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When I read any book, I scribble my comments / notes in the margins
Pg.
No. XV
·
Will we too,
be able to overtake other (mostly USA) extraction – software’s available
commercially for several years now – by offering our extraction “FREE”? &
then make our money in “Search” Download etc.?
·
We will
defeat other “Extraction” Software’s by making Recruit guru a “web service” (by
dissolving the “Enterprise Platform / Version Control etc.). (26-10-03)
Pg.
No. XVII
·
Recruit Guru
as an “answer / solution” to the deluge of email resumes received daily by
corporates.
·
I hope JAM
would turn this deluge into a tsunami – and then Guru job will supplement.
·
We are in
the process of sending emails to 8 lakh job – seekers x: JAM (10-06-05)
·
Blogs are
becoming rage.
·
May be when
this was written, WEB – SERVICE was beyond horizon!!
·
Last week
Reliance bought – out 50,000 km broad – band undersea cable network of FLAG for
$207m. (26-10-03)
Pg.
No. XVIII
·
Still no
mention of WEB – SERVICE!
·
Read NTT –
DOCMO Tsunami sweeping across shores just like tornadoes.
·
By grabbing
all MSPs.
·
Almost dead
by 2003.
Pg.
No. XIX
·
For Recruit
guru, we are giving 30 day FREE trial.
·
Broad – band
has reached 10% of USA houses by 2003 & 30% in Japan & 60% South Korea.
·
In JAM, we
are trying to “bypass” limitation imposed by “Dial – Up” internet.
·
We propose
to give a different / exciting “online competence search” experience to HR
managers.
Pg.
No. XX
·
Recruit
Guru’s Subscriber Flight Deck, will address all of these problems / For MSPs,
we will develop exhaustive “ADMIN TOOL”. Beginning is already made.
·
Glimpse
(hint) of web – service
·
What R-G is trying?
Pg.
No. XXI
·
In
World-Wide-Jobs.com, we are going to “leverage” the “supply” of job – Advt from
all over – which will attract millions of resumes” – yet another “supply for corps.
Clients looking for executives. In turn this abundant supply of plain email
resumes in their mail – boxes should power the recruit guru.
·
We are about
to start work on Guru Ad + Guru job will take 8 wks.
·
Obviously
don.com bust was not fore – seen in 1998.
Pg.
No. 4
·
I expect Recruit
Guru to give such un pre – cadenced benefits to HR Mgrs.
·
RG is in
suspended animation. But JAM has an even greater promise of paradigm shift.
Pg.
No. 5
·
So what
could be this “certain mass” (of clients) for Recruit guru to become “cannot
manage without” service for HR mgrs.? When it tums into an avalanche?
Pg.
No. 7
·
Right now,
for IT / ITES companies in India this “competition” translates into being able
to recruit the best guys in shortest possible time. This then is the
opportunity for R-G to exploit.
·
JAB (Job
Alert Broadcast) might be one answer. We will know in 3/4 months
·
What “New
Rules” is R-G trying to impose Extraction / Structured Database / Keywords / Func?
Graphs / Percentile / Image Builder etc.
Pg.
No. 11
·
Recruit Guru
·
Placement
Agencies
Pg.
No. 25
·
May 2005 saw
addition of 1.7 million mobile subscribers taking the total to 53 million.
·
Total is
expected to reach 200 million by 2008. So
·
·
(10-06-05)
Pg.
No. 28
·
Interview
mgmt. module for Placement Agencies will be very different from same module for
end – employers
Pg.
No. 29
·
Although
Recruit Guru’s ultimate beneficiary is the End – Employer, corporate
Recruitment Managers are quite conservative and will be the last to adopt R-G.
in early stages, Placement agencies will use it because it solves their
“search” problem – saving time / cost while improving quality of their
recommendations to clients.
·
We sure do!
·
Sanjeev
·
Recruit Guru
must become “THE ONE & ONLY STANDARD” amongst community of Placement Agents.
Pg.
No. 30
·
E.g.:
·
Recruit guru
becoming “the reference – point” the “Benchmark” for all “Extraction” software’s.
·
First goal is to
win – over ALL placement agencies so that we can ride on their backs – to End –
employers
Pg.
No. 31
·
We have to
convince Monster / Naukri etc. that it is in their (business) interest that
instead of forwarding plain email resumes to their advertiser clients, they
should forward Image Builders.
·
I hope Guru
AD becomes the thin end of the wedge.
·
Could
jobsites be such “Third Parties” in our case? – Once they find that ALL their
Placement Agencies clients are using R-G? (27-10-03)
Pg.
No. 32
·
Before a
Competitor comes out with an extraction – software similar to R-G, we must (A)
Process a million resumes (B) Plot a million “Salary / Design / Fenure” Graphs.
·
Then
competitor’s product will remain “second – class”
·
Thru Guru
AD, we will create for job – sites, an “After – Market” for posting of job – Advt.
Can we get Monster / Naukri to “pay us” for posting jobs on their sites? They
may, when no jobseeker visits them for job search – because all jobs can be
found on world-wide-jobs.com!
Pg.
No. 33
·
By
introducing “Resume Mgmt. / Application Tracking” software’s on their websites,
Monster / Naukri are trying to “Displace / Marginalize” placement agencies. So,
in order to justify their role / existence, placement agencies must
“Reengineer” their processes, thru use of Recruit guru. Otherwise they are
finished!! Sanjeev must hard – drive this “FEAR” into their minds! For them it
is either Recruit guru or RIP1 (Rest In Peace)
Pg.
No. 34
·
In “web
service” space, (as opposed to client – server space), Recruit Guru must become
such an UNQUESTIONED LEADER.
·
Oracle’s
open bid to buyout People – Soft, is likely to fall thru.
·
It comes
thru. Now People – Soft is part of oracle. (11-06-05)
Pg.
No. 35
·
Unassailable
Position.
·
What new
resumes do you have that I don’t have?
Pg.
No. 36
·
If many
jobsites adopt Guru Ad / Guru Job, then their clients (Corporates / Jobseekers)
will have “access” to a large common database, which is the TOTAL of their
individual databases. WWJ becomes a kind of VIRTUAL EXCHANGE.
Pg.
No. 37
·
Once Recruit
Guru reaches Corporate Recruitment Mgrs. (-along with Interview Mgmt. Module) –
then it will not remain confined to HR Dept.! All “line” mgrs. too, will use it
to participate in the recruitment process. Everybody will know (at all times)
where exactly “Vacancy” is stuck!
Pg. No. 39
·
But we will.
Pg. No. 41
·
By marking
“Extraction” free, we want to lock – in
the Placement Agencies. What we lose here, we will make – up from
corporate End – employers who will follow the placement agencies. We have to
leverage them.
