APPLICATIONS FOR HR MANAGERS LOW PRIORITY

S. No.	Feature
1	600,000 IQ
2	Opportunity Alert
3	Who To Call? (Online Resume Rater?)(Could be extension of “Resume Search – Text Wise”)
4	JAVA – Job Alert – Vacancy Alert
5	Interview Answers
6	Unlocked Value
7	Sasto / Saro
8	Antecedent Check
9	Employee Retention Profile
10	Profile Iters
11	Games that Recruiters Play
12	Credibility
13	Microscope
14	Employability Index(Also see #19 – Employability Profile)
15	Corporate Kundli
16	Popularity Index Profile (PIP)
17	Mirror Mirror On the Wall
18	RAM = Resume Search from Mobiles
19	Employability Profile
20	Recharge Your Prepaid Account
21	Peer-to-Peer Interview Questions Exchange
22	ARM = Advertiser Responsiveness Monitor (This application was developed by Rajeev and even uploaded for a few weeks – but later dropped. Since all “APPLY ONLINE” resumes get trapped into respective “Resume Holder” – and, a job advertiser may not open his Resume Holder for many days!)

Here is the transcribed text from the handwritten note titled "LOW PRIORITY Applications for HR Managers / Recruiters" dated 25/09/08:

---

LOW PRIORITY applications for HR Managers / Recruiters

25/09/08

Notes

▶ Some of the reasons for giving LOW priority to these applications are:

• Some of these applications require LARGE no. of job-seekers or resumes on our site, in order to give satisfactory results. Right now we have barely 70 resumes and 150 job ads!

• Some will require compiling enormous NEW databases (e.g., Corporate databases)

• Some will require active involvement / participation of either jobseekers or HR mgrs
  (– in last 18 months, no ONE has used Poll-e-Tricks!!)

• Some may need widespread acceptance / usage of NEW technologies
  (e.g., 3G mobile phones capable of
  ▸ email reading
  ▸ fast internet connection
  for “Resume Alert / Job Alert” on Mobiles)

• Some may need MASHING with other websites
  or RSS feeds or SPIDERING or JOB SCRAPPING or GOOGLE DESKTOP or Google API or PARSING of resumes, etc. etc.
  (First we must master these technologies.)

---

Let me know if you’d like this integrated with the earlier list into a formatted document or infographic.

600,000 IQ?

Dear HR Manager,

IQ stands for Interview Questions.

We need 600,000 of these; at least 10 questions for each of the 60,000 keywords found in our resume database.

Keywords indicative of a candidate’s skills – knowledge – expertise etc.

10 questions per keyword would provide an interviewer sufficient choice/option.

But we could, so far, compile only 15,000 questions; far from enough.

That is why, quite often, we cannot present to you any question when you click on some keywords in KarmScope (IIT).

But that does not stop you from asking the candidate a dozen questions – all of which are extremely relevant to that keyword. These are questions stored in your mind’s database – only available to you.

How about sharing these with your co-professionals? Co-creating a “wealth of knowledge” for the benefit of all?

How about creating a Wikipedia of interview questions?

There is no reason why collective Intelligent Quotient (IQ) of 100,000 HR professionals cannot build a database of 600,000 IQ!

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Page 2:

Here is a list of those "keywords with missing questions!"

Against any, can you contribute just 6 questions?

Of course, you are most welcome to contribute more than 6 questions on more than one keyword!

A question contributed by you will always take precedence and get displayed at TOP.

If you provide your personal details (strictly optional), your name will also appear next to the questions contributed by you.

---

markdown
----------------------------------------------------
| keywords starting with selected letter | Interview Question |
|    A   B   C                          |                        |
|    ▼                                 |                        |
|    ▲                                 |                        |
----------------------------------------------------
        Personal Details Block         [ Submit ]

LEVERAGING DATABASES

Rahul → Shalaka

21/09/08

How to leverage?

▶ RSS Feed of Job Advts from Naukri

▶ Daily arrival of “unsolicited” text resumes (caveat = 150/day) being processed by Tushar (Cumu = approx. 31,000)

---

Tushar is “rating” then storing these resumes NON-IT Function wise (40+). You said these add up to 31,000+ by now.

