Notes: THE RESUME ANALYTICS

Newspaper Clipping: E-filing creates 'Web', corporate sector files 4 lakh documents in 15 days (Dated FE 05-01-07)

Economy Bureau, New Delhi, Jan 4
In just 15 days—from September 16, 2006, when the government made electronic filing of documents with the Registrars of Companies by authorised signatories mandatory, the corporate sector has filed over 3,65,055 documents. There were electronically, September 30, 2006, over 16.79 lakh on-line documents.
The corporate affairs ministry has highlighted this as one of the major changes introduced in the corporate governance of the corporate sector.
The other one, the ministry said, is the implementation of MCA21 e-governance project, beginning March 2006, for all registered companies, introduction of LLP Bill and empowerment of Investors.
Industry sources, however, said, would do away with problems associated with paper-based manual documents with such large volumes of business. This also provides for search of comprehensive company database, including sensitive company documents online, upon payment of necessary fees electronically.
The ministry said that over 7.50 lakh companies registered in the country, many of which are defunct or inactive, are being tracked. MCA21 will help in clear identification of such companies. Industry said it has been launched as one of the 20 services of Companies (ROC) jurisdictions in the country. MCA21 enabled the business community to interact and file statutory documents quickly and easily and has empowered citizen.
The e-filing would do away with problems associated with manual filing.
Out of 7.50 lakh firms, approximately 1.50 lakh companies are defunct.
The ministry took initiatives for comprehensive overhaul of the Companies Act, anew law on Limited Liability Partnership and notification of Accounting Standards. Based on the inputs received by the various committees including the Irani Committee Report, the proposals for the new Companies Bill that would replace the Companies Act, 1956 are now being finalised.
It is expected that the new company law would focus on shareholders democracy, disclosure, benchmarks, international provisions with built-in required flexibility and corporate social dedication for the interests of investors.

Handwritten Notes:

Rahul
Maybe you can locate this website under ROC = \Registrar of Companies or DCA = \Dept. of Company Affairs
Report talks of “provides for search of Comprehensive Company Database”. This is of great interest to us – either to MASHUP with IndiaRecruiter online (as we do with Google/Wikipedia) or download, then upload.
It goes on to say, “Public is empowered to get easy access to relevant records”.
3.65 lakh Company data (Up to date \& \Comprehensive) can have many uses.

Newspaper Clipping: Now, software for wine management (Anne Eisenberg)

James Charlton owns about 400 bottles of wine, but before beginning to lose track of his collection, he decided it is time for modern software to help manage it.
The software would let him keep track of the wine's location in physical storage, as well as on a computer.
Wine management software can produce an instant, detailed inventory, help select and sort it, by grower, region or expiry date.
Newer programs can also create tasting notes from others, or allow users to record their own with an interest in wine as an investment.
Because most wine software programs are now Web-based, collectors can check on the contents of their virtual cellars by way of their Treos, laptops, or other Web enabled devices when they are far from their homes, or even make last-minute purchase decisions during an auction, for instance.
If the software has a well-designed database, it can help the users make better-informed decisions when buying or selling wine and related services.
Some providers charge 2.50 a bottle, the company will scan and tag the virtual cellars of people who want to track their wines.
George Chammas has more than 5,000 bottles of wine. He has been hiring people to photograph the labels of bottles and using barcodes to tag each with bar code identification.
He now uses Vinfolo's software to keep track of his cellar. He particularly appreciates the software's ability to compute “current worth” (market value of stock).
New customers who have been keeping track on spreadsheets can have the provider “Send us the Spreadsheet and we will upload it to your account”.
This feature could be of interest to Corpo. Subscribers. They have, on their hard disks, collectively MILLIONS of plain text resumes.

Handwritten Notes:

Sanvaib Yogesh Sonal Swati Rahul
Concepts

Database by

Grower, Region
Drink-by date (expiry date)
Wine scores
Rating
tasting notes (from other drinkers)

Remote Access to own database (Treos/\Laptops)
Recognition (of User's intention) after a few keystrokes - then automatic entry (auto fill up).
Computing "Current Worth" (market value of stock)
"Send us the Spreadsheet and we will upload it to your account"

This feature could be of interest to our Corpo. Subscribers. They have, on their hard-disks, collectively MILLIONS of plain text resumes!

