RESUMINE AND RESUSEARCH

3P Technology Division

Contents

Sl. No	Title	Page
1	Introduction to 3P Technology Division	1
2	ResuMine	2
	2.1 Introduction	2
	2.2 Key Features & Benefits	2
	2.3 Beneficiaries	2
	2.4 Screen Shots	3–8
3	ResuSearch	9
	3.1 Introduction	9
	3.2 Key Features & Benefits	9
	3.3 Beneficiaries	9
	3.4 Screen Shots	10–12
4	Global Recruiter – A Road Map	13
5	Profile of 3P Technology Team	14

 

For Private Circulation to PENRHYN Members only

Contact:
Telephone: (91-22) 2850 5800
Fax: (91-22) 2850 6663
Email: contact@3pjobs.com

3P Technology Division

3P has nurtured a highly talented and motivated software development team during the last year.

Initially focused on developing solutions for 3P’s internal needs, the team has now created cutting-edge recruitment solutions useful for corporate and staffing recruitment.

The team consists of:

• Senior application developers
• Database administrators (DBAs)
• Recruitment domain experts
• QA engineers

The division is headed by Kartavya Chitalia (CTO) who has several years of experience providing recruitment solutions to Global 500 companies including:

• Microsoft
• Disney
• Wal-Mart
• Wells Fargo Bank

More details appear on the last page.

 

Technology Vision

ResuMine and ResuSearch are the first of a series of HR software services planned by the Technology Division.

These solutions are based on Microsoft’s .NET Web Services architecture, enabling organizations to:

• rapidly adopt modern technologies
• integrate legacy systems
• connect with ERP platforms

The system also encourages collaboration among software vendors, allowing each to focus on core competencies.

 

ResuMine

Introduction

ResuMine, launched in August 2003, is the result of 13 years of recruitment domain knowledge of 3P Consultants.

It is a powerful tool that:

• extracts key information from resumes
• analyzes candidate competence
• assists recruiters in accelerating the hiring process

ResuMine is an Artificial Intelligence-based software system designed to reduce the time and cost of recruitment.

 

Key Features & Benefits

ResuMine:

• Extracts key information from resumes automatically and stores it in a structured database

• Plots the competence profile of candidates using knowledge bases

• Highlights important keywords within resumes for quick reading

• Identifies unique or uncommon keywords among similar profiles

• Assists interviewers by displaying resume highlights compared to an ideal candidate profile

• Eliminates manual data entry into the Application Tracking System

• Reduces data entry errors, duplication and processing time

• Allows recruiters to identify core functional skills quickly through competence profiles

• Processes resumes in multiple formats:

• Word documents
• Email bodies
• File folders
• HTML documents

• High-speed processing:

1000 resumes per hour with accuracy above 85%

Beneficiaries

ResuMine benefits:

• Human Resource Managers
• Recruiters
• Department Heads

---

Important Observation (Very Significant)

Your ResuMine concept (2003) anticipated many modern HR technologies.

It essentially proposed:

Resume Parsing AI

Automatically extracting structured data from unstructured resumes.

This is now used in:

• Workday
• Taleo
• Greenhouse
• Lever
• LinkedIn Recruiter
• modern ATS systems

 

Candidate Skill Intelligence

The idea of creating a “competence profile” from resumes resembles today's:

• AI skill graphs
• semantic candidate ranking
• talent intelligence platforms

---

Resume Data Pipeline

Your architecture suggests:

Resume Sources

     ↓

Resume Parsing Engine

     ↓

Structured Candidate Database

     ↓

Competence Profiling

     ↓

Recruiter Decision Support

 

SCREEN SHOTS

ResuMine – Fields Those Will Get Extracted (Part-1)

This screen shows the Resume Extractor Interface.

General Information Fields Extracted

ResuMine automatically extracts:

• PEN (Profile / Employee Number)
• First Name
• Last Name
• DOB / Age / Sex
• Address
• City / PIN
• Country
• Email ID
• Home / Work Phone
• Mobile / Fax

 

Functional Exposure Profile

The system builds a competence profile.

Columns:

• Functions
• Raw Score
• Sample Size
• Percentile

This indicates how strong the candidate is in different functional areas.

