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When I read any book, I scribble my comments / notes in the margins
Page no xv
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17/08/2006 bharti parekh
birthday.
Page no 11
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We need to know that period 7 life where a person
works with “peak” efficiency not entire life –an.-nor
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An average – gut for an
individual.
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When “mass- customization” –
gets applied to “retirement age”, people will have different dates.
Page no 12
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It will have lot –to-do with
an individual’s mind-set.
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3p has been my second career
for 12 yrs. And now recrutguru my third career for last 4 yrs.
Page no 14
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They don’t want you to get a
shock, looking at the prices!
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True of most websites! Of
course, space limitation matters,
Page no 15
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Someday global recruiter must
cater to global jobseekers and global employers.
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There are currently 12
million foreign / immigrant workers in USA.
Page no 17
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In Veda’s, god describes self
as I am not this, Nov am I that and that and that”
Page no 19
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Our bencwlark method of
“Resume Search” would enable such customization.
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This was the only process in
India some 30 / 50 yrs. ago perhaps, it still persists in most small towns.
Page no 21
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In 2003, we launched
Recrutguru.com (to shut it down within 4/5 months), hoping that corporates
would upload their millions of resumes and aerate their online structured
databases. May be we didn’t try hard enough but this just did not catch the
fancy of the HR mgrs. NOW ,we have “switched” our perspective & decided to
offer guru mine / guru search as “
offline” s /w tools .let us see if that catches on !
Page no 22
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VRR = V ritual Reality Recruitment (virtual job
fair)
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We will launch it on global
Recruiter
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It will be based on IM (
instant messaging ) ( yahoo + M S N)
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Corporate HR mgrs. &
registered can dilates logs into VRR
page ,his name ( in case of HR mgrs. –this will be the name of his company )
will get displayed , in the “ buddy list”
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So, candidates will know
which companies are online at that moment.
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Similarly HR mgrs. Will see
the names of the candidates who are online at that very moment.
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A “matchmaking Agent”
software, running in the background, will compare the “Resume Raw score” of
each of the online candidates with each of the jobAdvts posted by those online
HR mgrs. And display following table.
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“ Desire to interview” &
“Desire to be interviewed” ( by HR mgrs.) ---- ( by candidates)
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Will be matched &
displayed, so that both parties and anyone party can “initiate” a chat /
intewiew.
Page no 23
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May be we are trying such
“counter trends”, in the form of: (trend-yet
to be Profiles (counterernol) Vs. Text resumes ( trend)
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JAM
Vs. job search (trend )
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VR- virtual recruitment Vs.
I T T ( Across the table interactive interview tool
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(Virtual job fair IM-V 2.0 ) which in itself will be a
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WITH online notification of “countertrend” to current methods of
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Which HR mgrs. Are online interviewing.
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“ Candidates ““ at any point of time.
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A” virtual job fair” can
obsolete “physical job fair’s because of
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Great convenience & time
saring
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Elimination of “ mis – match”
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No limit on No.of HR mgrs.
& of candidates!
Page no 24
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Farfetched convoluted /
scenario described by me on p= 22 is an example of “RE intermediation s/w”
13/15/28
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Million links returned by
Google! When you more than 10 relevant links!
Page no 25
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Read “paradox of choices”
Page no 26
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Truism in every country.
Page no 33
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What rubbish! You are talking
of “consequese not counter- trends!
Page no 40
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It is the biggest business in
India in last 2 years or so half-a – dozen “religious” TV channels have
started.
Page no 50
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Incidentally, in today’s
demo. Mr.marwah did not hold-out much hope (success) for a “parsing” tool (s/w)
or a conventional search- engine to search a structured resume database- but (like-me)
he too thinks far ahead of times of times! The only sensible way to find out is
to launch & see response.
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“Profiles” set calibrated to
each individual jobseeker. Like our decision 5 days back to put India recruiter
on back burner and expedite launch of guru mire guru search tool.
Page no 54
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It is safe to assume that
there will be HR mgrs. & recruitment Agencies, who will love “profile”
& India recruiter & there will be equal no. who will denigrate our
efforts. It is possible that a great majority will use it but will not swear
“but it they will use it whenever it supports their views beliefs.
Page no 55
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Will HR mgrs. “open-up their
minds” when they see profile? Will they probe? Will try to “interpret” or will
they require to be told tutored, re how profiles can help them take better
faster hiring desirous ?after all , profiles is radically new idea. Same with
bird-Flue.
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In my promo email to
jobseekers (re=profiles) it is this “FEAR” that I am trying to impartment use
profiles or risk not being called for intrewev.
