====================================================================================
When I read any book, I scribble my comments / notes in the margins
Pg.
No. 5
·
Sending out
“messages” to clients & candidates over their (GSM) cell – phones (www.graycell.com) – also receiving – using our website.
·
ISDN / DSL /
Video – inter – viewing (23-7-99)
·
Already
crossed $ 12 m/day, a few months back!
·
Also
recruited thru its website 2000 employees each year for last 7 yrs.!
·
e-mail
marketing
·
e-mail
Pg.
No. 8
·
This is why,
I want to pursue concept of …….. “Phone – In” your resume, at any time, from
the privacy & comfort of your home – using nothing move elalorak than your
simple telephone
·
May NOT be
convenient for many customers
·
We must
thoroughly test our Phone – In system before throwing open.
Pg.
No. 9
·
I am fighting a
similar case with my CITI – Bank Credit Card for last 2 yrs.!
·
Cyril
Pg.
No. 10
·
Someday, we
create an individual page for each company where we should display display all
of their past normal Advt / posted Advt / shopping baskets / executives
appointed etc.
·
Conducting
online “headhunt job search on our own site
Pg.
No. 11
·
In Module
#2, I have listed 15 / 20 “Client Queries” & equal no – of “Candidate
Queries” (FAQ)
·
Cyril
·
We have not
been able to allot PEN / USER ID / PASSWORD to those who sent us floppies /
emails for months.
Pg.
No. 12
·
Someday we
must devise a system whereby a client just submits his company’s ANNUAL
MANPOWER BUDGET to our website and we develop man – specs / job descriptions
then conduct headhunt on our database or BROADCAST the requirements amongst
potential candidates & keep everything ready! (24-7-99)
Pg.
No. 13
·
Cyril
·
Janam – Kundli
Pg.
No. 14
·
We have to
repeatedly assure our candidates that we will not pass – on their information
to anyone else.
Pg.
No. 15
·
We should
have a HELP button on the screen which connects to our CALL CENTER – Sometime
in 2000.
·
Can we
automate sending – out our standard TERMS immediately upon receipt of a
shopping basket? That should not be difficult. Ideal thing should be to say
“click here for terms”. As simple as that. It is possible that after taking a
look at our terms, prospective client may NOT forward the shopping basket. If
however we introduce minimum “identification” for the person to conduct a
headhunt & have software to track / store every headhunt session, then we
can follow – up.
·
(24-7-99)
·
Cyril
·
A one – page
resume without contact – info but enough data to take decision
·
POP – UP
screen.
Pg.
No. 16
·
Automatic
·
Cyril
·
This is what
module 2 is all about. Letting client track his order.
·
We must set
the rules for our industry
Pg.
No. 17
·
This is why
51000 e-mails going out next week are individually addressed “Dear Mr …….
Rather than “Dear Sir” (24-7-99)
·
This is
crucial. Each letter must appear “Personal” even if “Standardised”
·
PUSH
technology
Pg.
No. 18
·
We must do this
(send e-mail) in respect of Auto Job Search (-and someday AUTO JOB HUNT as
well)
·
CYRIL
Pg.
No. 19
·
This
definition implies that our “end – consumer” is that person under whom our
candidate going to work – and not the HR / Personnel Manager to the client
company.
·
People who
write “product – specs”
·
In our case
“Personnel Manager”
Pg.
No. 20
·
This means
we must get all types of executives / dept. heads to conduct “headhunt” on our
website – and not focus on Personnel Managers only. I must hurry – up with my
circulars to 30000 execs from (Ann. Reports)
Pg.
No. 22
·
Cyril
Pg.
No. 24
·
In our case,
corporate head-hunters, who furnish minim corp. data – and get a SINGLE user ID
/ PASSWORD, can surf on “Com. Com.” (once – and for all)
·
Not reveal
his corps. ID & forego Com. Com.!
Pg.
No. 25
·
Annual
Report (Employee Detail Section) provides “data of joining”. If we analyse this
data, we will know how many senior executives, each company is hiring each
year. Analysis of job Advt. Will also tell us this.
Pg.
No. 27
·
This
(targeting past / present customers) is the rationale behind sending “An
Opportunity to Serve You” letters, next week to some 150 / 200 past client
companies where we have appointed executives
Pg.
No. 28
·
Could we
think of a “rebate” if our annual billing to a particular client exceeds)
(amount? or a sliding slab discount?
·
In HR Update
we should think of “articles” by other HR Mgrs. to our website.
·
We have
started this in a small way.
·
We are doing
this already since Nov. 1997 when we launched our website.
·
Cyril
·
This is
something we need to do soonest the email. If we could have our own server on
Net, we should give free e-mail a/c to all final year students.
Pg.
No. 29
·
Planned in
Module 2.
·
Module 2
·
POP – UP
screen.
·
Normal Jobs corps.
Job Ads + shopping Baskets + orders + Exec. Appointed
Pg.
No. 30
·
Create
“content” on their own.
·
This is what
we have just started
·
Corps.
Profiles
Pg.
No. 33
·
With our
website, we started this.
·
Website is a
“Make Money” application, not a “Save” Money applies.
Pg.
No. 34
·
Even job – Advt
being posted on our website by corporates tell us exactly “what” they want! (apart
from shopping – baskets themselves)
·
Sending
Shopping Baskets & Corps. Job Advt directly to consultant is a small
beginning – next week. (25-7-99)
·
Cyril
Pg.
