CONTENT ANALYSIS

New Feature | Rx | HR Managers

Dear HR Manager / Headhunter

Over the years, you have searched and downloaded thousands (even millions) of text resumes from major job-portals. Even same resumes, again and again and again.

Why?

Because there is no way to search those thousands of resumes on your hard disk. And those major job-portals won't give you their Resume-Search Engine to enable you to conduct offline searches.

Why?

Because they want you to keep subscribing year-after-year. They love your money. We love to simplify your life.

So, we invite you to download our Resume Xplorer (Rx). Absolutely FREE—and without any obligation. Then search all the Profiles lying on your hard disk (—Sorry, ResumeXplorer won't search those text resumes). Profiles that you might have downloaded from here or emailed to you by candidates.

— Sourabh

No more annual subscription renewals. No more "per seat" license. Just unlocking value trapped in your harddisk.

 

New Feature | 11-03-07 | HR Manager

Interview Answers?

Dear HR Manager / Headhunter

If you have clicked on any keyword while using IIT, you were happy to see some 10/15 interview questions popping up. At that moment, if you also clicked on "Consult Wikipedia" button, you also found an article on that subject.

To those of you who are very good at framing new interview questions, we request that you contribute these thru:

• Share Your Knowledge
• 600,000 IQ

But then there could be many amongst you who are domain-experts and might want to contribute appropriate "ANSWERS" to these interview questions! Of course, there could be many questions to which there is no one/single correct answer. There could be more than one relevant answer.

Here is your chance to share your expertise with your fellow recruiters—by supplying one or more answers against any interview question in our ever-growing database. We believe you would want your fellow professionals to recognize your contribution to the community. Please provide your Personal Details here:

• Name: [ ]
• Designation: [ ]
• Employer/Organization: [ ]
• Email ID: [ ]

[SUBMIT]

Log-in is must to use this page.

 

(A UI Mockup Table)

Click on any keyword to display related Interview Questions in our database	Here are the Interview Questions related to the keyword selected	Select the Question you wish to answer	Interview Answers? Type Your Answer / Click Submit Now every time this question pops-up (in IIT), your answer will also pop-up next to it, along with your name as the contributor
[Dropdown Arrow]	1	[Checkbox]
	2	[Checked]
	3	[Checkbox]
	4	[Checkbox]
	5	[Checkbox]
Want to consult Wikipedia?		[SUBMIT]

 

(Newspaper clipping: HCL announces 1:1 bonus issue / New search engine)

Rahul -> Saurabh -> Yogesh -> Rahul -> Swati -> Sonal

New Feature

Content Analysis = "Click Stream Analysis", to calculate the "frequency" of clicking of each link. Not difficult to "predict" if frequency of clicking of each link / choosing of each field-value, is stored in database & probabilities re-calculated everytime.

eg: "Post Job - Cum - Resume Search"

A Corporate Subscriber will repeatedly:

• type 'Position/Vacancy' / Edit "keywords" / Job Description
• click on: [Industry / Function / Desig. Level / City] etc. etc.

Since most job-advts (in any company) gets repeated again & again & again (only frequency/interval may vary), it is not difficult to figure out "trends/patterns" —then claim to "Predict"!

(Signed) 20/12/06

 

(Newspaper clipping: "Pay check across jobs will be a breeze soon" - DNA 20/12/06)

Rahul -> Saurabh -> Swati -> Yogesh -> Sonal

New Feature

• All of you should visit this site to check out how it works. What kind of details does it ask you to fill-in online? Is it too much? Is it too complicated?
• What do "survey-participants" get in return for their time/data? How often can they come back to check?
• In what respect is this superior to our own "Salary-Profile"? In course of time, we have plans to provide "apple to apple" salary comparisons for co-professionals who are truly "co-professionals" in the sense of belonging to:
• Same Industry / Same Function / Same Desig-Level -> Phase II
• Same "Age-range" / Same "Exp yrs. range" / Same "City Location" -> Phase III

(Note: When we have large enough database)

(Signed) 20/12/06

 

Rahul | New Feature | Functional Specifications for MATCH MAKER | MM/1 | 07-09-07

Background

• Millions of jobseekers currently "waste" billions of manhours on various job-sites, searching for "suitable/matching" jobs—jobs which "match" their own skills/expertise/experience/education.
• Jobseekers try to narrow-down their searches by applying a no. of "search-criteria". Even then, most searches end up in hundreds of search-results, requiring many hours to open/read each job-advt to find out which ones are "really" suitable/matching.
• This happens due to:
• Large job-advt database on website.
• Match-making algorithm takes into account only the "search-parameters" selected by that candidate.
• No attempt (no possibility) to match that candidate's "RESUME" (skill keywords) with the "Job Advt" (skill keywords).

 

MM/2

• When a candidate opens/reads any job-advt, he is sub-consciously doing this matching. He knows his own skills. His own skill-related keywords are already "stored" in his memory. When he reads a job-advt, his brain is picking-up the keywords contained in the job-advt and match/compare these (keywords) with his own "skill keywords".
• If he finds many "matches", his brain tells him that this is a GOOD/MATCHING/RELEVANT job-advt and worth "applying" for.
• If he finds very few "matches", then it is a POOR match & not worth considering.
• It is this "keywords matchmaking" process that takes a long time since the brain must "read and compare". This process is made "worse" if there are hundreds of job-advts to be "read and matched".
• After reading/matching a few, brain gets tired—even slackens. Match-making process deteriorates. Quality of decisions suffer.

MM/3

DOWNSIDES

• Long time to read/compare
• Inconsistencies of match-making
• Mentally tiring
• Deteriorating Process Quality

SO WHAT KIND OF S/W TOOL REQUIRED?

So, what is needed is a s/w tool that will:

• Accurately "match" the keywords contained in a candidate's own resume with each & every job-advt that gets shortlisted during job-search.
• Do this (matchmaking) consistently/uniformly/quickly/un-tiringly.
• Re-Arrange Search results (of job-advts) in the descending order of the "MATCH INDEX" (Green/Blue etc.).
• Display job-advts as a "Tabulation" with a provision to [X] click/open any job-advt, in order to read & let the brain "re-confirm" the "relevance" (Match Index) established by the tool.

• Enable candidate to "Apply Online" against any GOOD/MATCHING job-advt (shown in TABULATION)—even if he has NOT submitted his resume on that particular job-portal.
• To do this, our TOOL will need to be "pre-loaded" with the candidate's full text resume, once and for all (of course, he can EDIT anytime).
• But the idea is that the RESUME will "reside" inside the Tool and can be carried from one job-portal to another job-portal. A candidate need not submit his resume to dozens of job-portals!
• Candidates will simply LOVE such a feature!
• Candidate will be required to "preload" the MATCH MAKER with his text resume first, in order to connect to IndiaRecruiter—so that the TOOL can be "Activated". The MatchMaker itself can be downloaded from any no. of websites like Download.com.

