Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Friday 6 August 2021

LEADING THE REVO LUTION - GARY HAMEL

 


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When I read any book, I scribble my comments / notes in the margins


These reflect my views / opinions about what the author is saying – including my disagreement

Often, my comments are in the nature of telling myself :

Hey ! We should try out this idea in our own business ( Head-hunting / Online Recruitment )

Following are my comments re :

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Page no = 04

·         Call centers & BPO. Dotcom bust came in April 2000.

Page no = 05

·         2 days back Naukri (info edge) share price was RS: - 731 = 00 (UP Rs: - 20/= IN A SINGLE trading session. When we launch indiarecuriter, will this (price) get “derstalized”?  I.e. why we must 90”open source”

Page no = 06

·         Where we found 15000 interview questions and in targeted in to IIT + 60000 keywords + Wikipedia “Google find” 

Page no = 07

·         Nearly 1 billion mobile phones will get during 2007. Taking the total to 3 billion mobile phones by this year-end i.e. one mobile phone for every 2 people on the on the Earth. India done added 7 million mobiles in JAN = 2007 a world record.  Let us see!

·         Sure, I cannot wish away Naukri / monster / time jobs.

·         I do hope 10 million bored jobseekers registered at monster / Naukri will switch to India Recruiter for FUN & self- expression.  

Page no = 08

·         If Global Recruiter succeeds in building –up a network of 1000/= partner jobsites then it would be a “retailing revolution” in online Recruitment industry (mostly stand-alone jobsites)

·         Soon  coming of India as a TV with Bharti.

·         I hope they will take to profiles & spread the religion. May be “under-25 HR executives  in big firms. As well.

Page no = 09

·         Wow!

·         Can we beat them with visits to “underpaid”? we plan to install Google’s  wet Analytics on every page of indiarecuriter. 

·         If we can succeed in luring big IT/ non-IT companies to our site, rest will follow.

Page no = 10

·         Is months’ back Mittal took over Areolar for $ 38 billion LAST week (these weeks) TATA took CORUS for $ 13 billion eBay also bought SKYPE for $ 1.6 billion?

·         Last week became world’s largest mobile service provider with 2000 million customers.

·         I am one but without those substance resources! 

Page no = 11

·         Read my report “QUO VADIS? 1988 / WILL NAUKRI think of indiarecuriter in these terms?

Page no = 12

·         Almost forgotten facing stiff competition what we are trying to do.

Page no = 14

·         Re: 1/= pay per click. “What is my relative standing viz-a- viz my co- professionals” this is our new Market not people looking for a job- change. !

Page no = 16

·         In India Recruiter, we have a two pronged attack. A radical innovation.  AND a low price, in deep trouble for last 2 years Michal Dell sacked the VEO & took over himself, back,!

·         “We are inn blades business” may be they must be saying. They ought to redefine their business.as being in “Grooming business” then they could innovate radially!

Page no = 18

·         We hope to do similar with cost of recruiting Quality of recruiting.

·         I fully realize this if profiles IIT cannot get us going – anything else will. It is “is par ia us par”

Page no = 19

·         Crossed 2000 million subscribers last week, can we create a global network of jobsite? 

·         A global network itself would be the biggest source of = competitive advantage”.

Page no = 20

·         I know too well! I was L&T‘s General manager corporate planning.  (1987-1990)

Page no = 28

·         This is still ferry for millions in India (and olsehave) who live in abject poverty with less than a meal a day!

 Page no = 35

·         Sanjeev? Its Indian CEO got a sack last year for miss – reporting expenses?

Page no = 47

·         I hope we can create for some unique advantage out of IIT. 

·         I would like to think of Global Recruiter as being in online Advertising industry rather than online recuitrument industry if we can get 40000 / companies to advertise their jobs on our website, we can persuade them to also advert isle their products services as well.

Page no = 48

·         Read “Nuts” in our library I am hoping that we would not need to advertise because / we are “distinctly different” from monster / Naukri etc. our product (profiles) will do our advertising.

Page no = 49

·         Although there are over jobsite in India, most are no more than “resume –collection –centers” for offline recruitment companies. Perhaps no more than 25 are genuine, strictly online job boards, of which 3 dominate the industry viz: monster / Naukri / time jobs. Followed by cyber media click jobs Jobs Street.  I am (desperate) going to try to convince HR mgrs. To insist on Profiles.      

·         None of the top 3 are under any pressure to cut prices / margins at the moment.