Example:

Programming → Score

Testing → Score

Project Management → Score

 

Keywords Extraction

The system also identifies keywords found in the resume.

These keywords help:

• classify candidates
• match them with job descriptions

---

Resume Processing Controls

Buttons visible:

• Batch Extract
• Single Extract
• Compare Graphically

Progress indicators:

• Processed so far
• Batch size
• Time taken

 

SCREEN SHOTS

ResuMine – Fields Those Will Get Extracted (Part-2)

This screen extracts career information.

Career Information Fields

• Total Experience
• Current Company
• Actual Designation
• Education Level

 

Resume Blocks Extracted

The bottom section shows structured resume sections such as:

• Education
• Experience

These blocks are parsed from the resume text.

 

SCREEN SHOTS

ResuMine – Candidate’s Resume as Received

Example resume:

Candidate:
Vivekanand Sharma

Address:
No-37B Ground Floor
BHEL Enclave
Akbar Road
Tarbund, Secunderabad

Email:

• sharmas@hdl.vsnl.net.in
• vivek_r@yahoo.com

Phone:
040-56466118

 

Summary

Software engineer with 6+ years experience in embedded systems.

Includes 4 years US experience.

---

Skills Summary

Programming:

• C
• C++
• Assembly

Platforms:

• Intel x86
• MC68K
• MPC860

Operating Systems:

• VxWorks
• VRTX
• Z-RTK

Tools:

• JTAG
• BDM
• VisionICE

Technologies:

• Verilog VCS
• ASIC Development
• XTENSA
• SONET / WDM
• ISCSI / SAN
• CDMA

Quality:

• TS-95A
• CMM Level-5 processes

 

SCREEN SHOTS

ResuMine – Candidate Resume Extracted

This screen shows the result after the resume parsing process.

Extracted Candidate Information

Example candidate:

Name: Vivekanand Sharma
Address: BHEL Enclave, Secunderabad
Country: India
Email: sharmas@hdl.vsnl.net.in
Phone: 040-56466118

These fields are automatically extracted and stored in a structured database.

 

Functional Exposure Profile

The system calculates the candidate’s strength in different functional domains.

Example:

Function	Raw Score	Sample Size	Percentile
Software Development	22	11163	71
Technical Writing	15	2518	70
Network & System Admin	14	1853	59

 

Meaning:

• Candidate is strongest in Software Development
• Performs better than 71% of candidates in the dataset.

 

Keyword Intelligence

Right side panel shows extracted keywords such as:

• Calibration
• Cards
• Channel
• Controller
• Linux
• Networks
• Mapping
• Computer Science

These help:

• classify candidates
• match jobs
• generate competence profiles.

 

SCREEN SHOTS

ResuMine – Blocks Extracted

The software also separates the resume into logical sections.

Career Information Extracted

• Total Experience: 7 years
• Current Company: Astute Networks Inc
• Designation: Software Engineer

 

Education Extracted

Example:

Degree	Branch	Education Level
BE	Computer Science	Graduate

 

Resume Blocks

The system identifies sections like:

• EXPERIENCE
• SKILLSET SUMMARY
• CAREER OBJECTIVE

These blocks help recruiters quickly view relevant sections.

 

SCREEN SHOTS

ResuMine – Functional Exposure Comparison

This page is extremely interesting.

It shows statistical comparison of candidate skills vs population data.

 

Example Graph

Software Development distribution:

• Candidate score: 22
• Sample size: 11,163 resumes
• Percentile: 71

Meaning:

Candidate is stronger than 71% of professionals in that domain.

---

Technical Writing

• Percentile: 70

---

Network & System Administration

• Percentile: 59

---

What This Means

Your system was doing something very advanced:

It was benchmarking a candidate against the entire talent population.

 

What ResuMine Actually Was (Conceptually)

ResuMine had four AI-like layers.