MM-5

To activate MatchMaker, a person would need to fill-up following data in the tool & then connect to IndiaRecruiter.

(Form mockup)

• Name: [First] [Last]
• Gender: Male ( ) Female ( )
• City: [Free Type]
• Country: [Free Type]
• Email ID: [ ]
• Cut/Paste Text Resume:

[ EDITABLE ]

[Activate]

• No need to assign User ID/Password but this data (stored on our server) will help us to find out, "how many of those jobseekers who downloaded Matchmaker, came back to properly submit Resume on our website?"

• Unless duly/properly "activated", tool cannot be used.
• Tool will work on feature similar to MYRIAD—however MYRIAD’s negative point is selection of:
• First Link [ ] Last Link [ ]
• Which is cumbersome! It would be nice if we can, somehow, improve upon this feature.
• Either, all job-advt links get picked up automatically OR maybe cut/paste.
• Clicking Button [Find Matching Jobs] will show:

MATCHED JOBS TABULATION (MATCH INDEX)

Excellent	>80	Average	[ ]
Good	[ ]	Poor	[ ]

 

Apply Online	Company Name	Position	City	Match Index	Open
[ ]					[ ]
[ ]					[ ]

 

• Job Advts which do NOT contain advertiser’s email ID will be ignored/rejected.
• Because, without advertiser’s email ID, our Tool cannot forward the candidate’s resume!

Point for Discussion

When a candidate clicks "Apply", he is ONLINE (maybe on any job portal). That might enable us to pick up & store in a database:

• All the job-advts which a candidate ever applied for, chronologically.
• [Database of Intentions = Job Apply History]

Trend analysis will tell us what kind of jobs he is looking for! This may be better than "harvesting" millions of job-advts!

(Signed/Dated: 09-07)

 

Objective Matrix

	Resume Rater	Inter Viewer	Match Maker
Main Objective	To popularise IndiaRecruiter	Same	Same
By-Products (Incidental benefits)	Harvest email IDs of millions of jobseekers... conduct mass email campaign...	Harvest Interview Questions; get users to "vote/rank" questions to determine weightage.	Harvest Job Advts - extract data to create structured database.
Sub-Objectives	To educate Recruiters/HR managers re: the concept of "Ranking" of resumes for relevance.	Harvest "Candidate Assessments" filled-up online... construct HISTORY TABLES of "Who" interviewed "Whom" & "When" and for "What" position.	Compile Job Advt History of each Corporate... to predict manpower requirements.
		Get Recruiters to "ask" candidates to submit resumes on India-Recruiter.	Enable jobseekers to find the best matching jobs... only read jobs with "Match Index" $> 80$.
			GREATEST FEATURE!! Obviate the need for a jobseeker to ever post his resume on any job-site once loaded in Match-Maker.

 

Kartavya, Abhi, Vicky, Inder

(Dated: 18-07-03)

ORG-CHART

By-Products

When we have created a "structured" database of 5 lakh job-advts, we will be in a position to offer the following features to our subscribers:

• Job-Description Manual
• In this case, let us say that a given subscriber has (i.e. already created) an Organisation-chart of his company, such as:

[M.D]

[CFO] --- [President] --- [CEO]

[VP (Mfg)] --- [VP (R&D)] --- [VP (Matl)]

[GM (M/C Shop)] --- [GM (Assy Shop)]

We allow the subscriber to "upload" this chart in a particular tool/module. Then, when he clicks on a particular position (hierarchy-block), immediately, a draft/tentative job-description pops-up next to that block.

This job-description is pulled from our "Job-Advt Database", using same "priority" as described in my today's note on JOB-ADVT DATABASE.

Subscriber can now "edit" this job-description by adding/deleting/modifying. When he is satisfied, he clicks "SAVE". Of course, there should be a provision whereby he can edit at any time.

• Organisation-Chart Construction
• In this case, we presume that the subscriber does NOT have an existing (ready-made) chart for his company. He wants to construct one from scratch. In this case, the Software Module...

...will present to him a "Template" such as follows:

[Header Box: Company Name, Template Name, Template Level, Division/Section, Template NO]

• Starting Block: [V.P. Mfg]
• Linking Level: [GM (M/C Shop)] --- [GM (Assy Shop)] --- [GM (Services)]
• Charting Level: [Mgr (Compo)] --- [Mgr (Sub-Assy)] --- [Mgr (Stores)]

A subscriber is presented a "blank" Org Chart. In "Starting Block", he enters the first "designation/position name".

[Occupant Data] $\leftarrow$ [VP (Mfg)] [Job Description]

• Name, DOB, Date Joined, In this post since, Edu-Quali, Total Exp, Salary.
• Buttons: [SAVE], [NEXT LEVEL DOWN], [EDIT], [NEXT LEVEL UP], [MOVE SIDEWAYS].
• Job Description: Picked-up from Job Advt database & displayed for editing.

As soon as he enters "actual Designation" in any block on the template, two adjacent blocks pop-up, as shown, viz:

• "Occupant Data" Block
• Here the recruiter would need to enter all pertinent values for the "current occupant". Everytime the occupant resigns/retires/dies, recruiter can comeback & edit & fill-in values pertaining to the new occupant.
• "Job Description" Block
• This block gets filled up automatically from the job-advt database. Subscriber can edit & save it. By & large, this block (i.e. job-description) will not require changes when one person leaves & another moves into this slot.

Starting Block will always be just ONE block in each template. However, subscriber can expose any no. of additional blank blocks in "Linking Level" & the "Charting Level" by horizontal scroll-bars for each level.

Overall Linking Template / Matrix / GRID (ALT #1)

[Matrix Grid showing Horizon/Breadth (A-M) and Depth/Level (1-10)]

• Template Number (Circle) linked to blocks like 4D, 6F, 2J, 8K.
• Note: Clicking on this will enlarge this section to fill-up entire screen, with matrix remaining faint in background.

Clicking on each will expose/reveal the details of each sectional/Divisional/Departmental org-chart. What I have described is a crude concept. The best way to develop a realistic/universally applicable concept would be to obtain REAL/TRUE LIFE organisation-charts of 2 large Companies & then see if my concept works or not & what modifications are required.

Once again, we are leveraging the job-advt database to help us offer this feature to HR managers.

By-Products (ANNEX)

(Dated: 18/07/03)

How to display GRID either:

• While "constructing" Org Chart, OR
• While "searching" a particular "section/position"

ALT #2

[Diagram of a Scrollable Grid]

• Scrollable Y axis and Scrollable X axis. Both axis can be scrolled. Blocks slide UNDER & disappear from view & new blocks get exposed to reveal new "sections"—which can be clicked & enlarged. Faint matrix/grid remains in background.

ALT #3

[Diagram of an Enlarged View]

• "Matrix remains permanently in one corner."
• "Click on any block to enlarge as shown."
• Main Screen: "Enlarged Org Chart for Section: F6."

