====================================================================================
When I read any book, I scribble my comments / notes in the margins
Page no
= x (1)
·
I hope global Recruiter-
with its many novel features- falls in this category. We would soon know, how
much “competitive Advantage. We will get. Read my note “Do not upset the Apple
cart” By analyzing what a company pays (by way of salaries) to its existing
(comparable) employees, a HR mgr. Can decide what salary to a prospective
employee all within few seconds!
Page no
= 01 (2)
·
Profiles will change
dynamically (in real time), with arrival of each new resume on Gobel Recruiter.
Page no
= 02 (3)
·
P =200 of book
“Future think “talks of (a business) cresting “Exit Barriers” to “prevent a
customer –Escape. We will do so turn profiles. Which changes all the time –
forcing jobseekers & recruiters to log in see “latest” change? They must
keep coming back, again & again.
Page no
= 04 (4)
·
To an extent JAM
& RAM will fall under this analysis.
Page no
= 09 (5)
·
Our Admin Tools (Dashboards)
in Global Recruiter will enable Parmer websites (and ourselves) to instantly,
how many resume & job Advts are getting posted –as these are getting posted.
Page no
= 10 (6)
·
We plan to capture “snapshot images” of all jobseekers
profiles once a month and archive these snapshots, which, the jobseeker himself
OR a receive these snapshots, which, sequence, to see how that jobseeker; s
Presumes score “charged over the years – as more & more resumes poured in.
·
A plain text resume? Recruiters it whenever they want. This
is like the control Room of power plant or AIRTRAFFIC control or train
movements.
Page
no = 11 (7)
·
We are planning
counters NO- of registered jobseekers / NO –of job Advts poster with
dynamically changing figures,
Page
no = 13 (8)
·
With employee –
churn? (Attrition rate) at 20% -50 % per year, this is what HR mgrs. At it/
ties/ BPO companies are asking –we may not be able help them here, but but we
will help them to speed-up recruitment thru Gobel Recruiter. Not being able to hire enough smart people,
fast enough.
·
Plain text resumes
are piling up by thousands on HR mgrs.” Computers but cannot be searched
Germinal Guru search eill half out,
Page no
= 20 (9)
·
Yesterday we started
trial of “Resume Grabber” tool. Looks like it will work. Today saurabh showed
how we can “process” the dowel loaded resumes in to an Excel sheet, which would
vastly increase the Productivity of our consultants; next we will add EMAIL
functionality to the tool. If a client gives an assignment at 5 pm in the
evening we should be able to send him EXCEL sheet of short listed resumes by 10
am next morning!
·
If we keep improving
we keep improving / extending / integrating this tool with FILEFINDER Guru Mine
we search, we could get huge competitive advantage.
Page no
= 25 (10)
·
Resume –Grabber will
not only downloaded resumes (from jobsites) as per each consultant’s
requirement / assignment, but also tabulate AND deliver (as email) on each
consultant’s computer, first thing every morning OR even on a continuous basis
thru out the day.
Page no
= 26 (11)
·
Hopefully in 4
weeks, we will start delivering graphical PROFILES to our corporate clients.
Page no
= 28 (12)
·
Rahul—saurabh—manta /
when global Reciter / India Recruiter are launched, our goal too should be to “connect-up
“with willing (would-be) partner’s websites, with an hour and start delivering
web services.
·
If we succeed in
launching our partners we berets go “LIVE” (within matters of hours), the news
will spread by word of mooch, and even more to sing –up success of
·
Global Recruiter would
depend upon this SPEED.
Page
no= 32 (13)
·
Posting of each
resume on jobadvt on any partner website (a node,) is an “event” – which,
becomes, instantly available to recruiter, visiting any “node” EVERY resume
posted, also instantly modifies (ahead imperceptibly) the profiles.
·
All down loaded
resumes will be available for everybody to see/use. Common pool.
