Notes: India Recruiter

INDEX

File Name India Recruiter

Sr No	Date of Notes	Title/Subject	Addresses to whom	File No
1	01-05-2006	KarmaScope	Saurabh-Pranav- Vikram-Rajeev	35

2	20-04-2006	Tenure Profile	Rahul-Saurabh- Pranav-Vikram	35

3	17-04-2006	Then th richest Man	Saurabh Pranav Vikram Rajeev	35

4	14-04-2006	Job Posting	Rahul-Saurabh- Pranav-Vikram	35

5	11-04-2006	Mirror, Mirror on the wall	Rahul	35

6	11-04-2006	Capturing Jobseekers Knowledge (To make Gurumine a self-learning Software)	Rahul	35

7	25-10-2005	Resume- Courier Service	Abhi-Rahul	35

www.indiarecruiter.ner

INDIA RECRUITER

(Date wise Documentation)

KARMASCOPE

01/05/06

Rahul

Cc: Saurabh-> Pranav->Vikram->Rajeev

Karma Scope

This has ref. to my: telecon yesterday with Rahul / Saurabh, re:

“How to make Knowledge Profile Compelling?”

Whereas DNA spiral type animation may look real “intriguing, it has following limitations:

1) It will take a long time to develop (-whereas we are running against time)

2) It may pose display-problem, when a jobseeker wants to either download or email his ImageBuilder – which, I expect, will be very common. Even, there could be problems with Resume Blast/ Resume Courier.

So what we need (in the Image Builder). Is a STATIC frame, which we can develop quickly and which does not pose problems described above.

I Enclose my proposal Karma Scope cast in the fashion of a horoscope.

( you may find a better illustration in Google "horoscope" (Images) - 226000 result)

Maybe one at www.live india.com could be useful (the colourful Kundli with its

mystical symbols).

To begin with space /area inside the diamond will be blank, but the 4 Corners will get filled with the keywords. extracted GuruMine + Keywords added by by jobseeker in the "Keyword box" in his "Submit resume" form.

Each Keyword will be a hyperlink clicking on any will

▷ insert that keyword in the Google sets

▷click "submit"

▷return resulting WORDS the same and display Inside the diamond.

Question

All the words found in Google set Are Themselves “hyperlinks.

When our s/w fetches these words. And display inside diamond, will they continue to remain hyperlinks?

If they do, then a HR mgr or even the concerned jobseeker, may be tempted to Click on some and immediately discover that, all our razzle-dazzle magic Is due to Google!

So it is very important to remove these hyperlinks while displaying these Words inside the diamond.

But each & every keyword OUTSIDE the diamond Will be a hyperlink.

All this clicking/fetching displaying will be possible, only when the concerned jobseeker or the HR manager, is

▷Online

▷On our website (or any partner website)

This feature won’t work offline

And for each & every click on any. Keyword, we will charge HR mgr,” ONE CREDIT POINT (currently = Re. 1/-).

By keeping the tariff so low, I want to encourage HR mgrs to keep clicking! Many HR mrgs Like to impress the Candidate (and even more, to impress other interview-panel colleagues!) with their display of Subject-knowledge by asking all sorts of questions – relevant or irrelevant – even when, they don’t know the right answer themselves!

Kamascope will satisfy this “Self-Ego Boosting” need of HR managers !

And then there are thousands of HR managers, who sit-in interviews, without any real“Subject-knowledge’’. They real merely generalists” without domain Knowledge.

They can judge a candidate’s

▷ personality

▷ Expression

▷ Attitude etc etc

But they cannot ask him any technical questions related to a Candidate’s expertise

Sometimes interviewers are Owners or managers from other disciplines. They will find Feature very useful. They are in no position to hire” Subject expert”

Now, for the first time, ImageBuilder, thru its Karmascope feature, give them its cheap-but-very powerful tool. They simply “Love it!

I have repeatedly said,

We need to activate 40,000 HR mgrs/ owners/placement agencies, to bring pressure on jobseekers to change over to Image Builder. If they get SOLD on the Image Builder, then, in tum, they will start text refusing To entertain plain text resumes.They will do the “selling” for us

Karma Scope Is Such an Interview Tool that no Jobsite offers our USP.

