Your Messages in Linkedin

Dear Krishna,

{ M = 0-70,32,70,07,13 }

Your messages in Linkedin , seeking investors in your project, intrigued me – since , you also offered to take over any sick Recruitment company and nurse it back to health !

I am neither an investor , nor is my company  “ sick “ ( www.3pConsultants.co.in )

By going through your web sites ( except ResumeReading , which would not load ) , I was impressed with your passion for “ making a change “ to the Recruitment Industry

I am in this business ( online + offline ) for over 27 years and would be happy to help you realize your dream through any suggestion that I could offer

To begin with , you may want to look up :

World  Wide  Work  Federation  ( W3F )

Feel free to write / phone

With Regards,

hemen  parekh 

www.hemenparekh.in 

www.CustomizeResume.com

www.GlobalRecruiter.net

IndiaRecruiter  ( not fully functional )

Resume Rater   ( stopped working since dehosting of IndiaRecruiter in 2010 )

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

IMPROVING POLICY MAKING WITH BIG DATA

Dear Editor (  MINT  ),

Your VIEW ( 25 April 2017 ) on “ Evidence based Policy Making “ was very timely

My own suggestions on how Big Data can dramatically improve “ Decision Making “ are listed below

Should you so desire , you may publish the same

·         Annual  Employment  Survey   

·         From  BAD  to  MAD  

With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

DECISION RULES ?

Rohit,

When a recruiter ( belonging to a headhunting firm or an HR manager of the employer company ) , interviews a candidate ( for any given position / vacancy ) , he / she uses many “ decision rules  for “ selecting / eliminating “ a candidate

These rules ( questions to elicit answers to reach a conclusion ) are not “ written down “ but , nevertheless , used sub-consciously by the interviewer

The “ trick “ for the “ Elimination Algorithm “ would be to decipher / interpret these questions / answers

From the page “ Unanswered Questions “ of IndiaRecruiter.net , reproduced below , you should be able to do this

With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

Dear HR Manager / Headhunter,

You always had many questions to ask candidate during a personal interview. But unless you made meticulous notes on the candidate’s text resume printout beforehand, you tend to forget (to ask), quite a few.

And, unfortunately, the text resume itself cannot answer your questions! 

Whereas, a “Profiles”, not only raises relevant questions, our graphical / relational presentations, even answers most.

Listed below, are these questions that “Profiles” asks – and answers too!

Career History 

• What is his total experience? Does this match with the experience required for our position/vacancy?

• During this “total experience”, how many jobs has he changed ?

• Does he seem to be a “job-jumper” ?

• Does he seem to have stuck to the same organization for a long time? What could be the reason?

• Does he seem to have stuck at the same “Designation – Level “ for a long time ? Was he “un-promotable” ?

• He seems to have got very frequent promotions /salary-raise. Does he come through as a “Fast Track” candidate?

• Given his “Average/Longest/Minimum” tenure with the companies where he worked, how long can we expect him to stay with us ?

• He is in his current job for less than a year. Why is he keen to quit within such a short period?

• Is he platueing? i.e. rose very rapidly in early years but now seems to have slowed down.

• In terms of the size/turnover/reputation of the companies where he has worked, does he seem to have steadily “progressed”? Are there any reversals? i.e. leaving a large/organized company to join a small/family owned company.

• Has he spent his entire career in one city or is he mobile?

• Does his “Total Years of Experience” tally with his current age ? If not, does he seem to have “inflated” his experience ? Or, he should have got 20 years of experience by now, but graph shows only 12 years ! Has he failed to “list” some “unfavorable” tenures? e.g.: where his services were terminated or where the service was “temporary/contractual” ?

• Did any of the companies that he worked for, belong to his father/relative? If so, what was his designation/salary during such tenure? Was that commensurate with his qualifications/experience?

• During his career, were there any periods of “self-employment” ? If so, has he listed those in his “Career History” section? What factors made him “start/give-up” such self employment?

Salary 

• He seems to have picked-up a huge salary-jump, everytime he changed jobs. What kind of salary-increase would he expect us to offer to motivate him to change ? Can we afford ? Would that upset a lot of our existing employees and demotivate them ? Would we be upsetting the apple-cart ?

• Has his salary kept pace with his rise up the career ladder ? Is his salary lagging behind/ way ahead of a majority of his co-professionals ? How does it compare with similar professionals in our organization ?

• What seems to be his “trade-off” between

  a) Salary

  b) Designation Level ?

Would he be prepared to accept

  . Same salary ( his current salary ), if offered a higher/better designation ?

  . Same designation ( his current designation ), if offered a higher salary ?

Academic Inputs 

• At what age did he pass

  . SSC

  . HSC

  . Bachelor’s Degree

  . Master’s Degree

Do these seem reasonable ?

