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When I read any book, I scribble my comments / notes in the margins
Page no
= 03 (1)
·
Will people rather
“listen” to a job-advts (broad cast) than “read” it as text on a jobsite? May
be, someday, we will send out JAM as “speech” (in Hindi too!) and turn wwj INTO
an internet Radio station, dedicated to jobs! Millions of mobile phone owners cannot
“read” English!
·
About 2 yrs. Back, IBM
was forced to sell its PC business to Chinese firm Lenovo! This was the IBM
that invented PC in the first place –and sold so well that all subsequent PC,
Manu factored by hundreds of companies during early 80th were called
“IBM compatibles”! Has proved true,
again & again, in business history.
Page no
=0 5 (2)
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Obviously, including
matter of “JOBS” witness growth of jobsites.
Page no
= 06 (3)
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Real “paradox of
choices” 3000 per day, to average American.
Page no
= 07 (4)
·
India Recruiter does
contain some “long –winded” messages vishesh too pointed to this
fact.03/03/2007
Page no
=08 (5)
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Posting a jobAdvt (on
a jobsite) is “broadcast messaging” only worse- waiting to be “discovered” amongst
millions of job- advts on jobsites? (Guru- Cast) is targeting a few jobseekers
(with our message) – who are “relevant / targets” Every who is anybody puts up
a job- AD on jobsites. Email fax phone sms.
Page no
= 09 (6)
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I suppose HR mgrs... “Experience” wins change we
start sending “Profiles” to them.
Page no
= 12 (7)
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3P can “sense” its
business opportunities, by tracking, senior- level executive resignations
across select companies / industries .this are “leads” to which 3p can
“respond” much more targeted when HR mgr. is willing to listen.
Page no
= 17 (8)
·
Microsoft’s zone (MP 3 player ) launched a few days back,
has BLUETOOYH CAPABILITY – enabling “exchange” of music although, like
Apple’s I Tunes website, you can
download a song from MSN website for 99.c NOW MP3 players are getting built in
to cell- phones so, I suppose you can
down lowed wire Lesley from a website.
Page no
= 18 (9)
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We have developed /
developing = Gurusish – Guru Cast GuruSeect - Guru Match – Guru VIEW – Guru Ad-
Guru MINE Guru Search etc. ft. these tools ,
succeed in “automating” processes 3p, then we will market these to 2000
re cruitment agencies.
Page no
= 20 (10)
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The series of it /
software tools, mentioned on p= 18 are developed to turn our business into E-
business. Many more will follow – which will enable us to respond” to customer
– needs much faster.
Page no
= 25 (11)
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India is a “low
–cost” economy which is getting in targeted with the rest of the world. Our
“servirs –sector” is the leader in the in titration, in 2/3 years 3p
should be able to “supply” competent
professional to the corporations abroad
(- by becoming a “supply- chain”) Next WTO agreement should facilitate such
cross –border movement of professionals. Only last week India & Singapore
signed an agreement under which (for certain categories of professionals) each
country will recognize the “Edu.Qualifitions” granted / awarded in the other
country.
Page no
= 26 (12)
·
Read “the world is flat”
·
We may still topple, monster / Naukri / times jobs, by making “job
search” & “Resume search “
Page no
= 28 (13)
·
This is our goal too
– thru automation of all internal business processes. “Guru Cast” now “Guru
Wide” in 6 months.
Page no
= 40 (14)
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maybe but you will
feel mighty important and pleased if the waiter mentions this fact to you while
handing you the menu ! Pizza-hut does this (reminding) evretime you phone to
order! But some model would be still better than no model!
Page no
= 64 (15)
·
India has 260
million youngsters in the age group of 19-25
Page no
= 68 (16)
·
We also capture sex
& marital status.
·
We will capture (in
India Recruiter) both, the “Actual Designations” as the Age (DOB), SO, WE can
automate generation of such PROFILES.
Page no
= 83 (17)
·
Copied
from earlier book
Page no
= 95 (18)
·
My today’s note
“Guru Map” will help us to continuously add new “Recruitment process
innovations” in months to come.
Page no
= 106 (19)
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Initially, on India
Recruiter, 10 % of the clients (big companies or big Recruitment Agencies) may
bring in 90% revenue). Of the revenue’s - but we will still target those 5
lakhs companies just imagine what thousand other things we can market to them!
