Concept Note: Resume Sorter
(RS-1/ 21-12-07)
Resume Sorter should eliminate
any/all human intervention and automate all processes which are currently
manually performed.
"Resume Rater/Sorter"
may be developed in two stages
Stage 1
In this stage, Resume Rater will
take-over/automate the manual work performed by the consultants, which broadly
consists of:
Open Q: folder and
"read" all the resumes that have arrived last 24 hours.
Broadly sort these (mentally)
into different "FUNCTION/SKILL" categories
Mentally match/compare the
function/skill of each resume with the "function/skill" desired in
different current search-assignments being handled.
If an "approximate"
match is
(RS-2)
found, then move the
"matching" resume to the relevant "Assignment Folder"
When complete Q: Folder has been
gone thru/searched thru - and the prelim. "suitable/matching" resumes
have been transferred to the respective "Assignment folders," then
once again open/read/rate/rank all the resumes lying in each that folder.
The resumes are mentally
evaluated as A = Excellent, B = Good, C = Average, in terms of their
"MATCH" with the search-criteria provided by the client (Keywords
contained in "Job Description" provided by the client?).
Tag the resumes A/B/C, arrange in
descending order of "Rating".
Start calling-up each candidate,
one-by-one, to
- explain Client's position/Org/Salary etc.
- ascertain candidate's interest.
Then make Suitable Notes
against each candidate
(RS-3)
In some cases,
meet/interview/evaluate the candidate (over the phone or across the table)
& fill up "Assessment Form"
Forward (email) some of the
resumes to client for consideration. This email may be accompanied by
"Assessment Form".
The text resume itself may be
reformatted manually (by Pande/Sheetal).
Stage 2
Here, Resume Sorter (V.2.0)
Software, will eliminate the human being and automate the (current) manual
process of
Reading each incoming email
Sorting GOOD (i.e. resumes &
other business correspondence) from BAD (spam)
Delete SPAM
Further SEGREGATE
"GOOD" emails into
Resumes & & Transfer to
Q: searrow & & Send to & Team
Leaders & & Sensor
and
Business Correspondence & &
Forward to Concerned & & person
(RS-4)
Q: So, what should Resume
Sorter (V.1.0) be able to achieve?
Ans:
It will pick-up each resume
stored in Q: (in sequence of arrival)
Map/compare the keywords
contained in that resume with the MASTER KEYWORD lists of all — 86 IT Skills —
43 Non-IT Skills. one after another
Based on the
"weightages" of keywords, s/w will compute **RAW SCORES** of that
resume for each IT Skill/Non-IT function, as
|
Resume: Mr. ABC. |
||
|
S# |
Skill/Function Name |
Raw Score |
|
1 |
63 |
|
|
2 |
85 |
|
|
3 |
48 |
|
|
\vdots |
93 |
|
|
86 |
||
|
\overline1 |
60 |
|
|
\overline2 |
59 |
|
|
\overline3 |
42 |
|
|
\vdots |
37 |
|
|
43 |
When finished, table will be
re-arranged in
(RS-5)
"Descending Order" of
Raw Scores.
The "Function/Skill"
that gets listed on TOP (with highest RAW SCORE) is considered to be THE
function/skill to which that candidate belongs to.
This "function/skill"
and its "Raw Score" will be stored against that candidate's
Name/E-mail ID.
The rest of the table (data) may
be discarded (?).
On second thought, I think we
should select/store, "FUNCTION/SKILL" Name & Raw Scores for all
those "ratings" where the Raw Score is \ge 60, eg:
|
Resume: Mr. ABC |
||
|
\checkmark |
Function/Skill |
Raw Score |
|
Sales |
92 |
|
|
Mktg. |
75 |
|
|
Service |
69 |
|
|
Design |
60 |
|
|
Production |
56 |
|
|
R&D |
42 |
This means same resume will get
stored in 4 different folders (it could be even more folders—depending upon Raw
Scores)—along with relevant score.