Newspaper Clipping: NIIT Education Times Ad (Dated Jan 2007)

NIIT 3rd National IT Aptitude Test (NII T A T) for Engineering and College Students/Graduates.
Just 15 days to go for the most recognised IT Aptitude Test. Waste no time.
Test Date: 21^{\st Jan, 2007
Last date for application: 19^{\th Jan, 2007
Three promises: Check your Industry Readiness, Improve Top IT Employers, Get Technology Scholarships.
Sponsors/Partners: Education Times, Microsoft, Oracle, Wipro, Intel, etc.

Handwritten Notes:

Rahul Sanvaib
I believe registering (to take the test) is online but what about the actual test itself?

Is it online or offline?

How does this test determine a Candidate's "Industry Readiness"?
They talk of "top 10% scorer" (i.e., >90 percentile), which implies they are giving "scores" to test-takers.

What is the mechanism?

Answers to these questions could help us in designing/devising a SUPERIOR "Submit Resume - Fresh Graduates" form.
And then develop better "Knowledge Presentation Graphs" for freshers (since Function Graphs do NOT work for them)

Newspaper Clipping: Game theory: The art of tackling your competitor (Radhakrishnan Pillai, Mumbai Mirror, Dec 25, 2006)

Game Theory: The Art of Tackling Your Competitor
Chanakya's treatise Arthashastra, is like talking about one very modern concept, the concept of the 'Game Theory'. All management personnel are using Game Theory, though very often to analyse situations and, especially, competitors.
3) KNOW THE RULES OF THE GAME The most important factor of the game is the frame work within which you can engage in your day-to-day affairs. It would be highly confusing if you understand them wrongly.
The rules of the game: (1) Study the Competition (2) Practise Well (3) Know the rules of the game.

Handwritten Notes:

Yogesh Sonal Swati Sanvaib Rahul
This applies to us.
We will get only one chance to defeat Naukri/Monster! Given 6 \ month's time, they too can develop whatever we have developed - no doubt about that.
Only things that may keep them from "catching-up" with us, could be:

If we manage to rope-in 200/300 Jobsites (of Recruitment Agencies) to become partners of Global Recruiter.
Getting thousands of Contributors to contribute Interview Questions & turn Global Recruiter into a Wikipedia!

Newspaper Clipping: website (https://www.google.com/search?q=TheGameHomepage.com)

The Game https://www.google.com/search?q=Homepage.com lists some of the best games on the Internet and rates them for easy picking. The games are categorised under racing, action, adventure, sports, puzzles and others. The Web site also has 'Flash Games', which can be loaded directly from the site without the need to install anything. It's an ideal "timepass" for that lazy day at the office.

Handwritten Notes:

Swati Sonal Yogesh Sanvaib Rahul
In my note "Geek Challenge", we have introduced the concept of Visitors Voting/Polling [Keywords] for

(1) 50+ Non-IT Functions
(2) 80+ IT skills

But, in itself, voting/polling is not "FUN"!
So, sometime back, we talked of RUBIK CUBE type of game/puzzle to arrange, on different (6) faces

Top 9 keywords Green face
10^{\th to 18^{\th " Orange face
19^{\th to 27^{\th " Yellow face etc. etc.
(9 \ keywords) times (6 \ faces) = 54 \ keywords belonging to a given Function/skill
listed in decreasing order of Popularity or frequency.

This could be FUN if "time taken (in Minutes) by each contestant get displayed & CREDIT/RECOGNITION is given in HONORS LIST!

Handwritten Notes:

Binomial Correlation i.e.

LOW score at either extremes & High score in the middle

Graph: A bell-shaped curve plotted with Percentile Score on the Y-axis and Age on the X-axis, peaking around Age 40 and dropping off towards Age 20 and 60.
Instead of plotting graph (Single graph) for the entire population, one should repeat this exercise for several/smaller sub-populations, VIZ:

Persons belonging to SAME function
Persons belonging to SAME function & SAME desig. level
Persons belonging to SAME function \rightarrow \ SAME desig. level \rightarrow \ SAME edu. level

We may uncover interesting trends/patterns worth sharing on our website. Of course, first we need 1 Lakh Candidates to register! Process itself will be automatic.

