ARM

Abhi

20-12-05

ARM Score.

Enclosed find

• 2 pages for "Employers"
• 1 page for "Jobseeker"

These have to be uploaded on India Recruiter & Call partner websites).

Sidebar should carry "ARM score" link.

[Signature/initials]

INDIA RECRUITER

EMPLOYERS

"ARM" Score

– Advertiser

– Responsiveness

– Monitor

Dear HR Manager/Headhunter:

Whereas a candidate would be happy to get shortlisted – Interviewed – appointed, he would be satisfied with a simple/even non-committed, feedback/acknowledgement from you, such as:

• We have not yet evaluated your resume in depth. You need to wait for sometime. We will get back soon.
• We have kept your resume on hold and will get back to you soon.
• We have stored your resume in our database and will get back to you shortly.

However, your problem could be: How can I give feedback to 500 candidates who apply daily? No problem.

Each resume that you get from this website (When a candidate applies online), will carry these 3 feedback-links. Just click on any. We will deliver your feedback to the concerned applicant. Then our software will score your "Responsiveness" as follows:

Feedback Link (any) clicked within days of receiving resume	1 day	7 days	15 days	After 15 days
Score Awarded	4	3	2	1
Your Responsiveness	Excellent	Good	Fair	Poor

On an ongoing/dynamic basis, our software will aggregate and average your ARM score, for all "Apply online" resumes delivered to you against all job-aduts ever posted by you on this website. There is no subjective opinion/evaluation by an applicant – only a simple, unbiased, arithmetic index.

To see your ARM score, Log-In

Corporate Subscriber/Log In	User ID	Password	Submit

 

No. of Job Aduts Posted so far	No. of "Apply online" Resumes sent so far	Your ARM Score	Details

To view score-details, Advt.-wise, click on "Details" button.

 

INDIA RECRUITER

EMPLOYERS

"ARM" Score Details For [Subscriber Name]

Srl No	Job Posting Date.	Job Title (Position)	Total "Apply Online" Resumes received.	No. % who were given Feedback within	ARM score for this Advt.
				1 day	7 day
Total So far			[Box]	[Box]	[Box]

ARM Score

Learn from Google

 

INDIA RECRUITER

JOBSEEKERS

ARM Score

– Advertiser

– Responsiveness

– Monitor

Dear Jobseeker

Whereas HR Managers would love to acknowledge your resume and give you some feedback on the status, it is very difficult (– if not outright impossible) if a HR Manager receives 500 email resumes everyday!

But he will, if you "apply online" against a job-adut posted on this website. When we forward your resume to a job-advertiser, it carries with it, an embedded "Feedback" link. When a HR manager clicks on this link, you get the feedback! our software, simultaneously scores the "Responsiveness" of the advertiser as follows:

[Blank box/area]

Obviously, a high score indicates "Excellent" responsiveness.

Would you like to see the ARM score of Companies advertising on this Website?

Just Log-In here $\triangleright$ User ID [Box] Password [Box] Submit [Button]

S. NO	Advertising Company	No. of Job Adut Posted so far	No. of Apply online Resumes Sent so far	Company's Responsiveness ('ARM Score)

 

ARM: Advertiser Responsiveness Monitor

ADVT. DETAIL TABLE

Advertiser Name: Voltas

Job Code: 123698

Position Name: Matr. Mgr

Source: Naukri

Dt:

Feedback History

(To those candidates who "Applied Online")

Srl No.	Candidate Name	HR Mgrs gave feedback within
		1 day (4)
1	Patel	4
2	Mhatre
3	Venkat
4	Praful
5	D'Souza
6	D'Mello
7	Alex	4
8	Urmil
9	Athay
10	Akash	4
		12
	Ave. Score for this Advt.	$$\frac{12 + 9 + 4 + 2}{10} = \frac{27}{10} = 2.7$$

 

CORPO. SUMMARY TABLE

Voltas

S. NO	Advt Positn.	Job Code	Total No. of Candidates who applied onli.	Ave. ARM Score	Cumu. Ave Score
1	Mat Mgr		10	2.7	2.7
2	Prod. Mg.		16	2.3	$$\frac{2.7+2.3}{2} = 2.5$$
3	R&D Exc		64	2.9	$$\frac{2.7+2.3+2.9}{3} = \frac{7.9}{3} \approx 2.63$$ (Note: The handwritten calculation shows $2.7+2.3+2.9=7.9$, then $7.9/3 \approx 2.63$ but the image has $7.9/3 = 2.95$ which is an error in the note, using the average value of 2.63)

 

ABHI / REJJI

Let us Revolutionize!

