RESUMINE (RESUME EXTRACTOR)
‘Resumine’ would have following aspects:
► Versatility
► Depth
Page 2/7
► Accuracy
By Jan 2004, we must target 95% accuracy (– balance 5% “errors” should be capable of being “edited” manually, online).
► Dependability
Presentation / Packaging
No matter how good maybe our "Resumine" in its functionalities, if our visual DISPLAY is poor, nobody will want to touch it!
Our User Interface must be totally intuitive and extremely user-friendly. And then it must “dazzle” the viewer. It must have a “Magic-like” quality! It must “spell-bind” the viewer and hold him in “awe”! It must “amaze” him!
With this in mind, I ask you to examine enclosed proposal re: its feasibility.
The screen is divided in 2 parts, vertically.
Left side will display actual resume which is being "extracted".
The idea is:
The highlighting — and turning red — of the relevant word is the proof that the software has accurately / correctly captured the value!
If desired, we can also provide another screen (like the ones developed by Sunitha/Vikram) — and a button — so that a “doubting” user can actually see the captured value INSIDE a field-box! — and be able to edit the same.
… and turning red a Value when the cursor is moved across it, is to DRAMATIZE / MESMERIZE the viewer with the
Elegance
Speed
Accuracy of datacapture
(In Version 5.0, moving the cursor, will make the computer to speak-aloud the word! — Text → Speech Conversion)
As far as the right-hand vertical bar of "Keywords Extracted" is concerned, initially it will be blank/white space. As soon as matchmaker has found/located/matched the keywords, this bar will suddenly get filled-up, in max ONE SECOND!
Here we can even design the software in such a manner that the order in which the keywords get arranged in the "bar" is exactly the same as the order (sequence) in which these keywords appear in the resume, so that the resume does not have to keep dancing up & down all the time.
Once again, moving the cursor on any keyword will turn it red (in the resume) and highlight it.
By arranging the keywords in…
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… a simple "sequence", we are avoiding the 9 "category-boxes", as also the confusion (difference of opinion) whether a given keyword is:
Skill
Knowledge
Attitude
Attribute
etc.
When we come out with Version 2.0, two things will happen when cursor is moved across a keyword in the vertical bar:
viz.:
#1 → Keyword gets highlighted in the resume (covered under Version 1.0)
PLUS
#2 → Next to that keyword, a box appears containing "synonyms" picked up from MS Thesaurus
e.g.:
I presume, integrating MS Thesaurus with highlighted keywords (in the resume) may not be very complicated, but you can imagine the impact on the viewer! How VisualThesaurus.com “GRIPS” us!
However, from the viewpoint of the recruiter / HR manager, what would be of great interest is the “PROFILE ENHANCER” box at the bottom.
This would contain the ⊕ rare keywords found in this resume, which (may) set this candidate apart from hundreds of others. These rare keywords may contain “clues” to some unique skill / knowledge that candidate possesses.
Now imagine the (pleasant) surprise of the recruiter, if he is looking for exactly such a unique skill!
Please discuss with me soon to finalize the “integrated” display.
⊕ Very low frequency of occurrence
RE-TRACT (or “RESUMINE”? — sounds better)
(Resume Extraction Software)
If we intend to offer a “Best-of-the-Breed” solution, we need to extract a lot of data from each resume, convert it into “information” & 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.
DATAMINING EXTRACTION TOOL (RE-TRACT) FOR RESUMES
| What “Data” should be extracted? | Why? Purpose? How will it help Recruiter?<br>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! | ||||||
| ▶ Name/s 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.What “DATA” should be extracted?
|
What "Data" should be extracted?
| 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 • avg. 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 payrise when he changed last job – I wonder why! |
| For entire career • avg. 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 the 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”? |
"Individual" Sub-Categories
These are the only "types"/categories of keywords which GUMMINE may not be extracting at all or extracting only in rare cases.
Rest of the words/categories, GUMMINE does manage to extract reasonably well, due to built-in logic. In these “categories” we need to increase the accuracy / percentage of extraction.
| Attitudes | Attributes |
|---|---|
| xxx, xxxx, xx, _ | yyy, yy, yyyy, _ |
Would you like this page integrated into the full RESUMINE white paper, or extracted separately as a logic gap analysis for enhancement planning?