Page no
= 123 (20)
·
Under our page title
“only BETTER” I have as read Rahul to add, --“(but far from perfect)
Page no
= 124 (21)
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No money! I am relying tiredly on emails.
Page no
= 125 (22)
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Besides trying to be
witty (occasionally,) in all of my promo emails, I am trying to play upon the
emotional of the target recipient’s including today’s webpage “compulsory
Rating?
·
Our theme is
Profiles / IIT / on I R website we plan
cartoon pop-ups.
·
Read “share your
Knowledge” & “poll-e – see “my Rainbow”
Page no
= 126 (23)
·
At a no –of places,
I have attacked Monster / Naukri, on India Recruiter website. I am hoping to
create a controversy / a “David vs Goliath” story / it would help our cause” /
our “brand” if monster / Naukri respond by attacking our website! That might
generate sympathy for us!
Page no
= 127 (24)
·
We writhes on top of
each profile can we say that “personnel Analytics” is the DNA of our brand?
With passage of tim4es, we will keep adding many more analytics simplifying the
selection of candidate’s employers.
Page no
= 128 (25)
·
Our statement on India
Recruiter reads: “we do not claim to be no 1 – only better. With Naukri / times
job & monster, all claiming to me 1 (in print & TV advts), I hope this
this will help to establish us.
Page no
= 133 (26)
·
We are trying to do this, both thru world
–wide-jobs and Global Recruiter.
Page no
= 134 (27)
·
Similar to our
vision of making job search and resume-search “obsolete”! No more
jobsite-visits / just true into your favorite MEDIA.
·
From WWJ & India
Recruiter we have refocused on tools for 3p. This is a challenge we can handle
with 5 people team .what I am trying thru these tools.
Page no
= 135 (28)
·
Read my notes
“communicating for productivity.
Page no
= 138 (29)
·
It is same with online “job search” and “Apply online” hope!
Page no
= 139 (30)
·
I used this at
L&T in 1981. Just prior to 4 yr. union –contract on salaries / wages. Some
3000+ workers participated. Idea was to uncover worker preferences for cash /
reimbursements / brave / retirement benefits etc.
Page no
= 147 (31)
·
“Gura Cast” will
enable jobseekers to engage with our consultants, in a dialogue And Gum cast is
all about “marketing” it is almost ready hope to deploy in 10 days.
Page no = 151 (32)
·
Levitt’s example in
the essay ( American ) Railroads went
out of business ( when airplanes arrived ) because they thought they were in “Railroad” business – instead of
thinking as being in “people transportation” business.
Page no
= 200 (33)
·
Poll-e / share your
knowledge.
Page no
= 201 (34)
·
We plan to bring
about this revolution thru “partner websites” network
·
We are planning q
series of meetings with L&T INFOTECH & other unites of L&T to help
them streamline their recruitment processes.
Page no
= 202 (35)
·
I am extremely fortunate that heads of SBU: of L&T are old /
trusting colleagues,
·
L&T WILL BE “TEST CASE” & we will work hard to make it our
“Benchmark / Reference Case” it will make subsequent “selling” that much
easier.
Page no
= 203 (36)
·
We have only one
group of people: the s/w developers, by pushing Rahul & saurabh to meet
L&T executives again & again, to find “solutions” to L&T ‘S
Recruitment Problems, I Expect to Build This “Commitment”. Commitment” L&T
InfoTech will be our first test case within L&T.
IF L&t InfoTech agrees to adopt this approach, and are happy with the
results, it would become easy to convince other L&T SBU to follow suit if
all SBU are happy, and our task of selling this concept to others will get
easy.
·
I intend to propose as
follows:
·
InfoTech ---Hr.
·
Post JobAdvt on If
Get Job Id
·
Using Same Job Id,
Post JobAdvt On
·
Own Corpo Website. /
Other Job Sites. / Print Media.
·
To Apply Online,
Enter Job Id on India Recruiter .Net
·
Email Resumes Not
Accepted.
Page no = 204 (37)
·
In India, a similar
site got launched few weeks ago- www.your bill bnddy.com
·
We will run into
this,
Page no = 207 (38)
·
DUE to “attrition”
& “Expansion” of business, HR managers are constantly looking for good
candidates,
Page no = 208 (39)
·
In all companies (&
especially. IT companies) each & every Resignation letter, triggers a panic
situation! For each positron, a no. of suitable candidates must be kept ready
in advance, (Daly intrrrirwed & short listed).
