Concept
Introduction
Rahul
cc: Saurabh → Pranav → Vikram → Rajeev
05-05-06
Career
Track
We
discussed this yesterday.
Enclosed
find:
▸ “Career Track” graph (as it
could appear in ImageBuilder)
▸ Logic
The
more I think about this (Career Track), the more I am convinced that we must
incorporate this feature in ImageBuilder from DAY ONE — i.e., along with
launch.
Fortunately,
the computations / logic and graph-plotting are quite straightforward.
But
the impact (on HR managers) is simply enormous.
The
graphical presentation of entire career history is very easy to grasp in a
matter of seconds.
It
vividly brings out …
Rate
of which the candidates
Climbed
the Career-Ladder (the organizational hierarchy)
- Did
he stagnate for too long on any particular hierarchy-step?
- Has
he managed to climb very fast by frequently changing jobs? i.e. is he a
“job-jumper”?
- Has
his salary kept pace with his rise up the career ladder?
- Is
he / has he changed job only for a hefty increase in his salary, although
there was no improvement in his “Design. Level” when he changed jobs?
- Or,
did he accept the same (or nearly same) salary as in his current job —
merely to improve his “designation-level”?
- Did
he rise too rapidly initially and then slowed down?
The
graphical/relational presentation prompts an HR man to ask many such questions
because any anomalies / discontinuities are so obvious / glaring!
As
an interviewer, while reading a candidate’s text resume, I am trying — albeit
subconsciously — to construct such a graph in my mind, so that I can uncover
these anomalies.
But
that is not easy — even for the most astute & intense HR manager.
On
the other hand, presented with such a graph, even a dumb HR man would get ideas
to ask “intelligent” questions — if the graph (and the SCORE-CARD) shouts:
“This
looks like a fake/fudged resume. There is something wrong.”
Of
course, for a true / real picture, we need to know an executive’s:
- Starting
salary (when he joined)
- Ending
salary (when he left)
Then,
we can even compute the “jump/rise” in his salary every time he changed a job —
or every time he got a “promotion” (to a higher design. level) within his own
organization.
We
will introduce this later.
Right
now, there is a big hue-and-cry about fake/fudged resumes.
There
is even strong suspicion that several unethical placement agencies are
hand-in-glove with several unethical HR mgrs and are promoting fake resumes.
There
is a belief that many HR managers have started their own “benami” placement
agencies (in the names of their wives/sons/cousins).
ERA
(Executive Recruiters Association — of which Nirmit is Vice Chairman this year)
is very concerned about these issues and is keen to find ways-and-means to
minimize the instances of such unethical practices.
I
strongly feel that HR mgrs will appreciate/love the “CAREER-TRACK” graph,
because it will enable them to spot/detect the “Anomalies” in any resume within
a matter of seconds!
We
can even make available to the HR mgrs a “set of questions” (like those listed
on p.2), to ask a candidate, with reference to the “Career-Track.”
We
can make these SAMPLE QUESTIONS (hyperlink) on the IIT page, so that
jobseekers cannot see these.
But,
one other outcome (of displaying Career-Track graph as a part of ImageBuilder)
seems certain, viz:
The
moment the concerned candidate clicks
[Create
My ImageBuilder] button,
and
sees his own Career-Track graph — along with SCORE-CARD — then he is the first
one to discover his own “anomalies”!
Now
he “knows” that he will get “caught”!
“Career-Track”
graph is his
“POLYGRAPH
TEST”
Any
“lies / false answers” will get caught.
So,
he will be forced to correct / reenter the correct data (in the
Experience block).
So,
at this stage, we should provide him a facility / feature to EDIT his
data, in order to generate an accurate Career-Track graph.
e.g.:
He may have ignored to enter data about his first TRAINEE job
(insignificant?)
OR
about a job in father’s firm (as M.D.)!
OR
about an “irrelevant” job (as a librarian in a college)!
But
now, suddenly nothing is “irrelevant / insignificant.”
