10/12/2003
KARTAVYA
ABHI
SANJEEV
Pending Project
While briefly discussing priorities of pending
projects, on Monday we agreed that “bouncing-back” of resumes deserves higher priority.
Kartavya agreed to prepare a broad frame-work / plan / design for this project
by weekend.
I enclose some notes on this project which, I
hope, would help Kartavya in this task.
Depending upon the progress Kartavya, makes on
this design by week-end, we will meet on Monday or Tuesday next to firm-up all
project priorities for which I have sent to you, a note along with 4 Quadrant
graph, on 6/12/2003.
While discussing these projects and their
priorities, I would like our entire team to participate in the discussions. We
may need a full day – so please discuss amongst yourself and let me know which
day.
HC PAREKH
10/12/2003
“BOUNCE – BACK”-Ing of Image Builders
Points
Ø Objective
Is to get
the jobseekers to edit/modify/add missing details, in the Image Builder
and send it back to Recruitguru for inclusion in the private database of
the concerned
subscriber.
Ø How will this help?
(1) The structured database will become
much more accurate (with hardly any field wrong or missing). During “Search”,
this improved accuracy will give better search-results.
(2) Increased “accuracy-level” will
dramatically increase the “Confidence-level” of Subscribers. (hopefully), they
would not come to know, how much of the accuracy is due to GuruMine & how
much due to Validation by jobseeker.
(3) Getting salary & designation
& period of each job (tenure) data, from thousands of jobseekers will
enable us to create a database and several new “profiles” eg:
ü Salary Profile (Frequency
Distribution Graphs)
ü Desig. Level “
ü Tenure Profile
These profiles can be for any given
“Function-Name” and within each function-name, these can be further broken-up
into “Sub-populations” of
ü a given “age-band”
ü “
“exp (yrs)-band”
ü “ “Education-Level”
ü “ “Industry-Name” (when we start
extracting)
These profiles will
prove a very valuable “aid” to HR/Recruitment Managers, while
·
Negotiating
salary/designation of a potential/suitable candidate
·
Deciding
annual increment amount of any existing employee
We will make all
profiles & all sub-profiles pay-per-use transactions (buttons).
(4) A “bounce-back” partially fulfills
the role of “Feedback from employer to Candidate”.
At
the very least, a bounce-backed ImageBuilder is an acknowledgement that the
advertiser (Company) has, in fact, received that resume and taken note of it.
Now,
when the ImageBuilder (bounce-back) is accompanied with a “Covering letter
(email)”, promising to add that resume to the Company’s LIVE database,
if Candidate will only take the trouble to edit/update & return,
Then,
the candidate’s HOPE gets multiplied manyfold ! – There is an implied
threat/fear that if he does not take this trouble, he stands to lose-out
! “It is your funeral” -kind of message !
As
Jeff Taylor (Monster) said, Candidates around the world has one main grudge
against the employers, viz:
-
They
never get any feedback ! Apply, apply no reply !
So, I feel, bounce-back will go a long
way to fulfill this long-standing & universal “felt-
need” of jobseekers.
In the process, it will also
build-up the reputation of the (subscribing) organization amongst (jobseekers,
as a
Responsible
/ Responsive
Corporate
Citizen.
-
Something
which millions of dollars worth of Ad, cannot do !
(5) Because of the fact that, they can
“expect” to receive a feedback (in the form of bounce-back of ImageBuilder)
from a Certain (subscribing) Company there will be a pronounced tendency
amongst jobseekers to apply against that particular company’s job-advt.
So, a
(subscribing) Company can look forward to receive a much better response to its
future job-advts, both quantitatively & qualitatively !
For a
subscriber Company, this, in itself, is a very “advantageous” position – vis-à-vis,
those Companies, who are NOT subscribing to RecruitGuru.
(6) Once, they have received on
ImageBuilder (from the first bounce-back), it is quite possible that, some
jobseekers, will simply, keep “up-dating” the ImageBuilder, every time
-
They
change their job
-
They
get promoted
-
They
get Salary-rise
etc.
etc.
