GROK guesses Geofrey Moore's book " Crossing the Chasm "

 

I asked GROK :

" Grok Bhai :

Now to change the subject . From attached text ( which lists the page wise comments that I made while reading this book ) , what is your guess about the Author's statements , which prompted me to make my comments ?

> https://dialoguewithauthors.blogspot.com/2021/08/crossing-chasm-geoffrey-moore.html

> CROSSING THE CHASM - GEOFFREY A. MOORE "

GROK replied :

"

Page No	Parekh's Comment	Guessed Moore's Statement
05	Those who prefer to watch wait.	The laggards are the ones who prefer to wait and watch before adopting new technology, only buying when they have no choice.
06	There Recruiter Guru crosses this chasm and build-up an UNASAILABLE client –base within 1 year of launch it can expect to be overtaken by copy –cat extraction soft wares that will come up from behind.	If a company fails to cross the chasm quickly, it risks being overtaken by competitors who imitate its product and capture the mainstream market.
06	We dissevered that we would need 2/3 yrs. To convince HR mgrs. About Recruiter we did not have money to sustain so we shut down in 4 months.	Crossing the chasm requires time and resources to convince the early majority, and many companies fail because they run out of funding before succeeding.
09	Oat is 2003, and stills none available in show rooms!	Some promising technologies, like electric cars, fail to cross the chasm and never reach mainstream availability.
10	We believe IT/ITES companies are most likely “EARLY A diopters” for Recruitgusr. Thereafter. “Early majority” will be those who hire in large no.	Early adopters are visionaries in leading-edge industries, while the early majority are pragmatists in established sectors that adopt once proven.
10	RG is certainly one also become it is a web services Dely mechanism is to totally different.	Disruptive products represent discontinuous innovations with different delivery mechanisms that require behavior changes.
10	RG does not but it certainly requires different attitude.	Adopting discontinuous innovations requires a change in attitude and acceptance of risk.
11	Placement Agencies could also be “Early Adopters” since they have thousands of email! Resumes & continue to receive hundred’s every day,	Early adopters are those who can see a strategic advantage in adopting new technology to solve their specific problems.
12	They being “innovators” of new technology, it stands to reason that software companies would like “experiment / innovate” with recruit guru.	Innovators are technology enthusiasts who like to experiment with new technologies.
12	Like oracle called us to give a demo of RG in Aug. 2003.	Innovators seek out and test new technologies early on.
12	This is why Nirmit has asked Sanjeev to focus on Top 100 s/w. co of Mumbai’s.	Target innovators in technology-forward companies as your initial market.
12	Placement Agencies will see clear “competitive” Advantage in use of Recruitment & become Early Adopters.	Early adopters seek competitive advantages from new technologies.
15	That is a goal I have repeatedly extoled in my notes this is precisely, why I am desperate to tie-up with all 6/7 msp p-so- that JAM becomes an industry standard. It is the same Agonic behind Guru Ad + Guru Job. This is the hope in respect of JAM. So is RG. & so does RG do do JAM APPLY ONLINE from a mobile never done before. This is the hope in respect of JAM.	The goal is to make your product the industry standard by dominating the mainstream market.
17	Benefits of Recruits Guru (as cleared by us) are better (recruitment process) i.e. Function profile Faster more Economical / cheaper process. Can we get the “INNOVATORS?” TO TESTIFY (give Certify cats) that they actually “got” these benefits from Recruit Guru? & then use these certificates town over Early Adopters? This is the TRUE opportunity for Recruit Guru!	Get testimonials from innovators to convince early adopters of the product's benefits.
18	Cg. Video - interviewing (proposed by us to Reliance petro leum. Who need to hire 700 persons in 3 months?	Visionaries seek breakthrough applications that give dramatic improvements.
18	Jam does fall in this category but it is more expensive than email alerts. & free apply online from a jobsite. Only people who place high value on “time” & “convenience” will switch to JAM rest may be content searching jobs on jobsites perhaps a vast majority in the beginning.	Discontinuous innovations often require customers to change behavior and may be more expensive or inconvenient initially.
18	Even “Early Majority” may elude us, unless, all incoming email resumes. Automatically move from a co.’s inbox to recruit guru.	The early majority requires seamless integration and minimal disruption to adopt.