(RS-6)
A person is a many-splendoured
being! Not simply Black or White!
Such multiple storing of same
resume (albeit with different scores), has many advantages.
Consultant A may find him in "SALES"
folder (with 92 score for ABC Corp. and Consultant B may find him in "MKTG"
folder (with 75 score for XYZ Corp.
So, not only, a given candidate
has a 'chance' (probability) of being considered for multiple job-openings
(search assignments) but,
Consultants are in a position to
offer to their corporate clients, more "OPTIONS"!
And, no matter, in how many
"function/skill" folders, the same resume gets stored, in that (each)
folder, it is always arranged in the descending order of raw-score. So
each folder, will build-up a sizeable database fast.
(RS-7)
All of this,
picking-rating-ranking-transferring to different folders will go on
automatically, offline, continuously (if the Resume Sorter s/w is kept ON for
24 hours).
All Consultants must be able to
"access" all folders at anytime ("Common Property"
principle).
In each folder, resumes will get
added to a display table—arranged in descending order of score.
Clicking on any given name/email
ID in the table will open that resume for viewing, with keywords highlighted in
red.
Each entry/record (i.e. resume)
in each folder, will carry "Date stamp".
In any folder tabulation, if
there are several resumes having SAME raw score, (which is quite likely
as the database grows), then these will be arranged as per "Arrival
Date".
Each folder will have GREEN
& BLUE bands (Excellent & good).
(RS-8)
10 Clicking on highlighted
keyword, will open Interview Questions \left. \beginarrayl — Interview
Questions — Consult Wikipedia \endarray \right\ will work, if
11 From any
"Function/Skill" folder, it should be possible to select a few
candidates and "copy" these records into # any
"SEARCH-ASSIGNMENT" folder
12 Once we have collected our
FEES for appointing any given candidate (with any given Client), then it would
be unethical to keep on "recommending/referring" the same candidate
to some other client! Hence, Resume Sorter (Recruitment Agency Version), —as
opposed to ("Corporate Version"), must have a provision, whereby, as
soon as a candidate gets appointed with any given
(RS-9)
Client, appropriate
"record/note" can be made against his/her name in the
"FUNCTION/SKILL" Folder itself (as well as in the "SEARCH
ASSIGNMENT" folder) re: this fact (Position and Name of Client/Date of
Appointment).
Hopefully, such
"record/note" will ensure that even by mistake, no other consultant
may recommend the same person to another client.
13 Should we provide
"Assessment Form" (even simplified) in Resume Sorter? Of course,
Consultants (recruitment agencies) will love this.
14 Of course, we must
"harvest" the email IDs. of the resumes being "sorted" by
the Resume Sorter. We should "do this, every day by forcing "Resume
Sorter" to get activated (for next session), by going Online & getting
connected to our Server; which will automatically reset the counter to ZERO!
But what if a user never "de-activates" it? One infinite/continuous
session, for ever ON?
15 Emailing Same feature
as in Resume Rater. After shortlisting, recruiters would want to write to
selected candidates.
(RS-10/ 22/12/07)
16 Earlier, I wrote about
harvesting email IDs (of resumes rated & sorted) thru Resume Sorter. On
second thought, I think we should not limit ourselves to harvesting ONLY email
IDs.
We must harvest entire resume!
Along with highlighted keywords & Raw Scores!
Earlier, I talked of creating
— Function folders (\sim 86
Non-IT functions)
— Skills (\sim 43 IT skills).
These 129 folders are to
be created on the local hard disk of the user.
In these folders, resumes will
get deposited ("sorting effect") after getting
"rated"—whenever raw score is \ge 60.
We will create on our Server, a
similar set of 129 folders.
At some predetermined interval,
the local (user's) folders will get "copied" into our server folder
(respective folder). This would have to be "incremental"
back-ups.
Of course, at that predetermined
time, the user's application would have to be ONLINE. Or this could be
made to happen at some predetermined "EVENT", such as
R5/11
mandatory daily
"re-activation" of the Resume Sorter software.