No. 35
·
We too,
introduced this on our website when we launched it in Nov. 97. I don’t know how
many people use it! Can we find out? Their e-mail addresses?
·
Cyril
·
Maybe if we
introduce “Auto Job Hunt” we could start getting clients profiles.
·
Q.
·
Do www.graycell.com or www.click2send.com or www.ezeenet.com can help us reach our clients and candidates fast?
Pg.
No. 36
·
Introduction of
job – related websites is an exactly opposite phenomenon! It is actually
introducing “intermediaries”! – Between employers & employees.
Pg.
No. 37
·
Precisely
what we need to focus on.
·
We must
convince HR Mgrs. that “hiring people” is NOT their most important job &
they have better things to do! They must let us do “Sourcing” for them.
Pg.
No. 38
·
Cyril
·
This is
exactly what our MODULE 2 is all about! I have listed some 21/22 “activities /
events / steps” in our order Execution Process. Both ourselves and the client,
needs to know the STATUS at each step.
Pg.
No. 39
·
Cyril
·
Pop – Up
screens?
Pg.
No. 40
·
Having
realised this, we have decided to have each “consultant” to take full charge of
several clients.
·
All of these
(functions) are the unified responsibility of each consultant (with respect to
their “accounts”)
Pg.
No. 41
·
Cyril
Pg.
No. 42
·
For us, a
client (or non – client) Coo’s Executives’
·
Age profile
·
Eddo. ____
·
Salary ____
·
(from Annual
Reports) + Job Advt. Analysis + Fin – Results + Corps. Product Profiles
·
For us
·
Prof. Fees
Terms
·
Retainer
ship waiver
·
Annual
Rebate
·
Free
Replacement
·
Prelim.
Interview or not
Pg.
No. 43
·
21 steps of
order Exec. Module
·
CYRIL
·
Full Member
·
As so. _____
·
Non ______
·
Shopping
Basket
·
ESR
·
Order
Pg.
No. 44
·
Cyril
·
Monitoring
·
Web Phone
Fax E-mail Letter
Pg.
No. 45
·
Someday we
must issue a “smart card” to each MEMBER (whether an individual or a Corporate)
so that, he does not have to remember his – PEN – Password – User ID while
“accessing” any of our web – based services. No need to carry these no’s in his
paper or electronic “Diary” & look – up & enter!
·
Principle
“make it easier for client to do business with you”
·
Our proposed
smart – card is a kind of digital certificate only.
·
A person
carries his credit – cards (several) wherever he goes.
Pg.
No. 46
·
Cyril
Pg.
No. 47
·
Module 2.
Pg.
No. 48
·
Download
“Resume Form”? wherever & whenever
·
Pg. No 49
·
_______
_______________ ________
·
_________
___________ _________
·
E.g.: Phone.
In Resume – whit voice prompts
·
Module 2
·
To each HR Mgr.
Resume Database for his industry
·
Cyril
Pg.
No 50
·
Someday our
HR – UPDATE should go on our website with a chat – room and articles by HR Mgrs.
·
This is the
crux of matter
Pg.
No 51
·
Cyril
·
What it
involves to set-up a “Chat Room” for HR Managers? Effort & time wise? I
feel this has great merit. Can we do this before I release HR – UPDATE #2
circular to 16000 companies? (26-7-99)
·
We could
also admit as MEMBER (of this chat – room) final year MBA students specialising
in HR.
·
HR Managers
might wish to inquire from their fellow – professionals about: (To PICS FOR
BULLETIN – BOARD)
·
Voluntary
Retirement Schemes (VRS)
·
Compensation
Restructuring
·
Negotiating
Strategies with Unions on COD (Charter of Demands)
·
How to
Conduct Domestic Inquiries
·
Organisation
Structures / Job Descriptions
·
Strikes
& Lockout Situations
·
Performance
Appraisal Schemes / Forms
·
Personnel
Manuals / Recruitment Manuals
·
Leave Rules
/ PF Rules / Super Annulation Rules
·
Annual
Rewards & Increment Systems
·
D. A.
Formulas Linked to CPI
·
Productivity
Linked Bonuses
·
Training
Programs / Training Needs Evaluations
·
Framing of
Appointment Letters
·
Framing of
Standing Orders
·
Drafting Job
– Advt.
·
Etc. etc.
Pg.
No. 56
·
Obviously, we
should target companies within that industry from which we have max. Resumes
(Stock)
·
We talk of
revenue per consultant.
Pg.
No. 60
·
We have
decided on a “Company – Centred” approach.
Pg.
No. 61
·
Cyril
·
When a
candidate logs in to Member Area, we welcome him by his name. someday we should
do same for CORPORATE MEMBERS
·
Client –
Profile on web – which he can see / edit
·
We have
decided to be “customer focussed”.
Pg.
No. 69
·
CYRIL
·
For some
2000 companies, we have their past job – Advt. To tell us what kind of
executives they are searching.
·
This is a
powerful database which keeps growing by the day thru scanning their job – ads
& by their own job – posting on our site.
·
Someday, we
will also “track” every “headhunt – session” by every Personnel Manager & compile
a database.
Pg.
No. 70
·
Our “end –
customers” are Presidents / VPs / GMs / Dept. Heads of different functions such
as sales / Mktg. / Production / Finance HR / Adman etc., under whom these
“Vacancies” exist – and are advertised.
