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When I read any book, I scribble my comments / notes in the margins
Page No 08
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When we approach corporate
subscribers & Recruitment Agencies ( to subscribe to India recruiter ) we
just cannot complete with monster / Naukri / tines jobs, as far as Resume
Database is concerned, we have NO resumes ( to begin with ), whereas they have
millions. So even if our services were absolutely free employers will NOT
switchover to idiarecuriter when we have
NO resumes, there is no point in talking about Rs 1 / = per click !
·
We can only compete on the
basis of our other “different- acting” feature Vis
·
Profiles
·
IIT
·
In course of time, IIM and,
we will need to keep our services FREE for a few months
Page no 09
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RS- 1 / PAY –PER CLICK ( and
no large, upfront, annual subscription )
be a “motivator” for small / medium / companies to for “ online Recruitment” ( which
they may have never done before) “pay –as –you –go “model cannot motivate ate
big corporations, for whom monster Naukri’s annual subscription is “peanuts “in
relation the “ value” of searching finding millions of resumes.
Page no 11
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IN stage # 1
·
Our immediate prospects =
Recruitment Agencies (between 800/ 2000)
·
Our sales pitch = 1) monster /
Naukri cannot give them profiles only we can.
·
2) Your competing recruitment
agencies are wining business using profiles while you are still stuck on plan
text resumes.
Page no 20
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ALL of immediate propane’s
(large companies & 700/ 2000 pacemaker agencies) are already subscribing to
monster Naukri / timasjons.
Page no 21
·
If we succeed in getting a
few recruitment agencies to start sending “profiles” ( instead of plaintext
resumes ) to their corporate clients, then there is a good chance that
corporates will get to appreciate the big difference between profiles
& text resumes.
·
The best way to “sell (to
large corporates) is to get the recruitment agencies to “endorse” profile by
switching over to profiles we must get them to do our selling!
Page no 24
·
With their resources, monster
/ Naukri / times jobs can give (their existing corpo.clients) a vastly superior service given time of 6/12
months, they can even offer a “product” that matches / exceeds our “ profiles” in
which case,
·
They don’t’ even need to
match our price!
·
My only hope is that they
will ignore us wngenough for us to build up a big subrsonberbase (we have no
funds for a rapid ramp-up) then again a miracle could happen!
·
Today s’ newspapers say that
info edge’s (Naukri) shares (IPO) got listed at nearby RS: 700 /= as against
offer price of RS= 320 /! This raised Sanjeev Bhikchandani’s Bhikchandani’s
share (44.6 %) to RS: 720 Crores!!
Page no 28
·
I am not sure whether monster
/ Naukri sales persons have any “deep personal contact / relation with their
corps subscribers -except for the relay big “accounts”
·
I fuel most crop- subscnbers,
register “ONLINE “& MAKE online payments or thru cheques. I suppose a sales person ( of online ) would
talk to their corps clients only at the time of renewal of annual subscriptions,
or when client is facing some online
trouble should a corps . Subscnbers of
Naukri decide to switch-over to monster India or times jobs I don’t think would
first,
·
Call-up Naukri’s sales person
and ask him to “match” either the price or service or features of monster!
Page no 30
·
I suppose, all recruiters “
expect” no more than plain text resumes from jobsites- simply because a
better alternative done not exist as of
now .but once they see profiles & IIT ,they not want plan text resumes anymore
! Profiles should raise their expectations.
Page no 35
·
Also increasing “pleasure /
happiness”
Page no 37
·
I must re-read, those
hundreds of emails that I have Recruiter “pain in the neck? “Reading hundreds
of plan resumes, day after day.pnducing pain in the neck? Stop reading resumes:
start interpreting images.
·
Switch-over to profiles:
Page no 42
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What precisely is “being
underserved on jobsite? 1) Being served with hundreds of irrelevant resumes
during a resume-search
·
2) Having to spend hours
reading those resumes, to find out that 90% are irrelevant to your needs /
requirement.
Page no 43
·
Arranging the search-result (the
resumes shortlisted) in the descending order of relevance (match-index or
percentile) so that HR mgr. Need to read only the top 10 out of (maybe) 400!
·
Also highlighting (in red)
the keywords in the resume- those very same keywords which HR mgr. has selected
in the first place to conduct the search, in short “Guru Archive”
·
“Company profiles “we have these
profiles extracted from corps job advs. For about 40.000 / companies. When
idiarecuriter gets launched, we will send equals to these companies I head to
list these companies, in the descending order of the no of job-advs. That they
have hosted on Naukri.
Page no 44
·
Corporates want that their vacancy info ( job-Advt)
reach the most relevant / suitable candidates within minutes / hours of posting
the ad-on-jobsite we will do this by extracting
the keywords from job-Advt matching with resumes – then emailing
job-alerts to matching candidates obviously all / mast of these companies ane
repeatedly their job-advs. On monster Naukri / times jobs they are their
“current providers”
·
In online jobsites there such
thing!
Page no 45
·
When a corps-subscriber (or
even a recruitment agency) posts its job-Advt on India recruiter, can we devise
a “Reporting system” that send out on email to the advertiser:
·
Your jobs advt. was delivered
to 5326 candidates via email, within 43 minutes of posting your job-Advt .the
demographic details of the 5326 candidates are as follows: city wise / endwise
/func.wise/ Age wise / design wise/ Eddo-wise .
·
I don’t any jobsite today,
gives such a feedback to a job advertise
but this could mean jobseekers may not come / conduct job searches
online on idiarecuriter, nor “click-open” jobAdvts thereby upsetting our revenue-model ! But we
can hide contact info of the advert tiser & make jobseekers to visit the
full jobAdvts online & then click.