In Resume Rater, such events were
reaching the Reset Counter Numer of 10,000/1000.
Ideally I would have liked Resume
Sorter's harvesting to happen continuously, as each resume got rated
& transferred to respective folder on the user's local harddisk, 24 hours
continuously.
Advantages:
- Load on our server will get evenly distributed all
thru 24 hours.
- Our counter will change Continuously - a very
dynamic/powerful endorsement of the popularity of Resume Sorter! Nothing
can ever market Resume Sorter better than a Continuously changing
counter.
Disadvantages:
- Instead of being OFFLINE, Resume Sorter will need
to be ONLINE.
If the application has to be
running all 24 hours (around the clock), then that particular user-machine
would need to remain ONLINE, all the time.
I don't see this as an issue with
most of the user companies.
R5/12
Companies who receive 20/30 email
resumes daily, are unlikely to use Resume Sorter. Users of Resume Sorter
will be Companies receiving 200/300 resumes daily. Mostly recruitment
agencies and large Employer Corporations who advertise on job portals. All
together, these could be 10,000/20,000 in India.
Such Companies would have no
problem, keeping one PC connected to Internet, all 24 hours.
\left.\beginarrayl May be they
already have one such ONLINE m/c in order to receive emails. It is also quite
likely that such Companies have several recruiters in their Organisation, all
of whom are receiving email resumes. And, may be, all incoming emails are received
in One/Common mail box. And may be all these m/c are
on LAN/Intranet. \endarray\right\ Assumptions
Should Resume Sorter be
LAN-based?
If we say that all 129
function/skill folders have to be "COMMON PROPERTY", accessible by
all recruiters/consultants within a Company, then it has to be LAN-based.
No Company would like employees
to treat data/information as PRIVATE property (Of course, there can be
"Access Rights" to safeguard unauthorised access by those employees)
LRS-13
who have no legitimate
"business-need" to access.)
So, if we incorporate into Resume
Sorter "Access Rights" (Callated by ADMIN), then such
Corporates would feel very comfortable with the use of a LAN-based application.
"Access Rights"
to open/view 129 folders.
- G: folder - ONLINE
- Resume Sorter
- offline Local 129 Folders
- our Web Server - 129 identical (Server-based)
folders
Nearly all recruitment agencies
and large Corporations, expect their consultants/recruiters to
- post job-aduts
- Search resumes from leading job-portals.
So, all of them have to be
Online, nearly all throughout the day.
Concept of Resume Sorter
Present Scenario:
[Diagram showing flow]
- email Inbox -> Human being reads
each and every email in order to:
- Delete SPAM
- Separate out "Resumes"
- Transfer to Resumes to G: folder
- Selects "senior Level" resumes &
forwards to Team Leaders
- (Flow from Human being to Team Leaders and G:
Folder)
- Consultants search G: folder everyday
to see if there are any "GOOD" resumes, suitable for the
search-assignments which they are working on. These Resumes deemed
"GOOD/SUITABLE" are then transferred to PERSONAL FOLDER,
for detailed reading/rating/Ranking, contacting candidates, forwarding to
client etc.
- (Flow from Consultants to Personal folders like
"sales", "Mktg", "Finance" via Assignments
A, B, etc.)
22-12-07
Dear HR Manager/Recruiting Agent:
Why?
Why should you use Resume
Sorter?
You should use Resume Sorter, if
- dozens of text resumes are flooding your mailbox
daily, emailed to you by Candidates against your several job-aduts (or
unsolicited).
- You are under tremendous pressure to fill-up
vacancies (of course, with most competent candidates available)
- You just don't have enough time to read thru all
the resumes, Segregate these Function/skill-wise, give "Scores"
to each and then arrange into descending order of the scores (Rank
Better/Faster)
- Nor do you have enough/competent subordinates to do
this for you (+which, in any case, is not "Human Use of Human
Beings" - do read this book by Norbert Weiner).
