When I read any book, I scribble my comments / notes in the margins
Page no – 17
·
Complication qualifies graphs
gone rated on –the- fly on our website should be a bight.
·
From more recruitment we too,
must someday move to complete HR hint service for small / medium size co.
·
Cyril Intel grating manpower
Budgeting procedures of co. with our website.
Page no 18
·
e.g.;
·
“Auto job-search” for
non-members in their personal data.
·
Www. Dukakis com.
Page no 21
·
To figure out these “Issues”
we will need to have many us “brain- storming “sessions with groups of HR mgrs.
Page no 22
·
Cyril we must target to send
out our Resume Database C.D. by Dec.99
Page no 23
·
Our focus must be HR mgrs..
Our head – hunt session count is only the page –view & not actual
headhunt.
Page no 24
·
Cyril Auto job search & Auto
job hunt must employ push- technology for door-delivery to candidates
& HR Mgrs.
Page no 25
·
Shopping for an executive in
person by video intertie
Page no 38
·
E.g-3p – for executive
search, corporate India‘s first choice.
Page no 41
·
We do should add features
& service but strictly on HR related subject’s solving, HR mgrs. Problems,
his life simpler.
Page no 45
·
Shopping Baskets we do the
same.
Page no 46
·
We have this in case of
candates. In our case, we let the buyer (HR- mgr.) decide although our
displayed candidate profiles are very poor –as of now.
·
Cyril ticker tapes captivate
your attention. We must find a way to use this feature on our website.
·
BIG
·
Corporates will want to do
their own hiring thru Advt!
Page no 47
·
This happens quite often in
our business too! NO appointment after interviewing dozens of candidates!
·
Cyril this is like our client
authorizing us to issue an appt. letter to a candidate!!
·
Any relevance to us to us?
Video- inters- viewing by client may speed-up the process but that is all!
Page no 48
·
Like a lump-sum fee. This is our model.
Page no 49
·
This is my attitude as well!
Page no 51
·
Something similar to our min.
search fee (retainer- ship)
Page no 52
·
If we were to tie-up with 10
placement agencies, could we have a 90% success-rate? Of couriers, we need to
share our fees with concerned associate.
·
This is like our conducting
salary survey for 100% firms.
Page no 53
·
NO client would appoint an
executive just because we charge a rock-bottom 8% but nearly all will switch
over to us from self-advt.and job, if we offer such a price.
Page no -54
·
There is some similarity with
our business.
Page no 57
·
Our “client score- card= A
worksheet for computing terms” is based (partly) on custom- costing: TO this,
we need to add “rapid- response”
Page 59
·
Our score-card exactly fits this
model!
·
Whereas, in our case, when a
shopping basket arrives, it is our consultants. Who quotes & should
negotiate till order is clinched.
Page no 59
·
Our price range: Depending
upon factors listed on earlier page, our consultants should “fluctuate” between
& these extremes of 8% & 30%.
Page no 62
·
Translated, in our business,
this means “professionals least in demand” kind of “non-moving”/ “slow moving”
resume-inventory!
·
Market- value of executives
reaches its peak at the age of 35 and then s tart declining. NO company wants to employs 50 years old
executive! This is one more “factor”
that should govern our “Terms. We should offer a low “discounted” price if we
ever get an executive search request where an “age” of more than 45 years is
“acceptable” to client. Name-of. The game is “BE” FLEXIBLE” but no single
factor should be considered in isolation of others…!
Page no 67
·
www.ezecenet. Com. Must is doing
this.
·
Cyril can a shoot compile r-
mail address of subscribers of VANL/
MTNL/ sat yam bharti BT Dish net etc.? Or download resumes?
Page no 69
·
e.g.:
·
One of our consultants has very
few orders on hand. Low WIP (work-in-process)
·
e.g.
·
How Urgently a Client has to fill
a vacancy this should be one more factor in our “score-card”.
Page no - 72
·
I suppose “affiliates” are
other websites none of which are selling books. If that be the case, why can we
not adopt this model & sing-up similar Partnership deal with INDIAN
websites whether recruitment websites or not?
·
If we offer 15% to all Indian
websites, 3p logo can be found everywhere! We have already made an offer to
NACT.
Page no -73
·
Nirmit- If we become “first”
to make such an offer, we too can out “exclusivity” clause to prevent our
“affiliates” to tie-up with other recruitment sites,
·
I have ,some years ago
prepared a note on how we should “partner-up” with all HR managers ( by
offering them 10% on all resumes reverend thru them) that was long before our
website was bom.now we must think-up some new way to safeguard their “interest”!
·
We must find a new model “of
partnering with them.
Page no 74
·
Nirmit:
·
IF we decide to start an
affiliate program, we should be evolving stringent criteria for selection.
Page no 76
·
IF we succeed in partnering
with timesijobsandcareers. Com, it will be a different ball-game. Both the
sites will have identical 1) Resume forms 2) Headhunt.
