Notes: AD COMPOSE GURU-AD

Bill Gates has referred to this software at length in Business @ Speed of Thought (in my personal library).

In the background of Global Recruiter, I suggest, read about Microsoft's own internal HR software "Headtrax" at

www.microsoft.com/office/visio/evaluation/casestudies/headtrax.asp.

"... allows users to automatically generate Organisation charts." (Visio in-box Organisation Chart tools - from a wizard that auto-generates the charts from external data.

This is very much what I had in mind (see my note on Website V4.0/5.0) But, how do we integrate this standard/bought-out package into Global Recruiter ? or do we reinvent the wheel ?

Kartavya GurUAd

27-11-02

Inder GuruAd 04-07-03

cc: Kartavya

cc: Abhi

cc: Vicky

Organisation Chart Drawing Tools

See enclosed cutting from Express Computer. I am sure there must be hundreds of software-products available in the market, offering facility for an HR manager to Construct his own Company's Organisation-chart.

I would not be surprised if many such software tools are even "freeware"!

I suppose these softwares, would permit construction of Org. charts, as per Sample enclosed.

Some (Software) tools, may even permit entering in each "position-slot", informations such as:

Joining Date

Birth Date (or Age)

Cadre

Current Salary

Total years of experience

Edu. Qualification

Each slot/position, becomes a kind of "mini-resume" a snapshot-at-a-glance

Then there could (conceivably) be such Org. charting Tools, where, when you move your cursor over the "Designation/Position-Name", a window opens-up, displaying, complete

JOB-DESCRIPTION

for that position!

If a Company is systematically organised & has already created a

MANUAL OF JOB-DESCRIPTIONS

for all positions, in the Company, then, to provide such a "mouse-over" feature is not difficult at all!

Our (longterm) objective should be to find (-or develop inhouse ?) such an Org. charting software, & integrate it, with our GuruAd Compose.

If we succeed in this (-and we must), then, everytime/anytime, an executive resigns/retires and need arises to fill that slot/vacancy,

all that the Recruitment Manager has to do is to Open the Org chart and double-click on the position-slot/block!

And presto!

Draft advt. appears before his eyes! - ready for editing.

As simple as that! You cannot get any simpler than this.

Recruitment managers around the World, would love this "elegance".

"No-fuss-recruiting" at its best!

This "vision" should not hold-up development of V 1.0 of GuruAdCompose (-for which, I would like to see a project-plan in next 2/3 days), but Inder should continue his R&D along this line (including calling S.K. Consultancy to give us all a demo).

04-07-03

Sample of a Typical Organization Chart

Organization Name: Larsen & Toubro Limited

www.expresscomputeronline.c

S K Consultancy

Organisation Chart Drawing Tool

S K Consultancy Services has introduced Organisation Chart Drawing Tool using VB as front end and Access 2000 /SQL / SQL 2000 as database to store data of employees and their reporting. The system has two types of reporting built to draw the organisation chart—administrative reporting and functional reporting.

The employee master will have following major fields, which can get reflected in the organisation chart such as employee generally referred name, designation, division, department, etc. In order to draw neat charts the user can select maximum of four of the fields mentioned above. The database can be backed up whenever the reporting changes. The old organisation chart can be viewed by selecting the appropriate database.

The organisation chart once prepared can be exported to Word or Excel or directly mailed to the concerned staff members whose e-mail addresses are stored in the database.

Contact:

Mandar Thakur,

S K Consultancy Services

Tel: (22) 28733297 / 28768923

Fax: (22) 28733297,

E-mail: skcs@vsnl.com

Website: www.s-kcs.com

GURUAD

BROAD EXPECTATIONS FROM THE AD-COMPOSE TOOLS

Draft advertisements

Masters for commonly used phrases
Job Descriptions masters
Company Profile masters
Designations Masters - Function-wise
Qualification Masters
Age limits for a given level
Salary Ranges for different positions
Contact details
Mailing Instructions to candidates
Validity Dates
Cost of Advertising
Mediums available for advertising

List of Newspapers, Magazines etc
Links for Educational Institutes, Professional Institutes etc
Links for Placement Agencies
Links for Job Sites/Job Boards