Company: ABC

ADVT NO: 051123468 (Job Code)

12-11-05

Let us say, 9 candidates filled-up "Feedback" form as shown

Candidate	Response Rating	I received an acknowledgement Within
		1 day
1
2
3
Total Marks	4	3
	$(1\times 4 = 4)$	$(3\times 3 = 9)$

So,

Observations:

• One person's "Excellent" (4 score) experience, equals two person's "Very Poor" (1 score) experience.
• To get a perfect score of 4 out of 4 (max possible), all candidates would have to "rate" "Excellent", thusly:

• To get as high an average score as possible, HR mgrs would be tempted to give "some"/"any" feedback to as many applicants as possible.
• Although some margin of error is possible (a candidate thinking/believing that he received the feedback from the company on $8^{th}$ day whereas he had actually received feedback on $7^{th}$ day), by-and-large, the "rating" system does not involve any "Subjective judgement" on the part of the Candidates.

$$\left. \begin{array}{l} \text{Within 1 day} \\ \text{" 7 days} \\ \text{" 30 days} \\ \text{Never} \end{array} \right\} \text{These are "Quantitative" data and avoids any personal "bias/prejudice" on part of the respondents.}$$

• One may wonder (question), "why do we wish to go thru this trouble of
• getting Candidates to "Respond" (fill-in feedback form) in the first place
• then, get software to calculate Raw scores/averages etc!"?

We already KNOW the date on which, we forwarded the resume

• of any particular "Candidate"
• to any "Company"
• against a "Job code"

Now if a HR mgrs clicks on any of the 3 feedback-links, again that feedback message email goes thru our server – and we KNOW that date (those dates) as well!

So,

Without asking any Candidate to fill-in any "Feedback" form, we can Compute the "Ave. Score" directly on our own! We don't even need to email the Image Builder along with "Feedback" form to any candidate! Saves us a lot of overhead!

This (Automated) process, is also quite FOOLPROOF & non-controversial.

A candidate could be lazy (and most are!) and not bother to fill-up & return the Feedback form – even when the HR mgr. sent him a very prompt feedback!

Obviously no HR mgr would like to see a poor score, despite taking trouble to send prompt feedback to each applicant against each advt..

Simply because Candidates are lazy – & don't Care (about the reputation of the Companies to whom they are applying).

And if Candidates are frequently applying to many companies, all the time, they are bound to forget, which company sent feedback & when – or whether he got any feedback at all – against a particular advt!

So, just for the "heck" of filling-up the feedback form, he would fill-in anything to satisfy us – like completing a "formality/ritual".

On top of it, we are in no position to bring any kind of "pressure" on the Candidates to fill-in the feedback form.

So, I feel, if we depend upon the candidates, for success of

Advertiser Responsiveness Monitor (ARM)

(Corporate Responsiveness Index – CRI),

we would be terribly disappointed!

Within a few weeks of introduction, the scheme may fizzle-out and lose "CREDIBILITY" – both, amongst Corporates & candidates.

As against this, an automated system (based on computer generated "dates" & therefore "elapsed time"), would prove "CREDIBLE" for the following reasons:

• It does not depend upon Candidates to take any action
• Getting a high score is now "controllable" by HR mgrs - by giving "some/any" feedback FAST by clicking on one of the links.

This will encourage them to give feedback to each & every candidate (against each advt) and as soon as possible.

• Being Software-based, system is free of any bias/laziness on part of candidate - hence much more "acceptable" to HR-mgrs.
• By providing a powerful "motivator" ({viz:}$ How to get a high ARM) to HR mgrs, we are ensuring that almost all applicants will get some feedback & promptly.