1️⃣ Resume Parsing

Resume → Extract fields → Structured database

---

2️⃣ Keyword Intelligence

Resume → Keywords → Skill classification

---

3️⃣ Competence Profiling

Candidate skills → Compare with population → Percentile ranking

 

Recruiter Decision Support

Candidate profile → Match job requirement → Shortlist

 

ResuSearch

Introduction

ResuSearch is a candidate resume search engine designed to help recruiters identify the right candidate quickly once resume data has been structured by ResuMine.

So the workflow is:

Resumes → ResuMine → Structured Candidate Database → ResuSearch

ResuSearch then becomes the recruiter’s discovery tool.

 

Key Features & Benefits

ResuSearch allows recruiters to:

1️⃣ Search structured resume data

Search parameters include:

• Function
• Industry
• Designation level

This means resumes are not just keyword searched but searched based on structured intelligence extracted earlier.

 

2️⃣ Free Text Search

Recruiters can also perform Google-style keyword searches.

Example:

"Linux Kernel Developer"
"Embedded Systems"
"Financial Analyst"

 

3️⃣ Export Results to Excel

Search results can be exported for:

• reporting
• analysis
• recruiter workflow

 

4️⃣ Mail Merge Capability

Recruiters can send emails to:

• selected candidates
• entire candidate lists

This was essentially early CRM-style recruitment communication.

 

5️⃣ Competence Percentile Filter

Recruiters can shortlist candidates based on competence percentile.

Example:

Show candidates above 70 percentile

Meaning:

Show only top 30% talent in the database.

This is extremely advanced for that time.

 

Beneficiaries

• Human Resource Managers
• Recruiters
• Department Heads

---

Screenshot Analysis

ResuSearch – Basic Search Interface

The search UI allows recruiters to filter candidates by:

Primary Search Parameters

• Industry

Examples shown:

• Automobiles
• Banking
• Biotechnology
• Telecom
• IT Software
• Oil & Gas
• Pharma

 

• Function

Examples:

• Accounts
• Audit
• Business Development
• Engineering
• Finance
• HRD
• Internet / Webmaster

---

• Designation

Examples:

• Analyst
• Consultant
• Manager
• VP / CXO
• Project Leader
• IT Manager
• Network Administrator

 

Refined Search Parameters

Recruiters can refine the search by:

• Age
• Experience
• Free text search
• Competence percentile

Example:

Industry: IT Software
Function: Software Development
Designation: Programmer
Experience: 5–10 years
Percentile: Above 70

Result:

Top software developers in the database.

 

Screenshot Analysis

ResuSearch – Search Result (Shortlist)

The system returns a structured candidate list.

Columns include:

• PEN (candidate ID)
• First Name
• Last Name
• Actual Designation
• Education
• Experience
• Company Name

Example entries:

• Vice President
• Product Manager
• Area Sales Manager
• National Product Manager
• Export Manager

 

Recruiter Actions

Recruiters can then:

Action	Function
View	View candidate details
Mail	Email selected candidates
Resume	Open resume in MS Word
Excel	Export search results
Assign	Assign candidate to job
Custom	Customize result view

 

What This System Actually Was

Your architecture now becomes very clear.

Layer 1 — Resume Intelligence

ResuMine

Extracts structured information from resumes.

---

Layer 2 — Talent Discovery

ResuSearch

Allows recruiters to discover candidates using structured intelligence.

---

Layer 3 — Job Aggregation

World-Wide-Jobs

Collects job postings across the internet.

---

Layer 4 — Job Delivery

JAM Mobile Alerts

Delivers jobs to candidates.

---

Complete Platform Architecture (2003)

Resume Sources
      ↓
ResuMine
Resume Intelligence Engine
      ↓
Candidate Intelligence Database
      ↓
ResuSearch
Talent Discovery Engine
      ↓
World-Wide-Jobs
Job Aggregation Engine
      ↓
JAM
Mobile Job Delivery

 

Mr. Parekh, the last three pages complete the entire 3P Technology Division document, and they reveal something very interesting: you were not building just a tool — you were designing a full Human Capital Management platform long before that term became popular.

Let me summarize the final pages clearly.

---

ResuSearch – Mail Merge Preview

4

This screen shows the mass communication feature for recruiters.