- You want to spend most of your time
interviewing/assessing the best candidates (-which no software can ever
do). And while Interviewing, you want to be reminded of what Interview
Questions to ask (Resume Sorter displays 15000+ Keyword-specific
interview questions)
- You want to consult Wikipedia for the right
answer against each of your interview question (+ even as the candidate is
replying!)
Once you start using, you will
discover many more reasons!
- Rahul
Dear HR Manager/Recruiting Agent
Pre-Requisites
For Resume Sorter to work
satisfactorily, there are following Pre-requisites:
- Your hardware configuration has to be
- Your software configuration has to be
- Your Internet Connection has to be
Resume Sorter only works ONLINE.
In order to retrieve latest Functions/Skills/Keywords/Weightages etc from our
Webservice, We welcome you to add new functions/skills/Keywords as also modify
their weightages, by contributing your knowledge/expertise at Poll-e-Tricks.
Thru this mechanism of social consensus, we are handing over the process
control to YOU!
Dear HR Manager/Recruiting Agent:
How?
How does Resume Sorter work?
Resume Sorter cannot separate
genuine resumes from other business correspondence and spam, filling-up your
mailbox. You will need to do this manually (+ in Version 2.0, we plan to
automate this), and transfer genuine resumes to one/common G: folder -
common for your entire dept/section/unit, where all desktops are on SAME LAN.
Now enter G: Folder path (name)
in Resume Sorter and click SORT.
That's about all!
On its own, Resume Sorter, will
create
- 86 IT Skill folders
- 43 Non-IT Function folders
and start transferring
"rated & ranked" resumes to relevant folders which you can
open/view anytime (+ If your ADMIN has given you "Access Rights"). No
more torture of reading your mailbox!
- Rahul
PS
You cannot avoid spam filling-up
your mailbox. But what you download during a Resume Search (on any Job portal)
are genuine text resumes - and only resumes. Tell all your recruiters to store
these in a common folder. Then ask Resume Sorter to sort this folder!
What / How / Why / Download
22/12/07
What?
Dear HR Manager/Recruiting Agent:
What is Resume Sorter?
Resume Sorter is a freely
downloadable software application.
Resume Rater
- "Reads" all text resumes stored by
you in G: folder (You would need to transfer these from your mailbox into
G: Folder)
- "Rates" these resumes based on the
Keywords contained in each and assigns each resume a Raw Score
depending upon the "weightages" of each keyword (= there
are over 15000 keywords at the moment).
- Based on the Raw Scores, determines the FUNCTION
(Non-IT) or the SKILL (in case of IT) to which the resume
belongs
- Then transfers that resume to one (or more) of
- 86 IT-SKILL folders
- 43 NON-IT FUNCTION folders
In a nutshell, Resume Sorter,
Sorts the resumes (continuous/ongoing basis) and places these in different
folders, so that you don't need to read thru all incoming resumes, leaving you
free to spend your time Interviewing candidates (what no software can do).
- Rahul
Dear HR Manager/Recruiting Agent:
Sample Folder
As mentioned earlier, Resume
Sorter reads/rates/ranks and sorts resumes into 43 NON-IT Function folder /
86 IT skill folders - automatically. What's more, resumes within each
folder are arranged in descending order of Raw Score - irrespective of
"Arrival Date". Shown below is how a Function/Skill folder
looks like: Select [Checkbox] before clicking on Email/Transfer buttons.
FUNCTION - SKILL folder
|
Function: Sales |
No. of Resumes in this
folder |
653 |
|
|
Category |
Excellent ( \geq 80) |
221 |
Good ( \geq 60<80) |
|
Sl No |
EMAIL ID click to open/view |
Raw Score |
Select |
Appointment/Interview
Details (To fill in) |
|
1 |
A |
92 |
[Checkbox] |
Date |
|
2 |
B |
88 |
[Checkbox] |
|
|
3 |
C |
76 |
[Checkbox] |
|
|
4 |
D |
64 |
[Checkbox] |
|
|
... |
- E-Mail
- Transfer to Assignment/Vacancy folder
- Clear "Select"
Concept Note: Resume Sorter
RS-1
21-02-07
- Resume Sorter should eliminate any/all human
intervention and automate all processes which are currently manually
performed.
