Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do.

There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Friday, 1 September 2000


To solve the problems (listed under “Problem statement”), RecruitGuru (a sister-concern of 3P Consultants) have come-up with following solutions:

A. RecruitGuru.com

An AI software hosted on this “Webservice” (website), creates a structured database from millions of plan text resumes and renders these (resumes) "Searchable"

The software also automatically creates graphical "Function Profile" for each resume/candidates- something that no commercially available extraction software, is able to do !

GuruMine and Gurusearch are the main components of this  "pay-per-use"

A. World-wide-jobs.com

A few jobsites do send job-alerts to registered candidates, as emails.

However, these emails alerts suffer from following “disadvantages”:

  • A jobseeker must find a PC and log onto internet, to be able to “access” these emails IDs from their offices and can access their email job-alerts only from home or from a cyber café-a great inconvenience.

  • A jobseeker must register with large no. of jobsites to receive email job-alerts, to ensure that he does not miss-out on interesting jobs. But then, all jobsites do ZNOT offer email job-alert feature!

  • From an email job-alert, a candidate cannot “Apply Online” so, once again, he must log into all those jobsites, one-by-one!

  • Most jobsites match a job-advt against a candidate’s resume and throw-up “irrelevant” job-alerts. These jobsites have no mechanism to match jobs against a jobseeker’s “Preferences”

  • Many job-alerts are against “Old/ obsolete/stale” jobs, which are already filled-up, longtime back! So jobseeker’s time/ effort are wasted.

World-Wide-Jobs.com overcomes all these limitation/disadvantages and delivers to a candidate,

  • Relevant job-alerts
               (matched with his job preferences)

  • Fresh job-alerts
               (against job-advt posted on jobsites during last 24 hours)

  • Many job-alerts
               (by aggregating job advts from many jobsites)

  • Fast job-alerts
               (within hours of posting)

  • Convenient job-alerts
               (by delivering as  SMS on their mobile phones, wherever    candidate    happens to be)

  • Facility to "Apply Online"
               ( directly from his mobile-phone, with a single “send” click)

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