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When I read any book, I scribble my comments / notes in the margins
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Pg. No. xi
· We are planning to introduce a series of “Modules” of our Global Recruiter in stages.
· Pg. No. xii
· What “Value” do we plan to deliver at the outset?
· Datamining to create a “Structured” database
· Search-engine to search this created database in many different ways.
Pg. No. xiii
· Perhaps OES is an example!
· “Multiple Vacancy” assignments are an example we discussed today!
· If OES were to be a web-service, could we have made changes faster? The best way to test our Resumine & Resusearch would be to upload our own resumes (emails) on our own webservice! If we, ourselves, daily Upload & Process, 1000 email resumes – and then let our consultants “Search” this database on web, then we can “Sell” the concept to all corporates!
Pg. No. xv
· In ResuMine, could we get our subscribers to “see” on opportunity of mutual benefit thru aggre-gation of
· Popu Profile
· Salary Profile
· Career Profile
· Func. Expo. Profile etc.
· Of millions of resumes?
Pg. No. xviii
· Rapid deployment of
· New features within a Module
· Altogether NEW modules.
Pg. No. 4
· Dot-com approach (now out of window)
· Trapped in “Legacy-Systems”?
Pg. No. 5
· If we more our entire Resume Database (Module 1) on ciqretor web-server, along with “Member / Non Member” Search-Engines AND our entire OES, then would we need 6 servers “in-house” in our Marol office? And would we need expensive FIREWALL? – and expensive BACK-UP solution? – and expensive 128 kbps bandwidth? – and routers / hubs etc. etc.?
· Would not all of these (in frastrncture) get taken care of by WEBSERVICE?
· Instead of trying to get 50 franchisee to Marol Serrers (thru VPN), could we not launch Project OCTOPUS, in 1/10th the time, if, as I mentiod above, all our IT Sydtems were to be a WEBSERVICE? – starting with our selves, for first 3 months! Our consiltants can also work from their homes!!
Pg. No. 6
· See my diagram of “Kal-Chakara” – which shows all of our Business-Partners.
· Between them, 50 franchisees could have 500 clients – to whom we have no “Access” today. Project OCTOPUS will make these clients ‘our” clients!
Pg. No. 8
· Evolution
Pg. No. 9
· Projects
· Manhattan
· Judo
· JAWS
· Blackhole
· Lock-In
· Octopus
· Etc. are the “answers” – of course, each of these, heavily depends upon IT – the enalsler.
Pg. No. 10
· Unless you make yourself obsolete, your competitor will.
· (Theodore Levitt – 1962)
· “Kal-Chakra” is a vision to become Microsoft of recruitment! It is not about cost-saving.
Pg. No. 11
· ResuMine-with all its “profiles” (Population / Salary / Functional exposure / Career etc.) – can deliver fantastic value to clients, each of whom can create & add to databank of “QUESTIONS”. We must capture knowledge of thousands of recruiters.
· Read “Marketing Myopia” by Theodore Levitt (162) & my notes “Nature of our Business”.
· Each project listed on p: 9, will need 6 months to implement – and that too, in sequence.
Pg. No. 12
· Move in “rapid increements”.
· “Multiple Vacancy” problem in OES?
Pg. No. 13
· “Kal-Chakra” is such a “high-level view” – accept that, when it was conceived, “Web-Service” was not coined!!
Pg. No. 15
· Manual Dataentry to create structured Databases from lakhs of resumes, is such a “inefficiency”, which ResuMine tackles admirably – in hundreds of companies.
· HR managers to start with. Then whole set of Line Mgrs. who will interview candidates (eg. Resumine becomes an Interview-Aid)
Pg. No. 16
· Recruitment is a “business-process” which can dramatically change in hundreds of companies when they adopt “Resumine / Resusearch” to begin with – and then, in rapid increements, rest of the modules of Global Recruiter.
· Could it be that, in course of time, our CORE BUSINESS, will not be doing recruitment for clients but delivering to them, best-of-breed “Recruitment Tools”?
Pg. No. 17
· Are PSS / Shilputsi / ABC Boyden / MaFoi / Hendricks, more nimble than us?
· Can, an “economic incentive” of 30% share of our fees, help us mobilize assets owned by franchisees? We could “leverage” franchisees if all of them get connected by our “Process-Network” of Webservice-based OES.
Pg. No. 18
· But, first, we must upload OES on web-server, and get our consultants to use it for 6 months, before we can throw it “open” to franchisees.
· We must persevere.