Newspaper Clipping: ALWAYS ON MY MIND... Research shows why old songs stay in your head and why they become favourites... (Mumbai Mirror, Wednesday, December 27, 2006)

Did you know? Hackers are generally stereotyped as people who have gained technical ability at a cost in social ability. In fact, some researches have speculated on a possible link between hacking and conditions in the Asperger's Syndrome (characterised by deficiencies in social and communication skills).
Research Summary: The Beatles were better than Coldplay. Were ABBA more talented than The Spice Girls?
According to researchers, your answer will depend on when you were born—because the songs you listen to as a teenager are destined to become your lifetime favourites.¹
A study shows that between the ages of ²16 and ³⁴21, the human brain is at its peak and soaks up experiences like a sponge.⁵⁶
This heightened ability to store memori⁷es from early adulthood has been dubbed the "reminiscence bump".⁸
When coupled with the teenage habit of continually playing⁹ favourite songs, it explains why many of us are still in love with the hits of our youth.
Research was carried out by psychologists at the University of St. Andrews, who wanted to know how we form memories of our favourite music, books and movies.
One researcher found that the peak for favourite song memory was between the ages of 16 and 21.

Newspaper Clipping: Finding faces on the internet has never been this easy (Dated DNA 20-12-06)

Swedish startup Polar Rose aims to make the web easier to use for those who prefer visual cues to the written word.
Polar Rose uses faceprint recognition to identify users' faces in online photographs.
Polar Rose plans to offer free software to make photos of friends and family usable on computers and across the Web.
Recognising faces within them, the company says, is one of its core competencies.
The software will log faces it sees on a computer user's sort through and group personal photos (\face by face).
What can be done with computational searching along similar faceprint searches?
Polar Rose could help consumers to label any face in a digital photograph and group all others of the same or similar-looking people.
The software will have implications for the kind of digital image library that is built.
More broadly, the technology can ferret out similar-looking people on the web, company officials said.
The feature analyses digital photos to create 'faceprints', extracting the data from two-dimensional and three-dimensional models.
The company could help to create a massive searchable, cross-referenced and cataloging digital image database that could be publicly available photographs on the Web.

Handwritten Notes:

Rahul Yogesh Swati Sonal Sanvaib
P.s. read my note "Benchmark (Gum Clone) on the whiteboard next to my table dt. 14-01-06 (This note is in file 'Post Launch').
From a "benchmarked" resume, we are first extracting keywords & creating a "KEYPRINT" (like faceprint mentioned above). Then we are trying to Compare/match this benchmark "Keyprint" with all the other "Keyprints" (of all the other resumes) in our database.
Q: Can "Keyprints" of all the resumes be extracted in advance & kept ready (for Comparison/match-index purpose) rather than extracting the Keywords on-the-fly at that very moment? Will advance creation of 'Keyprints' save time \& speed up search?

Newspaper Clipping: 'Next Gates' nixes Yahoo!'s 1.6b (22-Yr-Old Harvard Dropout Refuses Net Giant's Offer For World's 7th Busiest Web Site)

Mark Zuckerberg, a 22-\Yr-old Harvard dropout, is being labelled as the next Bill Gates.
Facebook, the social networking website, has told Yahoo! 1 billion is not enough to sell out now.
It is estimated that Yahoo was willing to raise its bid to 1.6 billion.
Facebook which he founded from his dorm room in 2004, has become the seventh busiest website, and with 13 \ million users, is the second biggest social network in the world.
It allows users to ensure that only people from their own university or friends' networks have access.
Zuckerberg is thought to be about 60 \ worth 100 \ million at the high-end of Yahoo's valuations.

