RE: WE HAVE COMPANY !

Akshay,

When you visit us tomorrow, can you bring along those 2 files of my handwritten notes ?

There is no hurry for the 3 books

Warm Regards,

Hemen Parekh

+91 98675 50808

3P Consultants \ Strategic Human Resources Consultants

From: Akshay Sehgal [mailto:akshay.s@ipredictt.com]
Sent: 31 May 2017 18:36
To: Hemen Parekh
Cc: Rohit Verma; Nirmit Parekh; Mitchelle; Prashant Sharma; Manoj Pandey
Subject: Re: WE HAVE COMPANY !

Hi Hemen,

We can visit your office on Friday morning around 10:30 am. Do let me know if that works for you.

Thanks,

Akshay.

Co-Founder, iPredictt Data Science Labs

Head, Product Strategy & Research

+91-991-659-4778 | Skype : akshaysehgal2005 | http://ipredictt.com/

On Wed, May 31, 2017 at 1:05 PM, Akshay Sehgal <akshay.s@ipredictt.com> wrote:

Hi Hemen,

Will go through the attachment, thanks for the inputs. I'll get back to you soon and arrange a suitable time for visit.

Thanks,

Akshay.

On May 31, 2017, at 12:43 PM, Hemen Parekh <hcp@recruitguru.com> wrote:

Akshay ,

Thanks . Let me know when you want to visit us

Any luck with that handwritten note conversion to word document ?

My colleague Sachin will soon send to you , that database of 2 million job advts

You may want to go through the attachment

Warm Regards,

Hemen Parekh

+91 98675 50808

3P Consultants \ Strategic Human Resources Consultants

From: Akshay Sehgal [mailto:akshay.s@ipredictt.com]
Sent: 31 May 2017 11:42
To: Hemen Parekh
Cc: Rohit Verma; Nirmit Parekh; Mitchelle; Prashant Sharma; Manoj Pandey
Subject: Re: WE HAVE COMPANY !

Hi Hemen,

Thanks for the thoughts. I agree that company culture is quite important to analyze and check against a candidate's profile to understand their fitment towards the given profile. I will go through the link that you shared and try to get insights regarding the same. Meanwhile, I will like to update you on what we are trying to add to the platform

Parsing Code for 13k Resumes - 

We have been able to create a code on the resume templates which Mitchelle shared with us. It extracts the experience, education and other details about the candidate and replaces the latest company name with a garbage value for sake of data confidentiality. Will like to visit sometime this week or early next week with my teammate to run the code and test it on the 13k resumes.

Behavioral / Soft skill parameters -

1. The soft skill qualities such as leadership may be extracted by looking at Linkedin / Facebook profiles but its impossible to get this data without a partnership with the company and authentication from each candidate allowing access to profiles. Moreover, even if that is done, there are strict restrictions on how we are allowed to utilize the profiles.

2. Therefore we understand that the data collection from these platform needs to be manual, i.e. the variables that I would need to calculate say, leadership quality of a person, need to be collected by the user manually by going through the profile. However, what we can do is standardize the process of data collection AND apply a statistical model for calculation of these soft skills.

3. For the data collection, we will create a checklist of questions for the HR/User which they need to fill by viewing the profile of a candidate on Linkedin or Facebook or both. Questions like - "How many connections does the candidate have?", "Number of posts he has made last month?" etc..

4. Once these questions are answered, a piece of code should apply some business rules and calculate the "Great 8" Competency matrix automatically. The Great 8 parameters are shown in the screen shot below.

6. These parameters will then be included into the algorithm for calculation of final ranking.

Belong as our competition - 

We had the opportunity to meet the belong team and test their application recently in SHRM 2017. What we learnt from there is that they are a fresh take on candidate sourcing and rely on outbound hiring to fulfill the requirement of 'active and high quality candidate leads' for technical (specifically IT) job requirements. They do this by manually keeping a record of top profiles across platforms such as Linkedin, Github, Facebook, Quora, Kaggle, Stack overflow etc, and have a really exhaustive structure to store and update candidate information regarding skill sets, qualifications, experience, education and personal details. Moreover, they are a direct filter platform like naukri, but with better candidate data using outbound sourcing methods.