Clicking on a Keyword & fetching Google- set words, would, I suppose, work like. Harvester. Vikram said this was possible.

You may the even get away by modifying Source code of HARVESTER !

But, if this is going to take some (long) time, I suggest we introduce/ implement KarmaScope in 2 stages, Viz: STAGE 1

Simply display Keywords-outside the

Diamond – without hyperlinks. This should be done, along with the launch.

STAGE 2

Develop WORDFETCHER Software and activate hyperlinks.

From Rajeev’s Image Builder, I tested all 57 keywords in Googlesets and got reasonably relevant results (WORDS) in all but 8 cases.

Please give me

A timeframe.

sign

06/05/01

Rajeev’s Keywords

✓XML

✓Billing

✓Coding

✓Creating

✓Data Warehousing

✓Tracking

✓Automated Backup

✓Quotation

✓Modules

X Package

✓Payment

✓ Payroll

✓Programmer

✓Recruitment

✓Reports

✓Requisition

✓Service

✓shell

X Software Package

✓SQL SeRVer

✓Diploma in Computer

✓ Supply Chain

✓VB

✓VIB. Net

✓Net Architecture.

✓ASP

✓ASP.Net

?Component

✓ coRe

✓CRM

? Data Entry

✓ Database

✓Deployment

✓ Evaluate

? Follow-up

✓Fox Bo

✓FTP

✓Information System

? Interact

✓Integration

✓ISO 14000

✓ISO 9000

✓QS 9000

✓SMTP

? Transactions

✓Travel

Rahul ->Saurabh ->Pranav

Tenure Profile

This has ref to

-my yesterday's note

-our today's discussion.

I would like you to consider whether we can launch ImageBuilder- along with. Tenure Profile Graph, right from day ONE.

We discussed that generating the.

Tenure Profile is quite easy using readily available STATISTICAL PACKAGES, freely available on the Net.

All that We need is some STARTING DATA-SET.

In enclosed page, I have prepared such "Assumed starting data-set. If you wish, feel free to change it."

I believe, this starting dataset is quite plausible in real life.

The graph that after May eventually emerge 10,000 or 100,000 registrations (x3 instances), cannot be looking very different

And, with each registration taking place, Our ASSUMED STARTING Graph will change with such small increments that the actual “shift” cannot be ever noticed by anyone!

Because,

To each new visitor registering online, s/w presents a NEW PHOTO/image.

The visitor has neither seen the previous Image nor is he going to see the next Image!

And, in any case, each “change” will be miniscule/unnoticable.

If we want to make ImageBuilder Irresistible (-a wow experience), then, from day one, we should add Tenure Profile. Remember, we will get only one chance to make a terrific FIRST impression.

Rahul

Cc: Saurabh →Pranav-> Vikram → Rajeev

The nth richest man

What beauty is to women, Salary (wealth) is to men.

A rich person is neither beautiful nor in absolute terms. It is always. "relative to" some other person or a group of persons.

But mankind has an obsession with Such relative Comparisons It is in human nature to Compare. oneself with others - especially comparing oneself with "Comparable/ Similar others (not just anybody).

This obsession manifests itself in

Beauty Contests for (Women), eg:

· Miss India.

· Miss Universe

· Miss World. etc

This, despite the fact that there are no Objective/quantitative / scientific measures (units of measurement) for "Beauty".

A woman may appear” extraordinarily beautiful” to one man, and just “Ordinary” to another !

As they say

Beauty is in the eyes of the Beholder”

Despite such enormous Subjectivity” millions allow themselves to get swayed by the announcements / proclamation” of a few well-known/eminent CRITICS/JUDGES”!

ব Rich Man/ wealthy man” Ranking for (MEN)

These “rankings” Objective” are somewhat more based on measurable criteria.

Of course, there are no Contests at least no Visible contests.

But you bet that Azim Premji/ Narayan Murthy / Anil Ambani etc etc. are all, anxiously scanning newspapers/ magazines every morning to see if Business Week / Financial Express etc. have just published their (respective) lists of,

INDIA'S RICHEST MEN

It may be quite likely that BW & FE maybe using somewhat slightly different criteria - but that difference is irrelevant.