Page no = 211 (40)
·
Our Resume search
result are arranged in descending order of “percentile score bands ( 80= green
) (60-80=yellow ) 40-60 = blue) (40= red) , within each band ,we can highlight
candidate who have put-in 3 years of service with their present employers. They
are “ripe for a change.
·
In the beginning,
there is no other option!
Page no = 212 (41)
·
Using our “Resume
Blast” feature (to push profiles be 700 Recruiter Agencies)
Page no = 213 (42)
·
To all 700
Recruitment,. I must blast the Bofoles of the first 50 candidates who register
on IR that is the only way I can re-enforce the feeling rescues & changing
over to profiles.
·
What do you do, when
you have none? Like our present situation & for India Recruiter-.
Page no = 216 (43)
·
We have planned “click stream Analysis” of HR mgrs. &
candidate, to develop a “Recommend” atrium system “Each click is an event. Email alerts SMS voice mail & (IVRS)
Page no = 219 (44)
·
During “EDIT RESUME”
one –or more –of the following fields could change: 1) Address No 2) phone no
·
3) Email ID 4) EDU-
QUALI 5) Employer name 6) Design level 7) salary etc. what can we / shall we
write to the jobseeker for each of this change?
Page no = 220 (45)
·
We will separately analyses
/ track, “Apply online” clicks of each candidate and try to build “patters”
·
Candy dates will be
“flattered to know every time their resumes “got viewed” by HR managers! It is
very satisfying / ego- boosting to meow that you are “in demand”!
·
There is no way
monster / Naukri Could gives such feedback to candidates! They don’t’ have “pay
per crock”
Page no = 221 (46)
·
From past record / pattern of “clicks”
predicting future patterns of clicks. Not difficult.
Page no = 225 (47)
·
Within 5 years, HR
mgrs. everywhere might conduct video phone interviews, as they receive on their
mobiles “RAM” ( RESUME Alert mobile
).someday we will haves huge database of mobile phone no.
Page no = 226 (48)
·
We have done these
on “pay peruse” page.
·
We want “profiles /
IIT” to do this for online Recruitment.
Page no = 227 (49)
·
ALL HR mgr. Are
under pressure to fill-up those vacancies
“yesterday”! They are hard
–pressed for time-so in India Recruiter, we have built “time- saving features.
We are calling profiles: the new currency of recruitment,
Page no = 228 (50)
·
India Recruiter.net
is an example. I believe Norwich of UK.
Page no = 229 (51)
·
We want India
Recruiter‘s system to become THE porting system for online recruitment
industry.
Page no = 230 (52)
·
Recommend action system this is what we plan with L&T
InfoTech.
Page no = 231 (53)
·
Whenever vishesh
phones pizza Hut, they’re agonizing (from caller ID) and have his complete
porches order history on computer screen.
·
On India Recruiter,
we plan to create Employer Dashboard Executive Dashboard Each will record /
store / display, complete transaction history (time sense wise)
Page no = 233 (54)
·
In phase I, we will
mostly “capture” three data (transaction – clerks) along time axis in phase II,
we will compute frequencies & plot patterns for analysis.
Page no = 235 (55)
· For each registered executive we capture data re = each job hold with each employer, so we tabulate. We can then last Employer / next Employer. Recompile for any given company people who left you- when did-they job? OR, to which companies you are losing your people? to one can just reveres the data to answers will your next employs come from ?
Page no = 242 (56)
·
A jobseeker could
well be seeking job- in companies operating in same industry – same for
companies wanting to hire candidates work in comment for company. . Using
Percent like score, we are groping resumes,
Page no = 246 (57)
·
He needs to hire
executives with speufic skills and navina long years of relevant ecpencence.
·
This is what vivek
Mehta was asking us to do, in today demo to L&T E&C group.
Page no = 259 (58)
·
For India Recruiter,
I am attempting 2 types marketing strategies, viz: PUSH‘s strategy whereby we
enable jobseekers to their profiles to 700 Agencies + 50.000 corporates (free)
PULL motivating HR mgrs. To PULL profiles for use with IIT, we will also
develop and give away (free) a search- engine for searching profiles on their hardisk.
·
Our folder /
envelope are a little different than “standard “sales literature, I hope these
will be retained on tables of HR mgrs.. because of compares of job portals,
Page no = 278 (59)
·
In 3 weeks sine launch,
we have managed 22/23 registrations, just enough, to keep us enthused! of
course we need to pick-up tempo to stay motivated.
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