SALARY DESIGN LEVEL PROFILES

Kartavya

Salary Progression Profile / Career Progression Profile

11-08-03

In my yesterday’s note, I said we will make these profiles available both to jobseekers & to corporate subscribers.

To jobseekers:

• FREE (as a “carrot/incentive” for them to come online & fill up those content forms).

To corporate subscribers:

• PAID (Rs. 10 for viewing / Rs. 50 for printing).
  (—after all, we have to make money somewhere—& corporates are the only people who will pay!).

But, we must NOT make available the whole range of profiles (1.02 billion combinations) to the jobseekers.

We are giving away these profiles “FREE” to the jobseekers and therefore, must restrict this “give-away” only to the barest minimum—just enough for him to become “incentivised” to log in & fill up those forms. No more!

And therefore, I suggest that to any jobseeker we make available (free) only following profiles:

1. Professionals of same Age-Group as himself

2. Professionals of same Edu. Quali.

3. Professionals of same Experience

4. Professionals of same City

5. Professionals of same Industry

6. Professionals of same Function

7. Professionals of same Designation Level

In any case, a jobseeker would want to compare himself (—and, especially his salary & his designation) with his PEERS only.

For a “Manager” to compare himself with other “General Managers” is meaningful.

Or, for a “Pharma” industry professional to compare himself with a “Telecom” industry professional is equally meaningless.

And since, for every jobseeker, we have captured the above-mentioned 7 fields, we can ensure (thru appropriate logic) that he can see/view only these 7 comparative-graphs and nothing else.

Of course, software should automatically add 1 year to his age on each birthday. Same with “Exp” (—although there is a possibility that he might be “unemployed” for last one year!).

Now, of course, there is a possibility (at least, when we upload 100,000 email resumes on our own website), that a Candidate will come back from time to time to “EDIT” his own structured database online.

Q. Should we allow/permit him to simply — and directly — change/alter the structured extracted database WITHOUT also pasting corresponding “revised” email resume?

(Diagram drawn showing four parts: A = Structured Database, B = Email Resume, C = Graphs, D = Keywords.)

If he only makes changes in A without making corresponding changes in B, there can be/will be serious ANOMALIES! He may do this unintentionally or (worse) intentionally! — just to be able to see/view different salary-profiles!

Example:

Suppose, I continue to be a “Manager” but in Part A, I come & edit my designation to “General Manager” (or my “Industry” / or my “Function”).

So that now, I can see/view those salary graphs.

I try to “cheat” the system!

Damage is not so much that the candidate gets to see/view a few more graphs.

The real damage comes when a client shortlists him (—really, software shortlists him) wrongly — based on such “doctored” fields! Entire credibility of our search-engine will be at stake!

So, what do we do?

Can we/shall we say that A / C / D cannot be “edited” at all!

The only way a candidate can effect any change in A, C, D is by changing B! He has to post/paste his revised email resume, if he wants to edit his profile.

Then, in the background, we can ask the software to generate following template:

Comparison of Profile of A.J. Mehta (A):

Field	Based on original email resume dt □	Based on revised email resume posted dt □
Name
Address
Current Co.
Total Exp.	15	30
Designation	Officer	Vice-President
Industry	Pharma	Telecom
Function	Sales	Mfg.
Edu.	B.Sc.	Ph.D.
D.O.B.	9-11-45	11-9-37

Software

Now, if it finds ANOMALIES (we will need to define anomaly for each field) of the kind shown on previous pages, then an “ALERT” message should flash! — and maybe an automatic email will go out to that candidate, requesting an “explanation”. If the “explanation” is not satisfactory, the resume should be deleted from database (of course we must not allot / re-allot his PEN to anyone else. Only an asterisk will show that the PEN has been “blacklisted”).

On our website, even today we have a feature whereby every candidate gets an automatic email (once-in-6-months?) to come & edit his “Resume Form”. This will need to change (the message).

Of course, we also have an automatic email birthday greeting going out on each candidate’s birthday.

A related problem is

— when we convert a candidate’s email resume for the FIRST TIME and find some fields “missing”, how do we get him to fill in the correct “values”?

(1) Can he do it “online”? If so, how?

(2) Can he fill-in “offline” & return “smartmail”?

(Signed off with initials + date: 11/08/03)

Kartavya – RESUMINE

1. Salary-Progression Profile

2. Career-Progression Profile (Designation Profile)

At present, we have not made any provision to capture:

• Salary

• Designation-Level
  in Resumine.

We do capture “Current Designation” – but not “designation-levels” over entire career.