·
This may
work different in India. Where the concept of “Privacy” is “alien”!
·
We need to focus
on biggest recruiters e.g.: Reliance / Pidilite / HLL / Software Cos.
Pg.
No. 72
·
“Line
– manager” is the most powerful member of an interview – panel Not the HR
manager.
·
And HR
consultants too! They advise many companies & Tag. Mgrs.
·
We should get
these line mgrs. to “headhunt” on our site.
·
We must build
sound database of all LTD. & PVT. LTD. Cos.
Pg.
No. 76
·
CYRIL
·
Could our
Shopping Baskets be 10% of total headhunt sessions? How soon can we know?
(26-7-99)
Pg.
No. 77
·
How can we
find out, how many HR / Personnel Mgrs. of 16000 LTD. Companies have access to
computers of home / office? Can I cleverly ask this info.in HR – UPDATE #2? May
be I will try under the guise of finding out whether they would like to receive
Resume Database CD.
Pg.
No. 78
·
This is I
want to exchange “links” to all other job – related Indian websites first &
then extend to American websites as will.
·
CYRIL
·
Someday we
should be able to update “No. of Resumes on this site” counter – every hour
Pg.
No. 79
·
Premium
page.
·
Info delay
is free to anyone but “Service” restricted to members only.
·
We also what
Auto – Job search results to be delivered to e-mail boxes of millions of job –
seekers!
Pg.
No. 80
·
For us
distinguishing between Personnel Mgr. who takes the trouble of conducting
online “headhunt” on their own vs. those who make us do the search.
·
We will need
to offer some substantive – service to corporates who become 3P MEMBERS.
·
We need to know
– ledge each & every Shopping Basket within hours of arrival.
Pg.
No. 82
·
Cyril
Pg.
No. 83
·
We have also
thought of treating each job – Advt (Normal job / corp. job posting) as a
“Search – Query” & send out auto. @ Mail to the advertiser.
·
Cyril
·
We must
introduce AUTO HEAD HUNT for Personal Managers
·
“Intelligent
Robot” of ISYS.5 planned in Module 1
Pg.
No. 84
·
I suppose
this is like a Seating – Layout or a Floor – Plan
Pg.
No. 85
·
Cyril
·
Candidate
·
Client
·
(Module 2)
·
3P
Consultant
·
Cyril
Pg.
No. 86
·
This is like
offering new start – up Cos, a turnkey solution to fill all of its Vacancies
·
Cyril
Pg.
No. 87
·
e-mails
Pg.
No. 88
·
Like
automatically transferring “Normal jobs + Corpo. jobs” to the concerned
consultant to follow – up “potential” clients
·
Sharing up
to the minute business info. With employees. This is CRUCIAL / VITAL /
FUNDAMENTAL. Noting brings in better sense of “participation invdvement”.
·
Cyril
·
We need to
allow our consultants to see important web – statistics daily on their nodes.
Pg.
No. 90
·
Truncated
Resumes brief Candidate Profiles.
·
CYRIL
·
This is what
we do too.
·
We should
next think of this on our site – like ISYS
Pg.
No. 91
·
__________
____________
·
__________
____________
·
We have
planned this
·
Clicking on
“Drop – down” lists?
·
HR Mgrs.
Pg.
No. 92
·
Next thing –
Standardised “e-mail” Communications outward – from consultants to corporates
(I have listed this in Module 2)
·
Cyril
Pg.
No. 93
·
Shopping Baskets
/ Corps. Job – Posting / Normal Job Posting – and in future every head – hunt
session as well
·
Consultants
·
We have to reach
this stage
·
Will TALISMA
help?
·
How?
·
Any job Advt or
resignation or death information is an opportunity which must be managed.
·
Cyril
·
Our consultant
·
(we have
distributed all companies amongst our consultants)
·
27-7-99
·
We need graphs
for
·
Visitors
·
Jobs (Ad)
·
Resumes
·
Shopping Baskets
·
Headhunt
Sessions
·
Job Search
Sessions
·
Downloads
·
And on LAN,
·
Invoices
·
Outstanding’s
·
Collections
·
Appointments
·
Interviews
·
Mailers
·
Call – letters
etc.
Pg.
No. 94 - 95
·
We should
seriously consider giving each corporation a “Public Home Page” on our website,
if they agree / undertake to fill – in these types of “Leads” onto a “Private
Home Page” – which only we can access.
·
CYRIL
·
HR Mgrs.
·
In our
“Model”
·
If only we
can get HR Mgrs. to give us continuous Feedback on Resignations Retirements
Data Transfers VRS Expansions Manpower Budgets any event that creates a
vacancy.
Pg.
No. 96
·
Cyril
Pg.
No. 97
·
What I said
on P: 94 – Personal Page for each “client” then each corporate.
Pg.
No. 98
·
I hope, we
too will have “head – hunt” session - counters on our site.
·
Cyril
·
Distribution
of our free Resume – Database CD, will partly do this
Pg.
No. 99
·
And if we
also know the identity of the company / HR Mgr. conducting each headhunt, then
the concerned consultant (our Accounts Mgr.) can follow – up that lead.
Pg.
No. 100
·
Saving
“headhunt” & “Jobsearach” quersearch.
·
Cyril
·
E.g.
·
Production –
Executives / Design Executives / Materials Executive Mkt / Sales / Finance / HR
etc. (i.e. Function – Wise)
Pg.
No. 101
·
Very
important
Pg.
