CONTENT
·
Problem Statement
·
Solutions
·
Business Model/Revenue Model
·
Guru Mantra
·
Why RecruitGuru
·
Why Pay-Per-Use?
·
Why Web Service?
·
PRODUCT DESCRIPTION
·
GuruMine
·
GuruSearch
·
EXHIBITS
·
Image Builder
·
Features of GuruMine
·
Interactive Response page
·
How JAM works
·
News Report5/Human Capital
/Jan 2004
·
Background statistics
PROBLEM
STATEMENT
Recruitment problem
consist of:
Matching the RIGHT
candidates with jobs which are RELEAVANT to their skill/functional
competency
Doing this
“match-making” not only very fast ( to shorten the recruitment cycletime to a
matter of few days), but to do it,
Accurately
Automatically
Reliably
Consistently
Delivering the Relevant
job-alerts to the Right candidates, as soon as vacancies arises
(job-broadcasting in real-time) and not passively wait for candidates to
conduct “jobsearches” on jobsites, to perhaps “chance-upon” a relevant job!
Any
“product/services” that can carry-out the above-mentioned tasks efficiently/
electronically/ automatically, would be in high demand and wholeheartedly
embraced/ adopted by both
Jobseekers
Recruiters
SOLUTIONS
To
solve the problems (listed under “Problem statement”), RecruitGuru (a
sister-concern of 3P Consultants) have come-up with following solutions:
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”
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)
BUSINESS
MODEL / REVENUE MODEL
RecruitGuru
proposes to adopt following business model:
Corporates
, Placement Agencies and Jobsites
RecruitGuru
will make available to corporate (end-employers),placement agencies (
middlemen) and to jobsites, its GuruMine / GuruSearch software/ applications
through a licensing agreement.
These
software /applications will be installed on the local servers of “Licensees”.
For
use of these software / applications, licensees will pay to RecruitGuru (the
licensor) a certain amount for each resume processed / extracted using
GuruMine, subject to a minimum monthly charge. Once-a-month, each licensee will
upload onto RecruitGuru’s webserver, the
“ Counter-statistics”, of the no. of resume processed during the month, based
on which, RecruitGuru will invoice the concerned licensee.
This
arrangement, being a “pay-per-use” and “pay-when-use” is ideally suited for
small / medium enterprises, which are most reluctant to make a heavy upfront
investment (often running into lakhs of rupees), for a software application
whose utility / usefulness/ benefits are vague and unknown at the time of
purchase.
In
our case, there is no upfront payment for these software (except for a small
installation / activation charge). He pays only if he uses these software. And
he is certainly not going to use these, unless he sees / feels clear benefits
in using !
Again,
a licensee only pays for extraction (i.e. GuruMine ) of each resume.
A
licensee gets to use Guru Search (search software) absolutely FREE! So, even if
he stops using GuruMine, he still gets to use GuruSearch, absolutely FREE.
Everytime
Recruitguru, introduces, a new version of GuruMine/ GuruSearch, it will
intimate the licensee, who can then download the latest version from
RecruitGuru.com upon payment of a nominal “UPGRADE” charge.
Since,
a licensee’s resume database, reside on his own local server, he has no worry /
fear of unauthorized ‘access’ from a third party. He can install his own Data
Security measures. This will vastly increase the acceptance-level of GuruMine /
GuruSearch amongst the licensees.
Once
again, by making our revenue-model “pay-per-use”, at a very nominal charge (per
resume extracted), - by not having any upfront fee/ charge-we plan to increase
its acceptance amongst a large no of small / medium size companies, whose daily
processing may be 100 / 150 resumes. Even they would find it very economical to
install / use GuruMine / GuruSearch.
We
believe, GuruMine / GuruSearch will be of considerable importance to placement
Agencies and Jobsites, who are constantly on look- out for better ways to
satisfy their corporate clients.
In
relation to Placement Agencies and jobsites, which deliver to their corporate
clients, plain text / unstructured / unsearchable resumes, those placement
agencies / jobsites which deliver
Image
Builder
Vastly
reducing their client’s recruitment cycle and cost
Increasing
the productivity and performance of the HR dept.