·         Both monster & Naukri will reach annual revenue above RS:- 100/= Cry By March 2007 They Are  Going Neck-To- Neck.

·         We launched 3p jobs.com on  14 nov.97.

Page no = 50

·         This will be our case. Read “Telecoms” in our library.    FLAG got taken over by Reliance. By Tata also bought one such company.                                                                                             

Page no = 53

·         This is why India Recruiter will not charge a corporate anything at all to “post a job advts” it does not cost us anything! Hence, we are adopting a “pay-per-use” model. A advertiser pays only when a jobseeker click’s on an Advts, should India Recruiter become a huge success, how will monster / Naukri / respond? it will be very difficult  for them to change over to “pay pew use”  this is the title of our webpage  ! Not taken off as expected.               

Page no = 55

·         We hope be have, profile IIT are not to ugh to copy.

 Page no = 58

·         c-k- Prahalad has devoted an entire chapter about CEMEX in his “Fortune at the bottom of the pyramid.

Page no = 62

·         Profiles & IIT can be easily  duplicated Networking ( partner  websites ) &  pay- per-use are difficult today if we succeed in harnessing  knowledge of thousands  of HR mgrs. & millions of job. Seekers, it is impossible to duplicate that has our final defiance.  

Page no = 63

·         Re: 1/= per click is so cheap (a cup of tea costs RS:- 5/10 ) ,it could well change “perceptions &  habits” thru this extremely low tariff, I hope to convert lakhs of small / medium enter prizes to online recruiting which job seeker would want to keep coming back to take a look at his plain text resume ? Profiles will change that attitude completely!!

·         See todays, comprise, total latria of Features offered by monster Naukri times jobs & India Recruiter.

Page no = 64

·         Although we (India Recruiter) will commence operations in the 1) “job search / Resume search “market i.e.  Inline Recruiter MKT, we will soon move on to. / “salary- survey” market / “Demograplvies- survey”

·         Telemarketing mkt. / online Advts Mktg. “Retime  / Ranking”mkt c for individuals & businesses.

Page no = 65

·         In recruiter guru. Our investment does not excel RS:- 100 flashover the last 4 years.

Page no = 67

·         In Global Recruiter too, we plan a network of local job- sites each of which has eats blushed a local BRAND with local jobseekers & corporates.

Page no = 68

·         When launched in next 10 days India Recruiter too will be new born against oldies like Naukri 10 days.

Page no = 69

·         IIT, 5then IIM, VJF, etc. would open-up such “entirely new possibilities”. Internet services providers competing both tacos, our own jobs search & Resume search are not much different, but possibly IIT may make corporates to sign up.  Nearly all mnfr’s have stopped making mound cracks & films.  

Page no = 71

·         We are enabling resume-search, conventional / competitor- company –name wise (Archival) Santo /soar / salary vs., percentile wise ) quite a few to be added in next in next 3 months,  Recommendation system. May be we ought to make “sample profiles” as our homepage. “only better” can remain just one more page.

Page no = 72

·         Today I prepared a  comparison of monster / Naukri / times jobs and India Recruiter  - which I plan to show on a page to be called “ obsidian?: fat annual  subscription. We hope to do this “Attack” could only mean “lower subscriptions” that can’t shock monster / Naukri! 

Page no = 75

·         Being able to show-off their “superior Knowles date” (thru those 15000 interval questions) may make HR mgrs. “feel good”   @ RE:- 1/per clicks, we will after unmatched “volume for money” Read “marketing ,y opens by Theodore Levitt ( 1965 ) ?  to take job- related info to jobseekers everywhere ? And candidates related in FO everywhere? To turn millions of non-consumers of “online Matchmaking” in to consumers?


Page no = 76

·         Al thought we will remain focused on jobs & Resumes, over next 6/8 months, we will encompass / a fresh Grounds 3) Factory worker   3/ clerical supports setoff Retired people etc.

Page no = 77

·         I hope profile will “color” to the dreary job of sending (emailing) text resumes and the boring job-of reading those hundreds of look –alike resumes.  All resumes look the same!  A high Percentile scores a credit? Is the key to cater best companies!

·         If 200 partner websites Singh –up to join Gobel Recruiter that would dramatically change our “repower – base.    

Page no = 78

·         If we succeed in roping in 200 partner. Websites, then tiring up with other “Delivery channel” (mobile /TV / newspapers / DTH / IP TV etc.)  Would become easy.