Examples:
-
Accountability
-
Amicable
-
Anxious
-
Friendly
-
Supportive
-
Averse
As per your note:
“Once we compile this (Attitude words) list from TELL ME, we need a simple tool such as follows…”
Examples of Individual / Attribute
-
Accent
-
Acceptability
-
Accessibility
-
Accessible
-
Acclaimed
-
Accomplishment
-
Ace
-
Achievement/s
-
Acumen
-
Adaptability
-
Adaptive
-
Adept
-
Adjustable
-
Aggressive / Aggressively
-
Alacrity
-
Alert
-
Ambitious
-
Analytical
-
Aristocrat
-
Arrogant
-
Extrovert
-
Artistic
-
Attractive
Examples of Individual / Skills
-
Coordinating
-
Accomplish / Accomplishing
-
Accuracy
-
Acting
-
Anticipate / Anticipation / Anticipative / Anticipators
-
Aptitude
-
Assess
-
Assuming / Assumption
-
Assurance
-
Attain / Attaining / Attained / Attainment
Examples of Individual / Education
-
AICWA
-
AIME
-
AMI
-
AMIAE
-
AMIE
-
AMIE Chem
-
Civil
-
Elect
-
Mech
-
-
ACA
-
ACS
-
ACW
-
AICWA
Examples of Individual / Designations
-
Assessor
-
Accountant/s
-
Accounts Executive
From a job-advt. for "Manager-Financial Accounting" by
Resource Mgmt. Group Plus (P) Ltd., posted on 18 Sept. 2006 on MonsterIndia.com
A. Domain Knowledge / Skills
B. Business Competencies
-
Analysis
-
Business Acumen
-
Cross Border Thinking
-
Decision Making
-
Innovation
-
Negotiation
-
Leveraging Diversity
-
Planning
-
Organizing
-
Results Orientation
C. Leadership Competencies
-
Building Leading Teams
-
Change Management
-
Developing People
-
Holding People Accountable
-
Shaping Direction
-
Team Work
D. Personal Competencies
-
Accountability
-
Adaptability
-
Attention to Details
- Managing Partnerships
- Commitment to Excel
- Communication
- Conceptual Thinking
- Concern for People
- Influencing
- Initiative
- Learning Orientation
- Personal Impact
- Self Management
How does GuruMine help
→ a Recruitment Manager in particular
→ a Company in general
Ans:
Every time a company advertises a vacancy (either in newspapers or on websites), the Recruitment Manager gets flooded with hundreds or thousands of email resumes. Reputed companies also keep getting thousands of unsolicited resumes.
Hidden among these thousands of email resumes could be the very candidate you are looking for – the ideal person for the job.
But the problem is, how to find this person from a heap of unstructured resumes, which are practically “unsearchable”? A typical “Needle in the haystack” problem.
Any attempt to create a “searchable” database from these resumes, by getting an army of data-entry operators to read each resume and create a “structured database”, is fraught with danger!
It is beyond the intelligence of a data-entry operator to figure out:
→ skills / knowledge of the jobseeker
→ Functional Competence
→ the Industry background
→ Hierarchical Seniority
etc. etc.
This is tough even for an experienced recruiter.
And this is precisely the type of information a recruiter needs — in matter of seconds — to decide whether the candidate is worth shortlisting / interviewing or not. So, any database created by data-entry operator is useless.
But using its AI-based algorithms, this is precisely the type of info which GuruMine extracts from a resume!
And it stores this info in a structured database, making it extremely simple to zero-in on the desirable/suitable candidates in a matter of seconds, using GuruMine’s accompanying search engine,
RESU-SEARCH GuruSearch.
Having shortlisted a few suitable candidates from amongst thousands, a Recruitment Manager can send out “Interview Call Letters” –
– once again, in a matter of seconds!
If a Recruitment Manager finds that some “values” are missing in the structured database created by GuruMine, he can,
at the click of the mouse, email this database to the concerned candidate,
asking him to fill in the missing values & return the email.
Upon arrival, the returning email will automatically – and without any human intervention – update the database of that particular candidate!
Suppose I decide to discontinue my subscription (of your web service) after sometime or decide not to renew it, what happens to my resume database lying on your server?
