Notes: TOOLS

FEATURES TO BE INTRODUCED POST-AUNCH

(PRIORITY -WISE)

Sr. No.	Feature	Who	Target Date
1.	Antecedent Check
2.	A Crazy Thought
3.	Matrix Search
4	Jigsaw Puzzle
5	Benchmark Resumes Against A Given Job Advt.
6	Resume Search – Benchmark
7	Recommendation System For HR Managers
8	Vacancy Blast (done)
9	Job Posting – Archival (EDIT Method) (done)
10	Easy On The Eye
11	Apple Cart
12	Employer Retention Profile – ERP
13	Compose A Job Description (Getting Ready)
14	Fresh Graduates
15	Resume Compose – Stand Taller
16	Share Your Birthday
17	Resume Courier – Adding “Subject Line”
18	Popularity Index Profile
19	Recommendation System For Jobseekers
20	Benchmark Several Job Advt. Against One Resume
21	Recharge Your Account
22	RSS Feed (Under Development)
23	Don’t Waste Your Time (Done)
24	Admin Tool – Future
25	Guru Quest /ITT
26	Guru Quest /ITT
27	Geek Challenge

17^th November 2006

Aparna

Mitchelle

Thakur

Amit

-------

Guru Archive

This tool was demonstrated to Aparna / Mitchelle team on last Monday. Tomorrow, it will be demonstrated to Thakur / Amit team.

As explained, this tool enables you to search the most relevant / suitable resumes, out of the 5.5 Lakhs resume in our local server.

What the tool does, is to shortlist / present to you the TOP 1000 resumes (the most relevant ones) out of the 5.5 L

The Match-Index is calculated based on the on a comparison between

Ø No. of keywords contained in any given resume

Ø a Master set of keywords prepared in advance.

So far, we have compiled such Master Set (of keywords) for

Ø Some 50 odd “Non-It Function Areas”

Ø Some 89 “ “IT skills areas”

Ø Some 150 “ Designations as displayed on Monster India website).

However, we have subjected or 5.5 L resumes to only a few of the above mentioned Master sets, viz:

Ø For “Non-IT functions”

Ø For “IT Skills”

Ø For Monster designations

Total

You can see these listed in the GuruArchieve Tool (with a “Y” mentioned against these).

Every night, the 5 computes in RecruitGuru office, process 5.5 L resumes for (may be) 4 or 5 Master sets of keywords, to find / shortlist the TOP 1000 resumes (relevant to those Masters).

Next day, these 4 or 5 get added in the GuruArchieve tools.

At this rate, it will take a few weeks to process all the master sets of Keywords (which are already prepared).

I attach 3 lists as follows:

List A)

ð Where Master sets of keywords have been matched (with 5.5 L resumes) TOP 1000 resumes already found and uploaded in GuruArchieve Tool.

This list keeps growing at the rate of 4/5 per day.

List B)

ð Where Master Sets of Keywords have been prepared but processing (of 5.5 L resumes) is still to be undertaken.

Out of this list, we are selecting 4 / 5 per day for processing

If there are any here, which you want processed on a top priority basis, please inform Rahul.

List C)

ð These are Monsterindia website “designations” for which Master Set of keywords are yet to prepared.

These Master Sets will need to be prepared by you, depending upon your needs / priorities / current search -assignments.

You can prepare such Master Set using the tool,

Guru Select

Which is already made available to you. If there are any doubts amount how to use GuruSelect, please feel free to contact Rahul.

Incidentally, such creation of Master Sets (of keywords), need not be confined to designations found on Monserindia.

It could be any designation / any function / any skill, for which, your corporate client wants you to send suitable resumes.

All you have to do, is to prepare a Master list (of keywords) for such odd / new / fresh designation / function/ skill and email it to Rahul, with a request to process overnight.

HCP

cc: Rahul / Saurabh

06/01/2008

Rahul

_____

Resume Rater V 3.0

Ø We discussed this yesterday.

Ø It has the potential to become a Killer Application

Ø We can develop it using Google Desktop API – in which case Google will host it on their own website ! This can popularise RR V 3 in a very big way, around the world.

Ø I am in two minds – whether to develop RR V 3.0 as,

· Totally separate version, based on Google Desktop.

· Integrate Google Desktop – as an additional feature – into V 2.0, leaving intact all the existing feature of V 2.0

I think you will be the best person to judge this issue from technology application viewpoint.

Ø From recruiter / users perspective, it would be better if he as to install only ONE version, whether, he wants to search & rate resumes lying in

ð a specific folder

ð on entire harddisk

eg: two clickable buttons of our main page U/I off RR

Text Box: Rate Text Box: If you do not have Google Desktop installed on your PC, click here to download Text Box: Folder Text Box: File

After you have downloaded Google Desktop, it will take, from a few minutes to a few hours, to index, the contend of your harddisk. Of course, this is a one time / first time efforts.

Search-results should be displayed as per our existing display-grid, in the descending order of raw-scores.

One more thought.

Today, we are dependent upon user resetting the counter, in order for our website counter to change.

How can we eliminate this “dependency” ?

Cn our counter change, as soon as user clicks on some button ? eg:

But then, he may not be online at that time ?

Nor can we reduce the “reset – limit” from 1000 to (say) 100 !

Chances are, there may be 10,000 resumes on his harddisk – all of which, he want searched / rated – simply because he is too lazy to select any particular folder.

In fact, the very idea (behind integrating Google Desktop in V 3.0) came from the fact that a typicla recruiter can only remember the folder that he as created during last 10/15/ days – at most.

Whereas,

The best resumes may be lying hidden in folders that he created 2 months / 4 months / 8 months ago !

Who, the hell has time / patience tosearch thru 69 folders crated during last 12 months, to find select, those one / two, which are likely to yield best resumes ?

This is simply too much to ask !

This enormous “process – friction”, which limits the benefits of RR V 2.0. this is why we need Google Desktop.

Which means, even the current “reset” limit of 1000 may not work ! will not work !

We will need to raise it to 50,000 ! we just don’t know, how many resumes are lying on the hardisk of a WIPRO / Infosys / IBM / Accenture recruiter !

Of course, I don’t expect “rating process time” to increase appreciably because, like ISYS, Google Desktop has already indexed all documents – and against each document, created a database of several hundred ”words”.

Altogether several million – or a billion – words”

So finding takes a few seconds at most (see how fast ISYS does it).

May be we can employ “reset counter” only when a user uses specific folder to rate

and

use some automatic (counter update) process when he uses

options.

Another things.

In RR V 3.0, can we “harvest” entire resume, instead of merely harvesting email ID ?

Of course, we don’t want to harvest all 50,000 resumes on harddisk, again & again 10 times in a day, if a user 10 times a day, for (in sequence),

- Java

- ASP

- VB

- Ajax

- Windows etc. etc.