·         “Being able to harmless the knowledge” of millions of jobseekers and HR mgrs. has got to become our “core” competency. If we succeed in building this core competency then we would take a giant leap over monster Naukri / times jobs, AS of now they are really better. Placed for doing this!!

 Page no = 80

·         All jobsites deliver resumes to HR mgrs.. This is their “core” process. BY converting plain text resume in to profiles prior to delivery –we are “reinventing” this core process. Profiles will create” huge value addition for HR mgrs. And PROFILES are also lately unique.

Page no = 84

·         To get rid of harrassmal of Ads: maybe we should enable a jobseeker to paste his color photo. In his customized Profile, thru “My rainbow. We have already thought of oration of Business cards thru “my Rainbow” photo can also get printed on that!

Page no = 85

·         Read my today webpages write up “Magnificent obsession” simplifying the of the HR mgr.

·         When resumes get presented to HR mgrs. In descending ordered percent score.

·         We have planned many types of Feedback in India Recruiter at ARM / “DON’T WAIT” / email already to candidate that their resumes have been “recommendable” or even viewed by HR mgr.

Page no = 86

·         Several managers (interviewers) from within the same company will contribute to crea & are, indirectly the popularity these are USEARE ratings.

·         Jobseekers must keep again & agene ever-changing   profiles!  We have a provision for our corporate subscribers to create their own private data bank of interview questions bub, in order to use this question (drawing interview) they have to log into our website! They have to keep coming back!

Page no = 87

·         Sevrvel mangers (interviewers)   from with him the same company!! Contribute to create “Owen / private of interview questions” But to use this, they must refer to this PRIVAT Page!  

·         What interview questions has been approval HR dept. 

·         Resumes arranged by percentile score (i.e. most relevant resumes on top) we will have ongoing A-B-C- Analysis of Customer spending (clicks)

Page no = 88

·         Even though 20% of customers may give us 80% of our revenue I keep thinking “LONG TAIL” & of “DIGITAL GOOD “delivery of which cost me nothing to creature or delivery. So we, would not want to ignore 80% of customers (small & medium business who may recruiter only ONE & TWO executives in a year I don’t want these 500,000/= small companies to suffer because they cannot afford the huge fixed subscriptions of monster Naukri time jobs. Percentile score of profile may someday, become like. Our dosing of “whom? When why? Will help. Only possible by harnessing public knowledge competitors’ can copy I am profile on everything else.  

Page no = 89

·         With availability of IIT, corpo. HR mgrs. May interviews senior candidates during early morning late evening, or even on Sunday! The only other alternative is to meet them in hotels. 

·         With IIT, in please all companies companies will interview a nay given candidates online & see the same “web based” profiles! 

·         This will  HENCE happen!         

·         Monster Naukri subscription model. Q:- if. Norwich Model is so compelling why all insurance companies scolihinh are down.

Page no = 90

·         A Resume Holder is like such a “free choices” CD with a life of 90 days. We may have to extend. With resumes search priced as low as RE-1& PER click why corporates HR mgr. want to carry    huge invasion of unsearchable absolute. Resumes?  Except that in case online recruit mark this single (monthly /quarterly / charge is exorbitant!   We are about to! Freshness of resumes & relevance of resume to their needs. Yes, small companies in need of ½ executives per year. Today can’t afford monster / Naukri etc.

Page no = 91

·         What are the “benefits” of profiles? 1) Easy to interprets. 2) Ranking / Rating amongst co-professionals. 

·         3) Enables use of IIT. 4) Easily searchable on India Recruiter   NO need to store locally 4) easily searchablry on India Recruiter hence no need to stone locally.

Page no = 95

·         In due course we will introduce a stream of demographic other profiles which Recruiters –and marketers would want to “click” on giving new revenue streams.

·         Broadly speaking we plan to convert Global ruiter    in to Virtual Employment Exchange. 

  Page no = 93

·         Right now (at launch stage) critical resources that need are 1) candidates submitting their resumes.

·         2) Corporates posting their job- advt.

·         I expect Global Recruiter network consist many small jobsites.

Page no = 94

·         If we treat each “job-tenure” as a “product” its cycle is getting ever shorter, forcing Greater flexibility on part of both the recruiting companies & jobseekers. Despite all webs vices getting deliverable from Global Recruiter we  will let partner websites retain 80% of the revenue Hopefully this will motivate them to go  out & sell our services to those 500000/= small local companies.  