Page no 63
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Indian parliament is about to
amend the information act (RTI) within 2 UN of launch
Page No 65
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From Oat, indri Noyil will
take over as CEO of PEPSICO – WORLD WIDE.
Page No 78
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MAY BE one can initiate
“trend” –but cannot control its direction & seeped there after the trend
will assume its own “lite” & live –out its life cycle.
Page no 79
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A diversified business is
less vulnerable to business cycles that affect its different businesses. When
some are down other may be up & compensate.
Page no 81
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Most big companies ,when it
comes to hiring fresh graduates, go for direct campus- interviews, rather than
advertise in newspapers ( - the intermediaries).
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Campuses (colleges) are the
producers. Now companies set-up their own colleges / training institutions,
from where they “sure “their human-in puts, thereby becoming
“producers’themeselves.
Page no 84
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May not hold Google stores
millions of pages & soon Google library project may store millions of books
including those published a 100 years’ ago and render them searchable thru
search parameters (colocation pnnciple)
Page no 85
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“Resumes” are “authored’ by
jobseekers our ultimate goal is to make a resume interactive and enable a
recruiter to chat (contact interview) with concerned jobseeker thru video-
conferencing, using a pc or a TV or a laptop or a mobile
·
We are about to make a beginning
feature may be with IIT (interactive interview tool) as an important of India
recruiter. To enlarge expand the question –bank I should think-up of a way get
final year MBA (HR) students to participate.
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For final year MBA (HR)
students to for tribute to question Databank I need to tum IIT in to a game
Page no 86
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This means, one need not “buy /
purchase” entire “ course” ( consisting of ,say, 25 lectures) but one can “buy”
only one lecture at a time – a kind of “ pay –per-use “model-in place of
subscription model , semester wise tuition fees, this will make a university
into some kind of con tent creation machine for domain- knowledge’s of many
types .
·
That will see emergence of
software’s that will compare “contents “ of “ prices “of retail offerings of
hundreds of universities.
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In India, re tailing is following
the path trend set by western counters Vis: it is getting more “organized” into
malls / superstores / hyper-markets. Next door conveniences stores will also
exist.
Page no 87
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Jobsites act as
“intermediaries” between jobseekers and recruiters – taking advantage of ones
ignorance about the other and vice-versa. Can we think of “disintermediation”
the jobsites where by
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Recruiters simply “Exchange”
amongst themalves, millions of resumes lying on their haddocks? –in –the same
manner that “Bit torrent” enables music – lovers & video lovers to exchange
/ download, from millions of computers / Q:how does Bit torrent make money ?
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I hope jobseekers will re”
commend “global recruiter to each other! Maybe some HR mgrs. Will also talk
about GR to co professionals.
Page no 88
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Read “paradox of choices”
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We have planned to deliver
job- seekers thrum mobiles PE TV newspapers radio
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Marshal McLuhan “medium is
the message”
Page no 89
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Also mobile phones with built
–in cameras surpassed Saks of digital cameras in 2006.
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Read my Report “Quo VADIS?”
-1987.
Page No 90
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Even today it is a relatively
simple technology, to enable a jobseeker to embed into his resume, a video /
audio clip of his own, which are cruiser can see / listen, when he opens that
resume ,
·
Same could be done with a
jobAdvts.
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Our first step towards this
(expropriating attention of HR mgrs.) is to add GRAPICS (profiles) next will
have to be 1) photos images, later, we will need to add sound.
Page no 91
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“Profiles” may have same
effect when first launched. Nothing like that has been seen before by
Recruiters- so, it will take some time for them to figure- out, how profiles in
crews their productivity (the benefit) . But I think, once this realization
sinks in, its acceptance will grow rapidly.
Page no 94
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I was told this some 35/40
years back, by a senior partner of A-F. Ferguson, while interviewing me.
Page no 98
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Downloading a resume (@
RS.1/=) IS A “ecommerce transaction” so we must make it very very easy for a re
curter to find quickly, that precise “information (resume)” that he is searching.
Page no 99
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A s/w agent for each
jobseeker and for each recruiter.
Page no 100
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Possibly college students
brought on such interactivity may like IIT s’ mml tipple clicking revealing
multiple question so A chance to impress the candidates?
Page no 101
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Will IIT (interactive
interview tool) differentiate an interviewer’s “interviewing experience”? Will it
make him more “engaged” ? For this reason, it could well be that younger HR
mgrs. May feel much more inclined to “experiment”
·
Graphs in profiles are
“processed info” saving time to interpret make sense.
