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When I read any book, I scribble my comments / notes in the margins
Pg. No. 6
·
“Headhunting”
business too is a “self-feeding” fire. For every “Vacancy” that you fill in a
client – company, it creates a corresponding vacancy in the “donor” company – (may
be for another search company to fill).
·
Hence, this
sets into motion, a “chain-reaction”
·
Our goal
must be to make our web form (database structure) and our search engine to
become (defacto) industry standard thru our “partner websites” and “Placement
Agencies” program.
·
(27-11-00)
Bhavnagar
Pg. No. 8
·
As a
headhunting firm, we are such an intermediary. We catalog “jobs” &
“jobseekers” & help recruiters to reduce “search-costs”.
Pg. No. 9
·
We are listing
no-of resumes on our website by Industry / Function / Designation.
Pg. No. 18
·
Sabeer
Bhatia’s “arzoo.com”, could someday make jobsites obsolete!
Pg. No. 19
·
We are
trying to create such a web with help of raw-material suppliers (Colleges /
NACT), partners (websites / Placement Agencies), end-users (NASSCOM ISPS / TV
Channels) NIPM), Value-Adders (SW Calibre Boston / Karrox) etc.
Pg. No. 20
·
Our clients
add value to our website by posting job advs.
Pg. No. 21
·
One day, we
will monitor (and aggregate) every head-hunt session of each recruiter on our
website.
·
We are
context provider
Pg. No. 22
·
For
collecting jobseeker – data, our web form (for Resumes) must become the
INDUSTRY-STANDARD for all placement agencies (offline) & jobsites.
·
E.g.:
·
Statistics
which a partner – website owner can see on our site.
Pg. No. 23
·
Resume –
databases are assets of jobsites. We must find a way to exploit these to our
mutual advantage.
Pg. No. 24
·
Sure, but
after 2 years of operation Amazon.com was forced to hire ware-houses all over USA?
Europe, in order to quickly / efficiently / economically distribute the books!
Only e-books may make this unnecessary.
·
(28-11-00)
Pg. No. 25
·
Let jobsites
compete with us as long as we can get them too corporate with us but sharing
their resume – databases with us!
Pg. No. 27
·
Giving demo
of our website at schools / colleges across the country is meant to “influence”
these future decision-makers. Our fixt demo is scheduled today at N – M –
College of commerce.
·
(28-11)
·
Our website
& order Exec. Module is our structural capital.
Pg. No. 28
·
I don’t think
this model will work
·
Satish Doshi’s
Global R 2 R is trying to be this – where each partner decides his own “Quote /
offer” to a client.
·
We are trying to
be here, where we make an offer / quote to an online head-hunter for a resume
received from any partner / ally.
Pg. No. 29
·
This is what
we are trying to do.
·
For us 2000
colleges + 1000 NACT members are the “Manufacturers”, whose “pro duets”, we
plan to distribute.
Pg. No. 32
·
What we are
to a great extent.
Pg. No 33
·
In our case,
this is like “online sale of Resumes” at Rs. 500/= each.
·
Like in case
of Global R 2 R
Pg. No. 40
·
We do this
too (matching) except we fix the price – neither buyer nor the seller!
Pg. No. 48
·
Already
happening for job-advs.
·
Netpilgrim.com
which launched this type of service 8 months back, is about to close down!
Pg. No. 63
·
If we expose
our Pune-based “Placement Agency Partner” to our Pune-based client, would not
both bypass us in future?
·
(29-11-00)
·
Rajkot
Pg. No. 64
·
All our efforts
must be geared to build-up a large resume-database & FAST.
·
E.g.:
Our
ADMIN TOOL
·
“View your
own statistics” page for our partners.
Pg. No. 68
·
Our resumes
& job-advs. can also be delivered digitally
Pg. No. 70
·
This is why
I want our order Execution Module to be in place – fast! Hopefully in next 4
months.
·
By April
2001 I expect orders to pick-up in a big way.
·
All in
trouble in Nov. 2000.
Pg. No. 71
·
They
disappear equally fast!
·
In USA,
customer loyalty is vanishing.
·
This is more
viable & more likely to happen.
Pg. No. 72
·
Our own
“categories” are: Industry, Function, and Desig. Level.
·
If only we
can run a resume-search for each print-advt. & then email results to the
client! This would be far more effective than mass-mailers (identical)
Pg. No. 73
·
Recruiters
want the same convenience & time – saving!
