignoring GR – unless GR fails
to gather momentum.
·
(18-06-06)
·
It is quite
possible that these 3 will continue to focus on each other’s competitive moves.
·
Monster
& Naukri are both advertising & claiming (in the advts.) to be India’s
“No. 1 Jobsite”. If they think that any response to GR might result in having
to give-up this claim, they are unlikely to consider such a “response”.
Pg. No. 162
·
I wonder if
it has occurred to Sanjeev Bhikhchandani (Naukri) or Arun Tadanki (Monster
India) that (1) they are basically into ADVT / MEDIA business (2) their
competition might come from this industry rather than from 500 existing
jobsites (3) their revenue model is faulty and that, world-wide, online Advts.,
get charged on “Pay-Per-View” basis.
·
This is
precisely what will happen with the launch of GR.
·
By providing
a common platform / network of many websites, we will enable Corporates &
Jobseekers, a true “roaming”. Naukri / Monster may “assume” this to be
impossible!
·
(18-06-06)
Pg. No. 168
·
Could Monster / Nauru’s
(ddvt / TV) pronouncements of being “India’s No. 1 Jobsite”, have anything to
do with such internal zombie culture?
Pg. No. 172
·
Monster is
the biggest job board in the world-and Monster India is on its way to become
the biggest in India. Naukri too is hugely successful-with sales topping Rs. 85
cr. (2005 / 06) compared to Rs. 45 cr. In 2004 - 2005.
·
Monster
India’s sales is also close to R. 100/= core (05 / 06). These successes are
based on charging lump sum annual subscription of Rs. 1 / 1.5 Lakh from each
corpo. Subscriber. They will find it VERY difficult (if not impossible) to
change their Business-Model – a model that has brought them success.
Pg. No. 173
·
I suppose
neither placement Agencies nor HR mgrs. are really bothered about
“technological superiority” of Profiles. We have to project Profiles to them,
primarily for its “Productivity Enhancement” capabilities
·
Customers do
not always “articulate” / express forcefully, what they need / want. Also,
sometime a company succeeds in creating a demand for its products; eg: Walkman
/ iPod / Cell-Phones.
Pg. No. 174
·
Lotus waits
& sees!
Pg. No. 175
·
I need to
find out from ERA members whether (1) “Profiles” is a “better offering” as
compared to what plain text resumes they download from Monster / Naukri (2) if
yes, would ERA Exec. Committee take upon itself to recommend / endorse Profiles
to its member-firms.
Pg. No. 177
·
I have witnessed
this in L & T.
Pg. No. 179
·
Big
companies (having large recruitment plans), are bound to view GR’s
“Pay-Per-Click” with scepticism-which is natural. Unless there are millions of
registered jobseekers (on GR), who will click & view the advts? So, what
difference will it make even if this service is free? So, cost saving is not
the reason why they would want to change to GR. But, if they like ‘Profiles’,
they will come & post their jobs on GR – for that reason.
·
Very true
Pg. No. 183
·
Some 25
years ago, I remember L & T chairman N. M. Desai, telling me: “Parekh,
forget about what we think of ourselves; what does the outside world, think of
us?”
Pg. No. 184
·
One thing I
observed on all jobsites-their homepages are an utter confusion & inside
pages are even worse! On WWJ / GR / IR, there is only one page-the Homepage.
All other pages get pulled & get displayed on homepage.
·
GR is one
giant JV with partners. It has no independent existence of its own!
Pg. No. 185
·
Refer my today’s
note: Virtual Interview Portal – VIP; which will empower corporates to conduct
online (Virtual) interviews, using IM technology. This could be the first /
elimination “round” of interview, proceeding physical / across-the-table
interview. VIP could also substitute for physical “WALK-IN” interviews.
Jobseekers will simply “WALK-IN” online! Which HR mgr. thought of this? None.
·
(19-06-06)
Pg. No. 186
·
When they
see India Recruiter, how will Monster / Naukri react? It will be very educative
to watch their response.
·
My planned
VIP could turn out to be a flop! But if we within 4 wks. of developer’s time,
it is worth the risk.
Pg. No. 201
·
With the
time-overrun on launch of Global Recruiter, I feel terribly frustrated &
& impatient – especially when newspapers, daily repost of recruitment of
thousands of people every day – using jobsites. But I realise the importance of
a thorough testing be for launch. I have only one chance of making a “Good
FIRST impression”
·
(23-06-06)
·
Jet-Sahara
deal came unstuck 2 days ago-because of this.
Pg. No. 202
·
ADMIN TOOL
of World-Wide-Jobs has clearly shown (thru day-to-day statistics) that JAM has
failed to take off! Only I know the reasons too well viz : I have no fund to
“advertise” this novel / useful service amongst millions of jobseekers!
·
But does not
have to be.
·
To keep
track of all online transactions, I have decided not to launch GR / IR unless a
comprehensive ADMIN TOOL is ready.
Pg. No. 203
·
Early this
week, VODAPHONE reported an operating a loss of $ 41 BILLON! I suppose CEO Aru Saran
will get a sack.