Pg. No. 20
· We launched our website on 14 Nov. 1997 (Nehry’s Birthday?)
Pg. No. 21
· Today, our “Shopping Cart” is online but our OES is offline. If OES was also on our webserver, it would be easy to integrate both.
· What Resumine does!!
· If jobseekers can be treated as “product vendors” (they are trying to sell their service!) – then their “sales brochures” – i.e. email resumes, come in thousand different formats!
Pg. No. 22
· Resume Database
· How much “balance” left in client’s account?
· Client wise “Transaction History” & “Payment History”
· Online OES Inquiry-Screen?
Pg. No. 23
· Email resume [Data entry] database Interview application candidate evaluation sheets [Data entry] SAP / HR application
Pg. No. 24
· True freedom!
Pg. No. 25
· Switch-on & Switch-off
· Activate / De-activate / Re-activate.
Pg. No. 32
· HR – XML for us? If ResuMine / ResuSearch, become the first HR application, to use HR – XML, others (at least in India) would be forced into adopting HR – XML.
· Would other Indian websites be forced to adopt our LIST of
· Industry-Names
· Function-Names
o Or (best)
· PEN?
Pg. No. 33
· ResuMine / ResuSearch are such “distinctive applications”, which can be shared by thousands of companies. They also have “Network Externality” feature.
· For all businesses, quick (hire) “acquisition” of competent executives is quite critical.
Pg. No. 34
· This is not much of a problem in India.
· We will need to enter into appropriate agrecments with ICICI – direct & credit card companies.
Pg. No. 35
· Nirmit can talk to them.
· We will tie-up with number of jobsites so that a client’s job-advt (composed on our webservice) get uploaded on all job-sites.
· When we add “features & functions & new Modules” to ResuMine / ResuSearch, clients have no problem of upgrading.
Pg. No. 36
· We are such a Concentration-Point.
· If we become the first webservice provider in India, we would attract software engineers, who wish to specialise in web-services. We would become a “learning ground”.
Pg. No. 37
· We have been using our Search-Engine locally for a longtime but now, we plan to offer it as web-service – so, it may need a new interface.
Pg. No. 38
· Recruitment is nothing but a “procurement application” which is part of overall HR application.
· It is quite possible (as Pradeep Uddhas pointed out) that our ResuMine / ResuSearch, “Recruitment Application” could become a “FRONT END” for our “BUSINESS SERBICE” of headhunting!
Pg. No. 39
· We would fall under this category. We want our existing applications (Module 1+ OES) to connect hundreds of franchisees (thru our webservice).
· Our “unmet business needs”, are to network eith franchisees-only way to GROW.
Pg. No. 40
· If we are the “first” to introduce Recruitment related Web-Service (using HR – XML), we stand a good chance to go Indian HR managers to accept / adopt, the “terminology” (Shared meaning) that we push – especially if thereare no other competing web-services in this sphere.
· That means “us”.
Pg. No. 41
· Ours would be such an “Application Service”
· We must build such capabilities thru training of our existing tech team & adding to our team.
· What are our existing Applications?
· Module 1
· Search Engine
· OES
· Online Resume Database
· Corporate Database (DCA / Compiler)
· Job Advt Database (Sajida)
· Non-Member Database
· Keywords Database
Pg. No. 46
· Mouse-Clicks
· HR Service provider / a pioneer
Pg. No. 50
· We are saying the same-with our ResuMine & ResuSearch.
Pg. No. 51
· ResuNine & ResuSearch will dramatically reduce “Recruitment Cycle time”.
Pg. No. 53
· In our case small & medium enterprises may not be big recruiters. Our target group is LARGE corporates, hiring > 50 execs per year.
Pg. No. 54
· We are not a Start-up & we have long track-record.
Pg. No. 55
· To potential clients of our webservice, we must stress that,
· We have been in “Recruitment Business” for 13 years
· We are here to stay in that business-our core.
· We have developed Applications ourselves & use these in our own business, day-in & day-out. We have removed all bugs & perfected these.
· We keepimproving these applications & first “test” on ourselves before offering to clients.
· We will give one month free trial.
· We can afford to “Scale-Up” over 1 year period.
· These will not be “issues” with Web-Service architecture.
Pg. No. 56
· Our stability cannot be in doubt.
Pg. No. 60
· I suppose we can avoid these in a Web-Service
· We, too, should tie-up with special “Application Developers”
· online Testting Service / e-learning etc.