These are the ones which we are going to display in

“Resume Search – Textwise”

being developed by Shubhangi.

These will keep growing thru

▶ further daily arrival (contact@3pjobs.com)

▶ online “Submit Resume – Plain Text” (when ready)

---

Hopefully, soon, Shalaka will succeed in creating RSS feeds for job advts from Naukri.

One RSS feed for each of Naukri’s "Job Categories"

(some 43 categories in all)

---

We will parse each advt into 20/25 “fields”,

create a structured database & store. “Job Advt posting date” capture is important.

Now, not all 43 RSS (job-categories) of Naukri pertain to “Functions”.

Some are purely “Industry”!

Our so-called “function-names” suffer from the same malady! Some are not “functions” at all. They denote “Industry-Names”

But Naukri had such huge lead over us

that we had little choice – except to adopt their

“Terminology / Naming–Convention”,

which had become an INDUSTRY STANDARD!

---

In any case, in enclosed ANNEX: A,

I have tried to “MAP”

Naukri Job Categories ↔ Our “Functions”

This will enable us to store most of Naukri’s job-adverts (downloaded daily thru RSS feed),

against our FUNCTION-NAMES

Which means we will have:

▶ Job Advts – for (say) “Sales/Marketing” – (from Naukri)

▶ Text Resumes – “ ” – (from Tushar)

Which means, we can alert,

• "Sales/Mktg" Corporates with matching Resumes

• "" "" Jobseekers "" Job Advts

Hoping that such (weekly?) alerts will bring them to our website — and register.

Idea is to use:

• Job Advts as “magnets” to entice jobseekers

• Resumes "" "" advertisers

Of course,

• Recipient Jobseekers must feel that the “job-advt alerts” are matching / relevant,
  (– thereby eliminating need for ONLINE job searches on umpteen websites — simplifying life)

• Recipient Advertisers too must get a feeling that the resumes that he gets to see squarely meet his “advertised” needs,
  and from now onwards, he has no need to conduct Resume Searches on umpteen job-portals.

I suggest we generate such (weekly?) alerts as follows (you may have better ideas!):

---

Let us say, Friday midnight, we have in our online database:

• 400 “Sales/Mktg” job-adverts (downloaded during preceding week — thru RSS)
  and

• 2900 “Sales/Mktg” resumes (plain text)

Obviously we cannot send (full text or even a tabulated SUMMARY) of:

• 2900 resumes to 400 advertisers
  OR

• 400 advts to 2900 jobseekers

Our server may crash!

Again, if the corporates receive resumes in their mailboxes

and

jobseekers receive the advts in their mailboxes,

then why should they visit IndiaRecruiter?

That would defeat our purpose!

My suggestion is as follows:

▶ To 400 corporate job advertisers, we send the following email (we have got their email IDs from job advt):

Dear Madam / Sir

DO NOT OPEN YOUR MAILBOX!

On one of the job-portals, you recently advertised for

▶ Position: [______________]

▶ Job Category: [ Sales / Marketing ]

Given your company’s high reputation, there is no doubt hundreds of jobseekers will “APPLY ONLINE”, flooding your mailbox.

After spending many hours reading those resumes, you will reach a conclusion that only 25 resumes (out of several hundred you read), were “relevant / worth considering for an interview”.

Suffering this pain is entirely unnecessary

if you click

Sales / Marketing / ResumeSearch–Textwise

There, you will find [ 2900 ] resumes belonging to this FUNCTION.

But, you will need to read only the TOP 25. Then send “Interview Call Emails” online/instantly.

Our “Resume Rater” Software has already “read / rated / ranked” those [ 2900 ] resumes and arranged these in the “DESCENDING ORDER” of relevance, with the best at the top!

There is no need to read all.

There is no need to open your mailbox!

with regards

– Shalaka  

shalaka@recruitguru.com  

Ph: 91–22–670,70,372

To read resumes, a corporate will have to register.  