AND
Send it back to RecruitGuru, on
their own, again & again, whether there is a job-advts from that company or
not !
They will assume (and rightly) that,
every ImageBuilder, coming in directly from Candidate himself, will get uploaded
in the “private” database of the subscriber – to whom, he had originally sent
his email resume!
And if this “assumption” is right,
it will prompt the candidates to keep up-dating their ImageBuilders, again
& again, whether asked-for or not.
After a while, it may even so happen
that some candidates, who have managed to get-hold of their ImageBuilder, other
than thru a “bounce-back”, may also adopt this technique !
Obviously, when RecruitGuru, sends-out
the ImageBuilder to a Candidate for the first time (with the covering
letter), somewhere that ImageBuilder MUST carry two numbers, viz
Ø Subscriber (i.e. Customer) number
Who sent us that resume in the first
place for processing and therefore, it “belongs” to him (i.e. to be deposited
back into his private database, when returned, after editing).
Ø PEN
To identify, we need both. Then only we
will know, in which private database to deposit, when received.
Of course, it may happen (-will
happen) that a given candidate has sent his email resume to SIX Subscribers
& RecruitGuru, receives all these six, identical resumes for processing.
Our GuruMine software will deposit
these resumes (albeit identical) into 6 different / private databases, but all
carrying SAME, PEN.
And then, the bounce-back feature will
send out 6 ImageBuilders (all identical) to SAME candidate, with
identical request to edit/modify & return !
But each covering letter will
mention the “NAME” of different advertiser Company-even though PEN is Same.
So, it the unique Combination of
-
Permanent
Customer No. (PCN)
&
-
Permanent
Executive No. (PEN)
Which will decide which edited
resume goes, into which private database. This is why, in our covering letter,
our subscriber/customer/Advertiser’s name, must be written in bold/capital
letters, so that jobseekers know that, he has to edit & return,
ImageBuilder to ALL of these companies, individually.
Whereas, a given Candidate’s resume,
may belong to 6 subscribers’ private databases that within one/specific private
database, there should be no more than ONE resume of any given
candidate, at any given point of time ( - the concept behind “duplicates”).
However, this must always be the
latest (last arrived) resume, if it is established as “duplicate”. The latest
must “overwrite” the previous one. I think, we do the same thing in
Module 1 – but may be manually. In GuruMine, this must happen automatically.
Whereas, this (principle) is
understandable, what happens’ to the
Ø Function Profile graph
Ø Salary , , , ,
Ø Desig. Level , ,
, ,
Ø Tenure , , , ,
etc
etc
Where, we have treated the old/obsolete
ImageBuider as One “Incidence/record/occurrence” and extracted/used a
lot of DATA in order to plot these graphs?
Everytime a latest (duplicate) resume, “OVERWRITES”,
previous resume, What do we do?
The graphs will stand “altered” as soon as our
software “inserts”, fresh data contained in the latest resume
But
The question is, “ Since the graph is anyway
going to change because of latest data, do we simultaneously delet the old
data, taken from previous resume?”
My answer is, “NO”
One simple reason is to simplify the working of
the software.
As it is, as arrival of resumes pick-up, data (
from which to generate various profiles) will grow rapidly. Therefore, I would accept
a scenario where, various profile-graphs get up-dated only once-a-day and not
in real-time.
But if there are too many “duplicate” resumes
deleting old data will increase the complexity for the software. In any case,
as far as graphs are concerned, we are merely concerned about the SAMPLE-SIZE (
the population & sub-populations) and not with a particular PEN.
10/12/2003
Kartavya
Abhi
Sanjeev
Batch No.
= Status = Pending = Processed = Extracted = Rejected
= Duplicate = Start (time) = Last processed = Process Time = Time / Resume = Start PEN = End PEN =
GuruMine
Display
Ø
From
Subscriber’s point of view “Batch No” is irrelevant
Ø
I
suggest we modify this display as follows”
a.
