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When I read any book, I scribble my comments / notes in the margins
Page no 06
·
Translated for our business, this
means, “Every recruiter would info (resume) about every jobseeker & vice
–versa” trick is to make this in of available on ONE website- instead of 10000
we bites!
Page of 07
·
Now, it is revenues &
profits.
·
In just 6 months (mar 2000 to
sept-2000) these web-strategies are being discarded!
·
About to close down!
·
But one must not freeze in to
“indecisions” because it may turn-out to be a “wrong” decision!
·
Page no 21
·
Instant / automatic
communications (email / phone/ fax / letter / sms / voicemail etc.) are at the
order execution.
·
Our goal is to develop &
install “manpower Budgeting software” on the intranets of Indian companies,
this softer will be linked to our website, to send “candidate Alerts” to these
corporates. This will be a mere beginning!
Page no 22
·
In course of time between
then (the software & website) the entire HR FUNCTION of predicating
corporates shall be managed by us! E:g planning / recruitment / retention
training / performance Appraisal ) annual rewards / motivation / staff admin
/ discipline separation / organization /
etc.etc.
·
Patience, persuasion,
perseverance. (3p)
Page no 23
·
In our case these are
“jobseekers” & “Recruiters”
·
“Job Alerts & candidates alert
in our case.
·
We thought of these at about
same time (1990) but, hope to implement only in Nov. 2000!
Page no 25
·
Build “decision-rules” (logic) in
to computers itself.
Page no 34
·
There are hundreds of
millions of jobseekers, distributed all over the world. And unlike DeBeers,
(which controls 70% of entire world’s supply of rough diamonds,) this supply
(of jobseekers) is NOT controlled by one or few recruitment firms!
·
There are severs hundred
small recruiting firms in India alone, each having a few thousand resumes in
their box-files. Then there are severs thousand “personal Managers” , each
responsibly for recruiting a few people each year-but receiving several hundred
resumes each year thru print advs.,
Page no 35
·
If each job-site is
considered a major “store “of resumes, our industry- situation is quite
similar. The top 10 Indian jobsites, together, boast of less than ONE MILLION
resumes. Compare this with 50 million active “jobseekers” on India!
·
Our premise is same / Equal
these with 2000 + small recruiting companies hundred resumes each.
·
Monster com finds no problem
with a million resumes on its website! \
Page no 36
·
This is like a resume search
on our website, simultaneously getting executed on 1000 /= other job-site! But
results getting displayed on our website!
Page no 37
·
Our “search parameters “are
industry 218/ function =114/ Design level =9
Page no 44
·
Is this the reason we are on
the top of India times.com directory?
Page no 45
·
The way we started 3p in a 60 sq.
Fit business-center cabin in 1990!
Page no 54
·
Interviewing Experts
(function / industry specials)
Page no 55
·
Our consultants are too busy
offline “headhunting” & executing “search-assignments, find any time
surfing competing job-sites!
Page no 57
·
We are attempting to put in
place, our ORDER EXECUTIONMODULE there years after launch of our website!
Hopefully by feb-2001
Page no 59
·
This could happen to us if
thousands of jobseekers “EDIT” their resumes online on our website, every day.
·
Around 94/95, I thought, no one
will send us resumes thru!
Page no 60
·
Our NT website, launched on
15/05/2000. Say’s “we do not accept emailed resumes-only those submitted thru
online web forms” in 2000 A.D., there is no way you can ride 2 horses at same
time! There is no way to build –up a searchable database of emailed resumes.
·
Some as our DATA CAPTUCHR
module1!
·
To some extent, comparable to
membership Directories of CA / ICWA professional bodies?( potential jobseekers)
Page no 61
·
Our experience of extracting
details of 30.000 executives from 900 corporate Annual Reports has been
back-breaking!
·
Although, we have not
given-up as yet, details-gathering about passive jobseekers (non –members) from
various sources, this database-creation effort, would have to be given-up over
a period of time.
Page no 62
·
In our case too, resumes get
obsolete with passage of time or jobseekers withdraw from the job-market, so,
getting them to edit the resumes often, is important.
Page no 63
·
We have kept away
·
From this (registration &
tracking customer pattern) on purpose, but next month, we will introduce “job
Alert” & “candidate Alert” as VOLUNTARY features.
Page no 64
·
Tapan “order Execution module” of
Amazon. This has been envisaged in your proposal.
Page no 80
·
Someday we would need to hire
experienced (but young 35/40 yr. old) personnel managers ( must be web-savvy )
to think –up of new HR –related “ Applications” on our website & to guide
poisoned Managers on how to use those features foremost. Of these will be an HR
Bulletin Board where personnel Managers can pose / post their questions /
problem and balms and other personnel managers will “answer” like our job-alert “
Page no 81
·
We have never taken an
opinion-poll amongst personnel managers about what they think of our website in
terms of content / simplicity of use speed etc.