Once he discovers “ResumeSearch–Textwise”, he may visit on his own, without waiting to receive our Email Alert.

Next comes the question of sending “Job Alerts” to those 2900 “Sales/Marketing” jobseekers.

They have all been “rated/ranked” on “Sales/Marketing” keywords, assigned “RAW SCORES” and arranged in descending order.

Now, as long as their text resumes don’t change, their RAW SCORES remain same.

Of course, as more text resumes continue to get added into

“Resume Search – Textwise” database,

their relative positions may change (up/down).

But what is the point of sending a job alert to a jobseeker, whose resume has scored

5 or 7 or 11

on “Sales/Marketing”, and got a ranked position of

2237 out of 2900?

Obviously, he is NOT SUITABLE candidate for that function!

Therefore, we should restrict our job-alerts to only the TOP 10% of the candidates listed under each FUNCTION.

Again, there will be no point in sending to each of those TOP 10% (in our assumed case, 290 out of 2900), all the 400 job-adverts – even as a SUMMARY TABULATION.

Maybe we could do the following:

Modify our “Resume Courier” page as follows:

---

Resume Courier Service

Copy/Paste below email IDs from Job-Adverts	Job-Adverts posted on various portals during last week (Function wise)
Mail ID 1	Accounts / Finance / Audit
Mail ID 2	Front office / Secretarial
Mail ID 3	After Sales Service

⬇️ [Send Mail]

---

Our (weekly) email to those 290 “Sales/Mktg” (TOP 10%) jobseekers will read:

Dear [   ] ← Actual Name

STOP JOB SEARCHING!

If you belong to function  

   [ Sales / Marketing ]  

You will find [ 400 ] Sales/Marketing jobs  

recently advertised on leading job-portals,  

during last week, aggregated /  

compiled on our website, at  

Resume Courier  

Instead of spending endless hours on all  

those jobsites, simply use our FREE  

“Resume Courier”  

to send your resume to all those advertisers  

in one single step. Then come back next week  

for looking-up and applying against latest  

weekly compilation.  

With regards  

– Shalaka

S.No	Naukri Job-Category	Our Serial No	IndiaRecruiters Equivalent Function (Resume Search – Textwise)
1	Accounts, Finance	1	Accts / Finance / Audit
2	Architect, Interior Design	5	Civil / Architecture / Int. Design
3	Automobile
4	Banking, Financial Services	7	Banking / Insurance
5	BPO, KPO	12
6	Construction, Engineering	31	Site Engg / Project Mgmt
7	Consultants
8	Content, Journalism
9	Corp. Planning, Consulting	9	Business Development
10	Engineering Design, R&D	17 / 32	Engineering / R&D / Engineering Design
11	Export, Import	18	Import / Export / Int. Trading
12	Fashion, Garments
13	Fresher, Trainee Job
14	Healthcare, Medical, R&D	41	Medical / Healthcare
15	Hotels, Restaurants	40	Hotels / Restaurants
16	HR, Admin	21	HR / Admin
17	IT-Hardware, Telecom
18	Industrial Products
19	Insurance	7	Banking / Insurance (Same as S.No 4)
20	IT Software Services
21	Legal	10	Legal / Law
22	Manufacturing	26	Operations Mgmt
23	Marketing, Advertising	11 / 24	Advertising / Media / PR, E-Marketing
24	Media, Entertainment
25	NGO, Govt., Defence Jobs
26	Oil, Energy, Power
27	Overseas, Internationals
28	Packaging
29	Pharma, Biotech	25	Biotech / Pharma
30	Purchase, Supply Chain	16 / 32	Supply Chain / Logistics, Purchase / Vendor Devlp / Inv

S.No	Naukri Job-Category	Our Serial No	IndiaRecruiters Equivalent Function (Resume Search – Textwise)
31	Retail	24	Sales / Marketing
32	Sales, BD	24	Sales / Marketing
33	Secretary, Front Office	34	Front Office / Sec. Services
34	Site Engineering	31	Site Engg / Project Mgmt
35	Teaching, Education	35	Education / Teaching / Training
36	Telecom	37	Telecom / ISP
37	Top Management–IT		General Mgmt / Strategy
38	Top Management–Non-IT	20	General Mgmt / Strategy
39	Travel, Airlines
40	TV, Films	38	Arts / Entertainment / TV
41	Walk-In Interviews
42	Web, Graphic Design
43	Others

CAPTURING JOBSEEKERS KNOWLEDGE

Rahul

11-04-06

Capturing Jobseekers’ Knowledge

(– to make AumMitra a self-learning software)

---

We discussed this today.