Cumulative
uploaded
b.
Cumulative
Processed
(a-b) Balance
(Pending)
c. Cumulative “Time” taken (Hrs)
(c/a) Ave. time/resume
(sec)
Extraction Statistics
Perhaps we can make these links “clickable” I want to drive home concept that there is
no such thing as “rejected”-there is no black or white. Even “duplicates” are “processed”!
HC PAREKH By
clicking on this link, one can see frequency Distribution graph with +36
Clicking on
this will display following tabulation:
|
No.of Fields
Extracted |
|
||
|
1 2 3 23 |
|
||
|
|
|
||
|
Total cumu.
Processed |
b- |
||
|
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Kartavya 10/12/2003
Abhi
Sanjeev
Processing Speed
Ø
See
enclosed graph
Ø This (improvement of
extraction-speed) is obviously, our highest priority. If some 10 companies were
to subscribe in next 10 days and start extracting their resumes, then, what is
merely “very important” will become a “CRISIS” !
Ø Infact, every subscriber, must be
able to see such a graph for his own private database, anytime he chooses !
HC
PAREKH
6/12/2003
Kartavya
Sanjeev Separate Copies
Abhi
Prioritizing
of Balance Projects
Ø
Enclosed
find summary-graph of discussions we had last week
Ø We must take a fresh look at these
Monday morning
Ø Idea behind taking a fresh look is
to leave Kartavya free, during next 4 weeks, to focus/concentrate on
“planning & Design”, so that, even after he leaves, s/w developers can
continue their development work, based on these plans/designs, developed &
documented.
Ø This implies that Kartavya should
not involve himself in day-to-day routine supervision/guidance of Reji/Vikram
etc.
Ø Since Sunitha, too has resigned (but
will be available for 1 month), could we/should we consider he to assist Kartavya
in developing these PLANTS/DESIGNS – and not be given any routine s/w
development work?
Ø In my opinion GuruAd & Interview
Mgmt Modules deserve highest priority.
HC
PAREKH
20/11/2003
Kartavya
Software Development Projects
MASTER-PLAN
Setting of Priorities
I refer to
my yesterday’s note in which I had developed a matrix of q blocks, along
à
X
axis = Importance (High / Medium / Low)
à
X
axis = Urgency (
,, )
Only 7 blocks had some entries. 2 had none.
Out of these, I again knocked-out 2 blocks, viz:
Ø
Low
Importance + Low Urgency
Ø
Low
importance + Medium urgency
ANNEX
In the
enclosed , I have
listed the projects falling under balance 5 blocks.
Within each block, I have listed projects, in order of their
“Global/overall” priorities, as perceived by me. Obviously, these priorities
are subject to delete & re-arrangement.
ANNEX
Oncourse, if
we can quickly develop those “computerised work-sheets” for refined “ranking”, nothing like that.
That would be far more objective, as compared to . But, if that is going to
take time, in the meantime, we could develop a
ANNEX
TENTATIVE
PROJECT PLAN
Based on my
.
Then, as & when, objective “ranking/rating” gets ready, we can
always re-cast the plan. In any case, by their very nature, project-plans are
dynamic & need revision from time-to-time.
But, we need “a” plan soon, no matter how “crude” or “subjective”
!
We must know
·
Who is going
to work, (Resource)
·
On
WHAT (Project)
·
WHEN (Start)
·
For
HOW LONG (end)
We need a COMPASS and we need BENCH-MARKS so that we can
align our energies to achievement of TARGETS.
Such a priority list, will help me to go thru my past notes (on each
topic) and synthesize into sharp “functional specifications / User Interfaces”.
How Soon ?