Page no 103
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Then there is also “you get
only only one chance to make a good first impression” unless you happen to be
Microsoft, you don’t dare launch software with hundreds of bugs!
Page no 105
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My challenge is to make
“profile” sound equally profound as TQM! For that i will need endorsement from
celebrities – in our case, high profile HR directors & HR cousuitsnts. We
have to turn “profile” into a fad! Maybe I can get some authors to endorse. Celebrity
endorsement.
Page no 106
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So are “profiles”
Page no 120
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Read my note “HORO” scope and
other stories”
Page no 121
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What are the “events” of
interest / significance to us? These are
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A jobseeker finding “suitable
job-Advt” during Jobsearach
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A recruiter “suitable resume”
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What type of aggregation can
/ will increase the probable ties of these events?
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We have this book in our
library
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We have envisaged global
recruiter as a “network” of jobsites not as a stand- alone
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May be this is the reason;
Google has become “unstoppable” (no matter, how hard MSN / YAHOO might try!
Page no 122
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SWARM theory
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This means we have got to get
a few big companies (HR mgs) to endorse & start using “profiles” others
will follow. (We have this book)
Page no 123
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Once a large no. of HR mgrs.
Start insisting on profiles, candidates do not have much choice. IF they don’t
fall in line (and continue to send / use plan text resumes,) they risk not
being called for interview!
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For real FEAR to set-in, those
profile users, who do get an interview call, will need to share their
experience with their friends.
Page no 126
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NOW some airline has come-up
which offer “only first class” flights! The nice market.
Page no 127
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Also (or precisely) the
reason, GLOBAL Recruiter will charge RE-1/ = per click (on job advs. & on
resumes) to corporate subscribers. IDEA is to persuade a large no .of those
500,000 / small businesses to subscribe to global recruiter they need to fill
up (maybe) only 1 vacancy / year since
,on an average , they employ 10 persons
Page no 130
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Especially if they are
jobless.
Page no 140
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I have yet to learn, how to
send a SMS, I I AGREE.
Page No 200
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In many of our “profile”
(function / salary / tenure- and a few more planned). We have an inbuilt
feature of “comparison” with co-professionals. And this “relativity” keeps
changing as more resumes get added every day. Hopefully jobseekers will keep
coming back to global recruiter to cheek-up on their latest “standing “ranking”
if they “exit” they have no way to “compare themselves with others.
Page no 201
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If we offer enterprises (
Desktop) version of guru mine / guruserch ( to create database from resume / to
search that database at a “ reasonable price – then we could get corporates “
looked” with profiles ,once hooked, they will that jobseeker send only profile
since only “profiles” can be searched offline using guruserch! Next they might
want to use IIT, which again requires, that the corporates continue with us as
subscribers!
Page no 204
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“Profiles” will be both
unique & sudden.
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For us “use of statistics”
Page no 207
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Someday we will write computer
logic / algorithms to search for “patterns “amongst millions of resumes to
“predict” which executives will –get what “designation / salary” when - become
“successful”
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Resumes are “record of
jobseekers.
Page no 216
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Timesjobs.com which was a
pure –play, online jobsite, is now getting “into “offline” regular recruitment services
(it has bought-over “smart hire-a recruitment agency) .on other hard we are
trying to get in to “online” recruitment thru global Recruiter.
Page no 210
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Top mgr. When we have large
amount data, we will try to figure out this relationship. |
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Sr.mgr |
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Mgr. |
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Sr.mgr |
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Entry
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Entry
- step s-xe jr.mge mgr. |
Sir .mgr. top mgr. |
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Preceding Designation level. ---
Page no 222
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What we are trying to do thru
global Recruiter & offline installment of guru mine guru search.
Page no 224
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Opposite of “self- fulfilling
prophesy”
Page no 225
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We are “ forecasting”
profiles as “ the next currency of
recruitment” in an indirect way are also trying to forecast the demise of “
plan text resumes ( the OLD CURRENCY )” How can we make this a ?
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This can only happen if
profiles vastly simplify the lives & recruitment agencies.
Page no 226
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We are going to tell
jobseekers = “If you use les, you will we will also use (FEAR) to activate (if
you send a plan text a self – fulfilling prophesy.
Page no 227
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Get interview-calls “(-
which, some of them, will get in any case!) Resume, it won’t get read & you
won’t get an interview call.
Page no 231
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Millions of jobseekers, all
over the world, feel this way.
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We have to turn “profile” in
to such a weapon
Page no 232
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Employed / unemployed what
new “weapons” will the unemployed use? Can use of “profiles” give them the hope
to become employed? I am not talking of
giving them “jobs- only “hope “for jobs.
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