·
(23-06-06)
Pg. No. 210
·
I believe I
have learned my lessons from 3pjobs.com / Recruitguru.com / World-Wide-Jobs.com;
I am trying to do things “differently” in Global Recruiter.
·
(24-06-06)
·
E.g.;
·
Our use of
Guru Mine (from Recruit Guru) into Global Recruiter. We had a team of 6/8 S/W
developers who spent 8/10 months to develop Guru Mine & Guru Search.
Pg. No. 211
·
In Global
Recruiter, our effort is similar.
·
TATA are
making a huge (Rs. 1000 core) investment to produce (by 2008) a Rs. 1 lakh
people’s car. I hope they have learned from their INDICA experience.
Fortunately, we have invested only a few lakhs in developing GR. We will invest
more, as we go along.
·
$ 100
billion in Europe I am constantly asking. What will make HR mgrs. to sing-up?
Pg. No. 212
·
Most of
2005, Recruit guru was a 2 person organisation (Abhi & I). In 2006, we are
a 4 person team (Rahul – Saurabh – Pranav and I) so far (i.e. last ¾ months),
so, we don’t have these problems of (1) zombie attitude or (2) bad procedures.
·
Despite
this, should Global Recruiter flop, it could be due to one or both of the
following reasons:
1.
“Mistaken
picture of reality” on my part (viz: my fundamental assumptions that our
superior product & superior business-model, will lure, HR mgrs. away from
Monster / Naukri / times jobs)
2.
Inadequate
funds to market GR.
·
(24-06-06)
Pg. No. 213
·
Even if I
have made a huge mistake (in understanding what HR mgrs. & jobseekers want)
and therefore, Global Recruiter is a total failure, this is one thing I don’t
have to worry about! Of course, my ego & my self-esteem, may suffer a big
blow!!
·
(25-06-06)
·
Worry some
Qualities = Bottom Box
·
Top Box
·
May be, one
day, the two boxes of Karma Scope will show the “Co-existence” (Top box /
Bottom box) of such “Personal Qualities”.
Pg. No. 214
·
“I can do no
wrong” mentality
·
They need to
learn “Karma-Yogi”. I do nothing. Whatever has to happen will happen? I am
merely an instrument of God’s will.
Pg. No. 215
·
Utter nonsense
Pg. No. 216
·
Reminds me
of (1) Harry Ellison (2) Richard Branson
-
Vijay Mallya
-
Steve Jobs
-
Anil Ambani.s
-
Anil Naik
Pg. No. 217
·
I know that
when we launch India Recruiter (in 2/3 months), we would have a “Superior
Product” – as compared to Monster / Naukri – but I also know that within 6/12
months, they could come up with something as good or even better. “Profiles” is
quite vulnerable!
·
(25-06-06)
·
They may
find it difficult to counter (1) Pay-Per-Click (2) Network of Partner websites.
But, they will try to find a way out! We just cannot afford to become
complacent.
Pg. No. 218
·
Should
Global Recruiter turn-out to be vastly popular among HR mgrs. – then that will
be all-the-more-reason to find out, what more, do HR mgrs. want in terms of new
features. We must ask them, “What makes you unhappy about Monster / Naukri?
Pg. No. 219
·
This is my
problem as well – ‘Global Recruiter’ has become a “part of my existence” ; but
I also repeat every morning “I do nothing / I achieve nothing / I am not
responsible”. Neither failure nor achievement can be avoided by any conscious
effort.
Pg. No. 228
·
PR companies owe
their existence to this tendency.
Pg. No. 229
·
We too,
certainly need many print & electronic media to carry news about Global
Recruiter – but only after plenty of HR mgrs. are ready to “Recommend highly” –
having used IR personally. The product has to work fool proof before launch.
·
I would
rather “under-promise” & “over-perform”
Pg. No. 233
·
Maybe I am
able to admit that 3pjobs.com & Recruitguru.com failed to click (for a no.
of reasons-including my inability to read the market reality), because I have
no worry to lose any position! And I could be wrong once again in case of
Global Recruiter! No one knows the future. My job is to keep trying. I do feel
I am (maybe) a burden on Nirmit, but he has always supported whatever I decide
to do.
·
(28-06-06)
·
Even when I knew
that Royal Marble was a failure, I pumped in another Rs. 1 lakh (along with
other 3 partners) – in the hope, it will survive.
·
3 jobsites-now a
4th!!
·
I have 3 S/W
developers today. Tomorrow, I plan to hire one more! Again in the hope that
this time, we will succeed.
Pg. No. 234
·
HR mgrs.
badly need those millions of “Resumes” on jobsites-but hate to spend endless
hours searching for their “Needle in the haystack”. So, any future that
eliminates / reduces the “search-time” should be welcome.
·
We will
start our testing first with 3P & Strategic HR – then a few ERA members
& a few friendly HR mgrs. we will launch only after getting a + ve
feedback. We must get their endorsement. We just cannot afford any negative
publicity.
