WHY RECRUIT GURU

RecruitGuru - The FUTURE of Recruitment Web-Services

RecruitGuru

The Future of Recruitment Web-Services

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Why RecruitGuru ?

We offer recruitment solutions which will make your recruitment process

Better

Faster

Economical

Better

From plain / unstructured email resumes RecruitGuru extracts 23 fields and creates a structured / searchable database. It does this AUTOMATICALLY, without human intervention, once you load the resumes and start the extraction process. There is no need for you to even remain connected when the process is going on !

From the keywords contained in a given resume, RecruitGuru, determines ( statistically ), three FUNCTIONAL PROFILES of the candidate concerned. RecruitGuru automatically decides as to which of the 53 “functions”, does this candidate belong to. Which are the top 3 functions in which the candidate has maximum exposure ?

Not only RecruitGuru, automatically assign a “raw score” for each functional profile of a candidate, it also computes the “percentile” of a given candidate !

So now, not only you get to know

• Which functions does this candidate belong to ?,

you also get to know,

• Where exactly he stands in relation to other executives, belonging to the same function ? What is his rank amongst “Co-professionals” ?

And within 8/10 seconds of uploading a resume and starting the “Extraction”, this is what you will see

http://recruitguru.com/whyrecruitguru.asp 9/23/2003

RecruitGuru - The FUTURE of Recruitment Web-Services

Functional Profile	RawScore	Sample/Size	Percentile
Software Development	43.23	11163	96
Database Administration	28.23	2757	91
Internet-Webmaster	18.48	4950	46

RecruitGuru's graphical/visual representation of a candidate's COMPETENCE-LEVEL (percentile within a matter of seconds, answers your question,

"Is this fellow good enough to be called for an interview ?"

In a normal course, you would reach this conclusion only after you have carefully studied the entire resume and formed a "global impression" of the candidate (Viz: A = Excellent / B = Good / C = Average / R = Reject, etc.). Then you would need to record your "impression"/ rating" on a piece of paper.

But at this stage, your "rating" is kind of "isolated/stand-alone".

Your "rating" does not tell you the relative "ranking/standing" of that candidate in relation to hundreds/thousands of similar candidates ( all those who have applied for the job).

For finding the "relative" standing/ranking, you will need to

• Study all the resumes
• Rate all the resumes
• Arrange all candidates in descending order of their "rating"

Even then, your approximation ( all "A" in top group / all "B" in middle group / "C" in bottom group etc.), does not readily tell you the "percentile" position of a given candidate.

Such a percentile-ranking is only possible if, instead of simply rating a resume/candidate, as A/B/C/R, you were to assign some "marks" to that resume, such as:

Function : Materials Management (Question Paper ?)

http://recruitguru.com/whyrecruitguru.asp 9/23/2003

RecruitGuru - The FUTURE of Recruitment Web-Services

Mhatre Scores 43 Out of 100

Patel Scores 76 Out of 100

Venkat Scores 35 Out of 100 etc. etc.

Such refined/precise scoring requires accurate judgment.

Such judgment is a highly complex mental process, which is possible for a highly trained/ experienced expert who does not tire-out, even after scoring 1000 resumes !

In creation of Functional Exposure Profile, graphically, it is such a complex mental process that RecruitGuru mimics- and succeeds.

That is why it is "Better".

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Faster

How long does it take a human expert to

• Carefully study a resume
• Conclude that this candidate is
• Excellent in "Marketing" (A)
• Good in "Sales" (B)
• Average in "After-Sales Services (C)

I would say, 10 minutes/resume. Some of you may be able to do this in 5 minutes. So, a clever / hardworking manager can "rate" 80/100 resumes in 8 working-hours. But this is a theoretical calculation.

In reality,

• You never get 400 undisturbed working minutes in a day.
• Looking at / studying email resumes on a computer screen for 8 hours/day, day-after-day, will wear you out, drain your energies, cause you eye-strain and carpal tunnel syndrome, dim your mental faculties, and impair your judgement ( Candidates who get rated at the end of the day- watch out ! )

But even if you are a truly exceptional person, you will find it very difficult to "rate" a candidate on three different "Functional Areas", simultaneously, viz. Marketing / Sales / After Sales Service.

http://recruitguru.com/whyrecruitguru.asp 9/23/2003

RecruitGuru - The FUTURE of Recruitment Web-Services

If you try to juggle these 3 balls at a time, your output may well drop to 30/40 resumes in a day.

This is without taking into account the fact that the next resume you pick-up for rating, belongs to an executive, whose

• PRIMARY function is "Manufacturing"
• SECONDARY function is "Quality control"
• TERTIARY function is "Materials Management"

So, you have to be a "Superman" to juggle 40 functional-balls at the same time ! or else, your daily output would further drop to 10/15 resumes.

Now compare this with RecruitGuru's extracting/rating/ranking output (that too, graphical) of 4000 resumes in 8 hours.

No wonder, when you use RecruitGuru, your recruitment process gets, truly "Faster".

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Economical

Every part of your recruitment process costs you money. It is quite possible that you have figured-out, what it costs you to

• Process a Departmental " Manpower Request"
• Draft an advertisement and get it approved by concerned authorities
• Send it to an Ad-Agency for layout/artwork ( drafts after drafts for approval)
• Get media-plan/costs & approve for release
• Receive response
• Rate response/short list
• Send-out interview-calls
• Organise interview-panel of experts
• Conduct preliminary interview/shortlist
• Conduct final interviews
• Negotiate Salary/issue appointment letter etc.

This is by no means, a comprehensive description of your recruitment process. The complexity of the process will depend upon the size of an organisation / organisational structure / geographical spread/internal systems/level of vacancy etc.

http://recruitguru.com/whyrecruitguru.asp 9/23/2003

RecruitGuru - The FUTURE of Recruitment Web-Services

Depending upon the complexity of the process, filling-up a vacancy can cost a company, anywhere between Rs. 10,000 to Rs. 10,00,000

A major chunk of this cost is the media-cost ( the cost of advertising-especially for print-media advts.)

Depending upon size (column-centimeters) a job-advt. in leading national newspapers may cost, ( for a single insertion ) Rs. 1 lakh upto Rs. 5 lakh.

Most companies go on releasing print-media job-advts. For similar/identical vacancies, year-after-year !

But why ?

Reason is quite simple.

These companies have received hundreds or thousands of "good" email resumes from their past job-advts, spread all over their computer network but

THOROUGHLY UNSEARCHABLE !

( Can you locate, within 10 seconds, 235 email resumes, which you received against your advts. for BUSINESS ANALYST, released in 1899/2000/2001 ? )

So, rather than struggle for 8 hours trying to locate these-and face inevitable disappointment- would it not be much easier/simpler to release one more fresh job-advt.?

This process repeats with unfailing regularity because, vacancies repeat with regularity due to

• Resignations/Retirements
• Business Expansion

In the meantime job-advt. costs keep mounting. ( any idea, how much your company spent on job-advts during last year ? )

When you employ RecruitGuru as part of your recruitment process, you eliminate job-advt. costs-may be altogether !

If you have 100,000 resumes with you, convert these into a

"SINGLE/UNIFIED/STRUCTURED/SEARCHABLE/PRIVATE" database using RecruitGuru.

Then, next time you need to fill a vacancy in 7 days, do NOT advertise. Just search your PRIVATE database, short list most competent executives, and send them email, in 2 minutes.

That's how RecruitGuru makes your recruitment process "Economical".

http://recruitguru.com/whyrecruitguru.asp 9/23/2003