Job
Posting
(By
Hemen Parekh — 19 April 2006)
To:
Rajeev
CC:
Rahul → Saurabh → Pranav → Vikram
Earlier
we thought of the “Archival Method”, where a complete/old job advertisement
(maybe a competitor’s or your own) will be edited and reposted/re-submitted.
But
we have a problem there, in the form of Monster / Naukri logos, which
constitute an integral part of those ads. It is not possible to remove those
logos when editing — so this idea became a non-starter. Back to square one!
But
there is a way to make the HR manager’s life simple.
Most
other fields in a Post-a-Job form are either simple drop-lists or are static
information (e.g., Job Advertiser’s Contact Details), which can be auto-filled
from data stored during registration.
We
decided that even the “Keywords” box will get automatically filled up as
soon as the manager selects a Function (from Function drop-list).
We
will display (in this box) the same 20–30 keywords that we are using in GunMenu
to draw the Function Profile Graph.
Of
course, HR managers can add/delete/edit.
And
of course, we will store — in a separate database — all such “newly added”
keywords against each Function, and call this database:
Consensus
Keywords for Function Mgrs.
Over
a long period, we will compute their frequency distribution and then add those
words that are at the top of the heap (most frequent) to the list for Computing
Function Profile Graphs.
This
will enable us to capture the knowledge of thousands of HR managers
automatically, and make our Profiles more and more relevant and accurate.
(By
Hemen Parekh — 19 April 2006)
So,
the only tedious (and mentally very demanding) work left in filling up a Post-a-Job
form is the Job Description details.
And
if you have to type/write job descriptions for the same position again and
again, it is very stressful.
There is a danger of missing out on some important skill, knowledge, or
expertise.
On
top of it, most HR managers are not aware of what each job demands, and they
are very poor writers.
User departments (where the candidate is likely to work) do not provide
sufficient inputs to HR managers.
So,
I feel HR managers would welcome any help in the form of writing good,
accurate, and meaningful job descriptions.
I
have described such a tool in enclosed pages.
I
feel all HR managers will use this tool online while interviewing
candidates!
A
by-product.
(Note
at bottom)
This
(19th April) was my last working day with L&T in 1990.
(Signed)
19-04-06
UI
Sketch — Job Description Composer
(IndiaRecruiter.net
Prototype)
Header
Dear
HR Manager
Are
you required to advertise the same position/vacancy again and again?
Are
you tired of writing job descriptions repeatedly?
Would
you like to instantly retrieve, edit, and reuse past job ads?
Then
use the Master Job Description Builder!
Each
time you compose a description, the system saves its sentences as individual
components — tagged by function, designation, and skill.
Next
time, when you need to post a similar job, simply pick and reorder sentences
from your saved master!
Interface
Layout
|
Left
Section |
Right
Section |
|
Display
Box: Shows stored job descriptions with key sentences for
similar functions/positions. |
Compose
Box: Allows HR manager to edit, rearrange, or add/delete
sentences. |
Functional
Buttons (bottom row):
- TRANSFER:
Move highlighted text from Display to Compose box
- DELETE:
Remove sentence
- SAVE
MASTER: Save compiled job description
- DOWNLOAD
/ E-MAIL: Export or send finalized JD
Section
Labels
- Left
sidebar: Jobseekers
- Right
sidebar: Employers
- Center
heading: Compose a Job Description
Relevant
Search
(By
Hemen Parekh — 12 April 2006)
To:
Rahul → Saurabh → Pranav
See
this news item:
(Newspaper
clipping titled “Google gets advanced search code” — TOI, 11-04-06)
What
can we learn from this?
For
example:
- Job
search is also searching for information.
- But
the information is specific to job-ads.
So,
this concept could be applied to Job Search as well as to Resume Search.
Q:
“The text will only appear if…?”
A:
What “texts” are supposed to appear when conducting a job search?
Obviously,
the Job Ads’ texts.
Which
texts should appear?
