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When I read any book, I scribble my comments / notes in the margins
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Page no = 05
· Those who prefer to watch wait.
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· There Recruiter Guru crosses this chasm and build-up an UNASAILABLE client –base within 1 year of launch it can expect to be overtaken by copy –cat extraction soft wares that will come up from behind.
· We dissevered that we would need 2/3 yrs. To convince HR mgrs. About Recruiter we did not have money to sustain so we shut down in 4 months.
Page no = 09
· Oat is 2003, and stills none available in show rooms!
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· We believe IT/ITES companies are most likely “EARLY A diopters” for Recruitgusr. Thereafter. “Early majority” will be those who hire in large no.
· RG is certainly one also become it is a web services Dely mechanism is to totally different.
· RG does not but it certainly requires different attitude.
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· Placement Agencies could also be “Early Adopters” since they have thousands of email! Resumes & continue to receive hundred’s every day,
Page no =12
· They being “innovators” of new technology, it stands to reason that software companies would like “experiment / innovate” with recruit guru.
· Like oracle called us to give a demo of RG in Aug. 2003.
· This is why Nirmit has asked Sanjeev to focus on Top 100 s/w. co of Mumbai’s.
· Placement Agencies will see clear “competitive” Advantage in use of Recruitment & become Early Adopters.
Page no = 15
· That is a goal I have repeatedly extoled in my notes this is precisely, why I am desperate to tie-up with all 6/7 msp p-so- that JAM becomes an industry standard. It is the same Agonic behind Guru Ad + Guru Job. This is the hope in respect of JAM. So is RG. & so does RG do do JAM APPLY ONLINE from a mobile never done before. This is the hope in respect of JAM.
Page no = 17
· Benefits of Recruits Guru (as cleared by us) are better (recruitment process) i.e. Function profile Faster more Economical / cheaper process. Can we get the “INNOVATORS?” TO TESTIFY (give Certify cats) that they actually “got” these benefits from Recruit Guru? & then use these certificates town over Early Adopters? This is the TRUE opportunity for Recruit Guru!
Page no = 18
· Cg. Video - interviewing (proposed by us to Reliance petro leum. Who need to hire 700 persons in 3 months?
· Jam does fall in this category but it is more expensive than email alerts. & free apply online from a jobsite. Only people who place high value on “time” & “convenience” will switch to JAM rest may be content searching jobs on jobsites perhaps a vast majority in the beginning.
· Even “Early Majority” may elude us, unless, all incoming email resumes. Automatically move from a co.’s inbox to recruit guru.
Page no = 19
· In Guru Ad + Guru job, we expect all job-advts & Resumes to move automatically from “partners websites” to WWJ in return for this, we will offer to partners websites, FREE . I acquire entirely. Early Adopters -- 1000 software co. / early majority – 1000 placement Agencies.
Page no = 20
· For our “Early adopter “software companies” their “competitive Advantage gained from use of Recruiter will be “FASTER” Recruitment: a key different. We hope so! Place ments Agencies still need to email resumes to their client & there follow up. In offering Guru Job to jobsites I want to ensure that their jobseekers get the SAME” experience as their / current / conventional /traditional jobserach process, they feel “at home using” Guru Job.
Page no = 21
· To promote JAS (job Advt-suumary) amongst newspapers, I am trying to sell them the idea of “competitive” Advantage.
Page no = 22
· Recruiter’s inability to integrate with ERP packages (SAP-BAAN-PEOPL ESOFT -OVEACLE) will be our CHASM to “Early majority”. Place mount Angeles will be one such market of “Early Majority” Non-Technical / cost –conscious. .
Page no = 25
· I am clear that Recruit guru should grow from its own internal revenue- generation. I don’t have to answer any banker / VC Fund/ Investor / for slow growth.
Page no = 29
· In our, it is only this case of now. So our “customer Reference list “must give Name & Designation of Executive (i.e. User) His phone no / email ID / we will provide ( online ) bark-up 1) HR consultants 2)placement Agencies 3) jobsites 4) Employers / it non –IT.
Page no = 30
· Can we think of a link “Ask an opinion” clicking will open a email box, from which a potential user can send an email! To existing subsrbresh. In our member Database there are 20000 + s/w engineers if they test –out our product & like it, they will ( hopefully ) recommend it to their HR mgrs., !