19	In Guru Ad + Guru job, we expect all job-advts & Resumes to move automatically from “partners websites” to WWJ in return for this, we will offer to partners websites, FREE . I acquire entirely. Early Adopters -- 1000 software co. / early majority – 1000 placement Agencies.	Partner with existing players to create automatic adoption and reach early adopters and majority.
20	For our “Early adopter “software companies” their “competitive Advantage gained from use of Recruiter will be “FASTER” Recruitment: a key different. We hope so! Place ments Agencies still need to email resumes to their client & there follow up. In offering Guru Job to jobsites I want to ensure that their jobseekers get the SAME” experience as their / current / conventional /traditional jobserach process, they feel “at home using” Guru Job.	Early adopters seek competitive advantage, while the majority wants familiar experiences.
21	To promote JAS (job Advt-suumary) amongst newspapers, I am trying to sell them the idea of “competitive” Advantage.	Sell competitive advantage to early adopters.
22	Recruiter’s inability to integrate with ERP packages (SAP-BAAN-PEOPL ESOFT -OVEACLE) will be our CHASM to “Early majority”. Place mount Angeles will be one such market of “Early Majority” Non-Technical / cost –conscious. .	The chasm is often due to lack of integration with existing systems for the early majority.
25	I am clear that Recruit guru should grow from its own internal revenue- generation. I don’t have to answer any banker / VC Fund/ Investor / for slow growth.	Bootstrap growth without external pressure for rapid scaling.
29	In our, it is only this case of now. So our “customer Reference list “must give Name & Designation of Executive (i.e. User) His phone no / email ID / we will provide ( online ) bark-up 1) HR consultants 2)placement Agencies 3) jobsites 4) Employers / it non –IT.	Build a reference list of satisfied customers with contact details.
30	Can we think of a link “Ask an opinion” clicking will open a email box, from which a potential user can send an email! To existing subsrbresh. In our member Database there are 20000 + s/w engineers if they test –out our product & like it, they will ( hopefully ) recommend it to their HR mgrs., !	Facilitate direct contact with existing users for opinions to build trust.
31	With only 224 registrations on WWJ so far we are not ready for this yet:’ never the less, I will tomorrow design “Ask Any Jammer” page software Engineers as Beta testers for Recruiter Guru?	Use beta testers to gather feedback and references before full launch.
32	I am reminded of Ramesh Grover ( now chairman ) of CHS computers who built a radio for me , in his evening hours, after spending a full-day with me at L&T. they would want to know the logic behind graphs. We want them to sell RG to their HR mgs.	Innovators are tinkerers who build and experiment in their spare time.
33	We should get a find to start a blog –about WWJ on mouthshut.com / we have already sent 70.000 emails are in last 10 days. Some 700.000 are getting to go.	Generate buzz through blogs and email campaigns to attract early interest.
34	Our goal is to offer a recruitment websevwice, which millions of small / medium businesses Ground the world can afford to use. For millions of job seekers to be able to afford JAM, “apply online” should be should be priced @ RS- 1/= (INSTEAD OF Rs:- 3 ) RG is all about this. Someday our OES will move to RG.	Aim for a mass market with affordable pricing for small businesses.
35	Amongst Recruitment Managers Known to us, how many are such “Visionaries”? There is prickly call no risk in RG.	Visionaries are rare and see strategic opportunities in new technology.
36	We too have requests L&t FROM & Oreck to “customize” RecmitGuru for their specific needs but we are more conceded about mass-market.	Visionaries often request customizations, but focus on mass market for scale.
38	I would rather stick to less-demanding Placement Agencies- who are easier to please at this stage; we need some revenue – fast. Searching competence / not reuses. Thru Func. Profile Graphs. So, even as we go around giving demo’s to place ments agencies we need, at same time to give demo to WIPRO / INFOSYS / HCL / ORACLE / MICROSOFT. Executives.	Target easier customers for quick revenue while pursuing big names.
39	Our tie-up with Airtel / MTNL has evoked interest from BSNL. If we succeed with, getting HUTCH into our fold coil is quite easy. With each additional tie up next should get easier But we are learning. This can be said about us!	Success with one partner attracts others through network effects.
39	Will placement Agencies consult amongst them before trying?	Pragmatists consult peers before adopting.
39	If software companies start receiving image Builder resumes from placement Agencies, they will get curious & approach us on their own! We must attack these Agencies.	Use indirect marketing through partners to generate curiosity.