Pg. No. 75
·
We are poor
on logistics mgmt...
·
We are trying to
do something like this with our “Placement Agency” program.
Pg. No. 76
·
We have yet
to introduce HR – specific content on our website
Pg. No. 79
·
Can we tell
small “Placement Agencies”.
·
Big
companies conduct resume-search on our website-so if you want YOUR resumes to
be searched by them; you better upload on our website.
·
To be able
to convince them, we would need to send to them a list of our clients
·
We have yet
to use, our growing list of websites to attract potential partners
Pg. No. 80
·
With
corporates, our “strategic point of leverage” is the “CANDIDATE ALERT”. The
more sophisticated & precise “matching” that our software can do, the less
time & effort recruiter would need, to sort thru hundreds of
job-applications. Then only would he be prepared to pay us 20% - even though,
on other jobsites he can post a job for Rs. 500/= & get a 100 resumes.
(i.e. Rs. 5/ resume).
·
In our
model, there is no “Cross-Vendor” selection. As far as the corporate is
concerned, all resumes belong to just ONE VENDOR i.e. us!
·
If we can
offer to an online recruiter a choice of a MILLION resumes, she has no need to
go elsewhere.
Pg. No. 81
·
Beauty of
our business is that we do not have to carry any physical inventory at all! And
if, somehow, we can get the jobseekers to “edit” their resumes once in 6
months, we can have a perpetually self-renewing inventory! Automatic “Job
Alert” could be / should be touted as an incentive to get the jobseekers to
edit their resumes frequently.
·
(30-11-00)
·
Rajkot
·
Our listing
of resumes Ind. Wise / Func. Wise / Desig. Wise is aimed at quick, pin-point
selection by recruiters.
Pg. No. 82
·
We plan to
use “spiders” to go round jobsites & download millions of resumes on our
local intranet.
·
Q.
·
How to
upload these on our website?
·
An alternate
approach to wholesale / mindless downloading of millions of irrelevant resumes
from hundreds of jobsites, could be a Software Agent which picks-up
“parameters” from a “Job Advt. / Candidate Alert” posted by recruiters &
them goes around to collect / compile only matching resumes from dozens of
jobsites! A BREAK THROUGH!!
Pg. No. 83
·
See p:72 /
If each job – advt. which appears in newspapers can be treated “Customer’s Past
Visit” then, over a period of time, we would build-up a total “history” of that
company’s manpower needs.
·
On our
website, we are offering 3 different methods of resume search to a recruiter.
·
I have sent
a not to Cyril about 2 years ago.
·
Closed down
in Aug. 2000!
Pg. No. 85
·
I don’t
think our customers would give us repeat business because of lower price /
discount for repeat business! Our repeat customers would expect us to give
better / personalized service. Of course, we would need to “discount” if there
are 5 vacancies for same position- (which drastically reduce our marginal
effort / cost)
Pg. No. 86
·
Once we have a
list of existing executives (Ind. / Func. / Designation / Age / Edu. / Skills)
of any company, we can have our Software Robot, use these as
“search-parameters” & alert the HR Mgrs. of potential “replacements” from
our database, EVEN BEFORE, such an executive resigns or retires! Now when he
actually resigns / retires, HR Mgr. knows where to turn!!
·
This is like
integrating “Corporate Lifestyles” into our website viz. their annual MANPOWER
PLANS (retirements / resignations / replacements) – so that, periodically, our
Software Robot will alert the Personnel Manager whenever there is a “departure”
or “Arrival”.
Pg. No. 87
·
In 1998, we
did compile such a database of 19000 executives from Annual Reports of 900
companies, which we have uploaded on our website under “Com. Com” database.
·
Trying to be
everything to everybody!
·
Equally true
in our case.
·
Our own
ultimate goal under “pro-active” marketing module.
Pg. No. 88
·
Our clients
create “jobs” database on our website – which creates value for jobseekers.
·
More than 2
years back, I wrote to Cyril to “aggregate” all online “headhunt” sessions on
our website (Ind. Wise / Func. Wise / Desig. Wise / Educe. Wise / Age wise
etc.) To generate “Frequency Distribution” curves (Demand prediction curves).
Pg. No. 89
·
Demand
Prediction.