Page no = 31
· With only 224 registrations on WWJ so far we are not ready for this yet:’ never the less, I will tomorrow design “Ask Any Jammer” page software Engineers as Beta testers for Recruiter Guru?
Page no = 32
· I am reminded of Ramesh Grover ( now chairman ) of CHS computers who built a radio for me , in his evening hours, after spending a full-day with me at L&T. they would want to know the logic behind graphs. We want them to sell RG to their HR mgs.
Page no = 33
· We should get a find to start a blog –about WWJ on mouthshut.com / we have already sent 70.000 emails are in last 10 days. Some 700.000 are getting to go.
Page no = 34
· Our goal is to offer a recruitment websevwice, which millions of small / medium businesses Ground the world can afford to use. For millions of job seekers to be able to afford JAM, “apply online” should be should be priced @ RS- 1/= (INSTEAD OF Rs:- 3 ) RG is all about this. Someday our OES will move to RG.
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· Amongst Recruitment Managers Known to us, how many are such “Visionaries”? There is prickly call no risk in RG.
Page no = 36
· We too have requests L&t FROM & Oreck to “customize” RecmitGuru for their specific needs but we are more conceded about mass-market.
·
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· I would rather stick to less-demanding Placement Agencies- who are easier to please at this stage; we need some revenue – fast. Searching competence / not reuses. Thru Func. Profile Graphs. So, even as we go around giving demo’s to place ments agencies we need, at same time to give demo to WIPRO / INFOSYS / HCL / ORACLE / MICROSOFT. Executives.
Page no = 39
· Our tie-up with Airtel / MTNL has evoked interest from BSNL. If we succeed with, getting HUTCH into our fold coil is quite easy. With each additional tie up next should get easier But we are learning. This can be said about us!
· Will placement Agencies consult amongst them before trying?
· If software companies start receiving image Builder resumes from placement Agencies, they will get curious & approach us on their own! We must attack these Agencies.
Page no = 40
· Will I succeed in convincing Newspapers that their “competitive Advantage” would go up several fold if they start printing JAS ( job Advts, ) summary in their papers, we will send out next week, our proposed Sestos 479 newspapers, it would be 2 weeks before their response . Obviously companies who have today, NO search software & database creation (such as DIE operators) will consider Recruiter Guru, a FANTASTIC PRODUCT which increases their productivity 1000 times! We must carefully target such companies.
Page no = 41
· This is my weakness. Most placement Agencies are “owner - driven” small outfits, whose owners are truly “pragmatist”! They will not spend a rupee unless they can earn two!
Page no = 42
· So let us not tell placement Agencies that they are our BETA testers. Others of place ments Agencies will spot a benefit when they see one something which may elude a professional Recruitment Manager! Read “15 Minutes” on WWJ.
Page no = 44
· This is why 30 days free trial. Airtel decided to send job Alert S FREE a very good decision I am trying to sell this idea to MTNL.
· PLACE MENT Agencies are already adverthsining on job sites in a big way so tying-up with a jobsite, to offer an “end-to-end solution” to these placement agencies could be one approach.
Page no = 45
· Placement Agencies are already comfortable in dealing with jobsites –so- if monster or Naukri offers them Recruit guru “Extension” they are likely to trust / bite! Now just think if monster ties –up would that place Naukri to tremens outs, us dis adventive? Being a placement agency ourselves we do know their problems.
Page no = 48
· So, at the least, conservatives would want “interview mgmt., module” as an in tetra / part of Recruitgusr, along with Guru Mine & Guru Search.
· Web service is a low cost districhannel which can distribute our pay –per use self-service to any part of world. We must simplify Guru Mine still further.
Page no = 49
· I repeat once end-employers, start receiving image Builder version of resumes from dozens of placement Agencies (-and jobsites too) they will have no option but to follow End employers are our main-s- team market. Same with us!
· Our “single brilliant move” would be to continue monster (USA) to license Recruit guru technology!
Page no = 51
· Q: when we launch world –wide jobs.com will pose a serious thirst to license Recruit Guru technology before launching WWJ. Obviously nothing works out as planned, we have resource limitations & I work only half –day & cannot run around!
· It is this kind of lock in that we must get in Recruiter Guru.