But, conceivably, during (or at the end of each rating process, we could harvest only those resumes, which cored > 60. This will eliminate most of “duplication”. Obviously, during each rating, the no.s of resumes scoring > 60, will vary, form a few to a few dozen – which is Ok.

We will create, on our webserver

- 86 IT skill folders

- 43 non-IT skill folders

and,

deposit / store the harvested resumes into respective folders.

This way, we will create a huge database of “Scored” resumes (in descending order, too) for all functions and all skills.

Jobsites

Indianfresher.com

Google

- http://code.google.com/?utm_source=en-cpp

- Developer Home

- Developer Resources

- Google Chart API

- Google Desktop SDK

Google code home > google desktop SDK

Gadget API

Search API

21-12-07

Concept Note: Resume Sorter

Ø Resume Sorter should eliminate any / all human intervention and automate all process which are currently manually performed.

Ø “Resume 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:

Ø Open G: Folder and “read” all the resumes that have arrived during last 24 hours.

Ø Broadly sort these (mentally) into different “FUNCTION / SKILL” categories

Ø Mentally “match / compare” the function / skill of each resume with the “function / skill” desired in different current search-assignments being handled.

Ø If an “approximate” match is found, the move the “matching” resume to the relevant “Assignment Folder”

Ø When complete G: folder has been gone thru / searched thru – and the preliminary “suitable / matching” resumes have been transferred to the respective “Assignment Folders”, then, once again “open/Read/rate/rank” all the resumes lying in each 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 client ?)

Ø Tag the resumes A/B/C, arrange in descending order of “Rating”.

Ø Star calling-up each candidate, one-by-one, to

§ explain client’s position/organization/salary etc.

§ ascertain candidate’s interest

Then make “Suitable Notes” against each candidate

Ø In some cases, meet/interview/evaluate the candidate (over the phone or across the table) & fill-up “Assessment Form”

Ø Forward (email) some of the resumes to client for consideration. This email maybe accompanies by “Assessment Form”

Stage 2

Here, Resume Sorter (V. 2.0) software, will eliminate the human being and automate the (current) manual process of

Ø Reading each in coming email

Ø Sorting GOOD (i.e. resumes & other business correspondences) from BAD (spam)

Ø Delete SPAM

Ø Further segregate “GOOD” emails into

Resumes Business Correspondence

Transfer to G: Forward to concerned person

Senior

Sent to Team Leader

Q.: so, what should Resume Sorter (V 1.0) be able to achieve ?

Ans:

1) It will pick-up each resume stored in G: (in sequence of arrival)

2) Map/Compare the keywords contained in that resume with the MASTR KEYWORD list of all

- 86 IT skill

- 43 Non-It Skill

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
Sr. No.	Skill / Function Name	Raw Score
1 2 3 . . 86		63 85 48 93
1 2 3 . . 43		60 59 42 37

When finish, table will be re-arrange in (Descending Order’ of Raw Score.

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 “FUNCION/SKILL” Name & Raw Scores forall those “ratings” where the Raw Score 60, eg.:

Resume: Mr. ABC
	Function/Skill	Raw Score
	Sales Marketing Service Design	92 ü 75 ü 69 ü 60 ü
	Production R&D	56 X 42 X

This means, same resume will get stored in 4 different folder (it could be even more folder-depending upon Raw Scores) – along with relevant score.

A person is a many-splendoured being !

Not Simply Black or White !

Consultant A many find him in – “SALES’ folder(with 92 score) for XYZ Corp.

and

Consultant B may find him in “MARKETING” 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 buid-up a sizable database fast.

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 able will open that resume for viewing, with keywords highlighted in red.

7) Each entr4y/record (i.e. resume) in each folder, will carry “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).

10) Clicking on highlighted keywords, will open

- Interview Questions

- Consult Wikipedia

11) From any “Function/Skill” folder, it should be possible to select a few candidates and “copy” these records in any

“SEARCH-ASSIGNMENT” folder

		Assignment Folder
	þ þ o	Assignment Name:
		Client Name:
		Consultant Name:
To be transferred to:			Executive Name	Raw Score

Assignment Folder Name

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 appointment with any given client, appropriate “record/note” can be made against his/her name in the “FUNCTION/SKILL” Folder itself (as well as in the “SEARACH ASSIGNMENT” folder) re: this fact (Position & 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 Rate. After shortlisting, recruiters would want to write to selected candidates

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 key words & Raw Scores !

Earlier, I talked of creating

- Function Folder (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” – wherever raw score is 60.

We will create on our server, a similar setoff 129 folders.

At some pre-determined interval, the local 9user’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 mandatory daily “re-activation” of the Resume Sorter software.

In Resume Rater, such events were, reaching the Reset Counter Number of 10, 000 / 1000.

Ideally I would have like 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:

Ø Load on our server will get evenly distributed all thru 24 hours

Ø 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:

Ø Instead of being OFFLINE, resume sorter will need to be ONLINE

If the application has to be running all 24 hours 9 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. Companies who receive 20/30 email resumes daily, are unlikely to use Resume Sorter. User 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 on PC connected to internet, all 24 hours.

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 organization, all of whom are receiving email resumes.

And, may be, all incoming emails are received in one/common mailbox. And may be all these m/c 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 recruiter/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 unauthorized access by those employees who have no legitimate “business-need” to access)

So, if we incorporate into Resume Sorter

“Access Rights”

(allotted by ADMIN),

Then such corporates would feel very comfortable with the use of a LAN-based application.

“Access Right” to open/view 129 folders.

ONLINE

Our Web Server

129 identical (Server-based) folders

Nearly all recruitment agencies and large corporations, their consultants/recruiters to

Ø Post job-advts

Ø Search resumes

from leading job-portals.

So, all of them have to be online, nearly all throughout the day.

Concept of “Resume Sorter”

Text Box: Team Leaders Present Scenario Delete

Text Box: Senior
Resume

Oval: “Mktg”

22-12-07

Dear HR Manager / Recruiting Agent: WHY ?

Why should you use Resume Sorter ?

You should use Resume Sorter, if

Ø Dozens of text resumes are flooding your mailbox daily, emailed to you by candidates against your several job-advts (or unsolicited).

Ø You are under tremendous pressure to fill-up vacancies (of course, with most competent candidates available)

Ø 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.

(Read Better / Faster)

Ø 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)

Ø You ant 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)

Ø You want to consult Wikipedia for the right answer against each of our interview question (- even as the candidates 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:

Ø Your hardware configuration has to be

- - - - - - - - - -

Ø Your software configuration has to be

- - - - - - - - - -

Ø Your Internet Connection has to be

- - - - - - - - - -

(Resume Sorter only works ONLINE in order to retrieve latest Functions/Skills/Keywords/ Weightages etc. form our webservice. We welcome you to add new functios/skill/keywords as also modify their weightages, by contributing your knowledge/expertise at Poll-e-Ticks/ 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 works ?

