JOB SEEKER REPUTATION

JOBSEEKER REPUTATION (09-09-04)

TENURE PROFILE

Population:

As of:

In course of time, when population grows, we shall develop several TENURE PROFILES, according to

• Industry
• Function
• Designation Level
• City

JOBSEEKER REPUTATION (09-09-04)

Personal Analytics / [See my note dt. 04/05/03 in file Jobseeker's corner]

Horoscope

YOUR SWOT ANALYSIS

	Details
Your STRENGTHS are (Leverage these)	Top 4 keywords actually present in his resume (Highest weightage keywords)
Your WEAKNESSES are (Overcome these)	Top 4 highest weightage keywords missing from his resume
Your OPPORTUNITIES are (You will grow here)	Names of 4 companies belonging to same IND to which candidate belongs (preferably those which have recently advertised for a person like this) (Job Alert Match)
Your THREATS are (Watch out for these)	?

 

JOBSEEKER REPUTATION (09-09-04)

How Good (or bad) is your Resume?

[For details, see my note "Beauty Index" dt. 02/06/03 in File "Jobseeker's Corner"]

JOBSEEKER REPUTATION (09-09-04)

Your "STANDING" (Market Price Fluctuation)

Your "MATCHED JOBS"

JOBSEEKER REPUTATION (09-09-04)

"Age" Analytics

"Education" Analytics

"Edu. Branch" Analytics

JOBSEEKER REPUTATION (09-09-04)

"Designation-Level" Analytics

or

Hierarchy Analytics.

Geographic Analytics

JOBSEEKER REPUTATION (09-09-04)

"INDUSTRY" ANALYTICS

(As of today our Image Builder, has no field for the "Industry" to which the candidate belongs)

"AGE Vs. DESIGNATION-LEVEL"

JOBSEEKERS REPUTATION (09-09-04)

DESIGNATION LEVEL Vs. Exp.

AGE Vs. SALARY.

JOBSEEKER REPUTATION (06-09-04)

CLICK RATIO

Name of Jobseeker:
PEN
Date	No. of Job Alerts sent (a)	No. of Alerts clicked (b)	Ratio b/a (Daily)	Cumu

 

This ratio decides the revenue for MSP and for ourselves.

Obviously, we are interested in those jobseekers who are clicking more! — as compared to those who are clicking less.

Ultimate picture that would emerge would look like follows (provided, we are sending lakhs of alerts daily, to thousands of jobseekers:

If we are, daily Sending 10 alerts to each candidate, it is obvious that

(A) a very small percentage will click 8, 9 or even all 10 alerts, day-after-day

(These are the desperate guys — and our BEST customers!)

(B) again, a very small percentage will click, NIL, or 1 (out of 10) alerts/day

(These are the indifferent/job-secure guys — and our WORST customers)

(C) a great majority will click 4 or 5 alerts (out of 10) everyday

(These are our Bread-N-Butter guys — who sustain JAM as a viable enterprise!)

Of course, there will be a constant "shuffling" going-on, between (A) & (B) & (C).

As soon as a guy gets a job, he will drop from 8 clicks/day to 1 click/day or, If he gets a "sack", he will jump from 1 click/day to 10 click/day!

Of course, CLICK-RATIO is for us — and maybe for concerned MSP.

JOB-SEEKER REPUTATION (06-09-04)

Function Profile

A function-profile of a given candidate can be viewed by a Recruitment Mgr when that candidate "Applies Online" and the Recruitment Manager gets his Image Builder.

But, independent of this, could we provide an opportunity to any (subscribing) Recruitment Manager, to see frequency-distribution graphs of all the registered Candidates, as follows:

Function: Sales

Total No. of Executives: 5392 as on 14 sept 04

This can also be converted to Percentile Score %

It is not difficult to generate these graphs on the fly - one for each FUNCTION.

These graph-viewing would be made available, ONLY to those Recruitment Mgrs/HR Managers who become REGISTERED CORPORATE USERS (of WWJ).

We may consider giving away this Valuable CONTENT (Analytics) free, to Registered Corporate Users, if, in return, they provide US some other valuable "content" about their company (a kind of "bartering" of content).

Alternately, we may consider charging them Rs. 10 or Rs. 50/- for viewing each FUNCTION PROFILE on a PREPAID basis (We do not want to get into the hassle of collection/outstandings!).

But,

If we decide to "charge" for this viewing, then this feature has to be on https://www.google.com/search?q=RecruitGuru.com,

Where, we have, already built a PREPAID / PAY-PER-USE functionality for each feature. We must not create this functionality on two different sites (WWJ & RecruitGuru) for Corporates. That would irritate them.

If we decide to "barter" content with HR managers (on WWJ), we will need to construct/design, a CORPORATE REGISTRATION FORM.

Filling/validating/submitting of which, will grant them certain CORPORATE PRIVILEGES).

What data/content, do we want from them (about their companies), which is IMPOSSIBLE to obtain from any other source?

Corpo. Data which is easily available from various published sources - including internet-based (paid) websites:

Contact Info (Phone/fax/email etc)

Products/Services

Collaborations/JVs

Plants/Offices

Names of Directors

New Projects

Annual Reports

Balance Sheets CMIE

Financial Ratios

Turnover/Sales/Commissions

Stock Prices

IPOs BSE/NSE

Job Advts (Jobsites)

So, we must get them to give us data/content, which no one else can (or will) give!

whether they will agree to give is another issue! I suppose, that would entirely depend upon, the value they attach to the data which we give them).

If, WWJ gives them data/content which

they cannot get from anywhere else

has a very high UTILITY / USEFULNESS for them

vastly improves their productivity

improves the QUALITY of their decisions;

then, they might take the trouble to give us their SECRET data provided,

we guarantee never to reveal their individual data to anyone else

but,

only use it for "aggregating" & preparing "ANALYTICS" [Which, we will SELL to them!]

What data should we ask them to give us?

Ans:

Company Organisation Chart

Only large companies have these. In any case, we will provide them an online software tool, to construct such charts. NO need to mention Exec. Names / only positions.

Compensation Data

We will not ask them to tell us, what salaries they pay to individual executives. It will be some sort of Cadre-wise / Designation-Level-wise, gross Annual Compensation — as strictly defined — with median/max/min annual increments. Almost like a compensation survey being conducted by HEWITT or Anita Ramchandran.

Manpower Data

• Cadre/Category-wise no. of employees
• separation of Attrition percentages in each cadre/category
• Trainees
• Temporaries
• Manpower Costs

CORPORATE REPUTATION (06-09-04)

One very important Index of Corporate Reputations, could be:

{Feedback Index} = {No. of Feedbacks Sent {No. of Resumes forwarded thru JAM}}

We already have a continuous/running record of how many resumes we sent to any (given) company so far, against ALL job-advts.

Anytime, an HR manager clicks any of the 3 radio-buttons on FEEDBACK FORM (attached to each resume), we come to know.

So, all we need to do is to keep track of all the Feedback forms clicked (any button at all).

Then we can compile above mentioned % ratio.

Candidates would of course love to see this ratio. It will tell them, what are their "chances" of getting any feedback at all, from this Company when they apply. And when Corporates themselves, get to see/view this INDEX, they will start clicking on each & every FEEDBACK FORM, to boost-up this INDEX! A self-fulfilling prophecy?