Page no = 95

·         If we manage to turn Global Recruiter in to “open –source” website, then we can have a “first mover advantage”.

·         On Friday when we give a demo of ir to L&T InfoTech, I don’t expect that they will impede lately a band on use of Most are Naukri & switch over to IR but it we offer to IR but if we offer to understand –than solve –their specific recruitment problem, (i.e. act like a partner), we may get exclusivity, over a period of time.

Page no = 96

·         After we have succeeded in persuading jobseekers & corporates, I plan to approach time jobs and other Indian portals, which do not have a “jobs” section, as of now times jobs would want to explore all any opportunely which will take it ahead of monster Naukri something they find it difficult to do on their own and we find it “impossible” to do on our own-but jointly it is quite possible.   

Page no = 97

·         Strong / processing / retrieving whose resumes) & delivering using welserrices, to users of partner websites.

·         Prather websites to taken responsible laity of soling / marketing the webservers to corpo. Client this is what we contract out.

·         As soon as we have 40/50. Partner websites, we will close down India Recruiter obviously, we can’t / mustn’t compete with our own pertness each partner website, will have its. Own have BRAND, while delivering identical web services to users.

Page no = 98

·         This is exactly what I plan to do monster / Naukri, try to collect their “own” job- advert & resumes, and enable their “Owen” users to view/ downloaded in Global Recruiter, this task (of collecting job-advts & resumes ) will get “decentralized” horizontally, to a large no of partner websites. If successfully, this model will charge industry Rules. Manpower inch & Kelly services are growing in India at better than 100% per year.

Page no = 99

·         Prather websites of Global Recruiter cannot tie up with any other job-site, if they do, our webaervies will case at once.  Resumes arranged in Percentile.

Page no = 100

·         It has taken us 1 year (and a quaver team of 3 people) to put toreador India Recruiter. 

·         AT Re:-1 / click we will offer lowest “to corporates. But it will take 10/12 months, before we realize any profiles, but big employers will not give a damn for our “low fare” they will come for profile! IIT/ Ranked display.

  Page no = 101

·         Our one/two year s/w development cost is a “suck” cost, a onetime cost, our recurring cost are,

·         Hosting charges for services 2) Bandwidth charges 3) website maintenances costs. / Elements Karma scope & IIT re-in force each other.

 Page no = 103

·         We need to attain a “critical” mass of at least one of these to set in, option virtuous civiler. We have decided. We have decided to target corporates & recuitrument a genies with our prom emails ne: benefits of IIT profiles. We are trying to get those (HR mgr.) Heading trey people   bring pressure on jobseekers to register at IR.

Page no = 105

·         If “Rate us now” statistics look favorable them we will publish/ popularize figures thru email, we also publish regularly (thru emails) no of corpo. Subscriber’s no. of profiles no of jobs. No of Apply online jobs viewed counters etc.,

·         “Salary –profiles gives feedback to candidates and it will force them to keep coming back to “edit” Every time their salary changes. “Share your knowledge” poll-e” /= IQ.

Page no = 106

·         If we can harness IR USERS to contribute interview Questions & “Rate” the relevance of the questions then we can overtake monster Naukri.

·         IIT is that “part” whose success will depend directly upon the no of interview questions getting contributed by users, in our case, this happens automatically. If  we can set it in motion, it can feed on itself.

Page no = 108

·         That is one tough benchmark to beat! Unprecedented.  We have planned to add new features to meet their unique needs.    

Page no = 110

·         If global Recruiter manager to rope-in 200/= jobsites (as partnerwesites) then we would get “control over the distribution.

·         We will work to get profiles accepacto “industry standard then throw open our source code for independent. Developers to develop “pluggable” features object modules.

·         Mauiti burton companies might approach ate the “candidate interwrew History. 

Page no = 111

·         Can IIT d this to corpo. HR mgrs.? if they  have come to depend” upon  IIT for their smart sounding interview Questions, would they never want to use anything else ?         

·         IIT will only work on profiles –on purpose we had added a fea true enabling HR mgrs. To upload plain text resumes down loaded from monster / Naukri / etc.

Page no = 112

·         Al thought there are 500 India jobsites most are brochure sites for Recruiter format Agencies o the ground, we have to text them as “customers” not competitors. 

Page no = 113

·         Our business model, has at its core the concept of a “Network of partner websites “getting their web services from a center server (of Global Recruiter) that model is designed for “scaling” 

Page no = 114

·         There are dozens of website offering all kinds of online tests (personality testes / psychometric tests/ Attrthnde / testes / Behavior etc. ) we will tie-up but not replicate.