·
Human
Profiles of a thousand varieties – one millions of resumes get processed.
·
MSPs &
Jobsites
·
JAM / JAS
·
Guru AD /
Guru Job
·
Guru Mine /
Guru Search
Pg.
No. 43
·
Image
Builder & Funk. Profile Graphs are “OUR” architecture.
·
Sanjeev
Pg.
No. 44
·
We have
already tied – up with MTNL / Airtel. Hopefully in next 15 days, we will also
get BSNL. That would encourage HUTCH, when we meet Sandip Das later this month.
As each MSP joins our job gets easier.
·
For us –
this segment is Placement Agencies. 100% for R-G. Should be our goal, since
there is no “closest competitor” & to achieve 100%, we will make
“Extraction” free!
·
Jobseekers
do not have a “compelling” reason to use JAM
·
Both of
these criteria apply to Placement Agencies.
·
Currently
Jobseeker can get email job alerts from jobsites – even FREE.
Pg.
No. 45
·
In terms of
our “Server – Capacity”, we are quite inadequate even to service the Placement
Agency Segment. We will need to add more & fast.
·
I hope, we
can create a MAD rush amongst placement agencies by offering FREE extraction.
We can go on adding servers every month – if required.
·
Turned out
to be a wishful Thinking
Pg.
No. 46
·
After
Placement Agencies, next segment could be job – sites, starting with
timesjobs.com, which has no revenue. Model at all.
·
When Guru Ad
is ready, we will offer it to times job as well.
·
Placement
Agency owner needs no one’s approval & he is responsible for profit!
·
Amongst “Corps.
End Employers”, only a GM / VP (HR) can take this decision! – But not without
consulting IT chief!!
Pg.
No. 47
·
The HR
chiefs.
·
Sanjeev
·
HR chiefs
are under pressure to hire well & hire FAST.
·
Tell them
they need to hire an army of DIEOP. To do this job.
·
Tell them it
has emerged out of 3P’s own needs – which are identical
·
This is word
to use.
Pg.
No. 48
·
If HR dept.’s
efficiency / productivity / performance improves “dramatically” – then HR chief
gets hefty pay – raise / promotion!!
·
Sanjeev
Pg.
No. 49
·
Sanjeev
·
This means,
never try to “Sell” Recruit guru to “technical gurus” in a company. Focus on
“owner” or HR chief only
·
We will
offer Guru AD to corps. Websites also. Big companies post their vacancies on
their own websites.
Pg.
No. 50
·
10 million
extracted resumes!
·
In case of
BSNL, we have to sacrifices “Short Term” goal in order to gain Long – Term
goal.
·
When (or as
soon as) we have processed 10 million resumes, no competitor can “overtake us –
most likely no one try – or want to try.
Pg.
No. 51
·
There is no
“existing market” for Guru Mine, - we have to create one as we go along – and
as we go along, WE write the “rules” for this market. These rules include
“Image Builder” with its Funk. Graph.
·
“Image
Builder” is our
·
“Market
category Name”. There is no one here!
Pg.
No. 54
·
We must
first capture territory called “Placement” Agencies” 7500 of these, between
them must have 10 million resumes (at least) on their PCs! – maybe 30 million!!
Pg.
No. 55
·
We will not keep
scanning the horizon for a tornado to appear from somewhere – we will create
one in our Lab called, world-wide-jobs.com.
Pg.
No. 56
·
E.g.:
·
In course of
time, to compose a job – Advt, all that a Recruitment Mgr. need to do is to
double – click on the relevant box on his company’s Organisation – Chart!
·
Guru Ad V.3
·
(29-10-03)
·
It we can
pull – off what I have mentioned at top, then, we can get thousands of line
mgrs. to start composing & releasing job – Advt – instead of a few hundred
HR Mgrs. – may be a hundred fold increase – resulting in a thousand – fold
increase in arrival of resumes (to be extracted) see my design of Subscriber
Flight Deck.
Pg.
No. 57
·
Fours:-
·
Bowling
Alley = RecruitGuru.Com
·
Tornado =
World-Wide-Jobs.Com
·
We decided
to reverse the order. I believe convincing million to “apply online” from their
mobiles is easier than convincing few thousand HR mgrs. to we R. G. we were
able to change priority in 16/18 months.
Pg. No. 58
·
We plan to
“scale – up”.
Pg.
No. 59
·
Recruit guru
is in a unique “category” of its own since there are no “comparable” products.
We will make it further “Incomparable” (with Monster / Naukri etc.) by making
it “pay – per use”
·
If we have
to lure jobseekers away from “free” email job – alerts then we have to keep
prices very low.
·
If BSNL tip
– up results in Rs. 1 for “apply online” resume then, quite likely MTNL Airtel
may follow.
·
We decided
to make job alert SMS “FREE” & Rs. 3/= few apply online.
·
On
World-Wide-Jobs, we will not charge anything to candidates initially, - till we
get 5 million resume – but there after we will charge them Rs. 100/ year (i.e.
Rs. 500 million / year).
Pg.
No. 60
·
And a single
cartridge of a Rs. 6000/= Ink – jet costs Rs. 3000! So, now we know how they
can afford to sell it @ Rs. 6000!
·
This is
exactly what we will do by making “Extraction” free on Recruit guru & make
all our money in “search”.
Pg.
No. 63
·
Will Recruit
guru force Monster / Naukri / JA to re – write / re – configure their mktg. / pricing
strategies? Should they feel “threatened”, we can expect them to launch a
fierce counter – attack, offering (maybe) “free” searching of their resume
database (to their corporate clients) – since “Search” is where we intend to
earn our revenue, But, can they ever drop their yearly “search – subscription”
from Rs. 2 lakhs to Rs. 1 lakh? And even, if they are foolish enough to try
something so desperate, they still cannot match our “search” tariff of Rs. 100/=!!
Are doomed? Too early to say! They may still have a trick up their sleeves!!
Ph.
No. 64
·
Airtel
launched JAM in Mumbai circle on Jan. 28th & MTNL (Delhi) on May
21st (thru a Print Advt). But so far hardly a ripple! I hope Airtel
roll – out on a nation – wide basis will charge that.
Pg.
No. 65
·
I have asked
Abhi to examine how we can encourage our current crop of 320 Jammers to
exchange / shave their “Jamming” experience with their friends by using mobile
chat facility of India times by sending SMS “MCHAT” on 8888. Idea is to create
a “community” of Jammers 11-06-05
·
They can
influence their friends to try out JAM. Youngsters like to – follow their
friends.
Pg.