HC
PAREKH
ANNEX
A/1
20/11/2003
SOFTWARE PROJECTS
(Development Priorities)
(1)
Category
= High Importance + High Urgency
1. Bounce-back of ImageBuilders
2. Subscriber’s FLIGHT-DECK (balance
work)
3. Guest Trial
4. Func. Profile Graphs for IT
professionals
5. Extraction of USA style resumes
6. Job-Mining (Robust Auto-Converter)
7. Extraction of “Industry” field
8. Search by “Vacancy-Name”
9. GuruAd
(2)
Category
= High Importance + Medium Urgency
1. Auto Prelim Screening &
Intelligent spider
2. Recruitguru FLIGHT-DECK
3. ImageBuilders recd. From Placement
Agencies
4. Extract Resume of Fresh Graduates.
(3)
Category
= Medium Importance + Medium Urgency.
1. Subscribers’ List
2. Peer-to-Peer Comparison
3. Integration with OES
4. Integration with SAP/BAAN etc.
(4)
Category
= Hight Importance + Low Urgency
1. Various Links
2. Competition (Win-a-Prize)
(5)
Category
= Medium Importance + Low Urgency
1. Speed/Accuracy Graphs
2. Profile Calibrator
3. Deepev Extraction / Datamining
4. Pattern Recognition
5. By-Products
6. Creating Subscribers Employee
Database
7. Tool for Improving Extraction
Accuracy
8. Aggregation of Searches
19/11/2003
Kartavya
Software Projects Masterplan
While you-Abhi-Sanjeev are working on work-sheets to assign “Raw
score/Weighted/Priorities” to different projects based on several “Criteria”,
enclosed find my “Rating/Ranking” of these projects based on just 2 criteria,
viz.
= Importance of the projects
= Urgency of the projects
These rating/classification is, obviously based on my “global”
feeling/perception of what our clients/subscribers might WANT and
HOW BADLY , they might want.
Ideally, we should be talking to a group of HR/Recruitment managers and
ask THEM as to what they want and when. But I have a serious doubt,
whether they KNOW what they want ! – much less, WHY they want !!
I have a feeling that, if we were to ask 10 HR managers, we would get
thoroughly confused by their “Contradicting” requirements. It would be one more
instance of “Seven Blind Men & the Elephant”! as “market-drivers”, WE
will tell them what they need & will use.
HC
PAREKH
SOFTWARE DEVELOPMENT MASTER-PLAN 19/11/2003
|
|
|
Ø Subscriber FLIGHT-DECK Ø Guest Trial Ø Extraction of USA style resumes Ø Dunc. Profile Graphs & IT Pros Ø Bounce-back ImageBuiders Ø Web-spider (for Job Advts)
(sub-Contract) Ø Job-Mining (Robust-Auto converter) Ø GuruAd Ø Extraction of “Industry” Field Ø Search by Vacancy-Name |
|
Ø Collaborative Meeting thru Webex
(MS Office) |
Ø Subscribers’ List Ø Integration with OES (for 3P) Ø Peer-to-Peer Comparison &
competence Profiling Ø Integration of Recruitguru with
SAP/BAAN/ Peoplesoft |
Ø Recruitguru FLIGHT-DECK Ø Extraction of Resumes of Fresh
Graduates Ø ImageBuilders received from
Placement Agencies Ø Auto Prelim-Screening &
Intelligent Spider (like ISYS) |
|
Ø Buttons with diff. colours (RGC/1) Ø Currency Conversion Ø Foreign Exchange Earned Ø Volum Growth/Price-Growth Graphs Ø Extracting Fields from Visiting
Cards |
Ø Speed /Accuracy Graphs Ø Creating a distinctly separate
database of a subscriber’s own employees Ø Tool for improving extraction
accuracy. Ø Deepev Extraction/ Datamining Ø Pattern Recognition Ø |
Ø Links ·
We value your Feedback ·
E-Mail a friend ·
Ask for an opinion Ø Win-a-Prize |
LOW MEDIUM HIGH
IMPORTANCE
Kartavya
14/11/2003
Further Projects
You will recall that around Nov. 1, we discussed (though, very briefly),
a MASTER PLAN of PROJECTS which, broadly covered:
Ø New Modules of RecruitGuru (
RGN )
·
GuruAd
·
Interview
Mgmt. Module
·
Employee
Mgmt “
·
Organization
“
Ø Existing Modules of RecruitGuru ( RGE )
·
GuruMine
(Major New Features/Minor Improvements)
·
GuruSearch
( “ / “ )
Ø Common Features ( RGC )
I had proposed, a
“Scoring/Ranking” matrix for individual projects, in order to arrive at their
relative importance to our business – and hence their priorities.