Page no = 52
· Nearly 70% of all job- advts placed on job-sites are from placement Agencies. They are willing to “experiment” starting today. Sanjeev has started giving demo to place must Agencies we should soon know their issues”
Page no = 54
· Office productivity tools (HW or SW) help employees perform more in less time. So as to keep them busy, had to be an ever –increasing “order Backlog” so that spare time generated is put to productive use. May be this is what has happened to OES!
Page no = 57
· Sanjeev can we use this psycho logy (fear factor with Monster India & Naukri & jobs Ahead? telling each that we are in negotiation with the rest! so, if they are not the first to tie-up with us, they stand to be left out.
·
Page no = 58
· As we too are –with Recruiter Guru & Image Builder & nose with –Jam.
Page no = 64
· If only Airtel would launch JAM & promote it aggressively, we could get positive within 8 weeks!
· We too are as of today. This is my problem right now. Like Oreck & L&T asked us. Maybe a 6 month window at the most. RS: - 26 million in 2004/05.
Page no = 65
· Kartavy says, this is exactly what happened to the founder of personas!
· Monster / Naukri / job ahead have a l ready established relationships with placement Agencies & S/W companies-so- they may put a spoke in our efforts.
Page no = 66
· Sanjeev & ASK Nirmit whether targeting ERA members would set the ball rolling for other placement agencies they are the industry leaders & smaller agencies look up to-them. Once again here too, larger question would be of “competitive” Advantage” which each wants over the others.
Page no = 67
· With just 2 persons (+Rejji joined 2 days back) this is not a problem. Like Arjun, we have a single goal viz: to tie-up with all msp fast as we can if Airtel launches & BSNL joins, our task will become easy,
· By getting newspapers to publish JAS (job ADVT summary) everyday, my idea is to get a lot of free publicity for WWJ. No msp. Is going to spend cores of rupees to publicize JAM, since we provide identical content to all msp:,
Page no = 68
· This is why in my today’s email to Rajesh (ABACUS) I HAVE asked him to persuade BSNL to 1) make job. Alert FREE 2) charge only RS: - 2 instead of 3 by Airtel / MTNL FOR “apply online “sms” what JAM badly needs now is “nose” big, in order impress rest msp: e.g. Wipro info sys are beech heads for us equivalent of Normandy oracle too.
Page no = 69
· It is completely different with JAM. By teeing up with all msp we intend to cover entire cell-phone owning population of 50 million growing at more than 1 million per Mumbai is what we first we just can’t have Sanjeev flying all over the country ! See my today note to ABHI “creating Commu nities” / ASK Any Jammer.
Page no = 70
· In the market of “delivering job-alerts as sms on mobiles” we can claim 100% market share, even now, but with just is meaningless, 318 registrations so far, market share % “Exec untie – search” in a small industry -small pond in which members 20 are “big fish”
Page no = 72
· Our goal too, is to make image Builder –the defacto standard –the new currency to replace the old currency (viz: email resume) so, how about making Microsoft as our ALLY? Justas Bill gates rode piggyback on IBM pc hardware with his windows!
Page no = 73
· To us, establishing beachhead with placement Agencies is crucial because daily, they send thousands of resumes to hundreds of corporate clients. We can ride piggy back they will do our selling or rather MKTG.
Page no = 74
· S/w companies are in a great hurry to hire they have no time to advertise / receive response / rate interview they want a “readymade” pool of candidates whom they can straightaway issue APPT letters! They have pressing problem. After 16/18 months this problem has got only worse.
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· Ours too is a (web-based) “software system to improve the productivity of” Recruitment Managers.
· This the world used by Reliance in SLA in early sites I had in traduced a hard copy “trouble-ticket” for m/c switch gear factory.
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· This is like saying if we can satisfy WIPRO/ Infosys/ WITH Recruit guru, then rest of IT companies will follow suit. Same with leading placement Agencies. We are simply planning to place “Error Report” links in Guru Mine – without any “closed loop feedback” mechanism for those who report “Erodes.”
Page no = 78
· Converting thousands (-or millions) of email resumes in to a structured data base by employing dozens (or hundreds) of data –entry operators would be a nightmare too. So companies end-up advert using again & again so that they need to search & read 200 resume at a time! In small co. give demo to “chief” but in bigger companies, we will need to convince the Recruitment Managers.
Page no = 79
· We have to make Recruit Guru as THE STANDARD amongst sw & placement Agencies.