·
On our old UNIX site we had a
counter for “no .of Headhunt sessions conducted on this site since”
Page no 83
·
I think this (million titles)
did the trick. Question before us is, “how can we build up a resume-base of 1
million, without spending RS- 10 cr.the way naukri.or jobsahed have done?
Page no 84
·
NIRMIT
·
We are not prepared at all,
for “online sale of resumes” which must start seriously from 1 April 2001
better earlier.
Page no 86
·
Fortunately, in our business
model,
·
By submitting their resumes
online, jobseekers create “content” for the recruiters,
·
By posting job-advs.
Recruiters create “content” for jobseekers. We do not spend any time or effort
on creating content.
Page no 87
·
No questions asked.
·
For us this would come thru
Bulletin Board for Personnel Managers.
·
We do same, since NOV. - 97
when we launched our site.
Page no 88
·
DO we, acknowledge a shopping
basket? We should.
·
Within 6/8 monthly of
implementation our order execution module must migrate online.i.e by NOV.2001
Page no 89
·
In our business, there are
“returns”
Page no 91
·
2 ¾ yrs. from first launch
(same time we took to switch from UNIX to NT)
Page no 98
·
This could be equally true of
job-sites.
·
This is same as asking, “Why
should a personnel Manager conduct a resume search on a website install of
advertising in print-media?
·
Answer, of course, is
obvious: HE cannot do things in print-media that he can do on a job-site!
Page no 99
·
In our case this can come
about only when our “order- execution business” processes get just as much
automated as our * Resume database
building-up process.
·
Resume –search process.
·
Same is true of Microsoft
& dell’s web-based businesses.
Page no 100
·
We too have planned a trend
analysis of jobs- market (from job-posting pattern)
·
Personnel Managers (who are
our client) are no different! We would need to put in massive effort to educate
them.
Page no 102
·
It is like saying, “someday, you
can have answers / solutions to all of your HR related problems on 3p jobs”.
Page no 105
·
Early 2000, Naukri. Com get #
2 million for 10% from ICICI.
Page no 132
·
Our “magic-cube” matrix
should enable us to target specific “industries” just like this I have this
mailing campaign plagued ¾ yrs. back.
·
We have 218 categories of
“industries”/ 114 categories of “functions” / 9 categories of “Designation-
levels”!
Page no 138
·
Remember, conducting online
“Resume search “is a new way of shopping for personnel Managers –at least in
India.
Page no 141
·
Ultimately we would have many
more categories & money millions of executive resumes.
Page no 142
·
We hope to accomplish this
with our HR Bulletin Board ( Q & A on HR ISSUES )
·
ON our Bulletin Board, shall
we allow Personnel Managers to “post “their “answers” directly? Without any intervention from our side.
Page no 143
·
If we start paying RS-5 for every
resume that came thru a panther website, someone could “cheat” the system by
hiring a data –entry operator to type-in lot of “fictitious” resumes.
Page no 146
·
In our case, “NACT members”
“colleges” from where will we get the resumes.
·
Like our saying “we will find
jobs for more no.of your students”
·
This is like our partnering
for small time, local, one-man, recruiting companies, to post their resumes on
our website thru this program; we offer them an opportunity (equal) to “market”
their dormant / sleepy resumes to personal Managers around the world”
Page no 147
·
In any case these, small
–time recruiting agents are in no position to break-in /get business (executive
search assignments) from large corporations, 5000 miles away!
Page no 149
·
Like 300.000 / students at APTECH
alone.
·
Employee productivity. Are we
ready to “market thousands of NACT resumes? These should arrive on our website
by Jan 2001.
Page no 150
·
When implement ed.our order
Execution system should enable us to grow TEN TIMES!
·
NIRMIT mr.Nagle.
·
This is one of the best
internet –related book I read, early this or late last year ( I think, I gave
this book to gujril)
Page no 151
·
We must remember this when we
(someday soon), allow a client to track his order online on our website,
·
This may not be possible in
our case, sine we have no “registration” for resume-search or job-search.
Page no 152
·
Like, now we are trying to in
traduce our “Terms” our “client janam –kundli (in order execution module)
includes “orders History”
·
Our site too, is all about
this.
Page no – 153
·
Does an AUTO go, when a recruiter
sends a shopping basket to us?
Page no 155
·
Pritam – this is any, on our
site we offer 3 diffmethods to discover a resume!
·
He is on right track, in our
case, all companies be logging to same industry or offering similar / IDENTICAL
products / services,
Page no 154
·
Like our “magic-cube”? We cannot recommend (online) either a jobseeker
or a recruiter!
·
Pritam / “resumes” or “jobs”
that were yet to get posted! JOB Alert / candidate Alert.
Page no 155
·
He is on right track, in our
case, all companies belonging to same INDUSTRY or offering similar / identical
PRODUCTS / SERVICES, are likely to need same “type “of EXECUTIVES!
Page no 156
·
We too, can do this, if we
“record / track/ trend- analyses each & every “job search” & “resume
search”!
