LONG TAIL JOBS

Shalaka,

Enclosed see tentative U/I. May be you can simplify

The main purpose is to have ONE page (one URL) on our website where Search Engine spiders can keep clicking links to index 40/50 million "keywords". Since keyword/ "Jobs/ Job Advts" will get listed a few million times on a single page.(Single URL), I expect that when anyone types "Jobs/ Job Advts" in the search bars of Google / Yahoo/ Bing etc. our SINGLE PAGE would top the list !!That would increase our traffic fantastically.

However, implementing this feature would require installation of Google Search Appliances API on our server IT may also require cleaning up of a lot of JUNK keyword's before uploading.

Therefore, it may be best to first tryout this feature extensively OFFLINE and upload only when satisfied.

To save one column in U/I, we can provide "APPLY ONLINE" button on each job - advt only - when click opened.

When "Current Jobs" get deleted (after 60 days) from "Conventional Job search," we should keep adding these to LONG TAIL.

And since Google Search Appliances API is supposed to work similarly to ISYS (-and perhaps better), next question is :-

Q. In our existing ISYS database, we already have a few lakh resumes which our consultants search using        

"Keywords" typed into ISYS search bar. Search results are a listing of documents (resumes) containing those keywords. These resumes are then clicked & opened, one by one, for reading.

All this happens OFFLINE. We have been using ISYS for nearly 15 years.

How about creating a parralel - and identical database of these resumes and let Google Search Appliance, index keywords and find the relevant resumes?

Kind of "LONG TAIL/ RESUMES (OFFLINES)

Then let our consultant’s comeback and tell us which application (ISYS US. GSA) Works better/ faster.

Hemen Parekh

JOBSEEKER REGISTRATION- ORGANIZATION PROFILE

Shalaka,

While interviewing anyone with 5+ yrs of experience, recruiters invariably ask:- 

               . Who do you report to ?

  

              . Who (-and, often) / how many report to you?

Answers to these questions, tell them candidates position (level) in corporate Hierarchy. The higher he reports, the more “important" his position. The greater the no. of people who report to him (span to control),the more responsible" his position. In good old days, many companies had a place for showing Your Organization Chart In their printed "Application Forms" (I had introduced this in L & T, when i became DGM + Personnel, in 1979).

I would like to introduce this as the STAGE 6 and named "Organizational Profile".This page, will present/ display to the candidate a "Block diagram" as shown on preceding page, except that,

    . Central Block will get onto - filled

    . There will be no need to say "Myself"

But, by showing upper block as "My Boss" and lower blocks as "My subordinates" (latest fashion - politically correct is to use words "My Reports" !), we are making things abundantly clear.

The moment candidate types in those blocks, inserted instructions disappear. Since a person may have many Subordinates, we could provide a horizontal scroll bar in the "Block Diagram". But, how can we show a huge horizontal Diagram in profile ?

Hemen Parekh

JOB SEARCH- R.I.P.

Shalaka, Alex

Displaying "Matching" job - advts the moment a candidate completes each STAGE of Registration (-so as to encourage him to APPPLY ONLINE - and, thereby "Market" our website amongst corporate)

Sending - out "Job Alert E - mails" to him every day, when "matching" job - advts get downloaded (thru RSS feed).

Re - arranging "Job Search Criteria" (-when he arrives on Job search Page after login) - based on

      . What criteria he had "used" in past

      . What advt. he had "viewed" in past

      . What advt. he had "Applied" in past

(A "Recommendations System" based on Click - stream analysis of his past behavior)

Someday (soon) JAM /"Apply Online" from mobile Implementing the above - mentioned features is a pre - requisite for generating a "Buzz" amongst jobseekers and getting traffic.

This would require capturing every click that he makes on our website. Only then can we compile his "database of intentions" This is better than providing a structured FORM called "MY JOB PREFERENCES".