40	Will I succeed in convincing Newspapers that their “competitive Advantage” would go up several fold if they start printing JAS ( job Advts, ) summary in their papers, we will send out next week, our proposed Sestos 479 newspapers, it would be 2 weeks before their response . Obviously companies who have today, NO search software & database creation (such as DIE operators) will consider Recruiter Guru, a FANTASTIC PRODUCT which increases their productivity 1000 times! We must carefully target such companies.	Target customers with no current solution for dramatic productivity gains.
41	This is my weakness. Most placement Agencies are “owner - driven” small outfits, whose owners are truly “pragmatist”! They will not spend a rupee unless they can earn two!	Pragmatists are practical and seek clear ROI.
42	So let us not tell placement Agencies that they are our BETA testers. Others of place ments Agencies will spot a benefit when they see one something which may elude a professional Recruitment Manager! Read “15 Minutes” on WWJ.	Avoid positioning as beta to pragmatists; show benefits.
44	This is why 30 days free trial. Airtel decided to send job Alert S FREE a very good decision I am trying to sell this idea to MTNL.	Offer free trials to lower adoption barriers for pragmatists.
44	PLACE MENT Agencies are already adverthsining on job sites in a big way so tying-up with a jobsite, to offer an “end-to-end solution” to these placement agencies could be one approach.	Partner for end-to-end solutions to appeal to pragmatists.
45	Placement Agencies are already comfortable in dealing with jobsites –so- if monster or Naukri offers them Recruit guru “Extension” they are likely to trust / bite! Now just think if monster ties –up would that place Naukri to tremens outs, us dis adventive? Being a placement agency ourselves we do know their problems.	Leverage trusted partners to gain credibility.
48	So, at the least, conservatives would want “interview mgmt., module” as an in tetra / part of Recruitgusr, along with Guru Mine & Guru Search.	Conservatives (late majority) want complete, integrated solutions.
48	Web service is a low cost districhannel which can distribute our pay –per use self-service to any part of world. We must simplify Guru Mine still further.	Use low-cost channels for global distribution.
49	I repeat once end-employers, start receiving image Builder version of resumes from dozens of placement Agencies (-and jobsites too) they will have no option but to follow End employers are our main-s- team market. Same with us!	Network effects force adoption once critical mass is reached.
49	Our “single brilliant move” would be to continue monster (USA) to license Recruit guru technology!	A single strategic partnership can be game-changing.
51	Q: when we launch world –wide jobs.com will pose a serious thirst to license Recruit Guru technology before launching WWJ. Obviously nothing works out as planned, we have resource limitations & I work only half –day & cannot run around!	Launching a competitive product can threaten incumbents and force partnerships.
51	It is this kind of lock in that we must get in Recruiter Guru.	Create network effects for lock-in.
52	Nearly 70% of all job- advts placed on job-sites are from placement Agencies. They are willing to “experiment” starting today. Sanjeev has started giving demo to place must Agencies we should soon know their issues”	Early market customers are willing to experiment.
54	Office productivity tools (HW or SW) help employees perform more in less time. So as to keep them busy, had to be an ever –increasing “order Backlog” so that spare time generated is put to productive use. May be this is what has happened to OES!	Productivity tools create capacity that needs to be utilized.
57	Sanjeev can we use this psycho logy (fear factor with Monster India & Naukri & jobs Ahead? telling each that we are in negotiation with the rest! so, if they are not the first to tie-up with us, they stand to be left out.	Use FOMO to drive partnerships.
58	As we too are –with Recruiter Guru & Image Builder & nose with –Jam.	We are in the early market stage.
64	If only Airtel would launch JAM & promote it aggressively, we could get positive within 8 weeks!	Secure a strong launch partner for rapid adoption.
64	We too are as of today. This is my problem right now. Like Oreck & L&T asked us. Maybe a 6 month window at the most. RS: - 26 million in 2004/05.	Limited window before competitors enter.
65	Kartavy says, this is exactly what happened to the founder of personas!	Many startups fail to cross the chasm.
65	Monster / Naukri / job ahead have a l ready established relationships with placement Agencies & S/W companies-so- they may put a spoke in our efforts.	Incumbents may block new entrants.
66	Sanjeev & ASK Nirmit whether targeting ERA members would set the ball rolling for other placement agencies they are the industry leaders & smaller agencies look up to-them. Once again here too, larger question would be of “competitive” Advantage” which each wants over the others.	Target industry leaders as headpins to knock down followers.
