Dear
Visitor
Whether
you are a jobseeker or an employer, you
cannot opt out of Future !
And when future arrives, it does not care whether you are prepared or not. But it always helps to be prepared. Future cannot be predicted with certainty – But when it comes to,
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Jobs and job search .
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Resume and resume searches .
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You may wonder,
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What will be the nature of online recruitment processes ?
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What will be the structure of online jobsites / job portals ?
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What technologies will e- recruitment employ ?
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What roll will Service Network [ newspapers – TV channels – Internet service providers – Mobile
telephone service providers – Radio stations etc.] play ?
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Will software robots (agents ) enable
elimination of job search ( by jobseeker ) and resume search ( by recruiters
) ?
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“The
Shape Of Things To Come” could very well look like :
WWW.indiarecruiter.net Presents Recruitment
Process flowchart
Dear
HR Manager / Headhunter / Recruitment Consultant :
There
is no doubt you have subscribed to many jobsites to:
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Post Jobs.
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Search Resumes.
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But
ours is the only jobportal that enables you to store / hold resumes in a
Resume Holder ( for later viewing at your convenience) – irrespective of
whether ,
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You short listed those resumes yourself, during
Resume Search.
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The resumes arrived through jobseekers clicking
“Apply Online” on your job Advt.
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Then
we simplify your life still further by enabling you to ,
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Transfer the resumes with high percentile score
to an Interview Process.
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Conduct interview using Interactive
Interview Tool ( IIT ) with built-in 15,000+ Interview Questions.
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Fill-up online Candidate Assessment Form, while
the Candidate is still sitting in front of you !
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Click on candidate’s Interview History to find
out if he was ever before interviewed by your organization, at anytime in the
past !
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Now
this is as cool as you can get with your Recruitment Process !
WWW.indiarecruiter.net Presents Six Sigma Graph
Dear
HR Manager / Headhunter / Recruitment Consultant :
When
a jobseeker submits resume on this website, it automatically –
and instantly – gets converted into several graphical profiles, which we
like to call “THE RESUME ANALYTICS”. These graphs are generated by plotting,
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“Raw Score” ( assigned to candidate’s resumes
by our software ), on X- axis.
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“% of Co-Professionals” ( getting the same
score ), on Y- axis.
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As
the database grows, these graphs will tend to become the familiar bell – shaped
curve, popularly known as the normal curve, where the mean, mode and median all
coincide at X = M.
Sigma
is the normal variant ( STANDARD
DEVIATION ), from the mean and in a NORMAL
CURVE,
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1 Sigma = 68% of the population ( under the curve ).
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2 Sigma = 95% of the population .
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3 Sigma = 99% of the population .
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Now,
don’t expect to find a candidate with a score of >+3 Sigma. They are already
working for IBM- Google – Microsoft etc. and not looking for a job- change!
If you do, simply grab. On the other hand, all those scoring higher than +2
Sigma, must be immediately called for an interview.
Having
mastered the “Art of Interviewing”, it is about time, you rationalize your
recruitment process by taking help from the “Science of Interviewing”.
Normal curve was the logic behind our logo. We love STATISTICS !
Normal curve was the logic behind our logo. We love STATISTICS !
WWW.indiarecruiter.net presents Project Profile
Dear
HR Manager / Headhunter / Recruitment Consultant :
A
jobseeker’s KarmaScope is full of skill-related keywords. It is one thing to
have an academic familiarity with a given skill but an altogether different
matter to have actually applied / used that skill in a real life project
of commercial value.
A
candidate is most unlikely to have used all the skills that he claim
to have acquired. Therefore, you want to restrict your Interview Questions to
only those skill areas which he has actually mastered during execution of
projects.
And
as far as Interview
Questions are concerned,
simply click on link “Key Skills Used” links in the project tabulation! After
this demo, your job-advs ( on Monster / Naukri / Timesjob ) should read, “We do
not accept text resumes. We only accept ” Profiles” !
