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When I read any book, I scribble my comments / notes in the margins
Page no = 19
·
Read my circulars
“communicating for I had to write in a language that 7000 / workers would
understand.
Page no = 20
·
Read my note “A Beauty Index”
1 percent would be truer!
Page no = 28
1)
Millions of resume on
jobsites 2) ½ million “ “local hardisk 3) Executive references on
Google.
Page no = 29
·
Guru Archive will be such an
“assistant “to our consultants, “highlighting” some 1000 suitable /
relevant. / Resumes (for any chosen
position / vacancy), out of 5.5 l.
·
IT would be manually
impossible to locate these 1000 out of 5.5 l.
Page no = 31
·
By “match – indexing “5.5
lakh resumes, Guru Archive will convert this huge database into “ordered
knowledge” from an “in formation glut “in a very narrow domain we would do a
better job of document search than Google.
Page no = 38
·
Within a matter of seconds, Guru
Archive wills shortlist (in a descending order of relevance),
·
A few hundred executives who are
better than + 3.5
Page no = 43
·
One of the major weaknesses
of jobsites (monster / Naukri / Thimesjobs etc.) is their “Annual subscription
Model “(revenue-model). I intend to exploit this weakness, thru Global
recruiter’s “pay-per- use / pay-per-click” payment system. Hopefully this will
attract, lakhs of small / medium size farms to switch over to “online recruiter
ments process”
Page no = 45
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Will “Profiles “do the trick?
·
Our goal is to make job
search and resume search, o obsolete thru JAM / RAM etc.
Page no = 47
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For last 3 months, I have shifted
attention / resources from Global Recruiter, to developing productivity –
enhancing tools for our own consultants. Unless they like these and use these,
hope how can we hope to succeed in the market? 3p is our testing ground.
Page no = 51
·
HR managers must focus on
interviewing, software must do the rest.
·
Soft wear can do everything
except interviewing / evaluating a candidate. Hence HR mgrs. must focus on that,
leaving rest to s/w tools.
Page no = 52
·
Forget job search / forget
Resume search. Let jobs & resumes come, searching for you.
Page no = 55
·
For Executive search, corporate
Indies first choice, not resume but profiles. Job Alerts on mobile
Page no = 69
·
Exactly our problem right now
with meager resources.
Page no = 78
·
When India Recruiter lunches with
RE: 1/ = per click (pay -per –use), will monster / Naukri / times jobs, move to
“counter”?
Page no = 79
·
This is why global Recruiter
will fix RE: 1 / per click – so as to expand the “online Recruitment “market to
pull-in thousands of small / medium companies, who have. Never before used
online recruitment.
Page no = 81
·
For monster / Naukri /times
jobs, it is no more a question of “marketing down “their prices –it will be
question of giving –up their present “revenue –model “(annual subscription)
·
Our different “structure”
would be “Delivery of web services to a network of jobsites which would give us a low –cost
advantage in global recruiter
Page no = 84
·
Thru Guru Grab – Gurusish- Guru Match –guru cast
/ Guru Archive etc., we are trying to automatic our business processes. This use of IT will help us- tackle more business
Global Recruiter will be vastly different brand as compared to existing
convention jobsites.
Page no = 89
·
In guru cast
job-desriptions.extrracted from many job-adverts. (Which are fairly interchangeable)
will be present to recruiters, to select from!
Page no= 99
·
“stand- alone “jobsites (e.g.
’monster / Naukri / times jobs)
·
A web-services “NETWRORK “of
jobsites (Global Recruiter.net)
·
Read “just Do it “–a- life
ketch of Richard Branson.
Page no= 107
·
Read “Fooled by randomness”
by Nassim Taleb
Page no 114
·
Ans: Remain sharply focused
on our core business,
Page no = 117
·
Which in turn, got sold to
2/3 yrs. ago?
Page no = 123
·
Global Recruiter Network (of
websites), aims to become a “different distribution system “(for jobs & resumes)
as compared to existing “standalone “JOBSITES.
·
DOWN with job search resume search.
Page no = 124
·
Pay per click pay per use /
why pay huge sum up-front? Irrespective vie of actual usage.
·
Rope-in existing recruitment
agencies thru
1)
Submit Resume private
2)
Guru Quest online inter
active interview tool.
Page no = 125
·
Ordinary (text) resumes can
only be “read” We must capitalize on the fact the “PROILES “can be “viewed “A
picture is better than a thousand words “?
Stop reading resumes. Start in intruding Images!
Page no = 145
·
If top executive search firms
start sending “profiles” to their corporate clients, then would earn us there:
seal of Approval “same would happen if top 10 biggest recruiters (corporates)
insist on profiles
·
Today is the 9th
anniversary of the launch of 3pjobs.com
Page no = 148
·
Mindless diversify cafion:
losingfouuse.
·
Will “profiles” place
Indiarecuriter in the “specialist” category?
Page no = 173
·
Global Recruiter Network is right now, only a concept.
“Profiles” is
·
Monster / Naukri / times job
etc. are certainly not going to like idea behind Global Recruiter &
profiles! If they try to run it down openly, we stand to get free publicity!
Page no = 179
·
Amongst HR mgr. & Recruitment
Agencies there will be many critics of profiles. But the more they talk about
profiles, the more, it will find acceptance among those who really benefit.
·
We should use this quote
somewhere on our website.
Page no = 190
·
Searching for job-advts?
(Info) or resumes (info) from dozens of jobsites is NOT easy .it is also time
consuming. In global Recruiter, we will make life simple for jobseekers and recruiters.
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