·
Nirmit chaitalf Pritam / very
much like our partner website program which we launched in May 2000 (originally
targeted for Jan 2000)
Page no 157
·
Pritam – we too could sing-up at
least a few hundred if we can simplify partner-kit!
Page no 160
·
I would not be surprised if
95% of Indian Personnel Managers were to tell us same thing! We need to
“educate “them.
Page no 161
·
Same as getting our
consultants to conduct “resume – search on our own website.
Page no 163
·
CMT / Mitchell / AMB
·
I have prepared? ( -and
elicited to you ) ,a list of some 40/50 FAQ ? (Frequently asked questions) you
should try to develop “STD RESPONSES “to all of these –and more!
Page no 165
·
Pritam --- only this morning
I sent write-up of “candidate- Alert “pages, where I have tried to anticipate
–and provide solution to this problem.
·
Will our jobs database make
difference to people who do not get “ASCENT” & Head start?
Page no 169
·
Remember, Amazon’s Associate
Program “– p: 156?
Page no 170
·
We have, jobsahed / job
street / prized jobs / mafic (all of which were lunched 18/24 months after we (launched
our site in NOV, 97)
Page no 171
·
Like our plan for a resume
database of “retired prof” –available for consultancy advisory services
/part-time etc.
Page no 174
·
If would be different story
today!
Page no 180
·
We are planning to gradually
move from offline to online.
Page no 184
·
When we get on to selling
resumes “online” there will be no “returns “!
Page no 185
·
Obviously, in an online bookshop no book gets
“obsolete” reaming “unsold” given sufficient time
Page no 186
·
By distributing (free),
resume database CD amongst Personnel mangers (for) offline resume search) we in
tend to create a demand for our “candidates”
·
Our 3p jobs program (NACT+ COLLEGS)
aims to do same.
Page no 192
·
Could we expect this to
happen (with arrival of resumes on our website) after our planned demo to
APTECH students on 6/12/2000?
Page no 196
·
On our old UNIX server, there was
a counter against each job. Adv. which should how many times it was viewed.
·
Last week he opened in japan
page no 201
·
E.g.
·
When all books turn digital &
get delivered over wires!
Page no 202
·
When we have this size of
resume database, we could leverage it to many business proposals.
Page no 203
·
Whenever our “compensation
Analysis” application gets launched, we want that any surfer should be able to
“sample” it – except that full analysis will be viewable.
·
We have a Desig levels 218 Ind /114 fumitory.
Page no 207
·
Our attempt to tie-up with SW
caliber & Boston insti (and Karros) for software skills tests (to NACT
students) are in this belief.
·
Ave –visitor to our website
spends 18 min but only 12% make return – visits!
Page no 213
·
Every time we place an
executive with a client, it creates a vacancy elsewhere! And the tribe of
headhunters keeps growing! The merry –go –round goes on –and –on.
Page no 217
·
I propose to get aggressive
after we have made some money first! So there is no chance of our “getting
big-fast”
·
In fact, if we manage to
build-up a resume- database of ONE MILLION, we may not need to spend any money
on “sales & marketing”! I think corporate –clients of a 100% success-rate
in finding the “right” gay.
Page no 218
·
For us, “online education
portals”?
Page no 221
·
Went bust 3 days back!
Page no 223
·
We are in same business! Not
recruitment.
Page no 224
·
Still a boss making site.
Page no 225
·
We could do this with
job-Advert which a person feels her friend might be interested in.
Page no 225
·
We could do this with
job-Adv. which a person feels her friend might be interested.in.
Page no 226
·
Price paid to acquire customers.
Page no 227
·
WAP enabled sites?
·
If properly publicized we too
could pull-off such a feat with our “jobalexf & features
·
Launched yesterday we too
must send a short message (sms) on mobiles.
·
Only are repeat visitors on
our site!
Page no 228
·
For sw caliber & BOSTON’S
software skills taste, could we insist that “Registration” takes place on our
server ( password & username, in case of a member) and then passed on to
their servers? This way our “mailing database” would grow.
Page no 229
·
Ave.visitor to our website
spends 18 mints.
·
This is like sending our
online headhunters to a competing job-site! Takes some guts.IT would be far
better to send-out his “inquiry” to other jobsites & pick-up their suitable
“resumes” & then forwards to that headhunter!
Page no 231
·
When I talk of tying –up with
colleges & computer EDU. Institutes all over the country, it is these
“warehouse” (of resumes) that I have in mind!
·
We have tied-up with 361 NACT
members (comp.Edu inst.) + & Engg.colleges so far Nirmit is on his way to
USA to “market” these resumes.
·
In our 3p JOBS PROGRAM, there
is no risk-and very little expense. We are laying foundation of our business.
Page no 239
·
We should have an anosmatic
system to “broadcast” a “job / position” amongst millions, when an online
headhunter does not find such a “candidates” in our resume database (our
inventory)
Page no 242
·
This will be his undoing! May be
when we have a million resumes, we can ask him to “sell” these!!
·
Sine this book got published
Amazon’s stock-price has gone down by over 50./.
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