Resume Sorter cannot separate genuine resumes form other business correspondence and spam, filling-up you 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

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

You cannot avoid spam filling-up your mailbox. But what you download during a Resume Search (on any job portal) are genuine text resume-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 Downlaod / 22/12/07

Dear HR Manager / Recruiting Agent:

What is Resume Sorter ?

Resume Sorter is a freely downloadable software application.

Resume Rater

Ø “Reads” all text resumes stored by you on G: Folder

(You would need to transfer these from your mailbox into: G:Folder)

Ø “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).

Ø Based on the Raw scores, determines the FUNCTION (Non-It) or the SKILL (in case of IT) to which the resume belongs

Ø Then transfer that resume to one (or more0 of

- 86 IT skill folders

- 43 Non-IT Function Folders

Ø In a nutshell, Resume Sorter, sorts the resumes (continuous / on-going 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 9-what no software can do).

- Rahul

Dear HR Manager / Recruiting Agent: Sample Folder

As mentioned earlier, Resume Sorter reds/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 þ before clicking on Email/Transfer buttons

FUNCTION – Skill Folder
Function: Sales							No. of Resumes In this folder
Category			Excellent ( 80)				Good ( 60 < 80
Sr. No.	Email ID Click to open /view	Raw Score		Select	Appointment/Interview Details (To fill in)
					Date	Position/Client		Interview	Remarks
1	A	92		o
2	B	88		o
3	C	76		o
4	D	64		o

Rahul / Saurabh / Pranav

cc: Rajeev 19/06/06

Virtual

Interview VIP

Portal - M

For TCS to hire

30,000 professionals

( I suppose, mostly s/w developers)

Within 12 months, would mean,

Ø Interviewing 3000, 000 (1:10 ratio)

(i.e. 1000/day x 300 days)

Ø Getting 3,000,000 email resumes (1:100)

Ø 100 interview experts

(each interviewing 10 candidates / day)

Ø Huge physical infrastructure

(cabins/ tons of resume print-out/interview experts/receptionists/transport/canteen etc. etc.).

This is mind-boggling. HR managers must begetting nervous-breakdowns !

And, it would be the same story with

- Infosys - Satyam

- Wipro - HCL

- IBM - Google India (?)

- Accenture - Oracle India (?) etc. etc.

Also, consider

Ø Campus Interviews requiring several teams of interviewers from each recruiting company, to be travelling to 40 leading campuses within a “window” of 4/6 weeks. So, everyday, on every campus, there could be 10 teams(form 10 different companies).

Many (final year) student would appear for interview with 4/6/10 companies, during those 4/6 weeks !

A literal “merry-go-round” ! – Keeping “placement officers” very busy and happy

Ø On Site Interview

These would require thousands ( may be lakhs) of candidates travelling (from Kashmir to Kanya Kumari) to Mumbai/Pune/Bangalore/Hyderabad etc. spending crores of rupees in tickets & millions of man hours -total waste !

Of course during the heydays of H1B rush, American interviewers, used to conduct “telephonic interviews” of Indian s/w professionals. They still do. But the disadvantages are:

Ø Slang

Indian candidates fail to follow the US “Slang” & end up giving no answers/wrong answers !

Ø Time

When Americans want to interview, it is sleeping time for us.

Ø Proxy

A “dumb” candidate (who has cleverly faked his email resume in the first place). Gets substituted with a hire “expert” during telephonic interview.

Ø Verification

Certificates (birth/Edu/salary etc. cannot be verified over telephone.

Ø Record

Interview is generally not “taped? Recorded” for subsequent reference (while preparing offer letter or during subsequent tenure with the employer company).

When a recruiter is conducting 10/15 telephonic interviews everyday, it is not possible for him to remember -even-the major details/impressions about each candidate. Assessment becomes very difficult – unless entered on a piece of paper or in a computer, immediately as soon as the interview get over. You cannot rely on memory at the end of the day, if you are interviewing 10 candidates in 6 hours !

In absence of record/transcript, there is a possibility of

ð Genuine error

ð Malpractice

If the same candidate “re-appears” for a telephonic interview after 3 months, the recruiter may not even remember having interviewed – and rejected – him earlier ! How can anybody remember, each & every of the last 1000 candidates interviewed ?”

There is a strong possibility that a candidate “rejected” by one recruiter gets ‘accepted” by another recruiter from the same company and for the same position !

All that a 9clever !) candidate has to is to keep emailing his resume again and gain to the same company (even against different job-advts0, over a period of time. Ultimately the “law of probability” will work in his favour ! IF he is lucky, the manager who interviewed him last time – and rejected him – has, himself resigned and left! There are thousands of instances like this (in big companies), where “Left hand does not know, what the right hand is doing” !

For all the problems/shortcomings listed earlier, on solution (though not perfect), could be creating, on Global Recruiter – and on all of its partner websites, a

Virtual Interview Portal (VIP) - M

Brief Concept Outline

Ø Candidates and corporates would need to register on GR and become members, to be able to use VIP.

Ø On VIP platform, corporates would create

Interview Schedule

for 10/15/30 days in advance

Ø “Schedule” will clearly indicate

a) ð “Interviews-by-Invitation only” Jobs

b) ð “Interview-by-Virtual walk-In” Jobs

Ø For a) types of jobs/interviews, job-seekers would need to “Apply Online”

Corporate HR Manager, will select those worth interviewing (virtually) and click a link “Interview Call”, somewhere on the profiles. Then a op-up message can be sent:

Dear

Thank you for sending your “profiles” for the position of

Kindly appear for a VIRTUAL interview by logging into India recruiter’s

Virtual Interview Portal (VIP) page

Date:

Time Estimate Interview Duration

Venue: VIP /

After log-in, click on our Company Name link and enter “Venue Details’ shown above. When you do, one of our Interviewer will conduct your ONLINE/VIRTUAL interview, using India Recruiter’s, online

INSTANT MESSAGING (IM) software.

During interview, you may be asked to upload files containing documents/images of your

● Birth Certificate ● Photo (Passport Size)

● Education “ ●

● Salary “ (if applicable) etc. etc.

If, by any chance, the candidate logs in late (say 10+ minutes), then some appropriate message will direct him to contact the Interviewer / Administrator over mobile phone, to take fresh appointments

Ø b) “Interview-by-Virtual Walk-In”

This type of interview are primarily for fresh graduates and for positions like Trainee/Apprentices etc. these would be

· s/w developers

· BPO staff

· Sales “

· Retail “ etc. etc.

Mostly positions which do NOT require any prior experience.