• What no. of years did he take to pass

  . Bachelor’s Degree

  . Master’s Degree

Does he seem to have taken longer than stipulated period? Could he have failed once – or more?

• Were any of these qualifications obtained through “Correspondence – Course” ? or through “Part-time study” in evenings ? If so, for how long ?

• What about the educational institutions/universities that he attended? Are these recognized/reputed/accredited institutions?

• Why did he not pursue higher studies in the same institution/university ? Why did he have to go to another state/country ?

• Is there an “overlap” between

  . Completion of his education, and

  . Start of his first job ?

If yes, how did he manage that ?

• If there is a substantial “gap” between

  . Completion of his education and

  . Start of his first job

Then, what did he do during that period ?

• He seems to have obtained more than one degree/diploma during the same year. How did he manage that ?

Dear HR Manager,

Are there any questions that profiles fail to answer? If so, please send me an email. Who knows, we may manage to develop a better/different profiles that manage to answer your question!

- Rahul

INPUTS FOR ELIMINATION ALGORITHM

Rohit, Before we started using FileFinder , we were using following “ Candidate Assessment Sheet “ during interviews Subsequently , we also incorporated this online, on IndiaRecruiter.net ( Interactive Interview Tool – IIT ) I have no doubt , all employer-companies ( at least those who hire 50 + employees , each year ) and most of the Recruitment Agencies / Headhunting firms , use such a Form ( online or offline ) Purpose is to record ( when memories of the candidate , are fresh ), “ impressions “ / “ evaluations “ , against unwritten “ norms “ set by the employer for each type / level of position Idea is to either eliminate or accept a candidate for the next higher level of “ hurdle race “ A consequential benefit is some kind of permanent record of “ Who interviewed Whom and decided What “ Although the form below lists only a few parameters , we were using , close to 20 --------------------------------------------------------------------------------------------------------- Dear HR Manager / Headhunter / Recruitment Consultant : There is no doubt you are a good judge of people . Your profession demands it. Even as a candidate walks in and sits down, you can, intuitively, make out whether he will work out or not.By the time, you have asked - and that jobseeker has answered - a few interview questions ,your mental computer has assessed / evaluated / judged the candidate on many attributes, assigned a score to each attribute and formed on overall / global impression. Fantastic ! But in all fairness to the jobseeker , to other competing candidates and to the "Corporate Image" of your own organization , you need to record your findings for every authorized executive to see, for years to come. Candidate Assessment form is meant to enable you to do that, Just insist on Profiles. It is not difficult to tell the candidates: "Sorry we do not entertain plain text resumes". - Shubhangi

With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

HOROSCOPE OF A NATION ?

Horoscope of a Nation ?

--------------------------

DNA ( 25  April  2017  ) carries a news report as follows :

“ Niti aayog envisions houses , vehicles , ACs for all by year 2032  “

The government think tank Niti Aayog has envisaged a new India in which all citizens in 15 years will have houses with toilets , two wheelers or cars , power , air conditioners and digital connectivity

“ The India 2031-32 : Vision , Strategy and Action Agenda “ , also visualises a fully literate society with universal access to health care

It also called for having a much larger and modern network of roads , railways , waterways , and air connectivity and a clean India where citizens would have access to quality air and water

It envisioned that per capita income would increase three-fold to Rs 3.14 lakh in 2031-32 from Rs 1.06 lakh in 2015-16

“ We must transform India into a prosperous , healthy , secure , corruption-free , energy abundant , environmentally clean and globally influential nation “ , the presentation said

Readers are requested to interpret  this  VISION  DOCUMENT  in terms of my following

note , dated  04 May 2008 :

-----------------------------

-------------------------------------------------------

Horoscope  & Other ( Equally Fictitious )  Stories

--------------------------

Most People live on, on eternal hope of a better tomorrow- even those whose “ past / present ” has been quite good.


 So, you cannot blame those whose “ past / present ” is not-so-good, to yearn for a better tomorrow.

And that makes everyone anxious to “know” what future holds for them.

This human tendency/ weakness is the “ Fundamental ” on which the business of astrologers & futurologists thrives.

And what technique do these forecasters employ to predict people’s future ?

They rely on “ Theory of Probability. ”

They know that “events” recur with regularity – except that some events occur with greater regularity than some others.

Some events have a greater probability of occurrence than some others.

No one may have taken the trouble to accurately compute the “ frequency of occurrence ( probability) ” of each type of event, in advance.

But every event is likely to occur in near future or distant future ( if probability is low).

E.g.

For certain events you can “ predict ” their occurrence  TOMORROW  with a probability of 0.99, such as

·         A dacoit / murder in the city

·         A bus-accident

·         A boat capsizing etc.

