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When I read any book, I scribble my comments / notes in the margins
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Pg. No. xi
·
This
observation supports the core-concept of WWJ / JAM viz: Let jobs come searching
for you!
·
(08-07-04)
·
Before
Feb. 05, I must write to the author about WWJ, so that, in 2006 Edition, he could
talk of THE ONE BEST way – the WWJ way!
·
I could
use this “Quote” on WWJ.
Pg. No. xii
·
They too,
should be informed about WWJ, once it gathers speed.
Pg. No. xiv
·
To inform
when WWJ succeeds.
Pg. No. xv
·
To check out
Pg. No. 1
·
Both of
these graphs are easy “by-products” of Image Builder
Pg. No. 2
·
Read my
note on “Match-Index” Graph.
·
From your
Mobile!
·
What
“Match-Maker” does.
·
Same
“Function” a role in same / similar industry.
Pg. No. 6
·
This graph can also be
generated as a “by-product” of Image Builder.
Pg. No. 8
·
In WWJ’s
“Job – Preference” Form, I expect most people to “seleet” one of the
“Job-Titles” presented in HELP. By comparing their choice with their current
designation (available in their resume), we can draw interesting conclusions.
·
Designation
·
Function
·
Function
·
Designation
Pg. No. 9
·
Desig.
·
Function
Pg. No. 10
·
In WWJ’s
“Job Preference” form, we are providing both of these options.
·
Designation
·
Function
Pg. No. 11
·
In WWJ’s
Job-Pref. Form, we let jobseeker seleet (upto) 5 cities.
Pg. No. 12
·
On WWJ
(on “Advantage You” page), we plan to provide links to the URLs of leading
Indian Corporates’ websites, which a jobseeker can search.
Pg. No. 13
·
Quote
Pg. No. 15
·
(08-07-04)
·
See my write-up WARP – “Web
Actuated Recruitment Process” part of which was published in “Human Capital”
magazine, sometime in 1999 / 2000.
·
This is what JAM seeks to
rectify.
Pg. No. 16
·
JAM will
accelerate this process.
·
55%
Pg. No. 27
·
Pur
“Match-Index” graph is supposed to work on this principle – but with
“Weightages”
·
(09-07-04)
Pg. No. 31
·
JAM will
further accelevate this WARP speed to teleporting” via video-interviewing on
mobile phones – within hours!
·
No sir!
Pg. No. 32
·
This will
change, with JAM on mobiles.
·
I expect
to convince the newspapers to email to WWJ, their daily jobpostings so that the
same can rech out to millions of mobile owners (all over India – and then
world) – who may ptherwise never get to “see” these jobs.
Pg. No. 33
·
In JAM,
jobseekers, need to post their resume only on one site, ie WWJ, and still find
matching jobs from dozens of jobsites.
·
I hope
our FEEDBACK form, gets used by corporates – since it calls for only one click.
If they do, this (feedback) as pect will change dramatically. It will also
pushup JAM’s credibility.
·
JAM will
try to send 5 jobalert SMS everyday, to each & every jobseeker registered
on WWJ. All we need to do, is, spider 200 jobboards & download 1 lakh ads
daily.
Pg. No. 34
·
This is yet anouther aspect
where JAM scores. It will do the “match-making” (of a candidate’s
job-preferences with jobads posted) ONLY FOR THOSE JOBS POSTED DURING LAST 24
HOUES! – and it will deliver (as SMS on your mobile) only the LATEST / FRESHEST
“matches”! Problem solved!!
Pg. No. 35
·
No more
trying to “match” 16 million resumes with 90 million job-ads!
·
Job Ads?
·
Quote
·
Of course
WWJ will have this limitation. We cannot possibly spider ALL the jobboards of
even, one country, viz. USA.
·
JAM will
solve this problem.
·
WWJ
cannot help this.
Pg. No. 37
·
They have
to have “HOPE”!
·
If, in
JAM, corporates start using FEEDBACK FORM, then this rejection be, atleast made
“bearable”.
Pg. No. 38
·
This is
why, in we have chosen the punch-line “You are wanted”.
·
JAM is
all about “Selling HOPE – we may still not find a job for every member – but
atleast for majority – over a period of time.
Pg. No. 39
·
JAM
proposes to improve this odds in 2 ways, viz:
·
Finding /
Delivering to jobseekers, “better-matching” jobs (matching WHAT kind of job he
wants)
·
Giving
him 5/10 “chances” “(SMS) to apply, day-after-day, everyday-vastly increasing
his “probability” of a prospective employer noticing his resume & inviting
him for an interview. Rest is upto him.