Page no
35 (14)
·
Job reference Resume
preference JAM to jobseekers Alert- RAM to recruiters somewhat like our
proposed IIT.
Page no
= 36 (15)
·
Job search & Resume search have become
commoditized on Monster / Naukri / Thimesjobs.
Page no
=37 (16)
·
Our “profiles” is
just the first step in the direction currently arrival of each new / additional
resume. Modifies. Function profile salary profile. Tenure Profile to these we
will add. Industry profiles Design level profiles. As far as “job Advts”
arrivals are concerned, as of now we have only PIE-CHARTS of “where are the
jobs? “But we have plans for many more ANALYTICS based on job-advert.
Page no
= 45 (17)
·
This is also what
would happen if a recruiter fails to find “suitable” resumes despite repeated
“resume –suitable “job- advts, Hence, We Need Sizable Databases Of Both (Job
Advts/ Resumes) to start with when we launch India Recruiter or else we will
offer to start with.
·
Job search -
Archival 2) Resume- search – Archival.
Page no
= 46 (18)
·
E.g.: we will compile
“frequency distribution” of search criteria used for 1) job search 2) Resume
–search by each & every job- seekers and recruiter then arrange these
“criteria droplets” in the .
·
Descending order of
“occurrences / frequencies” everything that particular jobseeker “ occurrences
/ frequencies” logs in .he will, most likely “click / select” those criteria
which tum-up at the TOP of each drop list these criteria have the highest probabilities
of being “clicked” once-more !
Page no
= 48 (19)
·
Occurrence of a
totally “new / unheard of “Keyword in an incoming resume is event” but must be
captured never the less. Who knows, in weeks & months to come, this “new”
Keyword? Thrums-up in more & more resumes, with greater frequency and may
even push down the rank ladder, what were so far “popular Keywords!
Page no
= 55 (20)
·
Bricking down in to “sub-processes” each of which can be
coded separately as a “component”
Page no
= 59 (21)
·
Our own “automated trading “will progress along following
path:
·
Using “Resume-Grabber “, download resumes (from purple
jobsites)
·
Parse these using Guru Mine / Generate profiles with “Raw.
·
Tabulate /deliver to consultants arranged in “percentile
“score.
·
Enable consultants to open (few good ones), then either
conduct telephonic interview / video- interviews OR email to corporate client
concerned. Get “suitable “jobseekers to
register on India Recruiter. Tell client to conduct ONLINE interview
(indiarecuriter) using IIT / IIM, by giving PEN to client.
Page no
= 60 (22)
·
Can this become unstable?
Page no
= 61 (23)
·
How soon will this reach
100%? – Altogether eliminating human brokers- since no human can assimilate /
digest info within “fraction” of a second, AND then take a wise! Intelligent
“Buy / sell” decision! What could this fig be? In Aug. 2006? Software Agents of
“Buyers” negotiating with software Agents of “sellers”!
Page no
= 62 (24)
·
New trading
opportunities.
·
For recruiter =
Arrival (on global Recruiter) of a “suitable (All subscribers) resume.
·
For jobseekers =
Arrival of a “suitable” job Advts. Both must be alert simultaneously. As soon
as an Opportunity (JAB RAB) .
·
Job preferences
Resume Preferences & entered in advance.
Page no
= 66 (25)
·
OES had features to trace 3p‘s entire history of each &
every “search – assignment” customer-wise. I suppose file –find would have this
feature to give “single view of the customer “to any consultant who is
interested. // the tool being developed by saurabh, will have a feature to
trace / look-up entire “Resume Grab / search” history of each & every.
·
Customer =:
·
What search – assignments were given by each customer &
when & for what vacancies.
·
Who (which consultant handled reach assignment.
Page no
= 69 (26)
·
What do recruitment
managers “what”? They want to be able to issue an “Appointment Letter/ after”
to previously interview / shortlisted, suitable candidate / on the very day:
·
A new vacancy arises
(notified / approved by Management.