Out of the above-mentioned
projects, I have taken the “Common Features” ( Some 10 items) and tried to
fill-in this matrix.
I
enclose this matrix, along with 3 pages ( CF/1/CF2/CF3), which give brief
description of these projects.
Whereas
the “Score/Weightage” given by me to each project (on each parameter), is
certainly subject to delate & modification ( - which we must do jointly
with Abhi & Sanjeev), What is important at this stage, is to finalize &
Freeze, the work-sheet design ( Scoring parameters) before, we spend a
lot of time in delating /filling-up these forms, for 50/60 projects.
I would appreciate, if you could take a close look at what I have done
& come-up with a better “Work-Sheet Design”, over the week-end. Then, next
week, we can carry-out the SCORING? RANKING, using your improved “Work-Sheet”,
We may do this jointly or individually and then take the “averages”.
It is not enough to figure-out the priorities WITHIN a particular
Category but ACROSS all Categories. Once this is ready, We can
figure-out the TIME-FRAME & RESOURCES.
HC
PAREKH
14/11/2003
OVER-VIEW
MASTER - PLAN
26/10/2003
COMMON
FEATURES
File CODE: RGC Subject
: Common Features CF/1
|
Srl. No. |
Feature
Description |
Why required ? |
Reference (My
Note dt) |
|||
|
1 |
Buttons with diff.
Colours |
To distinguish
between “PAID” & “FREE” activities. |
|
|||
|
2 |
Counter on
Homepage |
To impress
potential subscribers with total resumes extracted |
|
|||
|
3 |
Subscriber Flight
Deck |
To put subscriber
in command for true “self-service” |
|
|||
|
4 |
RecruitGuru Flight
Deck |
To enable us to
monitor individual/collective activities, / to enable us to take better
“Business-Decisions”-especially marketing/ pricing customization decisions |
|
|||
|
5 |
Speed/Accuracy
Graphs |
To impress
potential subscribers with “Extracting Speed & Quality Capabilities” of
RecruitGuru. |
|
|||
|
6 |
Currency
Conversion |
To make
RecruitGuru a truly GLOBAL WEBSERVICES |
|
|||
|
7 |
Foreign Exchange
Earned |
To claim
tax-benefits |
|
|||
|
8 |
Subscribers’ List
(Like “Free Trial Registrations”) |
To impress
potential clients with names / no’s of our existing subscribers (category
wise – Employer/Jobsites/Placement Agencies/HR Consultants etc. AND
Country-wise) |
|
|||
|
9 |
Volume Growth /
Price Growth Index Graphs |
Keeping 2004/2005
as “Base Year”, these indexes will tell us, how much of our revenue-growth
(year-after-year) is due to increasing “Volumes of Activities” & how
much, it is due to increase in “Selling Prices”. |
|
|||
|
10 |
Online Demo for
Guests |
Casual Visitors
should be able to “Test”, Gurumine/GuruSearch, without having to register for
FREE TRIAL, or any registration what-so-ever. |
|
|||
|
11 |
Auto-Transfer of
email resumes to Gurumine |
Present method is
so cumbersome that Recruitment is destined to “FAIL” ! what is required is
that every single incoming resume getting deposited daily in a subscriber’s