Increasing
the “throughout”
Improving
the “decision-making”
Enhancing
the “quality” of appointments
Such
a “ Value-Added-Service” on the part of placement agencies and jobsites, would
be greatly appreciated by their corporate clients, which, in turn, would bring
for them, more clients, and more revenue.
Jobseekers
RecruitGuru’s
vehicle for serving millions of jobseekers is
World-Wide-Jobs.com
Through
WWJ, RecruitGuru plans to deliver latest / relevant job-alerts to jobseekers,
as SMS on their mobiles. RecruitGuru’s brand for this is
JAM-
Job Alert on Mobile
Not
only that, WWJ will enable a jobseeker to “ Apply Online” against any such SMS,
directly from his mobile and from
wherever he happens to be, WITHOUT NEEDING A PC / INTERNET !
“Supply-
Chain”
WWJ
is downloading thousands of job-advts everyday (only those posted during last
24 hours) from dozens of jobsites.
By
“ aggregating” job-advts. from dozens of jobsites, WWJ has neatly solved its “
supply-chain” logistics, and completely automated the process.
In
long-term, WWJ will enter into “ Strategic Alliances” with major jobsites,
under a UNIQUE, data exchange program.
Delivery
/Distribution
For
delivering job-alerts to candidates, WWJ is in the process of tieing-up with
all the mobile service provides (MSP) of India. The job-alerts SMS will get
delivered through MSPs, who will charge their subscribers, for MO
(mobile-originated) as well as MT
(mobile terminated) SMS.
MSPs
will share their revenue with WWJ.
Since
MSPs are keeping for themselves, a major share of the JAM SMS revenue, they
will, on their own, carryout, all marketing / selling / promotional activities.
WWJ will not be required to spend anything on these activities.
MSPs
will also take care of all accounting/ billing / payment collection activities
for this Value-Added-Service to their mobile subscribers. This means WWJ will
not be burdened by these and will not need to spend any effort / money on these
activities.
In
course of time, we plan to extend WWJ/ JAM activity to other English speaking
countries, such as USA/UK/Canada/ Australia etc. by tieing up with the mobile
service providers of those countries.
At
present, India has a mobile subscriber base of 50 million. By end of 2007, this
figure is expected to cross 200 million.
It
is also very clear that, in the next 5 years, a smart mobile phone, will be
very common and will become THE DEVICE OF CHOCE for a consumer for conducting
all of his e-commerce transactions. Mobile phone will make deep inroads into
“Comparison Shopping” for not only goods bur also for services.
For
a jobseeker, SMS job-alerts are a kind of “Comparison Shopping” and the
ultimate convenience to be able to “ Apply Online” from mobile, is bound t make the traditional jobsearches ( on dozens
of jobsite ) DEAD!
For
million of jobseekers, WWJ / JAM will become their
JOB-NIRVANA
Guru
Mantra
We
are an organization specializing in developing and deploying Human Resource
Management software applications, as “Pay-Per-Use” Webservices, using
Microsofts’s .net technology.
Our
model of “ Kal- Chakra” (The Wheel of Tome ) has evolved from the following
eternal concept:-
Time
– Space continuum controls all human interactions, past, present & future.
Like
entropy, human knowledge keeps growing with every human interaction
Biological
evolution is mirrored into digital evolutions.
“Laws
of Probability” govern occurrence of all events, involving humans.
There
exist, definite and discernable patterns in human behaviors (thought / Speech /
action) triggered by past & present interactions with other humans, leading
upto statistically significant “predictions” of future behaviors
Based
on these “ Panch- Mantras” (Five Tenets ), Our Kal- Chakra will envelope the
following elements / players of Human Resource management :
JobSeekers
( Resumes / Skill )
Recruiters
(Job – Advts / Needs )
Gurus
(Knowledge Based of Experts)
HR
Managers ( Personnel Policies & Procedures)
Computer
Networks ( Collaborative Processing)
Communication
Networks (Voice – Data –Image Text transfers)
Our
Webservice, will capture & accumulate the collective wisdom of millions of
users / subscribers (-much like a Blackhole in space ), and decipher “
patterns” to predict the probability of congruence between a given job-position
and a specific candidate.