These are VIRTUAL mirroring of physical “Walk-In” interviews, for which we see a lot of advt in news papers and even on jobsites, which, simply asks candidate to WALK-IN with their resumes, mentioning

Date/Time/Venue

In these cases, a company’s job-advt on India Recruiter would read:

Virtual Interview Portal (VIP

Display Console for Interviewer

Candidate Name: PEN:

Job code: Interview Date

Interview Name:

Profiles

Interview Box

Q: _ _ _ _ _ _ _ _ _ _ _ _ _ _ ?

Ans: _________________

_________________

Q: _ _ _ _ _ _ _ _ _ _ _ _ _ _ ?

Ans: _________________

_________________

Text Resume

_ _ _ _ _ _ _ _ _ _ _ _ _ _

Question Bank		Assessment Sheet
Function		Parameter	Rating
Function		Parameter	A	B	C
Sales Marketing Production	w w w w w w




		Overall

Functional Specs for VIP Software

Ø All interviewing will be using IM software (Google ?) which is compatible with all IM^s (eg: AOL / MSN / ICQ etc.)

Ø Only registered Corporate Subscribers can conduct VIRTUAL interviews. Obviously all jobseekers wanting to use VIP, will also need to be registered on IR/GR

Ø Only concerned corporate HR Manager will have “access” to “Record/Transcript” of any particular candidate interview. No. other corporate can access this.

Ø “Record/Transcripts” will be preserved for 2 years (from date of interview) in some easily accessible fashion.

Ø By entering any candidate’s PEN into corporate’s ADMIN TOOL, it should be possible for concerned HR Manager to See/VIEW, all previous interviews of this candidate with his company during last 2 years – including all past “Assessment Sheets”

Ø Each Corporate subscriber should be able to design and use, his own UNIQUE Assessment sheet (right hard bottom corner). Of course, he should be able to modify/alter this sheet at anytime (ADMIN TOOL MASTER)

Ø Each Corporate Subscriber should be able to create/build-up (over a period of time), his own/unique

QUESTION BANK

(bottom left hand corner)

Ø He should be able to “Categorise” this “Question Bank Database” under any “category/function/topic?subject/skills/knowledge/industry/attitude/attribute” etc.

Ø Of course, we will “aggregate’ such questions of hundreds of Corporate Subscribers (data mining) and build-up our own “Knowledge Base”

Ø We will need some ADMIN TOOL of our own, so that we can determine exact usage of

VIP

By each and every Corporate subscriber and “charge” him predetermined fees (Rs 100/- per candidate interviewed ?)

Ø Corpo. Himself should be able to see his “VIP charge debit” from his own ADMIN TOOL.

Ø VIP page itself should be capable of handling 1000 Simultaneously interview – to begin with s/w should be so designed that, we are able to ramp-up to handle 10,000 simultaneous interview sessions by addition of Server/hardware

Ø We should not design/develop IM itself-only it’s application.

Ø This VIP, should be capable of morphing into a VIDEO interview in future – with a small window in Interviewer’s Display console.

26/09/2006

Dear Executive

A Challenging Opportunity

While searching for executives to match the profile given by one of our Corporate Clients, we came across your resume on Monster India

However, before we consider to forward your resume to our client, we would like to know whether you are currently on look-out for a challenging opportunity and would be interested to meet our client.

Please study our client’s requirement as indicated in attachment

Challenging Opportunity.

At the bottom of this attachment, you will find following buttons:

Ø Yes, I am interested to meet your client.

Please forward my resume. I am ending my latest resume thru separate email

Ø No, currently I am not interested in to make a change. However, do keep me informed of other/future opportunities.

Ø The opportunity look interesting but I need to know more before saying “yes/No”. please phone me.

Please indicate your response by clicking on one of these radio-buttons. Then click on

Upon receipt of your response, we will keep you informed of the developments.

With warm regards

E-mail ID of Consultant

Mobile No. of Consultant (Optional)

Upon receipt (bounce-back) of each response the “Search Result summary Tabulation”, will get automatically filled-in as,

Ø Candidates who are interested

Ø Candidates who are not interested

Ø Candidates who are conditionally interested

YOU HAVE BEEN DISCOVERED !

Challenging Opportunity

With a client of

Client Details

· Client Name (To be typed by Consultant/optional-can be left blank

· Client Profile (To be type by consultant/ Mandatory)

Position Related Information

· Designation

· Min Exp yes Max. Exp yes

· Min salary Max. Salary [Rs. Lacs/year

· Industry Function/Category

· Location

Man-Specifications

· Education Level (Highest Degree

· Branch/Discipline (Specialization)

· Institute of Higher Degrees

· Keywords

Job Description

Candidate Profile

Misc. INFO

· Position is

· Working Hours

· Instructions

Permanent O	Temprary O	Contractual O
Full Time O	Part Time O

Ø Whether you are interestged (in this oppourtunity) or not, we would appriciate your response.

Ø You can respond ( in matter of seconds), be entering our email ID and clicking on a link, at our webpage

Respone@indiarecruiter.net

Ø Even if ou are not intrested but know of frineds who may be interested, do email this page to them.

Sender (consultant)

Emai

Save

Cancel

Exit

Email To Friend

Sr. No.	Field	Present In
Sr. No.	Field	Guru Grab	Ad Compose
1	Search Name	ü
2	Keywords	ü	ü
3	Total Exp	ü	ü
4	Salary (being offered)	ü	ü
5	Category (functions?)	ü
6	Industry	ü	ü
7	Location (Posting)	ü	ü + City ?
8	Role	ü
9	Highest Degree	ü	ü
10	Specialization	ü	ü (Branch)
11	Institute
12

	Job Related Info
	- No. of Vacancy		ü
	- Position is (Perm/Temp)		ü
	- Working Hrs (Full Time/P.Time		ü
	- Last Date of Application		ü
	- Email (of 3P)		ü

	Man-Specs
	Educational Level
	Branch/Discipline	ü	ü
	Max Age		ü

	ADVT. Related
	Name of Company		ü (Client)

	Position “Related
	Industry Background
	Function “ (Category)		ü
	Designation Level		ü
	Actual Designation		ü
	Min Experience	ü	ü
	Keyword	ü	ü
	Job Description (Role)	ü	ü

11-10-06

Rahul ð Saurabh

Guru Map

Consider enclosed u/I for “GuruMap” tool. This is only a “Concept”. If you succeed in developing such a tool, the actual u/I may look very different

Why we need GuruMap?

Ø Guru Grab should be able to download resumes from all 4 websites 9for which we have user ID/Password) simultaneously (at one go). Consultants need not enter ‘Resume Search Parameters” again & again

Ø Guru Ad should be able to upload job-advt on all 4 websites at one go.

