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

Tuesday, 26 November 2002

GLOBAL RECRUITER MASTER PLAN

Kartavya, Inder, Abhi
 
Enclosed find my outline of such a master plan. It is most tentative, but it will help us to get started.
For a better understanding of manual / existing recruitment processes in most organized - sector Indian       Companies, please read "WRAP" on our website. But even this (description of the process) could be OBSOLUTE, Since it was prepared 3/4 years ago.
To accurately understand the actual / manual recruitment processes, you would need to sit across, a dozen recruitment Managers, with Some
MODEL MANUAL RECRUITMENT PROCESS CHART
 And then ask each manager to comment on the same/ modify the same (as it exists in his own company). He will never draw - up such a chart (work - flow) from
"Scratch" on a blank spice of paper, on his own,
but,
If you present him with a MODEL chart, he would happily point - out, where / how his own company - process differs. Work - flow sequence will vary from Company - to - Company and our Global Recruiter would have to have a lot of Flexibility / options.
 Alternately,
You may think of covering a meeting of 10/12 co - operative / pro - active recruitment managers (Raju/ Sri Ram can organize). Then you make an AV presentation of your MODEL & ask for suggestions. Such common meeting will cut down on "Time - to - Market".
Besides presenting debating "Recruitment - Process work flow" you may also use this forum to present your
 MASTER PLAN
    - and, once again, seek their news/ suggestions.
In fact, Sri Ram/ Raju should select such 8/10 Recruitment Managers, for this process who
    . Are forward looking/ willing to experiment
    . Young & computer savvy
    . Has desire / willingness to leverage Internet
    . Are willing to form a "CORE - GROUP" which will continue to guide this project over the next 12 months.
In V 1.0, I have listed 8 modules but a different set can emerge after your meeting/ meetings. In any case, Modules for V 1.0 MUST be frozen by end dec. 2002, so that coding can start from 1st Jan 2003. Then only we can meet our target of April 2003. Modules for V.2/3/4 can be firmed - up later.
cc : Nirmit
cc: Raju
cc: SriRam
With a request to Help.