Whereas, probability of a Political leader getting assassinated  TOMORROW  will be a very low, 0.001 ,

But probability of one such assassination taking place within next 10 years, goes up to 0.9.

So, there are 3 dimensions to an event viz ;

·         Type  / Nature of event

·         Time period within which it will happen

·         To whom it will happen / affect.

Now examine :

Ø  TYPE / NATURE OF EVENT :-

Practically, these can run into thousands.

Ø  TIME-PERIOD / PERIODICITY / FREQUENCY :-

An event can happen tomorrow or it can happen after one month or after 10 years or a century.

Ø  PERSON AFFECTED :-

There are 6 billion humans on this earth.

Now, if you multiply these 3 dimensions, you have literally TRILLIONS &

 TRILLIONS of combinations, with a “ Probability ” attached to each !

This is what , makes “ predicting of future ” so easy !

·         Something or Else ( event )

is likely to happen to,

·         Someone or Else ( Person )

At

·         Sometime or other ( Time )

As long as you make your  PREDICTION  sufficiently  VAGUE / GENERAL , in respect of

Ø   An Individual

Ø   A given time-period

Ø   Precise nature ( of what will happen  ),

You are safe  !

You just cannot be faulted  !

BECAUSE, WHAT YOU HAVE JUST PREDICTED , IS BOUND TO HAPPEN , SOMETIME OR OTHER TO SOMEONE OR OTHER !

Now if something that is vaguely resembling what was predicted, does actually happen to even 5 % of the people who “ read” your prediction, their confidence / faith in your ability to predict future sky-rockets !

They start believing that you have some God-given, magical powers to predict future ( did it not come true for them ? )

Then these 5 % spread the word ( word-of-month ) about your magical powers.

And the remaining  95%  for whom, the “ Prediction ” did not come true,

Ø   Either forget that they ever read the prediction  OR

Ø   Believe that it was not “ meant” for them ,  OR

Ø   Hope that your tomorrow’s prediction (about them ) will come true ( the flame of eternal hope, keeps burning in their hearts – the hope for a better tomorrow ).

But these 95 % never go out and tell anybody that things did not happen as predicted !

They don’t want to look silly !

They don’t want to appear to be superstitious persons, believing in unscientific, irrational predictions !

So only the good-word spreads. 



Only the “ positive ” stories spread.

So each such story, brings in more & more person to look-up morning newspaper to  see, what future holds for them. 

Forgotten within 5 minutes but remembered if something ( vaguely) similar did happen by the end of the day.


---------------------------------------------------------------------------------------------------

27  April  2017

www.hemenparekh.in / blogs

Voice Activated BHIM 4.0

Dear Shri Hota,

You may want to comment on my following suggestion re Voice Activated BHIM v.4

·         Thank You , Beerud

·          

·         A Beerud named  BHIM  ? 

·          

·         BHIM , the  Unstoppable

With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

PRESENCE MONITORING SOLUTION

Mr Siddhartha Gupta,

Founder and CEO

Dear Shri Gupta,

Business Line ( 27 April ) , mentions about your “ new presence-monitoring solution “ at recent SHRM meet in Hyderabad

You are quoted to say :

“ Whenever a new technology is rolled out, it has to be socialized.

Employees need to be given the complete information and the purpose of the roll out has to be clarified

Also, any roll out is only as good as the follow up

Are you tracking adoption and addressing it ? “

While agreeing with you entirely , I request your comments / observations on my own following suggestion in respect of “ change over from biometric attendance to mobile based attendance “ system

With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

( M ) +91 - 98,67,55,08,08

From BAD to MAD

BAD   =   Biometric Attendance Device

MAD   =   Mobile Attendance Device

------------------------------------------------------------------------------------

Most people think the greatest contribution of Bill Gates ( onetime CEO of Microsoft ) was " MS Operating System "

I think , it was his book " Business @ the Speed of Thought "

Current CEO of Microsoft is a PIO named Satya Nadela

What is his contribution ?

What he said during his talk in Delhi on 30 May , called ,

" Tech for Good , Ideas for India " :

 He cited the example of how NASA scientists were not able to see the Rover move on Mars but the holographic output of the Rover is right there in their office.

Nadella also met two young developers, one of them a 17-year-old who has figured out how to take data from NASA , conflate it with other information and see the spread of algae in Bay of Bengal. “Here’s a student who is taking information that is available, bringing it together—he wanted to have a real impact right here in terms of how we managed our climate,” he said.

Nadella wrapped up by summing Microsoft’s mission in India.

" It is about really celebrating the technologies that you all in India create. In fact, I want us to be the platform creators that foster the ingenuity of what is happening in India,” he said.