- “Resume Sorter” may be developed in two
stages.
Stage 1
In this stage, Resume Sorter will
take over / automate the manual work performed by the consultants, which
broadly consists of:
- Open Q: folder and “read” all the resumes
that have arrived during last 24 hours.
- Broadly sort these candidates into different “FUNCTION
/ SKILL” categories.
- Mentally “match / compare” the function / skill of
each resume with the “functional skill” desired in different
current search-assignments being handled.
- If an “approximate” match is found, then
move the matching resume to the relevant “Assignment Folder”.
RS-2
- When complete Q: folder has been gone thru /
searched, and the prelim. “suitable / matching” resumes have been
transferred to the respective Assignment folders, then once again
opening / re-read / rank all the resumes lying in each Assignment
folder.
- The resumes are mentally evaluated as:
- A = Excellent
- B = Good
- C = Average
in terms of their “MATCH”
with the search-criteria provided by the client
(keywords contained in “Job description” provided by the client?)
- Tag the resumes A / B / C, arrange in
descending order of “Rating”.
- Start calling-up each candidate, one-by-one, to:
- explain client’s position / org / salary etc.
- ascertain candidate’s interest.
- Then make Brief Notes against each
candidate.
RS-3
- In some cases, meet / interview / evaluate the
candidate
(over the phone or across the table) & fill up “Assessment Form”. - Forward (email) some of the resumes to clients for
consideration.
This email may be accompanied by “Assessment Form”. - The text resume itself may be reformatted manually
by Pande / Sheetal.
Stage 2
Here, Resume Sorter (V2.0)
software will eliminate the human being and automate the current manual
processes of:
- Reading each incoming email
- Sorting GOOD (i.e. resumes & other
business correspondences) from BAD (spam)
- Delete SPAM
- Further segregate GOOD emails into:
GOOD Emails
Resumes Business
Correspondence
Transfer to Q:
Forward to concerned
| person
Send to Team Leaders
RS-4
Q: So, what should Resume
Sorter (V1.0) be able to achieve?
Ans:
- It will pick-up each resume stored in Q: (in
sequence of arrival)
- Map / compare the keywords contained in that resume
with the MASTER KEYWORD lists of all
- 86 IT skills
- 43 Non-IT skills
(one after another) - Based on the weightages of keywords, s/w will
compute RAW SCORES of that resume for each IT skill / Non-IT
function, as:
Resume: Mr. ABC
Srl Skill / Function Name Raw Score
1 63
2 85
3 48
...
86 93
1 60
2 59
3 42
...
43 37
- When finished, table will be re-arranged in …
“Descending order” of Raw
Scores.
The “Functional skill”
that gets listed on top
(with highest Raw Score) is considered to be THE functional skill to
which that candidate belongs to.
This “Functional skill” and its Raw
Score will be stored against that candidate’s Name / Email ID.
The rest of the table (data) may
be discarded (?).
On second thought, I think we
should select/store “FUNCTION / SKILL” Name & Raw Scores for all
those “ratings” where the Raw Score is ≥ 60, eg.:
Resume: Mr. ABC
Functional Skill Raw Score
Sales 92 ✓
Mktg. 75 ✓
Service 69 ✓
Design 60 ✓
Production 56
X
R&D 42 X
This means same resume will get
stored in 4 different folders (it could even be more folders depending
upon Raw Scores)
along with relevant score.
RS-6
A person is a many-splendoured
being! Not simply black or white!
Such multiple storing of same
resume (albeit with different scores) has many advantages.
Consultant A may find him
in “SALES” folder (with 92 score) for ABC Co.
and
Consultant B may find him
in “MKTG” folder (with 75 score) for XYZ Co.