·
Question is: once a corporate
conducts a headhunt on “times” website then gets directed to our site for order
execution, why should he ever go back to times site would he not come straight
to our site? Would not all “repeat?” business come to us directly, by-passing
“times”?
Page no -77
·
Not mere “referral “but an
actual order.
Page no 78
·
We have offered 20% to NACT
members + 5% to NACT itself for getting resumes! (Not really for getting
resumes only if we earn by marketing their student.)
Page no 79
·
For us, these could be sites
set-up by 1) other recruitment firms 2) HR & Mgmt. consultants 3) prof.Bodies
such as - NIPM / IIMM/ NACT IE 4) chambers of commerce 5) management Associations.
·
6) Educational Institutions ESP.
I it /Iam /Xara / Eng. Colleges / Mgm.Colleges.
Page no 81
·
So, the question is will sat
yam succeed?
·
This is similar to Naukri.com
who charges for posting job-Advt vs. Our
giving this as free service. Once again our insight was right!
Page no 83
·
With TOI we are talking of
mirroring our database not just graphic & texts.
Page no 87
·
Are candidates such “products”
with depth & variety? IT would appear so and only HR mays are interested in
them that is our target audience.
·
Is this like offering RS- 1000 /=
to each executive who submits his resume on our website if we succeed in
placing him & earn our professional fee? it is like a kick-back in reverse
! We don’t lose anything & have everything to gain question is: what kind
of execrative would be tempted to submit his resumes for RS- 1000/=
Page no 89
·
Cyril
·
Any ideas in this regard?
Page no 90
·
Cyril can this technology is
used for graphs charts table’s forms formulas articles diagrams etc.?
Page no 91
·
We need a full time senior
person for Market ing just cannot be done part-time
·
This was a well thought out
pyramid scheme but lacked aggressive marketing effort!
·
In early 1998, we did try?
(Half- heartedly) to rope –in find year MBA students (HR speculation) to
promote our floppy’s & earn RS- 10/=
Page no -94
·
Cyril
·
We should start registering
when we shift to NT server.
·
We don’t want to change.
Page no 97
·
Cyril Naukri.com relies entirely
on ADVT.
Page no -98
·
Nirmit – At our IIT’s / IIM
S’ Students Are Not All Awed to appear for intrewev except thru placement
office NOW. IIT / IIM / are charging
“interview fees” from corporates. Someday we will break this monopoly we will
offer to corporates video interview facility. Temporarily videos units at both
cities.
Page no 100
·
Cyril
·
If we add salary data of
several hundred executives to com.com every day, our surfers will keep coming
back again & again, I have already requested you to have a software
transfer “salary-data from WEB-FORMS TO com.com. Daily.
Page no 103
·
No executive would like to
print on his visiting card an e-mail address that read “XYZ 2@3pjobs.com “! But printing & popularizing his e-mail address is what
we want, so that he gets “looks-in .How do we solve this problem?
·
We most certainly, should
bundle many more databases (on our site) re- EDU- / INDUSTRY / CORPORATS, we
did delete Ind. & corporates around
beginning of the month we should perhaps
re-introduce if we can keep up- to –date .the once we deleted were 1
year old !
·
Cyril
·
When we switch over to NT
server, the first thing to offer is a FREE E-MAIL Box, for re registering.
Page no 104
·
And we will “charge “them
nothing more than “Registration” information about themselves. No money.
Page no 107
·
Cyril
·
By giving away “Resume
Database “ CD- in exchange for nothing more than info about themselves –we want
more & more HR mgrs. To conduct “head –hunt” on our site.
·
Idea is to “hook them to our
site & we could think of grounding this with some other database such as of
18000 / companies which executives in other functions in other would find very
useful. They are our “ultimate” customers not the HR mgrs.! This is our goal too.
Page no 107
·
Cyril –
·
Perhaps, in terms of daily
“utility” of 18000 companies-with contact
in formation like address,
·
Phone fax / chief exec etc.-
is even more valuable to all by peas of executives of in all types By bundling
with “Resume Database , we may succeed in creating an irascible “pakeg like
wing98.
Page no 108
·
Cyril
·
How can we exploit this
concept, both on our website & on our free –CD?
·
We had done this on 3p2000.
Page no 109
·
I am preparing any no.of such
worksheets relating to HR subject. See my note to Cyril on “comp Analysis” this
will make all comp. surveys in India obsolete.
·
Nirmit:
·
At least for the moment our
resources are limited too. We could not keep up to-date even simple databases
like 3p -2000 but once we severe and are
in a position to uploaded databases on our own ( Nirav+ sajita+ chitin) then
things will be better,
Page no 110
·
Monographs on which plot 2
vanes to get the third?
Page no 112
·
Cyril
·
My suggestion to send email
notification’s under AUTO JOB SEARCH feature is in line with this the guy has
to log-in to our & site click/click to find out what job is waiting on his
personal page that would increase traffic !