Mailbox, MUST automatically get uploaded/extracted, without human
intervention ! (Read “Crossing The Chasm” – pg: ) - |
|
|||
|
Srl. No. |
Feature
Description |
Why required ? |
Reference (My
Note dt) |
|||
|
12 |
Guest Trial |
Ø Even before registering for Free
Trial, there will be many Recruitment Managers, who just want to “test” the
product-capabilities. If they get impressed with online Demo, they will
register. Ø Apart from potential customers,
there will be thousands of Visitors, who would want to test the products –
Without having to register. Many of these, may be “Techies”, who are always on look-out for new technologies
to try-out. They would extract their own resume and, if happy, talk to 10
friends – or to their Company’s Recruitment Manager. These “techies” can be
encouraged to give us valuable feedback. |
|
|||
|
13 |
“We value Your
Feedback” Link |
Explained above. |
|
|||
|
14 |
“E-mail a
friend” Link |
“ “ |
|
|||
|
15 |
“Ask for an
opinion” Link |
As per book
“Crossing The Chasm” (Geoffrey Moore), “Early Majority” group Co.s always
want to first check-out with some other Company-belonging to his own
Industry-group-how the product is ? (Reference List) – before deciding to
“Buy”. Therefore, just like “Free Trail List”, we must have “Subscribers’
List” (arranged category wise Viz: Employer <IT non -IT/
Jobsites/Placement Agencies/HR Consultants etc.). Thru this link, a potential
subscriber can send an email to any of the existing subscribers, & ask
their opinion. |
|
|||
|
16 |
“Win-A-Prize” Link |
à How to improve “Extraction” (a
more robust algorithm) à How to make software
“self-learning” à How to capture “Knowledge” of
Recruitment Managers. Every quarter, we
should come-up with a different QUIZ/GAME & send out email to 21 lakh
jobseekers to participate & win prizes. |
|
|||
|
17 |
Auto-emailing of
Password/User ID to Free Trail-wallas |
To
automate process by eliminating human intervention |
|
|||
|
18 |
Integration with
OES (3P specific
Feature) |
After
Conducting “Search”, Search-results get transferred to “Excel” sheet. Unless
these results get further transferred to OES, there is no use ! In such a
case, 3P Consultants would still need to continue to use (offline) MODULE 1 !
They can discontineue using MODULE 1 (-and ISYS), ONLY if results from
GuruSearch can be migrated to OES. |
|
|||
GURUMINE
File CODE: RGEM/IMP Subject : Minor Improvements in GuruMine
|
Srl. No. |
Feature Description
|
Why required ? |
Ref. (My Note
dt) |
|
1 |
Creating
distinctly separate database of a subscriber’s own employees |
By creating such a
database/functional profile graphs of his own employees, a subscriber would
be able to compare his own company’s “skill-pool” with similar global
populations of “Comparable” (apple-for-apple) professionals, all over the
world. |
27/02/2003 |
|
2 |
Extraction of
American style Resumes |
This will enable
us to tap THE REAL MARKET-the U.S.A. employers and the U.S.A. Jobseekers.