67	With just 2 persons (+Rejji joined 2 days back) this is not a problem. Like Arjun, we have a single goal viz: to tie-up with all msp fast as we can if Airtel launches & BSNL joins, our task will become easy,	Small teams can focus on a single goal.
67	By getting newspapers to publish JAS (job ADVT summary) everyday, my idea is to get a lot of free publicity for WWJ. No msp. Is going to spend cores of rupees to publicize JAM, since we provide identical content to all msp:,	Use media for free publicity.
68	This is why in my today’s email to Rajesh (ABACUS) I HAVE asked him to persuade BSNL to 1) make job. Alert FREE 2) charge only RS: - 2 instead of 3 by Airtel / MTNL FOR “apply online “sms” what JAM badly needs now is “nose” big, in order impress rest msp: e.g. Wipro info sys are beech heads for us equivalent of Normandy oracle too.	Secure beachhead customers like Normandy landing.
69	It is completely different with JAM. By teeing up with all msp we intend to cover entire cell-phone owning population of 50 million growing at more than 1 million per Mumbai is what we first we just can’t have Sanjeev flying all over the country ! See my today note to ABHI “creating Commu nities” / ASK Any Jammer.	Cover the entire market by partnering with all players.
70	In the market of “delivering job-alerts as sms on mobiles” we can claim 100% market share, even now, but with just is meaningless, 318 registrations so far, market share % “Exec untie – search” in a small industry -small pond in which members 20 are “big fish”	Market share is meaningless without scale.
72	Our goal too, is to make image Builder –the defacto standard –the new currency to replace the old currency (viz: email resume) so, how about making Microsoft as our ALLY? Justas Bill gates rode piggyback on IBM pc hardware with his windows!	Ally with giants to become the de facto standard.
73	To us, establishing beachhead with placement Agencies is crucial because daily, they send thousands of resumes to hundreds of corporate clients. We can ride piggy back they will do our selling or rather MKTG.	Use partners to piggyback into the market.
74	S/w companies are in a great hurry to hire they have no time to advertise / receive response / rate interview they want a “readymade” pool of candidates whom they can straightaway issue APPT letters! They have pressing problem. After 16/18 months this problem has got only worse.	Target customers with urgent, compelling problems.
75	Ours too is a (web-based) “software system to improve the productivity of” Recruitment Managers.	Position as a productivity improvement tool.
75	This the world used by Reliance in SLA in early sites I had in traduced a hard copy “trouble-ticket” for m/c switch gear factory.	Use service level agreements to build trust.
76	This is like saying if we can satisfy WIPRO/ Infosys/ WITH Recruit guru, then rest of IT companies will follow suit. Same with leading placement Agencies. We are simply planning to place “Error Report” links in Guru Mine – without any “closed loop feedback” mechanism for those who report “Erodes.”	Win market leaders as references to lead the pack.
78	Converting thousands (-or millions) of email resumes in to a structured data base by employing dozens (or hundreds) of data –entry operators would be a nightmare too. So companies end-up advert using again & again so that they need to search & read 200 resume at a time! In small co. give demo to “chief” but in bigger companies, we will need to convince the Recruitment Managers.	Solve a nightmare problem for customers.
79	We have to make Recruit Guru as THE STANDARD amongst sw & placement Agencies.	Become the market standard.
79	Fours could IMPACT parkas kavalramani & Sampoorna (satish Doshi) be such “Head pins”? Sanjeev / Abhi are giving demo to Doshi this afternoon! it was a list of wasted effort	Target headpin customers to bowl a strike.
80	For cash flow reasons, only resources, we can afford to deploy at present for Mktg of Recruiters is Sanjeev / Deepa & support from ABHI. This Is the Reason Why, We Too Wish to target s/w companies first.	Allocate limited resources to initial targets.
81	May be we too, should stop using the word “Artificial once” from Recruit guru & substitute with “Business (or personal) Analytics” s/w. We too will make RG a great success, by continuous improvements- based on “Early Adopter” feedback.	Reposition to appeal to mainstream.
82	As we give more & more demos we will get to know what exactly are problems faced by give this feedback to Kartavy systematically. Today is only second DEMO to satish Doshi.	Use customer feedback for continuous improvement.
82	Al though RG ia an application, it has potential of becoming a “platform” for “Global Recruiter”	Build applications that can become platforms.
