Notes: EMPLOYABILITY PROFILE

Employability Profile (04-04-06)

Rajeev → Vikram

cc: Rahul → Saurabh → Pranav

Date: 04-04-06

EMPLOYABILITY PROFILE

This is further to my note yesterday re: Antecedent Check Form.

In the entire recruitment process, “antecedent checking” is a very important element.

It is also the most neglected / most overlooked element because:

Checking antecedents of candidates is a time-consuming process.

If you need to check antecedents of hundreds of candidates (in order to hire just 2 or 3), then it is an almost daunting job.

In fact, because of this reason, many verification companies have come up. Big employers subcontract this work to such specialist companies.

Antecedent checking requires great skill — to get the truth out of past employers is not an easy job!
Most antecedent checking is currently being done offline.

You either phone up the past employers of the candidate concerned, or send a form to be filled up and returned to you.

But the problem is:

From that candidate’s resume, there is no way to find out:

Postal address of past employers
Phone numbers of the HR managers (of past employers)

It takes a lot of time to find out this info (from other sources).

If you manage to find addresses, you must:

a) Know whom (which person) to send the form

b) Fill in candidate’s name and some other relevant data (about that candidate) in the Form before you can hand over to courier.

Employability Profile (continued)

If you manage to get some response from 3 past employers (about a given candidate), then you must learn to “collate” the data imaginatively, in order to make “sense” — especially if:

Opinions/views expressed by past employers are subjective / qualitative / descriptive and cannot be simply “added-up” arithmetically!
Opinions/views expressed are diametrically opposite! Which one should you believe and which one not? (You will need very imaginative skills — like a forensic expert? — to read between the lines!)

HR Manager of “respondent” (past employer) company would be tempted to put away the printed/faxed form at the bottom of his “Pending Matters” file — and may never get around to attend to it (or, fill in typed details and give to secretary to post it).
If a week passes, he knows it is of no use to send it anyway!

On the other hand, every HR Manager is quite likely to open his mailbox (email) 2–3 times a day to check up on incoming emails.

Now, if he comes across our Antecedent Check Form, which:

Arrives in email,
Is quite structured,
Is objective,
Takes only a few seconds to fill in,
Can be bounced back by simple click,
Contains full details of the person (in form of ImageBuilder™),
Guarantees that his views/opinions will not be revealed to the candidate,
Guarantees reciprocity,

Then there is a minute better chance of his filling it up immediately, on the spot — and not postponing.

Of course, even if he ignores the request and does not respond (by filling & bouncing back), our advantage is that he still gets to see the ImageBuilder™!

And, if he starts receiving many ImageBuilders every day (accompanying Antecedent Check Forms), ...

Employability Profile (continued)

He may see the “superiority” of ImageBuilder™ over the plain text resumes.

In such a case, hopefully:

He will visit GlobalRecruiter / IndiaRecruiter and decide to register.
He may insist that jobseekers must only send ImageBuilders to him.
He may himself start using our Antecedent Check Service (for using which, of course, he will need to register and become a subscriber).

Of course, for responding to a request (for Antecedent Check) from some HR Manager, he need not be a subscriber.
The return traffic does not need subscription. But if he cares to respond, he may also want to use his Reciprocal Rights by himself becoming a requester!

This, then, is PHASE I

(viz: sending Antecedent Check requests online & getting feedback by email).

STEP #2 (Software Logic)

Our software calculates the score based on ticks ✔.

Obviously, S/W will need to be capable of reading ticks ✔.

It will first read the number of boxes (a) ticked ✔ in the first column and multiply by 5.
Next, it will read the number of boxes (b) ticked ✔ in the middle column and multiply by 3.
Next, it will add up (a + b).
Next, it will calculate c = 20 – (a + b).
Next, it will multiply (c × 1).
Next, it will add up all 3 scores.

The S/W will repeat this process every time an Antecedent Check form entry is duly filled in.

It will store all A/C forms candidate-wise.
For each candidate, S/W will create a summary table (as shown in Step #2) and calculate Average Score.

This will be a continuous / dynamic process.

Employability Profile (continued)

STEP #3

S/W will create a tabulation of “Avg. Raw Scores” of all candidates, as shown on Step #3.

STEP #4

From this database, S/W will draw a Frequency Distribution graph (using standard / readily available statistical packages — perhaps already used in Gunthine).