Design Advertisement Copy
Publish Advertisements
Gather Responses to the Advertisements
Keep records for analysis
Archive for future reference
Automate uploading on Job sites
Admin Tools to modify, post, repost and recall advertisements
Automated MIS Reports

As a recruiter I would expect the following from Ad-Compose Tool:

1.0 REFERENCE NUMBERING SYSTEM

1.01 It should be simple
1.02 It should be easy to remember
1.03 It should convey the date, year when advertisement was released
1.04 It should generate next number automatically
1.05 I should be allowed to insert numbers manually if required
1.06 It should have cross reference
1.07 It should be unique
1.08 It must be easy to back-track
1.09 It should be easy to build audit trail
1.10 Candidates must notice it and quote it
1.11 I should be able to edit, re-set and program numbering system as and when necessary
1.12 Log for the numbering system be maintain in the background automatically

2.0 TITLES OR DESCRIPTION

2.01 Catchy Titles; Catch Phrases
2.02 Interesting Visuals; Capturing Images
2.03 Job seekers should grasp it quickly
2.04 I want to know what should be included under this heading
2.05 It should convey what we are looking for

3.0 IMAGE BUILT-UP FOR MY ORGANISATION/ I WISH TO DESCRIBE MY COMPANY/CANDIDATES MUST KNOW ABOUT MY COMPANY

3.01 I want to know what should be included under this heading
3.02 Short but Sweet description of my Company
3.03 I wish to convey adequate information about my company.
3.04 I do not wish to leave out any info about my company, which candidates may be looking for
3.05 I want to talk about the leadership my company enjoys
3.06 I want to narrate the overseas contacts of my company
3.07 I will be happy to state about our collaborations
3.08 Turnover and growth of my company has to be projected
3.09 Our expansion plans are bound to attract the right candidates
3.10 It is important to tell about the locations from where we operate
3.11 We should narrate about our products, services and manufacturing capabilities
3.12 We would like to highlight the culture, vision and mission of our company

1/3

Kartavya

Abhi

Vicky

Inder

22/07/03

A TALE OF TWO CITIES

(GuruAd Functional Specifications)

In the GuruAd FS which I sent to you 2 days ago, I had mentioned that, while constructing a new job-advt. online, a Subscriber's first choice would be to look-up his own/similar job-advts released in the past.

I suspect, even today, this is exactly what recruitment managers must be doing - advert, offline.

The clever-ones amongst them, may even have their own { past } job-advts. in softcopy (digital) on their PCs. All that they may be doing is to copy & then edit the old advts. to create the next one!

Afterall, only a few "fields" need change.

The dumb-ones, may be keeping a folder of "hardcopies" & referring.

Real dumb-ones may be starting from SCRATCH

2/3

every time, they sit-down to construct a new advt.

NOW this being the case, we should make recruitment managers lives easy.

Allow them to upload their own PAST job-advts in GuruAd.

Then, by installing AUTO-CONVERTER tool as part of GuruAd, all such uploaded advt. will get processed (automatically) & create a job-advt. database.

Of course, we must perfect Guru Auto-Converter tool, so that all fields get extracted (Job-Mining).

Even then, we must provide a facility for the concerned subscriber/recruiter to be able to "EDIT" each & every job-advt (which he uploads), as soon as Auto-converter completes the conversion-process.

This "edit" facility would be especially useful, when Auto-converter, fails to correctly extract:

Industry

Function

Designation-Level

Actual Designation.

As far as these 4 fields are concerned.

3/3

no one is a better expert/a more knowledgeable person, than the Recruitment Manager of the concerned Company!

Irrespective of the "actual designation/position-name", the concerned recruitment manager, knows precisely, what is the "Designation-Level" or the exact "Function", as far as his company is concerned:

eg: a "Controller-Finance", can be, at

V.P. level in Company X

CFO " " Y

GM " " Z.

Same, with "Head-Marketing" or with "In-charge/R&D" or with "Officer-Planning" etc. etc.

IMPORTANT POINT:

See enclosed chart. Point to be noted is that as far as Job-Advt. Database on RecruitGuru is concerned, there is nothing like a PRIVATE database. Everybody gets to View/download everybody else's job-advt!