WWW.indiarecruiter.net Presents Education Profile
Dear
HR Manager / Headhunter/ Recruitment Consultant :
It is
a long journey – starting at the age of 4 years and going on till the age of 23
/ 24 ( in most cases ). There are seemingly endless steps – playschool,
nursery, kindergarten, primary school, secondary or higher secondary school,
junior college, college, university etc.
And each step has its own tag.
Certificates, Diplomas, Degree, Doctorates, Graduation, Post Graduation, Licentiates…….
Then there are part time “Correspondence Courses”, Distance Learning Courses, E-Learning etc. in subjects as diverse as Arts, Science, Commerce, Humanities, Engineering, Medicine, Law, Political Science, Economics etc. And thousands and thousand of (recognized & non recognized) educational institutions , offering courses lasting a few days to a few years! Try condensing all of this info in a tabulation – or even better ,in a graph.
That is precisely what “Educational Profile ” does – provided you refuse to entertain a plain text resume.
Education Profile answers following questions :
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At
what age did he pass
. SSC . HSC . Bachelor’s Degree . Master’s Degree Do these seem reasonable ? |
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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 ? |
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Were
any of these qualifications obtained through “Correspondence – Course” ? or
through “Part-time study” in evenings ? If so, for how long ?
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What
about the educational institutions/universities that he attended? Are these
recognized/reputed/accredited institutions?
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Why
did he not pursue higher studies in the same institution/university ? Why did
he have to go to another state/country ?
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Is
there an “overlap” between
. Completion of his education, and . Start of his first job ? If yes, how did he manage that ? |
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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 ? |
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He
seems to have obtained more than one degree/diploma during the same year. How
did he manage that ?
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WWW.indiarecruiter.net Presents Karmascope
Dear
HR Manager / Headhunter / Recruitment Consultant :
You
have heard of Horoscope / Janam kundli. You might have even got one made for
yourself. Here is mine , made in Rangoon / Burma(Yangon /
Myanmar) where i was born in 1933. Does not say what would have happened to me,
if i was still hanging around in Yangon – with hurricane “Nargis” etc! And
whatever it does say , is encrypted in something far more complex than “Da
Vinci code”.
But if you insist on Profiles (instead of a plain text resume),it carries a built-in KarmaScope of the jobseeker.
Karmascope lists the
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Keywords
found in the resume (Surya -Chandra-Ravi etc).
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Keywords
missing in the resume (Rahu-Ketu-Mangal-Shani etc).
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Then
when you click on any of these keywords, some 15,000+ Interview Questions
pop-up on your screen!
Karmascope enables you to predict ,if that candidate has any “Future” in your organization !
WWW.indiarecruiter.net Presents Career Profile
Dear
HR Manager / Headhunter / Recruitment Consultant :
One
recent survey showed that nearly 25%of the resumes are faked / fudged. Some
blatantly, some in a subtle manner. In most cases , such mis-information
related to past / current work experience (Employers – Position / Designation – years worked – salary drawn etc).
Now he is a rare candidate who organizes his “Career History” in an easy – to read tabulation , in a reverse chronological order , with current job , right at the top. And even that rare jobseeker’s resume does not voluntarily answer , your following questions :
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What is his total experience? Does this match
with the experience required for our position/vacancy?
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During this “total experience”, how many jobs
has he changed ?
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Does he seem to be a “job-jumper” ?
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Does he seem to have stuck to the same
organization for a long time? What could be the reason?
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Does he seem to have stuck at the same
“Designation – Level “ for a long time ? Was he “un-promotable” ?
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He seems to have got very frequent promotions
/salary-raise. Does he come through as a “Fast Track” candidate?
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Given his “Average/Longest/Minimum” tenure with
the companies where he worked, how long can we expect him to stay with us?
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He is in his current job for less than a year.
Why is he keen to quit within such a short period?
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Is he platueing? i.e. rose very rapidly in
early years but now seems to have slowed down.
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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.
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Has he spent his entire career in one city or
is he mobile?
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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” ?
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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?
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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?
