Notes: METATAGS FOR 7 PROFILE IMAGE PAGES

Recruitment Process Flowchart

Dear HR Manager / Headhunter / Recruitment Consultant:

There is no doubt you have subscribed to many jobsites to:

Post Jobs
Search Resumes

But ours is the only jobportal that enables you to store/hold resumes in a Resume Holder (for later viewing at your convenience) – irrespective of whether you shortlisted those resumes yourself, during Resume Search, or the resumes arrived thru jobseekers clicking “Apply Online” on your job advt.

Then we simplify your life still further by enabling you to:

Transfer the resumes with inbuilt Percentile Score to an Interview Process
Conduct interview using Interactive Interview Tool (IIT) with built-in 15,000+ Interview Questions
Fill-up online Candidate Assessment Form, while the candidate is still sitting in front of you!
Click open Candidate’s Interview History to find out if he was ever before interviewed by your organization, at anytime in the past!

Now this is as cool as you can get with your Recruitment Process!

— Shuffang

Metatags for Image

Job
Resume
Jobsearch
Resume Search
Jobseeker
Recruitment Process
Flowchart
Resume Holder
Interview Questions
Jobsite
Jobportal
Apply Online
Job Advt
Candidate
Interview History

Metatags

Six Sigma
Standard Deviation
Normal Curve
Bell Shaped Curve
Mean
Mode
Median
Statistics
Probability
Random event
Variable
Distribution
Normal
Function
Raw Score
Percentile
Profiles
Analytics
Graph

Project Profile

Dear HR Manager / Headhunter / Recruitment Consultant:

A jobseeker’s Karmascope is full of skill-related keywords. But it is one thing to have an academic familiarity with a given skill, but an altogether different matter to have actually applied/used that skill in a real-life project of commercial value.

A candidate is most unlikely to have used all the skills that he claims to have acquired. Therefore, you want to restrict your Interview Questions to only those skill-areas which he has actually mastered during execution of projects.

And as far as Interview Questions are concerned, simply click on the “Key Skills Used” links in the Project tabulation. After this demo, edit your job-adverts (on Monster/Naukri/Timesjobs) should read: “We do not accept text resumes. We only entertain Profiles!”

— Shubhangi

Dear HR Manager / Headhunter / Recruitment Consultant:

When you post a job advt (on any jobsite/job-portal), you type-in a long list of keywords which you expect to find in your ideal candidate’s resume. These keywords signify that ideal jobseeker’s knowledge – skills – expertise – function – role – experience – strengths – talent – integrity – education – competence – attitude – attribute – understanding – wisdom – potential – values – abilities – concepts – philosophy – learning etc.

These run into thousands. You are unlikely to remember more than a few. Even less likely to recall these (few) while reading a resume. Of course, it is a different matter that “Ideal Candidates” just don’t exist (– and if they do, they are on lookout for “Ideal Employers”!).

But our software not only remembers all of those thousands of keywords, it:

Searches / finds / highlights those keywords (Function/Skill wise)
Assigns each of those keywords a dynamically changing “Weightage” based on its context – significance – relevance
Computes that resume’s “Raw Score” and “Percentile Score” amongst comparisons
Plots a “Frequency Distribution Graph” (separately for each Function/Skill) and displays the relative standing/rank of that candidate
Generates a “Function/Skill Profile”

(Page 2 – Function/Skill Profile, cont’d)

And how does this help you?

No need for you to remember / recall / type-in those keywords while “Posting Job Advt” or “Resume Search”
No need to search those keywords in resumes (gets highlighted in red, automatically)
Enables you to quickly zero-in on the best candidates, saving you a lot of precious time
You can compare the candidates and can quickly decide whom to call for interview
Enables you to make your recruitment/hiring decisions based on Business Intelligence / Personnel Analytics / Statistics

— Shalaka

Salary Profile

Dear HR Manager / Headhunter / Recruitment Consultant,

You rarely come across a resume in which a jobseeker mentions his current salary/compensation.

But current salary is an important criteria when you are wondering,

“Shall we call this candidate for an interview?”

Especially so, when that candidate’s resume/profile is quite impressive in terms of his Age – Education – Experience – Functional Exposure – Industry Background – Skills – Previous/Current Employers – Current designation level/Title – Job Profile, etc.