22/07/03

IMAGE-BUILDERS 22/07/03

"IMAGE-BUILDER" Databases

ITEM	Resume	Job Advt.
Documents (To be processed)	Unstructured email resumes	Unstructured job-advts.
Source	Received offline Received online on https://www.google.com/search?q=RecruitGuru.com Downloaded from jobsites Sent by Jobsites (exchange ?) Uploaded on RecruitGuru for Conversion by subscribers.	Scanned/OCR'd from Newspapers Downloaded from jobsites Constructed on recruitguru (online) by Subscribers Uploaded on Recruitguru by Subscribers (their own past job-advts)
Extraction Software	GuruMine	GuruAd (Auto-Converter Tool - online)
Access	Each Subscriber would create his own PRIVATE/SECURE database of ImageBuilders, which he alone can "access". Apart from these private databases, there will be a PUBLIC database of RecruitGuru, which all subscribers can access & download (on payment).	Irrespective of the "Source", there will be only ONE/COMMON PUBLIC database of ImageBuilder versions of all job-advts. This common database will be open/accessible to all subscribers. This means, everybody's job-advts can be seen/downloaded by everyone else! After all, once created & published (whether in media or on jobsites), advts. become PUBLIC DOMAIN KNOWLEDGE! There is nothing SECRET about a job-advt, once it is released.
Advantage	No one can "steal" a subscriber's private Intellectual Property.	Everybody (especially a subscriber trying to compose an advt.) benefits from advts. released by Competitors (-more relevant).
Corollary/Functional Requirement	Each Subscriber is able to create PRIVATE resume database, by uploading/converting own past/current resumes.	GuruAd must have a feature, whereby a Subscriber is able to upload & Auto-convert all of his own job-advts. released in past anywhere.

1/7

Inder

Kartavya

Abhi

Nagwekar $\checkmark$

26/06/03

Ad-Compose (GuruAd) Module - Functional Specifications (FS).

Enclosed find some thoughts on this subject.

I agree with the "System Expectations" listed by Inder

Viz:

"Draft Advt. in a minute"

I would go one-step further and say that, to create a "draft advt", all that a Subscriber/recruiter, should be required, is to simply enter, just one field, viz:

VACANCY/POSITION NAME: [Boxed area for input]

and presto! - the draft emerges on the screen! Of course, it will be a "draft", which he would need to "EDIT" before submitting.

But, as I have repeatedly said,

starting from a blank page, requires a lot of Creativity. The fact that you are an experienced executive, having tons of

2/7

TACIT KNOWLEDGE, does not help.

But,

if you are presented with a draft, your expert knowledge, immediately discovers, what is Wrong/jarring/absurd/incongruent/ inconsistent/contradictory/irrational etc. etc..

And,

you are able to "edit" the draft (may take 2/3 quick trials) in a minute!

You may call this "intuition", but what really happens is that, thru years of practical experience, your mental-computer has developed some "DECISION-RULES". Your mind applies these rules to the draft in front of your eyes and is able to quickly "Spot" anomalies/inconsistencies. This happens real fast, and seems to be a VERY SIMPLE exercise.

You "know" what is wrong with the advt., the moment you look at it and you are able to set it right in seconds! Seems almost effortless exercise.

Not only that, but, someday we will

3/7

build/develop a "NeuralNet/Fuzzy Logic" software, which will record/memorise, every "edit/correction" carried out by recruiter in the draft. It (the software) will "learn" from these "mistakes" & then "modify" its "decision-rules", and create better & better "draft advts" in future, requiring less and less "editing/correction"!

In the meantime, how do we go about presenting to the recruiter, a most tentative draft, the moment he enters,

VACANCY/POSITION NAME?

Simplest way is to present/display to him, a number of past advts, released by Competing Companies, for identical Vacancy/Position.

Of course, still better would be to display to him, his OWN company's, past advts for identical Vacancy/Position. Assuming that, while drafting such a past advt, he (or his predecessor) had taken lot of trouble, the draft (really a past advt), would require very little "editing", if at all.

And, of course, every new advt. (for identical vacancies) gets stored in the database, against that "VACANCY/POSITION NAME". So, next time, he is able to view all variations.

