Date: 04-06-03
To:
Kartavya
Abhi
Nagwekar
Inder
Subject:
Function Specs –
-
[Ad Compose Module]
-
[Interview Module]
We know that leading jobsites (Monster / Naukri / JobsAhead / JobStreet etc.) already have a Resume Tracking Service.
For each job advt. released by a corporate subscriber, the software records (and displays):
-
Total no. of resumes received
-
No. of resumes found "Good" & shortlisted
(I am not aware what criteria these softwares use to sort between "good" & "bad").
Inder should try to find out.
So, when we plan to do the same thing (see my yesterday's notes, CFC(I) & CFC(II)), we are only trying to “copy”!
But what surprises me is that why these jobsites have failed to take the next logical step, and “predict” how many resumes are likely to be received by the advertiser, against any given job-advt that he posts.
📄 Page 2 of 2
They (the jobsites) have all the statistics to produce the following kinds of frequency-distribution graphs (one for each "FUNCTION"):
📉 (Say) Function = R&D
Population: 23,42 (of past Job Advts)
[Graph illustration of a bell curve – showing number of resumes received on X-axis and number of job advertisements on Y-axis with data points: 16, 225, 496]
This curve shows the "probability" of receiving XYZ no. of resumes (within ± 10/20/30%) for a given "function"
– or for a given “Industry”
– “City”
– “Designation” etc. etc.
This is one more “byproduct” without putting in any extra time/effort. And remember to give it a jargon – JOB ANALYTICS?
And the curve gets better & better, with each new job-advt created/composed/posted on Global Recruiter.