Page no 13
·
Cyril
·
A corporate will agree to
maintain / edit its home page (corpo.profile) on our site –if we create /
upload it in the first place but I seriously doubt if an executive would do
so-if it is public! But in a way, his resume-page is own private homepage.
Someday we may even consider keeping job-search only to those who submit their
resume. Risk? It may drastically bring down traffic 1 we may begin by “Registrar tin”
Page no 116
·
Cyril
·
My proposed “ compensation
Analyses” could fall in this category we could just provide a ting “glimpse” on
our website & permit full
downloading for RS-25000 /=
Page no 117
·
When I joined
l & T IN 1959, I was give
employees no- 1606 today there are 27000
employment in l& t
Page no 119
·
Order- tracking system which
we want in our own modules.
Page no 120
·
CMT / & JP
·
Quite similar to our case where
head hunting” on our database by HR mgr. is automated by our website but
all processes, after arrival of shopping basket, are quite labor intensive.
Page no 121
·
Cyril – our 24 process
bar-charts should turn RED color if that process is behind schedule or has
taken longer than “permitted” time for that process. MODULE 2
Page no 123
·
CMT / P J P – in our
business, the 3 major components of cost are computerization (i.e. info.
Gathering / storing / processing / retrieving) tale communication (i.e. - dis
supinating) in of between ourselves / clients / candidness AND people (salaries
in contrives)
·
If we can get candidates
& corporates to create their own database on our website, there is nothing
left which we can subcontract.
Page no 130
·
In our business, the possible no,
of combinations of industry function Designation Edu.qwli surely exceed 1
million. To these, skills & Knowledge, it could cross 1 billion!
Page no 134
·
Getting to be more & more
like “services” companies rather than “mfg.: co
Page no 136
·
Our job Advt, database is one
such database
Page no 139
·
I suppose, we are yet to
reach a “critical mass: in our business. But it will come when we can spend
money to publicize our site,
·
What our com. Com. Does.
These concepts are quits are quite applicable to manpower budgets of large
companies,
Page no 140
·
In our case for the
“candidates” & clients” we are really this.
Page no 143
·
Somewhat similar to our
business we are the middleman.
·
We must hurry-up with our HR
bulletin board
Page no 144
·
Cyril
·
We will not be able to handle
more than 10 shopping baskets / day less module2 is in place we should reach
this level of activity in 12 month. We are in this phase.
Page no 145
·
Nirmit -----
·
We have to be daily gathering
spot HR mgrs. If we could show to HR mgrs., org. charts of compete would enable
“them” to conduct “headhunt” rather than us doing it.
·
But this will not happen unless
HR mgrs. find a new service on our site ever y month!
·
What “graphs” would HR mgrs.
like? To see most certainly com.com. But also manpower cost of all competitors.
·
In our case. It is cost of our
mass-mailing campaign (HR-UPDATE)
Page no 148
·
If only one day we could
provide “answers” to all the problems of HR mgrs.!
·
So is recruitment! Besides
info processing, our other main business “communicating” for how many hours,
every day, are our consultants on telephone or email?
Page no 157
·
Our site should carry profiles
(personal pages) of HR
·
Consultants who are NOT in
recruitment business. BY projecting this community we get a host of professions
who will talk about us to their clients. This is high quality free publicity.
Page no 157
·
Our effort to enlist NACT as
an “affiliate” is only a beginning, someday must cover all colleges. & then
an “associate” program to cover all websites that can bring “orders e.g. TOI
·
WE must set the “pace” in
India for such programs.
Page no 160
·
In time to come our site
should be able to generate many grahscharts on the fly. E.g. org.charts
Page no 167
·
Once upon a time, we thought
of a row of cubicles with computers in our office for those who wish to submit
their resume could be offline.
Page no 173
·
Not yet seen in India in
sept.99
Page no 174
·
This is the key. Question is
“chicken first or egg first? “
Page no 175
·
We may call this computer
APPLIANCE as, simply “compliances”
·
IBM demonstrated this in July 1999.
Page no 177
·
CMT / PJP
·
This is like a video inter
viewing but portable if a candidate cannot come to your office ( for
interview), you carry the webcam to this office / home / hotel room, link to your website’s client –page & let the client log in
& see the interview live ! May be conducting it!!
Page no 179
·
Our own offer for help to
NIPM their next year’s ANNUAL convention is very similar to what IBM is doing
for USTA.
Page no 180
·
We are after the “attention” of
HR professionals around the country by- tying-up with NIPM.
·
This is what we are after NIPM
can promote 3p brand amongst HR mgrs.
Page no 181
·
Once we succeed with NIPM we
must repeat with other professional bodies & association.
Page no 182
·
We have yet to get our
consultants to surf the net even thoroughly own site!
Page no 183
·
Module 2 thru our website is
the answer.
Page no 189
·
See my 1987 report “quo
Vadis”
Page no 191
·
We need a whole lot of
“Affiliates”& “Associates”
Page no 192
·
We must take the lead as soon as
we have managed to tip-up one each of Associate success must breed upon success!
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