Can I download it (– along with the STRUCTURED database) on my local hard disk? Thereafter, will it cease to exist on your webserver?
ANS:
Your resume database lying on our web-server is exclusively YOURS & it is completely INACCESSIBLE to anyone else.
In case you decide to discontinue (or not renew) your subscription at any time, you can download your entire resume database (email resumes + extracted structured database) on your local server.
This (downloading) process will automatically delete your database from our webserver.
It will cease to exist on our webserver.
► Suppose, after a gap of few weeks, I decide to “renew” my subscription of your web service, how do I go about it? Can I once again, upload my old database on your webserver — along with the STRUCTURED database?
Ans:
Yes, it is possible to “renew” your subscription after discontinuing.
If you reactivate within 6 months, you will not need to pay the "ACTIVATION-FEE" once again — and your Customer No. will not change — it will remain the same.
However, you will need to pay User Fee & Transaction Fee before re-activation takes place.
Upon receipt of payment — along with your request for "re-activation", we will “re-activate” your account by issuing to you, your new USER ID / PASSWORD.
Of course, you will be able to upload on our webserver, your old resume-database.
Will you be using OUR resumes for any other purpose? If so, what purpose?
Ans:
Your resumes will always remain completely “INACCESSIBLE” to anyone else — whether to any other subscriber of our webservice or even to OURSELVES!
No one will ever get to see/view YOUR resumes, nor forward the same to anyone else. Only you can do this.
Will I be able to search your own resume database? — and shortlist suitable candidates?
Would I need to pay any charges for such search/shortlisting?
Ans:
Yes, you will be able to also search our own resume database & shortlist candidates, if you so desire.
Of course, when you search our resume database, the identities/contact data of the shortlisted candidates is NOT revealed.
You may, however, tick ✔ those candidates (from our resume database) whom you would like to interview and email this to us. Upon receipt of your email, we will send you our “PROPOSAL” for organising interviews.
No fee is payable for conducting search/shortlisting.
For downloading resumes from our database, you pay as per the TARIFF CHART (MENU-CARD).
After downloading, you may contact those candidates directly on your own, at the “contact data” available in the resumes.
We do not assume any responsibility for the accuracy / up-to-dateness of any info (including contact data) contained in the resumes.
If I discontinue your web-service for a few weeks and then decide to re-subscribe/re-activate, do I need to pay "Activation-charge" once again?
Ans:
Yes please.
Do I need to enter into a “Subscriber Agreement” to avail of your service? Can this be signed online?
Ans:
Yes, you would need to enter into a “Subscriber Agreement” with 3P.
Yes, it can be signed online.
The “Terms & Conditions,” attached to the online Registration Forms (Free Trial and/or Regular Subscriber), constitute an agreement between you and Recuitguru.
You are accepted as a Subscriber when you accept these “Terms & Conditions” by checking:
► I/We agree with your “Terms & Conditions” and accept the same ☑
What are your “Tariffs” for different transactions? Are these tariffs the same for all subscribers? Are there any “bulk-discounts”?
What happens to my subscription if you decide to revise the tariff?
Is the subscription linked to any period?
Is there any refund of the “unused” amount of subscription, if I decide to terminate the subscription midway?
Apart from “Transaction-charge”, what is your charge for the memory disk-space occupied by our resume database?
In what different ways can I make payments for the webservice? Can I make “Online” payment using Credit-Card? Or ICICI online payment service?
Ans:
You can pay for our webservice as per one of the following options:
#1 → Thru ICICI Online Payment Service
#2 → Thru use of your “Credit-Card”
#3 → By crediting our Bank Account (as per details given below), by WIRE TRANSFER
A/c No: _______
Name of Bank: _______
#4 → By sending a Demand Draft drawn in favour of
“Three P Consultants (Pvt) Limited”
#5 → By sending your local “Account Payee” cheque drawn in favour of
“Three P Consultants (Pvt) Limited”
How will I come to know that the "balance" in my subscription account is running low and that it is time to replenish it with fresh payment?
Ans:
As soon as your “Balance” reaches 10% of the “Transaction Fee” initially deposited/paid by you, you will receive an email “alert” to that effect.