No. 102
·
I would like
to add to “Member – Services” – Downloading of Past job – Advt / Corps.
Profiles / Ind.
·
Profiles (by
specific Company name) – ARCHIVE SERVICES to Members. (29-7-99)
Pg.
No. 103
·
CYRIL
·
I am sure
you would want to visit these sites to see how we can benefit from their
experience.
·
We have just
made a beginning
·
We have yet
to implement this
·
Must hurry –
up.
Pg.
No. 105
·
Cyril
·
This is
quite interesting!
·
Someday we
should add this.
·
Feedback
·
Crucial
·
Client
History or candidate history from his final year in School.
Pg.
No. 106
·
-------------- ---------------
·
-------------
-----------------
·
For us
“Designation vs. Function” matrix (Resume Database) ensures Predictability.
Pg.
No. 108
·
Cyril
·
Module 2
·
Do we
acknowledge receipt of Shopping Basket? If not, let us start at once.
·
I am sure
this will happen with our website too, as we start displaying “Design. Vs.
Function” Matrix of resumes on our site AVAILABILITY.
Pg.
No. 109
·
Feedback is
all important – when a client has placed an order
·
This would
be the case if we tie – up with TOI.
Pg.
No. 111
·
Janam –
Kundli
Pg.
No. 113
·
Whit key
customers, we too can make a beginning by having a Perpetual or a Revolving
retainer fee, so we can start order – execution action without having to await
arrival of “Min Search Fees” cheque. (31-7-99)
Pg.
No. 117
·
Line
executives who are ultimate “bosses”
·
HR /
Personnel Managers
Pg.
No. 118
·
Our
candidates would never like their photos displayed
Cyril
·
We don’t
have a customer database. Module 2 must tackle this issue.
·
We, too have
corps. Data in Several databases!
Pg.
No. 119
·
If we could
only analyse the entire job – Advt. Released by a given corporation over the
last 5 years, we could predict, fairly accurately what would be their
requirements.
·
We have to
treat each Indian Co. as a potential customer.
·
It would be
fantastic if we could let HR Mgr. (of each Co.) to access this archival record
(of their own past job – Advt) – Something which no HR Mgr. bothers to crate /
maintain! He can then use one of these to post a fresh job – Advt on our site!
We can automate this process.
Pg.
No. 121
·
Edit Resume
Pg.
No. 122
·
Cyril
·
Self –
tracking of Search Assignment by HR Mgrs.
Pg.
No. 123
·
Suggestions / Complaints
from Candidates & HR Mgrs.
Pg.
No. 124
·
3P-Jobsearch.com
·
For
Executive Search?
·
Cyril
·
This will
happen to us as well
Pg.
No. 125
·
Whereas ABC /
Ferguson / Shilputsi / PSS etc. need – and will continue to need thousands of
Sq. ft. Of office – space, we should be able to manage with what we have if we
stop typed resume.
·
But someday
within next 5 yrs. It will. (1-8-99)
·
Cyril
Pg.
No. 126
·
e.g.
·
we have been
thinking of a much better “truncated” resume
·
Cyril
·
Someday, we
too, should be able to indicate “expected order – execution time”. Once we have
Module 2 working we can do this. We could display “Est. Time” for each of the
21 Steps. – And then “Actual” against each.
·
Equip – valet
in our case is posting a client’s Annual Man – Power Budget (each anticipated
vacancy) at the beginning of the year.
·
We could
also encourage GR Mgrs. to tell us what type of employees will become “Surplus”
under VRS.
Pg.
No. 127
·
Cyril
·
Worth
considering.
·
We too need
to show to HR Mgrs. their Corps. Profile & ask if they want to change
·
Do we send a
“Confirmation” of having received a “Shopping Basket”? If not, let us do that
soon.
Pg.
No. 128
·
For us, cost
of creating candidate resumes database & maintaining.
·
Our “Corps.”
Should be able to create & edit their own profiles
Pg.
No. 129
·
Cyril
·
Similar to
Intelligent Robot (ISYS 5.0) which you have already incorporated in Module 1
·
Kind of AUTO
HEAD – HUNT for HR Mgrs.
Pg.
No. 130
·
Cyril
Pg.
No. 131
·
Content
created by Publishers themselves
Pg.
No. 132
·
We are
hardly spending anything
·
On this year
(99-2000) targeted billing of Rs. 2.0cr, we should be valued at Rs. 20cr. If we
go public!
·
I agree that
is why we should keep away from Advt.
Pg.
No. 234
·
In our case,
none of the members (candidates) would want anyone else – even a close friend –
to know that their resume is on our website! This is Indian Culture!
Pg.
No. 136
·
This week,
we will send out “LOST & FOUND” e-mails to 6000 candidates to edit their
resumes on our website, online & inviting their suggestions (1-8-99)
·
Cyril
Pg.
No. 140
·
See my list
of client queries & candidate queries in Module 2 file given to Cyril.
Pg.
No. 141
·
This is
terrific! This is like getting all jobs – sites to use our “Submit Resume” form
& our “Headhunt” filters! True achievement this!
Pg.
No. 142
·
Cyril
·
This is
literally letting HR Mgrs. to design our website
Pg.
No. 143
·
Shall we do
this before we undertake a massive – expensive & time consuming effort at
redesign?
·
Cyril
·
21 STEPS of
Module 2
Pg.
No. 144
·
Cyril
·
This sound
very inters try!