Towards
this end, we have already built formidable “ Knowledge based” of
Functions Skills Attitudes
Attributes Tasks Job Descriptions
Keywords Edu. Qualifications Corporates
Jobseekers Designations etc
Our
software applications ensure that, every time, any recruiter / jobseeker
conducts any “ transaction” on our Webservice, these “ Knowledge- Based” keep
growing / expanding automatically and re- configure the underlying patterns and
compute fresh “ Weightages”
What
we must not leave unsaid is that, the more the usage of our webservice by
ever-growing number of jobseekers & recruiters, the more, all of them stand
to benefit.
Image
Builder
Image
Builder will make your recruitment process
Better Faster Economical
From
the keywords contained in a given resume, India Recruiter, determines , three
FUNCTIONAL
PROFILES of the candidate concerned, India Recruiter decides to which of
The
29 “functions”, does this candidate belong to. Which are the top 3 functions in
which this
Candidate
has maximum exposure?
Not
only India Recruiter Builder, automatically assign a “raw score” for each
functional profile, it also
Computers
the “ percentile” of a given candidate!
So
now, not only you get to know
Which functions this candidate belongs to ?
You
also get to know,
Where
exactly he stands in relation to other executives, belonging to the same
function ? What is his rank amongst “ Co-
professionals”?
Answer
your question,
“Is
this fellow good enough to be called for an interview?”
In
a normal course, you would reach this conclusion only after you have carefully
studied the
Entire
resume and formed a “global impression” of the candidate (viz = A= Excellent /
B = Good
/
C = Average / R = Reject etc.). Then you would need to record your “impression
/ rating” on a
Piece
of paper.
But
at this stage, your “rating” is kind of “isolated / stand-alone”.
Your
“rating” does not tell you the relative “ranking/ standing” of that candidate
in relation to
Hundreds/thousands
of Co-professionals.
For
finding the “relative” standing/ranking, you will need to
Study
all the resumes
Rate
all the resumes
Arrange
all candidates in descending order to their “rating”
Even
then, your approximation (all As in top group / all Bs in middle group / Cs in
bottom group etc.),does not readily tell you the “percentile” position of a
given candidate.
Such
a percentile-ranking is only possible if, instead of simply rating a resume /
candidate, as
A/B/C/R,
you were to assign some “marks” to that resume, such as:
Function:
Materials Management
Mhatre
Score 43 Out of 100
Patel
Score 76 Out of 100
Venkat
Score 35 Out of 100 etc. etc.
Such refined / precise scoring requires
accurate judgment.
Such
judgment is a highly complex mental process, which is possible for a highly
trained/ experienced expert who does not
tire-out, even after scoring 1000 resumes !
In
projection of Functional Competence Profile, graphically, it is such a complex
mental process
That
India Recruiter mimics – and succeeds.
That
is why it is “Better”
Faster
How
long does it take a human expert to
Carefully
study a resume
Conclude
that this candidate is
Excellent
in “Marketing” (A)
Good
in “Sales” (B)
Average
in “ After – Sales Services ©
I
would say,10 minutes / resumes. Some of you may be able to do this in 5
minutes. So, a clever / hardworking manager can “rate”80/100 resumes in 8
working-hours.
But
this is a theoretical calculation.
In
reality,
You
never get 400 undisturbed working minutes in a day.
Looking
at / studying email resumes on a computer screen for 8 hours/day.
Day-after-day, will were you out, drain your energies, cause you eye-strain and
carpal tunnel syndrome, dim your mental faculties, and impair your judgment
(Fellows who get rated at the end of the day-watched out !)
But
even if you are a truly exceptional person, you will find it very difficult to
“rate” a candidate on three different “ Functional Areas”, simultaneously, viz.
Marketing / Sales / After Sales Service.
If
you try to juggle these 3 balls at a time, your output may well drop to 30/40
resumes in a day.