Here is my idea of a technology that we need to create for a better India :

Today Employee Attendance Systems in India work at three levels as follows :

#   Entirely Manual

     Attendance Register and Wage/Salary payment in cash or by Cheque

#   Partly Automated

     Punch cards or Bio-metric recording of attendance but manual calculation

     of wages / salaries and payment by cash or cheque

#   Fully Automated

     Bio-metric Attendance Devices ( BAD ) , integrated with a home-grown or

     bought-out Salary Payment Software , running on a local Server.

     Salary payments could be by cheques or thru Electronic Transfer to

     concerned employee's bank account

Once in a while , if a company has several establishments within a city , those local servers are connected to a Central Server , doing all processing

In a rare case ( although , I am not aware of any ) , it may be that all the local servers of all the establishments of a company , all over the country , are networked with its central computer in its head-quarter

Now imagine this :

#  All smart phones to evolve as Bio-metric Attendance Devices , with built-in

    Bio-metric Recorders , GPS , a mobile attendance App ( called MAD ? )

#  App to have 2 buttons ( Green = IN  /  Red = OUT )

#  Employee to touch IN upon reaching his work-station and touch OUT ,

    while leaving work place , at the end of work-shift . That's all  !

#  Being GPS enabled , buttons will get activated ONLY when the employee

    has reached the work place ( not while he is on his way ! )

#  All 100 million establishments in India ( factories / offices / shops / clinics

    NGOs / Govt Depts ) to ensure that the MAD app is installed on the smart

    phone of each employee , when he joins

   

#  All of these smart phones to be connected ( IoT ? ) , with the Servers of ,

    *  Labour Ministries ( Central and States )

    *  HRD Ministry ( Central )

    *  Skills Development Ministry / NSDC

    *  Finance Ministries ( Central + States )

    *  NITI Aayog

    *  Income Tax Department

    *  Any other server that you may want to

#   MAD app is integrated with a STANDARD / COMMON , software system

     for computing daily wages / monthly salaries of ALL the persons working

     in those 100 million establishments ( whether they are casual /

     contractual  / trainee / apprentice / probationer / permanent / retained

#   As each person joins in any of these establishments , data re  that

     person must be inputted by the Employer into the App , such as :

   

     *  Name / Contact Details / DOB / Aadhar Card No / Employee Number

         ( Each unique Employee Number will be auto-generated by the

         common Salary Payment Software , running on IT Dept Server )

     *   Employee's Jandhan Yojana Bank Account Number for salary EC

     *   Employer's Jandhan bank account / Unique Employer Number

     *   Payment Mode ( Hourly / Daily / Monthly Rated , wages / salaries )

     *   Leave provisions / PF rate / TDS rate / Allowances / Reimbursements

     *   Any other relevant data ( either about employee of for employer )

WHAT  ARE  THE  ADVANTAGES  ?

#   For employees , no need to file a separate annual Income Tax Return

#   Direct deposit of PF / TDS amounts into bank accounts of Govt Depts

#   Direct Benefit Transfer ( DBT ) to every Employer for Stipend Subsidy ,

     based on number of total trainees / apprentices employed

#   Total number of employees in India ( category / region / industry )

#   Employment Density ( Industry wise / Region wise / Skill wise etc )

#   Net Employment Growth Rate ( weekly - monthly / Industry-wise )

#   Co-relation with no of persons graduating at various levels

#   Data about those Unemployed ( " Graduating " less " Employed " )

#   Overtime Statistics ( Use / Abuse )

#   Work-hour Analysis ( Ave hours / week - month )

#   Wage / Salary Rates ( Rs per hour ) - Industry wise / Region wise

     ( of great interest to Foreign Investors looking to bring down

       manufacturing costs , by outsourcing to India / manufacturing in India )

#   Compliance with labour laws / tax laws / Apprentice Act etc

#   Job Market Forecasts through BIG DATA ANALYTIC ( region / industry )

#   Demographic  Profiles of employees  ( Rural to Urban migration )

#   Per Capita Income Growth for persons using MAD app  ( MOM / YOY )

#   Changing composition between Blue Collar and White Collar employees

Then there could be many other benefits not envisaged now

Here is an opportunity for :

 *  Manufacturers of Smart Phones

     To shrink stationary / bulky / common , bio-metric devices to mobile /

     small / personalized / hand-held devices

    { Remember ?  

If you don't make yourself obsolete , someone else will  }

*  Tech Start Ups

     To come up with the Mobile App ( MAD ) / Technology Platform

*  NDA Government

    To implement what Shri Narendra Modiji said on 15 July 2015 :

   "  If China is like a manufacturing factory of the World , India should

    become the human resource capital of the World .

   That should be our target and we should lay emphasis on that . 

   We should have a futuristic vision and prepare plans for the next ten years "

  

   MAD  could well be an important element  of  that  " JAM PLAN "  !

-------------------------------------------------------------------------------------

02  June  2016

www.hemenparekh.in / blogs