What relevant is that both use "objective / measurable and often, even transparent" criteria. And, what is more, they use the SAME Criteria Consistently, year-after year. So, even if Azim Premji may disagree with Business Week's "definition of "Wealth, he knows that

- Same definition is applied to all others.

-Same definition will be used NEXT year

What then matters is the

RELATIVE RANK

Is he moving up or down ?

By how much?

Who is overtaking him?

etc. etc Not One industrialist/businessman has challenged these ranking ! -even if ever he believes that the "method" is somewhat defective from his point of view.

Why?

All those being ranked trust the

objectivity

fairness

Consistency

transparency

Of the method.

And it is precisely because of absolute “Lack of Blas on the part of the Ranking Organisation/ Institution / Agency, that the organisation has great

CREDIBILITY.

And that organisation’s CREDIBILITY goes up When it compares “Like/similar people, all of whom have Similar “handicaps, eg

→ Richest Men of India

→ Richest Men Of Asia Etc etc.

Even Companies get ranked/rated. (eg: CRISIL rating) and even Countries get rated/ranked (eg: Sep / MOODY etc).

513

What has all of these, “relevance” to India Recruiter / global Recruiter ?

Quite a lot

GR/IR must become such a RATING! RANKING Agency when it Comes to Jobseekers.

We in are about to make a beginning in this direction by incorporating into our Image Builder,

FUNCTION PROFILES

I am tempted to Call it “FUNCTIONAL COMPETENCE PROFILE W

This

Concept itself is very new/arguable/Controversial.

On top of that, our methodology (of assigning RAW Scores) is not transparent, although it is quite “objective”.”

Hence, there is bound to be a lot of discomfort / reluctance on the part of both the jobseekers and the HR managers, to

ACCEPT for the our rating/ranking - if only reason that they do NOT understand, how you are arriving at those scores / percentiles !

This (resistance to a acceptance) will be especially true amongst those jobseekers who end-up scoring low & They will blame the method.

Of course, we Cannot help.

We only hope that, since HR. find these "ratings/rankings" reasonably. reflecting their own assessment of the Candidates, they will bring pressure on the Candidates to stop sending plaintext resumes and send only the Image Builders.

Next,

We want to get onto

SALARY RANKING

Clearly speaking "SALARY COMPARISON")

And, in India Recruiter, we are -Capturing-

All the required data, viz

· “Function of each jobseeker (FIRST priority

· “Desig Level” } Experience block

· Annual salary ( current job)

with these data, we need only 2/3 simple steps to draw a graph as shown in Annex @.

And Since the data has been supplied by the candidate himself, he cannot “ DISOWN” it ! Again, X-Y axis. Are easily understandable. You cannot find fault !

In Annex (A), tabulation at the top Contains figures (numbers) representing the no of “Registered” executive belonging to that CELL

NOW All CELLS Will contain different Numbers which keep changing, every minute, as More & more jobseekers register..

I feel, if any CELL contains a number smaller than 100, we do not draw any. Graph for that CELL. We start plotting only when a no. in any CELL, exceeds 100.

Again, in the graph itself, let us not

Display the “Population = 138” data., Let us start displaying this only when the data, no. (in the CELL), reaches a respectable 1000.

At this stage, you may wonder: “Function Competence Profile”, the

X axis is PERCENTILE

Whereas

In Salary Profile”, I am showing. Actual annual salary (class-intervals, of 0->1 / 1.01->2 / 2.01->3 etc) on X axis

Why? Because,

#1 →→ of course it is easy to understand. A actual no (Rs. Lakhs), as Compared to A Conceptual no (i.e.percentile).

“Relative standing” gets established much more easily in mind of jobseeker as well as HR mgrs.

.13

While selecting/ appointing a Candidate, a HR mgr has limitations/ Constraints in the best /max Salary that he can offer to any given Candidate ( no matter how brilliant he is – say, With a percentile of 95%).

The actual salary of the Candidate, Super imposed on the salary Profile graph, helps HR mgr. to Conclude the best salary that he should- offer, with full knowledge, as to what is the “market-value” of such a person !

