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When I read any book, I scribble my comments / notes in the margins
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Page No. 5
· How can we make IndiaRecruiters short display (Summary Table) & Long Display (full job adv. Or full resume) “different” as compared with other jobsites?
· Ans. :
· Rating (Resumes)
· Knowledge Profiles (“)
· No. of times Viewed (jobs & resumes)
· Function Profiles Graphics (for resumes)
· Feedback Form (Resumes)
· ARM (Advertiser Responsiveness Monitor)
· How many JAM delivered for this job advt
· How many RAM deld for this resume
Page No. 6
· Feedback Form
· Like our mentioning “Monster/Naukri” etc on JAM
Page No. 7
· JAM is all about personalization & mass-customization.
· A JAM subscriber is not like any “casual” Visitor to WWJ. When he registers he enters into a long term “relationship”.
Page No. 11
· Global Recruiter too, will have a common/central database of jobs & resumes.
· I think, on this score, we have done a good job on WWJ GR IR.
Page No. 12
· If we were to compare
· Job Advts posted by WIPRO/Infosys/TCS etc.
· “Resume – Searches” conducted by HR mgrs. Of WIPRO/Infosys/TCS then we can expect to find very similar patterns (since all of them are in same business). If we have sufficiently large data (HISTORY), we could even predict, what would be their next job advt OR their next “Resume-Search” criteria. We have to simply complete the “frequency” of occurrence & calculate the probability values. Then display these values, next time the concerned HR mgr logs in on “Post Job Advt” Page OR & “Resume Search” Page. This will amaze them & make their task easy.
Page No. 13
· GR is a kind of affiliate program.
· In 3pjobs, a website could be come a partner & post links on their home page in 5 min!
Page No. 21
· We also need to separate
· Resume Posting &
· Jobsearch &
· Job Posting for FRESH GRADUATES
· It is quite likely that the job-advts appearing in print media, do not published on jobsites, Hence, this type of content could be considered “SCARCE” on jobsites. Hence, if we enable Newspapers to upload onto IndiaRecruiter, such job-advts, then we would be making such “scarce” content available to all job seekers of partner websites. In turn this feature can make GR unique.
· Because timesjobs.com is owned by Times of India , It can promise its print-media advertisers, an “online” publishing” for FREE.
Page No. 22
· Our JAS service (to newspaper) is a kind of “syndicated coloumn”. Similarly we would try to persuade/convince all kinds of websites to become partners of Global Recruiter.
Page No. 23
· This is why I am after journalists to write about WWJ-JAM. Hopefully “Human Capital” will carry the story in their next issue. 26/11/2005.
· Corporate will buy subscriptions on partner websites only if they find relevant resumes.
· We can suggest to partners to experiment with a very low “monthly subscription” to attract small/medium enterprises.
Page No. 24
· Placement Agencies having their own Websites, are “online Brokers (middleman/intermediaries)” between jobseekers Employers. We intend to make them partners of Global Recruiter. We will go one step further & offer “STANDARD” Website designs to Placement agencies, who do not have their own websites.
Page No. 25
· Corporate publish their vacancies on their own Corporate Websites. We will offer them to link-up (not partner) with Global Recruiter, so that their vacancies can get “broadcast” (JAB) to thousand on their mobiles.
· On IndiaRecruiter, a “Serious Jobseeker” is one who will fill-in his “job-preferences” in order to received JAM.
· Recommendation for looking up & similar resumes (to HR mgrs) & job-advts (to jobseekers)
Page No. 26
· If Global Recruiter is the “Merchant”, then partner websites are its “Supply/distribution” chain.
Page No. 32
· We are offering high-value information (job-search) to Job-Seekers, for FREE, as long as they “Register”.
· Unless GR/IR, has a sizable database of jobs & resumes to start with, it will damage our brand. 27/11/2005
Page No. 33
· What “Incentive” dues GR/IR offer to jobseekers (as compared to other jobsites?
· Free resume blast
· JAM & JAB
· Knowledge Profiles
· Possibility of getting feedback against apply.
· In IR, search results are a kind of “abstract” clicking on which enables viewing full resume or job-advts. In resumes, “Knowledge Profiles” is a kind of “abstract”, Maybe, someday soon, we should generate a similar ”abstract” for Job Advts. As well- using GuruMine.
· By displaying all links on every page, we have tried to limit the no. of clicks to minimum.