This is the largest-and quite likely “best paying” market in the world. Our
ambition to become # 1 Recruitment webservice of the world, just
cannot be realized, unless we are able to capture/ dominate U.S.A. |
|
|
3 |
Peer-to-Peer
Comparison & Competence Profiling |
Today, our
“percentile-score” compares an executive with entire population (Sample) of
professionals belonging to same function. This is not an
“apple-to-apple” comparison. We should be able to plot, within each
Function, profiles of executives who are of same age/same exp/same Edu-Quli/same
Desig. level/same Industry/same city etc. etc. A recruiter should
be able to narrow down comparing any given candidate’s percentile score to
graphical profile of identical persons. |
4/6/2003 21/8/2003 |
|
4 |
Extracting
“Fields” from visiting cards/Business Cards |
Standard Hw/Sw is
already commercially available for doing this, so, this feature has not much
value for us. |
|
|
5 |
Functional Profile
Graphs of IT Professionals (skill-wise or actual Designation-wise graphs) |
Since, our biggest
clients are likely to be IT/ITES Companies, we need to break-up function
“SOFTWARE DEVELOPMENT” into several sub-function graphs, which are either
SKILL-based (e.g.VB/CH/ASP etc.) OR these are “Actual
Designation”-based , such as Developer . Programmer . Analyst . DBA . Network
Admin. Etc. |
17/9/2003 |
|
6 |
Extraction of
Resumes of Fresh Graduates |
Ø ITES industry is booming &
expects to add = 1 lakh jobs each year Ø There is also a 40/50/%
attrition-rate in this industry Ø Main requirement is for FRESH
GRADUATES, who are proficient in spoken English (glib talkers) Ø India Produces 2 million (other)
graduates each year – apart from 300,000 engineering graduates Ø Each “fresh” graduate, sends out
(emails) his resume to approx. 100 Companies during very first year after
graduating (usually thru “Apply Online” from jobsites) Ø That adds up to 2.5 million X 100
= 250 million resumes of fresh graduates reaching ITES Companies Ø Q Rs. 5/= per resume-extraction,
this adds up to Rs. 125 crore per year ! |
|
|
7 |
“ImageBuilders”
received from Placement Agencies |
Before long,
Placement Agencies ( who have become our subscribers), will start sending
(emailing) ImageBuilder versions of Candidates’ resumes (along with plain
email versions) to their clients. Now, if these
corporates also happen to be our subscribers, thay may want these
ImageBuilder to get uploaded into their own PRIVATE databases on our server.
So we need a feature that would permit this. The feature should
also permit the Corporate Subscriber to keep “track” of all resumes received
from Placement Agencies (Whether ImageBuilder or plain email) –
placement-agency-wise. After all if a particular candidate gets appointed,
Corporate Subscriber must know, Whom to make payment (which placement
agency). Subscriber must also be able to “Search” resumes by “Placement
Agency Name (Source). |
|
File
CODE: RGEM/NEW Subject : Major New Feature of GuruMine
|
|
Feature /
Application |
Why required ? |
My Note dt Ref. |
|
|
Bounce back
ImageBuilder to concerned Candidate to EDIT – then directly upload edit
resume into concerned PRIVATE database. |
Ø To “complete” database in all
respects-esp. “Career History” section Ø To be able to plot “Salary graph”/”Desig.
Graph”/Tenure-graphs (broken-up
Function-wise/Age-wise/Exp-wise/Industry-wise/City-wise, etc.) and offer to
recruiters as “PAID” Service. |
|
|
|
Tool for improving
extraction Accuracy (create Knowledge Base/Logic) |
Ø Creation of Knowledge-bases is fundamental
to RecruitGuru’s very existence. Ø It should be an ongoing effert,
needing 2/3 human experts in our office Ø We should, get thousand of
Recruiters-and jobseekers too-in creation of knowledge-bases ONLINE (in the
form of Business Quiz / Game) |
22/3/2003 |
|
|
Extraction of
“Industry “ Field |
Ø Anjaria has already processed 1000
resumes & created knowledgebase / Logic Ø Inder has also allotted “Industry”
to some 30,000 Companies Ø DCA CD also gives “Industry” to
some 6.3 lakh Companies |
|
|
|
Profile Calibrator
(getting Competitive Edge) |
|
25/2/2003 |
|
|
Deepak
Extraction/Data Mining |
|
21/1/2003 |
|
|
Pattern
Recognition |
|
13/4/2003 |
|
|
By-Products |
|
18/7/2003 |
File
CODE: RGES/IMP Subject : Minor Improvements in Guru Search