·
(26-06-06)
Pg. No. 236
·
Whether it was
Recruit guru or World-Wide-Jobs, we solely relied on “promo emails” & a few
hundred “snail mails”. For Global Recruiter too, we would use these but we will
also give demos to ERA / NIPM / National HRD Network members & even a few
large companies.
Pg. No. 245
·
In proposing
Global Recruiter Network, I may be guilty of this. It is indeed a GRAND plan!
But then there is very little at stake, other than my last 3 years of work and
an expenditure of 4/5 lakhs of Rupees. Even should it fail, no great harm done.
On other hand if it clicks, it will be a revolution! See my list of FEATURE
priority of to-day.
·
(01-07-06)
Pg. No. 248
·
Unless I
have clear “proof” (i.e. No. of partner websites & no. of corpo.
registrations) that India Recruiter has actually caught-on, I am not hiring any
mktg. / sales people. Even hiring of additional S/W developers will depend upon
this
·
(02-07-06)
Pg. No. 250
·
I will know
when I demonstrate India Recruiter to a few ERA members. If response is
encouraging then, we will get together a bigger group of HR mgrs. & WRA
members, at same time.
Pg. No. 251
·
Monster
India / Naukri & timesjobs.com, all are extremely successful (in terms of
Sales / Profit / no. of customers etc.) in online recruitment business. But
that (success) is not the main reason I want to launch Global Recruiter. May be
I think, I have something better to offer to both jobseekers and to recruiters.
·
Microsoft
grew by only 8% latest quarter (or, year?)
Pg. No. 259
·
This is
strictly a “no-no” for us. I want competitors, not to even notice India
Recruiter, till it becomes too late for them to respond decisively.
·
(04-07-06)
·
Holck
Larsen’s Birthday.
Pg. No. 260
·
N the Indian
context of millions of unemployed (despite not being able to find / recruit
enough S/W engineers), this metaphor translates into hyping: “At India
Recruiter, you don’t search jobs – you search appointment letters”!
·
This is why
it is so very important for us to FIRST get an endorsement of Profiles, from –
ERA – NHRD network – NASSCOM etc.
·
Any response
mounted by Monster, Naukri after such endorsement would be ineffective.
Pg. No. 262
·
Google refuses
to announce “Guidance / Forecast” despite pressure from wall street
Pg. No. 263
·
Microsoft
routinely delays launch of its products by months or even years!
·
Almost a
profile of Mr. Holck Larsen
Pg. No. 272
·
I think I
have learned from 3pjobs.com & Recruitguru.com. Without these experiments,
I may not have conceived Global Recruiter / World-Wide-Jobs.
·
Global
Recruiter would have (ZERO) market-share to start with. EVEN if we manage to
get 10% would be a proof that we are offering what customers (HR mgrs.) want.
And if we fail to get even that 10% we will call it a day!
Pg. No. 273
·
My strategy
rests on the assumption that we can change the online recruitment scenario by
adopting “Pay-Per-Click” revenue model. This is the model adopted by
Google-Yahoo-AOL-MSN etc. My assumption is that adoption of this model, will
take online recruitment to the bottom of the pyramid i.e. 500,000 small firms
of India, which, today, do NOT advertise their jobs online. In a manner of
speaking, Global Recruiter would be online “Advertising Industry” not online
recruitment industry!
·
Ought to be
other way around.
Pg. No. 274
·
It could be
a loss of “wishful thinking” to compare,:
Ø Word Processors – Plain Text resumes
Ø Personal Computers – “Profiles”
·
I have no
animosity towards Monster / Naukri / times jobs. But I have a “duty” to perform
viz: Launch Global Recruiter. I cannot turn my back on that. Only what is in my
destiny – and in their destiny, will happen.
·
(04-07-06)
·
Also applies
to me.
Pg. No. 275
·
Will Global
Recruiter succeed in upsetting the “Status Quo” of online recruitment industry
in India? We will certainly try very hard.
Pg. No. 282
·
Read “A
whole New Mind” (Daniel Pink) which has an entire chapter devoted to “STORY”.
Pg. No. 284
·
As far as Global
Recruiter is concerned, I cannot merely “talk” about my concept. It is so
radically different (from Monster / Naukri etc.) that the only way HR mgrs. can
appreciate it is to actually “demonstrate” in action – once the product is
ready. But at that point, endorsement by ERA etc. & endorsement by a few
leading HR mgrs. is a must.
·
(05-07-06)
Pg. No. 287
·
Last week,
Kerkorian (who holds 7% - 8% of General Motor’s stock), advised GM to forge an
alliance with NISSAN & RENAULT, who, seem willing to buy 10% of GM’s stock.
GM board will discuss this day-after, tomorrow
·
(05-07-06)
Pg. No. 288
·
Now setting
up a plant in India to mfr. cheap handsets priced at $ 30 & may be $ 20 for
India’s rural markets.
Pg. No. 289
·
$ 5 billion
Pg. No. 291
·
(05-07-06)
·
Kenneth Lay
(Enron) died today of heart-attack (at the age of 64), in Aspen, Colorado.
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