· Fours could IMPACT parkas kavalramani & Sampoorna (satish Doshi) be such “Head pins”? Sanjeev / Abhi are giving demo to Doshi this afternoon! it was a list of wasted effort
Page no = 80
· For cash flow reasons, only resources, we can afford to deploy at present for Mktg of Recruiters is Sanjeev / Deepa & support from ABHI. This Is the Reason Why, We Too Wish to target s/w companies first.
Page no = 81
· May be we too, should stop using the word “Artificial once” from Recruit guru & substitute with “Business (or personal) Analytics” s/w. We too will make RG a great success, by continuous improvements- based on “Early Adopter” feedback.
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· As we give more & more demos we will get to know what exactly are problems faced by give this feedback to Kartavy systematically. Today is only second DEMO to satish Doshi.
· Al though RG ia an application, it has potential of becoming a “platform” for “Global Recruiter”
Page no = 83
· Recruit guru must project itself as “complimentary” to monster / Naukri etc. we are not competing with jobsites –but adding value to their offering. This is what I say also in respect of wwj / JAM –But It It succeeds, Monster Naukri will see a clear threat.
Page no = 83
· Recruit Guru must project itself as “complimentary” to monster / Naukri etc. We are not competing with jobsites- but adding “value” to their offering. This is what I say also in respect of wwj /jam –but it succeeds, Monster Naukri will see a clear threat.
Page no = 84
· Recruit Guru’s Guru Extraction software will be in demand –only if there are millions of email resumes to be extracted –wide-jobs.com
· Hence we changed our we shut down RG & launched WWJ in July 2004.it is nearly a year now but wwj has made very little progress.
Page no = 85
· Data base search Engine interview calls Broken Bust Process jobsites Recruit Guru. Interviews.
· This is why my emphasis on first trying –out Recruit Guru with our own consultants & sort out all problems that a typical placement Agency is likely to face so, IT guys at s/w companies may resist RG. Web services nebhidden in Guru Mine. This is why I repeatedly stress. The importance of “owner –driven “placement agencies is likely to face. So, IT guys at s/w companies may resist RG WEB service net. Hidden in Guru Mine this is why, I repeatedly stress the importance of “owner – driven” placement agencies. 0
Page no = 88
· This is why it is extremely important that Prakash kavalramani & satish Doshi are absolutely “charmed” by capabilities of Recruit GURU –SO that when any placement Agent phones for reference / opining, they will speak highly Sanjeev. That is what we are for sure!
Page no = 87
· When we send out 480 JAS (job Advts summary) proposals next week, the objective is TWO –FOLD.
· If we succeed in convincing even 50 small town newspapers to daily publish this summary , we can get a lot of free publicity for wwj, by making available email ID of job- advertisers in the summing , we may be encouraging jobseekers to apply directly –by passing wwj /jam , bbutright now we NEED publicity more than jam revenue,
· If even 10/20 of these 480 newspapers investigate wwj deeply they have to register on wwj for jazz They may realize that wwj could change the rules of recruitment –even death of jobsite if they are prompted to write about wwj once again we get FREE publicity,
Page no = 89
· “Attractiveness” of placement agencies is not that these will be our highs – resume paying clients, their “attractiveness” lies in the fact that Resumes to their ( thousands ) corporate clients, they will spread the word give Recruit Guru an enormous exposure publicity, on the backs of placement Agencies, we will be able to “Early Majority” high –paying corporate clients.
Page no = 90
· We will & we must. That is JAM absolutely so in our case. Ours is not an existing mkt. we are to create one! May be job-alerts thru email is a “existing market” we are competing thru job- alerts as SMS.
Page no = 94
· Placement Agencies suggested by Nirmit 16 registered for free trail Mumbai based IT companies who are3p clients.
Page no = 96
· Where the hell is that resume of the cheap that is Eng. + MBA and working in the legal dept. of company XYZ?
· Search using isys TYPE text –retrieval software cerate database using D/E operators. Wrong Guy /long Time / High Cost.
Page no = 97
· Like reading aloud a resume to client over phone! Then Reading 10 resumes one- a after another on steed of emailing image Balderas. Obsolete outdated database / Hard copy Delivery by post.
· But a placement Agency owner can conduct online search of his private database on Recruit Guru in the presence of his client & print-out emails suitable candidates resumes there and then!
