THE MATCH MAKER

Kartavya

Nagwekar

Abhi

Inder

The Matchmaker

We want to make Global Recruiter, the ultimate matchmaker.

It should evolve to a stage, where, it is able to tell,

▶ The Jobseeker

– Your chance/probability of getting this job is [ ].

▶ The Employer

– Your chance/probability of selecting this candidate is [ ].

Right now, we are quite far from that stage. But there is an opportunity of making a quick “beginning” in that direction.

The enclosed chart is almost self-explanatory.

What we need to do is to treat every job-advt. as a “document” for datamining – in much the same way, we are treating every resume.

Then extract “function-related” keywords from 100,000 job-advts, calculate their “frequency of occurrence” & plot FUNCTIONAL PROFILE GRAPHS – just as we do in Resumes.

We must use only those “keywords” which are found in 100,000 JOB-ADVTS.

Some of these keywords may be common with those found in resumes – but that is a different matter.

One question:

To begin with, how (and who) will assign a given FUNCTION to a given JOB-ADVT?

And this has to be done for 100,000 job-advts! Who would have time/energy to read job-description para in...

“What IS the function of this job-advt?”

Can “Auto-Converter” tool, which Deepa uses, do this?

If that is not possible, then we may have to depend upon

KEYWORDS FOUND IN RESUMES

(those keywords which define a given resume’s Functional Profile),

and then use these very same keywords to determine the FUNCTION of a job-advt.

This may not be such a bad idea, after all, considering that, in the ultimate analysis, we are trying to match

Resume → with → Job-Advt.

Jobseeker → with → Employer

Where:

→ Resume is an “Agent” of Jobseeker

→ Advt is an “Agent” of Employer

And, we are trying to get these “Agents”

100,000 job-adverts, in order to decide

“What IS the function of this job-advt?”

Can “Auto-Converter” tool, which Deepa uses, do this?

If that is not possible, then we may have to depend upon

KEYWORDS FOUND IN RESUMES

(those keywords which define a given resume’s Functional Profile),

and then use these very same keywords to determine the FUNCTION of a job-advt.

This may not be such a bad idea, after all, considering that, in the ultimate analysis, we are trying to match

Resume → with → Job-Advt.

Jobseeker → with → Employer

Where:

→ Resume is an “Agent” of Jobseeker

→ Advt is an “Agent” of Employer

And, we are trying to get these “Agents”

to

→ “Talk” to each other (establish “compatibility”)

and, then

→ “Negotiate” on behalf of their respective Masters/Owners

to determine/establish

MATCH-MAKING INDEX

The higher the Index, the better the Match & vice-versa.

And a recruitment manager can “preset” the INDEX so that all resumes failing to reach that Index get summarily rejected/eliminated in the first round of AUTO MATCHMAKING (SCREEN).

Then, the shortlist that emerges would call for human intervention/examination/matchmaking.

Click on the name of a candidate (in the shortlist developed thru AUTO MATCHMAKING),

…would display both graphs side by side, as shown in enclosed sheet.

So, now the recruiter is able to see what is the “Degree” of match, visually.

“A picture is worth a thousand words.”

(Confucious)

A graph lends “credibility” where none exists!

There is something “mythical” about it!

And then by placing some appropriate “message” below the graph, we are trying to influence the (shortlisting) decision of the recruiter (in a subliminal way).

If he “bites”, we have a first-class

SELF FULFILLING PROPHESY!

If the candidate gets that job, both the candidate & the recruiter become “Great Believers” in the power of

THE MATCHMAKER!

They will swear by it & tell others too!

As far as candidates are concerned, the process will work in reverse.

First of all, his resume will have to be in our Online resume database.

Without this, he cannot conduct a jobsearch or receive a jobalert. (Today, this is not a condition on our website).

Because,

Only when we have his resume, can we plot his Function Profile graphically.

After conducting a jobsearch, when he “shortlists” a few jobs, he would need to click on each job-advt.

This clicking will, once again, reveal the 2 GRAPHS, side-by-side:

→ The functional graph of that job-advt

→ The functional graph of his resume

Once again, an appropriate message will appear below his graph, telling him:

→ “You are an excellent / good / fair / poor match for this job.”

→ “You have ‘Good / Fair / Poor’ probability of getting an interview-call against this job-advt.”

Then, should he decide to click on

APPLY ONLINE

our server will forward his Butterfly resume to the advertiser.

But, if we have succeeded in developing such a scientific/probabilistic/personal analytics (—the more the jargon, the better!), tool,

{—call it Business Intelligence – BI

  Artificial Intelligence – AI}

then, why should candidates even bother to “come & conduct jobsearches” on our website?

We tell them, “It is a waste of time.”

Just enter your “Search Parameters” in

“REQUEST FOR JOBALERT” screen

 (Ind/Function/Desig.Level/Posting City, etc).

And, also select MATCH-MAKING INDEX.

Then sit back & relax.

We will deliver matching jobs to your doorstep!

Such “Match-making Graphical Displays” have the power to pull in MILLIONS & MILLIONS of resumes to our website!

This would happen, even if we do NOT offer to send out “job-alerts” to candidates. They would find time to log into our website & endlessly conduct job-searches, among 500/1000 job-adverts that Deepa will download every day (using Nynod?) & upload on our website. At any given point of time, there will be 20,000/25,000 job-adverts on our site.

(Of course, by end Aug, we will need her to first download 100,000 job-adverts in order to develop keyword-based Functional Profiles in the first place! Nothing can start until then.)

“Candidate Alert” feature (to corporates) should wait till we have accumulated 500,000 resumes.

I strongly feel, Match-maker could be our “lucky-break.” It is only a matter of getting “ready” — a question of our “preparedness” to seize that opportunity before someone else does.

Let us go out & do it. I am confident we can & therefore, we must.