Again
— obviously — if those texts (i.e., Job Ads) contain “keywords” relevant to the
search query.
Hence,
in the Job Search box, we have already provided a field for candidates
to type in Keywords.
The
Job Search UI looks like this:
Job
Search
Keywords:
[____________________]
Tip:
Ideal job-ad should contain these keywords
Min.
Experience asked for: [▼]
Industry: [▼]
Function: [▼]
Job
Level: [▼]
Job
Location: [▼]
[SUBMIT]
We
expect that the jobseeker will imagine or visualize in his mind an ideal job
ad (from his viewpoint), and—closing his eyes—mentally scan that ad and
highlight those keywords.
Again,
in his imagination, he will memorize those keywords.
Then
he will open his eyes and feverishly start typing those keywords before his
memory evaporates!
All
these so that our software can match these keywords in the texts of job ads.
Relevant
Search (continued)
(By
Hemen Parekh — 12 April 2006)
This
is too much to expect from a jobseeker!
We
must make his life simple.
And,
surprisingly, it is very easy for us —
(but
almost impossible to replicate or copy by Monster/Naukri, etc.—another USP
for us!)
#1
– Rearrange “Job Search” UI as follows:
Job
Search
Please
show me job-ads which match the following:
Function: [▼]
Industry: [▼]
Designation: [▼]
Job
Location: [▼]
Min.
Exp. asked for: [Yes/No]
Keywords:
[____________________]
(Tip:
Below this box, show keywords which are the most “relevant” from your
viewpoint,
for
the Function selected above. The user may add, delete, or ignore these
suggested keywords,
but
initially, we have inserted them automatically.)
[SUBMIT]
#2
– Auto-fill-up “Keyword” Box
The
moment a jobseeker selects any one Function from the function drop-list,
our software will pick up (say) 20–30 keywords that our Function
Profile Graph uses (to draw the graphs).
These
will be the Top 20/30 keywords in terms of frequency of occurrence —
those
having the highest weightage — arranged in descending order.
Besides
totally amazing the jobseeker with this magical appearance of keywords,
we will have made his life simple!
No
excruciating mental exercise of him conjuring up keywords on his own.
He
is already presented with a set of keywords likely to be relevant.
Given
such a set, it is easy for him to add new ones —
and
equally easy for him to see what words are missing (and perhaps consequential
by their absence!).
And
whatever new/fresh words he adds to the set are very valuable to us.
We
will store these in a separate database called
(By
Hemen Parekh – 12 April 2006)
“Jobseeker
Suggested Keywords”
We
will store these against each Function.
Then
we can think of modifying our Job Search UI as follows:
Job
Search
──────────
Function: [_________]
Industry: [_________]
Designation:
[_________]
Job
Location: [_________]
Min
Exp: [_________]
Keywords
(Suggested by us):
[__________________________]
Keywords
(Suggested by previous users):
[__________________________]
Below
this box → dynamic feedback area for user added keywords
[
SUBMIT ]
Also
Whatever
new / additional keywords that jobseekers suggest / add in the box, we will
keep adding up their frequency — with which they are being suggested.
Then
we modify our Keyword Profile as follows:
OLD
PROFILE
────────────
# Keyword
Weight
1 Starting dataset
...
18 Mktg
0.03
20 Sales
0.02
Also
Whatever
new / additional keywords that jobseekers suggest / add in the box, we will
keep adding up their frequency — with which they are being suggested.
Then
we modify our Keyword Profile as follows:
OLD
PROFILE
────────────
# Keyword
Weight
1 Starting dataset
...
18 Mktg
0.03
20 Sales
0.02
AFTER
SUBSTITUTION
──────────────────
(New
Keyword) → Weight = 0.025
The
moment the weightage of any new keyword exceeds the weightage of the
bottom-most old keyword,
that new keyword will push out / replace the old one.
Hence,
our software has become self-learning and, therefore, “Socially
Generated / Audience Pull.”
We
can do the same with the Resume Search UI also.
(Signed
with initials)
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