Inder (Dated: 04-07-03)

cc: Kartavya, Abhi, Vicky

ORG. CHART

Organisation Chart Drawing Tools

See enclosed cutting from Express Computer. I am sure there must be hundreds of software products available in the market, offering facility for an HR manager to construct his own company's Organisation-chart.

I would not be surprised if many such software tools are even "freeware"! I suppose these softwares would permit construction of Org charts, as per sample enclosed.

Some (Software) tools may even permit entering in each "position-slot", informations such as:

• Joining Date
• Birth Date (or Age)
• Cadre

(Page 2/3 of a note regarding Org-charting tools)

Current salary

Total years of experience

Edu. Qualification

Each slot/position becomes a kind of "mini-resume/a snapshot-at-a-glance".

Then there could (conceivably) be such Org-charting Tools, where when you move your cursor over the "Designation/Position-name", a window opens-up, displaying complete

JOB-DESCRIPTION

for that position!

If a Company is systematically organised & has already created a

MANUAL OF JOB-DESCRIPTIONS

for all positions in the Company, then to provide such a "mouse-over" feature is not difficult at all!

Our (longterm) objective should be to find (—or develop inhouse?) such an Org-charting software, & integrate it with our

GuruAdCompose.

(Page 3/3 of the same note)

If we succeed in this (—and we must), then, everytime/anytime an executive resigns/retires and need arises to fill that slot/vacancy,

all that the Recruitment Manager has to do is to Open the Org chart and double-click on the position-slot/block!

And presto!

Draft advt. appears before his eyes! —ready for editing.

As simple as that! You cannot get any simpler than this.

Recruitment managers around the world would love this "elegance".

"No-fuss-recruiting" at its best!

This "Vision" should not hold-up development of V 1.0 of GuruAdCompose (—for which, I would like to see a project-plan in next 2/3 days), but Inder should continue his R&D along this line (including calling S.K. Consultancy to give us all a demo).

[Signature]

Sample of a Typical Organization Chart

Organization Name: Larsen & Toubro Limited

• Top Box: Ashok Patel | Vice President – Mfg | Heavy Engr Division
• Branch 1: Janak Pandey | Production Mgr | [Unreadable] Dept
• Sub-box: Raghu Ram | Foreman | Assy-shop.
• Sub-box: Vivek Raja | Production Eng. | Machine shop.
• Branch 2: A. Venkat | Materials Mgr. | Purchase Dept
• Sub-box: Ram Kumar | Buyer | Purchase Dept
• Sub-box: A. Agnihotri | Standards Eng. | Purchase Dept
• Branch 3: Janardan Mhatre | Industrial Engineer | O&M section

(A printed newspaper/magazine clipping)

S K Consultancy Organisation Chart Drawing Tool

S K CONSULTANCY Services has introduced Organisation Chart Drawing Tool using VB as front end and Access 2000 /SQL / SQL 2000 as database to store data of employees and their reporting... [text details technical features].

Contact: Mandar Thakur, S K Consultancy Services

Tel: (22) 28733297 / 28768923

Email: skcs@vsnl.com

Website: www.s-kcs.com

(Note dated 13/07/03)

Kartarya, Abhi, Vicky, Inder (These pages are like "Functional Specs.")

Jobseeker's Corner

Reading of enclosed notes will convince you that, on https://www.google.com/search?q=RecruitGuru.com, we need to create a Jobseeker's Corner.

Even though we make our money from Corporate Subscribers, that becomes possible only because of millions of jobseekers. To attract them to first deposit their resume on our website —and then keep coming again & again & again (forever), we need to devote/earmark an entire SECTION on our website, which is solely devoted to the jobseekers. Abhi should upload these (enclosed) pages as soon as the features/functionalities described & offered in those pages become available.

P.S. No log-in required to access/read these pages!!

[Signature]

(A checklist of website features/pages)

Image Builder

Interactive Response Page

Want an Interview Call – Today?

Where do you stand?

Where are the jobs? Guru Alert.

Resume Targeting.

$\circ$ Prepare Yourself (Project Prepare) [Crossed out]

Impress the Interviewer (Project Prepare)

Jobsearch

Your Personal Page

(Note dated 09-07-03)

Abhi

cc: Kartarya

"Submit Your Resume" Page

You are supposed to create & upload this page by friday.

Enclosed find a write-up for the same.

By tomorrow I will finalize & give you further write-ups for following links:

Terms & Conditions.

How RecruitGuru places your destiny in your own hands

[Signature]

(Mockup Page 1/2)

RecruitGuru [Logo]

Submit Your Resume

Dear Jobseeker:

Are you fed up of filling-in long structured forms; (having number of list-boxes) on dozens of jobsites— and

Are you tired of noting down & remembering dozens of User ID / Passwords?

No more. Just forget the nightmare!

Enter the World of Artificial Intelligence — the World of GuruMine Software.

In the block provided below, simply paste your readily available / unstructured / email resume. Using advanced datamining techniques, GuruMine will convert your resume into a structured database. It will even construct graphs of your FUNCTIONAL EXPOSURE PROFILES.

To be precise, GuruMine will convert your plain/unstructured resume into an ImageBuilder.

(Mockup Page 2/2)

When we launch our Webservice (around Sept. 2003), we will email to you, your ImageBuilder and simultaneously upload it on our website.

From that moment onwards, you will control your own destiny!

To discover how, paste your resume below:

[Rectangle Box for Resume Input]

[ ] I agree to/accept your Terms & Conditions

[SUBMIT]

Link How RecruitGuru places your destiny in your own hands.

(Mockup Page P/1)

RecruitGuru — Pay per Use

Your Personal Page

Dear Jobseeker:

On our website, "your personal page" gets created when

you submit your resume online

or

you send it to us as an email & then we upload it

In either case, we send you (thru email), your

PEN (Permanent Executive Number)

Password

User ID

Note these down carefully since you would need to use these, everytime you wish to log into your "personal-page".

What can you find on your personal-page?

RecruitGuru ——— Pay per Use ——————— [Graph Icon]

Job Search? (GuruMatch)

Dear Jobseeker:

Jobsearching is an old-fashioned, obsolete technology (of course, still used by most of the jobsites).

With thousands of job-advts getting uploaded everyday on hundreds of jobsites, who can spend 26 hours per day searching for those few "ideal" jobs? — even if you are currently unemployed.

And, even if you have that kind of time, you are still likely to miss out those few "ideal" jobs.

Then surfing on jobsites is not cheap, either, at, maybe, Rs. 20 per hour.

Would it not be great, if those "ideal" jobs come searching for you?

You bet.

And we are the only website in the...

entire world, which makes this possible!

How?

Take a close look at your own FUNCTIONAL EXPOSURE PROFILE (in the ImageBuilder version of your resume).

It shows your "Raw Score" & your "Percentile Score". (Of course, both of these change everytime you submit your fresh email resume on our website).

Now, unseen to you, what our GuruMatch software does, is to compute similar "Raw Score" & "Percentile Score" of thousands and thousands of job-advts, compiled from hundreds of websites.