·
A person submits his
resignation,
·
If, over the last 2 years,
a corporate has repeatedly advertised for the same position/ vacancy, then you
can safely predict that, they will continue to need such executives, at regular
interval, in future as well just compete the “CYCLE” & “Periodicity “you
can predict WHO (which company) will advertise for whom and when. Low
profanity. & you can predict who (which company) will advertise for and
when.
Page no
= 73 (27)
·
In India this happened a month two back. Bought
by eBay last year.
Page no
= 80 (28)
·
WWJ jobs pasted dunning
last 24 hrs. Only. Our model .we has prepared
some such messages.
Page no
= 81 (29)
·
We have only 300/
400 molly subscribers registered on WWJ in last 20 months! This abysmally low
figure cannot be explained away by saying “Mobile sews ice providers have not
bothered to publicize JAM amongst their subscribers. I feel there is some
technical problem.
·
I tried to register
today on dishtvindia com but could not!
Page no
= 88 (30)
·
3p ‘s client want
“candidate info “fast ResmeGrabler & the “search –the –search” tool being
developed securable will enable strategic
HR & 3p consultants to quickly find and deliver this info to their
clients.
Page no
= 90 (31)
·
Someday we will
enable 3p / strategic HR’s clients to log into our intranet and track the
“progress / status” of their orders (search Assignments) directly on their own.
Page no
= 92 (32)
·
Jobseekers – Recruiter Mgrs. - Headhunters - Jobsites. Real
book “NUTS”
Page no
= 96 (33)
·
Someday (soon) , we will
analyses the thousands of job- advts
that we have downloaded from jobsites (and which we continue to download ) that analysis will tell us .
·
Who (company advertiser),
Advertises for.
·
Which positions?
·
When (date / month) ,
for posting
·
Where (eighty)
·
Then Predict, Based On
Trend (Frequency).
Page no
= 99 (34)
·
Around the time
L&T installed IBM 1401 at powai a punch card input m/c
Page no
= 100 (35)
·
What mukesh Ambani.s
plans to do for Reliance Retail’s 5000+
stores / malls / super-market / Hypermarkets (AND) 5000+ petrol dispensing out
lets of Reliance petroleum
Page no
= 101 (36)
·
I just requested
saurabh the possibility to use “Resume Grabber” to also automatically “post
jobAdvt”
·
On monster India.
Killing two birds with stone! 26/08/2006.
Page no
= 102 (37)
·
We too, cannot
launch Global Respectable database each of job-advts & resumes. But this is
a “chicken first or egg first? Type of situation! Our solution) upload jobAdvt
/ resumes downloaded from Naukri / Monster & make- these “se agreeable” the
“ARCHIVAL” methods.
·
I don’t think any
Indian HR mgr. bothers to pull- down a
job-advts as soon as he has received enough no-of “suitable” Resumes. Automatic
expiry after 30 days /60 days.
Page no
= 103 (36)
·
As distinct from
“physical” products, in a “Digital Product click a job advts or a resume),
there is infinite availability without any constraint on amount of
consumption.
Page no
= 107 (37)
·
For global Recruiter
individual store = each partner website (Retail Shops) customer = Jobseekers
& subscribers of.
·
We will (thru our
own DASHBOARD) keep talk of which (of the arthritis websites) ears “more /
less” revenues (Arrange list of partner websites in the descending order of
revenue earned (for the month / cumulative for the year)
·
Within each partner website
arrange corporate subscribers in the descending order of “purchases” help
partner (i.e. revenue contributed) (month / year) this will help partner
websites (our retailing stores) to pay greater attention to those HR mgrs.
(corporates) who are “paying “more.
Page no
= 110 (38)
·
Analysis of
job-advts, (where are the jobs?) already tells us, “which “functional / skill” “executives
are in great demand in which cities? E.g., corporates (customers) in Bangalore
/ Hyhrabad /demands “software” professionals & pune demands “egg/
Automotive “professionals’ (local Fashions?)