Ø Once all consultants (put together) have created master-Liszt of keywords for all 551 actual designations/roles (in Guru Select), then, there should be no need to go thru the same exercise for 20000 (so-called (UNIQUE”) actual designations found from 4 lakh job-advts of Naukri, downloaded during last 2 years

These 4 lakh job-advts, already contain a structured database of following fields:

Ø Job code

Ø Position (Actual Designation)

Ø Company Name

Ø City/location (of posting

Ø Educational Qualification

Ø Minimum Experience

Ø Maximum Age

Ø Source (Website Name)

If such a tool is developed, I can spend ¾ days and “map” all those 20,000 positions (actual designations) against Monster’s 551 actual designations.

If actual designations appearing in job-advt of times jobs/job ahead were also available, then the “mapping” process can be carried out simultaneously. If not, it can be done in stages.

11-03-06

If successful, we don’t have to spend enormous time finding KEYWORDS in 20,000 job-advts (even if we highlight in only ONE job-advt for each designation).

Which means in course of time, when Guru Grab starts downloading resumes from Naukri, even these resumes, can have a MATCH-INDEX (based on equivalent Monster designation).

Creating such “Parity/Equivalence” across 4 major jobsites. For all “Fields’ would have major benefits.

If successful, at a future date, even jobseekers may be able to

Ø Post resume on one site (India Recruiter) and have it posted on all 4 sites

Ø Search Jobs on one site and get “Search-results” form all 4 sites

Please Consider.

Guru Map (Mapper – Equalizer – Synonymize
Websites		Document To be mapped			Fields To B Mapped
Benchmark + Monster Others (to be mapped Job Ahead ʘ Naukri ʘ Timesjobs ʘ		Job Post Form O Resume Search Form ʘ Resume Post Form O Job Search Form O			Industry Name O Function Name O Designation level O Actual Designations ʘ		Paragraph titles O Edu.-Degree. O /Branches
Parameter Selected for Mappoing		Website	Form		Field/Value Actual Designation
Parameter Selected for Mappoing		Naukri	Resume Search		Field/Value Actual Designation
Monster Job Advt Actual Designations		Actual Designation in Naukri Job Advt.			Actual designation in times job Job Advt.		Actual designation in Job ahead Job Advt.
1	o			o		o		o
2	o			o		o		o
3	o

08/05/07

Rahul

Offline IIT tool (AHA)

Ø After Resume Rater and Resume Searcher, this will be our 3^rd offline free tool for downloading (priority wise ) except that

AHA will require registration

Ø Enclosed find FAQ^s for AHA. I thought this method will clarify our concepts/architecture/model/functional specs

Ø Let us discuss when you-your team have given this some thought.

Q. What is AHA?

Ans: Aha stands for “Ask Her Another” (or Him) It is an offline LAN-based software tool that you can download form here-for FREE too- if you are a registered corporate subscriber of this site.

Q. Who would need AHA? Who would benefit by using AHA?

Ans: Anyone who is required to interview candidates would benefits by AHA.

Most likely to benefit are

· HR Executive

· Recruitment Managers

· Headhunters

· Recruitment/Placement Agencies

· RPO (Recruitment Process Outsourcing) Companies

· Professors (teaching HR/MBA)

Q. How will AHA help Recruiters? Interviewers?

Ans: quite often, while conducting an interview, the interviewer is at a loss as to what questions to ask the candidate. At that moment, the right/appropriate/relevant question does not come to his mind (-which, often does, once that candidate has left!)

This where AHA helps.

It carries a database of over 15000 interview questions

An interviewer has to simply click on any keyword, in the resume of the candidate and the right questions pop-up ! As simple as that.

Andi if the interviewer has any doubt about the correctness of candidate’s answer, he can even click Wikipedia/onelook for consultation !

For more “How”, click why of IIT

AHA looks surprisingly similar to;

IIT- Occasional user

Q. What is difference, if any ?

Ans: You are right – you can call AHA a LITE version of IIT- Occasional user, except that

Ø AHA is an offline/LAN based version (still requires .NET framework on your PC)

Ø “Candidate Assessment” feature is missing in AHA (but you can use it online, after completing the interview and moving to IIT-Occasional user)

Where AHA scores over IIT-Occasional User is

Ø AHA enables you to create & store (offline), your own unique/private databank of

· Interview questions

· Related Answers

Of course, any person who is authorized by you to use AHA (and connected to your AN), can

· Contribute to the creation of these private databanks

· Access these questions/answers thru AHA

When you already have online,

IIT- Occasional user

Q. Where was the need for AHA ?

And: When you click on a keyword in the candidate’s resume, you expect the relevant questions to pop-up immediately. Quite offer, this does not happen due to notoriously slow speed of internet connecting – causing embarrassing situation.

Offline/desktop AHA overcomes this problem, where the response is instantaneously.

Then there is the issue of network security/firewalls/proxy server/access rights etc. in large organisations. Offline AHA overcomes these problems. Everyone can use it freely without an internet connection. Apart from these, AHA also enables a user-organisaton to create its own/private databank of interview questions/answers.

Q. What, if any, are pre-requisites for being able to download and use AHA?

Ans: First-and foremost – you need to be a registered Corporate Subscriber of India Recruiter – to be able t download (it is FREE).

Next, you also need to have installed on your LAN , Microsoft’s .NET framework, without which, AHA cannot work. But you can download this (for free) from

Q. What problem does AHA solve ?

Ans:

Ø AHA helps you ask the right interview questions to any candidate.

Ø AHA enables you to consult Wikipedia/onelook, for checking the correctness of the answer (of course, for this, you would need to be connected to the internet)

Ø AHA brings in “parity” while interviewing (say) 10 candidates for the same position/vacancy, by enabling you to ask the same set of questions to all of them.

Ø AHA helps you judge the candidate’s “depth of knowledge” and in a Consistent/Systematic manner.

Q. What are the limitations of AHA?

Ans:

Ø AHA does not incorporate “Candidate Assessment” page (although, after interviewing candidate, you can log into India Recruiter IIT/Occasional user, where, after entering concerned candidate’s PEN, you can fill-in “candidate Assessment”)

Ø You need to first download the database of the concerned candidate (who you wish to interview) by connecting to India Recruiter PEN-DATABASE, by entering his PEN. ( For the time-being this is free)

Ø Being an offline tool AHA generates profiles form your offline database, which could be somewhat old/obsolete, if downloaded long time back.

Q. Is there any “Expiry Date” for the downloaded AHA software?

Ans: No, there is no expiry date. You will be able to use it indefinitely. If and when we come out with the next version of AHA, we ill inform you by email with instructions on how to download the latest version.

Q. If a candidate emails to me his complete Profile (including graphs/KarmaScope/text resume etc.) will that enable me to use AHA for interviewing him?

Ans: Sorry ! That won’t help.

An emailed Profile is like an Image file. It is not a structured database.

It is not a structured database.

AHA can work only on a structured database-which of course, you can download from this website at PEN-Database page.

Just go to this page, login, enter PEN of candidate (who you wish to interview and click Download. As smile as that.