Then, it compares/matches:

• Your percentile-score (from your resume) with
• percentile-scores of thousands of job-advts (Of course, in matter of seconds)

When GuruMatch finds one-or more "matches", it sends you a job-alert (as email or SMS).

To satisfy yourself (with the uncanny precision of GuruMatch), log into your online "Personal-Page", view the details of the "matched" job-advts, and then "Apply Online".

You have obliged the advertising company by allowing them to search you!

If you are quite choosy — about the kind of jobs that should come searching for you, then fill in the following form:

[Match-Request Form UI] Dear GuruMatch: Please send me "alerts" for:

• Function: [Dropdown]
• My functional percentile score is: [____]
• Functional percentile score of job-advts should be: [] to []
• Send alert as SMS on my mobile phone no.: [____]
• My mobile service provider is: [____]
• My PEN is: [____]
• My User ID is: [____]
• My Password is: [____] [Submit Button]

How will it help you?

As follows:

• Edit You will find your resumes (both, the plain email version and the ImageBuilder version) in your personal page. You can edit these online, anytime.
• "Match-Request" Form You will find your "Match-Request" and edit the same online. These are your instructions to GuruMatch to send you job-alerts.
• Details of Matched Job Advts This tabulation/summary shows you what "matching" job-advts GuruMatch have found for you. From this table, you can view the detailed job-advt and if you feel like, "Apply Online" (i.e. instruct us to forward your resume to the concerned advertiser). You will also be able to see/download adjoining graphical plot of the job-matches (even on your mobile!).

[Graph UI showing No. of Job Matches For (Input Box) vs Date (of Month) or Month (of Year)]

• Profile of Interviewing Company When our software emails this link to you, you click on it and, in your personal-page you will find the profile of the company, where you are about to appear for interview.
• Resume Forwarding History When you "Apply Online", our software forwards your latest ImageBuilder resume to the concerned advertiser and creates/adds to a tabulation as follows:

[Table: Resume Forwarding History]

• Candidate Name: __________ PEN: __________
• Columns: Sr. No | Resume sent date | Sent to (Corporate) | Vacancy/Position | Interactive Page Response (Reject, Hold, Add. Info Request, Called for Interview)

• Profile-Generator Here, you will be able to generate—on the fly—thousands of "Profiles" and come to know where exactly do you stand amongst comparable co-professionals:
• Age wise
• Experience wise
• Designation wise
• Functional Exposure wise
• Salary wise
• Edu. Qualification wise etc. etc.

Of course, graphical plots are not possible to generate, unless, in each unique combination, selected by you, there are atleast a few hundred comparable "values".

[Note at bottom mentions logging into personal page using PEN, Password, and User ID].

RecruitGuru ——— Pay per Use ——————— [Graph Icon]

Impress The Interviewer (GuruMentor)

Dear Jobseeker:

No interviewer can fail to be impressed if he discovers during the interview that, you as a candidate, know more about his company/organisation than what he does!

So, before you appear for an interview, what all should you find out about the company? Following is only a partial list:

• Names of Interviewing executives (panel members)
• Names of Directors & other senior executives
• Joint Venture partners / Technical collaborators
• Products & Services
• Sales Turnover & employee-strength.

pro-actively, without waiting for your request!

But that would happen only when

• you use the Interactive Response Page while sending your ImageBuilder resume to the job-advertiser and
• the recruiter, also uses the Interactive Response Page, to give you the feedback.

When this happens, we get a copy, telling us, "who" (which company) is going to interview you and "when".

Immediately, our GuruMentor software will send you a link thru email. When you click on that link, you can view/download all the data about that company (sorry, we do not have data about all the companies).

Rest is upto you.

We can only arm you with info but only you can fire the shots (or face the shots!). If you are lucky, other candidates appearing in the interview may not have used Interactive Response Page! You are lucky to have used it.

RecruitGuru ——— Pay per Use ——————— [Graph Icon]

Resume ~~Blasting~~ Targeting

Dear Jobseeker:

Indiscriminately sending your resume to thousands of Corporates in an unsolicited manner, can be counter-productive.

So, RecruitGuru cautions you against mindless resume-blasting. It lowers your image besides leading the recruiters to believe that you are desperate for a job.

But if you conduct some research, on the types of jobs/positions advertised by Corporates in the past, you may discover that, some of them have a "recurring" requirement (i.e. vacancies/positions frequently advertised), for which, you could prove to be an "IDEAL CANDIDATE".

It could be that you, somehow, missed to notice those job-advts.

But, if these Corporates needed an executive like you in the past, it is quite likely that they would need "you" in future — may be near future!

And, if they were to receive your resume right now, it is equally likely that, instead of advertising once again, they may simply call "you" for an interview! That would save them a lot of bother.

To make your task of "researching" real easy, we have created, CORPORATE JOB-ADVT. HISTORY.

There is one page for each corporate, listing job-advts released by it in the past (as many as we could get hold of), in a chronological order, as follows:

[Table: Corporate Job Advt. History]

• Corporate Name: ABC Ltd.
• Columns: Sr. No | Vacancy/Position Advertised | Date Advertised | Source | Add to Shopping-List for Viewing [Next Company Button] [Display Shopping List Button]

RecruitGuru

Pay per Use - - - - - - - - - - - - - - - [Graph Sketch]

Where Do You Stand?

Dear Jobseeker:

No man is an island.

We live in a world teeming with 6 billion+ people.

We live in a country crowding with 1 billion persons.

Maybe you live in a city of 1 million citizens.

All of them are competing for limited / often scarce, resources.

At the minimum, all want

ROTI — KAPADA — MAKAN

(Food — Clothing — Shelter).

None of which is possible without a job.

And jobs are getting scarcer.

43 million unemployed graduates, registered with 900+ employment exchanges, are a proof!

And then there are many more millions, who have not even bothered to register.

So, for every job available, maybe there are 10,000 candidates who are "suitable" (—out of millions who are available!).

This includes the job that you maybe currently holding or the job that you have just applied for.

So, these 10,000 are your "competitors"!

Do you know, where do you stand, in relation to your competitors?

In relation to:

• Age
• Years of Experience
• Educational Qualifications
• Functional Exposure
• Salary
• Designation
• Industry Background

And,

Unless you know, where you stand in relation to your "competitors" (Co-professionals), you don't know how good is your chance of landing that job! — or even retaining your current job.

We, at RecruitGuru, will tell you, where exactly you stand.

Already, the <u>ImageBuilder</u> version of your resume, graphically plots, your

FUNCTION EXPOSURE PROFILE.

It shows you where you stand, amongst other professionals, belonging to the same "function".

And before long, RecruitGuru will graphically answer your following questions:

SALARY

• How does my salary compare with professionals, having
• Same Age
• Same Experience

• Same functional-exposure
• Same Industry background
• Same Designation-level
• Same Educational Qualifications

etc.

Can I ask for a "raise"?

