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When I read any book, I scribble my comments / notes in the margins
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Page no = 10
· In 3 weeks since we launched India Recruiter some 20 companies have registered index my personal persuasion but none has strafed posting jobs! Of course, we will not give up.
Page no = 11
· Need for a set of handy interview questions (while conducting on interview) is an “unexpressed” need thru IIT, we are trying to connect with this need at a deeper level. IIT will provide different “experience” to HR mgrs...
· From my own past career spanning 40 years I keep telling interesting stories to my team of s- mostly to illustrate a point of view.
Page no = 33
· Global Recruiter / India Recruiter / world –wide jobs, were conceived without consulting any “customer” of course, none have met with any “success” in the market, so far!
Page no = 34
· Is our home –page (entrance) inviting?
· We have sarangan studying “HRS’ pro ceases for last ¾ wks., He has come up with interesting observations.
Page no = 37
· After 2 days, we will give to 3p’s team, a demo of “Resume rater” - something entirely conceived on our own, they have neither thought of, nor asked for it. We intend do make a FREE Downloaded from indiaRecmiter. Net they count the no on down wads. We will also collect (from each download) data about “No. of Resumes Rated” (day / month/ year-wise)
Page no = 39
· After RR/RX/IIT (offline versions) our next major project is FRESH GRADUATES.
Page no = 42
· I have experimented with 3p jobs Recruit Guru wwj GR & now IR next InfoTech cavers, com, L&t?
Page no = 43
· “Resume Blasting” of first 2 candidates to 600 Recruitment Agencies, did not much response / excitement. Today I blasted a 3rd profile now, wait & watch! Profiles are a colorful / graphical / digital document.
· RR /RX / IIT (offline will before first prototypes from which we will arm.
· Before we have spent / invested those ands of man-hours and Rupees.
Page no = 54
· Free downloads of RR/RX/IIT Which Will Work OFF A local hardisk (enterprise version) are meant to (gradually) familiarize HR mgrs. With con accepts of raw score / percentile score / resume Analytics/ Graphical. Representations etc. once they have used these tools for a while, hopefully they will use indiarecuriter.
· Hopefully, harassed HR mgrs. Who have to read hundreds of resumes daily, will feel this way, after using RR.
Page no = 57
· We must upload. “Profiles” at Technorati.com.
Page no = 59
· It is just 6 weeks since we launched indiarecuriter but hardly anyone knows - with just 4 resumes so far! Those 30 odd corporates who have registered are due to my dozens of phone calls / emails and they have not posted a single job- advts so far! We need to do something really smart!
· I have drafted over 400 personal emails to CEO’S / HR Heeds /HR Consultants / Academics / prof.Bodies/ journalists etc.
Page no =60
· G.K apte ( L&t InfoTech) phoned to day to confirm that he would like us to develop their website ( powered by India Recruiter ) as soon as possible if we succeed in scoring L&T InfoTech’s recruitment problems. Then we have a very credible “Reference” – to repeat these experiments with MASTER we have 4/5 weeks’ time!
Page no = 61
· I think on Tuesday when I meet GKA to discuss mou, I would ASK Rahul to install “Resume Rater” at L&t Infptche & give a demo to their HR team,
Page no = 64
· I hope “pay ticks” will do the same for us, by user.com aviation of dozens of new “functions / skills’ someday even (Wikipedia- like), “job Descriptions” for thousands of positions / designations.
Page no = 70
· I fall in to this category. Recruiter Guru led to development of India Recruiter.net.
Page no = 71
· This was reported in newspapers only 2 days back , when a girl called celeste, wore to attar, a small diamond mode out of ashes of her dead father – who had died a few days ago there was, even a photo of her walking down the aisle , with a glittering diamond !
Page no = 72
· With just 5 colleagues, I simply circulate relevant news [paper clippings,
Page no = 73
· This is why, want to true India recruiter, in to “open” source” tipping point” “smart mobile” we have these bolos.
Page no = 78
· Many be this was one reason, we leaked to link-up indiarecuriter with Google Wikipedia & next one look com. We needed to “tap” int the worlds’ knowledge instead of wasting our time to create “content “on our”
Page no = 81
· May be it would take “profiles” 10 years to replace plain text resumes!
Page no = 82
· 6 yrs. From today profiles may look very different from what we launched 6 wks. Ago they are bound to more over time. We have built this “morphing much anima thru poly-tikes share your KNOWLEDGE & soon. 600.000 IQ interview Answer’s
Page no = 85
· Read C.K,. Prahalad “wealth at the bottom of the pyramid” “or the internet – in case.