In IndiaRecruiter, a jobseeker has to identify 3 industries & 3 functions, where he claims to have strong background.

But,

Which of these 3 (industries & functions) are,

▶ most “relevant”? (Where he feels superbly confident to succeed)

▶ quite “relevant”? (Where he still feels quite comfortable)

▶ somewhat “relevant”? (Where he can “get into the groove” with some brushing-up)

---

Our existing “Submit Resume” form does not bring out these subtle differences/nuances between those 3 industries / 3 functions.

But we have a STRONG need to capture these.

To do this, let us modify “Submit Resume” form as follows:

What is your background in terms of:

| Industry | Function | Keywords |

[Dropdown fields drawn under each]

It is quite unlikely that you feel equally comfortable with your choices of Industries & Functions. Which do you consider,

▶ Most relevant

[Where you feel superbly confident to succeed]

Rank: [ 1 ]

▶ Quite relevant

[Where you still feel quite comfortable]

Rank: [ 2 ]

▶ Somewhat relevant

[Where you can "get back into the groove" with some brushing-up]

Rank: [ 3 ]

In the box below, please “Rank” your choices

(to help us recommend to you the ideal jobs)

My Ranking is as follows

Industry	Type Rank	Function	Type Rank
[ Dropdown Option ]	3	[ Dropdown ]	2
[ Dropdown Option ]	1	[ Dropdown ]	3
[ Dropdown Option ]	2	[ Dropdown ]	1

Cut & Paste your text resume in the box below

[Text box drawn here]

Once we capture the ranking, we will store these in our database, against the name of the concerned candidate.

That will enable us to create "sub-populations" of candidates:

▶ Industry-wise

▶ Function-wise

Next Step

For all candidates belonging to industry ABC,

add up all the keywords contained in their

"Knowledge Profile" boxes.

Then calculate

▶ “Frequency of Occurrence” of each of those keywords (probability of occurrence)

Since, each candidate has identified himself as belonging to

▸ Industry = ABC

▸ Function = XYZ

and, he has himself used/selected certain “keywords” in his resume (i.e., in Knowledge Profile box),

we can safely “assume” that these keywords belong to those Industry / Functions!

---

So, now, instead of one or two “Experts” deciding

“Which keywords signify/denote which Industry?”

“ ” “ ” “Function?”

… we get thousands of real experts (i.e., the candidates themselves) to certify this relationship

(between “keywords” on one hand, and

“Ind/Func” on other)

---

This is exactly the future path of Yahoo’s search engine, viz:

evolve a “Social Consensus” thru a large no. of USERS voting/ranking/rating on items’ importance/relevance to the “Search Query”.

(Like AUDIENCE POLL in KBC!)

More & more search-engines are adopting this technique to arrange/display search–

–results in the descending order of the “Rank/Score” awarded by previous visitors.

---

This method (of creating smaller sub-populations) will also dramatically reduce server’s/software’s burden of computing “Frequency of Usage.”

This is because total candidate population (of say, a million resumes) will now (possibly) get broken up into 30,000 resume sub-populations (30 of them!)

---

Within each sub-population’s “keywords”, quite likely, the top 50 (arranged in descending order of frequency-of-usage), will add up to 90% of the sum-total of probability (i.e., add up to 0.9 probability).

Subsequently, for plotting percentile-graphs, we need to use only these top 50 (or 60 or 40) keywords for matching/finding from next arriving resume, to give Raw score.