DESIGNATION-LEVEL

At what age, do professionals, become a

• Manager
• General Manager
• Vice President etc.

How much time do they spend at each "Designation-Level" before moving on to the next higher level? Am I stuck at my current level for too long? Am I overdue for a promotion?

(These graphs will be displayed, Industry-wise / Function-wise).

You will be able to view these "WHERE DO I STAND?" — Graphs, only if you edit & complete all missing data in your ImageBuilder version of resume, either online, or send to us as an email.

Now, you are equipped to face your competitors!

RecruitGuru

Pay per Use - - - - - - - - - - - - - - - [Graph Sketch]

Where are the Jobs? (Guru Alert)

Dear Jobseeker:

• From a plain email resume, RecruitGuru created & gave you, the <u>ImageBuilder</u>. Use it.
• From "<u>Where do I stand?</u>" graphs, you found out your standing (Vis-a-vis your competing co-professionals), in respect of:
• Functional Exposure Profile
• Salary Distribution Profile
• Designation-Attainment Profile

Leverage these.

• Using "<u>Interactive Response Page</u>", you ensured that you get a feedback against each job-application that you send out. Integrate it with your ImageBuilder.

But none of the above-mentioned features are 'useful', unless you know, "Where are suitable Jobs?"

Not only you wish to know the jobs, where you have the best chance of succeeding, you want to know about these jobs

NOW! RIGHT AWAY!

Our task, at RecruitGuru would be incomplete, unless we send you "alerts" about such suitable jobs, FAST!

And you decide, how fast you want us to "alert" you.

We can send you an alert as an email or we can send it as an SMS over your mobile phone. Choice is yours!

Of course, if you want to get an SMS-alert, you should make sure to enter your Mobile phone No. (—in the ImageBuilder) while editing.

We will also continue to send you job-alert as an email.

In either case, we will send you one alert daily. Then, at your convenience, log into our website & access your "Personal Page". All the "matching (suitable)" job-advts will be stored there, chronologically. Check-out the details to see if there are some which really

interest you and against which you would like to apply.

So you found some?

Now, how do you go about applying?

We have thought of that too.

At the bottom of each job-advt., you will find,

"RecruitGuru: Please forward my ImageBuilder resume to this advertiser." [Checkbox Checked]

Simply tick the checkbox. That is all! Our GuruAlert robot will deliver your resume to the mailbox of the job-advertiser.

Simultaneously, the software will add this advt. to your personal "<u>RESUME FORWARDING HISTORY</u>" page.

This is a chronologically tabulated record of all the job-advts against which you have ever applied using RecruitGuru. And this service is FREE!

Life cannot get simpler!

Go thru all Corporate History Pages, alphabetically by clicking on [NEXT COMPANY] button at the bottom of each page.

In the last column, check on checkboxes, for those advts. which interest you.

At any point of time, clicking on

[DISPLAY SHOPPING LIST]

will show all the job-advts, added by you to the shopping list, upto that point of time.

The "Shopping List" will look as follows:

Shopping-List For Resume Targetting
shopper's Name:	PEN:

 

Srl. NO	Corporate Name	Vacancy / Position Advertised	Date	Source	View	Send Resume
					[$\checkmark$]	[ ]
					[$\checkmark$]	[$\checkmark$]

[submit]

To view the details of the job-advt, click on checkbox in "View" column.

After viewing the details, if you are convinced that you could be a very suitable candidate for this vacancy/position, then tick the checkbox in the last column.

At the end of this exercise (research), when you click on [submit], your resume will be delivered to the mailboxes of all those Corporates!

And, simultaneously, your own/personal <u>RESUME FORWARDING HISTORY</u> page, will get updated.

In 21st Century, job-getting will depend upon:

• Researching, not merely searching
• Being "Pro-Active", not merely "Reactive"
• Pin-point "Targetting", not mindless "Blasting"
• Using "ImageBuilder", not an email resume
• Enabling recruiter to give you "feedback" thru Interactive Page, not waiting & praying!

RecruitGuru

Pay per Use - - - - - - - - - - - - - - - [Graph Sketch]

Want Interview Call — Today?

Dear Jobseeker:

(Remainder of page is blank)

RecruitGuru — Pay per Use — [Graph Icon] Interactive Response Page

Dear Jobseeker:

• Apply, apply, no reply? Sounds familiar? You bet!

A recent survey conducted by a leading jobsite amongst jobseekers, revealed that some 67% of the respondents complained that:

• Recruiters never "acknowledge" the receipt of their job applications.
• Recruiters never give them any "feedback" re: what they have done/plan-to-do re: their application — they did not mind receiving a negative/rejection feedback — as long as they got some feedback.

A very legitimate expectation. Business-courtesy demands that recruiters should respond. They are aware that a response—any response—would vastly raise the image of his company in the eyes of the job-applicants. It makes for good public-relations.

[Page R/2] But, with proliferation of email resumes (—quite often unsolicited) choking their mail-boxes, recruiters find it extremely difficult to respond to each & every job-applicant.

Some recruiters receive over 500 email resumes everyday! If a recruiter needs just ONE minute to send an email reply to each applicant, he would be left with absolutely no time to do anything else!

However,

• if you make use of Interactive Response Page, while applying for a job, you are bound to get a response!

That is because, with the Interactive Response Page, a recruiter can respond to you within 5 seconds and automatically create a searchable database (job-advt wise), of all his responses!

When you use Interactive Response Page, while applying, you are, actually, "enabling" the recruiter to respond—almost instantaneously—like Instant Messaging.

You are ensuring a feedback, everytime you apply on an Interactive Response Page.

Of course, use ImageBuilder version of your resume only.

RecruitGuru — Pay-per-Use — [Graph Icon] ImageBuilder

Dear Jobseeker:

Our Artificial Intelligence software (GuruMine), takes in your plain, unstructured email resume and automatically converts it into a structured database.

This is a great help for the Corporates (the job-advertisers) because, now your resume has become "searchable" in matter of seconds — even after 5 years!

But we want to help you, too. So we turn your resume into an "ImageBuilder" resume.

Want to see what an ImageBuilder looks like? See SAMPLE.

From the Keywords (knowledge-skills-expertise etc.) contained in your resume, our AI software deciphers your FUNCTIONAL EXPOSURE.

Then it plots, graphically, your FUNCTIONAL EXPOSURE PROFILES.

Not only that. The software computes your "Raw score" and your "Percentile score" for each function.

It compares your "exposure" with thousands of comparable executives and shows you — and the recruiters as well — where exactly you stand vis-a-vis the sample population of other executives.

But with passage of time, your knowledge-skills-expertise etc. will change, resulting in a changed mix/composition of "Keywords" in your resume. So, everytime you submit your "revised" resume, your "Functional Exposure Profile" will change!

Not only your "Raw Score" will change, but your "Percentile Score" will also change, because, by that time, many more thousands of executives would have got added to the sample population.

As soon as we launch our webservice in Sept. 2003, you will be able to see your own ImageBuilder resume online — as soon as you post your plain resume.