4/7

But, as of today, we have only 30,000 job-advts downloaded from various jobsites. These are unlikely to cover, all,

23 Industries

56 Functions

9 Designation-levels

5000 Actual Designations (may be!).

50,000 Company-Names

So,

if we ask recruiter to simply enter VACANCY/POSITION NAME

and wait,

then, there is every possibility that the database (of 30,000 job-advts), may return ONE or NIL results!

This approach would give good results, only when our job-advt. database grows to 500,000.

Therefore, as soon as, Deepa becomes free, we should get her to download 2000 job-advts daily from various websites (-to begin with job-advts released by Indian Companies on Indian jobsites only). Even at that rate, it would take ONE FULL YEAR, to download 5 lakh job-advts!

5/7

Abhi, may consider training Pandey/Tushar to download job-advts (by distributing different jobsites to different persons working on independent machines).

As soon as we can make Vittal/Samata free from their current work, they too could work on this (-we have no limitations on installing MYRIAD on any no. of machines).

We may even be able to strike a deal with jobsites (-some kind of barter ?), under which, they give us their job-advt database (in XML).

We can make, similar deal with Newspapers (especially "Times") in return for "JOB MARKET PROFILE" graphs? Afterall, most leading newspapers are composed digitally (before printing) & their job-advt database, is in digital format. I would not be surprised, if Times of India, uploads, on its own website (timesjobs.com), all of its print-media advts.

But, even with these multiple efforts, we may not be able to build-up a job-advt database of 5 LAKH job-advts, before 6 months!

But Launch of GuruAd, cannot wait that long!

6/7

So, what is the alternative?

According to me, a Viable alternative is:

We create some (rather Crude) MASTERS for

* Man Specifications (incl. Candidate Profile) Master

* Advt. Related Info. Master

* Company-Profile Master

* Job Description Master

etc.

Then, ask our Subscriber-Recruiters to "CUSTOMIZE" these MASTERS, to suit their own company's requirements.

It may take them a day or two, to carry-out this CUSTOMIZATION OF MASTERS,

but then, they have to do this only ONCE, at the beginning. It is a one time effort, which will save them many many hours later on. We must sell them this idea.

Most likely the following MASTERS, would be independent of the Vacancy-to-be-filled:

$\textcircled{1}$ Advt. Related Info Master

$\textcircled{2}$ Company-Profile Master

7/7

Whereas, the following MASTERS, would depend upon VACANCY/POSITION:

$\textcircled{1}$ Man-Specifications Master

$\textcircled{2}$ Job Descriptions Master

From tool, "Actual Designation Splitter" we get:

[Flowchart: Actual Designation Splitter leads to Designation Level and Function]

So, for every VACANCY/POSITION entered by a recruiter, we know, Desig. Level & Function.

[Flowchart: Desig. Level & Function leads to Man Spec. Master and Job Description Master]

After all of you had a time to read this note (& enclosed paper), Inder should organise a meeting, by early next week, when, we should debate & finalize an approach to

GuruAd.

26/06/03

[Flowchart/Organization Chart]

AD-COMPOSE (Ad Guru)

Branches into:

MASTERS/STATIC INFO

To be created by each Subscriber in the beginning. Each Master to have several versions - all "Editable"
Man-Specifications Masters
"Company-Profile" Master
"Advt. Related Info" Master

View STATISTICS Page
Manpower Request & Approval Page
COMPOSER/VARIABLE INFO

To be Composed with the help of "Knowledge-Base" of 100,000 Job Advts.
Job Description
Candidate Profile

MAN-SPECIFICATION MASTER

A Subscriber can "edit" this & create a "customised" Master for his Company

ENTER DEFAULT VALUES IN THIS CHART

Sl No.	Designation - Level	Basic Edu. Quali' Level	Branch	Additional/ Professional Qualification	Max Exp. (yrs)	Min Age (yrs)	Max Age (yrs)	Language Skills Speak	Language Skills Read	Gross Annual Salary Range Min	Gross Annual Salary Range Max
	CEO/COO/CFO
	President
	V. P.
	G. M
	Manager
	Officer
	Supervisor
	Trainee