What kind of salaries are similar professionals drawing? – quite possibly, even, in competing Companies.

if, by looking at this graph, if Hr mgr. discovers that, what he is prepared to offer-by way of Salary- is absolutely ROCK BOTTOM, by Industry- Standard, then he knows that he just Cannot attract candidates, - -even those with percentile of 30% ! - - the duds!

Most HR Mgrs know that they have To offer 25% -35% more than what a Candidate is already getting in his Current Company before he will consider Making a change.

With such a “Salary Profile” graph, a HR mgr would be able to make a rational / reasonable salary offer to a Candidate, which

▷ he is convinced is FAIR-by Ind standard.

▷ he believes, will attract a candidate.

▷ He knows will not upset his own. Existing, similar employees

▷He can defend with his bosses.

▷Wil not “skew” the Industry-Norm and lead to unhealthy competition for talent (especially scarce talent) amongst competing Companies.

I strongly feel that such Salary Profile, will be greatly appreciated by HR mgrs. For the first time, instead of relying on hunch/gut-feeling”, they have statistical analytics to arrive at a RATIONAL decision. This graph will be such a powerful DECISION-MAKING TOOL, that I believe,

HR mgrs. Will refuse to look at other type of resume from any candidate! They will insist on Image Builder only !

We can, expect Image Builder to become a true INDUSTRY-STANDARD, only, if and when, we can get all HR mgrs to bring pressure on jobseekers, We must make, every HR mgr, our (Image Builder’s), BRAND AMBASSADOR.

(- of course, for free!)

As soon as we have launched India – Recruiter ( Jobseeker-side), let us work on this and implement it as fast as We can. We must do this, even before we Launch the “ EMPLOYER- Side”.

And “Salary Profile” has important implications/ramifications from a jobseeker’s View point as well.

Now, for the first time, he KNOWS, what kind of Salaries are his co-professional drawing. Theory of Relativity" kicks in! Is he ahead of the pack or trailing the pack ? Such a "revelation - that too graphically plotted- could be exhilarating (= if he is leading the pack) or it could be devastating/ mentally shattering, if he is trailing almost all his Co-professionals I

If he knows he is "Underpaid", he is quite likely to Show this" AUTHENTIC" graph to his boss/ his personal manager and ask for a "raise" - or threaten to QUIT ! (Don’t try this on me!)

Now, what would happen if 6/8 or 25% of employees) professionals. go to Boss, flaunting this graph. -and asking for raise ?

Would we have created a mini-revolt in an organisation? Maybe.

May be "Salary Profiles" may end-up increase the 'churn" in industries-bout it will certainly bring in a lot of transparency

And, of one thing you can be rest assured. Every jobseeker who registers on India- Recruiter, will come back and “EDIT” his resume, once every year, immediately after the annual increments get Announced!

He would want to make sure that his own Image Builder contains, his new/revised salary

He is holding (or improving) his relative position amongst his co-professionals “(-because, if he is falling behind/ losing his rank, then it is a cause for worry).

And of course, every time he changes his job, he will come back and EDIT because his salary would have gone up!

And most certainly, he would encourage his colleagues (within his own company) to register, so that they can compare their Graphs! We may have found our HOLY GRAIL! کا

JOB POSTING

Rajeev

CC: Rahul->Saurabh-> Pranav ->vikram 14-04-06

Job Posting

Earlier we thought of the “Archival” method where a Complete /old job-adVt. ( may be of a competitor your own) will be edited & Reposted/resubmitted.

But we have a problem there in the form of Monster / Naukri logos which constitute An integral part of the advts. It was not possible to remove these Logos through editing. So, this idea became a “non-starter”.”” Back to Square one!

But there is a way To make a manager’s life Simple. Most Other fields in Post a Job form Are

Either a simple drop-lists

Are STATIC information (eg: Job Advertiser’s Contact Details). Which Can be auto-filled from data stored during Registration”.

2/3

We decided that even “Keywords” box will Get automatically filled-up, as soon as HR mgr. selects A FUNCTION (from Function drop list).

We will display (in this box), the 20/30 keywords, which we are using in Gum Mine, to draw the Function Profile Graph. Of course, HR mgr can add/delete/edit.