No. 66
·
We want
Image Builder (with its Funk. Profile) to become such defect Industry standard
– which is possible if top 200 Placement Agencies Subscribe to R/G within 12
months.
·
We need
Satish Doshi to say this to ERA members
·
Even in our
mass email to 8 in form their friends about JAM.
·
This is why
it is so very important to get 20 ERA members as our clients before and Dec.
2003. Then 200 will follow like a herd.
·
Sanjeev
Pg.
No. 67
·
A subscriber
of Recruit guru has nowhere else to go! He is looked – in forever.
·
Start a FAD
which is the highest form of marketing – the IDEA VIRUS (Seth Guider) Q: How to
start without spending money?
·
This means,
we make our money from each client over a lifetime in small amount
·
SANJEEV
·
As much
“self – service” as possible.
·
JAM process
is fully automated – from beginning to end. If transaction become huge, we only
need to add more servers.
Pg.
No. 68
·
How soon can we
see?
·
Pg. No.
69
·
Once
Placement Agencies, can be made to accept Recruit guru as THE MARKET LEADER,
rest should be easy.
·
This is
where teeing up with India – times for MCHAT will be useful.
·
Business is
picking up for all Agencies – so this is the right time!
·
Sanjeev
·
Remember our
(hidden) message to Placement Agencies? RG or RIP (Recruit guru or Rest in
Peace!) are their only options!
Pg.
No. 70
·
Just keep
installing servers? Ensure that at no time there is a huge backlog of Resume
“waiting to be processed”.
·
Pg. No. 71
·
Product
(i.e. Extraction) can be cloned but they cannot clone our PROFILE GRAPHS
(function / Salary / Design. Etc.) Without a huge resume database.
· · Much more so (true) in case of Recruit guru because switching is not possible a tall.
Pg.
No. 72
·
If we give
away “Extraction” free, it makes it extremely UNATTRACTIVE for a potential
competitor to venture.
·
For the
moment, our single biggest concern is to keep out competition till we become a
gorilla.
Pg.
No. 73
·
This will
also be the case it tariff for “Apply online” drops to Rs. 1/=
·
I believe
DELL has overtaken COMPAQ.
Pg.
No. 75
·
What is our
distribution – channels?
-
Mobile Service
Providers (JAM)
-
News Papers
(JAS)
-
TV (JAT)
-
Jobsites /
Portals (Guru AD / Guru JOB)
-
Cyber Cafes
-
Broadband
Portals (eg. Sifymax.Com) (12-06-05)
·
Apart from
pointing out that ARYAN / RMS / ABACUS etc. do NOT have any “Extraction”
feature, would we really need to “attack” them?
·
And our public
“stance” as far as Monster / Naukri etc. are concerned, is that Recruit guru
“compliments” what the offer – not replace / substitute them!
Pg.
No. 76
·
Internet
penetration in small towns is poor – also the mobile density @ 1.7/100. The jobseeker
in these towns does not get much job – related info. To serve them, I have
thought of JAS (Job – Advt. Summary). This proposal will go out next week to
480 newspapers. Letus see if they “bite”!
·
Manual data
Entry
·
ISYS type
Search
·
Those who
have neither used ISYS nor employed D/E army.
Pg.
No. 78
·
Sanjeev
·
Abhi tells
me our JAM alerts are 96.5% relevant as compared to job preferences given by
jobseekers
·
Fear of what
would happen to me if I am left behind!
Pg.
No. 79
·
This is why
“Self Service / Web service / Pay – Per – Use” and online Registration / Online
Payment / Online tariff / Online Selection / Online Password etc.
·
Everything
on Recruit Guru must be “DO IT YOUR – SELF” (DIY).
·
It is so on
WWJ. No human intervention at all.
·
Sanjeev
Pg.
No. 81
·
It is all
automated in JAM / JAS / JAE etc.
·
We are
working on this.
·
BSNL’s Re.
1/= will do this.
Pg.
No. 82
·
We will need
to keep watching constantly, whether resumes are getting pro cesspool as fast
as they are getting uploaded on our serves. Response – time has to be a few
hours – at most.
Pg.
No. 83
·
We have yet
to build one.
Pg.
No. 84
·
We are
trying to work other way around = I believe, keeping “Extraction” free, will
create for us, “Lock – In” is the tornado! More important.
·
At Re. 1/=
JAM may well become a commodity – this is normal SMS tariff – whereas Apply
Online” has a huge “Value – Addition” Yesterday’s news says, Value – Added
mobile services (non – voice) are growing in small towns at the rate of 10% PER
MONTH! This is also where BSNL’s subscribers are located – small towns. Can we
bank upon BSNL to start tornado for JAM?
Pg.
No. 85
·
There is no
“room” for Monster / Naukri etc. to try to compete with Recruit guru on
“price”. They have no need to. Recruit guru is not a threat for them. They can
benefit from us.
·
But JAM can
be a threat for them if millions switch – over to JAM rather than conduct job
searches on jobsites (even an internet connection cost!) this switch – over,
may well happen at Re. 1/=
·
With Recruit
guru and WWJ.Com we will create new history and a lot of “case – studies”.
(30-10-03)
·
See my
today’s diagram “How to start a Tornado?” I am paranoid! (12-06-05)
Pg.
No. 86
·
We will
start with timesjobs.com. then a lot of smaller jobsites, who have ambition to
grow – but don’t know, how.
·
WWJ.Com
might do this! With jobsites & our new partners will be small – town news
papers
·
Placement
Agencies
·
Right now,
we are targeting both.
Pg.
No. 87
·
To make Recruit
guru a “Suite”, we need to quickly integrate (bundle) – Guru Ad & Interview
Mgmt. Modules.
·
Recruit guru too
is a “bundle” of tightknit applications, on a single Platform.
Pg.
no. 88
·
E.g.:
·
Instead of
developing an “Interview Mgmt. Module “on our own, could we integrate ARYANIRMS
product into Recruit guru?
Pg.
No. 89
·
To make
Image Builder – and various profiles – de facto Industry Standard, we should
have a definite policy to license our technology to jobsites. Corporates may
hate to depend solely on Recruit guru!
·
Right now we
are about to start developing Guru Ad / Guru Job for licensing to jobsites
·
Offering
Guru Mine (extraction) only on Recruit guru would amount to restricting supply.
·
And
restricting supply in any way, invites competition.
Pg.
No. 90
·
Parallel:
·
We must make
all jobsites “Image Builder – Compatible” (thru licensing) & not “Recruit
guru – compatible”.
·
And we must
start with licensing of small jobsites who are struggling to survive – and
therefore much more amenable to experiment!