|
|
Feature /
Application |
Why required ? |
My Note dt Ref. |
|
|
Change Top of
ImageBuilder (Logo-customization) ( 19 Nov 2003) |
By
replacing RecruitGuru Name/Logo with his own Company’s Name/Logo, a
Subscriber would identify resumes/candidates with his Com. This is very
critical for Placement Agencies/Jobsites etc. |
|
|
|
Automatic
Preliminary Screening & Intelligent Spider (like ISYS) |
Every
subscriber of RecruitGuru will daily receive hundreds of solicited (against
his specific job-advts) or unsolicited email resumes. Guru Mine will be
processing/ extracting these daily, on automatic basis. Now a subscriber has
no time to see/view/read, all of these. He would like to set some
“Search-criteria” in advance (pre-determined) whereby, only those resumes
which fulfill/ meet his “Search-criteria” are diverted to his “DeskTop” which
only, he can look up daily morning. He should be able to set-up different-set
of criteria for different “position/ Vacancies”. |
1/9/2003 |
|
|
Search by “Vacancy
Name/Position Name” mentioned in job-advts, released on jobsites / print-media |
Ø
All job-advts, invariably carry “Vacancy Name/Position Name” Ø
While applying, candidates usually mention (in their covering email),
the “position/vacancy” against which they are applying/wish to be considered. Ø
So recruiters want to “Search” only amongst those candidates
who have, specifically applied against a GIVEN position/vacancy. |
|
CODE: RGES/NEW Subject
: Major New Features/Applications of GuruSearch
|
|
Feature /
Application |
Why required ? |
Ref. My Note
dt. |
|
|
Collaborative
Meeting thru Webex (MS office) |
Entire recruitment
process involves many “players” (external & internal), such as ·
Head of Dept. (where vacancy exists) ·
Manpower (Vacancy) Approving Agencies (e.g. Central Personnel Dept. etc.) ·
Advt. Agency ·
Media ·
Recruitment Manager/clerk/HR Manager ·
Raters / Interview Experts etc. etc. ·
RecruitGuru should
permit/enable all of these persons to “chat” online/annotate etc. re: a given
Candidate or a given Vacancy/Advt. |
|
|
|
Aggregation of “Searches”
conducted by each subscriber |
Ø During 2/5 years each subscriber
will conduct hundreds of “Searches” Ø In each such “Search”, he would
use 2/10 “Search-criteria” Ø By “aggregating” all search-criteria,
ever used by a given Subscriber (on a cumulative-basis), we will be able to
compute “Frequency of Usage” of each criteria ( for a given subscriber) and will
be in a position to “predict” what kind of executives / professionals he
would be searching-for in next week/month/quarter ! This data-mining will
help us do “proactive” marketing. |
|
|
|
Integration of
RecruitGuru (especially output/Search-results from GuruSearch) with other
ERP packages such as SAP / Siebl BAAN People Soft Oracle HRMS. etc. |
Ø Many global Companies have made
huge investments in installing expensive ERP packages. They are “locked-in”. Ø Based on Superior (but sharply
focused) features of RecruitGuru, these companies will insist that it should
be possible for them to integrate RecruitGuru with their existing ERP
packages. Then only they will consider subscribing to RecruitGuru! |
|
FILE CODE:
RGN SUBJECT: NEW MODULES
|
Srl No. |
Feature /
Application |
Why required ? |
Ref. My Note
dt. |
|
1 |
GuruAd |
One the major problems
faced by Placement Agencies (-and to a less extent, by End Employers) is to
post same job-advt, again & again, on Various job-sites. This is a very
tedious and time-consuming task. This is a PROBLEM. Desired
Solution Ø Compose one/Sigle job-advt. on
RecruitGuru (GuruAD) Ø Click on checkboxes bearing names
of various jobsites Ø Submit And
GuruAd should take care of the rest. Within minutes, same jobadvt should get
automatically posted on all job-sites ( check-boxes) selected. We should consider
offering this transaction/feature FREE (at least initially) on condition that
all resumes received in response to such an advt. get into the subscriber’s
PPRIVATE database, automatically, AFTER getting processed / extracted
- also automatically -. So, whereas, Composing advt. is FREE, we make our
money in “Extraction” (i.e. provided extraction is not FREE !). This will required
that “E-Mail ID” mentioned in the job-advt. is HARD-CODED = and |
|
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