NEURAL NETWORK EXPERT SYSTEM

 

Decision to be taken                                                                      20/04/2003

Ø  How to advertise? Where to advertise? When to advertise?

Inputs

 

Ø  What Is the Posting Location?

Ø  What Is the Position / Design Level?

Ø  What Salary Is Being Offered?

Ø  Where (City / Region) Are Potential Candidates Likely to Be Working / Living?

Ø  Which Medium Is Best Suited for Which Types of Positions? Which Type of Job Seekers Are Likely To Be Reading / Viewing A Particular Type Of Medium?

Ø  What Is the Reach Subscription of a Medium?

Ø  What Would Be Shelf Life of Job Advertisement? One Day / One Week / One Month?

Ø  Is Medium Passive (I.e.: Newspaper) Vs Active (I.e.: Job Sites Sending Job Alerts?)

Ø  Would Medium Ensure Seavey / Confidentiality of Advertiser And / Or Applicant?

Ø  What Is the Cost Attached to Each Medium?

Ø  What Is the Effort Required (On Part of Advertiser) To Advertise In Each Medium?

Ø  Dose Medium Permit Automatic Uploading of Job-Alert?

Ø  From Past Statistical Record Which Medium Generated Maximum Quantity / Quality & Response?

Ø  Which Medium Delivers Digital Resumes? / Structural Resumes?

 

 

 

 

Decision to be taken                                                                      20/04/2003

Ø  Which / How Many Applicants to Call For Interview

 

Inputs

 

Ø  How Many Vacancies? From Experience (Statistical Records) How Many to Call / Vacancy For Given Portability Of Success In Selecting?

Ø  What Are Selection Elimination Criteria?

Ø  Age Experience Max Education Min Qualification Minimum

Ø  Industry Background

Ø  Function Exposure

Ø  Current Designation Level

Ø  Current Salary Past Salary Growth

Ø  Current Company Employer Competitor?

Ø  Current City Location State

Ø  Marital Status

Ø  Language Known

Ø  Number Of Joints Held So for Average Tenure Job

Ø  Knowledge

Ø  Skills

Ø  Achievements

Ø  Memberships Association Trade Bodies

Ø  References

Ø  What are costs involved. Travel reinvestment

 

 

 

Decision to be taken                                                                      20/04/2003

Ø  Where to call candidates for interview?

Inputs

Ø  All to the one city HQ? Distributed over 3 or 4 cities?

Ø  Where are excellent slash good rated candidates located? City voice analysis? How many at each?

Ø  What is the companies travel reimbursement policy voter card attached to holding interview in

One City

Many City

Ø  If time is pressing which of the above mentioned 2 alternatives will be faster?

Ø  if causes main consideration which alternative would be cheaper?

Ø  Which designation level of candidates not like to come for interview at companies of? Which would prefer to be interviewed met in a hotel? business centre?

Ø  How many interviewing experts are involved and where are they posted? Would they need to travel from different cities?

Ø  wood candidates and / or interview experts need to be put up in hotel?

Ø  If test is to be administrator Where testing facilities available?

Ø  Is video interviewing possible / feasible?

 

 

 

 

Ø   

Ø  What notice. Will candidate need once appointment letter is issued to give to his present employer?

Ø  When are interview experts available?

Ø  His video interviewing possible feasible? What would it cost? What would traditional conversation method cost?

Ø  How many stages of interview required? 1, 2, 3?

Ø  What is the past statistical records to entire interview process time permanently final 4 different types of vacancies?

Ø  What channels are planned to be used for communicating with interviews candidates?

Ø  When Sunday holiday working day late evening after hours are candidates in interview experts available?

Ø  Can preliminary and final interview by candidate on the same day? So that candidates do not have to be called again and again? Especially outstation candidates?

Ø  Are  2 candidates from some company same company? Then they would need to be separated by few hours or even few days!

 

 

 

Decision to be taken                                                                      20/04/2003

Ø  What salary to be offered to selected candidate?

Inputs

 

Ø  What Salary is he currently getting?

Ø  How does his current salary relate to his current age experience here's designation level education qualification etc?

Ø  How does his current salary relate to similar executives already employee by employer?

Ø  How does his current salary related to his peer group in his profession? For example executive of same age experience education level designation level functions industry etc? In what percentile does he fall?

Ø  What has even his pay salary growth % increase year for last 35 years? How does his compare with peer group? He's fast riser or slow riser?

Ø  What percentage age raise increase in salary do executives again peer group get when they change job?

Ø  What percentage raised increase does he expect? Would granting that upset a lot of existing employees? Almost population of existing employees search on salary would be cattle him into what percentile of employer company salary distribution came for similar pyar employees?

Ø  Are there any bonus incentive performance linked?

Ø  What are other perks?

 

 

 

Decision to be taken                                                                      20/04/2003

Ø  What designation level to be offered to selected candidates?

Inputs

 

Ø What is the designation level advertised?

Ø What is candidate correct designation level

Ø What is designation level expected by him?

Ø In employer company what is designation level frequency see distribution of executives who are comparative to the applicant selected?

Ø Comparative in terms of age experience education level salary function etc.

Ø what has been candidate passed designation precision over last 10 years in his present organization he has been promoted to fast 2 frequently?

Ø Does candidate belongs to a comparative company in terms of turnover number of employee etc?

Ø How many executives report to him at present? Vote levels of executive? How would these compare with what is being offered to him?

Ø Is there congruence between his existing salary with existing designation level? Is this skewed in anyway

for example too higher salary for given designation

                       too designation for given salary

 

 

 

 

 

 

 

 

 

 

 

 

EXPERIENCE (YEARS)                                                                                    10-10-02

 

Ø Voluntary retirement is offered to person who have put in 20 + years of service

Ø voluntary retirement is offered to person who have less than 10 years of balance service left

Ø A person with less than 15 years of experience will not be appointed as general manager

Ø A person who more than 15 years of experience will not be appointed as a supervisor / executive

Ø A fresh graduate without any experience will be appointed as a trainee

Ø A person has a letter chance of getting appointed if he has 20 years of experience

 

 

AGE COUNT

Ø An old person Indifference

Ø an old person is a medical liability

Ø a young person is a job jumper

Ø person in age group of 30-35 are most stable employee

Ø a person productivity efficiency starts dropping after age of 45

Ø A person's health starts defect oratory from 60 onwards.

BUSINESS RULES / OBSERVATIONS

 

Ø Old paper all in less demand

Ø young people are in less demand

Ø persons in the age group of 20 -30 are mostly prefer for junior positions

Ø Person in age group of 30-35 are mostly preferred for middle level positions

Ø for senior level openings candidates between the age group of 4045 r pre framed

Ø chances of retirement age very light of the age of 60

Ø voluntary retirement is usually offered to person above the age of 45