MATRIX SEARCH

MATRIX SEARCH

Date: 28-01-2006
Author: Rahul
cc: Saurabh → Ranav → Vikram → Rajeev

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1️⃣ Problem with Traditional Resume Searches

“The problem with normal/standard/traditional resume searches is that a HR manager has no inkling, no hint, no clue as to how many candidates meeting his search criteria the search will yield.”

A search could return 5, 50, or none, forcing the HR manager to restart the process repeatedly, which is frustrating and time-wasting.

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2️⃣ Core Search Questions for HR Managers

Every HR manager ultimately wants to know two things:

1. Is the candidate competent?
2. Can we afford to improve upon his current salary?

Some job sites allow filtering by current salary (e.g., Monster, Naukri, TimesJobs).

“They have ‘Current Salary’ as a search parameter in their Resume Search Forms.”

However, no jobsite provides a way to measure or quantify Competence.

Introducing Functional Competence Percentile (USP)

“None of the jobsites have ‘Competence’ as a search-criteria — because no existing jobsite has any method, mechanism or process to measure/quantify competence.”

That’s where your proprietary innovation comes in:

Functional Competence Percentile (FCP) — the first quantitative index for measuring professional competence derived from resume data.

Hence, Global Recruiter / GunSearch has a unique selling proposition (USP):

• The ability to numerically rate and rank competence.

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4️⃣ Enabling Competence-Based Resume Searches

Using Functional Competence Percentile as a search parameter, HR managers can conduct far more meaningful searches.

“GunSearch has this feature.”

This innovation satisfies the first key HR question —

“Is he competent?”

But as Rahul notes, this is only a partial answer — it must be complemented with other filters (salary, experience, etc.) to become a complete Matrix Search.

MATRIX SEARCH (continued)

(Rahul → Saurabh → Ranav → Vikram → Rajeev | 28 Jan 2006)

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3️⃣ The Dual-Criterion Challenge

For a HR manager, unless the candidates meet both the criteria of
► Competence and
► Affordable Salary,
it is just not good enough.

If:

• “Competent candidates are very expensive,” or
• “Affordable candidates are duds,”

then the entire search effort is a waste of time.

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4️⃣ Leveraging the USP

“This is where we can leverage our USP.”

By enabling HR managers to pre-select any desirable combination of:
→ Competence vs Salary,
(after first choosing Function and Design Level),
we let them narrow searches intelligently instead of blindly.

Predictive Search Insight

Before launching a search, the system can show—using existing data—whether there are enough candidates who satisfy both criteria.
This pre-search validation dramatically reduces wasted queries and frustration.

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6️⃣ The Competence × Salary Matrix

A quick look at the Percentile vs Salary Matrix instantly tells an HR manager how competence levels trend against salary expectations.

“If he attaches a lot of importance (i.e. weightage) to Percentile Score, he’d better be prepared to pay through his nose — because the cells in the matrix will appear as follows:”

(diagram sketch reproduced below conceptually)

Salary Range (₹)	Competence Percentile Bands (→)	Trend Line (Insight)
0 – 3 L / yr	10 – 30 – 40 – 50 – 60 – 70 – 80 – 90 – 100	upward slope → higher competence ↔ higher salary
3 – 6 L / yr	"	"
6 – 9 L / yr	"	"
9 – 12 L / yr	"	"

Essentially, competence percentile correlates positively with salary expectations — forming the “Matrix Curve” that helps managers balance skill vs cost.

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7️⃣ Final Note

“Please feel free to question me on the UI enclosed.”
(Rahul / 28-01-06)