This (lack of feedback from Corpo.) continues to be a major grievance on part of the applicants.

This absence of feedback was a grievance in the good old days when candidates used to send "paper-applications" & you ({HR mgrs}$) needed typewriters/envelope/stamps/ postal dept. to give feedback. This was an impossible job and, over a period of time, candidates got reconciled to

"Apply, Apply, No Reply".

This mindset remains same, even today ({both}$ on part of Candidates & Corporates), despite arrival of new technologies such as

• Online resume-post
• Online job-post
• " " apply online
• email
• SMS
• Instant Messaging ({IM}$)/Chat etc.

No one has thought of using these technologies to change this mindset.

From Apply, Apply, No Reply

{TO}$

{TO} \rightarrow$ Apply, Apply, Always Reply !

Good for us! Because, we will change

this mindset {thru}$ implementation of {ARM}$.

And imagine the emotional/psychological impact on the candidates, when they start receiving a feedback against each & every application!

{Thru}$ implementation of {ARM}$, we would change the RULES of e-recruitment!

Imagine, when candidates deposit their resumes on WWJ / Ind-Recruiter and receive INSTANT FEEDBACK, everytime they click "Apply online" (whether from their mobile or online),

BUT,

receive NO FEEDBACK, when they click "Apply online" at {Monster}/\text{Naukri}/\text{Timesjobs}$, etc.,

THEN,

What are they likely to do?

Of course, they will STOP jobsearch on other jobsites & STOP "apply online" on other jobsites !

If that happens - and it will - we could expect {Monster}/\text{Naukri}/\text{Times}$ etc. to Introduce a similar feature.

they have already done this {thru}$ {SIVA}/\text{LINA}/\text{STARTRACK}$ etc and {I}$ dont even know!).

Of course, we have to tell the Corpo- ({--and candidates too}$), how the system works and how, it is in their interest to use our

"CANDIDATE FEEDBACK FORM".

to create for their Companies, an image of a HIGHLY RESPONSIVE EMPLOYER.

See enclosed write-up, for hosting on {WWJ} / \text{Ind} \text{Recruiter}$ ({all partner websites}$ of {GR}$).

[Signature & Date: 12/11/05]

Scan_0016.jpg (Page A)

{ARM}$$

{-- Advertiser}$$

{Responsiveness}$$

{Monitor}.$$

{Dear HR Manager:}$

Ask any candidate.

{His biggest grievance is that}$ {he rarely receives any response from you,}$ {against his application for}$ {your application.}$ Apply, Apply, No Reply !

Of course, he would be happy to

• get shortlisted
• get interviewed
• get appointed

{But, he would satisfied with a}$ {simple feedback from you such as:}$

{We know that you are getting}$ {flooded with email resumes.}$

Scan_0017.jpg (Page B)

How could you possibly give feedback to each & every applicant? Without spending a lot of time.

No problem.

Each resume that gets delivered to you from World-Wide-Jobs {or}$ {from any partner website of}$ Global Recruiter, {carries those 3 feedback}$ {links, mentioned above. Just click on}$ {any one, and we would automatically}$ {email your FEEDBACK to the applicant.}$

As simple as that - just a mouse click!

Then, to measure {-and publish-your}$ RESPONSIVENESS,

our Software will "score" you, as follows:

Feedback clicked within	Score	Meaning
1 day	4	Excellent
7 days	3	Good
30 days	2	Fair
Never	1	Poor

We will aggregate, all scores against all advts. not posted by you and {for each \& every applicant (resume) where}$ {you clicked one of the FEEDBACK links (any}$ {link - does not matter which), within days" mentioned.}$

{Then, we will publish your}$

{ARM = Advertiser Responsiveness Monitor}$$

{as shown bellow:}$

A-B-C-D-E

Sr No	Name of Advertiser Company	ARM Score	Δ
1
2
)

{[Large box with arrows pointing to the top and bottom of the ARM Score column]}$