·
May be on
WWJ, we shall publish statistics of
·
No. of
registered jobseekers
·
No. of
To-DAY’s job-advts.
·
No. of
Resumes forwarded (total as well as against each job-advt?) (There will be no
place to display!)
Pg. No. 40
·
In course
of time, we will permit these (sources), to deliver to WWJ their daily
job-positing, in a structured database. We will need to convince them, how this
will benefit them.
·
Thru WWJ
/ JAM, we are eliminating this “guesswork” on part of jobseekers!
Pg. No. 41
·
Our own
strategy is to make “matching” jobs reach every jobseeker thru many “delivery
channels”
·
Viz:
·
Internet
·
Mobile
Phone
·
Fixed
Phone
·
TV
·
Newspapers
·
Radio
Pg. No. 42
·
An other
“Core Belief” that prompted WWJ / JAM & millions of unemployed graduates in
India, don’t even know “where” to start their jobsearch, - so question of
“abandoning” does not even arise!
Pg. No. 43
·
Mindless
“Resume-Blasting” (like Carpet-Bombing)
·
JAM’s
premise is:
·
Aim less
resume blasting doesn’t do any good but if more resumes are sent out to
targeted job-advertisers (Who find these matching their requirement) – then the
odds for a person who sends out more resumes are better than for a person who
sends only 5 resumes / month
Pg. No. 46
·
Surprising!
·
Industry.
In India, HR Mgrs., do not enterain jobseekers calling-up over phone – so 3, 4,
5, won’t work.
Pg. No. 49
·
In India,
for unemployed fresh graduates, it takes YEARS!
·
If we can
succeed in persuading the advertisers to click on FEEDBACK form, we will
succeed in keeping this HOPE alive-much longer. This must be viewed from the
fact that a new person registers on today, with one of the 945 employment
exchanges, can hope to get a job after 333 years! – with nearly 42 million
registered and some 5/6 million more registering every year!
·
(09-07-04)
Pg. No. 51
·
In India, only Placement
Agencies, ask them to “sit sown” – rest, ask them to “Get out”! – This doesn’t
work here. If they phone – they won’t get past the telephone – operator!
Pg. No. 54
·
A recruiter
conducting a “Resume-Search” on a 5 million – strong “Resume Database” of
Monster / Naukri etc., is a similar situation. Most (even suitable) resumes
(Fishes?) will remain “uncanght”!
·
If JAM
succeeds in forwarding only 100 / 200 “relevant / suitable / matching” resumes
to an employer, why would he want to conduct a “resume-search” on a
million-strong database?
Pg. No. 55
·
If JAM can save Recruitment
Managers, this kind of TIME they should Love this method. Of course, if they
stop conducting resume-search on jobsites, jobsites would lose the major source
of their revenue! They would want to “KILL” WWJ / JAM!!
Pg. No. 56
·
Jobsites
earn all their revenue from Corporate Employers-so obviously, their “loyalty”
lies with the Employers.
·
With WWJ
/ JAM, we are planning to “rewrite” all of these “rules” & place the
initiative in the hands of jobseekers!
Pg. No. 59
·
Hopefully,
FEEDBACK from, will change this
·
Once JAM
picks-up speed, very likely HR mgrs. will use the “pevcentional” on the
functional-profile of each candidate, for purpose of “Elimination” – so, how
can jobseekers raise their “Percentile-Score”? By re-writing resume with
relevant “keywords”? – even if they do not possess these skills? That would be
“cheating”!
Pg. No. 60
·
See my
notes on “Project Prepare.” The least, we plan to do, is to make available to
Jobseekers, the Corporate Website URL’s, so they can log-in & study,
everything about the prospective employer appearing for interview. In due
course, we will subscribe to CMIE’s online “PROWESS” & send such data to
candidates.
Pg. No. 62
·
WWJ’s Image
Builder (Version) of resume, reduces, all text resumes to one standard Format –
for those employer who love some kind of “FORMAT”.
·
JAM will give
this impression to employers – that the jobseekers have “located” them / their
vacancies, after taking a lot of trouble! – A good feeling to have.
Pg. No. 63
·
Since WWJ
will “aggregate” job-advts from all of thesesites, jobseekers will have no
“reason” to visit them.
·
Foreach
job advt (against which JAM will forward resumes) – we will tabulate all the
resumes forwarded, in descending order of the PERCENTILE SCORE – and make this
“tabulation” available to the concerned advertiser. This readymade tabulation
will help him speed-up the “Screening” process.