And of course, we will store in a separate database, all such “new / added” keywords – against each FUNCTION, and Call this database,

CONSENSUS KEYWORDS for function ABC

Over a long period, we will compute their “frequency distribution And then add those which are on top of the heap (most frequent), the our list for computing Function Profile Graphs.

This will enable us to capture the “knowledge” of thousands of HR mgrs, automatically and make our PROFILES more & more relevant / accurate.

So, the only, tedious (and mentally very demanding) work left in filling up ‘’Post a Job” form is

“Job Description’’ details.

And, if you have to type/write job- description for SAME position again & again, it is very stressful. There is a danger of missing out on Some important skill/knowledge/ expertise.

On top of it, most HR mgrs. Are not “aware” of what each job demands – and they. Are very poor. Writers. User departments (where that candidate is likely to work), do not provide Sufficient “inputs” to HR mgrs.

So I feel, HR mars would welcome. Any help in the form of writing. Good/ accurate (meaningful job-descriptions.

I have described such a tool in enclosed pages. I feel all mgrs. will use this tool ONLINE while interviewing Candidates! A bye-product.

11-04-06

Rahul Saurabh Pranav

RELEVANT SEARCH

See this news item

What can we learn from this ?

Eg: Jobsearch is also searching for information

-info specific to job-advts.

So this concept could be. Applied to Job Search as well and to “Resume

Search also.

Q:” the text will only appear….if…..’’

what “texts are supposed to appear When conducting -a Job Search?

Obviously, the “Job Advts” texts.

Which “texts Should appear?

Again, obviously, if those “texts” (ie. Job-Advts), Contain Keywords” relevant to the Search Query.

TOI 11-04-06

Google gets advanced search code

In advanced search algorithm developed by an Israeli student at the University of New South Wales in Australia has been bought by Google. Speculation had indicated that rival search engine operators Yahoo! And Microsoft had also tried to acquire the algorithm, which was developed by Ori Alon, a doctoral student in computer science. The new search tool, called Orion will hopefully expand the function of search engines to make searches less time consuming and more specific Creator Ori Alon explained how the search engine would work to Israeli newspaper Haaretz: “If you search information on the “War of In- dependence, you’ll receive a list of related words, like Etzel, Palmach, Ben-Gurion. The text will only appear on the results page if enough words relevant to the Search and the link between them is reasonable. Orion also rates the texts by quality of the site in which they appear.” The patent for the algorithm was registered six months ago and the university will retain the ownership rights to Orion.

Hence, job search box, we have already provided a box for candidate to type in. “Keywords”

We expect that the jobseeker will imagine/ Visualize in his mind, an ideal jobseeker ( from his viewpoint) and closing his eyes, mentally SCAN that adv. and highlight those keywords Those keywords (again in his imagination). He will memorize. These keywords. Then he will open his eyes and feverishly start typing before his Memory evaporates

All these, so that our s/w can “match” these keywords in the texts of job advts.

This Jobsearch U/I Looks Like

This is too much to expect from a jobseeker!

We must make his life SIMPLE.

And, Surprisingly, it is very easy for us C- but almost impossible to replicate/ duplicate/ copy by Monster / Naukri etc.! another USP for us).

All we need to do is

Rearrange “Job-search” w/I as follows….

Auto fill-up “Keyword” box.

The moment. A jobseeker selects any (one). “Function from the “function” drop list, our s/w will pick up some 20/30) keywords. FUNCTION PROFILE GRAPH uses C to draw the graph.

These will be the Top 20/30 Keywords -in terms of their frequency of occurrences. Those having highest weightage – In the descending order of weightage.

Besides truly “amazing” the jobseeker. With this magical appearance of keywords, - now, we have made his life SIMPLE! NO excruciating “mental exercise” for him to conjure up” set of Keywords. He is already presented with a SET of keywords, which, we know, are truly relevant I Given a set, it is easy for him to “edit”. Now, it is also easy for him to See what words. Are missing ? – conspicuous by their absence ?.

