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

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Friday 28 March 2014

THE WEBSITE


(alias .. An Exercise in Business Process Re-engineering)
We are a “brick-and-mortar”, executive search firm. As far as our website a concerned, it enables us to conduct our business
·         Faster
·         Cheaper
By allowing us to “automate” some of our business – process.
The business – processes  which have been automated so far, on our website are :

Database Creation
·         Jobs Database
Corporates post their job advertisements on our website directly on their own (without any intervention from our side and thereby create a searchable database of vacancies / positions)
·         Resume Database
·         Jobseekers post their resumes directly & create a searchable database
There is no effort on our part to create these databases
Corporates

Database Search
Here what we have done is to create and install appropriate search-engines on our website. This is a one time effort. The actual business-process itself (viz.”searching”) is carried out online by the interested parties! Like in a super market, the jobseekers and the recruiters, pick-up what they like, place these in a Shopping Basket and email it to us. Our work starts thereafter
The latest feature that we have recently added (as far as Resume-search is concerned) is
Magic Cube Search
When a jobseeker submits his resume on our website, he identifies himself as belonging to a specific
·         Industry
·         Function                          The key search-parameters of a jobseeker
·         Designation level

Using this data, our software, automatically places this candidate. Into each of the following matrix, viz:
·         Industry Vs. Function
·         Industry Vs. designation Level
·         Function Vs. designation Level
When a head hunter clicks on any of these links (matrices), he is able to see, at once glance, how many jobseekers, our database carries, in EACH CELL OF THE MATRIX. Clicking on any “cell”, reveals, the resumes of the jobseekers fulfilling that particular criteria!
As simple as that.
And, if you are a head hunter, by simply looking at the relevant matrix, you know
·         Whether there are any candidates in our database, which fulfill your search-parameters
·         How many such candidates do we have
If a particular ell is empty, no need to waste your time, searching for such candidates. You Know in advance that there are none!
This Magic Cube feature will be soon extended to jobs Database as well.
www is all about making a surfer’s like simpler/easier/faster!
Following are a few other features that we plan to introduce on our website, before long:
Auto Job Search / Job Alert
A jobseeker will fill in his job search-parameters only once. Thereafter, everytime a “matching” job gets posted on our websites, he will receive an email alert
Very shortly, we will WAP-enable our website, so that the job-alert can be delivered to him on his mobile phone(WAP)
We have also initiated a dialogue with www.unimobile.com to deliver these job-alerts as SMS messages on normal mobile phones

Suitable Candidate Alert
This service will be very similar to job-alert. It is meant for Corporate Recruiters who will submit on our website, ONCE, the search-parameters for a candidate to fill up a vacancy
Everytime a “matching” candidate submits his resume on our website, the concerned recruiter will get an email alert
Job-Advertisement Query
Under this feature, each job-advt. posted on our website will be automatically treated as a Resume Search on our online resume database and “matching” resumes will be forwarded to the concerned advertiser
Resume Form Download
This feature will permit a jobseeker to download any resume form,
Disconnect internet connection, fill in resume offline, re-connect to website and upload. This will save online time/cost
Actual Designation-Based Search
There are many designations which are unique/peculiar to an industry and difficult to “equate” properly to a “designation – level” for example
·         Copywriter     
·         Visualiser
·         Auditor
·         Content head
·         Technology Head
·         Web-Master etc.
Soon, we plan to introduce a resume-search, which is based on “actual” designation (in addition to the existing search based on designation level).

Order Tracking
Under this feature, a Corporate client will be able to track his executive search assignment online and seek online help/assistance from a call-centre manager located in our office.

Job Market Trend Analysis
This feature will statistically analyse all jobs getting posted on our website and develop / display, frequency distribution graphs, for the guidance of the job seekers (especially fresh graduates)
These graphs will be generated
·         Industry-wise
·         Function-wise
·         Designation-wise
·         City(of Posting)-wise
·         Education Level-wise
·         Age-wise                        etc.
In course of time, software will be developed which will collect/pick-up job-advts posted on other job sites and carry out similar analysis, to develop macro-analysis of the job market
Annexure VIII(Concld)
Compensation Trend Analysis
Using gross-compensation data picked up from the resumes posted on our website, exhaustive frequency distribution graphs will be generated for different parameters, listed in the earlier paragraph
These graph will be of immense use to
·         Job seekers
-      To assess his/her own market value
·         Recruiters
-      To negotiate salary
-      To devise compensation structures

Man Power-Plan Integration
This feature will enable any Corporate to integrate its own annual manpower plan/golden handshake plan into our website and completely “outsource” its recruitment / downsizing business process to 3P. Many companies are planning to outsources its HR functions, which do not constitute their “core-competencies”

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