·
Thru
licensing, we will make hundreds of jobsites, clones of “Recruit guru”. May be
we can make more money thru such licensing than thru Recruit guru itself!
Pg.
No. 91
·
Jobsite Industry
·
Jobsites (taken
as a Industry) can reach – out to millions of jobseekers & thousands of
corporates – something which R/G cannot its own. Image Builder (as the new
currency of Recruitment process) just cannot become the Industry standard, on
the back of R/G alone.
·
With WWJ in the
forefront, R-G will have to take a backseat for 2/3 years.
Pg.
No. 93
·
By making “extraction”
free, we will make a loss there but we will recover it in “services /
transactions.
Pg.
No. 94
·
I hope
Recruit guru can get such a 2 year advantage from other jobsites, by which time
image Builder becomes a virtual Industry Standard.
·
Recruit guru
will also be an “incomplete” product without (tightly) integrating Guru Ad
& Interview Mgmt. modules. Without these, at least the End – Employers, may
want to “Wait & Watch”.
Pg.
No. 95
·
Placement
Agencies need (and want), Guru Ad module quit badly. For them “interview Mgmt.
Module” is not so critical. We would be able to rally around placement agencies
with Guru Ad.
·
We killed
project man – hatting within 6 months now we must try out project Black hole.
1 Nov. 2003
·
So we are
reversing the “order” – by introducing Guru Ad / Guru job first.
Pg.
No. 96
·
Without “funk.
Profile Graphs” (to be quickly followed by salary / Design. Profile / Tenure
Profile / Job – Mkt. Profile), Recruit guru would be just one more “Extraction”
software – a mere product category.
·
For LTIT, I
purchased 12
Pg.
No. 98
·
Image
Builder V 1.0 – Fun. Profile Graph
V 2.0 – Salary Profile Graph
V 3.0 – Design. Profile Graph
V 4.0 – Tenure Profile Graph
·
We must
ensure that Recruit Guru becomes THE operating system for recruitment process
world – wide – and maybe preinstalled on PCs!!
Pg.
No. 99
·
May be Apple
should vacate the “desk-top” market and transform itself into a hand-hold
computer / communicator market – what with 490 million mobiles sold world-wide
in last 12 months!
·
In 2005, more
than 700 million mobiles are expected to be sold world-wide.
·
(extraction)
·
Placement
Agencies for – warding Image Builders to their clients and acting as our
distribution channels.
·
Sanjeev
·
Jobsites
licensing permitting online search of Image Builders by their corporate
subscribers.
Pg.
No. 102
·
Our
“revenues” in Recruit guru, will be strictly “Transaction-Value” delivered each
day (i.e. Net collection) – and not the daily remittances, sent by subscribers.
(Which are really “advances”).
Pg.
No. 103
·
“Market Cap”
becomes the driving force / culprit.
Pg.
no. 104
· You could change your destination to galaxy Andromeda!
· Pg. No. 110
·
E.g.:
·
Within an
organisation, feature to customise “access” to different users / Across
Subscribers, a feature to customise “Tariffs” / Customise Functions &
Keywords / Customise Graphs – Bar / Pie etc./
·
Customise
“Org. Charts / Job Descriptions / Skill – based graphs for IT industry
·
My
suggestion to design “Guru Ad (Simple)” & offer it to 10,000 employers /
job – advertisers – whit their own past job Advt – database – would be such a
mass – customization.
Pg.
No. 111
·
In India,
this has also happened in case of “Cell – Phone Service” rates dropping from
Rs. 16/min. (3 yrs. ago) to Rs. 1-2/min. today. Ti has gone down to 40p/min.
now.
Pg.
No. 112
·
“Accuracy of
Extraction” is our “Primary Performance Vector”.
·
In our case,
Function Profile Graph is the (first) “differentiating element”, which
differentiates Recruit guru from all other “extraction – software’s”, currently
available in the market.
Pg.
No. 113
·
Sanjeev
·
We must
convince the placement agencies that, (in turn), they can differentiate themselves
(from their competitors) by sending Image Builder resumes to their clients when
rests are sending plain email resumes.
·
Value +
objective Utility
Pg.
No. 114
·
Our Subscriber
FLIGHT – DECK, would be a powerful marketing tool, Which Tech Team must develop
fast.
Pg.
No. 115
·
When we
offer “licensing” to jobsites they may have same fear – that we will hijack
their corporate clients. How can we overcome this fear? – By never allowing on
WWJ (1) Job Advt. posting (2) Resume search. For jobsites, 100% of their
revenue comes from corporates thru these 2 services. We will keep out of that
to assure jobsites that we have no intention to compete with them.
·
NO MSP is
ready to share with us their subscriber database.
Pg.
No. 116
·
On web
service, each new feature, becomes automatically available (and instantly) to
all existing & potential customers at the same time. Email must get sent to
all.
·
On Recruit
Guru, each feature introduced must be tracked for its “usage”. That alone can
tell us whether the new feature is popular or not.
Pg.
No. 117
·
E.g.:
·
Giving
demo’s to Satish Doshi & Prakash Kewalramani
·
As soon as
we get 5 newspapers to sing up for JAS, we display their names on “FREE
CONTENT” page. When other Editors see these names, hopefully they too would
want to register for JAS, creating a ban wagon effect.
·
Rajiv is
working on this today. (13-06-05)
Pg.
No. 119
·
Sanjeev
·
See the
chart developed by me for scoring & ranking of minor / major improvements
in Recruit guru (may be 50/60 new transactions).
·
Clients
won’t tick (__) Tran’s action check – boxes unless they KNOW what each of these
buttons (mouse – clicks) can do for him.
·
As we
introduce each new feature you have to send out emails again & again
·
All of my
statement (of major / minor features) fall into this category, Vis: [+1 Mkt.
Research]
·
Last 6 days
we are, on an average, sending 20 JAM, but not a single “Apply Online” click!
Something seems to be wrong. (13-06-05)
Pg.
No. 120
·
Each new
feature (major / minor) proposed by me may have its unique “niche” market, but
being web service all will be present / displayed on Recruit guru.
·
Right now
the most critical factor (for all clients) is how to upload resumes fast on
Recruit guru server. I, have today, explained to Sanjeev & asked him to
create an HTML page on Recruit guru about Reliance Warless Terminal + train
Umesh / Manish who supplied RWT to US. Team – up with them. (01-11-03)
·
By 2006
Pg.
No. 122
·
Average
Revenue / Customer
·
Highest
Revenue / Customer
·
Lowest
Revenue / Customer
·
Time to make
money!
·
It will be
same R/G – it ever a competitor ventures onto our territory – and our success
will bring some, sooner or later. But till then, we will keep raising the
prices, every few months.
Pg.