Unless we succeed in capturing:

→ “Annual Gross Salary” for each year of career

→ “Designation-Level”

We cannot plot the “Progression-Graph” of a given job-seeker, nor can we compare his graph (growth) with the average/median (Line of Best Fit) for the entire population.

And of course, we cannot plot/compare his graph with following sub-populations:

1. Persons of same “Age-Group” (20 levels)

2. “Edu. Level” (8?)

3. “Industry” (26)

4. “Function” (53)

5. “Gender” (2)

6. “City” (100?)

7. “Exp. (Yrs)” (20 levels)

8. “Desig. Level” (9?)

But, if we succeed in:

→ getting candidates to willingly provide such data (preferably ONLINE),

then, we would have hit the JACKPOT!

In such an event, we could have corporate subscribers furiously clicking away to generate thousands of permutations/combinations (approx. 1.3 billion!).

And we could collect Rs. 10/- with each click!

And, we would have spent very little to create this powerful CONTENT (which gets created by the jobseekers themselves).

We would spend very little to maintain/keep this content UP-TO-DATE!

So, we get jobseekers to create a CONTENT which is extremely valuable to a HR/Recruitment Manager, for:

→ Figuring out what Salary/Designation to offer to a candidate being interviewed, without upsetting internal apple-cart (of existing employees).

→ Figuring out what “Annual Increment/Reward” to hand out to existing employees.

→ Restructuring his company’s COMPENSATION-STRUCTURE from time to time to remain competitive in recruitment market.

…line can be substituted with the ACTUAL line (based on 10,000 records).

No one would even notice the difference – and even if someone does, we can simply say that the “AVERAGE” line undergoes constant/continuous change as more & more no. of executives submit their data – which is really so!

To be on the safe side, initially, we may not even show the counter of Population [ ].

We may start showing this counter once the no. crosses 10,000.

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Next argument (to convince reluctant candidates):

“With these graphs, NOW FOR THE FIRST TIME, you know, whether you are

• Underpaid

• Under-designated

Vis-a-vis other executives in our database.

You can use this newly acquired knowledge to:

• negotiate with your prospective employer for a better offer

• negotiate with your existing employer for a better annual increment (raise).

So, now, for the first time, you are “equipped” to bargain/negotiate from a position of strength/the position of knowledge of a huge, authentic database!

THIRD Argument

Not only you will be able to compare yourself with the entire population of jobseekers in our online database, you would be given “access-rights” to compare where you stand with respect to co-professionals, who are

• Of same “Age-Group” as you

• Of same “Edu-Level”

• Of same “Exp (yrs)”

• Of same “Designation-Level”

• Of same “City” (where you live)

• Of same “Industry” as you

• Of same “Function” etc.

Initially, this “access-right” will be granted for ONE year from the date you fill-up & submit these forms.

When you come back & update your own data for one more year (at the end of each calendar year), your “access-rights” will be renewed for one more year from the date of updation.

Kartavya, I believe with these 3 arguments, we should be able to convince 100,000 email resume-wallas (in our database) to fill-up the forms.

Of course, before we send out emails to them, we would need to:

→ Convert all 100,000 thru Resumine

→ Give PEN (User ID) / Password to all

→ Upload on our website, so that when any one of the 100,000 logs in with his PEN (User ID) / Password, he is able to see:

• His own Resumine profile

• The 2 forms which he is supposed to fill in

Pl. feel free to discuss if you have any questions/doubts.

[Signature]

10/03/03

P.S.

Of course, we would need to experiment with the use of the forms & generation of graphs, by creating 15/20 fictitious forms.

12-03-03

Salary / Career Progression Profiler

Along with my note dt. 10/3 I had enclosed 2 forms, for capturing (a) Salary data (b) Designation data.

Whereas the form for “Desig-Level” data – seems fairly simple & easy-to-use (simple radio-buttons), the form for capturing “Salary” details would require a lot of accurate typing by jobseekers. No one would have that much patience!

I suggest following simplified form:

Year	Gross Annual Salary (Cost-To-Company)
	Rs. Lakhs/year (Rs. 00,000)
1995 etc	Two digits max [9][9] • Decimal [9] • Single digit [9]

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Assumptions

▶ One decimal point is good enough accuracy

▶ We don’t expect candidates getting Rs. 100+ lakh/year to send in resumes!

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With only 3 digits to be typed, it is quite easy.

We could even consider 2 separate “Dropdowns,” one each for:

→ Integers (having 0 to 99)

→ Decimals (0 to 9)

We may not ask candidate to click Submit after each year’s entry. At one go, he can fill-in all the years of his career & then make a single Submit.

We must minimize mouse-clicks, otherwise candidates will run away!