Page no 47
·
In an online jobsite business,
I don’t think there is much scope to develop a “personal relationship” of
course if we try to sell “guru Archive /” guru quest” / “guru-grad” etc. as
offline enterprise version, we would need to meet our prospects in person.
Page no 48
·
Read on global Recruiter ( GR )
webpage called “ why HR loves GR “ – a point –by – point comparison of our “
offering / features” visa-a- vis what
monster offer , this was prepared a year ago and needs updating . Ryan Air?
Page no 50
·
Not having millions of
resumes in our datable is our weakness and strength of monster Naukri etc.
·
But profiles / IIT become our
strengths and their weaknesses
Page no 51
·
Guru Archive / profiles will
be a case in point
Page no 52
·
No other jobsite offers
“profiles”- but it will take some time before corps. HR mgrs. Start seeing its
advantages.
·
Convenience time saving
quality of hiring decisions pinpoint search (Needle in the haystavle)
Page no 53
·
A resume-search on India
Recruiter will return a shortlist of resumes, much the same way monster /
Naukri / does- except, we will present these in the descending order of “Match
Index”- and clicking will produce profiles.
·
Need to read / view only the top
ten.
Page no 54
·
In online jobsite, there
isn’t much scope for providing individualized “proactive services “we can only offer
same / identical services to all subscribers.
Page no 55
·
It is going to be a long
educative process for us to sell the idea of profiles to HR mgrs. Get them to
see the benefits but, on the other hand , if a few large firms start insisting
on profiles others will follow, even if they do not full understand its benefits.
Page no 56
·
For tunately” profiles” is
visual / graphical / except that very few people are abele to quickly interpret
“Frequency Distribution “ curve , and
selling the concept of “mean “ / standard deviation / going to be easy
,perhaps, IT companies may understand / appreciate what we have managed to
achieve .
Page no 59
1)
A uttered homepage
2)
Where to log-in?
3)
What services are being
offered?
4)
Can I tryout even without
registering?
5)
Samples / examples of what I
can expect if I were to register
6)
Free trial period
7)
Can I avoid looking?
8)
Not getting
“ last”
9)
Ability to jump- back return
to any page anytime from anywhere, with a single click.
·
Email / fax / phone no an /
each a every page & clickable too- to get in touch within minutes,
Page no 62
·
We will need to hold seminars of
HR mgrs. & demonstrate the simplicity / beanty of profiles
Page no 89
·
In a Resume search, the most
relevant resumes at the top- arranged in descending order of match- index.
·
When you conduct a resume
search on jobsites are you happy with the quantity / quality / relevance of the
resumes? How good a match are these to what you are
searching?
Page no 111
1)
Matching keywords in my jobsites ( match with advt.
keywords )
2)
Having high “percentile score
“(match with master set of keyword “more relevant “to what? Ans; myadvt –my
search criteria
Page no 112
·
HR mgrs. When it wait for
more than 10) seconds. ? –with a message “WAIT” on a jobsite, for the search
–results to appear- in the descending order of “ match index” ( Keywords mate
him their search – criteria ) , GOOGLE ,returns search results in 0.16 second /
except too many of one single- words
Page no 113
·
I suppose if India RECRUITER
can deliver “relevant search results “even in 10 seconds, HR would sigh-up
right- now! But (unfortunately) right now, we don’t ‘have any resumes online in
India Recruiter! I hope to be able to get these offline offering of guru quest.
If HR mgrs. really like guru quest, these is a strong possibility that may
insist that candidates first register on IndiaReruitter then email their
profiles
Page no 122
·
NO Recruitment Agency or HR
manager , world rush to “unsubscribe” from monster / Naukri , even after
deciding to subscriber to idiarecuriter Apart from the fact be may have a few
months “ subscription balance, be may not want to put all his eggs in one
basket. We ourselves have concurrent subscriptions from monster, Naukri and
times jobs.
Page no 125
·
In an online recruitment
business, I don’t’ think any HR mgr., ever goes back to jobsite (incumbent
service provider) to check out whether he can match your service!
·
In any case monster / Naukri will
not undertake to introduce a new service / feature just in order to satisfy /
retain one client! Without any client approaching asking, they will decide to
match our profiles / IIT etc., if they find that idiarecuriter has become a success!
Page no 128
·
There are over 500 jobsites
here, but only 3 (monster / Naukri / times jobs) have sales people to make
sales calls. Like the rest, initially at least, India Recruiter too would
“market “itself them emails .we cannot afford sales staff in the beginning.
Page no 129
·
How much of a potential
client’s experience can we “control” thru email? I out of 10 will hit the
“delete” button even without opening the email. Perhaps powerful “endorsements”
from optioning leaders could do the trick.
Page no 143
·
As soon as we get a few big
corporates to sing –up on indiaRe,we
will repeatedly adverbs / publicize that fact amongst other potential
users we will have a “ client list” on homepage & also email that list to
potential clients we will also publish “ client comments” like on back page of
this book & every book!
Page no 179
·
Yesterday, NIRMIT received
“Enterprise scion – 2006 Entrepreneur Award (service sector) instituted by
DNAMONEY (newspaper) & item Management College
Page no 180
·
Will profiles & (someday)
JAM, accelerate this process?
Page no 196
·
But we cannot will not remain
“unique” for long if we are hugely successful. If we are, we will need to
ramp-up fast & put distance between us & copycat followers. We will
need resources to ramp-up.
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