Dear
Jobseeker / HR Manager / Headhunter :
The
very first thing you want to know is —
What
is a Profile? How is it different from a plain text resume?
How does a Profile get generated?
How can Profiles be used by a Jobseeker or a Headhunter?
A
detailed explanation will take many pages — but here are brief answers:
What
is Profile? How is it different from a plain text resume?
A
plain text resume contains lots of statements which are quite often difficult
to quantify and hence even more difficult to compare within a short
time.
Visualization
has emerged as the most powerful communication and graphical language. Hence, Profiles
convert plain text resumes into visual formats (Knowledge Presentation).
Using
Profiles and Resume Analytics, we say:
Profiles are the new currency of recruitment.
How
does Profile get generated?
(A) The
following graphs are generated based on the data furnished in the “Submit
Resume” form:
- Education Profile (Cumulative)
- Career Track Charts
These
are stand-alone (without any comparison with other registered candidates).
(Right
margin notes in drawing)
- Sample “Profiles” — How? Why?
- Jobseekers → Submit Resume → Private →
Sample Profile (How & Why?)
Page
2
(B)
Next, there are graphs for
- Tenure Profile
- Salary Profile
Here
you find frequency distribution curves of all the candidates registered
so far.
The dot of the candidate whose profile you are looking at is superimposed on
the curve.
This brings out his/her relative standing in the population.
Tenure
Profile is computed by implying that candidate’s current tenure (i.e. how many
years he/she has been serving in the current job).
While in Salary Profile, the higher the curve, the current job.
We
would presume that the candidates will download and EDIT their data at least
once a year to ensure that his/her Profiles remain up to date.
Editing more frequently will only ensure accuracy and representation.
Note:
For the moment, Salary Profile takes into account only those candidates
who are of the same designation and at the same senior level / middle level /
junior level etc.
In
case of tenure, Salary Profile will compare those candidates —
- who are at the same designation level,
and
- who belong to the same function, and
- who belong to the same industry.
This
will give a true Apple-to-Apple comparison.
(C)
Function / Industry Profiles
These,
perhaps, are the most intriguing (and the most valuable) of all the Profiles!
Writing an algorithm for these was not easy. We had to literally mimic
the way in which the brain of a Recruiter identifies, ranks, and assigns
meaning to context — the importance of each keyword in the resume.
That
helped us figure out the level of knowledge / skills / expertise of the
candidate — and assign it a Rank Score.
Having
done that, Computing Percentiles was absolutely straightforward.
But
a human being — and therefore his/her resume — is not a binary phenomenon
(Yes/No = Black/White = True/False).
A living person is many-dimensional, with varying degrees of skills/expertise
in many areas / subjects / functions.
We,
therefore, measured these and assigned scores in three TOP functions,
calling one “primary” and the other two “secondary” functions — (what any good
recruiter does all the time — except subconsciously!)
→ Our
secret!
→ John Davenport
→ Headhunter’s circle – Analytics outside
How
does it help?
If
you are a Jobseeker
- Now you know where you stand (along
several dimensions) vis-à-vis other similar professionals. You can compare
yourself with others.
After all, we live in a competitive meritocratic world! - Profiles will get noticed by recruiters
and get read. You increase your chances of being called for interviews.
- Above all, so long as other candidates
continue to “float” resumes, you will enjoy this competitive advantage.
If
you are an HR Manager
- You can glance at — and comprehend
— 200 profiles in a day (but not more than 20 plain-text resumes in the
same time!).
- You can compare candidates at a
glance.
- Vastly improve the quality of
your hiring decisions — when based upon Profiles, you are unlikely to make
a mistake.
Better
/ Faster
Next,
when we launch Interactive Interview Tool (IIT) [in the next few weeks],
you will have online access to over 10,000 most frequently asked interview
questions — specifically linked to the keywords (skills / knowledge /
experience) mentioned in a candidate’s resume — increasing your productivity
10,000 percent!
If
you are a Headhunter
- If you send Profiles to your corporate
clients, but your competitor sends plain-text resumes, then whose
candidates are likely to get called for interview or get shortlisted?
- When you send Profiles instead of
plain-text resumes to your corporate clients, you are making a real Value
Addition — instead of acting like a postman.
After all, you are getting paid to add value to the client’s recruitment process. That is your client’s main reason for outsourcing! - One important Value Addition that your
corporate client expects you to make is: ensure that the resumes you are
sending are not fake/fraudulent.
In Profiles, it is very difficult for any candidate to fake (indeed, almost impossible).
Any anomaly (e.g., in Education Qualifications / Years of Experience / Designation levels, etc.) gets reflected clearly and transparently in the respective graphs.
You
will be able to catch such failures (inadvertent or deliberate) immediately —
which is always much better than your corporate client discovering these later!
- When you insist on Profiles, you save a
lot of embarrassment.
Your corporate client will not call back to say —
Why did you send me resumes of candidates
with poor/inadequate subject-knowledge?
☐ Function Profiles /
KarmaScope
Why did you send me resumes of guys who are
already drawing more salary than what I indicated to you?
☐ Salary Profile
Why did you send me resumes of job-jumpers /
contract-casuals?
☐ Tenure Profile / Career
Track
Why did you send me resumes of slow-learners
/ semi-literate?
☐ Education Profile
Why did you send me resumes of who took 20
years to become “Manager”?
☐ Career Track
Why did you send me resumes of candidates who
have only worked in small companies / small teams?
☐ Experience Table
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