83	Recruit guru must project itself as “complimentary” to monster / Naukri etc. we are not competing with jobsites –but adding value to their offering. This is what I say also in respect of wwj / JAM –But It It succeeds, Monster Naukri will see a clear threat.	Position as complementary, not competitive.
83	Recruit Guru must project itself as “complimentary” to monster / Naukri etc. We are not competing with jobsites- but adding “value” to their offering. This is what I say also in respect of wwj /jam –but it succeeds, Monster Naukri will see a clear threat.	Same as above.
84	Recruit Guru’s Guru Extraction software will be in demand –only if there are millions of email resumes to be extracted –wide-jobs.com	Create demand by aggregating content.
84	Hence we changed our we shut down RG & launched WWJ in July 2004.it is nearly a year now but wwj has made very little progress.	Pivot if unable to cross the chasm.
85	Data base search Engine interview calls Broken Bust Process jobsites Recruit Guru. Interviews.	Fix broken business processes.
85	This is why my emphasis on first trying –out Recruit Guru with our own consultants & sort out all problems that a typical placement Agency is likely to face so, IT guys at s/w companies may resist RG. Web services nebhidden in Guru Mine. This is why I repeatedly stress. The importance of “owner –driven “placement agencies is likely to face. So, IT guys at s/w companies may resist RG WEB service net. Hidden in Guru Mine this is why, I repeatedly stress the importance of “owner – driven” placement agencies. 0	Dogfood your product to solve real problems.
88	This is why it is extremely important that Prakash kavalramani & satish Doshi are absolutely “charmed” by capabilities of Recruit GURU –SO that when any placement Agent phones for reference / opining, they will speak highly Sanjeev. That is what we are for sure!	Delight early customers for positive references.
87	When we send out 480 JAS (job Advts summary) proposals next week, the objective is TWO –FOLD.	Use multi-purpose marketing tactics.
89	“Attractiveness” of placement agencies is not that these will be our highs – resume paying clients, their “attractiveness” lies in the fact that Resumes to their ( thousands ) corporate clients, they will spread the word give Recruit Guru an enormous exposure publicity, on the backs of placement Agencies, we will be able to “Early Majority” high –paying corporate clients.	Use channel partners for exposure to end customers.
90	We will & we must. That is JAM absolutely so in our case. Ours is not an existing mkt. we are to create one! May be job-alerts thru email is a “existing market” we are competing thru job- alerts as SMS.	Create new markets with discontinuous innovations.
94	Placement Agencies suggested by Nirmit 16 registered for free trail Mumbai based IT companies who are3p clients.	Target specific segments for trials.
96	Where the hell is that resume of the cheap that is Eng. + MBA and working in the legal dept. of company XYZ?	Highlight the problem your product solves.
97	Like reading aloud a resume to client over phone! Then Reading 10 resumes one- a after another on steed of emailing image Balderas. Obsolete outdated database / Hard copy Delivery by post.	Current processes are inefficient.
97	But a placement Agency owner can conduct online search of his private database on Recruit Guru in the presence of his client & print-out emails suitable candidates resumes there and then!	Your product enables efficient processes.
97	Any time & anywhere self-service in matter of seconds & always uploaded database = Accessing Database on RG.	Emphasize convenience and speed.
98	In our case all resumes received in the mail box of client (placement A agency) must get automatically uploaded & extracted by Guru mine, DAILY without human intervention. Pc stays swathed on)	Automate to eliminate manual work.
100	In large companies (end –employers) a Recruitment mgr. / HR chief would need to be convinced about the benefits of Recruit Guru. Being a low initial down payment hopefully he, can decide on his own at least register for 30 day free trial for which, he may not need any “Approvals /Authorizations” from higher-ups, since no monetary payment is involved.	Low barriers to trial for decision-makers.
100	Complete solution say when Voltas our subscriber posts a job advts on monster .com & candidates click on “apply online” that resumes directly arrives in Voltas’s private database on Recruiter Guru & get extracted automatically in folder market “vacancy –name “advertised ( without human intention ) .	Provide a complete, integrated solution.
101	Monster /Naukri / JOBS ahead/ jobs treat ETC. ALL ARE IN TRODUCING “Application –Tracking / Resume Night” Applications for their. Subscribers, in this, they are a head of us (- already crossed the chasm?) What they don’t have is Guru Mine to create database they are create database by filling –up “forms”! Customer does not care! Clients want total solutions not a small part. We will wait for 50 paying clients to subscribe before approaching timesjobs.com for an “alliance”	Competitors may have crossed the chasm, but customers want total solutions.