You can download a candidate’s PEN database again, if you think one you downloaded sometime back could be obsolete.

If a candidate has emailed his Profiles, you can even compare the same with the Profiles that get generated thru AHA, which is based on downloaded database.

Q. How can I interview a candidate who has not registered (submitted resume) on IndiaRecruiter.net

Ans: As you have always done, so far ! But if you want to use AHA for the purpose of interviewing then it is possible only when that candidate

· Submit resume on IndiaRecruiter

· Obtains his Profiles/PEN

· Phones you his PEN (or emails his Profiles to you)

For you to download his database from India Recruiter, you need his PEN

and

To phone you his PEN, he must register at IndiaReruiter (by submitting resume).

AHA just cannot look without having PEN database on your local server.

Q. When a candidate phone me his PEN, I may not remember whether, I have already downloaded his PEN-database earlier and the same may be available on my hard disk.

Is it possible to search the PEN database on my local server/hard disk ?

Ans: Sure.

AHA contains a search feature, where you simply type the PEN and click SHOW. If the database already exists, you will see the Profiles/text resume/KarmaScope etc.

If the database is missing, a message will flash, telling you to log into PEN-data page download from there.

Q. having downloaded from IndiaRecruiter, can I email/transfer a candidate’s PEN-database to our another branch office/factory located in another city, for use by our remote HR manager there ?

Ans: Sorry. This is not possible. But if that branch/factory is connected to you local sever thru WAN (at the time of using AHA), you remote HR manager would be able to access PEN database (if authorized to access the database)

Q. Having downloaded from IndiaRecruiter, can I email/transfer a candidate’s PEN-database to our another branch office/factory located in another city, for use by our remote HR Manager there ?

Ans: Sorry. This is not possible. But if that branch/factory is connected to your local server thru WAN (at the time of using AHA), your remote HR Manager would be able to access PEN database If authorized to access the database.

14/02/06

Rajeev

cc: Vikram cc: Rahul

A Million Resumes ?

Document

Search Method

Job Advt.

Resume

Conventional

ÏWe don’t have structured Job Advt.

Ï We don’t have structured Resume

Archival

ü We have apporx. 7 lakh Job Advt.

ü We may have

1.18 Lakh

+ 2.0 “ (?)

2004 + 2005)

To launch GR, at minimum, we need

Ø Admin tool

Ø Job Search- Archival

Ø Resume Search - “

No problem if “Job Posting-Archival” is not ready. Corporates can/will use our conventional Job Posting Method/U-I.

For Resume Posting, candidates, in anycase have to use our Submit Resume” Form.

There is no worry on “Job Advt” front. We will go on adding into GR database, daily downloading from Naukri.

Hence jobseekers will get plenty of FRESH JOBS for searching.

But what will

ð attract partner websites to become “partners” in the first place

ð attract corporates to become “subscribers”

RESUME DATABASE.

We will have 1.18 L + (maybe) 2.0 L to start with.

Barely enough.

We need a MILLION !

That made us think of

“Recharge Your Prepaid A/C – Free”.

It may “appeal” to Corporates.

It may even “Interested” them

But,

It will not “compel” them to donate to us, those millions of text resumes lying on their hard disks !

They need to be made, an

IRRESSITIBEL OFFER.

For this, my idea is

Ø offer to convert their text resumes – for FREE – into into structured database, using GuruMine.

Let them upload their text resumes (“Bulk Upload” feature in RecruitGuru) on any partner website. Then, after a period , comeback and download the “structured database” created by GuruMine.

Ø Then offer them “free” download of our search-engine

GuruSearch

(What use is a “structured” database without a matching search-engine ?)

Now they have, on their hardisk,

- Structured Resume Database

- A fantastic Search Engine

in return for “donating” to us those millions of text resumes ! (only UNIQE ones). I think they will bite

See enclosed Alt ^#1 / ^#2 / ^#3.

Although very important, this is a low priority item (v 2.0). First let us simply launch GR !

Dear HR Manager

Thousands of text resumes in your computer but cannot find that proverbial “Needle in the haystack” just when you need it real bad ? no need to despair. We offer you a solution – and absolutely FREE too. By extracting some 23 fields from your text resumes, our GuruMine software will convert them into a structured/searchable database. Download this database on your hard disk. Also download our powerful search engine GuruSearch – also free. What is more, you also get free “CREDIT POINT” equal to the no. of (unique resumes uploaded here for extraction (see Recharge Your Prepaid A/C). Process is utterly simple. Put all your text resumes (excepting PDF) in one folder. The type “Folder Name/Path” into box provided in right hand column and click Upload For Extraction button. Log off and return next day (if batch is large) to download both the database and the search engine. Now not matter your hard disk has MILLION resumes, you will find your candidate in a few second !

Your Problem	Extraction Solution	Search Solution	ACT Now !
How to find following resume from thousand of text resumes lying on your dard disk ?	From text GuruMine extracts data to create a ”structure”	Use GuruSearch for locally searching Database created	User ID Password
A Typical Text Resume	Fields Extracted	Search Parameter	Resume fodler Path (type) Thank you. GuruMine will need Minutes to complete extraction. Ou may log off now. When you return t downlaod the structured dtabase from this page, remember to neter in box below, your Process Batch No Then Click
		● Any field-based query ● Multiple Search- criteria ● Refine Search ● Percentile score based search ● Free Text Search
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -	Personal Data ● Name ● Add ● DOB ● Sex
	Contact Data ● City ● Phone ● Email ● Mobile
		View Search Results
	Current Employment ● Company ● Designation ● Exp	● 14 Columns (customizable) ● Full Resume + Profile Graphs ● View Resume in MS word ● Sort the results
	Edu. Qualification ● Degree ● Branch● Level
		Processes
	Keywords	● Send email to selected candidates ● Transfer results to MS-Excel ● Transfer to Assignment Folder
	Function Profiles (3)
	Function = Sales Raw Score = 32 Sample +
		Logic
		● And / Or ● From / To ● Active / for Review / All	Now alos downlaod latest version of search-engine by cliing

To see a demo of how Gurumine converts your text resume into a structured database, paste a resume in the block below and click EXTRACT (does not work on PDF)		Happy? Want to convert 10000 resumes (max-batch) No problem. We will do it for your – FREE. Type below		Using our freely downloadable search engine-GuruSearch - you can search YOUR resume database-on YOUR Server – as follows:
Resume (Paste)	EXTRACT	Resume folder Name/path Thank You. Extraction Started.		SEARCH PRAMETERS ● Any field based query ● Multiple Search Criteria ● Refine Search ● Percentile Score-based Search ● Free text (Keyword) Search

				VIEW SEARCH RESULTS ● 1A Col. Display (Customizable) ● Sort the results (column-wise) ● View resume in MS word ● View Function Profile Graphs
		Est. time for Processing (Min)
		Process Batch No.
		You may now logoff. No need to remain connected. Make sure to note down Process Batch No. which you will need to enter when you return for downloading the database.
				USEFULL PROCESSES ● Send Email to selected candidates ● Transfer results to MS-Excel ● Transfer to Assignment Folder
		DOWNLOAD INSTRUCTIONS
				LOGIC ● And / Or ● From / To ● Active / for Review / All
		Enter Batch No.
		Download ① DATABASE	Download ② Search Engine

Dear HR Manager

Thousands of text resumes in your computer but cannot find the right candidate when you need because your resume database in not “structural” ? No problem. We will convert all your text resumes into a “Structured” database of 23 fields, using our extraction software GuruMine (Demo).