·
See our webpage WWJ
“DO not take a chance”
Page no
= 113 (39)
·
On WWJ “where are
the jobs? “Pie charts are drawn based on last 30 days cumulated data Everyday
one dropped & data for latest day gest “added”.
·
But we must archive
such data for months & years, for each city & each function ( which
lists will, keep growing ) then we should add some more critical ,such as
“Designation – level “,”Actual Designations”
Edu- Qualifications” salary offered” “Age of candidates” etc.-etc. such
massive / stroked database of jobs for
500 cities / towns in the country, can /will generate any kind of “TRENDS /
PATTERNS” (ALONG NAY PARAMETER ) ,over years. We can even detect the “SHIFTS”
In These Trends for Each city /each/ state, over decades!
·
Such TREND ANALYSIS
would be immensely useful to “planners” of all kinds, e.g.
·
Edu-(institute)
planners” – insurance planners / city- services / company / Business / Heath
services.
Page no
= 116 (40)
·
In a very limited
way, “Resumes” are a person’s career History Records, which are accessible to
any recruiter who subscribes to a given jobsite. But not every jobseeker
registers at EVERY jobsite – hence, his resume is not UNIVERASLLY accessible.
We plan to change this situation thru Global Recruiter, in present scenario,
jobsites do not darle risk to “share” their resume – databases, with each
other! They make their money thru resume search. We will force them to change
over to our “pay peg use” revenue. Model. Then they will join.
Page no
= 117 (41)
·
Performance Records at all employer companies, available to
all prospective Employers (HR mgrs.)
·
Similar situation with India HR mgrs. This is what job-
seekers don’t want! & often, HR mgrs. Are themselves jobseekers!
Page no
= 118 (42)
·
Like jobsites don’t see any benefit in sharing
their resume database.
Page no
= 128 (43)
·
Strategic HR’s
office ( with all of its’ consultants ) will be, our “proof –of- concept
facility” where, we will first test our s/w tools, get feedback and perfect /
fine these, before offering to other
recruit rent firms.
Page no
= 154 (44)
·
“Search saurabh”
tool (searching the searches) would enable all consultants to see/ search /
view, all the resumes ever downloaded by any consultant, at any time. There
will be true “sharing” of info across the organization.
Page no
= 156 (45)
·
This applies equally
to headhunting. The recruitment agency which manages to lay hands on a list of
senior / suitable /prospective candidates FIRST (BEFORE ITS COMPETIORS), is
bound to get more & more business. They are in a “superior position” due to
shorter / faster response time. Enemy= competing Recruiting Agencies.
Page no
= 165 (46)
·
Yesterday, Nirmit spoke
about 3p’s major “constraint” as “lack of a list of senior Executives to
contact” against each “search-mandate” received. Today, we discussed about
modifying “HARVESTER” TOOL, to pluck-out such names from web, to create, heat I
have called “HEADHUNTER’S PARADISE “ (See My Note On Same Subject, A Few months
back, if we manage to design / develop / test / deliver such a tool to 3P’s
consultants, within 2 weeks, we would qualify as “agile”
Page no
= 172 (47)
·
Both “RajivGvable”
& search Suable” tools” will be huge productivity increasing means for our
consultants.
Page no
= 174 (48)
·
This is same as trying-out / testing all of our tool’s
first in strategic HR & 3p, modifying
correcting these their VTILITY / PRODUCTIVITY value, before releasing in
if we say, “this medicine is good for you but not for me” – although both of us
are suffering from same disease !
Page no
= 177 (49)
·
In course of time,
the output from “RajivGvable” “searhsarabh will need to flow in to FILEFINDER
also output from Harvester II such
“seamless integration” of these tools into our primary order execution s/w (i.e.
file finder ) alone can realize the full potential of these tools.
Page no
= 178 (50)
·
Co-create wealth by co-sharing Knur ledge.
No comments:
Post a Comment