No. 124
·
Surely
competitors will bring – out, equally good or better – “Extraction” software’s.
Before they do, we must process millions of resume & insure that no one can
match Image Builder’s QUALITY enshrined in its “funk. Profile / Salary Profile
/ Design. Profile etc.
·
By offering FREE
net – telephony amongst its subscribers, within 2 years, SKYPE managed to get
40 million users – adding 150,000 per day at the moment. Q; when – and How –
will they start making money? (13-06-05)
Pg.
No. 125
·
(01-11-03)
·
Primary
threat to Recruit guru will come from AI / Neural Net natural language processing
software’s which will mimic human brain’s “logic” capabilities – which we have
captured in Recruit guru algorithms, based on pre – set “rules”.
·
Although
rapidly rising microprocessor capacities will help us – and potential
competitors – we must incorporate AI / Neural net capabilities in Recruit guru
– before someone does!
Pg.
No. 127
·
Recruit guru
·
Aryan RMS
Abacus? Will we take them over? Would we need to acquire them? For what good
business reason?
Pg.
No. 134
·
Jobseekers are
used to searching for jobs on jobsites for last 7/8 years. It has become a
habit. It will take JAM 2/3 years to change this habit.
·
For our
consultants used to searching resumes using ISYS, changeover to recruit guru
could be such a shock.
Pg.
No. 135
·
Those who
have started using JAM and, after a few weeks of use, become “comfortable”
applying – online from their mobiles, will never revert to jobsites. Having
tasted this ultimate convenience, they would not want any other way. Only them
they will talk to friends.
·
Tyre of Recruit
guru.
·
What is
however discomforting is to apply based on a 160 character SMS instead of a
3000 character job – advt. it will take time to overcome this “nervousness”
·
Sanjeev
Pg.
No. 136
·
For same
reason, I plan to make Guru Ad / Guru Job as “familiar” to Corporates /
Jobseekers, as possible. (Whatever they are used to)
·
As far as
Paradigm Shock is concerned, using Recruit guru’s search – engine (Guru Search)
is not at all different from using a “Resume – Search” Engine on any jobsite.
Hence for existing Subscribers of Monster / Naukri / Jobs Ahead etc., there
will – if any – paradigm shock in use of Guru Search so, that takes us straight
to Bowling Alley! And all these Corporates & Placement Agencies become our
“Target / Beachhead” right away!! Hell with visionaries.
·
Pg.
No. 137
·
Placement
Agencies & Subscribers of Monster / Naukri / Jobs Ahead etc.
·
Let us by
pass the chasm! Just fly over it.
·
Other End –
Employers who have never used a jobsite for posting jobs or searching Resumes.
Those who continue to advertise in of India!
·
And HR mgrs.
are the ones who will take to recruit guru because of +1 features of salary
Graph / Design. Graph / Tenure graph & a host of similar Executive Population
Profiles. (02-11-03)
Pg.
No. 138
·
Simple
“Extraction” software. Without funk. Profile graphs, would quality as “well –
worn Application”.
·
HR Mgrs. are
quite conservative / they don’t like to take risks / they want to play safe
& not try UNKNOWNS / they don’t want shock!
·
If JAM
managers to reach small town jobseekers (Courtesy – BSNL + Airtel) it is quite
possible that they may adopt JAM much more easily than their urban counterparts
– urban fellows are used to searching jobs on jobsites and may find it
difficult to give up their habit whereas rural jobseekers have never / seldom
visited encounter / delivery of job – related info. He may not care much for a
3000 character job – advt.
Pg.
No. 139
·
In our case, if
“Bowling Alley” is Placement Agencies then, spending time / effort / money on
Interview Mgmt. Module, would be a waste! But Guru Ad will be great feature.
Because 70% of advertisers on jobsites are placement agencies who post assets
on multiple sites & would love Guru Ads.
Pg.
No. 141
·
Our function
– profiles are coloured graphs (Line) other profiles will be bar - charts / pie
– charts / even 3 dimensioned – graphs! – Which will rotate!! We must
mesmerise.
·
On WWJ,
“where Are Job?” graphs are shown as PIE charts in colours.
·
For making
presentations to Corps. Mgmt., we will make these human profiles available as
stand – alone module, - independent of an Image Builder.
·
I would not
be surprised if many HR Managers Subscribe to Recruit guru for these “Executive
– Profiles Module” only! Ditto for HR consulting community - who may have no
use for Guru Mine!
Pg.
No. 142
·
Just as TV
is trying to become a PC & a PC is trying to become a TV. Both will
converge & turn into a “O OPS” (Read my 1987 report “QUO VADIS”, for
definition of O OPS) (02-11-03)
Pg.
No. 143
·
Placement
Agencies are NOT interested in technology of Recruit guru (AI / Neural Net
etc.). They only want to know how Recruit guru will increase their “competitive
Advantage” over other Placement Agencies simple.
Pg.
No. 145
·
When, can we
expect Placement Agencies to start calling Sanjeev – instead of Sanjeev calling
them?
·
Imitation is
the best form of flattery! So, the moment we find a clone of Recruit guru (web
service) in the market, we will know that we are inside a “tornado”!
Pg.
No. 146
·
Should a
clone of Recruit guru appear after some time, we must not lower our price (to
fight) – we must introduce new features – which he cannot!
·
We will not
invite PRESS COVERAGE until we have a few “Very Happy” customers – but
thereafter we will need such coverage on a regular basis.
·
We will ship
straight into the Bowling Alley vis: Placement Agencies.
·
(We too).
Pg.
No. 147
·
Our first target
– India
·
Our Second
target – USA
·
I think, this
priority will also hold for JAM.
·
We expect to
despatch 480 folders this week.
·
If in the next 4
weeks, we find that 20 new papers sing – up to receive daily JAS, then the
publicity that WWJ will get, might be enough to start a tornado. (13-06-05)
·
If hundreds of
Placement Agencies start sending thousands of Image Builders to hundreds of
their corporate clients, then a tornado can start, amongst corporates.
Pg.
No. 148
·
We have to
enter the MAIN STREET (of Corporate end – employers), riding piggy – back on
placement Agencies. Let them “market” us to corporates.
·
For JAM this
could be FRESH GRADS.
·
By making
extraction “free”, we want to ensure that the Placement Agencies have nil
resistance to adopting Recruit guru.
·
This is why
I removed Image Builder from WWJ.
·
Overused
jargon
·
Mr Hakku of
“I – Flex”
·
(Flex cube)
·
SANJEEV
·
Direct
transfer of Resumes from In Mailbox into Guru Mine – automatically &
without human intervention – is a KEY COMPONENT – for success.
Pg.