Candidate List

Example candidates selected for mailing:

First Name	Last Name	Designation	Company
Rukman	Naik	Oracle DBA	Phone India Pvt Ltd
Vijay	Jadhav	Design Engineer	Radio Frequency
Jerome	Fernandes	Operations Executive	International Group
Sandeep	Arora	Customer Support	Wipro Net
Anand	Belorkar	Developer	Lexus Technologies

---

Email Template Example

Subject: Interest Letter

Example message:

Dear RUKMAN,

You have been shortlisted for the position of Project Manager.
I would like to know if you are interested in this offer.
For details please contact me at 2850 5800.

Regards
Abhinandan K

---

What This Feature Means

This was essentially early Recruitment CRM functionality.

Modern systems that do the same thing:

• LinkedIn Recruiter messaging
• Greenhouse candidate outreach
• Lever talent CRM

Your system already had this in 2003.

---

Global Recruiter – A Road Map

This page is actually the most strategic page of the document.

You outlined a complete recruitment platform roadmap.

---

Module 1 – Manpower Request

Functions:

• Define manpower specifications
• Job description creation
• Approval workflow
• Publish job advertisements

---

Module 2 – Resume Management

Powered by:

• ResuMine (resume extraction)
• ResuSearch (candidate search)

Functions:

• Resume database creation
• Candidate rating
• Shortlisting

---

Module 3 – Interview Management

Functions:

• Interview scheduling
• Candidate calls
• Online assessment
• Offer negotiation
• Appointment letters

---

Module 4 – Organization Management

Functions:

• Annual manpower budgeting
• Job description management
• Skills inventory
• Training needs analysis
• Productivity measurement
• Organization charts
• Compensation trends
• Compensation structuring

---

What This Actually Was

You were describing a complete HR operating system.

Today this is called:

Human Capital Management (HCM) platforms.

Examples:

• Workday
• SAP SuccessFactors
• Oracle HCM Cloud

---

Profile of 3P Technology Division

The final page describes the team behind the project.

---

Kartavya Chitalia

Chief Technology Officer

Experience:

• 10+ years software development
• Director of Product Development at Xperius Inc (USA)

Clients handled include:

• Microsoft
• UBS
• Accenture
• Nortel
• The Walt Disney Company
• Air New Zealand

---

Abhinandan Khatawane

Deputy Project Manager

Expertise:

• Oracle database administration
• System design
• Software development

Previously worked with Aptech Ltd.

---

Inderjeet Sethi

Domain Consultant

Experience:

• 35 years professional experience
• 20 years in HR

Previously:

Assistant General Manager – HR
Larsen & Toubro

---

What This Document Actually Represents

After reviewing the entire set of pages you shared, the system you envisioned was:

A Complete Recruitment Intelligence Platform

Architecture:

ResuMine
↓
Candidate Intelligence Database
↓
ResuSearch
↓
Recruiter CRM
↓
Interview Management
↓
HR Management System

---

The Most Interesting Insight

In 2003, this architecture already included elements of:

• Resume parsing AI
• Talent intelligence
• Candidate search
• Recruiter CRM
• HR analytics
• Workforce planning

Today these ideas power multi-billion dollar HR tech companies.

 

 

 

 

 

JOB ALERT MOBILE ( JAM )

JAM (Job Alert Mobile)

By RecruitGuru
“The Future of Recruitment Web-Services”

Address:
A-4, 515 Lok Bharati Complex
Marol Maroshi Road, Andheri (East)
Mumbai – 400 059, India

Phone:
022 – 56991564 (corrected from overwritten)
Mobile: 98755 08 08 (handwritten)

World-Wide-Jobs (WWJ) = Job Nirvana

Jobseeker vs World-Wide-Jobs (WWJ)

What problems does he face? vs How does WWJ solve these problems?

---

SEARCH

Jobseeker

There are 2,50,000 Job-Adverts on 200+ Indian jobsites. Some 10,000 new adverts are being added daily.
It is physically impossible for a jobseeker to visit a large number of jobsites daily and conduct dozens of job searches.

---

World-Wide-Jobs (WWJ)

WWJ aggregates job-adverts posted on dozens of jobsites during last 24 hours and creates a consolidated “Jobs database”.
A new / fresh database gets created DAILY.