·
Students of
Prof. Colleges will love such data for career-planning
·
Our partner
Colleges / Trg. Institutes can use such data for planning “courses”. (e.g. NACT
members)
Pg. No. 90
·
Statistical
analysis of “Job Advs.” posted on our website could also generate interesting
frequency distribution curves on “hiring trends” / “salary-trends” /
geographical-trends etc.
·
We need to
conduct a series of seminars of HR Mgrs. to understand exactly “how” they would
like to conduct a resume-search on our website.
Pg. No. 91
·
Our
Magic-Cube search is such an experiment – except it takes too long to download!
Pg. No. 92
·
Like us
Pg. No. 94
·
Could this
be a model for us? Do we need to set-up “owned” offices in major cities or
should we develop “franchisees”? Could APTCH & NIIT, have grown to their
present size, it they had tried to set-up “owned” trg. Centres everywhere?
·
Job street,
Jobsdb & Jobsahed are all trying to set-up own branch offices in 5 Metros.
Should our leadership model be different than theirs?
·
Could we
make a “franchisee-network”, our competitive advantage? Cold we use such an
advantage to overtake competition?
Pg. No. 97
·
In our case,
specifying the “attributes” of the candidate
·
Order Execution
Module
·
Knowledge of
recruitment processes (stored in minds of our consultants)
Pg. No. 98
·
Much like
our online Resume-Search.
·
Skills
Pg. No. 106
·
Similar to
our “Enquiry Form”?
·
This could happen
to us as well, if S.Kumars.com partnership comes thru as envisaged
Pg. No. 107
·
We have
planned these but when?
·
If our
clients too can track their orders online on our site they would not want to
switch!
Pg. No. 108
·
In our
“Order Execution System Software” under development, the “on-line sale of
Resumes” is actually “OFFLINE”! In phase II, we will / must try to copy DELL.
·
With order
Execution System in place, we hope to create this “structural capital”
Pg. No. 115
·
Peasant Telang
(Buildzone.net) might want to collaborate with Bidcom.
Pg. No. 116
·
The
“Services” (to HR Managers) we must place on our website:
·
Manpower
Planning
·
Compensation
Structures
·
Objective
Setting & Performance Appraisal
·
ESOPS
·
Incentive
Schemes (Performance-related)
·
HR Manuals /
Procedures
·
Labour Laws
·
Training
Calendars
·
HR Bulletin
Board
·
Employee
Contracts / Appointment Letters
·
Wage
Agreements
·
Job
Descriptions
·
Org. charts
·
Employee
Benefits / Perks Administration.
·
To
standardize these 2 processes (around our website), we would need to conduct
dozens of seminars (of HR Mgrs.) & make NIPM / HRD Conf. etc. our
“Partners”
Pg. No. 117
·
We should
initiate (as a first step) STANDARDIZE TION OF RECRUITMENT BUSINESS-PROCESS,
amongst our clients – then other corporates. Next goal should be MANPOWER
PLANNING process standardization.
·
Standardization
of these 2 processes will establish us as (HR) VIRTUAL LEADERS amongst Indian
Industries.
Pg. No. 121
·
Someday, our
“Partner Program” must encompass:
1.
Professional Bodies
of Employers (NASSCOM / CII / FICCI / Chamber of commerce)
2.
Prof. Bodies of
(potential) Jobseekers (Inst. Of Engineers etc.)
3.
NIPM
4.
Mgmt. Asso.
5.
ISPS
6.
Websites
7.
TV Channels
8.
News-Papers
9.
Schools
Colleges.
·
(01-12-00)
·
“Virtual”
because, we will never meet in person most of our “allies”.
·
But, in our
case, they should!
Pg. No. 125
·
But it does
affect his psychology!
Pg. No. 133
·
Does this
mean, they have lesser chance to grow / survive in India?
Pg. No. 136
·
Chat groups
flourish where large no. of people have a lot of “surplus” money to buy
computers / internet time AND a lot of “free” time, which they don’t know how
better to spend!!
·
(See p: 116)
·
A bulletin
board on our website on such HR related topics, would draw HR managers to come
forward and post “answers / solutions” to “Questions / Problems” posed by other
HR managers. But I doubt if HR Mgrs. would ever want to engage in a “chat”
(online). They would, most likely, want to receive “Questions / Problems” thru
email and give / send / replies by email which we should “post” on our bulletin
board.
·
(02-12-00)
Pg. No. 137
·
This is want
I have in mind, as for as HR Managers’ Bulletin Board (not chat-room) is
concerned.
·
We must
certainly provide such “documents” on our website-on subjects / topics listed
on p: 116.