STEP #5

When an HR Manager conducts “Resume Search” (whether conventional or advanced), resume search results are displayed in the manner of a tabulated summary, as shown in Step #5.
Current display table does not show the last 4 columns. These will need to be added.
The results will be arranged in the descending order of Employability Profile Percentile Score (i.e., employees having highest percentile score for employability at the top).

(Newspaper clipping attached: “Ranking system for Yahoo Finance,” TOI, 05-04-2006)

Through Employability Profile, we are trying to do exactly what Yahoo is trying to do as shown above, viz: getting community to rate — what Yahoo calls “social consensus”, but with several important differences, viz:

Rating is not on a simple scale of 1 to 5.
It is much more refined, based on 20 parameters and three levels (5 / 3 / 1) of scoring.
Rating is not just by anybody (as in case of Monster ratings — job applicants of employer company).
It is by HR Managers of the candidate’s past employers who presumably have known him in depth.
Plotting of a Percentile Graph converts a simple stand-alone raw score into Relative Ranking, so now an HR Manager has a “perspective” of the relative standing of various candidates.
Instead of absolute “Good” or “Bad”, everything is relative / related to something.

Employability Profile (continued)

Being “relative” within a given population of executives (on a given date), our rating is dynamic (not static).

It continuously changes every time:

→ more forms are arriving about other candidates, or

→ more forms are arriving about the same candidate.

By dividing the Employability Profile Graph into 4 distinct zones – with our own interpretations shown in it – we are converting this system/feature into a true Recommendation System.

Since our “Recommendation System” is based on collective / normalized opinions of a peer group (viz: HR co-professionals), an HR manager will feel very comfortable/safe in going along with the consensus while deciding to hire a candidate.

He cannot be faulted for his hiring decision!

Thus, Employability Profile Graphs we are giving to the HR managers are a very

powerful

→ “Aid” in hiring decisions.

→ “Tool” in defending his hiring decisions!

It is like,

Can you find fault with a bank manager for granting a loan to a company rated AAA+ by CRISIL / S&P / MOODY’S?

And this is not a case of “rating” by a single / biased person.

It is a rating by a group of past employers, where statistically, bias (if any) will get more & more diluted / insignificant as time passes!

If this application proves to be a “hit” with HR managers, it has the potential to catapult us ahead of Monster / Naukri / TimesJobs!

Let us do!

(Signed)
05-Apr-2006

Raw Score Data Example

Candidates for whom Antecedent Forms have been received from past employers as of 04-04-06

Candidate	Mahore	Patel	Venkat	Swamy	Dhingra
(A) Total No. of Instances of Feedback	29	15	20	25	40
(B) Grand Total of Scores	1859	750	900	1750	1400
RAW Average Score – B/A (for this candidate as of 04-04-06)	64	50	45	70	35

Narrative below the table:

Once we have such RAW SCORE data about 10,000 candidates,

it would be quite easy to plot a FREQUENCY DISTRIBUTION GRAPH

(for the Average Raw Scores)

and calculate the Percentile Score for each and every candidate.

Then this percentile score can be superimposed (as in case of Function Profile Graph).

(Illustrated sketch of a bell curve with Step #4 reference.)

GlobalRecruiter Resume-Search Display Layout

Global Recruiter

Resume-Search / Short Display Results

Select	PEN	Name	City	Exp	Edu Qualif	Current Designation	Current Function	No. of times his resume was viewed	Candidate’s Percentile Score for FUNCTION Profile	Candidate’s Percentile Score for EMPLOYABILITY Profile	Click to View Image Profile
									82	79	☐
									78	75	☐
									72	69	☐
									68	65	☐
									62	56	☐

Employability Profile Explanation

This profile is generated based on Antecedent Check Forms filled by the past employers of the concerned candidate.

These antecedent checks ensure the highest possible employee integrity assessment on the basis of Reciprocity between our Subscribers (Employers).

Clicking the Antecedent Feedback opens a detailed analysis of the candidate’s professional reputation.

GlobalRecruiter will never reveal individual identities or feedback sources to any employee.
When you select Employability Profile, you will see the following analytics:

Employability Profile Graph (Illustrated Below)

A Human Resource Analytics of GlobalRecruiter.net