No. 149
·
WWJ’s “free”
publicity would be riding piggy – back on 20/30/50 newspapers publishing JAS.
Pg.
No. 153
·
If
corporates get a feeling that they are (unwittingly) locked – in Recruit guru,
they will resent. But they will get a feeling of “options / choices / freedom”
– even if they get to use the same technology licenced to Monster / Naukri
& a hundred different jobsites! We all hate to get “Locked – In”.
·
(02-11-03)
·
In my
yesterday’s note on Guru Ad, I have suggested that Guru Ad be so (simply)
designed that it can run on an employer’s server (with his own database of past
Advt) AND – also run on many partner jobsites (pulling from WWJ), with a COMMON
/ POOLED database of everybody’s job – advt. If the “Look / Feel / Experience”
remains same, whether a HR mgr. is working on his own local server or he is
working on a partner website, then chances of “adoption” will be much better.
(13-06-05)
Pg.
No. 154
·
This is like
Recruit guru (web serves) also offering “online testing” by partnering with
another website which specialises in this or tiring up with some – one else for
a best – of – bread Interview Management Module.
Pg.
No. 155
·
In our case,
this is (Guru Mine + Guru Search)
Pg.
No. 156
·
In my
opinion (Guru Mine + Guru Search) is barely 10% complete! – But it is a
foundation.
·
Image
Builder is such an Apply break – through – riding back of Guru Mine.
·
For us these
are Place, Agency.
·
Q:
·
Even if we
feel, we can speed – up “whole – product” by teeing - up with ARYAN / RMS /
ABACUS etc. what is their customer – base? That will tell us “Customer –
Acceptance” of their applications (in which we are interested). Then their
applications may not be in. NET on the other hand, USA software applications
may not suit Indian conditions.
Pg.
No. 157
·
Is it
“thinkable”, that, without monetary exchange, we cross – license, Guru Mine /
Guru Search to Job Street, in return for their Liana / Siva? This could be a
WIN – WIN situation for both!!
·
We can beat
Monster / Naukri with such combination. To be able to bargain from a position
of strength, we should open this dialogue, only after we get 500 subscribers
first – and may be a tie – up with timesjobs.om first.
Pg.
No. 159
·
We
understand the “compelling Reason” for Placement Agencies (to buy) because, we
one ourselves.
·
Global
Recruiter is our MAP.
Pg.
No. 160
Monster
·
Naukri
·
Jobs Ahead etc.
·
Being able to
offer to their existing subscribers, a complete “end – to – end’ solution thru
Guru Mine & Guru Search
·
They don’t have
anything like Guru Mine of their own – but they have an established client –
base.
·
If the first few
newspapers who sign up for JAS find their circulation going – up, then the news
is bound to spread amongst the publishing community. We would come to know
indirectly if we find a sudden rush to register.
·
Same may hold
true for jobsites signing – up for Guru Ad / Guru Job.
Pg.
No. 162
·
We do not to
partner with jobsites (i.e. license Guru Mine Guru Search) in order to get
“access” to their Client – base. We could approach them directly on our own.
But the reasons, we may still want to license jobsites are:
·
To give a
feeling to corps – rates, that they do have choices / options. That they are
not “Locked – In” to Recruit guru.
·
To prevent
them from developing an equivalent of Guru Mine / Guru Search.
·
To make
Image Builder the deface to Industry Standard = the new currency of
Recruitment. It is thru such licensing of jobsites that we can withdraw from
circulation – the old. Existing currency vis: Plain email resume.
Pg.
No. 163
·
Next
“infrastructure – swap” (as far as e-recruitment is concerned) is Mobile –
Phones, replacing PCs connected to Internet. At that time, Image Builder will
need to change & become an MMS. This will happen by 2007. Then, once again
paradigm will shift when Interactive TV will take roots by 2010. Image Builder
will need change once again to suit the new delivery channel. (02-11-03)
Pg.
No. 164
·
Obviously,
while licensing our technology to jobsites (partnering), we would prefer the
big daddies (Monster – USA – e.g.) but that is not going to be easy! So, we
must be ready / willing to start with smaller Indian jobsites to gather a
momentum – a kind of critical mass – so that, we gradually move – up to corner
the gorillas, on the other hand, it is these gorillas who have revenues – and
can afford to pay an upfront down payment.
·
I am
prepared to offer JAM to BSNL for 6p!
·
To keep out
competition
Pg.
No. 165
·
If Timesjobs.Com
licenses our technology, in order to provide an “end – to – end” solution to
their corporate job advertisers – then it is very likely that Monster India may
feel “left – out”.
·
For JAM, this
will become possible if we succeed in teeing up, both the supply – side
(Jobsites) AND the Delivery side (MSPs)
·
In JAS offering,
folder, read “TORA TORA TORA”.
Pg. No.
167
·
For
jobsites, if Guru Ad brings more job – Advt (and more revenue), then would be
interested in our success. “Guru Job” will get them more resumes – which, in
turn, will motivate more Corporate Clients to post more job – Advt.
·
In my
today’s letter to Sandip Das of HUTCH, I have referred to our tie – up with
MTNL / Airtel. This lends respectability and credibility.
Pg.
No. 175
·
For us, it
will be this for the moment
Pg.
No. 176
·
Al though
many online / offline resume search are available, there is no alternator to
Guru Mine / Image Builder at present.
Pg.
No. 177
·
Bottleneck =
Creation of structured database from plain email resumes
·
Radical change =
Guru Mine / Image Builder
·
Progress =
Getting more “Search – Assignments” from Corps. Clients
Pg.
No. 178
·
To make
Recruit guru “Whole Product”, we need to add (a) Guru Ad (b) Interview Mgmt.
Module (for End Employer) (c) order Exec. Module – for Place Agency
·
We too need
visuals (like MIMIC diagrams) for order Exec. Module
Pg.
No. 179
·
Our “product
leadership” is based on projecting Functional Exposure Profile, graphically
& showing thereon the “position / rank” of a given resume.
·
We need to
engage intimately with Placement Agencies.
Pg.
No. 180
·
Aryan / RMS
Abacus?
·
It would be
interesting to find out how many Placement Agencies have even “heard” of these
companies & how many have actually “used” their products.
·
We do have
good product – innovation which, we must translate in cash fast.
Pg.
No. 181
·
We plan to
maximize market – share by keeping “Extraction FREE. Placement agencies want a
“searchable” database – even if they need to conduct just ONE search every day!
But for that ONE solitary search, they don’t want to invest lakhs of rupees in
creating such a database. (05-11-03)
Pg.
No. 182
·
We intend to
“reset the standards” with our Image Builder & funk. Profiles of – Salary –
Design. Level – Tenure – Eddo. Etc. etc.