·
Each “issue
/ question / problem” answered by a few HR Mgrs., will go to increase our
onsite documentation, (at no effort / cost to us)
Pg. No. 138
·
I feel, we
could use our online HR MANAGERS BULLETIN BOARD, to get managers to collaboratively
create
1.
Aptitude Tests
2.
Skills Tests
3.
Job
Descriptions for thousands of job-positions
4.
“May-We-Know
You” type of objective questionnaires
5.
Annual
objective / targets (sample examples) for various categories of positions
within a company & a host of similar “Instruments”. Creation of such
“tools” thru joint-efforts of HR managers would be a UNIQUE contribution that
our website can make. If “credit” is given (public acknowledgement of a
contribution made by an HR Manager) on our website, such a Bulletin-Board would
draw hundreds of HR Managers to come forward & contribute / share their
knowledge / experience for common good.
Pg. No. 139
·
“What-is-in-it-for-me?
Syndrome.
·
We would need
someone like Dir. Kaul to Play this role (to decide quality of contribution)
·
e.g.:
·
The “best”
contributor gest a chance to become the “mentor” for one week?
Pg. No. 140
·
This is VERY
IMPORTANT. I would need to apply my mind to this. I have / framed broad /
concept.
Pg. No. 145
·
We should
leave “driving” to our franchisees i-e. client / candidate interfacing /
interviews / follow-up / invoicing / collection
·
Why are we
trying us trying to set-up our own offices in metros – instead of appointing franchisees?
Thereafter empowering these franchisees with – leased ilnes – Databases – Order
Exec. System – Video-interview facilities.
Pg. No. 146
·
India has
the advantage with GSM & GPRS (for WAP).
Pg. No. 147
·
Amazon.com
could “lock-in” customers thru its “Associate Program” which now extends to
250,000 websites. In India, we could do this (locking) by roping-in, just 500
partner websites!
·
Thru a
franchisee network in all major cities, we could “own” client-corporations
without having to set-up our own physical assets everywhere. And, once we
build-up a resume-database of a MILLION resumes, no franchisee can afford to
ditch us! He too gets locked-in!!
·
Time now for
us to copy ENRON!
Pg. No. 148
·
We too must
change our focus.
·
In our case,
this is equivalent to “disaggregating” the “ORDER EXECUTION” to hundreds of
franchisees & we sharply focus on
Ø Resume Build-up
Ø Order generation thru Partner websites, and other alliances.
Pg. No. 149
·
We pay (per resume)
– to “Resume-Collectors” (NACT / Colleges)
·
We pay (per
appointment) – to “Shopping Basket Collectors” (Sites)
·
Now let us
pay (per order executed) – to “franchisees” (for every apt.)
·
Let us focus
on Mktg. & Technology.
·
Also
invisible to the end-user!
·
For us –
Recruitment Context Provider (later on HR Context Provider)
Pg. No. 150
·
Our NACT allies
(resume-suppliers) are already spread across entire country. Next we target all
end + MBA colleges, spread across the country-as also cybercafés.
·
This way our
“Resume – Collection” Net will cover entire country.
·
We must also
cover the entire country with our “ORDER EXECUTION NET” thru a franchisee NET.
Our twin networks will speed-up the mobility of jobseekers, first across the
country & then across the globe. What we will need is a very powerful load
“Despatch Centre”, regulating the flow on computer-screens! – Same way as in a
power utility.
Pg. No.151
·
If thru our
“control” over “sources of supply” of software engineers (NACT + Eng.
Colleges), we develop a monopoly, we could leverage our “UNIQUE” position in
the world-market for this “commodity”!
·
Software
engineers are cheaper in India but costly in U. S. A.
·
Our business
model too, is based on ignorance of jobseekers about employers & vice
versa.
Pg. No. 155
·
We can
suffer brand-slippage if we agree to host our resume-database on Global R2R.com
of Satish Doshi.
·
Reverse can
happen if we succeed in persuading “Jobsahed” to host his resume-database on
our website!
Pg. No. 160
·
We do manage
“resumes” on behalf of jobseekers.
·
This is what
we do!
Pg. No. 161
·
We do represent
recruiters sine they are our “clients”.
Pg. No. 162
·
In our case,
not merely “consent” but we have a positive “mandate” from jobseekers to
promote their personal information (resume) amongst employers.
·
(03-12-00)
·
See p: 142
for our proposed network.