{Please note}$ {Remember}$

• {We are, NOT judging you}$
• {ARM Score is an arithmetical, unbiased index}$
• {The more you Click on "Feedback" links,}$ {the better ARM Score gets}$
• {Candidates (Applicants) can also see the}$ {ARM Score of any advertiser. We believe}$ {in total transparency.}$
• {Higher the Score = Higher Applicant Satisfaction}$

{How do we make Corporate Advertisers}$ {aware of ARM ?}$

Corporate Log In	Your Status Report
User {ID}$ {[Box]}$	{No. of Job}$ {Advts. posted}$ {So far}$ {[Box]}$
Password {[Box]}$	{No. of Resumes}$ {"Apply online"}$ {[Box]}$ {So far}$
{Submit}$ {[Button]}$	{Your ARM}$ {Score}$ {[Box]}$

{[Arrow pointing from the "Corporate Log In" area to the "Your Status Report" area]}$

{As soon as a Corporate logs in on any}$ {partner website, this box will pop-up with}$ {latest figures in window.}$ {OR}$ {Box can always remain up/visible but}$ {only figs get filled-in when Corpo.}$ {logs in.}$

{Clicking on ARM will reveal ARM page.}$

{Abhi} \rightarrow \text{Rejji} \rightarrow \text{Rajeev}$

{See one more example of}$ {some "Authority" (in this case,}$ {World-Bank), trying to rate}$ {another Entity (in this case,}$ {Countries). What happens ?}$

[Newspaper clipping: "Chambers alarming', splits on India's 116th ranking"]

Organisation	Reaction
1. {FICCI}$	"Alarming". {Urged Govt to push thru next reforms}$
2. {ASSOCHAM}$	{Questioned the authenticity of the report}$
3. {PHDCCI}$	{World-Bank should have taken cognizance of ...}$
4. {CII}$	{No Comments.}$

 

{Same thing will happen, when we try to compile and publish}$ CORPORATE RESPONSIVENESS INDEX ({CRI}$) {(based on Jobseeker Feedback).}$

{One sure thing to happen will be a}$ DEBATE {, with}$

• {Some Corporates "**dismissing**" the ranking method/procedure (those who get "Poor" rank !)}$
• {Some corporates "welcoming" this initiative (those whose "Excellent" ranking will mean, {new}$ {applicants. They can expect many more jobseekers to apply !)}$
• {All jobseekers "embracing wholeheartedly", this chance to express themselves and being able to "influence" the {Arrogant (callous) behaviour of the employers - who, till yesterday}$ {did not give a damn/care a hoot, for the "**beggars of jobs**" !}$
• {Journalists/Consultants writing : This was overdue - we always recommended this.}$

{Whatever the reaction, CRI will get us a lot of}$ Free Publicity ! Let us do.

{[illegible signature and date 16-09-05]}$

{Abhi} \rightarrow \text{Rejji} \rightarrow \text{Rajeev}$ {16-09-05}$

Corporate Responsiveness Index

• {See my yesterday's note}$ {on this.}$
• {Now read enclosed news-report.}$
• {There are lots of parallels.}$

[Newspaper clipping: "Check for star on your home appliances"]

Home Appliance Rating System	Corpo. Responsiveness Index
To Rate What/Whom
* {Home Appliances}$	* {Corporates}$
To Rate what QUALITY/ Feature/Parameter
* {Energy Efficiency ---}$	* {Response - Efficiency}$
Who rates
* {Self-rating (based on guidelines)}$	* {Rating by Jobseekers (who are sufferers)}$
How often
* {Each \& Every appliance must}$ {carry the "Star"}$	* {Asking jobseekers to rate response}$ {against each \& every application}$
How True/Objective rating?
* {Cannot Say - since}$ {Self-rated}$	* {Very Objective. Since jobseeker has no}$ {reason/motive to tell a lie!}$
Scale
* {One - to - five}$	* {one - to - four}$
Are Appliance Makers ready?
{No. Godfrey took 5 yrs to get}$ {the star rating implemented.}$	* {Yes! Jobseekers are only waiting for a}$ {chance to rate! Just see, how many}$ {are sending "Rating SMS" and dozens}$ {of issues on TV channels. Trazing.}$
Will rating impact "marketing"?
{Very very much}$	* {A great deal. Recrm. Mgrs. will "**fear**"}$ {a Poor rating.}$
Will this lead to "better" products?
{You bet, it will.}$	* {The fear of adverse/bad rating will}$ {force Recrm Mgrs. to ensure prompt}$ {feed-back against each resume -}$ {to improve his rating.}$