This
is without taking into account the fact that the next resume you pick-up fir
rating, belongs to an executive, whose
PRIMARY
function is “ Manufacturing”
SECONDARY
function is “ Quality control”
TERTISARY
function is “Materials management”
So,
you have to be a “ Superman” to juggle 29 functional- balls at the same time !
or else, your
Daily
output would further drop to 10/15 resumes.
But
when you are going thru Image Builders (instead of plain text resumes)
You
can zero-in on 5 good candidates (out of 500) within 2 hours !
No
wonder, when you use your recruitment process gets, truly “FASTER”
Economical
Every
part of your recruitment process costs you money. It is quite possible that you
have
Figured
–out, what it costs you to
Process
a Departmental “ Manpower Request”
Draft
an advertisement and get it approved by sundry authorities
Send
it an Ad-Agency for layout/artwork ( draft after draft for approval)
Get
media-plan/costs & approve for release
Receive
response
Rate
response/short list
Send
– out interview-calls
Organise
interview –panel of experts
Conduct
preliminary interview/ shortlist
Conduct
final interview
Negotiate
salary / issue appointment letter
This
is by no means, a comprehensive description of your recruitment process. The
complexity of
The
process will depend upon the size of an organization / organizational structure
/ geographical
Spread
/internal systems / level of vacancy etc.
Depending
upon the complexity of the process, filling-up a vacancy can cost a company,
anywhere between Rs.10,000 to Rs.
10,00000
A
major chunk of this cost is this the media-cost (the cost of
advertising-especially
For
print-media
Advts.)
Depending
upon size (column-centimeters) a job-advt, in leading national newspapers may
cost,
For
a single insertion, Rs/. 1 lakh upto Rs. 5 lakh
Most
companies go on releasing print-media job-advts. For similar / identical
vacancies, year-after-year !
But
why ?
Reason
is quite simple.
These
companies have received hundreds or thousands of “good” email resumes from
their past
Job-advts,
spread all over their computer network but
THOROUGHLY
UNSERCHABLE !
(Can
you locate, within 10 seconds, 235 emails’ resumes, which you received against
our advts,
For
BUSINESS ANALYST, released in 1999/2000/2001 ?)
So,
rather than struggle for 9 hours trying to locate these-and face inevitable
disappointment-
Would
it not be much easier simple to release one more fresh job-advt.?
This
process repeats with unfailing regularity because, vacancies repeat with
regularity due to
*Resignation/Retirements
*Business
Expansion
In
the meaning job-advt. cost keep mounting. (any idea, how much your company
spend on
Job-advts
during last year ?)
Costs-may
be altogether !
If
you have 100,000 resumes with you, convert these into a
“SINGLE/UNIFIED/STRUCTURED/SEARCHBLE/PRIVATE”DATABASE
using RecruiGuru.
Then,
next time you need to fill a vacancy in 7 days, do NOT advertise. Just search
your PRIVATE
Database,
short list most competent executives, and send them email, in 2 minutes.
That’s
how RecruitGuru makes your recruitment process “ECONOMICAL”
Why “ Pay – per –Use
? “
Do you own a power
station for electricity or a telephone company for communication or an airlines
to travel ? You don’t !
You use these
services and then pay for their exact usage. Then why should you “ own” a
software costing millions , to be able to use it ? – especially, when you need
to use it occasionally.
Besides spending huge
money, when you buy a software, you get “ Locked-In” . Every times the vendor
releases new version or upgrade, you end-up paying more. And this happens, at
least, once-a-year ! year after year! And switching to an alternate vendor is
not an option either ! What is worse, the upgrade has 20 new features, out of
which, you are interested in only 2. But you end –up paying for all 20, whether
you use or not !
Not fair, you would
say. We agree.
So, we went ahead and
developed The RecruitGuru as a
“PAY PER USE” Webservice
When you subscribe to
our webservice, you pay for what exactly you use and when you use. You would be
able to select only those features that you are interested in using. Of course,
you can add or remove features at will, at anytime and you can do it yourself.
So now you have the total control.
Why
Web Service ?
Latest
applications all over the world are moving towards Web services Architecture.
It has tremendous advantage over current applications:
It
allows integration and collaboration of various applications that are already available to the business.