Pg. No. 64
·
Our JAM
gives this “impression”
·
JAM does
this too – when subscriber clicks on his mobile.
·
We won’t
do this.
·
Hopefully,
if a jobseeker receives the FEEDBACK form, he will be encouraged to “follow-up”
Pg. No. 69
·
(09-07-04)
·
How eagerly I wait to see whether
JAM “works”!
Pg. No. 70
·
JAM will
enable jobseekers to apply (for jobs) again & again & again, every day,
with minimum effort, so that jobseeker does not give-up easily.
·
Will
jobseekers get attracted to JAM because of their disillusion with jobsearch on
jobsites?
Pg. No. 71
·
If
fellows that did not find jobs the traditional / internet way, manage to find
jobs, the JAM-WAY, they may voluntarily spread the good word.
·
In course
of time, we will devise some online mechanism which tells us, how many JAM
users found a job thru JAM and after how many attempts & in how many days /
weeks. For HR managers to give us this “feedback”, we would need to offer them
some powerful “incentive” – which they cannot ignore.
Pg. No. 72
·
To click “Apply online” against
a JAM SMS, will take barely 2 minutes – a total of 10 / 20 minutes per day!
Pg. No. 75
·
In our
“Job-Preference” form, we could, by defult, insert the “current actual
designation” of the jobseeker-as the main “Match-Criteria”. Of course, with a
provision that he can “delet” the same by editing.
Pg. No. 78
·
We will be
creating / generating UNIQUE databases of all jobs ever advertised (on
jobsites, ofcourse) by each advertiser – so, we can figure-out how “often”
(frequency), do they advertise for same / similar “Vacancy” again & again.
We will arrang this database in the descending-order of the “Vacancies”
advertised-most frequently advertised vacancies at the TOP & the least at
the BOTTOM so, we will know the “Pattern” and be able to “predict” the
probability for each vacabcy. This will help us to guide the jobseekers seeking
jobs in any particular company. When a jobseeker fills-up “Job-Preference”
Form, we can atonce display the names of the companies, who repeatedly
advertise for such jobs.
Pg. No. 80
·
If such
small companies are not prone to advertise on jobsites (quite natural for
them), then, we will make available to them, an email-form, in which they can
enter their “Vacancy-Details” & email to us. Rest of JAM process will
remain same. Ultimately most of Vacancies are likely to come from these small
companies and there are millions of them!
·
A time
may come, when there are daily 20 / 30 “matching” jobs for each registered
jobseeker-but weare delivering only 5/10 job-alerts every day. What about the
rest? Surely the jobseekers would not want to miss these!
·
At least
some of the jobseekers may want to “see / view” all matching jobs-even if they
have to pay for the same. what mechanism do we provide for them?
Pg. No. 81
·
Indian
Recruitment Manager will simply not jobseeker whom, he has not “invited”!
·
If a
jobseeker has a fairly high “Percentile” score on his FUNCTION PROFILE he would
want to use this graph to differentiate himself from other jobseekers who have
applied for the same job.
·
(11-07-04)
Pg. No. 136
·
Someday,
we must tie-up with (or licensefrom) these and make some of these available on
WWJ for jobseekers to self-administer, for free.
·
(11-07-04)
Pg. No. 140
·
In “Job
Miner” we are capturing “Edu. Qualifications” required – in each & every
Job Advt. Hence, it is fairly simple for us to tabulate the “frequencies”with
which, each Edu. Quali. Is demanded from jobseekers
·
(11-07-04)
Pg. No. 143
·
We must
buy this
Pg. No. 146
·
I hope WWJ becomes such a
gift to the jobseekers of this world.
·
(11-07-04)
Pg. No. 149
·
In
comparison, Indian “employees” tend to stick to the same job for a longer
period. When we start graphing TENUREANALYSIS, we will un cover very
interesting trends and differences
·
Age wise
·
Function
wise
·
Ind. Wise
·
City wise
·
Country
wise
·
Edu. Wise
Pg. No. 154
·
Finding a
“Dream Job” is an issue for only a very small percentage (may be less than 1%)
of Indian jobseekers. For the great majority of 99% finding ANY job, is, in
itself a DREAM of a lifetime!
·
Q:
·
Could JAM
throw-up
·
jobs for
jobless?
·
More
job-“options” for those who are already employed?
Pg. No. 155
·
Job
Titles?
·
Project
PREPARE.