Pg.
No. 183
·
We must
ensure a steady stream of innovations – new features – new modules, both thru
Recruit guru and thru World-Wide-Jobs.com.
Pg.
No. 184
·
Use of D/E
operators or use of ISYS type text – based search.
·
Aryan – RMS
Abacus
Pg.
No. 185
·
To keep
expanding / growing, we will plough – back all of our earnings into expanding
R&D & in delivery – mechanism – and I hope to keep raising prices in absence
of real competition & once we have a very large client – base “locked” –
into our product. That should provide enough funds.
Pg.
No. 186
·
It is other
way around in JAM.
·
We deliver
“on credit” to MSP. As far as MSPs – are concerned they collect instantly if
delivering to prepaid subscribers
·
We have
chosen a “Pre – paid model – (negative working capital)
Pg.
No. 187
·
In our case,
we have to virtually create a demand for Recruit guru – same with JAM. – Although
some jobseekers are getting job – alerts as emails.
·
If there is
no competitor to R/G for next 2 years & it by that time, we have got 80% of
Placement Agency Mkt. & 60% of Business India – 500, Market, then
“switching – costs” for these companies, will be so great, that they would not
consider switching – even if, by that time, there is on alternative.
Pg.
No. 188
·
Obviously any
“New Elements” that we will introduce from time – to – time, will be available
only to those clients, who continue to subscribe to Recruit guru – either
directly or thru our “Licensee” websites.
Pg.
No. 190
·
Since 70% of
advertisers on Monster / Naukri etc. are Placement Agencies, they would rightly
treat these as their “Territory” & will resent our incursions into this
territory thru Recruit guru. We must take pains to convince jobsites that, even
though territory is same, we are into “Extraction” market – where they are not!
In fact we “compliment” them!
·
The final
verdict will be by the corporate End-Employers – the FORCE which will drive,
both the Placement Agencies & the jobsites
Pg.
No. 191
·
I have no
doubt what – so – ever, that in the long run we will make more money (from Rend
– Employers) from Salary / Design. / Tenure / Eddo. & other “Candidate
Profiles” than from extraction / search. (06-11-03)
·
In fact,
these profiles will create the next tornado. These profiles will profiles will
provide real time BI (Busy. Intelligence) to HR Mgrs.
Pg.
No. 192
·
We must keep
2 steps ahead of Monster / Naukri etc.
·
Our clients
who have learned to inter – pert funk. Profile Graphs, will find it easy to
grasp other profiles.
Pg.
No. 193
·
There is no
direct “price – point” comparison between Recruit guru and regular jobsites. In
JAM, there is. Many jobsites are delivering FREE job – alerts over email. We
too did so in 3pjobs.com in 1997.
Pg.
No. 194
·
Will Jammers
want to “differentiate” from their friends who continue to visit jobsites for
job search? Can we get mobile owners to want to “belong” jamming community?
·
Sanjeev - your
email & phonic communication must vividly describe the client benefits.
(06-11-03)
Pg.
No. 195
·
In any case,
there is no question of ever comparing Recruit guru with other jobsites – since
we claim that R/G is actually COMOLIMENTING these websites & not competing
with them. Of course it will be a different story when WWJ gets launched!
Pg. No. 196
·
Sanjeev
·
I have
repeatedly stressed this angle – of introducing in the minds of Placement
Agency owners that if they do not subscribe to R/G, they stand to get wiped –
out by their competitors who will get competitive advantage over them! This
must be done in a subtle manner.
·
Big
Placement Agencies & big End – Employers are “strategic” customers for us.
Pg.
No. 197
·
Placement
Agencies
Pg.
No. 199
·
In our case,
we cannot even dream of becoming a gorilla, unless our (Recruit guru) servers
are able to cater to hundreds of subscribers, SIMULTANEOUSLY & rapidly. As
“extraction” volumes grow, we will need to keep adding more servers, all the
time. (06-11-03)
Pg.
No. 202
·
Licensing
our technology to jobsites – and thereby enabling them to offer a complete
solution to their subscribers – is such an “Alliance”.
· Jobs Ahead acquired by Monster – around Mid-2004.·
·
We must
convince these “monkeys” that their only chance to take – on & defeat the
“Gorillas”, is by licensing our technology & offering a superior / complete
solution to corporates.
Pg.
No. 203
·
The idea
behind making job – alert SMS “free” is same. First we must get jobseekers
“used” to receiving alerts on their mobile. Then gradually they will be tempted
to click “Apply Online”
·
BSNL wants
to charge only Rs: 1/= for apply online
·
Once our
subscribers get lured by “free” extraction, they have to buy high – priced
“search”.
·
When Guru Ad
/ Guru Job are ready for deployment, amongst many other smaller jobsites, we
will also target Job Street / Jobs dB /times job.
Pg.
No. 204
·
Today’s
newspaper says HP’s printer – market share in India, went down from 85% to 60%
during last year – Canon / Epson gained 10 points. (07-11-03)
·
Where
Recruit guru is.
·
Quite true
Pg.
No. 205
·
I hope we do not
wake – up the Gorillas, till we quietly launch World-Wide-Jobs.Com because then
we will compete with them directly – on their turf – but with superior weapons.
·
So far there is no
sign that Monster / Naukri has taken any serious note of WWJ.
·
Where funk.
Profile Graphs are revolutionary, these will not be THE reason why Place.
Agencies & Corporates will subscribe to R/G. I feel it would have more to
do with their total ignorance of extraction software’s available from USA.
Where we have to “excel” is in promoting / marketing of R/G in India, which USA
companies cannot.
·
Read our web –
page “ownership Issues”
·
Same with R/G.
·
I don’t want to
shout from roof – top (re: our unique value – propose tion) till we have signed
– up ALL MSPs thereby literally Precluding competition.
·
We are not
posing any “threat” (loss of revenue) to jobsites (Gorillas – especially).
Pg.
No. 206
·
By licensing
our technology, this is what times - jobs would be doing Vis: entering a New
Market”.
·
Although
times jobs is really not an “Old Guard” (being 6 months old), we can help it to
challenge Monster / Naukri. Revenue from its print – media can help subsidize
this “fight”. It is quite possible times jobs can overthrow Monster / Naukri!
We need this “Power Relationship” to do what we can – not do on our own!
Pg.
No. 207
·
Timesjobs.com
neither charges candidates nor corporates. They have no revenue – model! – So
it has nothing to lose / give – up by teeing – up with Recruit guru. On other
hand, there is no way Monster / Naukri can afford to give – up their existing
revenue models for something totally UN – certain.
·
Of course
Monster / Naukri will fight like hell, if we tie up with times.