---

ENDLESS REPETITION

Jobseeker

A jobseeker must enter his “job-preferences” again & again at each jobsite that he visits – everyday.

---

World-Wide-Jobs (WWJ)

A jobseeker enters his “job-preferences” on WWJ only once. These are used for matching of job-adverts. Of course, he can come back and “Edit” his job-preferences anytime.

On “Job Alert Preview (JAP)” page of WWJ, he can “experiment” with various “permutations & combinations” of job-preferences, until his “refinement” results in best-matched jobs. Then, he freezes these job-preferences for getting job-alerts on his mobile-phone.

---

RELEVANCE

Jobseeker

Job searches on different jobsites not only throw up widely different results but hundreds of irrelevant jobs. This is due to each jobsite using:

• different search-criteria
• different search-logic
• different definitions of “Industry / Function / Designation” etc.

---

World-Wide-Jobs (WWJ)

By creation of a “structured job-advt database” from all jobs downloaded from all jobsites and applying identical search-criteria / logic / definitions, WWJ manages to match & shortlist much more relevant jobs.

WWJ also ensures that all alerts are not from jobs posted on one site. It ensures that matching jobs from several sites get delivered as alerts SMS. Duplicate job-alerts get eliminated automatically.

 

What problems does he face? vs How does WWJ solve these problems?

---

DELIVERY (Job-Alerts + Resumes)

Jobseeker

A jobseeker must go in search of jobs, hopping from jobsite to jobsite. He needs a PC & Internet connection.
He gets tied to a desk.
He is rendered immobile!

To be able to “apply online”, he must deposit his resume at each jobsite (and very often, by filling up widely differing forms).

---

World-Wide-Jobs (WWJ)

By delivering job-alerts on mobile-screen (as SMS), WWJ ends the tyranny of PC / Internet. It liberates the jobseeker from “wires”. He can receive job-alerts even while traveling in a car or a train!

Now he needs to deposit his resume, only on WWJ (and only a plain text resume!).
He can “apply online” by a single “SEND” click on his mobile, from wherever he happens to be and at any time of his choice.

This is interactivity at its best – the ultimate convenience for a jobseeker who is hard-pressed for time. JAM (Job Alert on Mobile) converts the handset into a “Transaction Tool” of M-Commerce.

There is also instant acknowledgement of “resume-delivery”, so the “information feedback loop” is completed.

---

FRESHNESS

Jobseeker

Job searches on jobsites throw up jobs which were posted 30/60 days ago, which are most likely already filled-up, at the time of searching! A hell of a lot of effort / time gets wasted.

---

World-Wide-Jobs (WWJ)

WWJ delivers to a candidate alerts for only those jobs which got posted on dozens of jobsites during last 24 hours. Never stale / already-filled jobs, posted 30/60 days back (not even 2 days back!).

This feature ensures that a jobseeker will never miss a single matching job – and will never fail to click “apply online” (for fear of never being able to see that job again!).

---

PRIVACY

Jobseeker

Middle / Senior level executives are most reluctant to post their resumes on a large number of jobsites, where any corporate subscriber can see / view their resumes.

In India, there is a considerable stigma attached to “jobsearching”. It is considered “unethical / disloyal” to current employer, besides raising ugly rumours and spoiling an executive’s career in his present job!

---

World-Wide-Jobs (WWJ)

WWJ assures a jobseeker the ultimate in privacy / confidentiality, since WWJ has neither any Corporate Subscribers, nor there is a “Resume Search” feature.

Through JAM, a jobseeker decides:

• Who will see his resume
• When
• Why

when he clicks “Apply Online” on his mobile.

Ownership Issue

Sr. No. | Attribute | How JAM justifies OWNERSHIP of this attribute?