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Not
only Career Profile answer those questions (or , at least raise those
questions), it dose it graphically !
WWW.indiarecruiter.net Presents Tenure Profile
Dear
HR Manager / Headhunter / Recruitment Consultant :
One
of your biggest headache is “Attrition / Employee Turnover”.
Employees seem to be resigning at a rate faster than the rate at which you are managing to hire ! And what is the rate at which they are leaving ?
The Tenure profile shown below , shows the “MEAN EMPLOYEE TENURE” at 3 years. That means , for the economy as a whole( I mean “Organized Sector” ), 33%of the employees resign each year !
Consider yourself lucky if you need to hire
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20% for
replacement .
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15%
for growth / expansion of your business.
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When
you insist on Tenure Profile , instead of a plain text resumes , you get a much
better feel , as to how long will this jobseeker / candidate stay with you.
WWW.indiarecruiter.net Presents Salary Profile
Dear
HR Manager / Headhunter / Recruitment Consultant :
You rarely
come across a resume in which a jobseeker mentions his current salary /
compensation.
But current salary is an important criteria , when you are wondering ,
“Shall we call this candidate for an interview ? ”
Especially
so, when that candidate’s resume/profile is quite impressive in terms of his
“Age-Education-Experience – Functional Exposure – Industry Background –
Skills – Previous / Current Employers – Current Designation Level /
Title – Job Profile” etc.
Even if the candidate’s resume seems impressive , you don’t want to call him for an interview , only to discover that his current salary is already 50% higher than what you were prepared to offer ! You cannot afford to upset the apple cart (of your existing , equally competent employees ) and trigger an exodus ! One more reason , why you should insist on “Salary Profile”!
WWW.indiarecruiter.net presents
Dear
HR Manager / Headhunter / Recruitment Consultant :
When you post a job advertisement (on any jobsite / job portal ), you type in a long list of keywords which you expect to find in your ideal candidate’s resume. These keywords signify that ideal jobseeker’s ” Knowledge – Skills – Expertise – Function – Role – Experience – Strengths -Talent – Integrity – Education – Competence – Attitude – Attribute – Understanding – Wisdom – Potential – Values – Abilities – Concepts – Philosophy – Learning ” etc. These run into thousands. You are unlikely to remember more than a few. Even less likely to recall these (few) while reading a resume. Of course it is a different matter that ” Ideal candidates ” just don’t exist. (- and if they do, they are on lookout for ” Ideal Employer” ! ).
But our software not only remembers all of these thousands of keywords , it
Searches
/ finds / highlights those keywords ( Function / Skill wise).
Assigns each of those keywords , a dynamically changing “Weightage” based on its “Context – significance – relevance”.
Computes that resume’s “Raw Score” and “Percentile Score” amongst co-professionals.
Plots a “Frequency Distribution Graph”( separately for each Function / Skill ) and displays the relative standing / rank of that candidate.
Generate a “Function / Skill” profile.
And how does this help you?
No need for you to remember / recall / type-in those keywords , while “Posting job Advt” or conducting”Resume search”.
No need to search those keywords in resumes (gets highlighted in red automatically).
Enables you to quickly zero-in on the best candidates, saving you a lot of precious time.
You can compare the candidates and can quickly decide whom to call for interview.
Enable you to make your recruitment / hiring decisions based on “Business Intelligence / Personnel Analytics / Statistics”.
WWW.indiarecruiter.net presents RH+
Dear
HR Manager / Headhunter,
Here “Rh” stands for Resume Holder ( – Resource Human )
+ because everything about Resume Holder is positive.
The
most positive aspect of Resume Holder is:
No more flooding of your mailbox with hundreds of “Apply Online” resumes. Resume holder traps each one of these, never letting any to reach your mailbox! No “Apply Online” resume can ever get past the Resume Holder! What a relief!
Not only that, all trapped resumes (irrespective of the source). get arranged in the descending order of “Percentile Score”, so that you need to open / read only the top 4/5, at your convenience.
This is how it works.
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