Because "PREFERENCES" keep changing over time. These are dynamic - not static. As a person gets older/ rises in his career, his needs change. We must track these, interpret these (eg " (1) overall frequency of usage of a particular criteria  (2) Last one month's frequency of usage, etc).

We should give "Weight ages" as follows.

    . Overall frequency - 0.5 (50% weight age)

    . Last month's frequency - 0.5 (50 % Weight age)

For each candidate, we have to create 3 "click stream Analysis" tables, as follows.

Table NO. 1   ("Search Criteria" used Table)

Here we capture & store the frequency of usage/ selection of "Job Search Criteria" As shown in column 1 of Annex : A

Table No. 2 (What job Advts. did he open/ view?)

This is shown in column "2 of ANNEX A.

Obviously, he is not going to "open/ view" each & every job - advt that gets listed in search Table/ Search Results. Based on the data that gets displayed in search - results, he gets some more information about each listed job-advts. This table tells him something more about each advt.

So, out of these, a few advts. will "interest" him (i.e. those which SEEM to match his NEEDS"). He will click open these few to take a closer look to confirm that these DO really MATCH his needs.

So, at this (clicking) level, we get (capture) a deeper insight into his interests.

Eg. 

    . Which "Companies" Advt. he click - opens

    . Much  more frequently?

    . Which "cities" top in his search ?

    . What "Job Titles" attract his attention ?  etc. etc.

Table No. 3 (Finally, which Job Advt. did he apply ?"

Although he may open 100 job advts. (over a period of time), he may actually apply against only 6 of these What made him choose/ select only these 6, out of 100?

Obviously, when he "opened/ viewed" those 100, he found some "Additional Info" which were missing from the search result tabulation.

This "Additional Info" is shown in column of ANNEX : A.

What he "found" in

    . Job Description

    . Desired Profile

    . Keywords

rang a bell !

"Ah, here is my dream job !"

His mental computer quickly "indexed" all the keywords found in these 3 fields and (most likely) "Matched" these keywords, with the keywords he had listed in his own resume.

If he found a good "Match" between the TOW SETS of keywords, then that was his DREAM JOB.

Match Index = Raw Scored Of Resume / Raw Scores Of Job Advt.

The higher the index, the better the Match. But we know that

Candidates do not UPDATE their resumes at regular interval, to incorporate keywords pertaining to their RECENTLY ACQUIRED SKILLS. Resumes are obsolete !

Recruiters are LAZY / INCOMPENTENT and Just do not bother to incorporate the relevant keywords in the fields for

    . Job Description

    . Desired Profile

    . Keywords

Hence, to begin with, we will not bother to compute the MATCH - INDEX.

We will simple INDEX the words (all the words) Contained in each & every Job . advts. that this candidate "Applies" And add - up. And, rearrange these WORDS (not keywords i) in the DESCENDING Order’s, we will know, which WORDS are MOST FREQUENTLY found in all the jobadvts against which this candidate applied.

There is some "Co-relation" between these most frequently used words and the candidate's interest in those jobs (advts) which contain these words.

So, when we download (RSS feed) any Job - advt, we INDEX its WORDS. Here there is no "frequency" - Since most words are likely to have been used ONLY ONCE in any given (one) advt_although there can be exceptions. Then we compare as follows. If we find that any downloaded job. Advt. contains ANY of these 3 words, then we can assume that it may be of "Interest" to this candidate !

At this stage, I suggest that we do not worry about HOW exactly we will use these 3 Tables to recommended to a candidate some "Matching / Interesting" jobs.

At this stage, let us simply focus on

    . Capturing a candidate's CLICKS

    . Storing these CLICKS into 3 Tables

    . Arranging Cumulative totals of CLICKS into descending order.

These 3 Table are the FOUNDATIONS of our RECOMMENDATION System.

Once we lay a strong foundation (by capturing & storing the clicks into 3 tables) then we will figure - out the next step.

Hemen Parekh