FIELDS TO BE EXTRACTED

Kartavya

Abhi

Inder

21-01-03

RE-TRACT (or “RESUMINE”? — sounds better)

(Resume Extraction Software)

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If we intend to offer a “Best-of-the-Breed” solution, we need to extract a lot of “data” from each resume, convert into “information” and then turn it into “knowledge” for the benefit of our Webservice subscribers.

Enclosed pl. find a few examples. If 3 of you apply your minds, I am sure you can come up with many more ideas.

We don’t have to introduce all these “features/functionality/visual-graphs” etc. in one go.

There will be many VERSIONS — some may be “priced” as separate, standalone transactions whereas, some others may be introduced as “upgrades” (free) of original feature.

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✍️

cc: Raju – Mitchell – Sri Ram – Nimit

Pl. do send further suggestions to Kartavya, in enclosed format.

DATAMINING EXTRACTION TOOL (RE-TRACT) FOR RESUMES

Data → Information → Knowledge

Dated: 21-01-03

What "Data" should be extracted?	Why? Purpose? How will it help recruiter? What “inference” can he draw from data?
▶ Name of University	He has attended a respectable Univ/college.
▶ No. of Degrees & Diplomas	Highly qualified person / Holds a "foreign" degree.
▶ "Age" at which passed-out	Must be brilliant to get an MS at the age of 22!
▶ Names of Employer Companies	- Seems to have worked for reputed / unknown companies. - Why did he leave a well-known Co. to join a small/unknown company? - Started out with "good" companies but seems to have gone "astray" after 10 yrs. of experience!
▶ Name of Cities (where posted)	Why did he choose such a "godforsaken" remote/small town? Why did he move from Mumbai to Shirdi?
▶ Name/s of BOSSES	He has worked under Mr. XYZ, who is an outstanding professional. Must have had good training/exposure. DATAMINING EXTRACTION TOOL (RE-TRACT) FOR RESUMES What “DATA” should be extracted? Why? Purpose? How will it help Recruiter? What “inference” can he draw from data? ▶ Duration / Tenure in different jobs • Max. Tenure • Min. Tenure • Ave. Tenure • Total Yrs. of Exp • No. of Jobs held during career. • He looks like a “job-jumper”! We may have to look for a replacement in 1 yr! • 8 jobs in 12 years! What is this guy up to? Can’t he get along with anybody! Let me probe further. • 2 jobs in 25 years! Does not look “ambitious” enough! Do you think he got 1 year experience 15 times? ▶ PROMOTION / DESIGNATION HISTORY (See “Career-Growth Graph enclosed) • Seems he would do “anything” to get a better/higher designation — even accept a “salary-cut” / move to a small town / take up job in a virtually unknown company. • Seems to have moved-up “Career Ladder” at a reasonable pace, neither too fast, nor too slow. • His “responsibilities” do not match with his designation / seems overdesignated. • He seems to have reached his “level of incompetence”! • Watch Out! He seems overambitious (for us)! What "Data" should be extracted? Why? Purpose? How will it help Recruiter? What "inference" can he draw from data? ▶ For each job: – starting salary – ending salary – ave. salary growth (% rise/year of service) ▶ Seems to have got a “hefty” pay rise every time he changed job – so that explains why so many job-changes in so few years! ▶ Insignificant pay rise when he changed last job – I wonder why! ▶ For entire career: – ave. salary growth (% rise/year of total exp.) ▶ He accepted a “salary-cut”? Something seems fishy! Must probe the motive. (See MOOLAH-MANIA attached) ▶ For his “Age/Exp/Desig. level”, isn’t current salary too low/too high? What is “Median/Average” for his: → Industry or → Function at this “Age/Exp/Desig. Level”? ▶ If he is used to such annual “Pay Rises”, how long will he hang around with us? Won’t he be on a look-out (for a better pay packet) all the time? ▶ We seriously need to look at our “Compensation-structure” & revise it upwards ▶ Hey! Why not we too introduce “Performance-Linked Variable Pay”?