To convert into a database, just put all your text resumes (except PDF), into one folder and upload on this website for extraction. Enter below

GuruMIne U/I for Demo

Folder Name

Batch No.

Estimate time for processing (Min)

Note down Batch No. Then

When you return to download, reenter Folder Name/Batch No and click Extract once again. If estaimate

Time shown

Click

Now you need a search engine to be able to locate within seconds – the right resume. Just click on

It is Free !

Saurabh ð Yogesh ð Rahul ð Swati ð Sonal

Candidate Assessment (CA)

5
4	●
3
2
1

1 2 3 4 5

Score by 3P ð

When 1000 candidates are interviewed & rated by both 3P & clients, a scattergram (& line of best fit) can be plotted, to reveal interesting “ co-relations” A company can plot such diagram for correlation between its own ① 1^st round interview rating (X axis)

② 2^nd round interview rating (Y axis)

Saurabh ð Yogesh ð Rahul ð Sonal ð Swati

Ø In GuruQuest, we are enabling several managers (belonging to same co. – but at different locations), to create “ Private Questions Databank” by creating Excel sheets

Ø All such Excel sheets have to be uploaded in GuruQuest tool, so that all managers benefit form knowledge of all other managers of the company

Ø But, some central/chief HR manager will insist that unless he “sees & approves” all uploaded questions first, this private databank cannot be “activated/made usable” by managers located at far away locations !

Ø We will need to incorporate this feature in GuruQuest

Rahul ð Saurabh

Guru Quest (offline)

I I T (online)

Ø We are developing GuruQuest in asp.net, so that, once it is operational offline with 3P/Strategic HR, we can upload it on

IndiaRecruiter

with changes/modifications suggested by our own consultants.

Ø Being able to click on a keyword to call-up interview questions is, obviously the MAIN feature. It is our USP (unique selling Propositions)

Ø What big/professional companies will like is the ability to create PRIVATE databank of questions (questions which are UNIQUE to their industry/business/product/services etc.).

Ø I am convinced that the Chief HR Manager will distribute this task (of creation of PRIVATE questions) amongst in-house domain-experts located all over country or even world. This is enabling them to capture/encapsulate the collective WISDOM of the organization.

As of today, this WISDOM gets lost to the organisaton, everytime a domain expert leaves the company.

With this PRIVATE databank feature, for the first time, the Chief HR Manager does not have to worry about losing the knowledge/wisdom, everytime an expert leaves ! This is a great relief !!

Ø Going one step further, we decided to add to GuruQuest,

Candidate Assessment

(See enclosed / draft U/I).

An interviewer is expected to fill this page as soon as he/she completes interviewing a candidate.

The interviewing itself could be across the table or over telephone. Over a period of time. We must add the features of

ð Video Interviewing (from multi-location)

ð Photo-file attachment (before Video Interviewing)

ð Voice recognition of Interviewer’s spoken Questions, conversion into text and preserve as either AudioFile or Text file.

ð Instant Messaging

ð Collaboration amongst several HR Managers (belong to same client company) OR between Recruitment Agency Consultant and its corporate client HR manager.

Ø In candidate Assessment, there are 3 main elements:

· Expandable/configurable list of

ITEMS/ ATTRRBUTES

This could be “customized &frozen” for a given position/vacancy

· Attachment of

WEIGHTAGES

to each ITEM/ATTRIBUTE

- Which again would be customizable-but frozen – for a given position/vacancy

· Scoring on a scale of 1 to 5

Ø While designing the u/I for this score-sheet I realized that it should be developed as pluggable, standard component, which, we can use again & again at many places.

Ø I realized that we could, profitably use this component in

CANDIDATES REFERENCE (CR)

(Antecedent Check)

See U/I enclosed

Ø By simply changing ITEMS/ATTRIBUTES list, we have instantly created anew feature call

(Candidate reference (CR)

When corporate HR Manager get to see this feature, they will insist that all recruitment Agencies use this feature. They will insist that the recruitment agencies

- Candidate Assessment (CA)

- Candidate Reference (CR)

This (insistence on part of client HR Manager) will work to our advantage.

Even if 3P/Strategic HR start using these forms – and start emailing these to their Corporate clients – the word would spread real fast.

If these very clients are also making use of other Recruitment Agencies, they will start asking them.

“Hey, if 3P/Strategic HR can send us CA/CR along with a candidate’s PROFIELS, why can’t you ?”

What value-addition are you making, pushing plain text resumes ?

Ø Now notice the difference:

CA is an “assessment” of a candidate, immediately after the interview.

· Whether offline/online

· Whether by Agency or Client )final Interview)

Whereas,

No previous employer has time to fill in a CR & send/email to a Recruitment Agency.

According to Nirmit, Candidate Reference (CR) only works over telephone, even at the best of the time.

No one wants to give in writing (by filling-up a structured form), what he/she thinks about another person.

This is especially true if some negative/less than-flattering comments are involved.

People, don’t like to say bad thins about a previous colleague/boss/subordinate/supplier, even over a phone, where no record is kept.

And then, most executive don’t want to spend a lot of time, answering a lot of questions, even over a phone.

Now compound this with the always present problem, of our consultant “forgetting” to ask the right/relevant question, because that opinion-giver is a hurry !

One again, if, as a consultant, you get a feeling that the opinion giver is in hurry, then you ask only those questions, whose “weightage” is more, leaving-out minor questions.

A check-list will also provide uniformity/consistency (of questions) across all of our consultants.

Of Course, before starting the telephonic reference-check, our consultant would need to explain to the opinion-Giver, Out 5 point scale. This will make it vey easy for Opinion-Giver to say,

“Well, on hard work, I will say, he was “average” but on discipline, I would rate him “good”.

Consultant can click the relevant radio-button, even as Opinion-Giver is speaking (of course, hand-free, earphones would be ideal but not essential).

These are my preliminary thoughts. In you meeting with Mitchell/Thakur/Amit/Aparna, some more thoughts will emerge. Thru a copy of this note, I am requesting them to contribute their valuable suggestions, so that we can accommodate, somethings which I might have missed out.