And, whatever new/fresh words, that he adds to the SET, are very valuable. To us. We will store these in a separate database, called,

Text Box: Job Search
Min Exp. Asked for

Industry

Function

Desi. Level

Job Location

Keywords( Suggested by Us)
Keywords(Suggested by Previous Users)

Delete from this box………………………………………………………………………………………………………………………….. Jobseeker Suggested Keywords we store these Against Each “function’’.

Well

Can thank of medifying our Then, we can think. Job-search W/I follows:

Jals Search

Function L Ind

Denis Level L

Also Whatever new/additional Keywords that jobseekers

Suggest / add in the box, we will keep adding-up their ‘’frequency with which being suggested’’

Then modify our keyword profile as follows

Starting Database

Weight

Mktg

Sales

0.03

.02

Oval: new Keyword

After Sales Service

Oval: 0.025 Weight

The moment the weightage. Of any NEW Keyword, exceeds. The weightage of the bottom- most OLD keyword, then. That new keyword will push- out/replace the old one.

So, now our s/w has become self-learning, and based on ‘’Social Consensus” /Audience Poll!

We can do same with “Resume Search U/I -also-

Rahul

Mirror, Mirror On The Wall.

In my yesterday's note, at the bottom of this webpage write-up, I have added,

Want your current employees to rate you WITHOUT registering? Send me an email".

Obviously, no HR mgr would want his Current employees to " REGISTER on Indiarecruiter - and lose them to competitions !

But

if there was a way / a method whereby his current employees can "rate" the organization, WITHOUT registering, then, quite a few HR mgrs may want to explore such a possibility.

In such a method, we would have addressed his FEAR and still offered. him, his organization’s

▷ PIP / raw-score

▷ relative position (vis-a-vis other Companies).

This / such offer may prompt some HR mgrs to Come forward and ask for our proposal - before deciding.

Our

Proposal (essence) would be as follows:

-On a CD /thru email, Company will give a database as follows”

Company Name:

Sr No of employee	User ID	Password

Based on our Instructions, Company itself User ID / Password for each of will generate its existing employee.

We will (online) store these in our database on India Recruiter.

Company to log into will now ask its employees “EVE calling” page of IndiaRecruiter. And log-in, using their unique User/Password

Our server will match these (in our online database) and “honour/accept” the” same (as Valid), WITHOUT insisting that the person be “registered” having Submitted his resume (a special case).

· As soon as our server recognises the User ID/ Password, it will open-up the

RATING FORM

Allowing employee to fill- in & submit.

Depending upon our prior dialogue with the HR mgr, we may split divide the Rating form in 2 parts as follows.

RATING FORM

PART A

Company Name

Employee Status

Permanent

Temporary

Manager

Supervisor

Trainee

Length Of tenure

Less than 1 yr

1-5yr

>5yr

It is quiet possible that company may want to analyse the FEEDBACK received, along above-mentioned ‘’sub populations’’(of employees) and even compare different subpopulations.

Supervisors

% of Employees Trainees

Managers

Percentile Score

If the Company wants such Employee Feedback (Employee Attitude Survey) to become, on ON-GOING PROCESS, they could, over a period of time, even SEE any SHIFT TAKING PLACE EG.

June 2006

June 2007

Such “”SHIFTS’’ ( towards left or towards right ), would even tell them (HR mgr)

· Whether there is any improvement or any deterioration in the feedback from a givem ‘’ sub- population’’ of employees.

· Whether Managements actions to modify/ alter certain policies/ practices ( based on initial/ first feednack),

· Are leading to any improvements(i.e any shift to left/right). That would be a PROOF that management actions are yielding the desired results!

· Part B of the Form will remain same for all cases for Past as well as for current employees and whether registered or not registered employees).

· We any will not allow HR mgr. to "see" individual rating form – even though the form name does not carry employee's any other clue to his identity

· Obviously a Company wanting to use our "ONLINE MIRROR’’ Service, would need to register as a" Corporate Subscriber" with any partner website.

· Whereas, Other Companies will NOT be able to See Specific Company's ONLINE MIRROR" graphs, We will use their OVERALL AVE. SCORE ( Raw Score) and plug it into our PIP tabulation & PIP graph. They have to agree to this (after all we are giving fabulous Service, free of cost!).