102	You have get Nirmit – sirya Raju to make the first phone call to the HR mgrs. They personally know-to fix-up your demo apt.	Use personal networks for demos.
102	After receipt of email resumes in their mailboxes, in further downstream –process is “broken” we have to get a cross this point to clients, thru a PowerPoint presentation ( p-85) we can claim to know the recruitment Process inside-out !	Highlight broken processes and your fix.
103	End –Employer clients of these placement Agencies. The reason to focus on placement Agencies is that owner will quickly grasp the promise of Recruit Guru to fix the “broken process” giving him competitive Adman tags.	Focus on customers who quickly see value.
104	Translated in plain English, we must ensure that 80% of all any software purchased by placement Agencies is Recruiter Guru!	Aim for market dominance (80/20 rule).
105	20 ERA members are about our “own size” ERA members are a very small sub-segment. Of 1500 placement Agencies but –they are influential.	Target influential sub-segments.
108	If placement Agencies are currently not using any other “extraction” software then we are in such a station.	Target greenfield markets with no competition.
108	The main “compelling” reason for a placement Agency to use RG is to gain clear “competitive Adman tags over other industry layers & therly” over other expand business / male money.	Provide compelling reason to buy for competitive advantage.
109	If I was a buyer of Recruit Guru I would expect every oncoming resume to get up loaded / extracted, automatically no “MANUAL Extraction” I received alerts intelligent spider when “matching” resumes arrive in my mailbox / Guru mine / as per predefined criteria or my job- Advts.	Customers expect automation and alerts.
109	All resumes are bounced back to conceded candidates – in –the beginning every year –for concerted to EDIT 2 UPLOAD, in my database “image Builder” resumes received from dozens of placement Agencies qutomatioanlly, get into my PRIVATE, DATABASE –And also made searchable by oeuvre (I.e. name of placement agency) No requirement of an army of D/E operators & onus of keeping my database always “UP-TO-DATA” lies with jobseekers,	Shift maintenance burden to users for always up-to-date data.
111	If we wish the future generations of HR managers to be loyal to recruit guru, we must give “FREE” subscruiteron of RG to mgmt... Offering MBA/PGDBMin “human res ours” for use by their students, they are HR mgrs. Of future and when they take up their very first job- they would want to use RG only!!	Seed the market with future users through free access in education.
113	As compared to Recruitment Depts. of corporate End Employers, I think Indian placement Agencies are much more computer / internet savvy. We ftp? Sanjeev Reliance Warless landline?	Target tech-savvy segments first.
115	Similar to allowing thousands of candidates to access Recruit Guru & EDIT /UPDATE their resumes as often as there is any chance –online on their own. We have faced this!	Enable self-service for scalability.
119	What the “compelling Reason “for Recruitment Mangers to adopt Recruitment? Better selection – faster appoint ments. Lower cost. See p = 109. Also in RG. In our interview mgmt. module. I envisage a MIMIC diagram (flow – chart) to track each recruitment assignment in a graphical manner (Read my note on “global Recruiter)	Provide compelling reasons: better, faster, cheaper.
120	I first read about DNS in Bill Gates. Business @ speed of Thought”. May be this is what many placement Agencies will do.	Distributed systems can enable new models.
122	By placing job-advert on placement agencies received thousands of resumes but no clue how to “search” & find the right once that their client are demanding ! Very similar station. Like opening each resumes & read it,. Resumes do get obsolete fast. For place ments agencies it is mission –critical, to be able to deliver to its client most relevant & most up- date resumes in shorts possible time = faster than competitors can.	Identify mission-critical problems for customers.
123	Identifying, “Functions” of candidates emailing image Builders to client arriving resumes intelligent spider,	Use intelligent tools for identification and delivery.
125	In propagating adoption of Recruit Guru the HR consultants would play an important influencing HOW do we make them our BRANDAMASSADORS?	Turn influencers into brand ambassadors.
125	If we succeed in “franchising” (- licensing Recruitgusr’ technology) monster / Naukri / job Ahead etc., we too. Can from powerful alliances.	Franchise technology for powerful alliances.
125	With such an alliance with timesjobs.com we will be fixing the “Broken Business process” for corporate advertisers, we must get timesjobs.com to do all publicity!	Alliance partners can handle publicity.