So, not only a given candidate
has a chance (probability) of being considered for multiple job-openings
(search assignments)
but,
Consultants are in a position to
offer to their corporate clients, more “OPTIONS”!
And no matter in how many
functional skill folders, the same resume gets stored, in that (each) folder,
it is always arranged in the descending order of Raw Score.
So each folder will build-up a scalable
database fast.
RS-7
3. All of this
picking-rating-ranking-transferring to different folders will go on automatically,
offline, continuously (if the Resume Sorter s/w is kept ON for 24
hours).
4. All consultants must be
able to “access” all folders at anytime (“Common Property” principle).
5. In each folder, resumes
will get added to a display table arranged in descending order of
score.
6. Clicking on any given name
/ email ID in the table will open that resume for viewing, with keywords
highlighted in red.
7. Each entry / record
(i.e. resume) in each folder will carry a “Date stamp”.
8. In any folder
tabulation, if there are several resumes having SAME raw score
(which is quite likely as the database grows), then these will be arranged as
per “Arrival Date”.
9. Each folder will have GREEN
& BLUE bands
(Excellent & Good).
RS-8
10. Clicking on highlighted
keyword will open:
- Interview Questions
- Consult Wikipedia
(will work if online)
11. From any “Functional
/ Skill” folder, it should be possible to select a few candidates and “copy
these records” into any SEARCH-ASSIGNMENT folder.
Functional Folder Assignment Folder
------------------ --------------------
[ Resume List ] ---> Assignment Name
[ ✓ ✓ ] Client Name
Consultant Name
Exec Name
| Raw Score
(with “To be transferred to →
Assignment folder name → Transfer”)
12. Once we have collected
our FEES for appointing any given candidate
(with any given client), then it would be unethical to keep on “recommending
/ referring” the same candidate to some other client.
Hence, Resume Sorter (Recruitment
Agency version) – as opposed to Corporate Version – must have a
provision whereby, as soon as a candidate gets appointed with any given
client
RS-9
Client, appointment “record /
note” can be made against his / her name in the FUNCTION / SKILL folder
itself, as well as in the SEARCH-ASSIGNMENT folder, so as to fix
this fact
(Position name / Client / Date of appointment).
Hopefully such “record / note”
will ensure that even by mistake, no other consultant may recommend the same
person to another client.
13. Should we provide “Assessment
Form” (even simplified) in Resume Sorter?
Please, consultants (recruitment agencies) will love this.
14. Of course, we must harvest
the email IDs of the resumes being sorted by the Resume Sorter.
We should do this every day, by forcing “Resume Sorter” to get activated
(for next session) by going online & getting connected to our server,
which will automatically reset the counter to ZERO!
But what if a user never
“deactivates” it? One infinite / continuous session, forever ON?
15. Emailing — same
feature as in Resume Sorter.
After shortlisting, recruiters would want to write to selected candidates.
RS-10
22/12/07
16. Earlier, I wrote about
harvesting email IDs of resumes rated & sorted thru Resume Sorter.
On second thought, I think we should not limit harvesting ONLY email IDs.
We must harvest entire resumes,
along with highlighted keywords & Raw Scores!
Earlier, I talked of creating:
- Functional folders (86 Non-IT functions)
- Skills (43 IT skills)
These 129 folders are to
be created on the local harddisk of the user.
In these folders, resumes will
get “deposited” (sorting effect) after getting “rated” whenever Raw
Score is ≥ 60.
We will create on our server,
a similar set of 129 folders.
At some predetermined interval,
the local (user’s) folders will get “spilled” into our server folders
(respective folders).
This would have to be incremental backups.
Of course, at that predetermined
time, the user’s application would have to be ONLINE,
or this could be made to happen at some predetermined “EVENT”, such as …
RS-11
Mandatory daily
“re-activation” of the Resume Sorter software.
In ResumeSorter, such events
were, reaching the Reset Counter Number of 1000 / 10,000.