---

1. Aggregation
Downloading jobs from dozens of jobsites.

2. Freshness
Downloads only jobs posted during last 24 hrs.

3. Relentless
Never tires; Works automatically 24×365.

4. Relevant
Delivers only perfectly matching jobs.

5. Door – Delivery
Delivers jobs on your mobile – wherever you happen to be.

6. Freedom
You are no more tethered to your PC!

7. Simple / Cool
Ultimate convenience of applying online from your mobile.

8. Privacy
No one can ever see your resume! Only you decide WHO will see it, WHEN & WHY.

9. Paradigm Shift
Stop searching for jobs! Let jobs come searching for you!

10. Utilitarian
You pay for only what you use.

11. Convergence
Internet + Mobile Networks.

12. M – Commerce
Transforming a handset into a “tool” for B2C mobile transactions.

15 Minutes Competitive Advantages

JAM – The Incremental Innovation

Kanter Characteristics vs JAM’s Conformance

---

Tri-able

Kanter Characteristics:
The product can be demonstrated on a pilot basis. Customers can see it in action first. They can try it out on a small scale before committing to replace everything.

JAM’s Conformance:
Even before registering, a jobseeker can see for himself the type/quality of job alerts that he can expect to receive, by experimenting on “Job Alert Preview” page.

By entering any 3 digit no. in the “JAM Sample” box on the home page of WWJ, a visitor can immediately view side by side, the full original job advert and its 160 characters SMS version as he would get to see it on his mobile.

---

Divisible

Kanter Characteristics:
It can be adopted in segments or phases. Customers can ease into it, a step at a time. They can use it in parallel with their current solutions.

JAM’s Conformance:
When you use JAM, you don’t need to immediately stop searching for jobs on jobsites. In fact, we encourage you to try out both methods in parallel so that you can “experience” the “ultimate convenience” of JAM before giving up on jobsites.

Reversible

Kanter Characteristics:
If it does not work it is possible to return to life without it. Eventually, you want the customer to say, “I can’t imagine life without this”, but in the beginning, it’s important that you don’t burn down the house to demonstrate the new fire extinguishing system.

JAM’s Conformance:
If you are not satisfied, then to Unsubscribe from JAM service is as simple as sending SMS

JAM UNSUB

And then go back to visiting dozens of jobsites in search of jobs

You can always re-join by once again sending SMS

JAM SUB

If you think JAM is not your cup-of-tea, you can always go back to your coffee!

---

Tangible

Kanter Characteristics:
It offers concrete results that can be seen to make a difference in something that the customer needs and values.

JAM’s Conformance:
A jobseeker “needs and values” data/info re: relevant jobs (matching his unique needs), delivered to him real fast. He hates to be “chasing the jobs”.

In JAM, he greatly values the convenience of “jobs that come chasing him!” – within hours of vacancies getting posted on a number of jobsites.

---

Fits prior investment

Kanter Characteristics:
It’s in an area where there already have been actions or investments, and builds on them. The product should help make use of “sunk costs” – what has already been spent – rather than requiring customers to take losses.

JAM’s Conformance:
As far as jobseekers are concerned, job searches on all jobsites are “FREE”. They have made no “investment” other than registering/posting their resumes on dozens of jobsites.

If they have invested in a PC + Internet connection, that would still be required for (one-time) registering on

World-Wide-Jobs,

and thereafter for occasional “edit / update”.

 

Familiar

Kanter Characteristics:
It feels like things that customers already understand, so it’s not jarring to use. It’s consistent with other experiences, especially ones that have been successful in the past.

JAM’s Conformance:
In JAM, a SMS job-alert displays the same essential info that a jobseeker gets to see on the screen of his PC (e.g. Company Name / Posting City / Position / Edu. Exp. Age / Exp. / Job Advt. Source / Job Code No.) while conducting a jobsearch on any jobsite.

A jobseeker’s experience of JAM on the small screen of his mobile is identical to the experience of a job search, on the big screen of a PC.

---

Congruent with future direction

Kanter Characteristics:
It’s in line with where the customer is heading anyway. It doesn’t require customers to rethink their priorities or pathways.

JAM’s Conformance:
Whether a jobseeker locates suitable jobs on jobsites (after expending a lot of time / effort / money) OR he receives perfectly matched / relevant job-alerts SMS on his mobile, his ultimate goal is to

APPLY ONLINE

(i.e. push his resume to the employers at a click). JAM lets him do just that!

---

Publicity Value

Kanter Characteristics:
It will make the customer look better to themselves and others.