Handwritten Notes:

Yogesh Swati Sonal Sanvaib Rahul

Newspaper Clipping: Wikipedia frees up internet publishing (Dated ET 12-12-06)

Wikipedia frees up internet publishing, says Jimmy Wales, founder.
He said: "Wikipedia is not a web review, it's an answer."
"Essentially, the whole idea is to have a all business model \ answers... We always call people, 'Separate' but this is completely wrong," he said. "We are a community."
The move follows the announcement that a new commercial business, Wikia, will be among the side revenue streams to fund Wikipedia.
Wikia is co-founded by Wales and Angela Beesley. It is now closing its first round of funding in March from investors including Marc Andreessen and Mitch Kapor.
Wikia is a for-profit company that allows users to start their own specialty wikis, on topics that Wikipedia cannot play a large and small role.
The Contributors don't even know that they are contributing their knowledge. We must find many ways to rope them in/engage them proactively/transparently/voluntarily in the process of "KNOWLEDGE SHARING".

Handwritten Notes:

Rahul Yogesh Swati Sonal Sanvaib Saurabh
I have said this many times in the past and I will keep repeating again & again:

"We have no chance to overtake Monster/Naukri etc unless we harness the "Knowledge" of millions of jobseekers \& recruiters."
Capturing keywords from resumes (& job ads) to dynamically recalculate "Frequency of usage" of top 50 words by frequency/new weightages to compute Profiles etc is just a small beginning.

The Contributors don't even know that they are contributing their knowledge!
We must find many ways to rope them in/engage them, proactively/transparently/voluntarily in the process of "KNOWLEDGE SHARING". We must build a Community...
"Add an Interview Question (Public)" is another way.
"Geek challenge" is a third way, which must be expanded to cover, not only 80 IT skills but 50 non-IT functions as well.

Rahul Swati Sonal Yogesh Saurabh.

Shape of Things to Come

Here is a glimpse of shape of things to come.

If Shaadi.com can do this, then there is (technically at least) no reason why we cannot any jobseeker's:

Photo

Profiles (incl. KarmaScope)

to the mobile phone of a HR manager.

He can even get to see IIT questions on his mobile screen and conduct "Mobile Interview"!

And, because of our:

Profiles

IIT

of all' the jobsites, we are better placed to deliver such "Mobile Experience" to users which is truly "Interactive"!

(Signature/Initial)

14/12/06

(Newspaper clipping headline: Virtual workforce to drive online sales)

Rahul Sonal Swati Yogesh Saurabh

This is an Interesting Concept. Imagine the moment a visitor comes to IndiaRecruiter, we come to know and guide him!

Rahul may want to inquire with BNA Technology consulting:

Whether this can work in case of India Recruiter, where (in course of time), there could be thousands of visitors daily.
If yes, what will it cost us/billing method.
Whether it could be so deployed that, instead of BNA's call centre agents talking to visitors (Co. IndiaRecruiter), we could ourselves talk to them.

Every new trend (like a wave) must be grabbed at its beginning.

(Signature/Initial)

14/12/06

Reena Melissa Rahul 09-12-06

Daily auto email to Candidates

This refers to my discussion yesterday.

Enclosed find draft email.

Please implement this automatic procedure from Wednesday (13th). We expect our website IndiaRecruiter.net to be up & running on Tuesday (12th).

If there is any problem, feel free to consult Rahul.

I understand Melissa daily sorts all incoming emails into:

Spam --- 1000/1200

Resumes of Sr. Mgrs/GMs --- 50/100

Resumes of others --- (200/300)

Enclosed draft reply is meant for third category. In course of time, Rahul will automate the Sorting process.

(Signature/Initial)

cc: Mitchelle

cc: Aparna

cc: Amit

cc: Thakur.

DRAFT E-MAIL AUTO REPLY for Sending daily to 200/300 email resumes received daily by 1 3P 2 Strategic HR

Dear Sir/Madam Interesting - but not impressive! Thank you for sending your plain text resume. Although it is quite Interesting, you can make it Vastly Impressive. By converting it into Profiles (See Sample) -- then emailing to me your Permanent Executive Numb(PEN). Once you have converted your text resume into Profiles, you will appreciate why our Corporate Clients do NOT accept plain text resumes any more. If they want to Interview you using Interactive Interview Tool (IIT) - all that they need is your Permanent Executive Numb (PEN). Next time you want to apply against any job (with any Corporate), to not waste time emailing outdated resume. Just email your PEN!

