DEVELOPMENT PRIORITIES

Rajeev

cc: Vikram  cc: Rahul

 

16/02/06

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Development Priorities

In enclosed pages, I have tried to list (in order of importance/priority) various modules/features that we need to develop.

To be able to launch GR, we need Nos. 1 / 2 / 3 at least.

But we need to decide:

• who will develop what
• when (time-frame)

I would request you to go through these carefully, so that when we meet on Saturday, we could estimate time & allocate these modules depending upon number of hours per week that each of us can devote.

(Signed)

 

GLOBAL RECRUITER – DEVELOPMENT PRIORITIES

Sr. No.	Module	What will it do? Why is it important?	Who?	When?
1	Admin Tool	Will enable jobseekers / corp-subscribers / partner websites & us to track all transactions. Will enable partners' websites to see Credit Point counters of respective corp-subscribers, upon receipt of applicable dues. Will send out automatic email reminders to a subscriber when Credit Point balance falls below any set limit. Will automatically reset the Credit Point Counter for a given subscriber, whenever that subscriber uploads old job-ads / resumes, etc. Replace your “Prepaid Ad Fee Page” or outdated resumes from the need to hyperlink them, wherever shown. Subscribers should be able to log in any time & feel reassured that the Credit Point Counter has correctly got reset. Admin Tool shall also email out Service Invoices to each Partner Website, one copy of each month, for the service rendered (i.e. Credit Points sold). This email shall contain the Partner Website’s Credit Point balance (0/10/25) sold to corp-subscribers. This balance shall be kept at (x) + 5. Credit Point Tariff Table should be configurable by Admin only. Value of each point should be kept variable. Tomorrow, we may announce that 1 Credit Point = ₹2. Similarly, for each type of “click,” we should have freedom to set its own monetary value. Currently, there will be: • Click Job Ad → ₹1 per point • Click Resume → ₹1 per point • View Fresher Profile Graphs → ₹5 per point (Rs. 5 currently) When we make these changes on the Pay-Per-Use Tariff Table Page, three things should happen automatically: 1️⃣ Billing software logic should get changed. 2️⃣ Email should go to all Partner Websites (resellers). 3️⃣ Informing of the new tariff and the effective date.
	Check with Atoshi

 

GLOBAL RECRUITER – DEVELOPMENT PRIORITIES

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
2	Job Search (Archival)	Will enable a jobseeker to quickly zero in on desirable jobs by first selecting Partner Name, Home State, Country (Outside India), etc. At the moment we have this method because it does not involve indexing or search by spiders of search engines. Although it is slow, this method is very stable and reliable — hence we should continue with this method even after launch of new systems. Jobseekers can use this method for searching the desired employment adverts from the archive. When they get posted from Structured / Converted form, it should also be made searchable through this archival method.
3	Resume Search (Archival + Pin-Point Search)	This method is required because right now we do not have “Structured” resumes submitted by jobseekers. Since resumes are mostly text files, we can make searches through this archival method until the structured database is ready. An HR manager should be able to search by Company Name, Function, Age, Experience, and Education — with resume data culled from our CummAd archive. Results should link to Profile Graphs (also to be later provided at bottom of the resume). HR managers should be charged credit points for viewing or printing a resume. Each click should record a “Viewed Resume – Project” entry in the Assignment Folder of the HR manager. Thus, HR can later open his Assignment Folder to see all resumes he has viewed. This is also to ensur

 

GLOBAL RECRUITER – DEVELOPMENT PRIORITIES

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
4	Resume Courier	This will enable a jobseeker to forward his resume against 10 different job ads (belonging to 10 different companies) at one go, from one place. This feature will be helpful for any job ads published in newspapers, magazines, or other media sources (i.e. non-online job ads). A jobseeker will just need to type the Company Name, Partner Name, or Email ID, and click on “Apply Online.” Advantages: (a) He will get more responses. (b) We will get the email IDs of many companies and be able to compile the history of job ads being released by them.
5	Don’t Waste Your Time	This is conceived as a kind of Marketing Tool for partner websites. From this page, they can capture companies that have not yet become subscribers. When HR managers (corporate visitors) view this page, it should display which companies have already subscribed to Global Recruiter (as partners) — and which have not yet done so. Advantages: (a) HR managers cannot see which companies have already become subscribers UNTIL they log in, which means a would-be partner would think that thousands of companies are already subscribers, and therefore, there exists a huge market which he can tap. (b) Until a particular company actually becomes a subscriber, it will receive thousands of promotional emails from partner websites. This bombardment of promotional emails from various sources will strengthen Global Recruiter’s brand awareness and prompt those companies to explore (find out) what this is all about!