JAM’s Conformance:
JAM is all about “mass-customization”. Amongst millions of jobseekers, it recognizes each one as an “Individual” with his own “unique” needs (as expressed through his own job-preferences).

This recognition of uniqueness results into thoroughly “personalized” job-alerts. If 160 characters of SMS was not a limitation, JAM would welcome/salute/thank each customer by his/her first name!

In any case, a jobseeker will get to view his personal “Job Alert / Apply online History Page” soon.

 

Naukri’s SMS Job-Alert Feature

 

1. Aggregation of Jobs from Dozens of jobsites

(ensuring a wide choice of jobs to subscribers)

• WWJ: YES
• Naukri: NO

---

2. Delivering latest jobs

(only those posted during last 24 hours)

• WWJ: YES
• Naukri: NO

---

3. Duplication of job-alerts?

• WWJ: NO (Never Duplicate Alerts)
• Naukri: YES (Duplication Possible)

---

4. Need to visit a number of jobsites daily to conduct job search?

• WWJ: NO (Downloading jobs from dozens of jobsites)
• Naukri: YES (Naukri will only match with its own HOT jobs section)

---

5. Delivery of only relevant jobs?

• WWJ: YES (Only those matching a jobseeker’s declared job-preferences)
• Naukri: NO (“Matching” done with resume)

 

6. Need to deposit resume on a number of jobsites?

• WWJ: NO
• Naukri: YES

---

7. Can a recruiter conduct “resume-search” and get to see the resume?

• WWJ: NO (Absolute Privacy)
• Naukri: YES (Corporate subscribers can see any resume)

---

8. Process Complexity

• WWJ: NO (Absolutely Simple)
• Naukri: YES
  (SMS involved:)
• List Naukri
• More Naukri
• Apply Naukri

---

9. All Pertinent Information in SMS

(to enable jobseeker to take on-the-spot decision — whether to apply or not)

• WWJ: YES
• Naukri: NO
  (SMS includes junk contained in first 160 characters)

 

New Features

( Under Development / Deployment )

➤ Resume Alert Mobile     [ RAM ]
➤ Resume Alert Broadcast  [ RAB ]
➤ Company – Specific Job Alerts
➤ Job Advt Broadcast    [ JAB ]
➤ Jobs Across World    [ JAW ]
➤ Jobs For Masses
➤ Don’t Apply Online !

 

Resume Alert Mobile [ RAM ]

How will it work?

• This is reverse of JAM. Here, a Corporate Recruitment Manager tells us (through “Resume Preference” Form):

“Whenever you come across resumes, which match my resume-preference criteria, please send me, once-a-day, 160 character (SMS) profiles of all such candidates on my mobile. Then whichever profiles I like, I will ask you to deliver to me, the full resume, by sending to WWJ, a PULL SMS (MO) as

RAM < PEN NO > [ short code ]

I don’t want to wait for conducting a resume-search (which is, in any case, absent on WWJ) OR wait till a jobseeker “Applies online””

---

Who will it benefit and how?

• This is a great convenience for Recruitment Managers.
They have to enter their “Resume Preferences” only ONCE on WWJ. Then forget PC / Internet! Now, profiles of perfectly “matched” candidates are delivered on his mobile, once-a-day, wherever the manager may happen to be.

• Mobile Service Provider benefits through increased revenue.

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Resume Alert Broadcast [ RAB ]

How will it work?

• The only difference between RAM and RAB is that:

➤ RAM aggregates all matching resumes posted during last 24 hours (on all partner websites) and delivers these profiles to Recruitment Managers, once a day, on their mobiles.

Whereas

➤ RAB delivers the suitable candidate’s profile to concerned Recruitment Manager WITHIN 5 MINUTES of that resume getting posted on any partner jobsite!

No duplicates! No more waiting!
Grab the candidate before your competitor grabs him!

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Who will benefit and How?

• The main beneficiaries are the Recruitment Managers, who are expected to fill that vacancy “yesterday”!

• Mobile Service Providers will also benefit, because of thousands of PULL (MO) SMS from these Recruitment Managers, requesting delivery of full resume through email.

 

Company - Specific Job Alerts

How will it work?