126	Sanjeev Talk to times jobs when we are with perfect with RG & have linkup a few larges clients tell them How it can overtake etc., by licensing RG technology from us.	Approach partners once proven with clients.
127	In course of time on Recruit Guru. We will offer “Candidate –Designation Fiction –industry –city etc. predict based on patters. Will place ments a agencies also think about RG in these terms?	Use data for predictive analytics.
127	We too are going to capture a lot of data from each resumes belonging to each of our subscriber to build graphs which will benefit all subscribers.	Aggregate data for collective benefits.
128	We will not go out of our ways & tell subscribers what we are going to cap true from their resumes –but if questioned this would be argument /and / they have no OPTION !	Data capture benefits all, no opt-out.
131	Jobsites may look upon Recruiter Guru as a competitor to their “Resume Tracking / Application subscribers (e.g. : LINA / Shiva ETC. ) E.G WE SET THE “Rules”- thru our “Function Profile Graphs” to deft us they would need to come up with better “TO WITH BETTER “analytics”	Competitors will try to match your innovations.
132	E.g. jobsites may tell clients what you want is “right” resumes delivered to you in shorts possible time & in the form of a database. Why should bother how we manage to do this you are canceled with end results not the process that we adopt (e.g. getting candidates to fill-in long structured?	Customers care about results, not processes.
136	Sanjeev & Nirmit can make a list of “who are such “supportive” HR executives who would get excited by Recruitgusr value proposition viz:- Better Faster chapter.	Identify supportive customers for references.
137	“Image Builder” with its function profile Graphs. Only possible when large no of scribers use RG.	Network effects enable advanced features.
138	I am sure there is much recruitment software by smalltime Indian Companies RMS Aryan. ABACUS. OUR	Many competitors exist in the market.
138	Activation fee + user Trans fee will be less than their price. USA vendors have “extra carrion software but not “Fun. Profiles Graphs we are superior we are this respect. Equivalent is our “image Builder “we put it there!	Differentiate on unique features and pricing.
139	Same with our image Builder” with “Func. Graphs. Sanjeev this is why a comparative tabulation of “features” of all competing Recruitment software’s available to India corporates is so essential,	Compare features to show superiority.
140	Not being able to create a database (from email) resumes not being able search this database are BROKEN business processes. Same with us if we try to play the game of monster Naukri Aryan RMS Abacus etc. Nor is there any web service based pay-per use- Recruitment self-services!	Identify broken processes and unique value.
140	For, us the category is HR mgrs. Who post job-advts on jobsites (Deepa has a list of 35000)	Define your category based on customer behavior.
141	Our “key component” has to be the ability for HR mgrs. To send out interview –call emails to searched / short within candidates within matter of seconds. / This is absolutely crucial. Can we say this for Guru Mine & search? Sanjeev. Let us make a list of our “competitors & study them thoroughly.	Key features must be crucial for customers.
142	Creating a structured database is an “unmet need “for Indian corporates using data entry operators is not an alternative! We too, will start aggregating job-advert from varies job-sites, using a spider & launch –wide jobs.com then someday / monster / Naukri will approach us on their own!	Address unmet needs; incumbents will seek partnership.
143	In our case stage placement Agencies as “subscribers” of Recruit Guru (2004) P.L Agencies using OES on Recruiter GURU (2005) becoming 3p franchisees (online) 2006.	Plan staged market development.
143	1 yrs. Since writing this we have done this we launched wwj in July 2004. And still busy improving it now. In 2 months we want to add “Guru AD / guru job.	Continuously improve post-launch.
144	I suspect many job- seekers would want to continue with jobserach on jobsites. This is why I have decided to launch Guru Job from WWJ which partner jobsites will use. It won’t get us any money but get publicity for WWJ something which we need badly at this stage.	Complement existing habits for adoption.
145	I suspect, situation similar with “resume search subscriptions of Monster / Naukri / RS:- 1 L /2 l per year which only a few large corporate customers can afford I suppose 80% clients subsumable cheaper “post job Advts.	Most customers prefer cheaper options.
145	Can we get HR mgrs.? To decide on their own by keeping Active tion & user fee quite small? We have to keep hammering this point to HR mgrs. While pointing that jobsites offer broken business process.	Low pricing enables independent decisions.
147	A terrible thing to be! Sanjeev. There are survival commercially available “Extraction software’s” tuned to USA style resumes. You need to prepare comparative table of their features.	Avoid being a "me-too" product.