Of course, some more points are found to emerge after our consultants have used CA/CR for a few weeks. We will incorporate these too, before going online.

Good Luck

27/11/06

Cc: Thakur

Amit

Mitchelle

Aparna

Rahul

Resume Searcher

Ø After Resume Rater this should be our next priority for a FREELY downloadable s/w tool. I t also double-up as,

· Social consensus/media

· Harnessing the knowledge of thousands of s/w geeks.

Ø Why?

Ø RSC Resume Searcher) greatly simplifies the lives of recruiters/ headhunters. They don’t need to spend many hours everyday, online, conducting resume searches and then online reading of hundreds of resumes, so that they can decide which one are wroth downloading

· It saves them precious time, which, they can profitably use in interviewing candidates.

· For a recruitment dept of accompany or for a recruitment agency, RS usage will mean less man powers to do more work. I have a feeling that, both in 3P & in Strategic HR, a no. of “Research Assistants” do nothing whole day, other than conduct online resume search, read/shortlist resumes & then download & email to their seniors !

· RS is an ideal “Companion Tool” to RR. RS to enable “automated” downloading of resumes from a no. of job portals

RR to enable “automated” rating/grading of those downloaded resumes

RR to enable emailing of “Interview Calls” to a few candidates, rated Excellent.

Between them, these 2 tools solve a majority of Problems of recruiters.

Ø RS “feels’ RR (a kind of automated “supply-chain”)

Ø We don’t need to “maintain/update” RS. The user community will do it themselves. We will only start/initiate/kick-off this process by being the first to upload the GuruGrab” which we have developed (for Monster ?) – although not working currently. We will upload under the “assumed name” ð Beginner, hoping that someone will come forward to set it right.

Ø If, ultimately, thousands of recruiters start using RS daily on several jobsites, they would be downloading & processing, several LAKHS resumes daily thru RR- giving us email ID^sand simultaneouslypopularizing IndiaRecruiter !

Ø Whereas Monster/Naukri can resist – or even “debar” one user from using RS for automated downloads, they will find it very difficult to resist, several thousand of their “legitimate” subscribers/customers from doing this ? they may revolt against any such attempt on the part of job portals.

Ø An Clever changes/modifications on part of Monster/Naukri (to prevent auto downloads), will be treated by the geeks as some kind of a “Challenge” – to be overcome !

They may even discover-and post/upload -software that could penetrate Monster/Naukri’s resume database even without a user ID/Password ! It never pays to challenge the hackers !!

Ø Large Corporate subscribers may even resent/protest the arbitrary limits imposed by Monster/Naukri on no. of resumes that can be downloaded in a day.

Ø If someone develops RS version for IndiaRecruiter (rest assured, it will happen), it does not matter, because of our “Pay Per Click” model. Will such resumes flow into “Resume Holders”?

Ø As far as enclosed u/I are concerned, treat them as “concept/drafts” only. I am sure you and your team will comeup with some superior u/I (simpler/intuitive).

Ø Here are some points to be considered:

· After a few months, there could will be

8 versions of Naukri

12 “ “ Monster

15 “ “ timesjobs etc.

Shall we enable a recruiter to search by “Jobportal Name”, so that he can straight away go to the latest version & download ?

· We want that no one can “EDIT” some earlier version, online (like Wikipedia). He can EDIT, only after downloading &then upload as a new version. Who knows, some recruiter may want to download and use an older version. Of course, this arrangement will also increase the counter “No. of Downloads “.

· It is possible that Geeks may not like to first download-the EDIT – then upload. They may think it “Childish” !

Can they click on a versions, which will copy & show the source-code into another window , where they can edit/modify and when satisfied, click

Which action will add the latest version to the display.

· Can we have

View

Download

No. of Downloads

Search Parameter User Interface

Source Code

Ø Disclaimer

Please examine if we ought to insist on downloaders clicking “ þ I accept the Conditions”, disclaimer before being allowed to download source-code. May be we should safeguard ourselves by adding following condition (apart from others) :

“the downloader/user of any version of Resume Searcher for any job portal, explicitly absolves us form any liability arising out of the use of Resume Searcher, whether such a liability arises from the concerned job portal or form any third party.

We expressly disprove/discourage/condemn any stripping/spidering/hacking into the resume-database of any job portal by anyone including by the legitimate corporate subcribers of the job portal, considering that we are ourselves, a job portal !

In case of any legal actin taken by any job portal against any user of Resume Searcher, the concerned user shall not make us a party to defend such an action, for which the user himself shall fully and solely responsible”

06-05-07

RESUME SEARCHER

Dear HR Manager/Headhunter/SW geek

Ø “Resume Searcher” is an opensource (LINUX-like) community project. Please come forward to contribute-even if you wish to remain Anonymous.

Ø Your contributions could be by way of

· Writing original source-code for Resume Searcher for a new/different job portal, not written by anyone so far

· Modifying (re-writing) source code for an existing eversion, already submitted by someone earlier (in order to improve productivity)

I suppose this opportunity to display their talents, would challenge the s/w geeks. Long live their tribe !

Ø As far as the HR managers/headhunters/Recruiters are concerned, downloading (absolutely FREE) and using Resume Searcher would simplify their lives and increase their Productivity several fold. Now they don’t need to go “ONLINE’ to conduct a Resume Search ! Before going home in the evening, for each of their resume need, they will fill-in the “Search parameter User Interface” (offline) then connect to the job portal (to which they should have subscribed and got User ID/password to enter and click . That is all ! next Next morning resumes found from that jobsite, would have been delivered into their mailbox – ready to be rated using Resume Rater. Just open/read top 5, then send out Interview Calls before 10 am. If Resume Searcher does not work, Post Your Problem. May be the geeks will offer a solution !

Sonal

06-05-07

RESUME SEARCHER

Total No. of Contributors				Total No. of Downloads
Version No.	Job Portal to be searched	Search Parameter User Interface	Source Code	No. of Downloads	Contributor Name
1	Naukri	View	Download	123	Abhi
2	Monster India	View	Download	234	Rahul
3	Timesjobs	View	Download	345	Sonal

Contributor’s Details [Optional Fields)	I want to contribute Resume Searcher Source Code [Mandatory Fields]
Name:	For Job Portal (Name)
Designation
	Nature of Source Code	Original O
		Modified O
Company Name
	If modified	Which Version ? o
Email ID	PASTE
If you wish, you can remain anonymous. We would like to give you credit as the contributor, even if you give an “assumed name” – no other details	User Interface
	Source Code

06-05-07

Post your Problem

Dear HR Manager/Headhunter/S/W Geek

If you faced any problem, using any particular version of Resume Searcher, please enter/type here. Hopefully, one of the reader (-even the contributor of the source Code_ will reply with a solution ! If you give your email ID, Solutions will get mailed to your automatically. If you don’t will need to visit this page.