Even if the candidate’s resume seems impressive, you don’t want to call him for an interview, only to discover that his current salary is already 50% higher than what you were prepared to offer! You cannot afford to upset the apple-cart (of your existing equally competent employees) and trigger an exodus!

One more reason why you should insist on “Salary Profile”!

— Shalaka

Tenure Profile

Dear HR Manager / Headhunter / Recruitment Consultant,

One of your biggest headaches is “Attrition / Employee Turnover.” Employees seem to be resigning at a rate faster than the rate at which you are managing to hire!

And what is the rate at which they are leaving?

The Tenure Profile shown below shows the “Mean Employee Tenure” at 3 years. That means, for the economy as a whole (I mean “Organised Sector”), 33% of the employees resign each year!

Consider yourself lucky if you need to hire:

20% for replacement
15% for growth/expansion of your business

When you insist on Tenure Profile, instead of a plain text resume, you get a much better feel as to how long will this jobseeker/candidate stay with you.

— Shalaka

Career Profile

Dear HR Manager / Headhunter / Recruiter,

One recent survey showed that nearly 25% of the resumes are faked/fudged. Some blatantly, some in a subtle manner.

In most cases, such misinformation relates to past/current work experience (Employers – Position/Designation – Years worked – Salary drawn, etc.).

Now, it is a rare candidate who organizes his “Career History” in an easy-to-read tabulation, in a reverse chronological order, with current job right at the top.

And even that rare jobseeker’s resume does not voluntarily answer your following questions:

1, 2, 3, … 14 points mentioned in “Career History” / Unanswered Questions.

Not only does Career Profile answer those questions (or at least raise those questions), it does it graphically!

— Shalaka

Karmascope

Dear HR Manager / Headhunter / Recruitment Consultant,

You have heard of Horoscope / Janam Kundli. You might have even got one made for yourself.

Here is mine, made in Rangoon / Burma (Yangon / Myanmar), in 1933. Does not say what would have happened to me if I was still hanging around in Yangon with “Nargis,” etc!

And whatever it does say, is encrypted in something far more complex than “Da Vinci Code”!

But if you insist on Profiles (instead of a plain text resume), it carries a built-in Karmascope of the jobseeker.

Karmascope lists:

Keywords found in the resume (Surya, Chandra, Ravi, etc.)
Keywords missing in the resume (Rahu, Ketu, Mangal, Shani, etc.)

Then when you click on any of those keywords, some 15,000+ Interview Questions pop up on your screen!

Karmascope enables you to predict if that candidate has any “FUTURE” in your organization!

— Hemen Parekh

Education Profile

Dear HR Manager / Headhunter / Recruitment Consultant,

It is a long journey – starting at the age of 4 years and going on till the age of 23/25 (in most cases).

There are seemingly endless steps – playschool, nursery, kindergarten (LKG to most of us), primary school, secondary or higher secondary school, junior college, college, university, etc.

And each step has its own tag: Certificates, Diplomas, Degrees, Doctorates, Graduation, Post-Graduation, Licentiates...

Then there are part-time “Correspondence Courses,” Distance Learning courses, e-learning, etc. in subjects as diverse as Arts, Science, Commerce, Humanities, Engineering, Medicine, Law, Political Science, Economics, etc.

And thousands and thousands of (recognised & non-recognised) educational institutions offering courses lasting a few days to a few years!

Try condensing all of this info into a tabulation – or even better, in a graph.

That is precisely what Education Profile does – provided you refuse to entertain a plain text resume.

Education Profile answers following questions: (Academic Input part from Unanswered Questions).

— Shalaka

Candidate Assessment / Evaluation

Dear HR Manager / Headhunter / Recruitment Consultant,

There is no doubt you are a good judge of people. Your profession demands it. Even as a candidate walks in and sits down, you can, intuitively, make out whether he will work out or not.

By the time you have asked – and that jobseeker has answered – a few interview questions, your mental computer has assessed / evaluated / judged the candidate on many attributes, assigned a score to each attribute, and formed an overall/global impression.

Fantastic!

But in all fairness to the jobseeker, to other competing candidates, and to the “Corporate Image” of your own organisation, you need to record your findings for everyone to see, for years to come.

Candidate Assessment Form is meant to enable you to do that.

Just insist on Profiles.

It is not difficult to tell the candidates: “Sorry, we do not entertain plain text resumes.”

— Shalaka