h.c.parekh

Sunday, 24 November 2002

TECHNICAL TEAM RESOURCES

                                                                           
 Kartavya, Abhi, Inder
In order to allocated our Technical - Team resources in a manager that would yielf
    . Maximum short - term benefits
    . Maximum Long - term "Competitive Advantage".
We need to debate these projects in detail & draw up priorities/ targets.
 cc : Nirmit
cc : Sri Ram
cc : Raju
In the past technical team, has, more or less, dreamed - up projects & set priorities/ targets on its own. This must change we must align tech - team resources with overall Business Objectives. Can we meet next sunday, as suggested by you?
Software Development Projects to be Undertaken/ Implemented
·     Member search
      - Resumes appear with keywords highlighted in a boxes.
      - Search by keyworlds & facility to add new keywords (with corresponding "category") to build up "knowledge -  Base"
      - ISYS type "Intelligent Spider" to alert Consultants re : suitable resumes
      - Introduction of HH3P type "weightages" (developed by Mr. Nagle) to arrange Search - results as (A) (B) (C) (R)
      - Feature to compose "Client Need" & Interest Letter" to auto email to shortlisted candidates at one stroke & facility for candidates to enter their interest (Yes/ No/ Conditional) into the SMART email respond. Respone to automatically get inesrted into appropriate screen of OES.  
·     De - bugging of OES (Sunitha)
     - Bypassing Prelim. Interview
     - Flexibility to add new/ shortlisted candidates upto "Closure" stage.
    - Ability to send - out all communications (with client or candidates) by E - mail (e.g. Proposal / SON/ Interest Letter / Invoice Reji developing as part of Member Search
- Resumes Forwarded Histroy
    . Candidate wise (Part of Janam Kundali)
    . Client Wise (Part of Janam Kundli)
      (I believe these features are already built into OES & are working satisfactory).
·     Build - up a lage NON - MEMBER database
 An "Extractor Tool" which extracts names/ details of Z SENIOR executives whose names are given under       "REFERENCE" in resumes received from Monster. Tool will "Process" these thru "Designation Splitter" & Compiler" before inserting into non - member database. Can same extractor tool extract names/ details of 21000 executives in PRIME directory just received ? If entire page is scanned/ OCR ed as ONE file ? Handeled Scanner is too slow.
·     Build a Universal MESSAGING / COMMUNICATOR TOOL
See my file on "Communicator Tool".
Today, we already have
      - 3 webbased tools
      - 2 offline tools
      - 1 offline undev development
           (As part of Member - Search, emailing of Interest Leters - originally developed by Vinay in CA).
    Questions
    . Should we combine all of these into one/ single tool?
    . If yes, should such tool be "offline" or "online" ?
    . Should shuch tool make provision of being able to relay / broadcast messages as
      . SMS (one eamil from PC to 1000 mobiles)
            . Voice - Mails (eg. Navinmail of Shabber Bhatia)  
            . "Job Alerts" as SMS on mobile of Candidates
            . "Candidate Alerts" on mobile of HR Mgrs.
·     Project MAHATTAN {DEEPA}
 Cheapest / automatic / perpetual/ persistent method of creating Brand - Awareness, is by sending - out thousands  of email - messages, daily to corporates & candidates.
       This can be achieved by implementing Project Mahatan, Vigorously. See enclosed diagram (Work - Flow Chart). At Bottom there is step/ process of sending - out automatic emails to corporates & candidates. These emails to corporates will be sent even if he has not
    . Signed up for "Exclusive Page"
           . Become a licencee of "Global Recruiter".
So, Project Manhattan, is independent/ stand alone of services mentioned above. Uploading ALL resumes (received under this project) on our own websites will
           . A large Member Database
           . Attract Corporates to post advt. on our site
 We must AUTOMATE the entire process & remove all human intervention.
·     EXCLUSIVE PAGE {Vikram/ Chauvlin}
 By creating such an "Exclusive Page", we are shifting our focus to "Corporates" instead of "Candidates".
I strongly feel that we should create and "Exclusive Page" for each corporate whose job - advts we are downloading/ re - composing/ uploading under Project Manhattan. This would be irrespective of whether that Advertiser Chooses to fill - up our Questionnaire or NOT. We must provide a mechanism / procedure by which a Corporate can ask us to create for him, the "Exclusive Page". Hopefully, even before he requests, we should have already created such a page and all that we need to do, upon arrival of request, is to simply email his "Password". This way, from day one,he is able to see/ view all the past / Historical recrod of
       . Resumes Forwarded History
       . Job Advts. Posted History
       . Candidate Alerts Sent History
·     GLOBAL RECRUITER (Sunitha & Vikram)_
This software Solution
    . Should enable us to "lock - in" thousands of Companies in the use of our "Service" / more business
    . Should enable 3P's recruitment processes / forms to become the INDUSTRY - STANDARD in India.
    . By being a WEB - SERVICE (ASP) should enable us to rapidly build a huge "Knowledge - Base" by drawing upon the "EXPERTISE" embodied in hundreds of HR managers, when they fill - up
    . Job Advt. Forms (Weightages/ Keywords/ Comp. Trends)
    . Org. Charts (Reporting relationship Rules)
    . Job Descriptions (Success - Probabilities / Patterns)
    . Manpower Budget (Demand Trends)
    . OET 1 (Weighages - keywords - comp. Trends)
    . Will enable us to conduct "Permission Marketing", by commencing "Resume Blasting" to "Global Recruiter" Licensees, from 1600 Partner Cybercafes under "Operation Lock - In".
    . Will enable us to launch "JAWS" to 600 Newspapers
    . Enable "Licensees" to track / monitor their search assignments on their own, on our website.
    Target Date : April 2003
·     OES V 2. 0
There is a file on this subject containing my thoughts / notes. It is very important to debate these notes with consultants & their views/ specs obtained before starting. I also feel we should use V 1.0 of OES for at least 6 months before starting work on version 2.0
·     CONVERTED RESUME (ARGIS)
 There is a file on this subject. This project will speed - up the order Execution process. Today, biodatas (for sending to clients) are converted MANUALLY by D/E operators. This is a flow process & there is no consistency - also poor quality. Consultants have to wait for long.
·     Ad - viewer (UI given to Deepa)
·     Organization - Charter
·     Job Description Creator
·     "IF / THEN" Rules Farmer
·     Keywords Frequency Plotter
·     Responsibility Extractor
I have not prepared detailed notes on any of the above but some thoughts / suggestions may be found in
    . Website V 4.0 / 5.0 folder
    . Notes scribbled in margins of all the books in my personel library
    . "Expert System" Folder
All of these are very IMPORTANT but Low - Priority projects & would require retaining 2/3 "Domain Experts" for 2/3 months to create the "SEED" of the knowledge - Tree & buying Expert - System shell.
·     Graph Generator (On Intranet Chauvli)
This will help us monitor individual and entire company performance (Target Vs. Achievement) on a cumulative, ongoing basis for parameters such as
    . Order booking
    . Invoicing
    . Net Collection
    . Outstandings
 As soon as these graphs can be auto - generated in OES (V.2), it will get dropped from Intranet, since data is auto - generated in OES, anyway,
    . All items (heads) of budgeted expenses (as per Annual Budget)
    . "Net Collection" Graph also shows "Incentive Earned" by each consultant.
·     Integration of OES with TALLY 6.0
      Idea is that we should not have to enter financial data TWICE, once in TALLY and again in OES.

·     Electronic Document Filing / Retrieval System

h.c.parekh