"COMPANY - PROFILE" MASTER

PROFILE CONSTRUCTION TOOL/AID

Sl No.	To select a sentence, click on check-box	[Checkbox with up arrow]
		[Checkboxes]
	Whichever sentence is checked $\checkmark$ gets transferred in bottom box	[Checkboxes]
		[Checkboxes]
		[Checkboxes]
		[Checkboxes with down arrow]

For your Company-Profile, You have selected following

[Large empty box]

NOW, you can EDIT/MODIFY any of these expressions or even ADD altogether NEW sentences. When satisfied, click SAVE AS MASTER

Now, everytime, you are composing a job-advt., the above MASTER will get incorporated in the job-advt AUTOMATICALLY. Of course, you can edit it, even at that stage.

# Nos 10/(18)/(29)/(32) are for Placement Agencies. Create a Separate Tool for them- as distinct from Tool meant for Companies. (Remember that 70% of all job-advts. being posted on jobsites are by Placement Agencies and therefore, they are the biggest recipient of Resumes. I expect them to be our important Subscribers to Recruit Guru- so, we must pay special attention to their NEEDS!)

S.No	COMPANY PROFILE DESCRIPTION	INDUSTRY
1	XXX is 100% subsidiary of the FRENCH MNC	Electric
2	A global leader in ELECTRIC DISTRIBUTION	Electric
3	XXX is [circle] 3333 [end circle] Crores engineering conglomerate	Engineering
4	XXX's manufacturing complex at HAZIRA, Gujarat is spread over [circle] 200 [end circle] acres	Engineering
5	We employee [circle] 1000+ [end circle] skilled employees	Manufacturing
6	HAZIRA Plant with a production of Rs [circle] 100 [end circle] Crores........	Manufacturing
7	....... is a pioneering in engineering manufacture of high-tech equipment	Manufacturing
8	We promise a stimulating working environment	Manufacturing
9	We profess a unique professional culture	Manufacturing
10	Our client is a ISO 9000 certified MNC having plants in Maharashtra	Manufacturing
11	The company is a market leader in the business of HYDRAULICS	Manufacturing
12	We are engaged in manufacture of precision fluid power products	Manufacturing
13	A leading Electrical Engineering Company who are national leaders in their products	Engineering
14	For our newly commissioned plant at Nasik we require...	Engineering
15	The plant has collaboration with a world reputed international company	Engineering
16	XXX is a leading multinational in the healthcare business with turnover exceeding Rs [circle] 350 [end circle] crores	Healthcare
17	We are known for our professional management worldwide	Healthcare
18	Our client is a leading manufacturer and exporter of jeans, garments to USA & Europe...	Manufacturing
19	... with annual sales exceeding Rs [circle] 50 [end circle] crores	Manufacturing
20	The group has ongoing ties with leading international brands	Fashion
21	[Empty]	Export
22	India's #1 private sector group providing TELE SOLUTIONS	Telecom
23	Fuelled by strongly forged alliances with world leaders in the field of TELECOM	Telecom
24	The Group comprises of a network of synergistic companies	Telecom
25	...where growth and business have been strategically planned towards achieving...	Telecom

# The TOOL should be "fill-in-the-blank" type $\checkmark$ [circle] / [end circle].

# Whatever NEW SENTENCES a Subscriber adds in the tool, to create his Company's profile, should get automatically ADDED to above-shown database, so that it keeps growing & growing & growing, as more & more company-profiles are created.

