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When I read any book, I scribble my comments / notes in the margins
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Page no. xi
· I think we have this book in our library-and I might have read it before-but I must keep reminding myself of the fundamentals of marketing.
Page no. xii
· We claim to have come-up with a better way to “conduct” an online recruitment (-always a project/only repeated again & again).
Page no. xiii
· We do too.
· We have Naukari & Monster& times jobs.
· They most certainly will try.
· They will deride concept of profiles
· I have mention, in all of my promo emails “stop accepting plain text resumes”
· There are over 500 jobsites in India
· I am trying to project profiles as “the New Currency of Recruitment.”
Page no. xiv
· We are “first with profiles.
· At several places I have said “copy cats” will follow.
· Profiles are unique too. HR mgrs. & jobs seekers can see that but there is a very clear possibility that they may not feel quite “comfortable” with profiles in the beginning.
Page no. 1
· Read book “paradox of choices” in our library.
Page no. 2
· What about 400 million Indian who are “self-employed”? What kind of profiles can we (someday) generate for them?
· Ten years lock there were only print-media “job Advts”- now there are millions on jobsites.
· We plan to develop a “Recommendation system” (a la Amazon) both for jobseekers & for Recruiters, system” based on the patterns of their past histories of “search” (click stream Analysis).
Page no 3
· We are introducing ARM score (Advertiser Responses Index) which all jobseekers can see for all advertising companies. Later we will introduce “Rating by jobseekers. we also plan to display in resume search Results, a column for “Ave. Interview score% “ for all the interviews where a candidate appeared thru IIT.
· Not much different for manpower needs of an “Average corporate”
Page no. 4
· Maybe profiles might become more popular in USA –as compared to India, they are given to “fads” & like to try out anything” NEW more risk taking more willing to experiment.
Page no. 8
· There are millions of jobs with thousands of companies.
· I hope we succeed in breaking that “boredom” (for HR mgrs.), with profiles. They have got bored reading text resumes & should enjoy some graphics.
Page no. 9
· This was one of the biggest chain-stores when I was in USA in 1956-58 besides MACY`S
Page no. 10
· Will profile set in a “positive Feedback loop”?
· Because of its ability to “compare co-professionals “will it lure more & more professionals to register? And then, because an individual’s profiles keeps changing constantly (as more resumes get added), will that lead to jobseekers returning again to again to “modify/edit” their profiles? Could we possibly have a case of “AhiRavana &Mahiravna “?
Page no. 11
· How do we solve a customs problems better tjhan our competitors?
Page no. 13
· But then this (positioning) has to be done with a few sentences (written or spoken).No customer is willing to read year 3page sales literature/brochure 0r listen to year 15 minutes “sales Talk”!
· BRIEF enough to arouse INTEREST.
· If we cannot do it in 10 sentences, forget it!
Page no. 14
· Profiles don’t! It is a radical departure but for easier to understand as compared to a plain text resume.
Page no. 15
· I am conscious of the fact the executives whom I am planning to send promo mails, must be getting 50/100 emails every day! Within this deluge, how do I get them to notice /read my email? I have to arouse their “CURIOSITY”
· JAM has 7 items of data.
· Ave. urban jobseeker only
· Monster
· Naukari
· Times jobs.
· But these are “names” of their websites-which may have become their “BRANDS.” We have little chance of getting jobseekers to remember “India Recruiter. so my attempt is to get them to remember “PROFILES” which, someday they can get from 200 websites!
Page no. 16
· “Profile” is our product/our brand/our “New ladder”
· “plan Text Resumes” are “products” of Monster/Naukari times jobs.
· They have.
· In every promo email I am saying “stop accepting plan text resumes insisting profile
· Profile is NOT a plain text resume
· Can we say “Text-free” resume? –which is not entirely true.
Page no. 17
· For us, this could take the shape of “WIPRO witches to profiles” Infosys adopts profiles
Page no. 18
· Refuse to accept plain text resumes insist on profiles.
Page no. 20
· Most don’t know what all those buttons do on their music system/remote cell-phone!!
Page no. 21
· My promo email to jobseekers says “Are you under paid?” (emotion)
· To Recruitment Agency –“your compactor` candidates are getting appointed but not yours! (emotion)
Page no. 22
· This is why it is so important to for
· A few large companies to register on our website within
· The first few days well known/respected companies
· A few well-know “opinion Markets” to speak highly profiles.
· If we succeed rest will follow.
· Life my remembering Woolworth & Macy`s after almost 50 years!
Page no. 23
· Associated emotion of FEAR- on which we can capitalize.
· Theory of cognitive Dissonance?
Page no. 24
· “Audience poll” in Kaun Banega crodpati.
· (also read “smart mobs” in our library
· This is why we are planning many counters on our websites
· How many read this resume
· How many viewed this advt
· How many clicked on this keyword
· How many voted for this keyword
· Ave. interview score
· Match-index
· Percentile score
· Row score
· ARM score
· NO. of Jobseekers
· No. of corpo.
· The Industry leaders
Page no. 25
· But getting Amitabh bacchan or Sania mirza to “recommend” India Recruiter/profiles will prove totally negative! They have never applied for a job in their lives nor ever recruited anyone!
· Within a few days of launch, if we get a few thousand jobseekers to register, than we will publish “Daily registration” on figs on you website and may be in print media to take advantage of Bandwagon strategy.
Page no. 26
· On India Recruiter, we claim.
· “We do not claim to be No.1 jobsite-only better”
· “Only better” has
Page no. 29
· Like “Profiles: the new currency of recruitment.”
