Notes: PERSONAL ANALYTICS JOB SEEKER

ABHI

16-09-04

PERSONAL ANALYTICS / JOBSEEKER REPUTATION SYSTEM / IMAGE BUILDER

A Race Horse? or A Mule?

When a HR manager is looking at a Candidate's resume, one "Aspect" which he is trying (may be even sub-consciously), to "decipher" is:

Is this guy a fast-track executive or a slow-track? How has he been rising in his career? - in absolute terms and relative to executives at large, belonging to same FUNCTION?

If his past track-record shows that he has been getting a promotion, once every two years, would he fit into our company culture of a promotion, once-in-four years?

Once, after joining, he discovers our "Promotion Norm", would he start looking for another job (at a higher designation level, of course) - and quit the moment he finds one?

Does he seem inclined to join us only because the vacancy advertised by us,

is at a higher designation-level (as compared to his current level) - and, would, therefore, mean a "promotion" to him?

In his present job he has held his current designation-level, for just ONE year. If we take him at a higher level, would it upset a lot of our existing executives who are "stagnating" at the same level for last 4 years? would taking him "upset the apple-cart"?

No matter, how hard a HR manager tries to find answers to these questions in the plain text resume of a candidate, he rarely finds - and even then inconclusive.

NO candidate shows his "promotion-history" in his resume, graphically as follows:

Note: Promotions (re-designations) need not be in same employer-company, could be at time of job-change.

Nor does any executive, attach to his resume, an organisation-chart (mine enclosed), showing his RISE within the organizational hierarchy, over the years. Of course, this is possible only if that executive has spent many many years in same company.

If an executive provides data in the ImageBuilder ("EXPERIENCE" section of all the jobs held by him since graduation, it is possible to construct/display, a graph as shown on preceding page, since, for each job-tenure, he has furnished

Date of joining
Date of leaving
Designation-Level (presumably corresponding to his actual designation at time of leaving).

If you give me 8/10 actual validated ImageBuilders, I could try to plot these graphs manually. This would teach me, what "assumptions" I need to make, in order for each graph to "make sense".

And, if these graphs do "make sense", then it is not difficult to write a simple software which incorporates these assumptions in its logic.

So, pl. do send me 8/10 ImageBuilders (validated), where a person has 4 or more jobs.

One other alternative, is to plot/display an executive's

CAREER PROFILE

as attached.

Once again, we have to use the data provided by executives in the "EXPERIENCE" section of ImageBuilder.

Here, in CAREER PROFILE, we are trying to "Compare" an executive with his PEERS - i.e. other executives belonging to SAME function.

In the illustration given, I have assumed 438 executives belonging to SALES function, as PEERS.

But, it is quite possible that these 438 "Sales-wallas" are currently distributed as follows:

At "Sup" level --- 43
at "Officer" " --- 94
at "Manager" " --- 148
at "GM" " --- 105
at VP " --- 38
at President " --- 10

438

And the Candidate, whose ImageBuilder (i.e. "Career Profile" page) we are trying to construct, is only at "MANAGER" level.

No problem!

In his "Career Profile" page, in the

Second graph (for "General Manager")

Third graph (for "Vice President" level)

there will be no arrow, to show his position on the distribution curves concerned.

Nor will there be any data about himself, in the third column of tabulation:

To Progress It took Me (yrs) My Peers

From To Median Fastest Slowest

Mgr GM

GM VP

VP Pres

[The table shows sample data for time taken in years to progress from one level to the next (Mgr to GM, GM to VP, VP to Pres). The 'It took Me (yrs)' column has numbers circled.]

But we may still show all 3 graphs because, these profiles are still of considerable interest - to both, concerned candidate and concerned HR manager, looking at ImageBuilder.

Being able to plot these graphs depends upon being able to extract/pick-up/ derive some "numbers/values" against each promotion. Once again this may require to

make some "assumptions". We may make invalid/wrong assumptions but this does not matter, as long as we consistently apply the same assumption to all candidates/ all records, uniformly.

A Wrong/invalid assumption,

(eg: To link "designation-level" with the starting/joining date or with the leaving-date),

would only shift the graph, either to the "right" or to the "left" by a couple of years but it does not alter the "relative" positions of the 438 sales executives, WITHIN the graph! Hence "COMPARISON" of an individual VIS-A-VIS group-profile, still remains valid.

Earlier, I have sent you notes re: developing of

Salary Profile

Tenure Profile

To those, we now add

Career Profile

(Function Profile, already exists in ImageBuilder).

Behind development of all these profiles,

our immediate Goal Persuade HR mgrs to insist on ImageBuilders ONLY.

our ultimate goal To make ImageBuilder THE INDUSTRY-STANDARD.

[Signature] 16/09/04

CAREER PROFILE

This is how I have grown over the years