S.No	COMPANY PROFILE DESCRIPTION	INDUSTRY
26	... a group turnover of Rs [circle] 450 [end circle] crores by (2006)	Telecom
27	XYZ Ltd. has already begun commercial operations in the sophisticated [circle] Telecom products [end circle]	Telecom
28	The company plans to enter the Capital market shortly	Telecom
29	We have been retained to select	Electronics
30	XXX are a High-Tech Engineering company manufacturing sophisticated [circle] Electronics [end circle] products including...	Electronics
31	...in collaboration with world leaders from UK & USA	Electronics
32	To fuel their expansion plans, we have been retained to select ace Marketing Professionals	Manufacturing
33	A Government recognized Export House	Fashion
34	XXX products have been holding the pride of some international brands in USA for the past [circle] 15 [end circle] years	Fashion
35	As a major expansion plan they have set up a unit at [circle] Navi Mumbai [end circle] to manufacture Jeans	Fashion
36	Professionalism coupled with quest for Quality has been the hallmark of our Company	Manufacturing
37	XXX plant at Goa has the state of the art technology	Chemicals
38	Our client is a leading exporter of ready made (GARMENTS) ....................	Fashion
39	.......... based in/Mumbai and exporting to USA/Europe/Gulf	Fashion
40	Owner of international brands, the client is planning to set-up a manufacturing base at [circle] Banglore [end circle]	Fashion
41	Present exports of Rs [circle] 18 [end circle] crores comprises of exclusive [circle] woven garments & jeans [end circle]	Fashion
42	For our plant at Valsad we require.	[Empty]
43	(XXX) have interests in manufacture of (YYY)	[Empty]
44	A [circle] German [end circle] multinational Technical Services Organization having offices in [circle] 21 [end circle] countries...	Services
45	[circle] Europe-USA-S E Asia [end circle] and employing [circle] 5000 [end circle] highly qualified professionals specializing in...	[Empty]
46	XXX is a dynamic, hi-tech Group engaged in manufacturing and marketing of world-class	[Empty]
47	The group's ambitious expansion plans will take its turnover past Rs. 999 crores mark by (2007)	[Empty]
48	Western region alone will contribute Rs [circle] 55 [end circle] crores.	[Empty]
49	To participate in this growth we invite career oriented professionals for the following positions	[Empty]
50	To export Rs (100 Million worth (automotive components) annually to their American Joint-Venture Parteners...	[Empty]

"ADVT. RELATED INFO" MASTER

Enter Default Values in this chart

No. of Vacancy = [Boxed area for input] 1

Posting Location = [Boxed area for input] By default, "city" as in Advertiser's Address

Position is = [Boxed area for input] Permanent

Working Hours = [Boxed area for input] Full Time

Last Date of Application = [Boxed area for input] By default, 7 days from dt. of submittal

Name of Advertiser Company = [Boxed area for input] By default as given in Registration

Address = [Boxed area for input] "

Phone = [Boxed area for input] "

Email = [Boxed area for input] "

JD/1

CONSTRUCTING A "JOB-DESCRIPTION"

There are two options, which we can consider offering to a Recruiter, when he wants to write/create a job-description.

OPTION #1

Job descriptions are mainly built around "Keywords", belonging to a given Function.

We have already identified some 56 functions. Under each of these, we have listed 30/50 Important "Keywords" (based on their weightages/frequency of occurrence).

We have also downloaded some 30,000 job-advts from various jobsites. Maybe, between them, these job-advts contain 3 lakh sentences in their "job-description" sections.

Presumably, each of this sentence contains one (or more?) of the "Keywords".

Let us regroup these sentences "Keyword-usage" wise.

eg: Group together all the sentences containing Keyword "Training" or "HRD" or "Manpower Planning" or "IR" or "Recruitment" or "Compensation-Policy" etc. etc..

JD/2

Now, we know that all these keywords belong to "Personnel/HR" function.

Hence tool will look like following:

Select Function: ["Personnel & HR" in box with checkbox and down arrow]

[Bracket] This function contains adjacent keywords. Select any

Training	[Checkbox]	[Up arrow]
HRD	[Checkbox]
Manpower Planning	[Checkbox]
IR	[Checkbox]
Recruitment	[Checkbox]	[Down arrow]

You selected Manpower Planning.

Now, from the following sentences all of which contain this keyword, select those, one (or more), which you feel best describe the job to be performed.

	Sentence
1		[Checkbox]
2		[Checkbox]
[Empty space with lines]		[Checkbox]
		[Checkbox]

[Button] CLEAR [Button] SAVE

Repeat this process with as many "keywords" (belonging to this function) as you want. These will get transferred to "Job-Description" box, where you can edit.

JD/3

Job Description Box

(You can edit/add new sentences/rearrange etc.)

[Large empty box]

[Button] SAVE

Of course, this method of constructing a job-description would be a very slow, tedious, process, if:

a given "function" contains 40 keywords, and

on an average, there are 200 sentences (in the database of sentences) for each keyword.