Of course, if we have received your plain resume...earlier, thru email, we will upload your ImageBuilder on the website on our own and send you your User ID / Password, for "Editing".

Edit, you must. You must correct wrong data and also enter any "missing" data.

After that, you may wish to download the ImageBuilder and use it, whenever you are applying for a job.

That is the only way — the ImageBuilder way — you can hope to get your resume shortlisted from thousands of plain email resumes, crowding the email-box of a recruiter!

Kartavya / Abhi / Inder / Vicky — 28/06/03 Project PREPARE.

We are in the business of solving (—providing solutions—) recruitment related problems, whether such problems are faced by recruiters or by jobseekers.

One such problem — and a quite CRITICAL too — faced by jobseekers is to prepare themselves well for an interview. Everything hinges around their "preparedness". If they are well-prepared, they will be able to impress the recruiters — and their probability of landing the job goes up.

Jobseekers need to prepare (before the interview) in following areas:

• A deep/current knowledge about the Company (where they are appearing for interview)
• A reasonable knowledge of the "Industry" in which that Company is operating (—this knowledge/preparedness is crucial for senior positions)

• Knowledge/skills of "how to behave" during the interview, how to speak / sit / listen / ask / dress / answer etc. in front of recruitment-panel.
• "Subject/Topic/Function" Knowledge: How much do you know of the "function" in which you claim to be a specialist/expert?

This last one is very vast and most difficult to impart to a candidate and we will keep out of this for next 2/3 years. Of course, we can always tie-up with a number of websites/webservices, which offer ONLINE coaching / learning / testing to jobseekers. We do not need to re-invent the wheel! Nothing that we may try to develop inhouse, can come anywhere close to what experts-in-the-respective-fields have already developed.

Similarly there are dozens of (HR related) websites, offering all kinds of "tips/advice" on how candidates should conduct themselves during an interview. Once again, in this area too, we should stop at providing "Links" to appropriate websites/webservices.

But it is item #1 (Company-related info/data), where jobseekers have none/hardly any, web-based resources to refer to.

Organisations like CMIE / Indiainfoline / Matrix etc. do have very valuable info- on large no. of companies, but this is only available to registered (corporate?) subscribers, who have to shell-out Rs. 50K-100K per year to "access" this data — and of course, download, if desired.

No individual jobseeker can afford this price. But RecruitGuru can!

We can subscribe to these "services" & download "DATA-SHEETS" for thousands of companies on our local server. We can do this (downloading) on a continuous basis, so that no "Company Datasheet" is more than 6 months old.

Now, how to "leverage" this investment/this subscription, to our advantage — and to jobseekers' advantage?

As follows: Everytime, a recruiter uses "Interactive Response Page" to communicate to a jobseeker, we get to know

• Who (which jobseeker), is going to be interviewed,
• by Whom (which company), and
• When (Date/time), and for
• What (Position/Vacancy)

Now all we need to do, is to pick-up from our "CORPORATE DATABASE", the "DATA-SHEET" of that company and email it to the concerned candidate, along with a covering letter, wishing him/her "Good luck" in the interview! This process MUST be AUTOMATED (no human intervention at all).

If a recruiter calls 10 candidates (using our Interactive Response Page) for same vacancy/position (even on different dates), we should confine ourselves to sending "COMPANY DATA-SHEET" to only the top/best 3 candidates (as per their percentile score). We want to "coach/prepare" top 3 candidates only — much like coaching-classes, not admitting students who have scored less than 60% in SSC/12th std!! Because such "admission-rule" improves the chances of students of that coaching-class, scoring 90%-95% and thereby increasing the "Reputation" of that coaching-class!

It is no different with us! We want to ensure that, at least one/two (out of the three) of OUR candidates are able to impress the recruitment-panel, so much with their "deep/current" knowledge of the Company, that they are bound to get "shortlisted". Eventually, one of these 3, will get appointed.

When this happens, the candidate who gets appointed... or even get shortlisted), becomes our greatest salesman! From that point onwards, he would "market" RecruitGuru/ImageBuilder to his friends/colleagues. Remember Tom Peters' advice on "Word-Of-Mouth" marketing? Not only it is the cheapest but it is most "trusted/credible" (because the praise comes from a friend/colleague) and, therefore most "Lasting".

Every shortlisted/appointed candidate would credit our "Company Datasheet" with his success and become our BRAND AMBASSADOR! And when we get thousands of Brand Ambassadors, we don't need to advertise RecruitGuru/ImageBuilder.

From my 44 years of experience, I can tell you that nothing impresses a recruiter more than the dazzling display of his own company's knowledge by a candidate! Imagine a candidate, telling you all about your company's:

• Products/services/Market share
• Factories/Branches
• Sales Turnover / Financial Ratios / EPS / Mkt cap / Dividends / D:Eq
• Technical Collaborations / Joint Ventures
• Names of Directors
• Cost of Production / Inventory Turnover ratios / Royalty payments
• Exports/Imports
• Manpower Costs & their 5 year trends! Interest costs etc. etc.

CMIE's datasheet of L&T (downloadable under PROWESS for Rs. 50K/yr) runs into 30 pages! Can you think of any other marketing initiative that is so cheap — and so CERTAIN TO SUCCEED?

[Signature] 28/06/03

Rahul

cc: Saurabh Pranav Vikram Rajeev

17-04-06

<u>The $n^{th}$ richest man</u>

What beauty is to women, salary (wealth) is to men.

A person is neither beautiful nor rich in absolute terms. It is always "relative to" some other person or a group of persons.

But mankind has an obsession with such relative comparisons. It is in human nature to compare oneself with others—especially comparing oneself with "comparable/similar" others (not just anybody).

This obsession manifests itself in:

Beauty Contests for Women, eg:

• Miss India
• Miss World
• Miss Universe etc.

This, despite the fact that there are no "objective/quantitative/scientific" measures (units of measurement) for "Beauty."

A woman may appear "extraordinarily beautiful" to one man and just "ordinary" to another!

As they say

"Beauty is in the eyes of the Beholder"

Despite such enormous "Subjectivity", millions allow themselves to get swayed by the "announcements/proclamation" of a few well-known/eminent "CRITICS/JUDGES"!

"Rich Man/Wealthy man" Ranking for MEN

These "rankings" are somewhat more "Objective" — based on measurable criteria.

Of course, there are no "contests" — at least visible contests.

But you bet that Azim Premji / Narayan Murthy / Anil Ambani etc. etc. are all anxiously scanning newspapers/magazines every morning to see if Business Week / Financial Express etc. have just published their (respective) lists of—

<u>INDIA'S RICHEST MEN!</u>

It is quite likely that BW & FE may be using somewhat slightly different criteria — but that difference is irrelevant.

What is relevant is that both use "objective/measurable and often, even transparent" criteria. And, what is more, they use the SAME criteria consistently, year-after-year. So, even if Azim Premji may disagree with Business Week's "definition" of "wealth", he knows that:

Same definition is applied to all others

Same definition will be used NEXT year.