 

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
6	Recharge Your Prepaid A/c – FREE (This replaces earlier note “Create a Job Ad at ₹3.00/Ad”)	This is like a Frequent Flier Mileage Points program for job sites. Elsewhere, I have also called it “Exchange Points for Jobs/Resumes.” This will enable any subscriber to earn equivalent Credit Points by: (a) Uploading old job ads (only once). (Can we check uniqueness?) (b) Uploading resumes any number of times (must check uniqueness). Of course, text resumes uploaded under this “Exchange Program” will get processed through CummAd and stored in our archival job/resume database. The source can be mentioned as the donor company for use/research on its own local hard disk. Apart from being able to earn equivalent Credit Points, this ability will give corporations an incentive to submit their unused resumes. And to make our offer irresistible, we will permit free downloading of resumes (one per search) from CummSearch. It helps make the offer more attractive but will not change the process or the layout. Since Credit Points so earned can be used only on Global Recruiter (and partner websites), the loop remains closed. Subscribers will continue to engage with our ecosystem by: • Posting new job ads • Keeping resumes searchable • Renewing expired listings • Uploading replacements or interactions In order to develop “Recommendations” — the movement helps us!

 

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
7	Resume Search – Benchmark	Against a “Benchmark Resume”, this module will find several “matching” resumes, displaying a Match Index (±20 points?) at each instance found. Matches will be based on: • Same Primary Function Profile as that of the Benchmark Resume • Raw Scores converted as % of Raw Score if required It is possible that initially the HR manager may feel uneasy or uncomfortable with this method of locating suitable resumes — mainly because it seems too scientific or algorithmic, compared to first-glance review of text resumes. However, each time the HR manager gets one more relevant resume, that’s a significant benefit! Real benefits will be: • Gives amazing relevance to what the HR manager is looking for • When comparing benchmarked raw-score components, HR managers can add extra markers/highlights in form of:   – Age   – Experience   – Education Level   – Salary etc. • Lots of fun and curiosity to see if “match index” tallies with HR manager’s judgment after reading the resumes manually. • Creates an impression of great accuracy, being “number-based.” • Many clicks — by allowing/reloading/benchmarking of “found” resume to the Benchmark Box — clicking Repeat the Process!

 

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
8	Benchmark Resumes against Job Ads	The HR manager takes a job ad (posted/edited) as the Benchmark. Each “Apply Online” or “Searched Resume” is compared with the Benchmark job ad and carries a number called Match Index, which tells the HR manager how close/relevant this resume is in relation to the Benchmark job ad. The HR manager can straightaway discard or throw away those resumes which carry a poor/low (say less than 60%) Match Index number — no need to even read those resumes!
9	Benchmark Several Job Ads against ONE Resume	This is for the benefit of jobseekers. Today, when they consult job sites like Monster/Naukri, their search criteria and those of job ads often don’t match — each one is different. While making a job search, the jobseeker will be able to benchmark his resume against multiple job ads and instantly know which companies might be interested in him based on his own skills, keywords, and experience. He can repeat this process for several job ads — saving time and improving focus. Through this feature, we intend to enable jobseekers to quickly find the best matching jobs, based on benchmarking “raw scores” — i.e., comparing job ad parameters against his own resume’s raw scores.

 

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
10	Recommendation System for Jobseekers	During each & every job search, a jobseeker selects certain Search Parameters, such as: (a) Keywords (b) Experience (yrs) (c) Industry (d) Function (e) Designation Level (f) City/Location. In fact, he has even used these same parameters while filling in his “Job Preference” form. All we need to do is to compile a history of each Search Parameter used by a candidate during his every job search session, then calculate the frequency or “usage count” of each parameter. When the candidate logs in again, we can simplify his experience by customizing the dropdowns of “Search Parameters” — displaying the most frequently used at the top, and the least used at the bottom. Frequency of usage determines “future probability of usage.” It’s as simple as that! This is how Amazon builds its recommendation system — by remembering user preferences and behavior. Message to jobseeker: “WE CARE TO REMEMBER YOUR PREFERENCES.” It gives a great feeling of Self-Importance / Self-Esteem.
11	Recommendation System for HR Managers	Works on the same principle as above. In this case, we compile a history/statistics/frequency of usage of Resume Search Parameters used by HR managers and rearrange the dropdown lists in descending order of frequency — so that the HR manager’s most-used filters appear first during his next resume search session. (Also read my note “Click Stream Analysis” dated 05/02/06.)

 

Sr No.	Module	What will it do / Why is it important ?	Who ?	When ?
12	Resume Compose (See my note “Starter Tables” dated 06/02/06)	Many job sites offer a lot of advice on how to write a good, impressive resume. But it is like saying: “If you do this, this, and this — you can write good poetry!” In real life, you cannot — because poetry-writing is a very creative act and effort. It is not much different when it comes to writing a good resume. Advice is not of much use! But on the other hand, if presented with a good poetry or a good resume, it’s easier to recognize patterns and coherence. So, if a jobseeker is able to see and model his own on a readable or impressive resume, it becomes a learning process. Thus, it does not need a great deal of imagination to simply copy important sections. Almost everyone imitates poetry or music they admire — why not resumes? Hence, by displaying “good resumes” (of jobseekers having comparable experience, background, and function), others can emulate and adapt. If thousands of jobseekers find this convenient, it will greatly improve the overall quality of resumes on the platform — leading to superior responses from recruiters and HR managers. Besides being fun, if better resumes result in more interview calls and job offers, this system becomes self-reinforcing.