· Any time & anywhere self-service in matter of seconds & always uploaded database = Accessing Database on RG.
· In our case all resumes received in the mail box of client (placement A agency) must get automatically uploaded & extracted by Guru mine, DAILY without human intervention. Pc stays swathed on)
Page no = 98
· 50.000 resumes accessible online. Say 5000 pages of Text. Owner of placement Agency Sanjeev,
Page no = 100
· In large companies (end –employers) a Recruitment mgr. / HR chief would need to be convinced about the benefits of Recruit Guru. Being a low initial down payment hopefully he, can decide on his own at least register for 30 day free trial for which, he may not need any “Approvals /Authorizations” from higher-ups, since no monetary payment is involved.
· Complete solution say when Voltas our subscriber posts a job advts on monster .com & candidates click on “apply online” that resumes directly arrives in Voltas’s private database on Recruiter Guru & get extracted automatically in folder market “vacancy –name “advertised ( without human intention ) .
Page no = 101
· Monster /Naukri / JOBS ahead/ jobs treat ETC. ALL ARE IN TRODUCING “Application –Tracking / Resume Night” Applications for their. Subscribers, in this, they are a head of us (- already crossed the chasm?) What they don’t have is Guru Mine to create database they are create database by filling –up “forms”! Customer does not care! Clients want total solutions not a small part. We will wait for 50 paying clients to subscribe before approaching timesjobs.com for an “alliance”
Page no = 102
· You have get Nirmit – sirya Raju to make the first phone call to the HR mgrs. They personally know-to fix-up your demo apt.
· After receipt of email resumes in their mailboxes, in further downstream –process is “broken” we have to get a cross this point to clients, thru a PowerPoint presentation ( p-85) we can claim to know the recruitment Process inside-out !
Page no = 103
· End –Employer clients of these placement Agencies. The reason to focus on placement Agencies is that owner will quickly grasp the promise of Recruit Guru to fix the “broken process” giving him competitive Adman tags.
Page no = 104
· Translated in plain English, we must ensure that 80% of all any software purchased by placement Agencies is Recruiter Guru!
Page no = 105
· 20 ERA members are about our “own size” ERA members are a very small sub-segment. Of 1500 placement Agencies but –they are influential.
Page no = 108
· If placement Agencies are currently not using any other “extraction” software then we are in such a station.
· The main “compelling” reason for a placement Agency to use RG is to gain clear “competitive Adman tags over other industry layers & therly” over other expand business / male money.
Page no = 109
· If I was a buyer of Recruit Guru I would expect every oncoming resume to get up loaded / extracted, automatically no “MANUAL Extraction” I received alerts intelligent spider when “matching” resumes arrive in my mailbox / Guru mine / as per predefined criteria or my job- Advts.
· All resumes are bounced back to conceded candidates – in –the beginning every year –for concerted to EDIT 2 UPLOAD, in my database “image Builder” resumes received from dozens of placement Agencies qutomatioanlly, get into my PRIVATE, DATABASE –And also made searchable by oeuvre (I.e. name of placement agency) No requirement of an army of D/E operators & onus of keeping my database always “UP-TO-DATA” lies with jobseekers,
Page no = 111
· If we wish the future generations of HR managers to be loyal to recruit guru, we must give “FREE” subscruiteron of RG to mgmt... Offering MBA/PGDBMin “human res ours” for use by their students, they are HR mgrs. Of future and when they take up their very first job- they would want to use RG only!!
Page no = 113
· As compared to Recruitment Depts. of corporate End Employers, I think Indian placement Agencies are much more computer / internet savvy. We ftp? Sanjeev Reliance Warless landline?
Page no = 115
· Similar to allowing thousands of candidates to access Recruit Guru & EDIT /UPDATE their resumes as often as there is any chance –online on their own. We have faced this!
Page no = 119
· What the “compelling Reason “for Recruitment Mangers to adopt Recruitment? Better selection – faster appoint ments. Lower cost. See p = 109. Also in RG. In our interview mgmt. module. I envisage a MIMIC diagram (flow – chart) to track each recruitment assignment in a graphical manner (Read my note on “global Recruiter)
Page no = 120
· I first read about DNS in Bill Gates. Business @ speed of Thought”. May be this is what many placement Agencies will do.