Pg. No. 61
· If, ultimately, our own Web-Service (HR applications) becomes like switching on / off a power-point, there may not be a case for “Strang Customer Relationship”!
· Do we know who Supplies us power & where it comes from?
· This has to be continuously “redefined”
· Today, I have discussed with Sajida, outsourcing of “Project Mahattan”. (content creation)
· A new feature every week?
Pg. No. 62
· It is really the backbone of “Kal-Chakra” (the wheel of Time)
Pg. No. 67
· If and when we move Module 1 / Search_Engine / OES etc. on Ciquetor Webserver, we will not feel any business-impact (i.e. productivity gain) but we would gain enormous experience testing these applications & perfecting them, so that when we offer the same, as a Webservice, to corporate clients, success will be guaranteed!
Pg. No. 68
· Recruitment processes are important but not “mission-critical” as in Airlines / Banks / Stock Trading etc.
· Network-Externality (eg: phones)
· All the more reason to make Global Recruiter as “Industry-Standard” – at least in India.
· Multiple Vacancy?
· Which is worse.
· We intiated work on OES in Aug. 2000, by releasing order on Applitech. We really started using it in Jan 2003 – and we still have few problems.
Pg. No. 69
· Sajida?
· Job-Sites?
· Sajida + Jobsites
· Resumes?
· Like asking Sajida to deliver 1000 resumes (ofa particular kind?) – everyday!
· Shehas to only “Upload” appropriate job-advt’s on jobsites.
· Like our targeting to arrange final interview, within 1 week of order!
Pg. No. 70
· When we post Job-Advts. on jobsites, “Job Alerts” go out automatically, to hundreds of “matching” cadidates, who click “Apply Online”.
· Rolling forecast.
· This is like asking Sajida & Jyoti Agarwal to deliver XYZ resumes (or Names) to ABC consultant on so-and-so, day! Imagine the impact if we had such 10 “hubs”!!
· By uploading of our HOT JOBS (i.e. our requirements) on 3 jobsites, we are, in essence, using these as our “Suppliers”! We could post on many more jobsites-if consultants so desire.
Pg. No. 71
· In our case, a client’s Manpower Planning Module (SAP / BAAN etc.) can directly check with our Web-Service (-& thru that, to other jobsites) whether a replacement for an executive who just resigned, is avaibale & in how many days! No need to advertise!!
· Our Web-Service must become one.
· JIT (Just-In-Time) approach.
· This, in our case, is equivalent of not having any LOCAL resume database (Such as Module 1)! If we, change-over to WEB-SERVICE, we can discarvd Module 1!! – Just talk to other Jobsites.
Pg. No. 72
· Are jobsites (-& franchisee placement agencies), Sending right kind / Suitable resumes against each inquiry?
· Better resume-supplying jobsites
· We, too, are in the business of “matching” demand & supply!
· This Supply-Chain event-management is illustrated in Kal-Chakra.
· We know too well how resumes become obsolete, unless updated.
Pg. No. 73
· If jobsites become our business-partners (viz: Resume-Suppliers), what changes would they need to carry out?
· To begin with, we should persuade smaller jobsites to become our “business-partners”. They will be more amenable.
Pg. No. 74
· ERP?
· Solutions
Pg. No. 75
· This appears to be the greatest + point.
· “ResuMine / ResuSearch” combination, could boost the productivity of auy Recruitment Dept. several fold. Of course, ability to send-out “Interview-calls (Emails)” to shortlisted candidates is vital.
Pg. No. 77
· There is no such “criticality” in recruitment process. We must “sell”
· Productivity gains
· Intelligent decision-support
Pg. No. 78
· Is this like offering OES to our franchisees as webservice? – rather than thru VPN or dedicated line. I expect most franchisees to be small placement agencies – all of whom can broadcast their “Search-Assignments” to all others & also offer their candidates to entire network-so that no vacancy remains “Unfilled”!
Pg. No. 79
· In the area of databases / Search-engines / knowledgebases & recruitment processes, we have developed considerable expertise in last 13 years & enjoy credibility. It is time to leverage this.
· We used XML in V 3.0 of our website in May 2000 (Partner websites) – 2 ½ yrs. ago.
· With our limited resources, we must not even think of a “Franchisee Network” except thru a Web-Service-based OES. Of course, we will need to “redesign” OES.
Pg. No. 80
· If we are able to pioneer “Global Recruiter” as a webservice in India, we could-and should-set the standards for others to follow. Of course, we must look at what “terms” BAAN / SAP / PEOPLESOFT use, in their HR modules since we want ResuMine / ResuSearch to be able to integrate with these leading ERP packages.