Ideally I would have liked
ResumeSorter’s harvesting to happen continuously, as each resume got
rated & transferred to respective folder on the user’s local harddisk, 24
hours continuously.
Advantages:
- Load on our server will get evenly distributed
all thru 24 hours.
- Our counter will change continuously – a
very dynamic / powerful endorsement of the popularity of Resume Sorter!
Nothing can ever market ResumeSorter better than a continuously changing counter.
Disadvantages:
- Instead of being OFFLINE, ResumeSorter will
need to be ONLINE.
If the application has to be
running all 24 hours (around the clock), then that particular user-machine
would need to remain ONLINE all the time.
I don’t see this as an issue with
most of the user companies.
RS-12
Companies who receive 20–30
email resumes daily are unlikely to use Resume Sorter.
Users of Resume Sorter will be companies receiving 200–300 resumes daily,
mostly recruitment agencies and large employer corporations who advertise on
job portals.
Altogether, these could be 10,000 / 20,000 in India.
Such companies would have no
problem keeping one PC connected to Internet all 24 hours.
May be they already have one such ONLINE PC in order to receive emails.
It is also quite likely that such
companies have several recruiters in their organisation, all of whom are
receiving email resumes.
And, may be, all incoming emails
are received in one common mailbox, and maybe all these PCs are on LAN
/ Intranet.
Should Resume Sorter be
LAN-based?
If we say that all 129
function / skill folders have to be COMMON PROPERTY, accessible by
all recruiters / consultants within a company, then it has to be LAN-based.
That no company would like
employees to treat data / information as PRIVATE property.
(Of course, there can be Access Rights to safeguard unauthorised access
by these employees.)
RS-13
(…who have no legitimate
“business-need” access)
So, if we incorporate into Resume
Sorter “Access Rights”
(controlled by ADMIN),
then such corporates would feel
very comfortable with the use of a LAN-based application.
- Access Rights to open / view 129 folders.
Architecture sketch (as
written)
Q: Folder ---->
Resume Sorter ----> [Offline & Local]
|
|---- 128 /
129 folders
|
Our Web Server
----------------
129 identical
(server-based) folders
Nearly all recruitment agencies
and large corporates expect their consultants / recruiters to:
- Post job-ads
- Search resumes
from leading job-portals.
So, all of them have to be ONLINE,
nearly all throughout the day.
Concept of Resume Sorter (Process
Flow Diagram – text transcription)
Present scenario:
Email Inbox → Human
being
Human being reads each &
every email in order to:
- Delete SPAM
- Separate Resumes
- Transfer resumes to Q: folder
- Select “Senior level” resumes & forward
to Team Leaders
Resume Sorter flow:
All Resumes → Q: Folder
→ Consultants search folders
everyday
- To see if there are any GOOD resumes
- Suitable for the search-assignments they are
working on
These resumes deemed “GOOD /
SUITABLE” are then transferred to:
→ PERSONAL FOLDERS
for:
- Detailed resume reading
- Rating / ranking
- Contacting candidates
- Forwarding to clients, etc.
Assignment / Functional
linkage shown
From consultants → Assignment
folders such as:
- Sales
- Mktg
- Finance
(marked as “Assigned”)
Personal folders /
search-assignment wise.
Dear HR Manager / Recruiting
Agent
Why should you use Resume
Sorter?
(22-12-07)
You should use Resume Sorter if:
- Dozens of text resumes are flooding your
mailbox daily, emailed to you by candidates against your several job-ads
(or unsolicited).
- You are under tremendous pressure to fill-up
vacancies (of course, with most competent candidates available).
- You just don’t have enough time to scan thru all
the resumes, separate these functional / skill-wise, give “scores”
to each and then arrange into descending order of the scores.
(Rank better / faster) - Now do you have enough computer / software /
awareness to do this for you?
(which, in any case, is not “Human use of human beings” — do read this book by Norbert Wiener) - You want to spend most of your time interviewing
/ assessing the best candidates (which no software can ever do), and
while interviewing you want to be reminded of relevant interview
questions to ask.
