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When I read any book, I scribble my comments / notes in the margins
Page no. 2
·
Global Recruiter &
“profiles” fit this description.
Page no. 3
·
We empathies with a)
jobseeker b) HR mgrs. c) Head hunters. I plan to enrich their online
interaction thru IIT/IIM (interactive Interview Tool/Interview thru instant
messaging)
Page no. 19
·
In “profiles”, the data
tablet will get interpreted by the left train whereas the GRAPHS (which are
like pictures/images /photos) will get interpreted by the right brain. And we
have consciously decided to place/position the data-tables below the graphs. (29-06-06).
Page no. 20
·
Profile” graphs have
“context.”
·
Placing Graphs & data
Tables lase by (juxtaposition) would enable the viewer’s reach this “dual
conclusion.” The two brains- usage will reinforce the meaning.
Page no. 21
·
Graphs are “how” we are
conveying the info.
Page no. 22
·
If data in “data table” is erroneous
or in wrong sequence, the concerned graph will highlight the “incongruity”
& the right brain will quickly “catch” it something which left brain, by
itself would have found it difficult to graph, by just reading the text no`s in
data tables so, we seem to have hit upon the right idea may be using our right
brains!
·
I decided to retitle “I mage
Builder” to “profiles.” The word “profiles” is better suited to describe
graphs. Graphs are “synthesis. I hope these will enable HR may to interpret
better, the info contained in a resume.
Page no. 24
·
A face is like a picture a
photo. So, a graph is like face!
Page no. 29
·
“data tables” in profile are like
“single answers,” Telling you only ONE ATTRIBUTE of a candidate; but the moment
these get plotted as frequency distribution curves, with that candidate`s VALUE
super imposed, suddenly these lend themselves to differing interrelations by
different HR mgrs.
Page no.33
·
I believe “profiles” would
meet these criteria.
Page no. 34
·
Would this statement apply to
“profiles”? Could it be that HR mgrs. getting swamped (abundance) by plan text resumes
would fall in love, with the “beauty” the profiles?
Page no. 39
·
Instead of people moving to
where jobs will move people are.
Page no. 44
·
Because, computers would have
“learned” from all the moves (bad & good) that they ever made.
Page no. 45
·
There are “online” test /exam
for programmers/ even jobseekers.
Page no.46
·
This will happen to HR
consultancy also.
·
Draft
1.
Appt. Letter
2.
Termination Letter
3.
Show cause notice etc.
Page no. 52
·
Before arrival of diagnostic
instruments this was the only way.
·
In India recruiter, we have
Incorporated Advertiser Responsiveness monitor (ARM) index.
Page no. 55
·
Millions of plan text
resumes.
·
Clearly this is my attempt in
“profiles”
Page no. 58
·
I have yet to devise a quants
“career success” only thereafter can I go about finding (statistically
significant) co-relation co-efficient, with other factors such as 1).Age
2).Edu-Quali 3).Designation 4).salary etc.
Page no. 61
·
Of profiles reads: profiles-
the new currency of recruitment. Issued by WWW.IndiaRecruiter.net
Page no. 66
·
7 graphs in profiles are
“disparate pieces which we are trying to “combine”
·
Will India Recruiter help us
forge a lasting relationship with HR mgrs?
·
I feel, visiting/using a
jobsite must be very “boring/tedious “for both, the jobseekers & HR mgrs.
we must ensure that visiting India Recruiter is FUN!
·
Only true of developed
countries.
Page no. 70
·
“Profiles” is vastly different
than any text resume. Now, we must wait to see whether it succeeds in creating
a “new market” will it change the “world of online recruitment”?
Page no. 75
·
“Profiles” will meet these
criteria.
Page no. 78
·
In India recruiter, we too,
will collect the same/similar data (about a jobseeker) that all other jobsites
do. But the way, we have decided to “present “it (i.e. the design) is what will
“differentiate” us from the others.
Page no. 81
·
We have planned a feature (in
India Recruiter), which will enable a jobseeker to “customize” his
“profiles”-even add colors!
·
In 12/18 months we may enable
a jobseeker to add to his “profiles,” his own customized “signature tune” which
a HR mgr. will keep hearing in the back ground as he reads/reviews the PROFILE.
(01/07/06).
Page no. 82
·
Last year, I spent 3 days
in I cu at Leelavati hospital and it was
like being confined in a coffin Absolutely no natural light or no view of even
the of the sky!
·
No doubts about this! No
experiment needed to prove this!
Page no. 90
·
Some 30 years ago, I asked
our (L&T`s) chief Architect to buy a camera then go around the city taking
photos of Good & bad Architectural features (especially facades) of residential & commercial building &
prepare a portfolio of Do`s & DON’T`s of architectural designs. This became
a check –list (02-07-06).
·
In my case, this is like
going thru (visiting pages) websites
Page no. 93
·
Every (jobseeker`s)
“profiles” is “original/unique” I want to make it more so, by empowering each jobseeker to
1.
Select different coolers for
diff graphs
2.
Rearrange the sections of
“profiles”
3.
Add music to his “profiles”
4.
Add his own VIDEO-CLIP
/Horoscope
Page no. 101
·
In “function profile” graphs
(profiles), we are not merely displaying a candidate`s “Raw score” by itself.
·
We are showing it in “context” of
hundreds of other “comparable” co-professionals & that too graphically
/visually. I hope this of presentation would have a “emotional impact,” both on
the s candidate and the HR mgr. viewing profiles.
·
In webpage “Life from, tried to
tell a story.