Page No. 34
· As far as job-advts are concerned, a job seeker can “access” there for FREE, on India Recruiter – but we have chosen to make these available, to jobseekers in print-media , as JAS, Job-Advt. summary (also for FREE), because even at the end of 2005, a large no. of Jobseekers in India, have no access to PC/internet WWW.
Page No. 35
· “Registration” gives a lot of data about each surfer.
· Timesmatri.com collects huge amount of personal info.
· Which is not offered to print-media users.
Page No. 36
· I have prepared outlines for a couple of online “Games” (for jobseekers as well as for HR mgrs)
· We too, are planning JOB ADVT ARCHIVES possibility by Company Name.
Page No. 41
· On GR/IR, I have plans to introduce ARM= Advertiser Responsiveness Monitor.
· In ARM, there will be no “feedback” from jobseekers, Instead, a software will simply give “marks” according to the time taken by an HR mgrs to according to the itme taken by an HR mgrs to provide “Feedback” to each & every applicant, against each & every job-advt posted. These data will convert into an ongoing/dynamic.
· INDEX for each advertiser. This Index will be visible to all surfers.
Page No. 42
· WWJ/GR/IR are a combination of these.
Page No. 43
· This is a big problem with most websites.
Page No. 44
· We can expect quite a few HR mgrs to visit WWJ after our review appears in Human Capital. 27/11/2005.
· Crucial to any jobsite.
Page No. 45
· We have to improve India Recruiter site, in such a way that it becomes a “DISPLAY CASE” for would be partners.
Page No. 47
· This has challenged a lot in last 5 years.
Page No. 48
· We hope that oneday, JAM Garners large enough volume to enable us to survive on this margins.
Page No. 49
· In GR/IR, “Post Job” form, we are insisting that corporate job=advertisers, indicate “Approx. Annual Salary Offered” for a given vacancy. Similarly to the jobseekers, we are insisting that they indicate their “current Gross Annual Salary” while filling-up “Submit Resume” form.
· This will enable us to present to the HR mgrs, only these candidates, who satisfy their “salary” criteria.
Page No. 51
· Much like Ryan Air of U.K.
· Sure, our “Knowledge-Profiles” is unique, but we cannot depend upon that alone.
Page No. 52
· WWJ/GR/IR are pretty good on all these counts.
Page No. 53
· Before long, we will enable jobseekers to “Blast Resumes” by specific Company-Names. Sometimes thereafter, a candidate clicking on any Company-Name will get to see details about that company. For this, we may even tie-up with CMIE, who has, perhaps the best/upto date database on some 8000 companies. This features will enable a candidate to prepare himself before appearing for an interview with that company.
· When WWJ delivers job related content for FREE, to newspaper, every morning thru email, they don’t need to spend any money on compiling much data-which, in any case, is manually impossible.
Page No. 54
· Global Recruiter will be a high breed. It will be a tight affirmation but content will flow both, inward & outward. 30/11/2005.
· Global Recruiter is also a “Syndicated rework” and partner websites specialize in “Jobs/Resume”.
Page No. 55
· In Global Recruiter content will be provided by all partner websites.
· Ability to quickely find what you want with one/two clicks.
Page No. 57
· We have kept these to base minimum.
Page No. 71
· For Global Recruiter this chain is existing jobsites.
· We are going to avoid this by aggregating.
Page No. 72
· We plan to broadcast (RAB) resumes on mobile phones of HR mgrs.
Page No. 74
· Some 5 years lack (around some time this book got written), Not pilgrim.com tried this even for jobs seekers offering their service to the highest Grider! Site Wound up!
Page No. 82
· Why insist that corporate job-advertisers, pay a fixed/lump sum annual (or quarterly) subscription for posting their job-advts on Global Recruiter (& its partner websites) irrespective of the fact whether any jobseeker looked at the advt or not? Why not change over to CPM method, where the corporate, would (say) pay Rs. 500/- per 1000 clicks on any given advt?. Beside being enormously to Monster/Naukri or compared to Newspaper advts), a corporate pays for “Performance” i.e. he pays only if his Advt gets “Viewed” not otherwise. This will make many more corporate to post many more job-ads & take them away from Monster/Naukri. 02/12/2005
Page No. 85
· Our JAS is a Syndication process which is totally automated. We are also trying TV Channels besides newspapers.
