Abhi
cc: Sanjeev / Kartavya
08-09-03
About Recruitguru
▶ The top link on our
homepage is Reemigum.
Please
rename this as About Reemigum.
When
somebody clicks on this link, he should see the enclosed write-up (9 pages).
Of course, before you upload and activate, I would like to see how this “reads”
on screen.
Write-up contains a set of graphs/profiles.
▶ What write-up we currently
have under link Reemigum
Please
show this under a link called Gurumantras.
Place
this link right at the bottom on the left-side link-bar.
About
Reemigum
08-09-03
We
offer a recruitment solution which will make your recruitment process
- Better
- Faster
- Cheaper
►
Better
- From
plain/unstructured email resumes, Reemigum extracts 28 fields and
creates a
- tructured/searchable
database.
- It
does this automatically, without human intervention.
- Once
you load the resumes and start the extraction process, there is no need
for you to remain connected while the process is going on!
- From
the keywords contained in a given resume, Reemigum determines
(statistically) three functional profiles of the candidate.
- For
example, Reemigum automatically decides (out of 53 functions) where the
candidate belongs to — which are the top 3 functions in which this
candidate has maximum exposure.
- Not
only that, Reemigum automatically assigns a raw score for each
functional profile; it..
It
also computes the “percentile” of a given candidate.
So
now, not only do you get to know which functions this candidate belongs to,
you
also get to know —
▶ Where exactly does he stand
in relation to other executives belonging to the same function?
What is his rank amongst peers or co-professionals?
And
you get to know this in 8–10 seconds!
Within
8–10 seconds of uploading a resume and starting the extraction, this is what
you will see:
(three
bell-curve sketches shown, indicating percentile distributions, followed by a
grid box — likely for scoring visualization)
And
Reemigum’s graphical / visual representation of a candidate’s competence
level (percentile), within a matter of seconds, answers your question:
“Is
this fellow good enough to be called for an interview?”
In
a normal course, you would reach this conclusion only after you have carefully
studied the entire resume and formed a global impression of the
candidate (viz. A = Excellent, B = Good, C = Average, R = Reject, etc.).
Then
you would proceed to record your impression/rating on a piece of paper.
But
at this stage, your rating is kind of isolated / stand-alone.
Your
rating does not tell you the relative ranking or standing of that
candidate in relation to hundreds or thousands of similar candidates (all those
who have applied for the job).
For
finding the relative standing / ranking, you are forced to —
▶ Study all the resumes
▶ Rate all the resumes
Arrange
all candidates in descending order of their “rating.”
Even
then, your approximation (call all A’s in top group / all B’s in middle group /
all C’s in bottom group, etc.) does not readily tell you the percentile
position of a given candidate.
Such
a percentile-ranking is only possible if, instead of simply rating a
résumé/candidate as A / B / C / R, you were to assign some marks to that
résumé, such as:
|
Function |
Materials
Management |
(Question
Paper?) |
|
Mhatre |
scores
43 out of 100 |
|
|
Patel |
scores
76 |
|
|
Venkat |
scores
35 |
Such
refined / precise scoring requires accurate judgement.
Such
judgement is a highly complex mental process, which is possible for a highly
trained / experienced expert who does not tire out even after scoring 100
resumes!
By
imitating your own mental process, in projection of Functional Exposure
Profile, graphically — it is such a complex mental process that Reemigum
mimics and succeeds.
That
is why it is Better.
Faster
How
long does it take a human expert to —
→
Carefully study a résumé
→
Conclude that this candidate is:
- Excellent
in Marketing (A)
- Good
in Sales (B)
- Average
in After-Sales Service (C)
I
would say, 10 minutes per résumé.
Some
of you may be able to do this in 5 minutes.
So,
a clever/hard-working manager can “rate” 100 résumés in 8 hours (one working
day).
But
this is a theoretical calculation.
In
reality —
- You
never get 400 uninterrupted working minutes in a day.
- Looking
at/studying email résumés on a computer screen for 6 hours/day, day after
day, will wear you out and drain your energies, cause you eye-strain +
carpal tunnel syndrome, blunt your mental faculties, and impair
your judgement.
(Fellows who get rated at the end of the day — watch out!)
But
even if you are a truly exceptional person, you will find it very difficult
to rate a candidate on three different functional areas simultaneously —
viz., Marketing / Sales / After-Sales Service.
If
you try to juggle these three balls at a time, your output may well drop to 30
/ 40 résumés in a day.
This
is without taking into account the fact that the next résumé you pick up for
rating belongs to an executive whose:
- Primary
function is Manufacturing
- Secondary
is Quality Control
- Tertiary
is Material Management
So
you have to be a superman to juggle 53 functional balls at the
same time! Otherwise your daily output would further dip to 10–15 résumés.
Now
compare this with Reemigum’s extraction / rating / ranking output (that
too graphical!) of
4000
résumés in 8 hours.
No
wonder, when you use Reemigum, your recruitment process gets truly
“FASTER.”
Cheaper
Every
part of your recruitment process costs you money.
It
is quite possible that you have figured out what it costs you to:
→
Process a departmental “Manpower Request”
→
Draft an advertisement and get it approved by sundry authorities
→
Spend time on an ad-agency for layout/artwork (drafts after drafts for
approval)
→
Get media-plan / costs approved for release
→
Receive responses
→
Rate responses / shortlist
→
Send out interview calls
→
Organize interview panels of experts
→
Conduct preliminary interviews / shortlists
→
Conduct final interviews
→
Negotiate salary / issue appointment letter
This
is by no means a comprehensive description of your recruitment process.
The
complexity of the process will depend upon the size of your organization /
organizational structure / geographical spread / internal systems / the level
of vacancy, etc.
Depending
upon the complexity of the process, filling up one vacancy can cost a company
anywhere between
Rs.
10,000 to Rs. 10,00,000!
A
major chunk of this cost is the media cost — the cost of advertising —
especially for print-media advertisements.
Depending
upon size (column-centimeters) etc., a job-advert in leading national
newspapers may cost, for a single insertion,
Rs.
1 lakh up to Rs. 5 lakh.
Most
companies go on releasing print-media job-adverts for similar / identical
vacancies, year after year!
But
why?
Reason
is quite simple.
These
companies have received hundreds or thousands of “good” email résumés from
their past job-adverts, spread all over their computer network — but
THOROUGHLY
UNSEARCHABLE!
Can
you locate, within 10 seconds, 235 email résumés which you received against
your adverts for Business Analyst, released in 1999 / 2000 / 2001?
So,
rather than struggle for 6 hours trying to locate these — and face
inevitable
disappointment — would it not be much easier / simpler to release one more
fresh job-advert?
This
process repeats with unfailing regularity because vacancies repeat with
regularity due to:
- Resignations
/ Retirements
- Business
Expansion
In
the meantime, job-advert costs keep mounting.
(Any
idea how much your company spent on job-adverts during last year?)
When
you employ Reemigum as part of your recruitment process, you eliminate
job-advert costs — maybe altogether!
If
you have 100,000 résumés lying on your hard disk, convert these into a
single
/ unified / structured / searchable / private database
using
Reemigum.
Then,
next time you need to fill a vacancy in 7 days, do not advertise.
Just
search your private database, shortlist most competent executives, send them
email — in 2 minutes!
By
saving your job-advert cost, Reemigum makes your recruitment process
“CHEAPER.”
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