{[Small note at bottom: "Fear of losing REPUTATION is}$ {worse than **Market-Death**" {[illegible signature and date 15-09-05]}$]}$

 

Abhi Rejji Rajeev

15/09/05

Corporate Responsiveness Index

Pl. refer to my note of $13^{th}$. Also take a look at enclosed news report which ranks India at $116^{th}$ amongst 155 countries, on a dimension/parameter called

"Ease Of Operations"

Not a flattering rank!

If India was a corporate entity (a public Limited Company whose Board of Directors is responsible/answerable to its shareholders and Bankers), then,

some of its Directors would have lost their jobs, with such a poor rank!

But no such fear for our Ministers/Bureaucrats!

But this is the idea behind getting applicants to "rate" the job-advertisers on parameter called

"Responsiveness"

 

(Handwritten Note, Note: Likely the last page of a sequence)

On Global Recruiter (really on websites of GR partners), publishing

"Corporate Responsiveness Index" for each job-advertiser.

For an individual Company, this display could be

* Never got any response - 40%

• 33% (within 30 days)
• 20% (within 15 days)
• 7% (within 7 days)

No. Percentage of Respondents =

HOW RESPONSIVE IS?

GODREJ.

Someday, we (GR) will manage to compile jobseeker's feedback on (say) 500 Companies.

Then we can "rank" these Companies as follows:

 

Rank	Name of Company	% age of Job-seekers who receive response from the company within 7 days	% who get response within 15 days
1	Voltas	83.6 %	12.1 %
2	Godrej	80.4 %	16.3 %
3	L&T	76.0 %
4	Wipro	65.3 %
		$\downarrow$ average index order

Displaying such table would be an "eye-opener" for the BIG BOSSES in each advertising company! It maybe enough to cost a HR manager's job! or, start a debate in

• National HRD Network
• National Inst. of Pers. Mgmt (NIPM)
• Executive Recruiter's Asso. (ERAS)
• Institute of Mgmt.
• Mgmt. Colleges etc etc.

On subjects such as

"Corporate Governance in Relation to Job Applicants"

"How to attract competent executives"

etc etc

This index is like a bad "REPORT CARD."

Thought will occur,

"Which good/competent candidate

would want to even apply to a company who does not even care to acknowledge/respond to a jobseeker's application?

How "arrogant" can a company get? Their attitude towards job-seekers seem to be

"Beggars Can't be choosers! Put up or shut up! If you don't like us, go elsewhere!"

The index will be a BAD publicity for poorly-ranked job-advertisers — WORSE for their HR managers.

On our resume form, we have put it positively, viz:

"Such responsiveness on your part would go a long way to enhance your Corporate Image amongst jobseekers. It will take a second — and cost you nothing."

Now, when we introduce the JOBSEEKER/APPLICANT FEEDBACK FORM (as suggested in my earlier note), at the bottom of each resume — where HR manager can SEE it clearly — and

can also imagine the (adverse) consequences of this FORM,

then the HR manager knows that he will be inviting trouble for himself, if he fails to give feedback to this candidate!

And, why should he invite trouble, when all that he needs to do is to simply click on one of the links that we have provided?

In any case, all 3 links are so worded that there is NO COMMITMENT of any kind on his part! He can click any and still feel very safe.

Irrespective of which of the 3 links he clicks, his response will still be "Within 7 days"!

— making his company rank higher!

Nobody is going to turn around and ask,

"but WHAT actually was the response?"

That is immaterial — from his point of view!

And, from the jobseeker's point of view, "some news is definitely better than no news at all! Better than apply, apply, apply, no reply."