Page no = 86
· Will “profiles” succeed in boos letting? Plain text resume? If yes, how long will it take? It is futile to waste time on finding answers to such questions; there are only a few years to work.
Page no = 87
· May be, at 74, my advantage too, is working with 5 youngsters in the age group of 21/24.
· What you have done, what you are doing and what you will do,
Page no – 88
· This is my rationale too, behind wanting to giveaway ( free dowel odds ) Resume Rater / Resume Explorer / IIT , this may seem like cannibalizing India Recruiter.net , but I expect it work exactly opposite - build a great brand”
Page no = 89
· I intend to make India Recruiter’s technology (algonithru) a “public Domain Knowledge” I have prepared-an exhaustive document. Which I plan to upload on (ip.com) website, in next 2 weeks.
Page no = 93
· Forssmann indirect “way” to popularize indiarecuriter is thru building a portal for L&T InfoTech. They probably get 3 lakh /4 lakh e mail this portal, L&T will insist that these candidates “submit Resume-generate Profiles. & thereafter “Apply online” our purpose of popularizing prefixes, will get seared.
Page no = 96
· In today’s meeting InfoTech’s HR, sure, asked us to incorporate in to their portal. Buddy / Referral feature intimal (job posting Feature / Appoint letter / integration with PeopleSoft HRM.
· There is no doubt what we will learn developing L&T portal will come very handy when we offer such portals to others.
· Who knows, someday, we might specialize in building “carver portals” for corporates!
Page no =100
· Apart from their own careered portal, to solve L&t InfoTech’s recruitment process problems, I intend to also install (in their recruitment), Guru Grab / Resume Rater / Guru Cast / Guru Archive etc., for us, L&t InfoTech is not only a test –case, but a BENCHMARK REFERENCE client for fetcher.
Page no = 101
· We have only 4 resumes so far during past 6 weeks!
Page no = 103
· Motivated by Mitchell, I got Rahul to register to day on orhut.com and start a community devoted to indiaRecruiter.net.
· 2 days back I booked URL INFOTECH (avers .com. using my own credit card for use BY inputted.
Page no = 108
· During 1942-44, we had a similar situation in saurashtra. Big shops & traders were printing their own “coupons” of different denominations, which local popularity on used in place of Govt- currency. I have as a child, used post-cards to guy things, !
· We are saying, profiles: the new currency of recruitment: issued by: indiarecuriter not. We want profiles to obsolete plain text resumes.
Page no = 109
· I hope profiles won’t take that long to catch on.
Page no =110
· With only a few years left, I have no other option!
Page no 115
· I see ourselves working closely with L&T InfoTech’s recruitment team –and learn a few things in the process, mahabaleswaer. HR- suri must come thru as the best recruiter.
Page no = 139
· When Gunnar Hansen asked me to visit UTKAL MACHINERY (at kansbahal –crass) in 1971, to find out the problems with their “planning process” consultants Fatigues was what UTMAL employees were suffering from having received a hard a them from Mumbai, telling them what is wrong with them ! For this reason, during my 4 days stay there I neither carried a pencil nor a paper! I did not ask any questions. I just listened to whatever they felt like telling me. UTHAL employees used to call “Guest House” as “pest House” where consultants. Stayed.
Page no = 171
· Winner # TWO ALSO rams yellow 45 / just overlook! Red / IIT NEXT IIM / Hopefully, 4 clickable cooler –codes in reoume search?( and someday for jobserach as well ) will impure Reuters’s experiences .
· Being able to quickly zero-in on the best candidates, without having to read thru dozens of resumes: they don’t’ want thousands of Google type results.
Page no = 173
· This is like making available, offline (use-at-home) = Resume Rater / Resume Explore / IIT / no dependence on internet / indiarecuriter.net.
· A recruitment manger needs to fill a vacancy and he hates to keep conducting, resume- searches on job-portals that is his pain point –we should enable him to other details of vacancy only once and thereafter keep sending him “resume Alerts” every time a matching candidates registers . these resumes will be deposited in coerced Resume Holder - accord pained by email or sms alert this will spell end of REUME searches ! A process obsoleted.
Page no = 174
· A resume search? (Or a jobserach) has half a dozen “search criteria” entering which, should hopefully produce a UNIQUE resume that meets all the all the selected criteria. But these criteria are YES/ NO (present absent) type. What HR mgr. needs? Is a FUZZY LOGIC based search algorithm.