Pg. No. 157
·
Designation
·
Function
·
City
·
Industry
(company)
Pg. No. 158
·
A -
Attitude
·
S -
Skills
·
K -
knowledge
Pg. No. 161
·
In our
set of “Keywords” for each FUNCTION, we should check-out the frequency of each
of the following words.
·
Thes must
be “Least” frequently used words.
·
By the
logic of this book, these words must be most commonly used / found, both in the
job-advts as well as in the resumes have higher “frequency”. We should
“Validate” this logic
·
(12-07-04)
·
This, if
true would mean that persons having higher raw / percentile score (in our
Function Profiles) are much more “skilled”, as compared to persons having lower
score.
·
Next page
explains, how this works other way around!
Pg. No. 162
·
While drawing
“Functional Profile” graph, we are giving higher weightage to those keywords,
which are “Usrd / Employed” more frequently (in a resume / a job-advt). our
objective is quite simple.
·
To
figure0out, to which “FUNCTION” does this person belong?
·
“Career
Field”
·
We are
not trying to figure-out that person’s COMPETENCE” (Degree of Skills) thru our
graphs.
·
Of
course, Image Builder picks up from a resume, “rarely used” keywords (having
very low frequency of usage) – and lists these “rare” words, separately in a
box, titled “MODIFERS”. Perhaps these modifier words denote the rare skills
possessed by a candidate.
Pg. No. 163
·
In my earlier notes, I have
called these “Attributes” I have also separately identified, “Attitudes” –
Skills & - Knowledge (ASK).
·
(13-07-04)
Pg. No. 164
·
To order
Pg. No. 178
·
If JAM
succeeds, I presume, this would be the reason (for its success) – because, it
would be the quickest method, yet, to apply for a job – even while no the go.
Pg. No. 189
·
In WWJ,
job-preference page, we wil allow jobseekers to select / choose (1) City (2)
Function (i.e Skills) related keywords (3) Actual “Job-titeles” (vacancy-names)
– may be more than 3000 of them! My reasoning is simple: (1) Out of 50 million
Indian jobhunters, I donot expect, that more than 500 have read this book &
mastered the process of “Job-Hunt” (2) All the rest can precisely understand a job-title
(-and what that job involves, by way of skills / knowledge) when they come
across a job-title, with which they are familiar. They are quickly able
to identify a Job Title, if one of their friends / relatives is already
holding same / similar jobtitle. They would think, “An, if this job is good
enough for my friend / cousin / uncle, then it is good enough for me”. How can
50 million, unemployed care or worry about skills / traits / fields /
jobfamilies / vocabulary and the rest? All they want is “a” job / any job!
(13-07-04)
·
Very
Broad!
Pg. No. 191
·
This is
how, we have constructed, “Job-Preference” page on WWJ.
·
Vacancy /
Position Name / Job Titles (> 3000)
·
Industries
(> 50)
·
Cities
(> 50)
·
Functional
/ Skill related keywords. (> 1500)
Pg. No. 192
·
Although,
we are providing (to begin with) 3000+ “Job Titles” on our “Job-Preference”
Page, to choose from, we have made a (software / automatic) prpvision, whereby,
every time, JOB-MINER comes across a NEW Job-Title, it will get added to the
job-preference list, automatically. So, corporate Employers, posting their
job-advts an jobsites, will keep WWJ always uptodate, with Employer’s needs. No
manual keeping track & updating.
Pg. No. 201
·
How can
you “sell” this to a person who is ou of job for 2 years or six years since he
graduated in science-and never held a job?
·
How can
you “Sell” this in a country where engineering graduates apply for a jonitor’s
or peon’s or a clerk’s job?
Pg. No. 202
·
Thru Radio / TV /
Newspapers / Hoardings, most jobseekers in India have “heard / read” the names
of companies which advertise frequently (for products / hiring etc.) – but,
they have very VAGVE idea about what that company makes / serves! This is why,
I am very keen to introduce PROJECT PREPARE on WWJ.
·
Someday using PULL
technology, we will enable mobile phone subscribers, to
·
Select name of any company
on his mobile – screen
·
Click “VIEW”
·
See, list of “products /
services” offered by that company
·
This would help him decide,
whether to “APPLY” or not.
·
(13-07-04)
Pg. No. 204
·
Job Title
·
To Indian
Jobseekers, this is all that malters! Indians are less “Migratory” – hence CITY
/ STATE matters.
·
City
·
No data
available
·
Who cares
for – how many people, does the prospective empoloyer, employs? If canything,
in Indian Jobseeker’s psyche, “the larger the workforce, the better the
payscale / job-security” etc!