XML
based communication offers structured and most widely acceptable form of data
exchange.
The
application based on web-services can be accessed from any device like PDAs laptops, mobile, PCs etc.
Highly
scalable and more secured compared to traditional internet.
GuruMine
Dear
Recruiter,
You
are getting thousand of unstructured resumes against your job-advts, but these
remain “unsearchable” because, these are unstructured. And you end-up
advertising again & again for identical
vacancies !
What
GuruMine does, is to convert these unstructured resumes into a structured
database automatically, accurately, speedily. GuruMine “ extracts” nearly
23 “ fields” from an
unstructured resume ! So, anytime (now or in future), you can search this
database, for
|
Name Age Experience Educational Qualification |
City
/ Country Function
Industry Designation |
Current
Employer Keywords Address Phones
No. / Email-id |
GuruMine
even develops for each candidate, a “Functional Exposure Profile” graph, for
top three functions, where his expertise lies. Not only does GuruMine “ Score”
each candidate’s knowledge/ skills, it even compare his “score” with thousands
of similar candidates in the database and computers his “percentile” (his
“standing” amongst pear group ). So, now you can decide, whom to call for
interview – just by looking at the graph !
Key
Features & Benefits
Extract
key information from resumes automatically and stores into a structured
database
Facilitates
quick reading of incoming / existing resumes by highlighting important keywords
found in the resume
Identifies
keywords that are unique or uncommon amongst similar profiles
Helps
in interviewing the candidate by displaying highlight of what is mentioned in
resume compared to an ideal profile
Eliminates
the manual entry of the data from the resume to the Application
Tracking
System
Reduces
data entry errors, time consumed and duplicate storing of the resumes
Need
not go through the entire resume manually in order to identify the core skill
of the candidates. The “Function Exposure Profile” would enable the user to
instantly identify the core areas of a candidates functional background.
Process
Resumes of various formats such as Word Document, Email bodies, File folders,
HTML documents etc.
GuruSearch
GuruMine
creates a Artificial Intelligence based “ Searchable” database (from
unstructured resumes), but you need a “Search – Engine” (-a Search Software) so
that, you can search this vast database of resumes very fast (-in matter of
seconds !) and get a shortlist of suitable candidates, whom, you wish to call
for an interview.
This
is what GuruSearch does. It will search through millions of resumes and present
you, only those few which meet your “ Expectations”. You could also shortlist
candidates based on their percentile rank.
You
can specify search-criteria such as Industry / Function / designation /
Educational / Qualification / Age / Experience / keywords / Employer Company
Name / Percentile Score, etc. On top of this you can perform a web-like
Free-Text Search on the resumes.
GuruSearch
allows you to narrow-down the shortlist through use of “Refined Search” or by
selecting a few through check-box.
GuruSearch
enables you to send-out interview-call emails to shortlisted candidates.
Key
Features & Benefits
Identify
the right candidates based on various search parameters (like function,
industry, designation level etc.) from the structured database created by
GuruMine
Gives
the option of free text search (Web like search)
Ability
to export search result to MS-EXCEL
Mail
Merge functionality
Enables
recruiters to view top candidates by simply the ‘Percentile’ level of the
candidates
Help
in indentifying the right candidate at a reduced cost and time
Emails
to list of candidates using mail merge
FAQ
What
is GuruMine/ What does it do/ How does GuruMine help?
It
is a web service that makes HR Manager’s life easier and more effective by:
Extracting
resumes automatically into a structured database – could be used for precise
searching and mail merging
Instantaneously
plotting the competence profile of candidates, using artificial intelligence
(knowledge bases)
Facilitating
quick-reading of incoming/existing resumes by highlighting important keywords
found in the resume
Helping
in interviewing the candidates by displaying what’s missing in her/his resume
compared to an ideal profile
In
short, improve the speed of hiring the right candidates at reduced costs!
Who
can use this software?
RecruitGuru
Services can be used by:
Corporate
Recruiters
HR
Manager and Head of HR to perform intelligent searches on the candidate
database.
Department
Heads to view the competence profile of their employees.
Why
“ Web-service”?
