HALF WAY HOUSE

Abhi
cc: Kartavya

cc: Vicky

cc: Inder

Half-Way House?

Recruitment Managers will appreciate the Interactive Response Module (IRM). It will enhance their productivity.

They also know that IRM will raise the prestige of their company in the eyes of candidates.
A company that takes trouble to "respond" is a company that "cares" — a company that respects an individual!

So, it is quite possible that some recruitment managers may start using IRM enthusiastically whenever they receive an ImageBuilder — especially if it is a large company / heavy hirer, which receives 500 resumes daily.

But after he has clicked away 500 resumes, the recruitment manager may suddenly wonder:

• Which candidate did I reject?
• Which I kept on hold?
• Whom I called for interview?
• Whom I asked to phone me?
• Whom did I rate A/B/C etc.?

Where can I go back & see what “decisions” I took in respect of a particular candidate?

Now Abhi may have already provided that recruitment manager goes back & opens the ImageBuilder of that candidate and gets to see all of his “clicks” on the Interactive Page attached.
If already done, that was clever.

But
That would still be a “half-way house.”

What the recruitment manager really wants to see is a:

DECISION-SUMMARY-AT-A-GLANCE

Such as: MASTER-SUMMARY

| Srl. No. | Advt. No. | Vacancy Name | Applicant Name | Rating Given | Decision (Called for Interview / Kept on Hold / Rejected / Asked to Phone me) |

From such a MASTER-SUMMARY, he should be able to extract (at a click of a button),

ADVT-WISE / VACANCY-WISE SUMMARY

When he is rating/deciding, on the screen, the resumes may not be arranged as per Advt. No. / Vacancy Name. One application may be for the post of Production Mgr, the next may be for R&D Mgr, and a third may be for a Stores Officer!

Hence the need for a MASTER.

In fact, there will be dozens (or hundreds) of applications/resumes without any mention of an advertised vacancy! Even then, a recruitment manager may want to:

• rate it / decide about it
• reply to it

So, we need to develop a MASTER-SUMMARY software and make it talk to the Interactive Response Module.

I suppose we can do that.

Question is,

How do we send this software to the recruitment managers? Which recruitment manager?

And what excuse/pretext do we use?

You may wish to consider following:

• Every time a recruitment mgr. uses the IRM, we will get a copy.
• At that stage, we can send to him the MASTER-SUMMARY software

OR

We can send him an email saying,

Dear [ ],

It is possible that some candidates may have started sending you their ImageBuilder resumes, along with an Interactive Response Module (both developed by us).

We hope you find both of these useful. We believe these will improve your personal…

…productivity, many folds.

You may, however, want to keep track of your ratings & interview-decisions of the applicants, individually & collectively. You may want:

• a MASTER-SUMMARY
• an Advt-Wise Summary

(see attachments)

We would be happy to make available to you — without any obligation — a software that would integrate with the Interactive Response Module, and automatically generate such summaries for your viewing, at any time.

All you need to do is simply register for:

30 DAYS FREE TRIAL

on our website, www.Recruit-Guru.com, and then download the software.

At the end of the FREE TRIAL, even if you decide not to subscribe to our web service, you still get to use the downloaded software indefinitely — and without any obligation.

With regards,

Abhi Khatawate