· WWJ has become a “wire service” for JAS.
Page No. 86
· Global Recruiter will do the same for Partner websites.
· By sending free JAS conduct to a no. of newspapers there is no immediate money to be made. What we hope to achiever is to build the brand of World-Wide Jobs.
Page No. 87
· In Global Recruiter, partner websites are themselves, the content creators and content distributors a unique situation.
Page No. 88
· Both, the jobsites as well as the Placement Agencies are in the same business viz. Recruitment (Domain). Jobsites are on “Online” model, whereas Placement Agencies are an “OFFLINE” model. But the domain remains the same.
· This is also the understanding principle behind the GR network. The more each partner website contributes (by way of job-advts resume), the trigger the network grows. And bigger the network, the more the no. of partners who would want to join the network. It (the size) will have a similar effect on jobseekers & job-advertisers. Without-such a syndication (sharing) of jobs & resumes by all partner websites, there is no way, we on ourselves, could ever get to challenge Monster/Naukri etc.
Page No. 89
· In GR too, each partner website will “own” its relationship with its corporate subscriber.
· From this, Global Recruiter looks like a “Kinecta” solution/platform!
· All partner websites will be “online” businesses. Thru GR platform, they will “exchange” their digital assets (job advts & resumes) with all the partners.
· Between partners we (GR) , wants to continue to remain as “intermediary third party”.
Page No. 90
· Although, on GR network, all jobs & resumes reside in a common/central database and are accessible “from any partner website, still a jobseeker or a corporate would need to login from the very same partner website, Where he has initially “registered” so he has to return to the same website again & again.
Page No. 91
· One resume or one job advt.
· If we want lakhs of small businesses to adopt/adopt online recruitment for their manpower needs of 2/3 vacancies per year), then we must offer them pay per use “model for job ad posting & resume search.
· Like a 5, sachet of detergent or 50 gm pouch for oil etc. why should consumer be forced to buy a “Kg” pack? Nirma & HLL expanded the market size enormously by selling products in very small (one time usage) packets (sachets). Now, even an occasional/casual user can afford to buy/use.
Page No. 92
· The “pay-per-use” payment model eliminates separate subscriptions for
· Job Advt posting and
· Resume Search with our model, a corporate can, either
o only post a job
o only search resumes or
· Post jobs, as well as search resumes, - all depending upon his urgency whatever he wants, whenever he wants!
· Our goal too, is to turn “Job Advt” & “Resumes” into “commodities”.
· Jobs & Resumes are “Individual Products”
Page No. 93
· If we change corporate Rs. 0.50 per resume downloaded or per job advts “opened/viewed”, we are, almost making this content “FREE”. And this content (e.g Resumes) from Global Recruiter Network is, in no way “different” from the very same resumes available on Monster/Naukri. So, there is no way Monster/Naukri can claim that their resumes are, in some way, “different” from those available on GR. And if they CANNOT, claim any difference how can they justify a fixed/big, annual subscription ? they are not offering any PREMIUM content!
· For Monster/Naukri, “Subscription” are their ONLY revenue-stream. There is no other.
Page No. 94
· This year, Monster India will clock Rs. 100 Cr in subscription & Naukri Rs. 90 Crore. Obviously they have built-up a large base of Corporate. Subscription for their content (resumes). What are their “success-factors”?
· as comforted to print-media online advertising of jobs is much more cost-effective. “Per resume received” cost could be as low as 1% of Print Media. Job-advt.
· 2.Publishing a jobadvt on a website is a very very simples foot process, as compared to print media.
· Resumes are received in a structured database form (attest partially structured) & get stored digitally.
· Online job-ads have a 30 day “life”- as compared to just one day in print media.
· Web has a for greater “reach” as compared to print media.
· Web is an interactive medium enabling pinpoint search & fast, instead of flipping pages of newspapers.
· We already know that
· Demand for Resumes is quite high
· Subscription model is working fine, for them. It has taken them several years to built. This revenue-model. We don’t need a “proof” that this model works. Our challenge is to divert all those corporate to abandon Monster/Naukri and switch-over to GR network. Why should they give up something which is already “tried & tested” in favour of something which is “untested/unknown”? I believe, they want ditch Monster/Naukri straight away but “Pay-per-use” model will provide them with sufficient incentive to experiment.