• This is a variation of JAM. Here, in the “Job Preference” Form, a jobseeker will specify name / names of only those companies, whose job-adverts he wants to receive, as alert. Other “Match-criteria” such as “City / Function / Designation-Level / Exp” etc may still remain / apply.

Now only jobs advertised by those companies (on any partner jobsite) will get delivered to him as alerts.

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Who benefits and how?

• A choosey candidate benefits by narrowing down his choice / preference to a few top / well-known / reputed employers, rather than hundreds of companies operating in any particular industry. He does not wish to get inundated with alerts from these second-rung / also-ran companies.

• By charging Rs. 10/- per such alert / apply online, Mobile service Provider too, will benefit, for this SUPER PREMIUM SMS

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Job Advt Broadcast [ JAB ]

How will JAB work?

• In normal course, WWJ will aggregate all “matching” job-adverts for past 24 hours and then send the job-alert SMS on the next day to each JAM subscriber.

However, Corporate HR managers are under tremendous pressure to fill-up vacancies within days. They cannot afford to wait “passively”. They want their job-adverts to reach “suitable” candidates WITHIN HOURS.

Under JAB, jobs posted on our partner jobsites will get delivered to “suitable” JAM subscribers (as SMS) within 15 minutes of getting posted.

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Who benefits and how?

• Corporate employers benefit because their jobs will reach hundreds or thousands of “Matching” candidates within minutes of posting their advertisements and start receiving resumes within 30 minutes.

• Jobseekers will get to know of interesting jobs immediately and be first in the queue of applicants by applying online (and generating revenue for service provider)

 

Jobs Across World [ JAW ]

How will it work?

• Currently WWJ aggregates jobs getting posted on major Indian jobsites (during past 24 hours). However we have already developed software to aggregate jobs from American job portals.

Soon, we will offer / send job-alerts for vacancies in Microsoft / GE / Computer Associate / Oracle / CISCO / DELL etc. etc.

And, Indian IT / ITES professionals, working in Chennai / Bangalore / Gurgaon / Hyderabad / Mumbai / Pune etc. (some 850,000?) will get these alerts on their mobiles and will be able to “apply online” to these American Employers, right from their mobiles, halfway across the World.

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Who will benefit and how?

• Biggest beneficiaries will be Indian IT professionals (all of whom, anyway want to migrate to USA!)
For a mere Rs. 3/-, they will be able to get their resumes emailed within minutes, to American employers.

• Mobile Service Providers, too will benefit

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Jobs For Masses

[ Factory Staff – Clerical Staff – Vocational Staff ]

How will it work?

• Concept of JAM (Job Alerts On Mobile) will stay the same. However, for each of these “categories”, the “Job-Preference” forms and the “Submit-Resume” Forms, will be multiple-choice drop lists and much more narrowly structured.

These will be matched against the “Classified” recruitment adverts appearing on jobsites, as well as in newspapers (with whom we will tie-up)

Delivery of job-alerts will be as SMS.
Same with “Apply Online” (MO) SMS.

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Who will benefit and how?

• From large cities and rich people, mobiles are moving to small towns and (relatively) poor people—to reach 200 million by 2008. Most of these mobiles will belong to categories of jobseekers described here.

For these millions, today, there is an “asymmetry of job-related information”. JAM will provide them with a level-playing-field vis-à-vis their urban counterparts. Now, they will have “access” to jobs, around the country.

By reaching out to the “Bottom Of Pyramid” (C. K. Prahalad), JAM will create a huge new market for Service Provider.

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Don’t Apply Online

How will it work?

• Senior Executives will “Register” and enter their “Job Preferences” on WWJ, without submitting their resumes. These executives consider themselves too senior to “Apply online” but they are very much interested to know what / how many interesting jobs (at their level) are coming up in the market.

Everyday, WWJ will send them job-alert SMS which match their declared “Job – Preferences”

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Who benefits and how?

• Of course, these senior executives will benefit. Upon receiving an interesting job-alert SMS, most likely, they will get in touch with a Headhunter and ask him to make discreet inquiry with the advertising company re: his suitability, without, at this stage, revealing his identity.