· Our “broader relationship” with our clients is that of “Executive Search / Headhunting”. ResuMine / ResuSearch will enhance this relationship.
Pg. No. 81
· Our Various Modules.
Pg. No. 82
· Pl-talk to citi emphasize on our “Prepaid” Model & “pay-per-use” transactions.
Pg. No. 83
· Even if we get 1000 corates to use our ResuMine, I doubt if they would want to share “their” resume-database with other Subscribers.
Pg. No. 84
· The early mover will have the privilege of setting the standards.
· Unless, it happens to be a “Killer Application” like e-mail – and priced so low (but most certainly, not “free”) that even medium-sized companies want to join-in.
Pg. No. 86
· Recruitment is “Manpower Procurement”
Pg. No. 88
· Large Resume Database
· OES
· A very large franchisee network of Placement Agencies, all using same OES hosted as webservice, will reduce the need to build-up large central Resume Database. But it could also happen otherway around, with every franchisee’s resume-database becoming online “accessible” to all other franchisees. A kind of “Virtual Employment Exchange – if we can rope-in all jobsites as well.
Pg. No. 89
· Same with our (proposed) franchisee network. They will jump onto our webservice only if they can
· Leverage their own resume databases
· Better / faster fulfil their local client’s search-assignment, by being able to access database (inventory) of all other franchisees.
· Crucial
Pg. No. 91
· For us, “at the edge of our enterprise” (i.e. outside 3P Marol) are:
· Clients
· Franchisees (when appointed)
· Jobsites (Resume-Suppliers)
· Researchers (like Jyoti Agarwal)
· Job Advts (Sajida)
· Non Member Database (Vipul Zaveri)
· Ciquetor
· What others can do better
· Also known as “Sub-Contracting” for 100 years! We are ourselves an example of “Recruitment outsourcing”.
Pg. No. 92
· Our consultants must talk to our client almost daily & not wait for client’s HR manager to phone-up! This daily feedback on “progress” of assignment will inspire confidence.
· For many HR mangers, being able to search & appoint a Senior Executive, could be a “Do-or-Die” situation!
· Does this mean SAP of L & T, & BAAN of PEOPLESOFT of WIPRO, can all connect & exchange data with OES of 3P’s webservice? Can they all, monitor the progress of their own “Search-Assignments” in our OES, irrespective of HW/SW used by them? That would be GREAT news! That would certainly prompt them to prefer 3P, over other Search-Agencies! This would be a gred competive advantage!
Pg. No. 93
· In a year, we may search / appoint 100 executives for 50 clients, from diff. Industries
· Someday we will get client’s to integrate their man-power plans & their “Separation-Events” with our webservice Every resignation / death / promotion / transfer, is an “INQUIRY” for our webservice OES!
· Thre will be no need for client to fill-in “manpower-request” or post a “Job-Advt”. If our webservice has the email resume of the “Resigning” executive, it can produce a “Short-List”!
Pg. No. 94
· Are we (can we be classified as) an “Independent Software Vendor”?
· Is “Global Recruiter” an “edge application” because we are a middle “Link” connecting corporates with candidates?
· Will GR connect many enterprises?
· ResuMine will do this.
· Entire HR Process to be covered by Modules.
· Self funding
· Those corportes, who have never before used an application like ResuMine / ResuSearch, would not need any more coaxing, once they start using these.
Pg. No. 95
· Ours will be a “Prepaid” service. We simply do not wish to get into the hassle of month-end tilling & collections. Whereas Indian HR managers may not use Credit Cards” for online payment, others elsewhere would want this convenience.
· We too must tie-up with City Bank & ICICI.
· Citi Bank (India) could be persuaded to become an early adopter themselves of our ResuMine / ResuSearch. Then confidence of other corporates will go up. In self-interest, Citi Bank may even promote our webservice to corporates!
Pg. No. 97
· Our own internal “Core Process” is OES, which, we would convert to Web-Service, once we have, ourselves used ResuMine / ResuSearch (as Web-Service) for 2 months, without problems. Thereafter we will redesign OEs (with lot of simplicity & flexibility) for use by other corporates, & then launch our Project OCTOPUS.
Pg. No. 98
· We have to build Incentive – payments feature in OES (-since it records “Net Collections”)
· TALLY & OES (same data entered twice)
Pg. No. 100
· We have no such in hibitions, because, really speaking, we are NOT an ISV! – nor wish to become one.
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