·
We are weak
in this area – which we hope to rectify when our Order Execution System is
implemented by Feb. 2001.
·
Next step is
to integrate into our system, the communication technologies of
Ø Unimobile.com
Ø Navin.com
Ø Instamail.com
Ø Waphoria.com
Ø V-SAT or leased lines
Ø Video-conferencing
Ø Voice-recognition
Ø SMS
Pg. No. 163
·
Thru our “Job
Alert” / “Candidate Alert”, we are trying “Home-Delivery”, even when surfer is
NOT logged into our website. Next, when we succeed in delivering these “alerts”
over WAP / SMS, he does not have to open his mail-box!
·
We have to
convince Corporate Recruiters (potential customers) of the great benefit of
receiving “Candidate-Alerts”, by posting their job-advt. on our site. As of
now, they do not know that we offer such service.
Pg. No. 164
·
See remarks
on p: 162
·
See remarks
on p: 150
Pg. No. 170
·
In our case,
this external Human Capital, will consist of
·
College
Principals
·
Compo.
Institute owners / managers
·
Cyber café
owners
·
S. Kumar
franchisees
·
Website
owners
·
Our own
franchisees
·
250,000
Associate Websites
·
Our ratio
could be 20,000 to 200!
Pg. No. 171
·
We have
plans to
Ø Sub contract Interviews to outside experts
Ø Let our full time in house consultants operate from their homes.
·
(Both on
“pay per performance” basis)
Pg. No. 173
·
This will work
for a few-and in U. S. A. – but for almost everyone here in India, security of
a permanent job will be simply overwhelming
Pg. No. 174
·
But
certainly, even here, more & more jobs will be governed by “perform mince
pay” based on agreed-upon targets.
·
True for
almost all companies in India.
Pg. No. 175
·
See my note
to Cyril 12-4-98
·
Salary
surveys by regions / industries / functions / age / design. levels / edu.
Levels / exp. Years / skills etc.
Pg. No. 176
·
See my circulars
“Communicating for Productivity” (1979-1987)
·
Our own
“hype” to colleges / NACT is the same – “No one can market your students the
way we do!” No one can find them jobs faster than us!
Pg. No. 178
·
We are
moving towards this
·
All of our
agreements are “non-exclusive” to both sides.
Pg. No. 179
·
HR Mgr. is
not our final customer. He is only an agent / a front for our ultimate
customer.
Pg. No. 183
·
We sent out
first set of letters to Principals of 8 Eng. Colleges & Managers of 361
NACT members telling them how many resumes we received from each in Oct. / None.
2000.
·
We will need to
remind them every month! We cannot set targets for them!
Pg. No. 184
·
In our
e-web, can colleges see any “Common Self-interest”? or NACT Members or
Cybercafés?
·
Perhaps
Partner websites can.
Pg. No. 193
·
In our case,
“jobs in greatest demand” (thru daily “job-search” statistics) Such stats can
be compiled automatically & displayed on website
·
Reverse is
also possible with daily “Resume-Search” statistics
·
Like our
“job alert” & candidate “alert”.
Pg. No. 196
·
Like,
“Careers are made at 3P” or “Careers get launched at 3P” (this will appeal to fresher’s)
Pg. No. 199
·
Chaitalf
Robin Sanjeev Suita
Pg. No. 200
·
e.g.
·
Banner Ads
on a website.
·
We prepared
such a database of 1000+ Indian Food items (with calorie-value of each) in
1998.
·
These were
also categories as (1) Breakfast & Snack foods (2) Lunch / Dinner items.
Pg. No. 201
·
See remarks
on p: 138
·
For examples
of “bundled services” for HR Managers
·
This is why
we so planned that our “partners” can view their own statistics on our website
directly, on their own, any time.
·
We will
improve this further over period of time.
Pg. No. 202
·
We do not
reveal identity of jobseeker or an advertiser.
Pg. No. 204
·
We have done
very little to find out our surfer’s experience on our website.
·
Very often
true in our business
Pg. No. 212
·
Functional Heads
of all big companies + owners of Medium / Small cos.
·
Personnel Managers
Pg. No. 218
·
APTECH &
NIIT
Pg. No. 219
·
Com. Com
Pg. No. 220
·
“Job-Search”
& “Resume-Search” trends
Pg. No. 232
·
Hot a “car” mfr.
Pg. No. 248
·
(04-12-00)
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