KEY WORD AGGREGATION BY COS

Kartavya

Getting "Competitive Edge"

Pl. refer to my note dt. 21/02/03, and the design of "Search-Engine" interface attached.

In that UI, I had suggested that the recruiter may be asked to click-on one or more keywords in the bottom boxes. He could even type-in extra keywords not found in the list presented to him.

The idea was to "aggregate" such keywords (for every type of search i.e. for every Industry-type & every function-type) to build-up a knowledge-base of WHAT keywords are important to recruiters. This aggregation over a long period would tell us:

"What kind of a keyword-profile is a recruiter expecting in a candidate belonging to

→ ABC Industry ?

→ XYZ Function ?"

Building-up such a knowledge-base (as captured from thousands of recruiters), would,

over a period of time improve our ability to "predict" the "success-rate" for each candidate, depending upon, whether same keywords are also found in his resume.

But recruiters / HR managers are notorious when it comes to writing "job-description" for a given vacancy! This is because the precise Industry-related or Function-related keywords just do not come to their minds! Most HR managers would run-out of the keywords after typing 4/5 at most!!

And simply because this (thinking-up and typing keywords) becomes an intellectually "exhausting" exercise, they would simply give-up without trying! That defeats the idea of "capturing" their knowledge.

So, I have thought of another, hopefully simpler / easier way.

Lookup UI attached.

Here, I propose to "reverse" the entire exercise.

The moment a recruiter ticks ☑ on any particular “Industry” or “Function”, all the keywords (i.e. 80% cut-off) will fill up the bottom box.

Simultaneously, the Competence-profile bar would also appear, going right upto 100% match.

In other words, we are saying,

“If all the following keywords were to be present in the resume of a given candidate, then, for the “Industry/Function” selected by you, Mr. Recruiter, he would be THE IDEAL candidate, scoring 100%.”

But since, such an IDEAL candidate simply does not exist, you will need to compromise!

You can do so, by clicking ☑ deleting a few from the list below, which are not very important/relevant to the position that you are trying to fill.

Now, as the recruiter searches the list of keywords (up & down), figures out which are (relatively) less important and starts ticking the boxes ☑ to delete,

PRESTO!

(representing each deletion), with each tick, the Competence-bar “shrinks” (& a new “% Match” value appears!!) → let us not show these % values for reasons given later.

Once again MAGIC.

Once again INTERACTIVITY.

Once again POWER TO MANIPULATE.

• everything in the hands of recruiter.

If deleting a particular keyword, “shrinks” the bar too much, he can UN-TICK/RESTORE & pick some other word to delete.

So, we are permitting the recruiter to

FINELY CALIBRATE

the desired Competence-profile. We could title this box “PROFILE CALIBRATOR”. Jargon impresses!

Now,

If the resume database was very large (e.g., Monster – USA),

then, it would be even possible to display a counter:

No. of Candidates 
meeting your 
desired profile
        94

which changes with deletion of each keyword!

Then the recruiter even gets to know, at each tick, whether he is fine-tuning, very fast or too slow.

He is essentially widening/narrowing his search thru adding/deleting keywords.

I believe such a display would have tremendous impact on recruiters.

In fact, if his database is quite small, no number of suitable candidates found would appear inside the counter, until, maybe, he…

deletes more than half of the keywords!

(At this stage, we can flash a polite message, asking him to conduct the “exercise” on 3P’s database! – subliminal marketing!!)

Such a (LIVE) exercise would also tell him that, to find even a few “passable” candidates, he has to make “unacceptable” compromises!

The only “downside” of my proposal is that, at one go, we are revealing, even to our competitors & other jobsters, all the keywords that make up our various profiles!

But, just knowing the keywords does not help them, because we are not revealing the weightage (the frequency) of each keyword! Without this, it is small consolation to know the list.

(Never show % e.g., 80% at the end of the bar)

As far as recruiters are concerned, given/presented with a list of keywords,

it is relatively easy to figure out

→ what words to delete

→ what words to retain

by going forward/backward & increasing/decreasing the Competence Profile bar.

This is hardly “exhausting” – mentally or otherwise.

If anything, this looks like SO-MUCH fun!

Let us try.

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25 Apr 03