·
We have 21
steps!
Pg.
No. 147
·
I did the same
at Uni. Of Illinois, way back in 1955, in the sprawling “ARMOURY” bldg... &
it looks whole day! The bldg. could accommodate 10,000 students! It was one big
hall. This was ultimate in “efficiency” in those days.
·
U of I did this
by displaying this info – on an 80” X 40” board at one and of the Armoury bldg.
on which persons using tall ladders posted this info – in real time! For
everybody in the bldg. to see.
Pg.
No. 149
·
Cyril
Pg.
No. 151
·
About the
same time we started uploading our databases & search – engines on our
website, which become “online” on 14 NOV. 1997.
·
VJTI also
has a website but the admission – process is “OFF LINE”!
·
e.g.
·
VJTI
administers the admission process on behalf of more than a dozen Eng. Colleges
of Maharashtra
·
I should
include this feature in my HR update #2, questionnaire / survey. A good idea!
Just in time too! (2-8-99)
Pg.
No. 152
·
Cyril
·
Can we think
of permitting “students / Fresher’s” to upload a thumb - nail size photo along
with their resume? HR Mgrs. will be thrilled to download!
·
Update Edit
Pg.
No. 153
·
We are 20
mouths into our website & should see significant results in another 4/6
months.
Pg.
No. 154 - 155
·
Our
candidates are on different.
·
Cradle to
Grave! This is why I am so keen to students to our website then hook them for
life time. But to be able to achieve this, we will need to of fev them “Help in
Studies” / Question – Ans. Bank on each subject / Research Papers / Term Papers
/ Project Papers / Online TESTS.
Pg.
No. 165
·
Cyril
·
Shopping
Basket & later a “Search Assignment”
·
In our case,
the conceded “consultant” so our client knows whom to “catch”!
·
Feedback.
Pg.
No. 166
·
Cyril
·
This is like
having several “Orders” from same client & receiving different types of
payments (Minim Fees / Progress Payment / Coop Exp / Prof. Fees etc.) for each
of these assignments, over a period of time.
Pg.
No. 173
·
We too must
target 20,000 customer Profile Pages for all Indian LTD Cos.
Pg.
No. 174
·
What “reward”
can we offer to corporates to “create & maintain” on our website, their
profiles?
·
We are in the
process of turning all of our consultants into “Account Managers” (4-8-99)
Pg.
No. 179
·
Cyril
·
Since we do
NOT have a customer database and we are about to make a beginning, we have the
advantage that we can integrate all client info. Into one single database right
from the start.
Pg.
No. 180
·
Perhaps 790%
of our clients contact us over phone – as of now.
Pg.
No. 183
·
CYRIL
·
Before you
start writing the “DESIGN DOCUMENT” for Module 2, I think, we should have a
long discussion with our consultants. They are the ultimate USERS of the
system.
·
e.g.
·
Shaw –
Wallace group being unhappy with ABS Consultants – as hinted to Nirmit by none
other than Kamal Calabria!
·
We must ask
our consultants to write down what kind of queries clients raise over phone. If
order execution Module is to ultimately serve the customers (thru web
interface) then should we not ask a few of them?
Pg.
No. 184
·
Cyril
·
This is a
clever idea!
·
The least
our consultants should be able to see on the screen while talking to a client
is a list of all executives working in their organisation (form Annual Report
data?) so the consultant knows who is going to retire when. Then offer a
replacement from our database (4-8-99)
·
e.g.
·
Given a
posting city, who are the suitable executives from that city (current posting
location) or those who wish to move to that city (preferred posting location)?
Pg.
No. 185
·
This is our
goal too!
·
Same here!
Pg.
No. 186
·
Cyril
·
We too, need
to design such a comprehensive “Customer Database” for 15000 (potential)
customers. We can get each customer himself to fill in online if we could
reward him with some “goodies”.
Pg.
No. 187
·
We will have
problem when we rise out – of – Pocket Expense bills for 3 different searches –
assignments from a single client.
·
Which STD
call was made for which assignment?
Pg.
No. 188
·
Cyril
Pg.
No. 189
·
Cyril
·
Let us do it
right the first time itself! I may not be around to re-do it!
·
Cyril
·
I suppose
this is what you have planned.
Pg.
No. 190
·
Cyril
·
I suppose
such a “human intervention” could be programmed on a web page also where
clicking on HELP button connects surfer to a person in our office.
·
We did this
is NOV. 97
Pg.
No. 193
·
Cyril
·
Module 2
Pg.
No. 195
·
Our clients
& candidates should be able to access our website from home (internet over
cable? Phone?) / Office & while on the move (mobile – phones?)
·
Cyril
Pg.
No. 196
·
I suppose
you could do better than this with MODULE 2 1
·
Cyril
Pg.
No. 198
·
Cyril
·
On 31-7-99
we had 20,000 + hits on our site.
Pg.
No. 199
·
Cyril
Pg.
No. 200
·
Cyril
·
Our clients
should be able to instruct us (thru their own webpage) interview schedules etc.
Pg.
No. 201
·
I agree
Pg.
No. 202
·
Cyril
Pg.
No. 203
·
Cyril
Pg.
No. 206
·
This is
what, we too, must figure – out for our website where customers are HR Mgrs.
& Jobseekers.
·
We are
planning a Bulletin Board.
Pg.
No. 211
·
Almost all
of our “events” are either communicating with computers or communicating eighth
“humans”.