With regards

for 3P

With regards

for Strategic HR

27-11-06

IndiaRecruiter.net

We do not claim to be No. 1 - only better

Dear HR Manager Recruitment Agent :

There are many JobSites, and quite a few claiming to be # 1.

We only claim to be better - and here is why:

On all jobsites, you get to read plain text resumes - but India Recruiter delivers **Profiles** - the ultimate in Personnel Analytics (Business Intelligence / Web 3.0 start interpreting Images

(\Now you can stop reading plain text resumes \rightarrow \start interpreting Images)

Again, only we offer you **Interactive Interview Tool (IIT) -** with a database of 15000 Interview Questions/Candidate Assessment Page (CAP)/Antecedent check etc.

Now you can create your own private databank of interview questions.

This is our homepage - and your only page! You never leave this page. All the pages are brought to you here (Hindustan goes to Mohamed). Explore entire Website without getting lost! From any page, jump to any other page. (To hell with the "back-button"). We believe in keeping things Simple / Uncluttered. As it is life is getting ever more complicated!

All the features/services that we offer are listed on this page, once and for all. For everyone to see - upfront.

To try out most of these services, you don't even need to register / log-in just roam around and click on any link, without having to identify yourself. Imagine having to register yourself as you enter a Supermarket! You must know - and in advance - what you can expect to get, should you decide to register.

To receive Profiles (in place of Plain Text resumes), simply tell the Candidates to register (Submit Resume), obtain Profiles and email to you (Online/Offline)

For the first few months, our services are FREE - long enough for you to decide if India Recruiter is better than the rest.

And finally, if you get convinced that we are better, why should you continue to compete / suffer at the hands of those claiming to be No. 1?

- Rahul.

1/2 (Newspaper clipping headline: New anti-fraud tool) Rahul Saurabh Yogesh Swati Sonal

Click Fraud

This has been a big problem for Google / Yahoo etc - all those who earn their revenue when someone clicks on a advt.

This is the reason advertisers are afraid to advertise. They think websites will simply employ jobless people (from India/China) to keep clicking on job-advts/resumes. In which case, our corporate clients end-up paying for every click! That would instantly Kill our "Pay per click" business model - instead of killing Monster / Naukri!!

IndiaRecruiter would die a premature death if one (or more) of our malicious competitor jobsite hires people to go on clicking (on job-advts/resumes) - just in order to malign us (bring us bad reputation). It is not difficult for 10/100 fake corporates and jobseekers to register on IndiaRecruiter. We will have no way to find out "who" are genuine and "who" are fake. There seems no way to Verify.

We have made sure that no jobseeker can click on a job-advt or a resume and get to "see" it unless he logs in with user w/Password.

Till that point, anyone can conduct a job-search (or a resume search) WITHOUT registering/getting user ID/Password.

But "fake" jobseekers will register & get their user ID/Password first. There is no way to stop them.

We will need to develop (or get readymade) and use some "Antr circle Fraud Tool" like what Carnegie Mellon Uni. researchers are using.

Till that time, let us rely on "Jobseeker's Job-search History / Log". If same jobseeker keeps clicking/opening same job-advts again & again, then obviously something is wrong! Why should he click/open any (given) job advt "more than once"?

Can we stop him from doing so?

Let us give this a Serious thought.

(Signature/Initial)

14/12/06

1/7 Rahul \rightarrow \Saurabh 27-11-06

GuruQuest (Offline)

IIT

(\Online)

We are developing GuruQuest in asp.net, so that, once it is operational offline with 3P/Strategic HR, we can upload it on IndiaRecruiter with changes/modifications suggested by our own consultants.

Being able to click on a keyword to call-up interview questions is, obviously the MAIN-feature. It is our USP (Unique Selling Proposition.

What big/professional Companies will like is the ability to create a PRIVATE databank of questions (questions which are UNIQUE to their Industry/business/product/services etc).