What then matters is the

<u>RELATIVE RANK.</u>

Is he moving up or down?

By how much?

Who is overtaking him?

Not one industrialist/businessman has ever challenged these ranking! — even if he believes that the "method" is somewhat defective — from his point of view.

Why?

All those being "ranked" trust the

— objectivity

— fairness

— consistency

— transparency

of the method.

And it is precisely because of absolute "Lack of Bias" on the part of the Ranking Organisation/Institution/Agency, that the organisation has great

<u>CREDIBILITY.</u>

And that organisation's CREDIBILITY goes up when it compares "like/similar" people, all of whom have similar "handicaps", eg:

Richest Men of India

" " of Asia etc. etc.

Even Companies get ranked/rated (eg: CRISIL rating) and even Countries get rated/ranked (eg: S&P / MOODY etc.)

What has all of these, "relevance" to IndiaRecruiter / Global Recruiter?

Quite a lot.

GR/IR must become such a RATING/RANKING agency when it comes to jobseekers.

We are about to make a beginning in this direction by incorporating into our ImageBuilder,

<u>FUNCTION PROFILES</u>

$\{$ I am tempted to call it "FUNCTIONAL COMPETENCE PROFILE" $\}$

This concept itself is very new/arguable/controversial.

On top of that, our methodology (of assigning RAW SCORES) is not transparent, although it is quite "objective".

Hence, there is bound to be a lot of discomfort/reluctance on the part of, both the jobseekers and the HR managers, to

"ACCEPT" our rating/ranking — if only for the reason that they do NOT understand how you are arriving at those scores/percentiles!

This (resistance to acceptance) will be especially true amongst those jobseekers who end-up scoring low! They will blame the method.

Of course, we cannot help.

We only hope that, since HR mgrs will find these "ratings/rankings" reasonably reflecting their own assessment of the candidates, they will bring pressure on the candidates to stop sending plaintext resumes and send only the ImageBuilders.

Next, we want to get onto

<u>SALARY RANKING</u>

(really speaking "SALARY COMPARISON")

And, in India Recruiter, we are capturing

<u>all</u> the required data, viz:

"Function" of each jobseeker (FIRST priority)

"Desig. Level"

Annual salary (current job) $\}$ "Experience" block

With these data, we need only 2/3 simple steps to draw a graph as shown in Annex (A).

And since the data has been supplied by the candidate himself, he cannot "DISOWN" it! Again, X-Y axis are easily understandable. You cannot find fault!

In Annex (A), tabulation at the top contains figures (numbers) representing the no. of "Registered" executive belonging to that CELL.

Now, all CELLS will contain different numbers — which keep changing every minute, as more & more jobseekers register.

I feel, if any CELL contains a number smaller than 100, we do <u>not</u> draw any graph for that CELL. We start plotting only when a no. in any CELL, exceeds 100.

Again, in the graph itself, let us not

display the "Population = 138" data. Let us start displaying this, only when the no. (in the CELL), reaches a respectable 1000.

At this stage, you may wonder:

In "Function Competence Profile", the X axis is PERCENTILE

Whereas

In "Salary Profile", I am showing actual annual salary (class-intervals, of 0 1 / 1.01 2 / 2.01 3 etc) on X axis

Why? Because,

#1 Of course it is easy to understand a actual no (Rs. Lakhs), as compared to a conceptual no (i.e. percentile).

"Relative standing" gets established much more easily in mind of jobseeker as well as HR mgrs.

#2 While selecting/appointing a candidate, a HR mgr has limitations/constraints in the best/max salary that he can offer to any given candidate (no matter how brilliant he is — say, with a percentile of 95%).

The actual salary of the candidate, superimposed on the Salary Profile graph, helps HR mgr. to conclude the best salary that he should offer, with full knowledge as to what is the "market-value" of such a person!

What kind of salaries are similar professionals drawing? — quite possibly, even, in competing companies.

If, by looking at this graph, if HR mgr. discovers that what he is prepared to offer—by way of salary—is absolutely ROCK BOTTOM, by Industry-standard, then he knows that he just cannot attract candidates,—even those with percentile of 30%! — the duds!

Most HR mgrs know that they have to offer 25% – 35% more than what a candidate is already getting in his current company before he will consider making a change.

With such a "Salary Profile" graph, a HR mgr would be able to make a rational/reasonable salary offer to a candidate, which:

he is convinced is FAIR—by Ind-standard.

he believes, will attract a candidate

he knows will not upset his own existing, similar employees

he can defend with his bosses

will not "skew" the Industry-norm and lead to unhealthy competition for talent (especially scarce talent) amongst competing companies.

I strongly feel that such Salary Profile will be greatly appreciated by HR mgrs. For the first time, instead of relying on "hunch/gut-feeling", they have statistical analytics to arrive at a RATIONAL decision. This graph will be such a powerful DECISION-MAKING TOOL, that I believe,

HR mgrs. will refuse to look at any other type of resume from any candidate! They will insist on ImageBuilder only!

We can expect ImageBuilder to become a true INDUSTRY-STANDARD, only, if and when, we can get all HR mgrs to bring pressure on jobseekers. We must make, every HR mgr, our (ImageBuilder’s) BRAND AMBASSADOR (—of course, for free!)

As soon as we have launched Indra-Recruiter (Jobseeker-side), let us work on this and implement it as fast as we can. We must do this, even before we launch the “EMPLOYER-side”.

And “Salary Profile” has important implications/ramifications from a jobseeker’s viewpoint as well.

Now, for the first time, he KNOWS, what kind of salaries are his co-professionals...

...drawing! “Theory of Relativity” kicks in! Is he ahead of the pack or trailing the pack? Such a “revelation”—that too graphically plotted—could be exhilarating (—if he is leading the pack) or it could be devastating/mentally shattering, if he is trailing almost all his co-professionals!

If he knows he is “underpaid”, he is quite likely to show this “AUTHENTIC” graph to his boss/his personal manager and ask for a “raise”—or threaten to QUIT! (Don’t try this on me!)

NOW, what would happen if 6/8 (or 25% of employees) professionals go to Boss, flaunting this graph—and asking for raises?

Would we have created a mini-revolt in an organisation? Maybe.

Maybe “Salary Profiles” may end-up increasing the “churn” in industries—but it will certainly bring in a lot of transparency.

And, of one thing you can be rest assured. Every jobseeker who registers on Indra-Recruiter, will come back and “EDIT” his resume, once every year, immediately after the annual increments get announced!

He would want to make sure that:

• his own ImageBuilder contains, his new/revised salary.
• he is holding (or improving) his relative position amongst his co-professionals (—because, if he is falling behind/losing his rank, then it is a cause for worry).

And of course, everytime he changes his job, he will come back and EDIT because his salary would have gone up!

And most certainly, he would encourage his colleagues (within his own company) to register, so that they can compare their graphs!