Your “Tariff-chart” shows “per-use” transaction charges in US $. But we do not have a Dollar-Account. Can we make payments in Indian Rupees?
Ans:
Yes, you may make payments in In
Do you plan to add further "modules" to your webservice to cover the entire range of recruitment process?
What are these modules & when do you plan to add these?
Ans:
Eventually, our webservice will span all the Human Resource related business processes, as shown in following chart.
Resu-Mine / Resu-Search is just the first module which will be followed by several modules. Initially, we plan to cover the entire recruitment process, to be followed by modules covering post-recruitment processes as well.
GLOBAL RECRUITER – A ROAD MAP
Is there any “Minimum” amount of transactions that we must execute using your webservice? — or a minimum monthly “Transaction-charges”?
Ans:
As of now, there is no such “minimum” of no. of transactions or amount of “transaction-charges”.
If I am an “Individual” and not a “corporate-body”, can I still avail of your web-service? Can I become your subscriber?
Ans:
Sorry! Our Global Recruiter webservice is only meant for corporate bodies / organizations / institutions...
Yes, sure.
Can we “add” / “delete” to the list of “Authorised Users” from our organisation who can use the webservice?
Ans:
Sure, at anytime you can add/delete to the list of “authorised users”.
Of course, such “addition/deletion” of user-names can be done only by the Chief of Personnel / Designated Person (COP/DP).
Anytime COP/DP makes such changes, our webserver will automatically send out an email to all concerned user(s) informing each of their changed “status”.
Not only can the COP/DP add/delete the list of “Authorised Persons”, but he can also make whatever changes he wants in the “ACCESS-RIGHTS” of each of the Authorised Person, as far as various MODULES are concerned.
Eg:
-
COP/DP may not want Mr. X to be able to access RESUMINE
-
or Mr. Y to be able to access RESU-SEARCH
-
or Mr. Z to be able to access “AD. COMPOSE”
etc. etc.
When one of our local Recruitment Manager, who is an “Authorised User”, leaves our employ, do we need to inform you? Do we also need to inform you the name of the person replacing him?
Ans:
This is absolutely essential. As soon as one of the existing “Authorised Person” leaves your employ (– or even submits his resignation!), you must, first, delete his name from the “Authorised Users” list.
This can be done ONLINE, by the COP/DP.
Simultaneously, you should send us an email (webservice@3pjobs.com) telling us about the change that you have carried out online – and the reason.
At all times, it is your responsibility to ensure that persons who you do not want to access/use the webservice are removed from the “Authorised Persons” list.
After deleting the name of the person who has left your employ, you can, at anytime, add the name of any other person whom you wish to authorise.
Would you accept your competitors (– other placement agencies / other jobsites etc.) as subscribers to your webservice?
Ans:
As of now, NO! For the moment we wish to restrict our webservice to “End-Employers” only.
Sure, any placement agency / executive search firm / jobsite etc. is welcome to subscribe to our webservice. We do not look upon them as our competitors but as our collaborators.
We strongly believe that placement agencies and jobsites would stand to increase their process productivity manifold, by subscribing to our webservice.
Will your “Subscriber Agreement” clearly state that the resumes which we have uploaded on your webserver for processing, are our own/exclusive “Intellectual Property” & that you have no property-rights or any other claim on the same?
Ans:
Most certainly, our “Subscriber Agreement” would contain such clause.
If we do not want to retain old resumes in our database (which unnecessarily occupy disk-space), what is the mechanism to “delete” the same?
In such an event, would you “add” these resumes to your own database? In such a case, will the PEN (Permanent Executive Number) allotted to that candidate change or will it remain the same?
Ans:
-
You will be able to delete from your resume database any (one or more) resume/s you do not wish to carry. The way to do this is as follows:
(Note: A box is drawn here, possibly to insert step-by-step instructions.) -
The moment you delete any resume from your database, it will not automatically get added to our resume database. The PEN does not change.
How do you ensure that the same PEN (Permanent Executive Number) does not get allotted to two (or more) different candidates?
How do you ensure that one candidate does not get allotted two (or more) PENs, if he submits his resume:
-
➤ again & again against our own different job-adverts?
-
➤ more than once against the same job-advert?
-
➤ against different job-adverts released by your different subscribers?
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