Page no = 122
· By placing job-advert on placement agencies received thousands of resumes but no clue how to “search” & find the right once that their client are demanding ! Very similar station. Like opening each resumes & read it,. Resumes do get obsolete fast. For place ments agencies it is mission –critical, to be able to deliver to its client most relevant & most up- date resumes in shorts possible time = faster than competitors can.
Page no = 123
· Identifying, “Functions” of candidates emailing image Builders to client arriving resumes intelligent spider,
Page no = 125
· In propagating adoption of Recruit Guru the HR consultants would play an important influencing HOW do we make them our BRANDAMASSADORS?
Page no = 125
· If we succeed in “franchising” (- licensing Recruitgusr’ technology) monster / Naukri / job Ahead etc., we too. Can from powerful alliances.
· With such an alliance with timesjobs.com we will be fixing the “Broken Business process” for corporate advertisers, we must get timesjobs.com to do all publicity!
Page no = 126
· Sanjeev Talk to times jobs when we are with perfect with RG & have linkup a few larges clients tell them
· How it can overtake etc., by licensing RG technology from us.
Page no = 127
· In course of time on Recruit Guru. We will offer “Candidate –Designation Fiction –industry –city etc. predict based on patters. Will place ments a agencies also think about RG in these terms?
· We too are going to capture a lot of data from each resumes belonging to each of our subscriber to build graphs which will benefit all subscribers.
Page no = 128
· We will not go out of our ways & tell subscribers what we are going to cap true from their resumes –but if questioned this would be argument /and / they have no OPTION !
Page no = 131
· Jobsites may look upon Recruiter Guru as a competitor to their “Resume Tracking / Application subscribers (e.g. : LINA / Shiva ETC. ) E.G WE SET THE “Rules”- thru our “Function Profile Graphs” to deft us they would need to come up with better “TO WITH BETTER “analytics”
Page no = 132
· E.g. jobsites may tell clients what you want is “right” resumes delivered to you in shorts possible time & in the form of a database. Why should bother how we manage to do this you are canceled with end results not the process that we adopt (e.g. getting candidates to fill-in long structured?
Page no = 136
· Sanjeev & Nirmit can make a list of “who are such “supportive” HR executives who would get excited by Recruitgusr value proposition viz:- Better Faster chapter.
Page no = 137
· “Image Builder” with its function profile Graphs. Only possible when large no of scribers use RG.
Page no = 138
· I am sure there is much recruitment software by smalltime Indian Companies RMS Aryan. ABACUS. OUR
· Activation fee + user Trans fee will be less than their price. USA vendors have “extra carrion software but not “Fun. Profiles Graphs we are superior we are this respect. Equivalent is our “image Builder “we put it there!
Page no = 139
· Same with our image Builder” with “Func. Graphs. Sanjeev this is why a comparative tabulation of “features” of all competing Recruitment software’s available to India corporates is so essential,
Page no = 140
· Not being able to create a database (from email) resumes not being able search this database are BROKEN business processes. Same with us if we try to play the game of monster Naukri Aryan RMS Abacus etc. Nor is there any web service based pay-per use- Recruitment self-services!
· For, us the category is HR mgrs. Who post job-advts on jobsites (Deepa has a list of 35000)
Page no = 141
· Our “key component” has to be the ability for HR mgrs. To send out interview –call emails to searched / short within candidates within matter of seconds. / This is absolutely crucial. Can we say this for Guru Mine & search? Sanjeev. Let us make a list of our “competitors & study them thoroughly.
Page no = 142
· Creating a structured database is an “unmet need “for Indian corporates using data entry operators is not an alternative! We too, will start aggregating job-advert from varies job-sites, using a spider & launch –wide jobs.com then someday / monster / Naukri will approach us on their own!
Page no = 143
· In our case stage placement Agencies as “subscribers” of Recruit Guru (2004) P.L Agencies using OES on Recruiter GURU (2005) becoming 3p franchisees (online) 2006.
· 1 yrs. Since writing this we have done this we launched wwj in July 2004. And still busy improving it now. In 2 months we want to add “Guru AD / guru job.
Page no = 144
· I suspect many job- seekers would want to continue with jobserach on jobsites. This is why I have decided to launch Guru Job from WWJ which partner jobsites will use. It won’t get us any money but get publicity for WWJ something which we need badly at this stage.