Page No. 95
· In our “Pay per use”, every time a corporate makes further payment, our software will reset the COUNTER upward for the value-credited by cheques or credit card.
Page No. 98
· In a “Subscription-Model”, we would not come to know, what each partner website, charges each of its corporate subscribers not would we know, how much revenue each partner earns every year. But with our proposed “Pay Per Use” model, we would automatically get to compile this info. Since our main/central server would track,
· every “View full Job Advt” click by every jobseeker on each partner website.
· every “View full resume click by every corporate HR mgrs on each partner website.
· We need to keep track of ALL clicks in order to compute/show
· Clicks made (sofar)
· Clicks balance (as of now)
· And we need to compute & display such statistics for each corporate subscriber of each partner website. We may even think of displaying a message (once a corporate HR. mgrs logs in using his User ID (Password)
·
Dear /Company
Name
§ In your account
·
Clicks mode so far
|
|||
|
|||
·
Clicks Balance
§ LOG OUT
· Dynamically Generated Counters. 04/12/2005.
Page No. 104
· GR is all about “affiliations”.
Page No. 105
· This is why, on India Recruiter, jobsearch is free (to enable jobseekers to experiment and see the results) but to “Apply Online”, he must “Register” by submitting his resume.
· Corporate & job seekers, who have not “Registered”, will not be able to see their Histories.
Page No. 109
· On GR/IR what could a “Personalized” page look like? For
· A jobseeker
· A HR mgr
Page No. 110
· Maybe a Jobseekers “My Personal Page” on any Partner website, may display
· His resume with job preferences
· His “Apply Online” click history
· His “Job Search criteria used “frequency distribution
· His “List of favourite Employer companies” – clicking on a company name will shows him “current live” job advts of the company
· E-mail directors of his friend whenever he wants to use. Email to A Friend” features.
· We can also use this concept (personalization ) for Newspapers who register for JAS. Everytime the editor logs-in, we can show him CITIES/FUNCTIONS selected by him. He can decide whether these are still relevant (of interest) to his readers or not. If not, he can modify.
Page No. 111
· JAM does this even better than email.
· We are alreading sending email job alerts to jobseekers
Page No. 112
· We plan to introduce on GR/IR network, what I call ARM= Advertiser Responsiveness Monitor. This will work in a similar fashion as described here. We will display ARM score for everyone to see. I hope this “public viewing” of its score will prompt HR mgrs to ensure immediately feedback to jobseekers against their applications.
· Now Google plans to place a telephone icon (next to sponsored links). Clicking on icon will open a box in which surfer can type his phone no. Google server will dial advertiser phone no. & connect to surfer’s phone no. FREE. 04/12/2005.
Page No. 113
· Once ARM is implemented, we too can automatically/dynamically generate & display such graphs to visitors.
Page No. 123
· Some PR can be done in expensively (without hiring a PR Firm)
· Very Cost effective to implementation our JAS is one, thru which, we hope to build JAM brand. It is going to be a slow process spread over few years.
Page No. 124
· They had approached 3p jobs, around the time this book was written 1999/2000.
· I am waiting for write-up about WWJ expected to appear in Human Capital in another 5/6 days, The write-up was prepared by me at the request of Editor Punita Malhotra. 04/12/2005.
Page No. 130
· We will certainly approaches portals such as rediff/yahoo India/khoj etc. to place on their portals, a “JOBS” link.
Page No. 132
· In Global Recruiter network, all partner websites offer the same content, pulled from a central/common database. So there is nothing to divert traffic from one partner website to another partner website. 06/12/2005
Page No. 137
· We discussed today, job search by company name as provided in Naukri or Monster. 06/12/2005
Page No. 138
· I expect many partner websites of Global Recruiter to have identical look/feel for all pages including Home Page.
Page No. 140
· Also the idea behind Global Recruiter network
Page No. 141
· In our case “Search History” of, both Jobseekers & Recruiters
· Jobseeker Classification
· Fresher
· Experienced
· Retired
· IT
· Non-IT
· Factory workers
· Office staff (Admin)
· Vocation/Trade based staff.
Page No. 142
· “job-Preference “ are a kind of Profile.
· Criteria selected by an HR mgrs in “Post Job” form, are also a “Profile”
· I suppose this must have vastly improved in last 5 Years
Page No. 144
· This could have been a problem is 2000 but by 2005, I suppose this is no more & problem.
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