·
Cyril
Pg.
No. 212
·
We did it
other way around!
Pg.
No. 215
·
Fortunately
there are very few in India! But we must definitely talk to several groups of
HR Mgrs. re: what they want from us & how.
Pg.
No. 217
·
We too fall
in this category.
Pg.
No. 218
·
We have to
figure – out which (at what level) in our client organisation is “authorised”
to send us a shopping basket? May be we accept from any level but initiate
action only after we are satisfied that we will get our fees!
·
Cyril
·
In our case,
this would be 21 step orders Execution schedule (Target dates) which we should
get our client to “approve” before we start work – This (approval of schedule)
will commit him – as well as us.
Pg.
No. 219
·
Cyril
·
This is a MUST
for our website too. It is very re – assuring
·
What about MTNL?
They should like the idea.
Pg.
No. 220
·
We may not
do this to begin with.
·
Very
important
Pg.
No. 221
·
We fall in this
category e.g. databases
Pg.
No. 223
·
e.g.
·
“What kind
of vacancies do they have?”
·
Over $12 ml.
per day by mid – 1999.
)
Pg.
No. 224
·
Although our
clients rarely complain about executives appointed thru us, we must, never the
less, make a point of inquiring about past “selections” to get a feedback on
our selection / shortlisting process. Any feedback received about an executive
should be added to his “dossier”.
·
This is not
an issue in our business
Pg.
No. 225
·
Cyril
·
Unless we
find a method to give to HR Mgrs. a much more detailed “profile” of the
candidates, we cannot make a “breakthrough”. Our “headhunt” results are
extremely disappointing – cannot generate serious interest.
·
This will
happen to our site when we add to the “Filters” (1) Skills (2) Product exposure
but for this, we need a very large “Candidate Population” to filter from
otherwise results would be very disappointing. For doing this we need (1) to
pull down 5 million resumes from www (2) Apply ARDIS or at least CONTEXT
CARTRIDGE
Pg.
No. 227
·
Most
certainly our site too is a benchmark in our Industry. (6-8-99)
Pg.
No. 228
·
We have done
“Configuring” on our site. We still have to take the next steps of (1) Quoting
our terms. (2) Taking “Order”
·
This should
also happen to us in near future.
Pg.
No. 231
·
Cyril
Pg.
No. 233
·
Like our
“headhunt” for GM / VP / CEO / MD & “Databank” search for middle – level
executives.
·
This is our
premise as well.
·
Our Module 2
wills not different sate between large & small clients.
Pg.
No. 234
·
Cyril
·
We have
started receiving ¾ shopping basket every day. We need (and quickly) a software
that helps our Consultants to quickly send – out TERMS & thereafter “track”
our till it results into an ORDER
·
(6-8-99)
·
This daily
arrival should double every 3 months.
·
I am trying
to send out e-mail circulars to 30,000 executives (Annual Report) who are our ultimate
customers.
Pg.
No. 235
·
Cyril
·
How does this
translate as far as we are concerned? Can we design ORDER EXECUTION MODULE in
such a way that any company (whether our client or not) can use this software
on their own intranet for jobs which they have advt. directly on their own? In
such a case a Production Manager becomes a customer & HR Mgr. replaces 3P.
·
This could be a
real breakthrough – if we can get all HR Mgrs. to use Module 2 internally on
their INTRANET. Once they get used to this, they will never visit another site.
·
(ALL LINE
MANAGERS)
Pg.
No. 238
·
Cyril
·
On site –
after – site, we find this “ORDER STATUS” feature – obviously it is highly
valued by customers.
Pg.
No. 239
·
Cyril
Pg.
No. 242
·
Cyril
Pg.
No. 245
·
Cyril
·
We must
hurry – up with our Resume Database CD for distribution amongst Corporates.
Module 1 / Next Module 2.
Pg.
No. 246
·
Shopping
Baskets
·
Headhunt
sessions
·
3P HOT JOB
is our procurement process
Pg.
No. 247
·
Cyril
·
All of these
must get converted to HOT JOBS automatically
·
…………. …………….
………….. ………………. ……………..
·
…………………
Pg.
No. 249
·
Cyril
·
This is
where we will either WIN or LOOSE our battle! This is why Module 2 must be
capable of being used by HR Mgr. on his PC / LAN – so he can “answer” his
CUSTOMERS instantly. This is crucial.
·
(We do – but
need to give a detailed profile of candidates)
·
HR Mgrs. ALL
LINE MANAGERS.
·
Permitting
(really encouraging) HR Mgrs. to adverb these jobs on our site is only the
FIRST step!
·
Next step an
offer to – receive resumes – codify (ARDIS) – Rate (Excellent / good / Fair /
Poor) – Shortlist for interview – Send out Call letters at client’s premises
All of above as “Value – Added – FREE Service”! What is in it for us? – Build-up
a large resume database – Lock – In all HR Mgrs. to 3P.
·
Exactly.
Pg.
No. 250
·
Needle in the
haystack.
·
Detailed
Resumes
·
Where each
candidate is currently posted?
·
We will do
when we introduce “Design. Vs. Function” tables of candidates
·
Cyril
·
Resume
Builder CD.
Pg.
No. 251
·
Cyril
·
Our next
step after Resume Builder CD?
·
Date
Available
·
Like a piece
of Music or Software
·
Like our
·
Ind.
·
Funk
·
Design.
·
City
·
Skills etc.