·         Besides Parthian websites (on internet) we will seek partners Sanchez mobile operators,

·         TV channels Radio Newspapers ISPS cable operators search engine portals Advts Agencies tale making firms.

Page no = 124

·         E.g. only this morning we decided to display resume search results in different colors, as 80 percentile great 60/80 blue 40 card Excellent good aver this would enable a HR mgr. to quickly zero right candidates. Our goal is to “simplify customers’ life” will monster / Naukri, change to “pay click.

Page no = 127

·         Rate at which mobile phones & TV & broadband connections & pc are getting added Sclera tion is taking place.  

  Page no = 128

·         Right now in India at mod- & senior level, there are more jobs than suitable conducts. Then altogether NEW SECTORS of economy are booming viz, Retail / REAL Eaters / hospitaling / insurance / BPO / financial services. it looks like a may go; “down on the other hand may get desperate  to locals suitable and even hire appoint less-then best” candidates, to preemptor they may start hiring in anti-potion of actual vacancies, Hence, our focus must be to  serve the HR mgrs. And not job seekers.

Page no = 129

·         Read my today’s note “what? Which?  Under which the information that we will provide to HR mgrs. & jobseekers. Would be our “competitive Advert age” because, no other jobsite, no can provide such insights. Equally useful feature would be “who? When?  Why? Once again in fo / insight that no other jobsite can provide.

Page no = 130

·         In web page “Batter” Faster I talk about the dilemma of a HR mgr. that has to read 400 emails resumes daily! And how percentile score will half him to weed out the useless ones.

·         Resumes are “messages” and Percentile score carangid in descending order is our solution “automatic screening”

Page no = 131

·         Resume Holder ( RH + ) Is Such A Gate Per Which Temporarily “HOLDS” resumes that might be of interest, in one safe lace, HR mgr. can look at these resumes at his leisure & decided whom to call for in review. Thry Resume Holder, we are solving bane of the biggest problems of HR mgrs... Viz flooding of their mail boxes we are willing to setter for million.

Page no = 132

·         Match –index we have planned to create 3-D profiles of candidates as shown percentile score.

·         This 3rd axis can be age Exp Edu fun cabin Dashing level Ind salary etc. 

Page no = 136

·         Sevrvel pages on India Recruiter are devoted to storytelling.

Page no = 137

·         I need for about 1/12-2 have a habit to cut out reports about new developments and send those clippings to my colleagues with my own remarket / obesewations / lessons –to- be learnt. 

Page no = 139

·         Revenue model / Different payment plans for different level of exposure / licenses / Mix job postings /time period max no of resumes downloaded /day.  

·         We have tried to make all 3 websites as non-traditions as possible. Read “liberate yourself & pay per use.

Page no = 142

·         No HR mgr. would ever say that finding the right competent executives on jobsites, is quite easy/ quick,!

·         By arranging resumes in descending order like score, we hope to achieve exactly what HR mgrs. Want quick / suitable resumes.

Page no = 145

·         Our long team goal is make online jobserach & resume search obsolete!  All jobsites are built around this STD industry proactive, we will replace these with JAM & Ram. Then take it to next level JAB & RAM.

Page no = 145

·         We have his book (Aims of Education) in our library.

·         Right now HR mgrs. Want to fill up many vacancies superfast (speed) with competent candidates (quality) 

Page no = 146

·         This is exactly our proposition as well offering most relevant resumes (high –percentile score) at RE:- 1/= PER CLICK. Economical High Quality.

Page no = 148

·         Function = JOBS & candidates (job-Advert & Resumes) thing = jobsites.  once we start delivering JAM-Ram ON MOBLIES ( I.E FUNCTIONS )  then jobsites  c  things will largely lose their importance Even job-Advert & Resumes forms on a PC more on to mobiles & vice versa  on this day in 1990, I opened bank A/C in the name of 3p consultants by trans ferrying Rs:- 3000/= from my personal  A/c .

Page no = 156

·         By providing “share your Knowledge” I hope we succeed in harnessing the knowledge of those who are not satisfied with those 15000/= interview questions in IIT.

Page no = 157

·         Hopefully, indiarecuriter would do just that.

  Page no = 158

·         Thru India Recruiter can I get ordinary people? Chance gets interviewed.