Latest
applications all over the world are moving towards Web Services Architecture.
It has tremendous advantage over current applications:
It
allows integration and collaboration of various applications that are already
available to the business.
XML
based communication offers structured and most widely acceptable form of data
exchange.
The
application based on web-services can be accessed from any device like PDAs,
laptops, mobiles, PCs etc.
Highly
scalable and more secured compared to traditional internet applications.
Can
it process any resume? What limitations? How about international and other
language resumes?
Currently
it is capable of processing Word Document, Rich Text Format (RTF) and HTML
resumes. We will expand it to cover formats in the next version. Although it
could extract most of the details from any English language resume, we are
currently offering this service only on Indian Resumes. Future versions will
cover additional countries and non-English resumes.
How
long does it take to process a resume? How long for 1000 resumes? What kind of
performance benchmark testing has been done?
Processing
time depends on various factors like Network speed, Client Hardware, Volume
etc. as well as the size of the resume. Initial test show average time taken is
about 6 to 8 seconds per resume. Thus,
around 500 resumes per hour. However, this could be improved manifold after due
performance tuning of the application. Benchmark testing using advanced load
testing tools will be performed prior to commercial release.
How
is duplication of resumes handled?
Currently
the software checks for the First Name and Date of Birth or E-Mail ID for the
duplication. The user can decide his/her own criteria for checking.
Can
we extract resumes in bulk? If yes, how do we know the success and failure
cases?
Yes
you can extract the resumes in bulk. Once you upload the batch of resumes and
start the extractions, no need to stay connected. Next time when you login int
he application gives you the statistics of how many resumes got extracted
successfully, how many got rejected and why, how were the duplicates etc.
Which
all resume formats are extracted? Can it read the resume directly from an
email?
As
of now it can extract Word Doc, HTML and RTFs. We plan to update it to extract
PDF in future. Currently the software can not read the resumes directly from
email. But in future surely it will do.
What
kind of bandwidth/internet connection speed ids required?
On
normal 56k modem on can use this so software. But if you plan to upload the
resumes in bulk then you need the higher bandwidth. We also provide an option
whereby you can send us the resumes on a CD and then we will extract the
resumes in-house.
Which
all fields are extracted?
Name
Age
Experience
Educational
Qualification
City
/ Country
Function
Industry
Designation
Current
Employer
Keywords
Address
Phone
No./ Email-ID
Do
you plan to add further “Modules” to your web service to cover entire range of
Recruitment process?
Yes
we plan to add modules like, “manpower Request Module”, “interview Management
Module” etc. to our offering so that we can cover the entire recruitment
process.
While
searching the candidates for short listing, can we perform both free-text and
database search?
YES
How
does GuruMine protect my resume database, lying on your web server?
We
have hosted our webservers behind the strong firewalls. One cannot reach
database server using internet only. Since we offer the separate databases for
each client, one can not access the other’s database.
After converting emails resumes into a structured
database, using your web service suppose I want to migrate / export such
structured resume-database, to one of my other OFFLINE HR applications, can I
do so?
We
provide this facility under CUSTOMISATION. We will study the database and the
offline applications that you are using and accordingly will provide the export
facility so that you can easily merger the extracted data with other
applications.
As
far as usage of your web service is concerned, what kind of “ statistics” will
you provide?
The
application will provide you the statistics about the how many searches a user
in your company has conducted, how many resumes he has extracted, what is the
cost of all these transactions, what is the balance money left in your account.
This statistic could be seen online at any time.
Will
you be using OUR resumes for any other purpose? If so, what purpose?
Your
resumes are exclusively your property. We do not use your resumes for any
purpose.
What
kind of Technical support would you provide as a part of your web service?
Since
your database resides on our webservers, we provide you the support to back up
the database regularly and to fine tune it to optimise. Apart from that we
provide free one time training either online or offline whichever is most
convenient.
In
what different ways can I make payments for the web service? Can I make
“online” payment using credit-card?
Currently
you can make the payment by cheque, Demand draft payable in Mumbai.
Soon
you would be able to pay online using Credit Card.