I am convinced that the Chief HR Manager will distribute this task (of creation of PRIVATE questions) amongst in-house domain-experts located all over country or even world. This is enabling them to capture/encapsulate the collective WISDOM of the Organisation.

As of today, this WISDOM gets lost to the Organisation, everytime a domain expert leaves the Company.

With this PRIVATE databank feature, for the first time, the Chief HR manager

does nt have to worry about losing the knowledge/wisdom, everytime an expert leaves! This is a great relief!!

Going one step further, we decided to add to GuruQuest

Candidate Assessment

(\See enclosed / draft U/I).

An interviewer is expected to fill this page, as soon as he/she completes interviewing a candidate.

The interviewing itself could be across the table or over telephone. Over a period of time, we must add the features of

Video Interviewing (from multi-location)

Photo-file attachment (before Video Interviewing)

Voice Recognition of Interviewer's spoken Questions, conversion into text and preserve as either Audio File or Text file.

Instant Messaging

Collaboration amongst Several HR managers (belonging to Same Client Company OR between Recruitment Agency Consultant and its Corpo. client HR manager.

In Candidate Assessment, there are 3 main elements:

Expandable/Configurable list of ITEMS/ATTRIBUTES

This could be "customized & frozen" for a given position/vacancy.

Attachment of WEIGHTAGES to each Item/Attribute.

- Which again would be customizable - but frozen - for a given position/vacancy

Scoring on a scale of 1 to 5.

While designing the U/I for this Score-sheet, I realized that it should be developed as a pluggable, standard Component, which we can use again & again at many places.

I realized that we could, profitably use this component in

CANDIDATE REFERENCE CCA

(Antecedent checks)

see U/I enclosed

By simply changing ITEMS/ATTRIBUTES list, we have instantly created a new feature called

Candidate Reference (CCR).

When Corporate HR managers get to see this feature, they will insist that all Recruitment Agencies use this feature. They will insist that the recruitment agencies send both

Candidate Assessment (CA)
Candidate Reference (CCR).

This (insistence on part of Client HR mgrs) will work to our advantage.

Even if BP/Strategic HR start using these forms—and start emailing these to their Corpo. Clients—the word would spread real fast.

If these very Clients are also making use of other Recruitment Agencies, they will start asking them,

"Hey, if BP/Strategic HR can send us CA/CR along with a Candidate's PROFILES, why can't you?"

What value-addition are you making, pushing plain text resumes?

Now notice the difference:

CA is an "assessment" of a Candidate, Immediately after the interview

Whether offline/online
Whether by Agency or Client (Final Interview).

Whereas,

No previous employer has time to fill in a CR & Send/email to a Recruitment Agency.

According to Namit, Candidate Reference (C.CR) only works over telephone, even at the best of the times.

No one wants to give in writing (by filling-up a structured form) what he/she thinks about another person.

This is especially true if some negative / less-than-flattering comments are involved.

People, don't like to say bad things about a previous colleague/boss/ subordinate/supplier, even over a phone, where no record is kept.

And then, most executive don't

want to spend a lot of time, answering a lot of questions, even over a phone.

Now compound this with the always present problem, of our consultant "forgetting" to ask the right/relevant question, because that opinion-giver is in a hurry!

With a CR, there is a ready checklist (of course, Customizable), so you don't FORGET any question.

Once again, if, as a consultant, you get a feeling that the Opinion-giver is in hurry, then you ask only those questions whose "weightage" is more, leaving-out minor questions.

A check-list will also provide Uniformity/Consistency (of questions) across all of our consultants.

Of course, before starting the telephonic reference-checks, our consultant would need to explain to the Opinion-giver, our 5-point scale. This will make it very easy for Opinion-giver to say,

"Well, on hardwork, I will say, he was average but, on discipline, I would rate him 'good'."

Consultant can click the relevant radio-button, even as Opinion-Giver is speaking (Of course, a hands-free earphones would be ideal but not essential).

These are my preliminary thoughts. In your meetings with Mitchell/Thakur/ Amit/Apama, some more thoughts will emerge. Thus a copy of this note, I am requesting them to contribute their valuable suggestions, so that we can accomodate somethings which I might have missed out.