Page no. 102
·
May be those 30/40 messages
in “Mission “page of world-wide –jobs.Com are stories and many
·
Messages “communicating for
productivity.”
Page no. 104
·
For “profiles,” the
viewership is HR mgrs.
Page no. 105
·
See write-up on “Apple cart.”
This is a story that exists within the walls of any organization. It is no more
than cold (salary) statistics. My aim is to turn that into a story –so that HR
mgrs. feel like referring to often.
Page no. 207
·
On each page of India
Recruiter/Global Recruiter/world-wide-jobs, I have tried to “differentiate”
from other job sites, by telling some story.
Page no. 111
·
Each graph in profiles
(Function/salary /Tenure/Edu.Qvali) career track tells the story of a different
“part” of a jobseeker`s like. If HR mgrs. like this “storytelling,” we will introduce
more, as we go along.
Page no. 112
·
Can we compare our “Karma
scope” with this ‘parallel” chart? In Karma scope,
·
Jobseeker says (lists
topics),
a.
I am familiar with
……………… can this be called
b.
I am not familiar with………….
“candidate`s Narrative”?
·
In any case, I hope this will
“intrigue” the HR mgrs. especially I am not familiar” part!
·
Why should a jobseeker go out
of his way to say this?
·
Will jobseekers look upon Karma scope, as a device to
protect them selves
·
Against being
Page no. 113
·
Precisely what each graph of
“profiles” does, via: compressing their career History into a few visual
narrations. Will jobseekers like profiles because, now they can tell their
stories thru a few graphs?
·
Will HR mgrs. like “profiles”
because now they can grasp a person’s entire career within a few minutes?
Page no. 119
·
In IIM (in reviewing thru
instant messaging), I propose to replace the tape-recorder with a I M on our
website. We will further facilitate the interviewer by making available to him
(online – as he conducts interview), a databank of questions that are relevant
to that particular candidate`s specific background.
·
This morning I discussed
“Functional specs” of such a tool with saurabh /pranav. (03-07-06).
Page no.126
·
This describes our attempt at
profiles.
Page no 134
·
For India Recruiter, in the
“pre-launch” priority –list, I have 11 features & in “post-lunch” list, 24
features. I have to be “relentless” if I don`t Monster/ Naukri to catch up! –or
even oven overtake, India Recruiter.
·
In last 4 months, Rajeev&
Vikaram have developed a few modules for us.
Page no. 135
·
Karma scope sounds like a
horoscope. Karma scope also contains words that describe a person`s STREGTHS&
WEAKNESSES. In a Horoscope, the position/placement of zodiac constellating
affect/predict a person`s future. In karma scope, this is done by the keywords.
·
Profiles.
Page no. 136
·
On one webpage, I have
described “profiles” as a “life from” a kind of alter ego” of a person-which,
somehow, escapes and assumes its own/independent existence! Also read, “mirror,
Mirror on the wall.”
·
Page no. 139
·
This is equally true of
resume being searched by HR mgrs. (-and jobs being searched by jobs seekers)
our BENCHMARK feature & our “Recommendation systems” (for both), will try to;
narrow their search’s within seconds to only relevant data.
Page no. 140
·
Read “Mirror, Mirror on the
wall”
·
A person`s
(jobseeker`s)”PROFILE will change every day –as hundreds/thousands of resumes get
added to the database daily.
Page no. 164
·
I suppose Indian doctors
practicing in USA/UK are popular because they are trained to listen to the
patients.
Page no. 165
·
This week U.K. announced a
ban on import of nurses from India! (05-07-06).
Page no. 182
·
How about enabling HR mgrs.
to post upload a short video-clip of their company (or of then
vacancy/position), while posting their job-advt. on Global Recruiter? if we
don1t do this someone else is bound to do this (06-07-06).
·
We could possibly, have on our
website “simulated Interviews” for the benefit of jobseekers!
·
Army & corporates both want
to “recruit” personnel! If not a video-clip, how about enabling HR mgrs. to
post color photos of the office bldg. exterior/interiors etc.? Cafeterias/recreational
facilities.
Page no. 183
·
Phoned saurabh & asked
him to discuss with Rahul & if feasible, implement before launch.
Page no. 184
·
I am one!
·
What is the probability of
something happening today, that hasnever happened before in human history?
Page no. 185
·
You don`t “experience” much
in a classroom.
Page no. 186
·
The Graphic of “profiles” is
all about “patterns” unfortunately not many HR mgrs. of India, play video
games!
·
If we ever upload a videogame
on Global Recruiter, the two roles will be 1). HR mgrs. 2). Jobseeker HR mgr.’s role would be to “fox”
the jobseeker by asking increasingly difficulty questions! This (rehearsal)
would prepare candidates for real life interviews.
·
Way back in 1956, I was
tested for my driving skills on such a video-console at uni Of Kansas.
Page no. 191
·
Kenneth lay died of heart
attack 2 days back at aspen, Colorado. (07-07-06).
Page no. 208
·
Ur yogis meditated in the
harsh conditions of jungles & mountain-tops covered with snow. Some walked
barefoot some slept on ground some went around without clothes.
·
Worth? Usefulness to society?
Self Esteem?
Page no. 209
·
Does not apply to, may be 50% of world`s
population! Perhaps 10% (of populations) do not know if there will be “next
meal”! This is why mahatma Gandhi said, “God appears to people (poor people)in
the form of food.”
Page no. 217
·
I want to see job-related
info. Reaches every jobseeker in every corner of India. I find meaning (for my
life) in this goal. This is my karma-my destiny. (08-07-06).
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