How
will I come to know that the “balance” in my subscription account is running
low and that it is time to replenish it with fresh payment?
When
your credit balance will reach to the 10% of what you had deposited, you will
start getting emails alerts.
If
I am an “individual” and not a “Corporate – body”, Can I still avail of your
Web-service? Can I become your subscriber?
These
webservices are more meant for the Corporates, but still an individual can
avail these services on RecruitGuru’s discretion.
Instead
of keeping our resume-database on your on your web server, can we keep it on
our local server in our office and still be able t use your web service?
Yes you can do this, but it is not advisable.
This arrangement will need the higher bandwidth (ideally higher than 512 KBPS)
What
kind of hardware / software / telecom link will we need to be able to use your
web service?
Being
the webservice, you can use these application on a normal configuration
computer. For using GuruSearch 56 KBPS internet speed is sufficient. But if you
plan to upload the resumes in bulk then you require the higher bandwidth
depending upon the total size of resumes in batch.
Do
you have a provision whereby your web service can link-up with other web
services (e.g : Online Testing of software engineers)
Yes.
Typically a webservice is meant for that. But in doing this some customization
may be needed.
RecruitGuru
In
the already overcrowded e-recruitment marker, comes a newly launch product with
a difference…www.recruitguru.com. There is no huge, upfront annual
subscription. Its service can be activated with a nominal activation-fee. It is
a pay-per-use or pay –when-use or tariff-based self-service, much like a
prepaid SIM card of a cellphone. The subscriber can customize what service he
wants to use and when. A transparent and powerful Admin Tool (Flight Deck)
places entire control in the hands of the subscriber. He can monitor modify
usage-pattern of all the “authorize” recruitment managers of his company at
anytime and in any manner of his choice. Subscriber can create their own
private / secure resume database on RecruitGuru (which no one else can access).
Artificial
intelligence based, self-learning software of RecruitGuru, will automatically
convert plain emails resumes into a structured and searchable database,
without human intervention ! So, thousands of email resumes
accumulated by a corporate over the years, overnight get transformed into a
database. Now, instead of re-advertising same or similar vacancies again and
again, all that the subscriber needs to do, is to search his own or secure
database, using RecruitGuru’s powerful search engine. This one feature alone
can save lakhs of rupees in advertising cost annually. A its homepage
proclaims, it could we;; be heralding in the future of recruitment web
services.
BACKGROUND
STATISTICS
India
has over 100 million jobseekers – 44 million of whom are registered with some
945 Govt. employment Exchanges.
In
2003, Employment exchanges could place only 1.5 lakh registered jobseekers.
Some
2 million jobseekers are registering with the Employment Exchanges every year.
17.2%
of those registered are graduates
Some
3 million students graduate from Indian colleges each year, of which approx.
3000,000 are engineering professionals.
Of
India’s workforce, some 7 million are in
the “Organised” sector
Some
850,000 professionals are working in the IT/ITES sector
Manpower
requirement in IT/ITES/BPO sector is growing at the rate of 30% per year
and expected to reach 5 million
by the year 2012.
In
his budget speech, Mr. Chidambaram said “IT sector, by 2009, will offer an
additional 7 million jobs”
The
churn-rate in BPO sector ranges between 60% - 90% (Last year, spectramind’s
annualized churn-rate was 90%)
Churn-rate
in IT sector ranges between 15% - 25%
Company
like Infosys, last year received ONE MILLION emails resumes against
their various job-advts ! Processing such a huge volume of resumes, to short
list a few thousand for interviewing to ultimate appoint 12000, is getting to
be nightmare for Recruitment Manager everywhere.
Between
April & December 2004 WIPRO made 40,000 employment offers !
Major
Indian jobsites ( Monster / Naukri / JobAhead / Jobstreet etc)
Between
them, claim to have resume database of 7 / 9 million professionals.
Discounting
duplicates, this could be 5 / 6 million.
Major
Indian jobsites, between them boast of
250,000
job-posting database
10,000
New job posting DAILY (-although many are repeated day-after-day!)
15000
corporate clients
Some 630,000 complains are registered with the
Dept. of Companies Affairs (DCA)
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