Page no = 159

·         Will Feb= 2007. Herald the “next big thing for online recruitment?

Page no = 160

·         We have cooking –up interactive interview tool, borrowing keywords from resumes on money jobsites / Related keywords from Google / Questions from websites / Answers from Wikipedia.    

Page no = 161

·         Our first demo (of India Recruiter) at L&T InfoTech tomorrow will be made to 1) Mr. - k, b, Suresh / Mr. Suri. 

Page no = 167

·         We officially launched India Recruiter yesterday by giving first online demo to L&T InfoTech ( 3 HR executives ) &  cantons “appreciation” and  a promise to get back but we also got some  good suggestions some of which we will implement in next ¾  days  and the rest within 10/15 days.

Page no = 168

·         Our planed feature “Resume search clone” would do the same, except that it will benchmarks the copy pasted resume and find similar  resumes in database same keywords  & these against the bench market resume. 

Page no = 174

·         Together Recruiter Guru.com / word –wide-jobs.com. And Global Recmiiter .net, have taken us. 4/5 years.

·         I have felt this way, when WWJ failed to take off, because of lack of advertising/ promo / mktg. funds. We did not spend even ONE rupee for that!  

·         A long with “Doubting Thomas? “My Rainbow” will enable us to differentiate from other jobsites & engine visitors.  I am trying to introduce a “gaming” element in India Resumeters see. My today note, “Doubting Thomas?

Page no = 175

·         I hope today promo email to 800 Recruitment Agencies, thank you –but no thank you! Will generate fear” in their minds – fear of losing business to their competitors.  Like our saying: profiles: the new currency of RECRUITMENT: issued by India Recruiter. I keep saying the same about jobsites, they are very boring! No fun!! We will need to encourage geek s/w engineers to develop modules for IR that is the only way to overtake Monster! Naukri etc.!

Page no = 176

·         We could make a similar story case-study if profiles succeed in killing plain texresumes.

Page no = 177

·         One suggestion from L&T InfoTech team yesterday was to enable a jobseeker to attach a color photo. We will do, we need to convince HR mgrs. That Profiles is much more than a plain tax raceme,

Page no = 178

·         With our limited resumes, “time to market” indiarecuriter. Could be months –if not years -more them enough for monster Naukri to catch-up & overtake us,- Hence we need to get the Recruitment

Page no = 182

·         Which they are now doing even installing wind turbines far out in to the sea,                                             

Page no = 183

·         This is how I intend to grow India Recruiter by harnessing knowledge / expertise of recruiter / HR mgrs..

·         If we can get just 50 Recruiter ments Agencies to register on IR during next week that might provide us with just such opening!

·         Sunder Bahuguna’s CHIPLO movement.  Havarti’s about it for last 10/15 years.

Page no = 184

·         It might just work out differently for IR quite likely the HR execs in their 20th might come forward as the staunchest advocates of profiles become they would feel much more comfortable with profiles  as compared to their older colleagues.                    

Page no = 189

·         Monster Naukri may well find them in this position.

Page no = 190

·         Ability to locate source talent from any part of the world –to- work in any other part of the world.

·         Read on wwj “shape of things to come” Recruiter & WWJ did not prove “commercial” hopefully India Recruiter would meet this criteria. 

Page no = 191

·         Re:- 1/= per Resume viewing / profiles / indie’s booming job market ? IIT plan Text Resumes. Does this.     

 Page no = 192

·         Read “liberate you from the tyranny of the few” big / Rich corporates are unlikely to get “moved” by such an emotion but it will appeal to small enterprises.

·         I am counting on those 500.000/ small companies who need to fill one / two vacancies each year. Re:- 1/= per click is to rally them around India Recruiter.

Page no = 195

·         Read “commune for productivity” also webpage “mission” messages on world – wide-jobs.

·         Some of our webpages & all of my promo emails will tell the “story” of India Recruiter & the new currency of recruiter ments.

Page no = 194

·         India Recruiter could do this to monster Naukri time’s jobs.  Google is minting billions with it advertisement model of pay per click (micro- payments)

Page no = 195

·         Pages of Global Recruiter / WWJ / India Recruiter are THE pages of manifesto.  I should know soon. It is only 2 days. Now. !

Page no = 197

·         I plan to phone a few senior HR mgrs. Who I know and send emails to hundreds of executives I don’t know. Each of my email will start with a statement made by that executive, in some interview

 

 

 

                                                                                                                                                                                                                          

 

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