Page no. 31
· Profiles: The new currency of recruitment
· (Today, there are only 7 graphs/Charts comprising
· Profile: but 2 years down the like there will be 20 =but we will continue to call them profiles.) Will that dilute our focus?
· We used this in during 1956-58.
Page no.33
· Profiles
· Recruitment
· Pl-send me your profile.
Page no.35
· We have in our library.
Page no. 38
· So, may be some jobsites should come up with their own version of profiles!
Page no. 39
· We will pioneer the profiles!
· 7 graphs in profiles are its distinctive feature.
Page no. 40
· Graphs & Charts in case of Profiles. We say “profile: the new currency of recruitment Issued by India Recruiter the word “issued” denotes our ownership of profiles suggest that no one else can “issue” profiles because no one else owns it!
Page no. 41
· Monster/Naukari/times jobs keep harping on their “Resume Database” running into millions. So, the “attribute” which they are trying to “own” is SIZE. May be we should not try to compare ourselves on that attribute except when we overtake them in size!
· As of now, no other jobsite claims to own “profiles: personal Analytics”
· What we write on top of each profile.
Page no. 42
· One thing (attribute), we may not be able to claim for a longtime
· How about? “We don’t server Resumes we deliver profiles”
· If we manage to get good reviews (from clients/consultants/opinion makers/Media), we must publish on our website & also talk thru emails/print-advts!
Page no. 43
· If we ever get invited to talk about profiles, we must not miss that opportunity. We must keep our power pout presentation ready-all the time.
· If we get important customers we must list them a link on home page called “OUR CUSTOMERS” we must not clutter our home page.
Page no.44
· “Profiles” do fall in this category
· We are leaders in developing “personal Analytics”
· India Recruiter “world leader in Personal Analytics”
Page no. 45
· Although Recruit Guru may be 2 year old, 3P has a 16 year history!
· Can we say (for each candidates profiles) : “This profile was originally developed on…….”
· Fist a kind of “date –stamp.” A profile will keep mutating forever!
Page no. 48
· On our website there are no. of hints that “keywords contained in a resume” are the basis for graphs.
Page no. 49
· Mean + 1 (sigma) should too.
· Percentile score.
· Match Index/ARM score
Page no. 52
· Believe me-we will need
Page no. 54
· Back-covers of all books are full of “Quotes” (praising the book and/or the author from obliging bigwigs. (Of ten trading favors)
· I cannot wait for thing to happen in this sequence. We will target all three, even simultaneously, if we can.
Page no. 55
· We have to mention this context to bring out how profiles will help.
· We can help in these 3 only. With profile, this is not a problem.
· Talent crunch
· Fake/fudged resumes
· Huge Attrition/rate
· Exploding demand
· Haed pressed recruiters
· Unscientific interviewing
· Skyrocketing
Page no. 56
· I don’t plan in near future it does very well
· We have yet to prepare one
Page no. 58
· Monster/Naukari/times jobs have huge resources thousands of times more than ours. To overcome these massive resources, I need to leverage our “Products Differentiation & utility.” I am therefore planning/hoping to get a few Recruitment Agencies to switch-over to profiles.
· Naukari has 300 sales engineers. None-so we must rope-in 800 recruitment agencies to do our selling.
Page no. 61
· MY own report “QUOVADIS?” was written in 1989
· Same would be true of work forces & no~ being recruited by them each year.
Page no.63
· Most of the bigger Recruitment Agencies and most of top 500 companies of India are likely to be clients Monster/Naukari, and times jobs as well. Why should they want to subscribe to one more?
· Last week ford arranged for a 616 billion loan to tide-over its percent crisis.63000 workers agreed to take VRS.
Page no. 64
· Read “QUO VADIS” written ago.
Page no. 66
· We are nowhere
· A profile is –and may well appeal to IT guys.
Page no. 67
· Profiles does not belong to “Resume” category & of course there will be an element of surprise for all jobsites –besides recruits & candidates
Page no. 68
· We too, will break the rules eventually by creating a plat from a network of jobsites there is none today. All are single standalone jobsites. We will enable partner websites to do all “selling”
Page no. 77
· We cannot compete with Monster/Naukari/times jobs in respect of
· Size of their databases (Resumes & job Advts)
· Size of their client-base
· (unless, because of our business model/revenue model of Re: 1/= pay-per-click, we manage to rope-in 40000 small/medium businesses as our subscribers so far they have never used online recruitment)
· But we can beat them on profiles /IIT. Even with registration of just 1 lakh jobseekers, we can generate many useful/meaningful profiles.
· We will also rope-in users (both jobseekers & recruiters) to CO-DESIGN”/CO-CREATE” our website.
Page no. 80
· I had been to Macys in Chicago & Kansas city during 1956-58. These were the “bench mark.”
· Wal-Mart today is world`s largest with last year sale of $ 312 billion & 6600 stores worldwide (3900 in USA)
Page no. 81
· Naukari has diversified into matrimony site real-estate site.
Page no. 84
· Our crowning glory will be when all HR mgrs. tell job-applicants to send in their profile-and jobseekers know what exactly they mean! Viz: Graphical resume obtained from India Recruiter
· Not an ejection seat!
Page no. 91
· We have in our library I read it a couple of months ago.
Page no. 99
· I know we are taking a long time to lunch India Recruiter but we have only 5 developers of which 3 for last 3 months only!
Page no. 102
· At the mention of word “profiles,” we want jobseekers & recruiters to be imagining the 7 graphs/charts. That vivid picture should come to their mind
· Quite often, even now word “profile gets used to denote a person’s resume. We plan to usurp it.
Page no. 138
· We have in our library.
Page no. 140
· Last month 68000 Ford workers accepted VRS.
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