Pg.
No. 208
·
L & T
was one of the first of purchase these “flying round – balls” for secretaries
of its Directors.
·
Nothing can
stop Monster / Naukri to (1) License any “extraction – technology” (2) develop
one on its own. They Recruit guru “Lead” will stand reduced! So we must keep
innovating.
Pg.
No. 209
·
By
repeatedly proclaiming that R/G is “complimenting” Jobsites – and not competing
with them – we must give them a sense of “security” – so that they do not think
of “eliminating” us! We must repeatedly tell them that we belong to the fourth
guardant.
·
I am sure
times job would be looking for such opportunity.
Pg.
No. 210
·
In the eyes of
the jobsites, this credibility (for R/G) can come only when they find one
Thousand subscribers have signed – up for our service!
·
Obviously we are
in 4th we have a new product for a new market
·
We want to
plough back all our profits for new innovations, till we become WORLD NO: 1!
Pg.
No. 212
·
“Extraction”
is something which Monster / Naukri may not consider worth investing their time
& effort (especially when we make it FREE).
·
This is
exactly what we too must do to Monster! Naukri by letting times jobs to do our
“fighting”. Keeping Monster / Naukri “Occupied” with times jobs, will divert
their attention from us!
·
If I can get
Monster / Naukri’s attention diverted towards times jobs, then they may not
notice the steady progress WWJ / JAS would make. At this stage, I cannot afford
them to look up on WWJ as a “threat”.
Pg.
No. 213
·
Image
Builder
·
Global
Recruiter is the “whole” picture Recruit guru is only the beginning
·
Replace old
currency with new currency.
·
Place.
Agencies
·
I will have
to play upon their “emotions” (fear / greed) to get the jobsites to sing up for
Guru Ad / Guru Job.
Pg.
No. 214
·
“Web
services” is such a new computing platform.
·
If &
when we try to extend R/G into USA, the local jobsites there, will most
certainly fight a bitter battle by teeing – up with Extraction Software Vendors
(-also to col natives). We may want to first be No. 1 in India before venturing
to USA – otherwise they would not respect us! We must be able to negotiate our
USA “alliances” from a position of strength. May be conquering ASIA first.
(08-11-03)
·
If we are a
“native”, Monster India is an Imperialist (arrival) in our geography!
·
At the
earliest opportunity, I would like to strike a deal with Monster / Naukri – but
when I am strong.
Pg.
No. 215
·
I don’t think
small jobsites would feel threatened by JAM. Most have very few Corporate
Clients & few thousand resumes. They may welcome Guru Ad / Guru Job,
because that would give them (their jobseekers), access to 100,000 job Advt to
search from – something which neither Monster nor Naukri can claim!
·
We must first
gain momentum amongst Placement Agencies – they move on to IT Cos. – then Non –
IT Cos. – then licensing. And when that has cornered 10/15 jobsites then launch
WWJ.Com
·
We have reversed
the order!
Pg.
No. 216
·
When Satish Doshi
is telling us that R/G is incomplete without “Guru Ad”, is he behaving like
this?
Pg.
No. 217
·
For the
first 2 years, (or at least 1 yr. in case of a wild response), we do not wish
to negatively impact anybody’s ability to make money. If anything, we must
enhance it.
·
For ty –
niner
·
I don’t
think it would be prudent to announce our intention that we want R/G to become
THE Recruitment Platform.
Pg.
No. 221
·
We are
constantly “adapting” to changing scenario.
Pg.
No. 222
·
Sanjeev
·
That is you!
·
Remember – what
can go wrong, WILL go wrong! So the key ability of a manager is to ANTICIPATE!
·
All my
projections / expectations about Recruit guru went haywire! So I dismantled the
team & changed track to WWJ / JAM – making freest projection. There can be
no let up.
Pg.
No. 225
·
Extraction /
Image Builder / Funk. Profiles are this “Discontinuous Innovations” which we
want Placement Agencies to adopt first before moving on to IT / ITES firms.
·
Search abc
database
·
Guru Ad
·
Fortunately
we do because we ourselves are a Place. Agency!
·
Sanjeev
Pg.
No. 226
·
What issues is
“Common” to all placement agencies?
·
We must get
3 segments under our belt first (1) Place. Agencies (2) IT (3) ITES
·
Sanjeev
·
We had
targeted Rs. 57L in 2003 / 04 & Rs. 260L in 200 / 05. We must measure
ourselves against these targets. (09-11-03)
·
We had to
shut down Recruit guru within 4 months when we realised we did not have deep –
pockets.
Pg.
No. 227
·
This we have
done – but only the Variable portion.
·
I expect our
“Bowling Alley” phase to last next 6 months, by which time, we should
thoroughly “debug” & make customer Flight – Deck robust.
·
Aryan / RMS /
Abacus may come – up with new features in their products.
·
Making R/G THE
PLATFORM.
Pg.
No. 228
·
Ship / ship
/ ship
·
Get 10 new
subscriptions every day!
·
Keep all
“customization” on a backburner. During Tornado phase, we may not even get to
“meet” (personally) 5% of Cos. Which register online?
·
This is why
my insistence on mention of Reliance Fixed Wireless Terminal, in all our
marketing communications. This is where client are going to get “stumped”.
Pg.
No. 229
·
Tornado phase
simply cannot be managed without an excellent “Recruit guru Flight Deck” – a
virtual “CONTROL ROOM / WAR ROOM” where minute – to – minute developments are
visible on screens.
·
Although -
all of these will be reqd.
·
This is why
we have opted for (1) Web Service (2) Pay – Per – Use (3) Prepaid
·
Strong
system & Process oriented leaders.
·
Like someone
who insists on daily use of OES & monitors thru OES!
Pg.
No. 230
·
USA market
·
USA market
will get impressed only when Salary / Design. Profiles get added to the Image
Builder. These profiles will be of great interest & use to IT Cos. In USA
who intend to recruit Indian IT pros. For USA or Indian operations.
Pg.
No. 231
·
Salary / Design.
/ Tenure / Eddo. Profiles do not require complex software development. Standard
statistical packages will suffice. Much issue would be to get jobseekers to
part with their data – willingly, even eagerly. This would require them a lot
of fabulous “services” free, in rectums for which, they would give such data. This
is not possible without launch of WWJ.Com.
Pg.
No. 232
·
Owners of
Place. Agencies
Pg.
No. 233
·
Needed to
“Plough – back” to build – up “Resources” for the Tornado phase viz. Rs. 2.6
crores in 2004 / 05.
·
Pg. No. 238
·
OES provides such
a feedback to our Consultants. (09-11-03) (13-06-05)
·
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