- Resume Sorter displays 1500+ keyword-specific
interview questions.
- You want to consult Wikipedia for the right
answer against each of your interview questions
(even as the candidate is replying!) - Once you start using, you will discover many
more reasons.
— Rahul
Dear HR Manager / Recruiting
Agent
Pre-Requisites
For Resume Sorter to work
satisfactorily, there are following pre-requisites:
- Your hardware configuration has to be …
- Your software configuration has to be …
- Your Internet connection has to be …
- Resume Sorter only works ONLINE in order to
retrieve latest functions / skills / keywords / weightages etc.
from our web-service.
We welcome you to add new functions / skills / keywords as also modify their weightages, by contributing your knowledge / expertise at Poll-e-Tracks.
This mechanism of social consensus ensures that we are handing over the process control to YOU!
Dear HR Manager / Recruiting
Agent
How does Resume Sorter work?
(22-12-07)
Resume Sorter cannot separate
genuine resumes from other business correspondence and spam, filling up your
mailbox. You will need to do this manually (in Version 2.0 we plan to automate
this), and transfer genuine resumes into one common G: folder – common
for your entire dept / section / unit, where all desktops are on same LAN.
Now enter G: folder (path
name) in Resume Sorter and click SORT.
That’s about all!
On its own, Resume Sorter will
create:
- 86 IT skill folders
- 43 Non-IT function folders
and start transferring rated
& ranked resumes to relevant folders, which you can open / view anytime
(if your Admin has given you “Access Rights”).
No more sorting & reading resumes filling your mailbox!
— Rahul
PS: You cannot avoid spam
filling your mailbox, but what you download during your resume-search campaigns
are mostly genuine text resumes and only resumes. Tell all your recruiters to
store these in a common folder. Then ask Resume Sorter to sort this folder!
What / How / Why / Download
What is Resume Sorter?
(22-12-07)
Dear HR Manager / Recruiting
Agent:
Resume Sorter is a freely
downloadable software application.
Resume Sorter
- “Reads” all text resumes stored by you in G:
folder
(you would need to transfer these from your mailbox into G: folder) - “Rates” these resumes based on the keywords
contained in each and assigns each resume a Raw Score, depending
upon the weightages of each keyword
(there are over 1500 keywords at the moment) - Based on the Raw Scores, determines the FUNCTION
(Non-IT) or the SKILL (in case of IT) to which the resume
belongs
- Then transfers that resume to one (or more)
of:
- 86 IT skill folders
- 43 Non-IT function folders
In a nutshell, Resume Sorter sorts
the resumes (extracted / coming in as text files) and places these in
different folders, so that you don’t need to read through all incoming resumes,
leaving you free to spend time interviewing candidates
(what no software can do)
— Rahul
Dear HR Manager / Recruiting
Agent
Sample Folder
As mentioned earlier, Resume
Sorter reads / rates / ranks and sorts resumes into 43 Non-IT
function folders or 86 IT skill folders automatically.
What more, resumes within each
folder are arranged in descending order of Raw Score – irrespective of Arrival
Date.
Shown below is how a functional
/ skill folder looks like (select ID before clicking on Email / Transfer
buttons).
Function: Sales
Category:
Excellent (>80) → 221
Good (60 to 80) → 432
No. of Resumes in this folder:
653
Table Layout
|
Sr. No. |
Email ID |
Click to open / view |
Raw Score |
Select |
Approximate Date |
Interview Date |
Interviewed |
Remarks |
|
1 |
A |
✓ |
92 |
☐ |
||||
|
2 |
B |
✓ |
88 |
☐ |
||||
|
3 |
C |
✓ |
76 |
☐ |
||||
|
4 |
D |
✓ |
64 |
☐ |
Action Buttons (bottom)
- Email
- Transfer to Assignment / Vacancy Folder
- Clear “Select”
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