In fact, any feedback from HR manager, provides an excuse to jobseeker to follow-up!

In the worst case, if jobseekers start receiving "feedback (of any kind)" from Corporates, when they apply from WWJ/JAM, the reputation spreads by word of mouth

VB:

If you click "Apply Online" directly on any jobsite, you don't get any reply but if you "apply online" from your mobile, you are bound to get some reply!

That would be great "ADVERTISING" — and we can bring it about, by simply incorporating rating in name, "JOBSEEKER FEEDBACK FORM".

Let us do.

115 nations better for doing business

Economy Bureau

New Delhi, Sept 13

That doing business is not easy is no news. But what is news is that it is more difficult to do business in India than even in countries like Nepal, Pakistan, Bangladesh, Sri Lanka and of course Russia and China.12345

These are some of the findings of the third 'Doing Business in 2006: Creating Jobs' report brought out jointly by the World Bank and the International Finance Corp6oration.78910

While ranking the countries on 10 parameters for doing business, the survey has placed India at 116 in the league tables, much below Nepal (55),11 Pakistan (60), Bangladesh (65), Sri Lanka (75), Russia (79), China (91) and Indonesia (115). This is the first time12 the survey has ranked 155 countries on Ease of doing business. The countries ranked below India are Brazil (119) an13d Egypt (141).14

India ranked 116th¹⁵

The top five countries are New Zeal16and (1), Singapore (2), US (3), Canada (4) and Norway (5). Three European countries ranked low among the OECD countries: France (44), Italy (70) and Greece (80). The countries at the bottom are Sudan, Chad, Burkina Faso and Congo.171819

The indicators used include starting a business; dea20ling with licences; hiring and firing workers; registering property and getting credit; protecting investors and paying taxes; trading across borders; enforcing contracts and closing a business.2122

[Imag23e: Graphic with Ease of Operations rankings: Pak24istan 60, Russia 79, China 91, India 116, Brazil 119]

THE MARKETS

• INDICES
• BSE Sensex: 8193.96 $\triangle$ 55.54 0.68
• S&P CNX NIFTY: 2500.35 $\triangle$ 16.20 0.65
• MONEY
• US$: 43.91 (Sept 13, 2005), 43.83 (Previous close)
• £: 80.08 (Sept 13, 2005), 80.10 (Previous close)
• Euro: 53.96 (Sept 13, 2005), 53.98 (Previous close)
• Yen: 39.82 (Sept 13, 2005), 39.92 (Previous close)
• Yuan vs Dollar: 8.0782 (Sept 13, 2005), 8.0794 (Previous close)

fe ADVANTAGE

• EDIT PAGE India's ride on the Airbus to EU
• fe Insight Personal Finance Growth of retail participation in commodity trading

FE 14-09-05

 (Printed News Clipping, Standard TIMES, Wednesday 14 September 2005)

Business in India is quite a task

CHINA AT 91, PAKISTAN 60 AND BANGLADESH 65 RANK BETTER THAN INDIA AT 116

OUR ECONOMY BUREAU

New Delhi, 13 September

India ranks 116th among 155 countries when it comes to the ease of doing business, according to International Finance Corporation's Doing Business 2006 report released today.

Among South Asian countries, only Afghanistan at 122 has been ranked below India. China at 91, Pakistan at 60 and Bangladesh at 65 have been listed by the report as easier destinations for doing business.

The 187 page report says the time taken to start a business in India has come down from 89 days in the last report to 71 days. Besides, 11 formalities are required to be completed in India now against the South Asia average of 35 days. On the other hand, it takes just 12 days to start a business in New Zealand, the top-ranked country, six days in Singapore, which is ranked second, and five days in the US, ranked third.2526

The report also says it takes 270 days to obtain a licence in India, against a regional ave27rage of 156 days. It is 93 days for Finland and 60 days for 28South Korea, the countries that have scored the highest on these parameters. In China, a company spends 363 days to obtain a licence, though it takes 48 days to start a business. The report also estimates that it takes 10 years to close a business in India, nearly double the regional average of 5.1. It takes less than half a year to shut shop29 in Irelan30d, which has the shortest insolvency process globally.