Pg.
No. 252
·
CYRIL
·
This process
seems quite similar to our process!
·
A 3P Consultant
·
Shortlisted
resumes
·
Remarks
·
3P’s own
internal interview panel
·
Client’s HR Mgr.
& his line mgrs.
·
Final interview
& selection of candidate
Pg.
No. 253
·
If we have
orders from same customer, we too need 3 diff. out of pocket Exp. Bills.
·
HR Mgr.
·
Line Mgrs.
Pg.
No. 254
·
Cyril
·
Preliminary
short – list of 5 lines each
·
Detailed
Profiles of short -0 listed candidates
·
We too have
invested heavily in codifying resumes
Pg.
No. 255
·
Remember,
spare – parts for a particular model of a plane may be required 20 years after
original purchase!
·
Line. Mgrs.
(not the Purchase Mgrs.)
Pg.
No. 256
·
This is
precisely our goal too.
·
Around the
same time, I started preparing notes on our website.
Pg.
No. 257
·
This is like
having all the candidates that might be needed by our clients, short – listed
(after interviews) & kept on “hold” & ready for final interview by
client – as when required.
Pg.
No. 260
·
Cyril
·
When we
distribute Resume Database CDs, I expect a lot of HR Mgrs. to conduct such
“research” so that they know if we have the right candidates if & when
actual need arises.
·
Current City
location. If we start displaying this (City), I feel, the no-of shopping
baskets would sharply go up! Let us add this, right away.
Pg.
No. 262
·
Cyril
·
When we make
available Module 2 Software to HR Mgrs., can we build into it a function which
“triggers” an automatic “headhunt” on our website, every time the HR Mgr. types
a - Resignation Acceptance Letter – Retirement Letter - a Condolence Letter?
Surely he will need a replacement!
·
Minim stock
Alarm Reorder Alarm
·
Ultimately
linking a client’s “Manpower Budget” to our website.
Pg.
No. 263
·
Cyril
Pg.
No. 266
·
Cyril
·
This is
quite like our proposed Resume Database CD!
Pg.
No. 267
·
Cyril
·
Our 5 line
description of each candidate is a “Low resolution” image!
·
Next step –
Detailed “profiles” but still with identity hidden
·
We can think of
“e-mailing” the “high – resolution” profiles (of the 10/20 short – listed
candidates) to client decide
Pg.
No. 270
·
After
sending out some 60,000 e-mails during July 99, we found traffic to our site
going – up from 7500 to 15000 per day in early August! Hardly any marketing
cost!
·
This would
happen to us as well. (8-8-99)
·
Cyril
·
We must do
this quickly.
·
This will
help us to broadcast what kind of executives are in DEMAND we can broadcast on
website itself or by sending e-mails (mass - mailing)
·
Clever!
Pg.
No. 271
·
This is why I am
trying to get e-mail addresses of 15000 corporations I see my circular letter
“6 c/resume?” in HR – update #2.
·
We are on this
track
·
We get about
100/ day at present.
Pg.
No. 273
·
Cyril
·
We would
need an army of “experts” to tag 20 / 30 keywords to each of our 50,000 resumes!
We must depend upon either CONTEXT cartridge or ARDIS based on TELL – ME
knowledge base already created.
Pg.
No. 276
·
Cyril
·
Tracking
every headhunt session.
Pg.
No. 280
·
For all
consultants
Pg.
No. 281
·
Cyril
·
Can we
introduce this on our site?
Pg.
No. 282
·
Cyril
·
Like “Auto
Headhunt” results delivered over e-mail.
Pg.
No. 284
·
Cyril
·
Cyril
·
Shall we do
this as soon as we have our own server on the Net?
·
This is the
KEY!
Pg.
No. 285
·
We want then
to “pay” in the form of “information” about them.
Pg.
No. 289
·
Cyril
·
Has our site
reached a stage where people will “negate”? My idea is not to insist on
registration for job search & headhunt but for the rest of the databases.
See next page
Pg.
No. 291
·
Cyril
·
Like our
“Designation Vs. Function” matrix of, may be 8/9 designations & 8/9
functions
·
Like
hundreds of skills / products knowledge etc.
·
Cumulative /
continuous analysis of “headhunt” sessions, could tell a jobseeker, what kind
of jobs / skills were currently in demand. Such analysis would make jobseekers
to come back again & again.
Pg.
No. 292
·
Cyril
·
This is
quite like our Corps. Profiles we must not mix – up these with “Client –
Profiles” which only that client can see / edit.
·
We should
quickly add this feature to our Corps. Profiles & Ind. Profiles
Pg.
No. 293
·
Cyril
Pg.
No. 294
·
Cyril
Pg.
No. 300
·
Good list of
– [Concerns – Solutions] we should prepare one for HR Mgrs.
Pg.
No. 301
·
Conceivably,
we too could someday offer to our clients, a whole set of HR – related
services.
Pg.
No. 306
·
Cyril
·
This is like
keeping record of every headhunt session that returned ZERO results.
Pg.
No. 307
·
Personalizing
to the nth degree!
Pg.
No. 308
·
This must be
our goal vis – a vis HR Mgrs.
Pg.
No. 310
·
Bare minimum
“Corporate Database”
·
Exhaustive
“Client Database”
·
Our “HR –
Update” does nothing more!
·
We too will
do this where we have e-mail addresses of all HR Mgrs.
