Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Wednesday, 31 May 2017

THE MATCH MAKER

Kartarya
Athi
Nagarkar
Inder

V2.0 – Webservice
01-06-03
Customize For Convenience (CFC) – I

CFC also stands for Chloro Fluoro Carbon, earlier used in refrigeration & now banned because it punches a hole in earth’s protective ozone layer.

But here is a CFC, designed to punch a hole in the pockets of our Webservice subscribers! What is more, they will simply love it.

Here is how it will work.

In my yesterday’s note – “The Match Maker” – I have described how, by processing 1 Lakh job-adverts (or even 25,000 sent by sajitha so far), we can create a frequency distribution profile as follows:

(A graph is drawn here with the following labels)
Function: Mat-Mgmt.
Population: 943
Godrej Advt. No: →
Percentile: 62%


Next look at the “Ad-Compose” screen, enclosed.

As soon as Webservice subscriber completes composing the job-advt – and clicks on
PREVIEW GRAPH button,
the “Job Related Information” block disappears.

In its place,
“The Job Advt. Function Profile” Graph
appears as shown.

This (indirectly) tells the recruiter, how good (or bad) a job he has done while drafting/composing the job-advt (mainly the job-description portion – whether it contains the skill/knowledge related keywords).

Somewhere, we should clearly tell him:
“Dear Advertiser,
The graphical ‘Job Advt. Function Profile’ which you see here is based on usage of relevant keywords (skills / knowledge / expertise, related), in hundreds / thousands of job-adverts, as far as this function is concerned.”

The percentile-score of the job-advt:


Which you have just drafted, is based on the keywords used by you in the “Job Description” & the “Candidate Profile” blocks.

If you feel that this percentile-score is too low or too high, you can go back & modify the “Job Description” / Candidate Profile by deleting or adding → keywords.

In any case, when you click on
SAVE, the “Actual Designation” will get
automatically transferred to the Resume-Search (ResuSearch) screen.

This will make it very easy/convenient for you to search the resumes received against this job-advt. at any time in future.
All you have to do is just click on the “Actual Designation” in the
RIGHT CANDIDATE (Basic Search Parameter) screen.

Wishing you a “Simplified headhunting.”

Now take a look at the search-screen (enclosed).
Each Webservice-subscriber would have his own “CUSTOMIZED” Search-screen.


In the right-hand bottom corner of this screen, will be a block where "Actual Designations" will get automatically picked-up from each and every job-advert composed by that subscriber, and get displayed, as shown.

By simply clicking on one of the "Actual Designations", the subscriber will be able to view a tabulated display of all the resumes received against that job-advt.

Then further clicking will reveal full resume.

I have repeatedly stressed that no subscriber can ever remember (– or care to remember), a Job Advt. No.

He can only remember the "Position-Name" (the Actual Designation) which he has advertised.

So, when he sees this block, he is immediately able to "relate".

Also, at one glance, he is able to see all the job-adverts released by him so far.

We can even place the "Advt. Date", next to each Actual Designation. This block may look something like what follows…


the recruiter gets to see following tabulation:

Actual Designation (Position Name)Date AdvertisedNo. of Resumes Received So Far
Materials Manager04-03-03249
Sales Engineer16-04-03332

He can even “click” on last column & see the short-display / long-display of resumes.

This is another convenience.

Question:
Can these two, apparently “stand-alone” conveniences be linked, to create a SUPER-CONVENIENCE?

This is possible, if software can create yet another column, into which it automatically “transfers” yet another value (→ see below):

Actual Designation (Position Name)Date AdvertisedTotal No. of Resumes Received So FarResumes Within Upper/Lower PercentileLower PercentileUpper Percentile
Materials Manager04-03-032493455%70%
Sales Engineer16-04-033324860%80%



Kartarya
Athi
Nagwekar
Inder
02-06-03

CFC – II

(Customize for Convenience)

In my yesterday’s note, I had talked about 2 conveniences:

Convenience for Recruiter – #1

Entering “Job Description” & “Candidate Profile” while composing a job-advt (using Ad-Compose Tool) will generate following profile:

(Graph)
Function: Mat Mgmt
Population: 943 job-advt
This Advt.
Percentile: 62%

By adding/deleting “Keywords” (to job-description / candidate profile), recruiter can move the % position to left or right.

This is recruiter’s convenience.

Convenience for Recruiter – #2

By automatic transfer of “Actual Designation” from Ad-Compose Tool to...


Actual Designation (Position Name)Date AdvertisedNo. of Resumes Received
Material Manager04/03/03249
Sales Engineer16/04/03332
VP - Marketing18/04/03362

This column should get updated daily & automatically, as subscriber uploads the resumes received daily for ResuMine Conversion.

On the other hand he can also save himself the trouble/effort of daily uploading – by simply selecting an option whereby his “Advt. Mail Box” is on our webservice – so that all incoming email resumes get directly deposited in this mailbox itself.
Then the last column will update automatically.

By providing a box like this on search-screen, not only will it vastly simplify subscriber’s life – it will also increase our revenue manyfold because every time when he sees the box listing, the subscriber cannot resist the temptation to click (on many positions), earning us Rs. 0.50/- for each click!


My suggestion is that, in the “Ad-Compose” tool, once recruiter sees the Profile graph, we give him feature/facility to key down / prescribe the:

Upper control limit of percentile
Lower control limit of percentile

—as shown in above tabulation:

(Graph)
Lower Limit – 55%
This job-advt – 62%
Upper Limit – 70%
All resumes meeting this range to be transferred to Column #4

So, the software automatically does the “SORTING” on behalf of the recruiter & presents to him only those resumes which fulfil the criteria. Software, in effect, acts as an “AGENT” for the recruiter!

Can we think of giving still further convenience to recruiter whereby, he can MOVE the limits at will, dynamically & see its effect on No. of suitable resumes in col #4 & #2?

Don’t forget to charge every time he resets/sets limits – even if it is Rs. 1/- !!