Of course, some more points are bound to emerge after our consultants have used CA/CR for a few weeks. We will incorporate these too, before going online.

Good Luck

[Signature]

27/11/06

cc: Thakur

= Amit

= Mitchell

= Apama.

[A form split into two sections: Candidate Assessment (CA) and Candidate Reference (CCR). Handwritten date 27-11-06 at the top right.]

CANDIDATE ASSESSMENT [ C.A. ]

Candidate Name P- T-

Candidate No Position / Vacancy:

Interview Round First Second Third Fourth

Interview By Recruitment Agency Client

Agency Details

Name:

Consultant:

Email:

Client Details

Co. Name

Executive Name

General Remarks:

Srl No	Item/Attribute	Wt.	Score
			Poor	Fair	Avg	Good	Excellent
1.	Knowledge (Relevance)
2.	Expression (Clarity)
3.	Communication
4.	Personality
5.

Overall Weighted Ave. Score

[Email to client] [Submit] [Email to Agency]

CANDIDATE REFERENCE ( C.C.R)

Candidate Name P- T-

Candidate No Position / Vacancy:

Reference Check Round First Second Third Fourth

Reference Checked By Recruitment Agency Client

Referred To

Name

Designation

Company

Date

Candidate/His/Current/Subordinate

Year Since Colleague Regular

is known Subordinate Occasional

'05 Colleague Occasional

'06 Instrument Rare

'07 Supplier

General Remarks

STANDARDIZED / PLUG-IN COMPONENT / REUSABLE [Written vertically down the middle divider]

Srl No	Item	Wt.	Score
			Poor	Fair	Avg	Good	Excellent
	ATTRIBUTES
	Professional Integrity
	Leadership Quality
	Self Motivation
	Discipline
	Initiative
	ATTITUDE
	Friendly
	Team Worker / Collaborative
	Mature
	Hardworking
	KNOWLEDGE/SKILLS
	Functional Expertise
	Industry Knowledge
	Information Technology
	Conceptualization
	Presentation/Communication

Overall Weighted Ave. Score

[Email to Client] [Submit]

[Newspaper clipping from The Economic Times Mumbai, Thursday 16 November 2006, Career & Business section, titled "Catch 'em before they quit" with subheading "Tools Help Attrition-Prone Cos Identify Staff Who're Likely To Leave"]

[Handwritten note at the top right of the clipping: Rahul Saurabh Swati Sonal Yogesh]

We have already introduced TENURE PROFILE graph

As we (India Recruiter) gets thousands of Candidates to register, we will split-up and generate sharply focussed TENURE PROFILE graphs, belonging to following Sub-groups (within/within/within!):

Industry
Function
Design. Level (later on, even "actual designation")
Age
Exp
City location
Education
Fresher Vs. Exp. etc etc

[Newspaper clipping from The Business Standard Mumbai, Thursday 16 November 2006, Business Standard section, titled "Assessing your psyche" with subheading "Psychometrics are increasingly being used to assess a candidate's mental preparedness"]

[Handwritten notes above the clipping:]

Rahul Saurabh Swati Sonal Yogesh

We must not "re-invent" the wheel - meaning we must not waste our time/effort in developing our own tests. What we will/must do is to tie-up with such Companies (those offering "online tests on their websites) and enable our 12 ISSUES/INSIGHTS (India Recruiter's) candidates to take such tests online directly on India Recruiter's. This will form part of future (V.2?) IT/Corporate Subscribers who want candidates to take such tests, will be made to "pay-per-test".

[The clipping text includes sections on THE HUMAN FACTOR and Psychometrics.]

[Handwritten date 18/11/06 next to the clipping]

Apama

Mitchell

Thakur

Amit

17 Nov. 2006

Gum Archive

This tool was demonstrated to Apama/ Mitchell team on last Monday. Tomorrow, it will be demonstrated to Thakur/Amit team.

As explained, this tool enables you to scan the most relevant/Suitable resumes, out of the 5.5 lakh resumes in our local Server.