· Company would have to agree That their ONLINE MIRROR graphs. Will also become visible/viewable by any of their Current employee

Ø to whom they have issued a User ID/ PW

and

Ø who has actually Logged-in and Submitted his duly filled-in Rating Form first.

We may agree that the individual employees are able to see/view ONLY the OVERALL Graph (for entire employee population) and Cannot see Sub-population wise” graphs.

What Is OUR ADVANTAGE?

▷ Once, thru such free/fabulous offer, we Succeed in bringing millions of CURRENT employees, to India Recruiter, hopefully they will See SAMPLE IMAGE BUILDER and get tempted to register!

Rahul Saurabh Pranav

Examine the Words Used to describe.

This technology:

Ø Snapshot

Ø subset

Ø Vast storehouse

Ø optimized

Ø Content Density

Ø Captured & Compressed info

Ø Sample

Ø millions of answers.

Ø Google/Yahoo

All of the above apply to a specific Search Querry” ( as in Google/ yahoo) and, the “Search Results”.

Our function-profile graphs too, are such a Snapshot / a photograph:

Internet abridged to fit in laptop

While Google, Yahoo and Microsoft are busy building legions of data centres to capture contents of the Web, a fledgling company has decided that it will squeeze the essential Internet onto a single laptop. The company, Webaroo, plans to announce Mon-day that Acer, a leading maker of personal computers, will begin selling laptops furnished with 40 gigabytes of data, representing a snapshot of the Web. While the full Internet is a million gigabytes or larger, Webaroo’s founders argue that they have created a way to provide offline Web searchers with a useful subset of the internet’s vast storehouse of data and knowledge. “People are addicted to search,” said Brad Husick, Webaroo’s president and one of its founders, and “there are lots of times when internet access is inconvenient”. Underlying the Webaroo system is a software technology that is optimised for what the company refers to as content density”. This means that Webaroo has captured and compressed information that will give searchers a reasonable sample of the information that might otherwise yield thousands or millions of answers in a Google or Yahoo search.

Reuters- TOI 11.04.06

}sub population=265

639

30 35 70 90

Percentile

Function: Sales

Total Population: 18293

Data/info about 18293 executives is “squeezed / condensed into a small graph ! Hence, graph has a very high.

CONTENT DENSITY.

And Someday, one of our RESUME SEARCH Methods, will involve

· Displaying the graph, based on a HR mgrs “Search Parameters”

· Enabling a HR mgr to place his cursor on 70% percentile then dragging to 90% percentile (thereby highlighting graph area in between) & clicking.

· This will result in a SHORT DISPLAY TABULATION, containing one line Summary of only those executives, whose percentile. Score lies between 70% & 90% 1 -in descending order too! Even before clicking, the “highlighting” action has told him that he can expect to see results for 265 executives, meeting his criteria. Any area shaded on graph will tell him (in advance), the no- of executives covered in that range!

Rahul

11-04-06

Capturing Jobseekers Knowledge. (-to make GuruMine a Self-learning software)

We discussed this today.

In India Recruiter, . A jobseeker has to identify 3 industries & 3 functions, where he claims. To have strong background. But,

Which of these 3(Industries & functions) are,

Ø most “relevant ? (where he feels superbly Confident to succeed).

Ø quite “relevant” ? ( where he still feels quite Comfortable)

Ø Somewhat “relevant” ? (where he can “get into the groove” with some brushing-up).

Our existing Submit Resume” form does not bring-out these subtle differences/nuances between those 3 industries /3 functions.

But, we have a STRONG need to capture these…

To do this let us modify ‘’Submit Resume” form as follows:

What is your background in terms of:

Industry

Functions

Keywords

…………………………………………..

…………………………………………..

…………………………………………..

…………………………………………….

……………………………………………..

It is quiet unlikely that you feel equally comfortable with your choice of Industries & Functions. Which do you consider.

Ø most “relevant ? Rank

(where you feel superbly Confident to succeed). 1

Ø quite “relevant” ?

( where you still feel quite Comfortable) 2

Ø Somewhat “relevant” ?

(where you can “get back into the groove” with some brushing-up). 3

In the box below, please rank your choices (to help us recommend to you the ideal jobs)

My Ranking is as follows

Industry

Type Rank

Function

Type Rank

Cut & Paste your text resume in the box below

Once we Capture the ranking, we will Store these in our database, against the name of the concerned candidate.