---

Fresh computing of “Frequency of Usage” taking ALL keywords in any given “sub-population” (of industry or function), may be done once-a-week (over the weekend?)

(Signed)

11/Apr/06

MONSTER.COM

18 Sep 2008

Rahul - Shalaka - Punam – Alex

MONSTER.COM

·     monster.com has database of 2.4 core job - seeker resumes in the US with 1.3 lakh companies accessing them.

·     16th largest Internet site in the world.

·     Monsterindia.com has a database of 6.8 lakh resumes and is used by 1,100 companies.

·     the site receives 75,000 new resumes a month.

·     job seekers using the Internet come primarily from the IT community while the manufacturing sector largely remains out of it.

·     Focusing on software and IT.

·     Then we will look at other categories.

·     Manufacturing, Baking and Financial services, pharmacy, biotech, retailing and education.

·     Monsterindia is trying to expand operations through the government.

·     Graduate job seekers can store their resumes online to be viewed by potential ITES employers.

·     Job seekers feed in their scores secured which is the new benchmark of ITES careers.

·     Monster is standardized on MS - SQL server as the database to house all job, resume and recruiter information.

·     Microsoft software for its networking model, Companies pay Monster an access fee for searching its resume database. Rs. 1.8 lakh.

·     Companies who advertise jobs on the site "Almost 95 percent of our revenues come from these two sources, The resume search, however, accounts for the bulk of our revenues.

·     There is a huge demand for Indian database from US companies. Particularly for IT professionals. We are not too bothered about the local market. We are in a position to move the database around the globe.

·     To establish that Recruitguru is NOT a jobsite and it is a "Recruitment self service solution", we decided that there should be no public resume database on Recruitguru where we "sell" Resumes. This is fine & being implemented.

·     But now Tadanki confirms, what I have said all along viz.

·     There is big money in "selling" resumes

·     America Software companies would love the purchase.

·     At Rs. 10/ Resume, American Companies can "Buy" 20,000 IT resumes / year for Rs. 2 lakhs (and save millions of dollars in the process) our "Pay per - use" model. 

·     But, thru printout/ profile - based search, if they need to purchase only 5000 Resumes/ year, that would cost them only Rs. 0.5 lakh - instead of Rs. 2.0 lakh.

If we could offer this (Sale of Resumes at Rs. 10 each) on an independent site (jobseeker.com), than, we can target thousands of American Companies.

Points to be Noted

·     95% of Monster India's revenue come from Resume Access & Job Advt. Posting

·     Most of this comes from Resume Access (Let us assume 80% from Resume access 75 % From USA and 10% From India.  15% Job posting.

·     Tadanki says. "(For resume database search), we are not too bothered about the local market" The man’s may be 70% From USA and 10 % from India.  

·     Resume Database of Monster are USA companies! i.e. nearly 800 companies.

·     Each pays Rs. 2 lakh/ year for Resume Database search (IT guys) = Rs. 1600 lakhs / year revenue from USA  companies (Rs. 16 Crore).'Online Recruitment Market Is Set To Double This Fiscal' Sanjeev (Bhikhandani) NAUKRI   VS   Sanjeev (Tiwari)

RECRUITGURU

Sanjeev (Bhikhandani) NAUKRI

·     Chasing IT / ITES/ Pharma/ Telecom/ Insurance

·     Services offered

·     Job Listing

·     Response Management

·     Resume Database Access

·     Naukri's won resume database - 5/10 Lakhs.

·     Resume Database of all jobsites Combined - 30 Lakhs.

·     Business / Revenue Model

Make money from corporate - subscribers by asking advance full year subscription of Rs.  1/3 lakhs.

·     Ditto

·     No plan (only Guru Ad will enable composing Ads for posting elsewhere)

·     At present, in a very limited manner

·     Yes - but subscriber's own/ private database search.

·     On a parallel site, primarily meant for Jobseekers, we target to have 50 lakh resumes in 5 years.

·     Ditto - except a small initial "activation fee + user LIC" & balance on "Pay - per - use"

Like other jobsites, we too will be PRE - PAID.

Hemen Parekh