We may have found our HOLY GRAIL! [Signature] 17/04/06

ANNEX: A

Data tables are not to be part of Imagebuilder—only the graph.

Distribution of Registered Jobseekers: Function Vs. Designation Level (Table containing data for Accts/Finance, Advt/Media, Arts, and Top Mgmt across levels from Entry to Top Mgmt).

Function = Advt/Media || Level = Mgr. Population = 138 Salary Distribution (Rs. L/year) (Table showing salary ranges from 0-1L to 7-8L).

My Salary Profile (Salarywise, where do I stand in comparison with co-professionals) [A line graph is drawn showing % of Executives vs. Annual Salary, pinpointing "Mr. A.J. Patel" at the 2.2L mark]. Note: We may omit this initially, till fig. crosses 1000.

Rajeev cc: Rahul -> Saurabh -> Pranav -> Vikram 15/04/06

“Compose a Job Description” – II

This is further to my yesterday’s note on this subject, in which, I have proposed/hinted that a HR mgr. can use this feature as follows:

Compose Job Descr. Feature:

• To create a MANUAL OF JOB DESCRIPTIONS for your company/org.
• To Compose a “Job Description” for any given (job-advt) vacancy/position.
• To use it ONLINE during interview (as an interview AID) (since, it contains a lot of skills/knowledge/expertise related keywords, pertaining to any given position. So, one can get a lot of ideas re: questions to be asked to the candidate.

But I suspect that when we “extract” job-description paras from several job-advts for SAME vacancy/position-name (eg. 13 advts for position = Web Designer)

and then, when we “parse” these paras, to convert into a list of bulleted “sentences”, as:

• Sentence #1
• Sentence #2
• Sentence #3

and then, add-up all the parsed sentences from all job description paras of all job advts (for same Position Name/Title), —totalling 243 sentences.

Then, following can be expected:

• Many sentences may be perfect duplications or partial duplications.
• Many sentences cannot be called “Job-Descriptions” at all! They may refer to:
• Advertiser Company
• City of Posting
• Working Hrs
• email IDs/phone no.
• Address
• junk etc. etc.

Obviously, if we permit such “garbage” go unchecked / unfiltered / un-edited, then it would make a very poor impression on the HR mgrs who like the idea and want to use this tool.

If the very first impression is bad, they are not going to comeback. Worse, they may spread “bad words” about this feature! That would spoil our reputation!

So, we must remove such garbage from all the parsed/accumulated sentences, BEFORE loading these into the database. Something like what I am doing for the last 15 days in VERIFIER tool (& I have only reached upto alphabet D!). This is a painfully slow & agonizing/tiring process!

So, whereas we do need a GARBAGE REMOVAL TOOL on which, one/two persons may work to look-up each & every parsed sentence and then remove/delete the “Garbage Sentences”, such a tool has to be a “self-learning” tool.

It must “learn” from the human expert working on it. It must “observe” what human-expert is doing.

That is, the tool must “store” into its (separate?) database, every sentence that the human expert is deleting (i.e. treating as garbage).

The tool may have to “store” into its memory, say 10,000 so-called “garbage” sentences.

Let us say, altogether, these 10,000 sentences contain 100,000 words. The s/w will calculate the “frequency of usage” of these 100,000 words and arrange these words, in the descending order of usage. So, you may get, no more than 2,000 unique words.

Of these, perhaps, the top 200 would make-up for 90% of all occurrences! (A/B/C analysis).

So, now we have a list of 200 culprit words!

CONCLUSION? If any of these (200) words, is appearing in any sentence Then that sentence must be a “garbage” sentence!

This is how BAYESIAN SPAM FILTER learns — and continuously improves, as it goes on “rejecting” more & more sentences, which contain any of the “garbage word”.

And as each “newly discovered” garbage-sentence is added up (to the 10,000 with which we—i.e. human expert—started), —and further broken-up into words, and further “calculate” fresh “frequency of occurrence”,

YOU HAVE GOT A SELF-LEARNING SOFTWARE!

No rocket-science here. Simple common-sense based “predictions” by observing “trends”.

Now that the SELF-LEARNING S/W has learned (—and keeps learning), it would, on its own, eliminate/remove from lakhs & lakhs of Parsed sentences, all those sentences, which it concludes are “Garbage sentences” based on what is “observed” (i.e. checks out for the garbage words).

Maybe, there is no need to develop such a FILTERING TOOL!

From internet, just download (for free), one (or more) of the three “BAYESIAN SPAM FILTERS” (names given by Reena to Rahul). Maybe all 3, to try out our experiment on all 3, to see which one is better).

• spambully.com
• death2spam.net
• spambayes.sourceforge.net
• http://all-free-info.com/anti-spam-softwares/
• www.comodoantispam.com

NOW each of these spam filters, will treat each “Job Description” paragraph as an “E-mail Document” (which it is) and dump the “SPAM JOB DESCRIPTIONS” into a separate folder! And it will keep learning.

All that we need to do, is to supply the spam-filter with a list of "Garbage Words" to begin with. Nothing to do thereafter. It will learn on its own!

Only Problem, with this approach is:—

• We do not want the filter to reject an entire job-description para (of say 10 sentences)

but,

• We want it to reject only 2 garbage sentences—out of the total 10 sentences.

I suppose this problem can be solved as follows:

• To a spam filter, do not submit an "entire" job-description para as INPUT DOCUMENT.

Instead

• Submit each "sentence" as an input document (to be accepted or rejected).

Perhaps, this (Bayesian Spam Filter) approach will also make human-experts job easy.

Now, having been presented with 10,000 parsed sentences (in a tool), all he need to do is to look at each sentence,

• Spot, what he considers, a "garbage" word in that sentence (—one or more words, that make the sentence, a "garbage sentence").
• Highlight those words & SAVE

Hopefully, by the time he has gone thru 10,000 sentences, he would have spotted & highlighted ALL possible "garbage words".

Now your SPAM FILTER is all set/ready to process all email documents presented to it (viz: one million sentences) and sort into BAD vs. GOOD.

[Signature]

Rajeev

cc: Rahul Saurabh Pranav Vikram

15/04/06

Compose a Job Description — III

This has ref. to our discussion today.

As discussed,

— everytime a HR mgr. selects a sentence from the DISPLAY BOX and clicks TRANSFER we must store that sentence in a folder with

Folder Name = Position/Vacancy Name

So, there will, eventually be, as many folders as there are UNIQUE positions. In any given (one) folder, dozens of HR mgrs may "click & deposit" thousands of "sentences", many of which, selected/clicked/transferred again & again & again (the POPULAR sentences)

The POPULARITY of a sentence, will be determined by its "frequency of selection".

NOW, everytime, our s/w will display the "most popular" sentence at the top in the DISPLAY BOX (in descending order of usage). Next to each sentence, we may even display the NUMBER (of usage) in a Box! eg:

• Candidate should be well-versed in JAVA [ 568 ]
• Candidate should have exposure to .Net [ 496 ]

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