148	“Function Profile Graphs” are just the beginning But competitors will soon catch-up Recruit Guru unless, we, follow –up quickly with salary raphe/ Desig, Graph / Tenure Gape etc.	Innovate continuously to stay ahead.
148	We must take pains to explain to our corpo clients (in clouding placement Agencies) that Monster / Naukri / have a useful role to play in the total Recruitment cycle & Recruiter Guru is COMPLIMENTARY to what these jobsites have to offer.	Position as complementary to incumbents.
148	As of now JAM entirely depends upon monster Naukri! Jobs Ahead for dowenlodeding job- advts. So we must not anta go noise them before they realize that WWJ poses a threat to them we must tie-up with all msp and license Guru Ad guru job to many many jobsites.	Depend on incumbents initially but prepare for threat.
149	Recruiter Guru is “Better / Faster / chapter / vs. Recruit Guru –the fatter of recruiter webaervies.	Position as better, faster, cheaper.
149	Everyone knows better faster no need to explain what these words “mean”! Pose our 30 day frail weal wiretap do this?	Use self-explanatory benefits.
150	May be Recruiter Guru is easy to remember there is also a clear thing of about viz: -Recruitment (category) all of which Recruiter is!	Choose memorable, category-defining names.
151	Our Message should be placement Agency which starts RG will get a completive advantage over agencies which do not.	Message competitive advantage.
152	Sanjeev / comparative tabulation of “features of competing product. # 1 place meat Agencies. #2 35000 corporates who post job advts on job sites. Short / to point / what it can do? / How you benefit?	Use feature comparisons and benefit messaging.
153	From plain resumes, Recruit guru extracts data & creates a structured and searchable database at 500/ hour, we us stick to the same message in all our mktg. emails.	Consistent messaging on core value.
155	Our “space” creation of structured / searchable database of email resumes without human intervention. Auto mastic creation of database (search able database) searchable Resumes Database.	Define your category or "space".
156	This is why a highly visible “subscriber – list” on our Recruit Guru website, is so important equally important is link called OPNIONS.	Display customer lists and opinions for social proof.
158	In India as of now, there are no “industry –Analyst’s specializing in Recruitment industry there are a few HR related magazines. We could invite their Editors we should certainly give demo at ERA conf in Bangalore in Jan 2004. Also to HED network of India. My first email to 146. Editors re: JAM 3 months, back got totally ignored now I am sending JAS folders to 480 newspapers our pretext is JAS but our hidden agenda is to get some of them to write about WWJ JAM.	Engage industry analysts and media for credibility.
159	In our very first “conference” (where a few formalists) may be invited –we must have 8/10 very happy clients, who have become regular subscnbers –not mere FREE TRIAL most other invitees should be HR mgrs. Of target. Everyone is joining up! Do not get left out.. As soon as Airtel launch takes place, I will chase the msp. I will write again when member ship crosses 50.000/ web service / self-service / pay –per- use / Fixing Broken / PROCESS / Automatic / -chapter-Faster in reverse order .	Host conferences with happy customers to show momentum.
160	Sanjeev – you may wish to prepare a list of I have a list of journalists. NIPM /HRD NETWORK /BCCI AIMA CII FICCICSI NASSCOM.	Engage industry associations and journalists.
161	Punta malhotra (Human capital – Delhi) & Editor of job not magazine / Ascent & HEADETART editors.	Target specific influential editors.
162	Secure channel ERA / Mainstream Market = placement Agencies./ I am trying to get msp to make job-alert sms free Reduce price for “apply online” sms from Rs:- 2 IN TODAY MEETING WITH MR.; KESHKER of MTNL ( Mumbai ) I have planted the idea of FREE job- alerts He- SEEMA TO have liked it I told him Airtel / is giving away Free job alerts ! This is why we must a dope satish Doshi’s suggestion to make “Extraction” absolutely RFEE! Great idea!!	Secure distribution channels for mainstream.
164	It is obvious that placement Agencies would wont to create structured Database of their resumes but not at the cost of Rs:- 5 lakh /25 lakh ! First places we must “hook” them them we will make our money in “search” & download.	Use freemium to hook, monetize usage.
166	For Recruit Guru, internet is THE ONLY distribution-channel-being a WEBSERVICE & that too, PREPAID.	Use internet as low-cost distribution.