Only
truthful COMPLETENESS / COMPREHENSIVENESS becomes a must.
Our
gameplan is simple.
We
have no money to hire salesforce to promote IndiaRecruNet.
We
want ImageBuilder to “market” itself to corporate HR managers — by
increasing their productivity a HUNDRED FOLD, making their life simple —
making their decisions faster & better — by reducing physical pain in their
eyes (reading those terrible text resumes) — and their necks and their fingers.
When
that happens, the HR mgrs will insist on 1500 placement agencies to only send ImageBuilders
— and the customer is King, no arguing with him!
In
turn, Placement Agencies, will tell
jobseekers,
“If
you want me to forward your resume to my Corpo. Clients, it better be an
ImageBuilder!”
Now
a jobseeker has no choice!
And
to convince/persuade Corpo. HR mgrs to start insisting on ImageBuilder,
IIT
(Interactive Interview Tool)
is
our TRUMP CARD.
So,
we must introduce IIT from DAY ONE — along with the launch.
Even
if Employer’s Dashboard is not ready.
Even
if we are unable to “reset” the CREDIT-POINT-COUNTER and calculate the usage/balance
of credit points.
And
I suggest we do this, by declaring to the Corpo. Employers — and of course, to
Placement Agencies —
“Register
NOW.
Register
IMMEDIATELY.”
All
our services to you are absolutely FREE for June / July / Aug of 2006.
FREE
During
this period, you pay nothing for:
- Posting
your job-ads (both will be)
- Conducting
Resume Search (Conventional)
- Using
IIT (Interactive Interview Tool)
This
will give us sufficient time to develop & deploy a comprehensive
EMPLOYER’S DASHBOARD
At
the time of the launch, we will need only a simple tool (for ourselves) to
figure out how many corporates / placement agencies are registering
daily/cumulatively — and WHO are these.
Do
you see any problems?
(signed)
05 / 05 / 06
Logic
Cross-Checking
Chronology
|
Question |
Logical
Deduction / Inference |
Candidate’s
Rationalization |
|
✓ Age at which candidate
got FIRST degree/diploma |
[
] |
|
|
✓ Years taken to pass FIRST–SECOND
degree/diploma |
[
] |
|
|
✓ “Age” at which candidate
started his FIRST job |
Logic
for Antecedent Check
- We
have captured:
- a
→ Date of Birth (Year of Birth)
- b
→ Pass year of Degree
∴
b – a = Year of Degree – Year of Birth = Age at which candidate got his
FIRST degree
Does
this “Age” seem reasonable?
Say
between 20 → 23 years?
If
this “Age” (found/deduced) is
- too
low (say ≤ 18 yrs), then it looks fishy — worth probing.
- too
high (say ≥ 25), then it is worth checking whether that candidate had “failed”
once or more.
How
many years did you take to get your first degree?
What
was the duration of the degree course?
- In
case, candidate has listed more than ONE (first) degree/diploma
Then
{ Year of Second Degree } – { Year of First Degree } = Years taken to pass
the second degree
This
process can be repeated for the remaining degrees.
Of
course, this assumes that there was no “break” between the successive
degrees/diplomas.
This
logic will not work if the candidate took up a full-time job between
successive degrees/diplomas.
But
the process will throw up such questions as:
“How
come you took 6 years between getting your B.Sc. and your M.Sc. degrees?”
If
a logical/plausible explanation does not emerge, there is something FISHY!
- In
“EXPERIENCE” block, add up the figures in the second column, viz. “No. of
Years.”
This will denote Total Career Experience Years.
Next
step:
Take
“Today’s Date (Year)” and from that subtract “Birth Year.”
∴
(Today’s Year) – (Birth Year) = Current Age
Next
step:
{
Current Age } – { Total Career Exp. Years } = Age at which candidate started
his first job
Theoretically,
this would be the “Age” when he got his first job.
Does
this Age appear reasonable/plausible? If not, what is the explanation?