What the tool does, is to shortlist/ present to you the TOP 1000 resumes (the most relevant ones) out of the 5.5 L

The Match-Index is calculated based on a comparison between

No. of Keywords contained in any given resume

a Master set of Keywords prepared in advance.

So far, we have completed such Master Sets (of keywords) for

Some 50 odd "Non-IT function Areas"

Some 89 "IT skills areas"

Some 150 "Designations (as displayed on Monsterindia website).

However, we have subjected our 5.5 L resumes to only a few of the above-mentioned Master sets, viz:

For "Non-IT Functions" [Blank Line]

For "IT skills" [Blank Line]

For Monster designations [Blank Line]

Total [Line] [Line]

You can see these listed in the Gum Archive Tool (with a "y" mentioned against these).

Every night, the 5 computers in Recruit Gum office, process 5.5 L resumes for (may be) 4 or 5 Master sets of Keywords, to find/shortlist the TOP 1000 resumes (relevant to those Masters).

Next day, these 4 or 5 get added in the Gum Archive Tool.

At this rate, it will take a few weeks to process all the Master sets of Keywords (which are already

prepared).

I attach 3 lists as follows:

List (A)

where Master sets of keywords have been matched (with 5.5 L resumes), TOP 1000 resumes already found and uploaded in Gum Archive Tool.

This list keeps growing at the rate of 4/5 per day.

List (B)

where Master sets of keywords have been prepared but processing (of 5.5 L resumes) is still to be undertaken.

Out of this list, we are selecting 4/5 per day for processing.

If there are any here, which you want processed on a top priority basis, please inform Rahul.

List (C)

These are Monsterindia website

"designations", for which Master set of keywords are yet to be prepared.

These Master Sets will need to be prepared by you, depending upon your needs/priorities/current search-assignments.

You can prepare such Master Sets using the tool, GuruSelect Which is already made available to you. If there are any doubts about how to use GuruSelect, Pl. feel free to contact Rahul.

Incidentally, such creation of MasterSets (of keywords) need not be confined to designations found on Monsterindia.

It could be any designation/any function/any skill, for which your corporate client wants you to send suitable resumes.

All you have to do, is to prepare such a Master list (of keywords) for such odd/new/fresh designation/function/ skill and email it to Rahul, with a request to process overnight.

HCF

cc: Rahul / Saurabh

Rahul Saurabh Swati Yogesh Sonal

(Small article snippet about translation tool and gene names is partially visible)

This is revolutionary!

Almost like NeuralNet

"Learning" as dataset grows

matching of "strings" of characters

On a very rudimentary scale, we will attempt to "deeper" from GuruGem downloaded sentences,

Executive Names

" Designations

Company Names

using logic explained in my notes on "HARVESTER"

Word Position 1 2 3 4 (Followed by blank cells)

Probability determination from TRENDS/FREQUENCIES of occurrence also logic of "OF" / "says/said" etc.

This "auto-extraction" of 3 values, will revolutionise offline HEADHUNTING business.

15/11/06

To be split-up into following attributes.

No	FULL DESIGNATION DESCRIPTION STRING	Basic Desig.	Hierarchy	Geographic	Function	Focus/ Speciality	Industry	Role
		Trainee	Supervisor	Country	Architecture		Automotive
		Officer	Junior	National	Account		Banking
		Executive	Senior	Regional	After-Sales-Service		Bio Tech
		Vice	Zonal	Analysis		Call Centre
		Manager	Deputy	Area	Audit		BPO
		President	General	Branch	Business Development		Civil Contractor
		Director	Assistant	North	Corporate Communication		Education/Teaching
		Consultant	Chief	South	Cost Accounting		Entertainment
		Advisor	Associate	East	Construction Mgmt		Healthcare
		Analyst	Group	West	Credit Mgmt		Hospitality
		Member	Joint	India	Customer Care		Hotels
		Chairman	Principal	USA			Insurance
		Divisional	Europe			ISP
		Additional					IT
		Acting					ITES
		Adjunct					Medicine
		Head					Medical
		Managing					Pharma
							Restaurant
							Telecom
							Tourism/Travel
							TV