·
Like
Membership of 3P CLUB (HR – Update #2)
·
We too
should permit 3P CLUB Members to edit their profile on our site.
Pg.
No. 311
·
Cyril
·
In what way
can we apply this lesson to candidates who submit resume online? Can we
instantaneously, show them some job – Ads? Which might be of interest to them?
(15-8-99)
Pg.
No. 313
·
Our clients
– HR Mgrs. have a lot of common problems.
Pg.
No. 314
·
Cyril
·
HR
Professionals.
·
A Chat –
Room for each profession.
·
In our case,
we must follow up – NACT – NIPM – IIMM – Inst. of Eng. & one by one all
professional associations.
Pg.
No. 315
·
Cyril
·
We plan to start
an HR Bulletin Board & later a chat room
·
In HR – Update
#2, we are offering several free databases to HR Mgrs.
·
Asking them to
post articles / answer questions
·
Our offer of 3P
CLUB Membership of HR Professionals
·
Cyril
·
Seep = 51
Pg.
No. 316
·
Cyril
·
By answering
problems posed by others / posting articles.
Pg.
No. 317
·
We must rope
in senior HR Consultants like kaul / Mohandas etc. to answer questions posed by
others.
Pg.
No. 319
·
Cyril
·
Similar to;
if HR Mgr. cannot find the right candidate thru “headhunting” on our database,
he posts a “job – Advt”!
Pg.
No. 320
·
Cyril
·
I have mentioned
this in HR – Update #2.
·
We too could
do this by listing dozens of HR topics on Bulletin Board.
Pg.
No. 321
·
Cyril
·
Company – after
– company are doing this!
·
We can do the
same.
·
Equal to our
“Terms”
·
Our “Design. Vs.
Function” tables (for each industry) will also become a huge success with head
hunters!
Pg.
No. 322
·
Cyril
·
Our long
goal is to get each client to integrate his “MANPOWER BUDGETING SYSTEM” with
our website.
·
But since
very few companies in India have a Computerised Manpower Budgeting System
installed, this offers us a fantastic opportunity by offering them“free”
Software! (15-8-99)
Pg.
No. 232
·
Org. chart
Design.
·
OD
Consultants
·
Great idea!
·
Cyril
·
This is
equivalent of a “start – up” company trying to “headhunt”, not just one executive
at a time but an entire “Organisation Team” by displaying to such customer
several, alternative “Org. charts” & then let him click one which best
“blue – prints” his needs.
Pg.
No. 325
·
Cyril
·
How will we
sync. Job & resume databases on our site & “times jobs and careen”
site?
·
Every click
(Submit) for job search & headhunt on their site must change “Counters” on
our site at the same time.
Pg.
No. 328
·
Jobseekers
creating content (Resumes) for head-hunters &
·
He hunter
creating content (Job – Advt) for jobseekers
·
This is our
model too.
Pg.
No. 329
·
Matrimonial
·
Property
·
F. D.
Pg.
No. 330
·
Cyril
·
We need to
incorporate such “intelligent Agent” in Module 2.
Pg.
No. 331
·
Cyril
·
Admissions
to colleges Question Papers Jobs Matrimonial Housing Loans Prof. Asso. Member –
ship Fixed Deposits
·
We too must
plan bulletin - boards – each devoted to a given “profession”.
Pg.
No. 332
·
e.g.
·
Finance
Pros. / Company Secretaries / Plant Managers / Industrial Engg. Mgrs. / Mktg.
guys / R & D Fellows / Maintenance Eng. / Personnel Mgrs. etc. a Bulletin
Board for each – under the sponsor – ship of relevant Prof. Body! Association
Institute.
·
Such an
“official” backing would lend a lot of credibility & respectability to our
bulletin boards.
·
Under each
bulletin board, we may
·
www.indiainfoline.com has a similar feature.
·
Articles by
members
·
Clever
·
List a set
of “topics” (e.g. Page 51)
Pg.
No. 333
·
We should
not clutter our site with distracting Advt. We want long term gains by getting
a large no. of professionals to participate in bulletin boards & ultimately
become our client.
·
This is our
model too.
Pg.
No. 334
·
We have only
40 persons submitting their resumes each day!
Pg.
No. 337
·
Cyril
·
Our own
attempt to start 3P CLUB thru HR – Update #2 is to create such an interest
group of HR Professionals.
Pg.
No. 341
·
“advertising for
vacancies in print” is the practice we must challenge
·
We have already
done this
·
May be this is
why only 80 NIPM members (out of 1200) responded to its letter!
Pg.
No. 342
·
Cyril
·
Can we do
this? We recently sent out 4000+ e-mails to members to edit their resumes. Can
we know that someone has just edited his resume?
·
We will
start with the response we receive form HR Update #2 – invitation to become
member of 3P CLUB. We will give a PEN to each respondent & upload their
profile on our site at “3P CLUB MEBER” section with provision to edit.
·
Every Indian
Corps. Is owned by one of our consultant.
·
Cyril
·
That’s you!
Pg.
No. 343
·
Scan / OCR / Module 1 / Context
·
Web form /
Floppy / e-mail / Module 1 ARDIS
·
Voice
Recognition / Audio Mining / Phone – In Resume / ARDES
·
Video
·
Modules
·
We have yet
to design this system – then capture data
·
Let us by –
pass leapfrog this! Go straight to web.
·
We are
crossing 21 months into our website
·
I am counting
on Module 2 to do this.
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