That would mean $40 \times 200 = 8000 \text{ sentences to be read } & 40 \text{ selected!

Of course, if this method/process, is offered as a ONE TIME activity to create a MASTER for each FUNCTION

(which then gets stored & reused, again& again, everytime a job-description needs to be constructed for that function),

then, the recruiter may not mind. By "Customising" function-wise, "job-descriptions", he will save lot of time in future.

JD/4

OPTION #2

We have 30,000 job advts. These can be re-grouped as per 56 functions. So, on an average, there may be 500 job-advts for each function.

The MASTER-CREATION TOOL, will ask recruiter to first select any function of his choice.

Select Function [Boxed area with]:

| Marketing | [Checkbox] | [Up arrow] |

| R&D | [Checkbox] | |

| Production | [Checkbox] | [Down arrow] |

You have selected Marketing function. For this function, we have following job-advts in our database. From these, you can select any number, for Viewing & editing.

Sl. No.	Advertiser Company Name	Position Advertised	Select
	Voltas	Mktg. Mgr.	[Checkbox]
	L&T	GM - Mktg.	[Checkbox]
	Godrej	Sr. Mgr - Mktg.	[Checkbox]

Displaying "Job-Descriptions"

Advertiser: Voltas	Position: Mktg. Mgr.
Sentences
1	[Checkbox]
2	[Checkbox]
3	[Checkbox]
[Empty space with lines]	[Checkbox]

JD/5

Alternatively,

we show the entire "job-description" in the block above (without breaking-up into sentences)

and ask/enable the Recruiter to "drag & drop" (by highlighting) one or more sentences to an adjoining CONSTRUCTION-BLOCK

and then Edit/modify/add.

The advantage of this OPTION #2 is that,

As a recruiter wanting to compose a job-description, I would automatically choose those job-advts (for display) which are:

* for Same/Similar "Vacancy Names"/"Positions"/"Titles" - which, I too am looking for

* released by my Competitors/Companies belonging to my own Industry.

I know/believe that my co-professional, Recruitment Manager, in that Company would have done a "good" job of writing a job-description and that if I use the same, I cannot go wrong! This is plagiarism at its best! Of course, I would add 2/3 sentences which may be UNIQUE to the vacancy in my company.

JD/6

Once again, this is a ONE TIME trouble/effort & I store this UNIQUE job-description so that I can use it again & again, everytime I need to advertise same/similar vacancy!

In fact, if, in our database of 30,000 job advts, a recruiter-subscriber, happens to chance upon his own Company's past advertisements (for a given VACANCY), then he may simply/blindly copy it, to speed-up the matter!

Why re-invent the wheel?

And If our job-advt. database grows to 100,000, (or even more), a Company will have a greater chance (probability) of finding:

its own/similar position job-advts

its Competitor's/similar position job-advts.

And, as time goes, each new VARIATION of a job-advt, keeps getting bigger & bigger.

1/2

Kartavya

Abhi

Nagwekar

Inder

04-06-03.

Function Specs - [Ad Compose Module] - [Interview Module]

We know that leading jobsites (monster/Naukri/Jobs Ahead/Jobstreet etc), already have a Resume Tracking Service.

For each job-advt released by a Corporate-Subscriber, the software, records (& displays):

Total No. of resumes received

No. of resumes found "Good" & shortlisted.

(I am not aware what criteria these softwares use, to sort between "good" & "bad". Inder should try to find out.

So, when we plan to do the same thing (See my yesterday's notes, CFC(I) & CFC(II)), we are only trying to "copy"!

But what surprises me is that why these jobsites have failed to take the next, logical step, and "predict" how many resumes are likely to be received by the advertiser, against any given job-advt that he posts.

2/2

They (the jobsites) have all the statistics to produce following kinds of frequency-distribution graphs (one for each "FUNCTION"):

(Say) Function = R&D

Population : 2342.

[Boxed area for "Of past Job Advt."]

This curve shows the "probability" of receiving XYZ no. of resumes (within $\pm 1\sigma/2\sigma/3\sigma$) for a given "function"