Page no = 145
· I suspect, situation similar with “resume search subscriptions of Monster / Naukri / RS:- 1 L /2 l per year which only a few large corporate customers can afford I suppose 80% clients subsumable cheaper “post job Advts.
· Can we get HR mgrs.? To decide on their own by keeping Active tion & user fee quite small? We have to keep hammering this point to HR mgrs. While pointing that jobsites offer broken business process.
Page no = 147
· A terrible thing to be! Sanjeev. There are survival commercially available “Extraction software’s” tuned to USA style resumes. You need to prepare comparative table of their features.
Page no = 148
· “Function Profile Graphs” are just the beginning But competitors will soon catch-up Recruit Guru unless, we, follow –up quickly with salary raphe/ Desig, Graph / Tenure Gape etc.
· We must take pains to explain to our corpo clients (in clouding placement Agencies) that Monster / Naukri / have a useful role to play in the total Recruitment cycle & Recruiter Guru is COMPLIMENTARY to what these jobsites have to offer.
· As of now JAM entirely depends upon monster Naukri! Jobs Ahead for dowenlodeding job- advts. So we must not anta go noise them before they realize that WWJ poses a threat to them we must tie-up with all msp and license Guru Ad guru job to many many jobsites.
Page no = 149
· Recruiter Guru is “Better / Faster / chapter / vs. Recruit Guru –the fatter of recruiter webaervies.
· Everyone knows better faster no need to explain what these words “mean”! Pose our 30 day frail weal wiretap do this?
Page no = 150
· May be Recruiter Guru is easy to remember there is also a clear thing of about viz: -Recruitment (category) all of which Recruiter is!
Page no = 151
· Our Message should be placement Agency which starts RG will get a completive advantage over agencies which do not.
Page no = 152
· Sanjeev / comparative tabulation of “features of competing product. # 1 place meat Agencies. #2 35000 corporates who post job advts on job sites. Short / to point / what it can do? / How you benefit?
Page no = 153
· From plain resumes, Recruit guru extracts data & creates a structured and searchable database at 500/ hour, we us stick to the same message in all our mktg. emails.
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· Our “space” creation of structured / searchable database of email resumes without human intervention. Auto mastic creation of database (search able database) searchable Resumes Database.
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· This is why a highly visible “subscriber – list” on our Recruit Guru website, is so important equally important is link called OPNIONS.
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· In India as of now, there are no “industry –Analyst’s specializing in Recruitment industry there are a few HR related magazines. We could invite their Editors we should certainly give demo at ERA conf in Bangalore in Jan 2004. Also to HED network of India. My first email to 146. Editors re: JAM 3 months, back got totally ignored now I am sending JAS folders to 480 newspapers our pretext is JAS but our hidden agenda is to get some of them to write about WWJ JAM.
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· In our very first “conference” (where a few formalists) may be invited –we must have 8/10 very happy clients, who have become regular subscnbers –not mere FREE TRIAL most other invitees should be HR mgrs. Of target. Everyone is joining up! Do not get left out.. As soon as Airtel launch takes place, I will chase the msp. I will write again when member ship crosses 50.000/ web service / self-service / pay –per- use / Fixing Broken / PROCESS / Automatic / -chapter-Faster in reverse order .
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· Sanjeev – you may wish to prepare a list of I have a list of journalists. NIPM /HRD NETWORK /BCCI AIMA CII FICCICSI NASSCOM.
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· Punta malhotra (Human capital – Delhi) & Editor of job not magazine / Ascent & HEADETART editors.
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· Secure channel ERA / Mainstream Market = placement Agencies./ I am trying to get msp to make job-alert sms free Reduce price for “apply online” sms from Rs:- 2 IN TODAY MEETING WITH MR.; KESHKER of MTNL ( Mumbai ) I have planted the idea of FREE job- alerts He- SEEMA TO have liked it I told him Airtel / is giving away Free job alerts ! This is why we must a dope satish Doshi’s suggestion to make “Extraction” absolutely RFEE! Great idea!!
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· It is obvious that placement Agencies would wont to create structured Database of their resumes but not at the cost of Rs:- 5 lakh /25 lakh ! First places we must “hook” them them we will make our money in “search” & download.
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· For Recruit Guru, internet is THE ONLY distribution-channel-being a WEBSERVICE & that too, PREPAID.
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