· We have to do likewise for India Recruiter.
Page no = 175
· Color coding of resumes (green = excellent ) (blame= good ) (yellow –Averages ) ( red-poor ) by itself would be an “experience” for recruiters, Next ,we will enable sorting / rearranging by descending order of salary, which would be yet another experience.
· We have to innovate on our “marketing” How can we make promo- email a “compelling experience”? by emailing experience” ? By emailing profiles?
Page no 178
· “My rainbow” has this element of “experimentation”
· Jobpoortals are about 15 years old by now. Surely, if profiles catch the fancy of HR mgrs. & job-seekers alike, then ministry Naukri / times jobs, are bound to come up with their own innovations.
· Rainbow is too much hassle we need to simply.
Page no = 180
· What saurabh showed today viz: “Resume Rater” where the user (Recruiter) can himself decide (adds / select /delete) “Keywords” to be used, can be a great hit both, in to the hands of the recruiter. Not only does this “resume Rater” become a “DESIGNER”. IT Becomes USER-DESIGNED!
Page no = 182
· We are also in a “Match-making-cum-Delivery” business Donors = jobseekers (offering their services)
· Recipients = corporates (trying to fill-up vacancies) but in our case we want to dramatically rescue the match making time: from weeks to louts of vacancy announcement! Some 30/35 years back, L&T had miniature X- rays (chest) of thousands of workers (to check for TB)
· Lath ought, we will give away (force download) IIT for offline use, it will be a LITE version I.e. without “candidate Assessment” feature, if a recruiter wants to “Record” his assessment, he Will have to go ONLINE and do it on indiarecuriter only ,this will be our tight link.
Page no = 185
· L&t INFOTECH will be the first customer where we will install Resume Rater – may be in 8/10 days.
Page no = 186
· In India even in resorts (hill / beach), one reverbs comes across a hammock! It is a western invention that “relaxing / worry free / stress free” feeling amongst Indian HR mgrs.? Something that is /uniquely India / fairly common / widely used for busy executives to relax? / A “jhoola”? / a sofa ? / a easy chair / a garden chair ?
Page no = 188
· We have attempted something similar thru our “poll-e-ticks”
· In poll-e- ticks, we allow users to add new functioned Keywords then vote without any interference from us,
Page no = 189
· Like our parekh family (extended) get –together of 70+ at Lonavala ¾ years ager. Organized by my younger brother Dinesh.
Page no = 191
· Everyone writes a resume: the discerning get themselves “profiled” at indiaRecruiter.net: a many splendored experience!
· You have your resume on Naukri and monster and times job but only on indiarecuriter you can get yourself profile.
Page no = 220
· In Resume Rater, we have “categorized” resumes into 4 simple categories (Excellent / Good /Average/poor) & they color-coded these categories. Clicking to that particular category – and in descending order of sco RE.
· We will incorporate same scheme on our website.
· “Doubting Thomas” is designed to explain the Resume Rater logic.
Page no = 221
· I expect HR mgrs. To view ( read ) , green –cooled resumes, scoring /80 ( Reassure or Percentile score) if their own assessment ( of these resumes ) tallies with our scores, then they will feel “confident” and start relying / depending on our scores.
· By ensuring that a visitors never gets “lost” on our website, I have tried to create a feeling of “simplicity / comfort /”
Page no = 229
· We plan to keep adding new analytics (graphs) to profiles (like many varieties! ) .if HR mgrs. Take a liking for profiles, then they get locked –in- because all other jobpoortals can only deliver text resumes .the “barrier to exit go up. This is also the reason; I plan to give away as Free downloaded IIT as a desk top version (without candidate Assessment)
Page no = 230
· Offline versions of both, the Resume Rater and the IIT, will allow HR mgrs. To “experiment” without forcing them to give –up ,the “shapely” of text resumes downloaded from monster /Naukri / timejob,com
Page no = 234
· This is why, where never possible, we are in corporation PROGRESS BARS, IN India Recruiter & Resume Rater.
Page no = 235
· This is why people keep “clicking” on web links. Progress Bar.
Page no = 249
· This morning I drafted email “not enough time?” for sending to 1000 recruitment firms, I began that email by narrating how dozens of recruiters whom I met at ERA conference 4 wks. Earlier were all complaining about not’ having enough time to interview candidates in that backdrop, I introduce Resume Rater as a solution.
Page no = 256
· We have these books in our library.
Page no = 257
· In “communicating for productivity eirculsrty” I told quite a few stories. May be I have lost that touch now.
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