That will enable us to create “sub-populations” of Candidates

Ø Industry-wise

Ø Function-wise

Next step

For all Candidates belonging to industry ABC, add-up all the keywords contained in their “knowledge Profile Boxes.

Then calculate

▷ “Frequency of Occurrence” of each of those keywords (probability of occurrence).

Since, each candidate has, identified himself as Belonging to

Ø Industry =ABC

Ø Function = XYZ

And, he has himself used/selected certain “Keywords” in his resume (Therefore In knowledge Profile box),

We can safely assume that these keywords Belong to those Industry / Functions!

So, now, instead of One or two “Experts” deciding

“Which keywords signify/denote which Industry? /Function?

We get thousands of real experts (ie. The Candidates themselves) to certify this relationship. (between “keywords’’one hand, and “Ind/func” on other hand

This is exactly the future path of YAHOO’s Search -engine,viz

Evolve a Social Consensus thru a large no Of USERS Voting franking/rating On items

Importance / relevance to the “search Query”. (Like AUDIENCE POLL in KBC !)

More & more Search-engines are adopting this technique to arrange/ display search –

Results, in the descending order of the “Rank/ Score” awarded by previous visitors.

This Method (of creating smaller sub-populations) Will also dramatically reduce server’s/ Software’s burden of computing” Frequency of Usage. This is because total candidate population (of say, a million resume) will now (possibly) get broken up into 30,000 resume sub-populations (30 of them)!

Within each Sub-population’s “Keywords”, quite likely, the top 50 (arranged in descending. Order of frequency-of-usage), will add-upto. 90% of the sum-total of probability (i-e. add upto 0.9 probability). Subsequently, for plotting percentile graphs, we need to use, only these top 50 (or 60 or 40) Keywords for matching/finding from next arriving resume, to give Raw Score.

Fresh computing of “Frequency of Usage” taking ALL keywords in any given “sub- population” (of Industry or function), may be done once a week (over the weekend?).

‘’Resume-Courier’’ Service

A job-seeker may across advts from many sources. And obviously all job advts are simply not available on GR/ Partner websites.

There will always be thousands of jobs which will never get posted GR. These may get posted on

· Other job sites( foreign job sites too)

· Newspapers/magazines( including foreign newspapers)

There are even corporate websites which do display jobs available in these companies but no provision to post/submit your resume! Simply an email ID!

Newspapers/magazines, in any case do NOT accept your resumes for onward transmission to concerned advertisers. You are expected to note down the email ID displayed in each advt, then find a PC/internet & send.

Most jobsites of course enable you to apply online as long as you have posted your resume on that site. If you have, the easiest thing to do , click ‘’apply online”.

Nothing can be simpler.

So why should anyone conduct a job search on Say careerbuilder.com,

Find suitable jobs,note down email IDs then log into Global recruiters partner website and use our courier service?

Sounds Silly!

Could there be any advantages ?such as ,

· Not having to fill in ‘’submit resume’’ forms on umpteen jobsites

· Not having to keep updated ( edit) all these resumes on all these sites (and not remembering which you updated when)

· Not having to remember a number of User/Passwords

· Other jobsites not extracting keywords & creating knowledge profile nor highlight keywords in Red in resume.

· Other jobsites not incorporating a corporate feedback form while forwarding resume to employers

Then there is a possibility that the job seeker receives a job-advt sent to him by a friend who clicked

“email job to a friend”

( so here to , he has only email ID)

Our JAS ( Job Advt Summaries) also give email IDs-And someday, we hope, 400 newspapers around the country will publish JAS daily.

So, thousands of jobseekers, have email Ids of advertisers. They may collect JAS for a week. In each JAS they may find ½ suitable jobs. At the end of the week , they may have found 10 suitable jobs(or they may wait till they have accumulated atleast 10 email ids)

Now they are ready to forward their resumes to these 10 advertisers at one go from a nearby cyber café.

I think courier service will come very handy to them.

Please consider to incorporate on “Job seeker” side -after the launch on 14^th Nov.

25-10-05