India, however, has fared better on the legal rights index, fetching 6 on a scale of 10, compared with the regional average of 3.8, though it is far below Singapore, Hong Kong and the United Kingdom, each scoring a perfect ten.

The report names Pakistan among the top ten reformers globally for reducing the cost to register property, increasing penalties for corporate governance violations, and simplifying different licensing norms. India was among the top reformers last year.

CONTINUED ON PAGE 2

RANK	COUNTRY
1	New Zealand
2	Singapore
3	United States
60	Pakistan
65	Bangladesh
75	Sri Lanka
79	Russia
91	China
116	India
119	Brazil
Source: IFC

 

Abhi Rejji Rajeev

13-09-05.

Corporate Responsiveness Index

I have talked about developing/displaying such an Index, in some of my earlier notes.

There will be a Index for each employer/job-advertiser.

This Index will be a measure of, "how responsive is an employer/advertiser when it comes to responding/replying to candidates who have applied against that company's advts?".

You know, today's situation, viz:

Apply Apply, Apply, No Reply!

Some 98% of employers/advertisers don't bother to even "acknowledge" receipt of an application!

But it is also difficult to blame a HR manager (for not acknowledging) if he gets 500 email resumes, day after day! He will have no time to do anything else, other than ack. applications!

So, we introduced a FEEDBACK FORM as part of resume that we email to an employer.

Makes his task extremely easy. So we can expect some incentive on the part of the Recruitment Manager, to spend 3 seconds to click on one of the Feedback Links.

But "ease of giving feedback" may not be SUFFICIENT incentive to take the trouble of clicking!

We must provide a HR manager, "more-than-sufficient" incentive to give feedback to each & every applicant!

Following could be an answer:

Somewhere below the email resume we will provide a box which reads:

*Employer Responsiveness Index*

Dear Job-Applicant:

As requested by you, we have forwarded your resume to the above-mentioned job-advertiser. We have also provided a simple quick method for the employer to give you FEEDBACK (Status of your application)

To enable us to know whether you got any feedback or not (and when), please $\checkmark$ tick $\checkmark$ appropriately and return this email back to us. This will help us develop/display, for this employer, a

EMPLOYER RESPONSIVENESS INDEX

Your Feedback (Employee Feedback)

• I received a feedback
• Within 7 days O
• Within 15 days O
• Within 30 days O
• Never O

Now, everytime a candidate "applies online", besides emailing to him, a full copy of job advt., we also email to him his own resume containing

• Employer Feedback Form
• Applicant " $\checkmark$ "

When advertiser sees this form, he is now WORRIED that if he does not respond/feedback, his company will get a POOR Index! That will be a powerful incentive for him to click on feedback. Let us introduce asap.

Abhi Rejji

• Pricing Trends
• Barometer of consumer shopping habits
• Price History
• Market Place Research
• Data/Charts/Graphs
• Paid Service
• Baseline Product Prices

The above are some of the words used in this news report about e-bay's new service. Thru clever "datamining", they have figured-out a way to unlock the VALUE (i.e. money) hidden in their huge database which keeps growing rapidly.

We too, have talked about continuously compiling several Historical data re: No. of Jobsearches/Resume searches and aggregating the "Keywords" used during these searches.

TREND TRACKERS TECHNOLOGY

eBay lets users search prices

The online auctioneer eBay Inc. on Thursday introduced a service that lets users search the price history of any product on its electronic marketplace for the last 90 days. The new service will track items on a site called Trend Trackers, which will show, give buyers and sellers a view into millions of past and present listings. The company has been compiling a constantly updated barometer of consumer shopping habits. The information includes charts related to data, charts and graphs, that show the prices of goods. The service will be offered for free for the first six months, which gives consumers a powerful way to find better product prices...

"Rating" of a resume by a no. of HR mgrs and compiling/displaying ARM score. (Advertiser Responsiveness Monitor) is also meant to attract HR Mgrs to GR/AR. Today, I have sent you a separate note on ARM. These are low priority projects.

 

====