Rohit / Akshay :
Job descriptions do mention , some skills
/ domain expertise that a prospective candidate
should possess for a given position
Even when these do , it is very difficult to establish
whether a candidate possesses those skills or not
Most of the time, the candidates manage to use vague jargon to imply : Yes , I have that
skill
Interviewer is left , no wiser !
But , if you were to ask him :
“ If selected , can
you achieve an average age of accounts receivable not to exceed 25 days – which
is currently 45 days in our company ? “
He is forced to
answer “ yes “ or “ No “ or “ yes , provided …….. “
Such a positive /
definitive answer implies that , he does possess some “ Skills “ necessary to
achieve this “ objective “
But precisely , “ what “ are those skills ?
May be , these are
“ mentioned “ somewhere in his resume , in the form of some “ keywords “!
The trick ( for the
algorithm ) is to establish a “ correspondence
“ between :
·
The Objective Question
·
The given Answer
And,
·
The “ keywords “ in his resume
Attachment ( to
this mail ) may help you to “ train “
your software to “ discover / uncover “ such co-relations
A larger / more
complex issue :
Can your software (
which you will design ) automatically convert
a “ job description” handed out to us
by our clients , into a set of “ objectives
“ ( as shown in attachment ) ?
Then , possibly ,
we can ask our consultants to ask those questions during interview and record
the “ YES “ or “ NO “ answers !
And , should you
make this feature available online ( in Careerletics
? ), for use by your Corporate Clients , you will succeed in capturing thousands of YES and NO , from hundreds of Interviewers ( crowd sourcing , at its
best ? ), to build up a large data-set
With Regards,
hemen
parekh
(
M ) +91 - 98,67,55,08,08
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