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Rajeev Rajji Athi

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06-09-05

In https://www.google.com/search?q=Reemitzguru.com, we developed FUNCTION PROFILES (3 profiles with percentile).

For each candidate, these were based on FREQUENCY/WEIGHTAGE of keywords found in his resume.

As soon as keywords got extracted from any given resume

these keywords were added to the "Keywords Database"

frequencies were re-calculated and new "Weightages" allotted to each keyword in the entire database.

For sake of simplicity/convenience/reducing processing overhead, may be, we carried out above-mentioned process

Offline

after every 500/1000 resume-extractions

Then uploaded new weightages ONLINE.

We did not (I think) do this process dynamically/Online.

And doing it offline after every 1000 resume-extraction, was "good-enough". The accuracy of the graphs (percentile) did not suffer much, since we were processing thousands of resumes.

The process was SEMI-DYNAMIC but certainly not STATIC.

The frequency and weightages were certainly changing - although, maybe once-a-week. And, over a period of time, the FUNCTION-PROFILES were getting better and better.

NOW let us turn to World-Wide-Jobs.

Here we decided not to plot FUNCTION PROFILES - at least for a few months.

BUT we decided, that we WILL extract the Keywords from each resume and put these in a box and call it KNOWLEDGE PROFILE.

This is the first step

We felt that, at this early stage, if we were to develop and display the full FUNCTION PROFILES,

Candidates & HR mgrs may not understand what are these profiles and how are these developed and how will these help them etc.

These profiles might raise a lot of controversy and even confusion! Some may think these are SUPERB and some may think these are STUPID!

Especially those candidates, whose percentile-score comes out poor, may not want HR mgrs. to even see these profiles! Natural.

As against this, the KNOWLEDGE PROFILE box is very simple to understand and free of controversy.

We are simply picking out the keywords from a resume and putting together in one box.

We are not "interpreting" these keywords (as GOOD or BAD). We are not making any VALUE JUDGEMENT. Let HR managers draw their own conclusions! So no controversy... But big convenience.

While, this is a sensible approach (to stay clear of any controversy), for the time being,

in the long-run (say 12 months from now), we will introduce FUNCTION PROFILES, both in World-Wide-Jobs and Global Recruiter.

We must NOT forget this long-term objective.

In 6 months, some smart guy will figure-out a way to extract Keywords and construct a box - and call it SKILLS PROFILE.

Please be rest assured that within 6 months of launch of Global Recruiter, leading jobsites will try to catch-up with us.

And if they do, we must immediately launch FUNCTION PROFILE graphs, to stay one step ahead of competitors.

This being our strategy, on Global Recruiter(s)/any partner website(s), as soon as you extract Keywords, you MUST also

add to Keyword database

recalculate Frequency/Weightages, even if it's OFFLINE. This process must go on.

06/09/05