Pg. No. 205
·
Indian Jobseeker couldn’t care
less!
·
No data available.
Pg. No. 209
·
This is
why PROJECT PREPARE is vital input to a jobseeker – info about prospective
employers. In most cases a jobseeker does not know “where” to get this info. If
he will tell us (email) which company is about to interview him, we can email
this data to him. Better yet, he logs into WWJ, enters the name of the company
& clicks – to get a compreheusive “Dossier” on that company.
·
Q: How do
we ensure that the MEMBER (Candidate) has been actually called for an
interview? We need employer’s confirmation
Pg. No. 210
·
Initrally
“Project Prepare” will only make available to MEMBERS (Jobseekers) corporate
website URLs. In course of time, on WWJ, we may deploy HARVESTER, thru which, a
prospective jobseeker can get to know all “News Reports” about that company.
Pg. No. 212
·
Highly suspect!
Pg. No. 225
·
In India,
I have a feeling that these small org. bosses / would find it very difficult to
fill-up any “JOB – POSTING” form, whether online or offline. So, how can WWJ
persuade these millions of small companies to “announce / advertise” their
vacancies? Unless, it is made, as simple as choosing & clicking on a
well-understood / popular “JOB-TITLE”!
·
Perhaps
Guru Ad would be their answer.
·
Equally
true in India.
·
Except
that by limiting themselves, to filling vacancies thru contacts, small org. are
severely limiting their choices / options, of suitable candidates we will try
to change this – either thru WWJ or thru Recruit guru.
·
(13-07-04)
Pg. No. 226
·
If WWJ
JAM cannot change this, it can succeed only mildlyin the sense, JAM will enable
a jobseeker to send out 10 resumes in 5 minutes – what earlier took 2 hours of
searching for jobs on different jobsites. Of course a candidate, would
statistically improve his “probability” of getting ONE interview – call, when
he sends out 200 resumes, in place of just 2 resumes. But we must make JAM go
beyond this!
Pg. No. 227
·
We would
like, every visitor of WWJ, to send out an email to all the people in his
address book (except his boss, of course) to come / visit WWJ.
Pg. No. 228
·
Talking to all these people
would be a full – time job!
Pg. No. 242
·
This
(Perception) is the basis for PROJECT PREPARE – but, in present day India,
there are not many sources for info. on Employers-so it is a tough job for
jobseekers. And then, they don’t take this (prior research) very seriously
because the employers do not have high expectations from jobseekers – on this
score! Quite of ten, HR / Recruitment Mgrs. themselves are quite (shamefully)
ignorant about their own companies!
·
(15-07-04)
Pg. No. 245
·
You will
find hundreds of such adjectives (attributes) in job-ads! – Except that there
is no foolproof no way (sometimes, “anyway”!) to figgureout within 30 minutes
of interview, whether a candidate actually / really possesses these qualities!
It would take several hours of “Psychometric / Personality Testing” to uncover,
even a few of these.
·
(15-07-04)
·
It will
be extremely difficault to prove / disprove these claims!
Pg. No. 246
·
Just like Job Advts that demand
every conceivable “Trait / Skill,” resumes, likewise claim, the candidate is an
Albert Einsten of – Sales – Mktg. – Finance etc.! – and no “proof” attached!
Pg. No. 248
·
Difficult
to cultivate this attitude, when, aganst each job-advts, there are 500
applicants – and 50 guys sitting in the reception for being interviewed! – And,
in most likelihood, JAM will only make this situation, WORSE!
·
In India,
this (type of reaction) would depend upon how long (years) you are prepared to
remain unemployed.
Pg. No. 249
·
We will
change this thru Recruit Guru – with each word in resume, linking to multiple
keywords and an online databank of Questions (-and answers, too) on each skill
/ knowledge related keyword.
·
(15-07-04)
Pg. No. 253
·
Motivation
Pg. No. 293
·
Befor we
decide – Whom to charge (employers / candidates) – How much to
charge – For WHAT to charge (we can generate thousands of graphs on-the-fly
on WWJ), we must study some of these sites.
Pg. No. 248
·
(24-07-04)
Pg. No. 358
·
There are
more than 50 million persons in India alone, who badly need a job.
·
I hope JAM
can help them get jobs.
Pg. No. 360
·
Kapada
·
Roti
·
Makan
Pg. No. 361
·
Simplifying / facilitating
job-getting process. (not merely job-hunting but the entire process)
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