How they differ is  1. They are not into automating any process, no parsing, no predictive analysis  2. Their objective is not candidate selection decision making, but high quality candidate sourcing  3. They are confined to IT related hiring for now. 

What we can learn from them - Utilizing unconventional data sources, UI improvements, Quality and structuring of candidate data & Job requirements.

Thanks,

Akshay.

Co-Founder, Product Strategy & Research

+91-991-659-4778 | Skype : akshaysehgal2005 | http://ipredictt.com/

On Tue, May 30, 2017 at 1:21 PM, Hemen Parekh <hcp@recruitguru.com> wrote:

Rohit ,

Thanks for clarification

One of the issues that Mitchelle mentioned during our meeting was :

How can we assure ourselves that a given candidate is a good match with the “ Corporate Culture “ of our client company ?

In most cases of Senior Positions , this is an important criteria

Question is :

What is the Corporate Culture of that company ?

I have not come across Companies which have a formal / official document on this !

So , how can we go about “ discovering “ this ?

Before that , we must define “ Corporate Culture “

To me , it is “ Collective Attitude “ of all the employees of an organization , in relation to :

·         Colleagues ( at same level )

·         Superiors ( Bosses / seniors )

·         Subordinates ( reporting or otherwise )

·         Customers

·         Suppliers

·         Competitors

·         Society at large

·         Legal Obligations as Corporate Citizen

·         Work itself…..etc

How does an employee ( current or ex ), express himself in relation to these ?

You may find an indirect answer ( as to : what is the Corporate Culture of a Company ? ) , by looking up the keyword / phrases marked in RED , at first 7 / 8 episodes listed at :

L&T Story

Warm Regards,

Hemen Parekh

+91 98675 50808

3P Consultants \ Strategic Human Resources Consultants

From: Rohit Verma [mailto:rohit.v@ipredictt.com]
Sent: 30 May 2017 12:57
To: Hemen Parekh
Cc: nirmit@3pconsultants.co.in; Mitchelle; Prashant Sharma; Manoj Pandey; akshay.s@ipredictt.com
Subject: Re: WE HAVE COMPANY !

Thanks, Hemen for the story. Agree, there is lot of industry interest in this field. However, Belong is chasing a slightly different model which encompasses that of a recruitment firm with extended search on social media particularly tapping Passive candidates. Whereas we are chasing building intelligent & deep learning algorithms for better decision making.

Regards

Rohit

From: Hemen Parekh <hcp@recruitguru.com>
Date: Tuesday, 30 May 2017 at 11:07 AM
To: <rohit.v@ipredictt.com>, <akshay.s@ipredictt.com>
Cc: <nirmit@3pconsultants.co.in>, Mitchelle <mitchelle@3pconsultants.co.in>, Prashant Sharma <prashant@3pconsultants.co.in>, Manoj Pandey <contact@3pconsultants.co.in>, <hcp@recruitguru.com>
Subject: WE HAVE COMPANY !

Rohit / Akshay :

The following news appeared in today’s Business Line

Apparently , Belong too , are working along the same line as yours

We are in good company !

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

Laughing at a weird profile or display pictures of people on their social media sites? Well, a creative image there could land you a plum job.

Take the case of a marketing expert who put up a visual of Spiderman hanging up his shorts on a web. His quirky humour marked him out — and caught a recruiter’s eye.

A tech-based services firm, which was not initially interested in the candidate for a high-profile job, zeroed in on him after hiring services start-up Belong provided it with a gist of his profile.

Another Twitter user once publicly flayed an e-commerce firm for a faulty payment process. What happened next was most unusual: he was asked to fix the problem, and then head the division that handles that process.

Welcome to the new age of hiring, where recruiters sift through your profile on social media and other online platforms and blogs and offer you a job — even if you haven’t applied for one!

The process is called Outbound Hiring, which Belong defines as a “personalised, candidate-focussed approach.”

To identify potential candidates, Belong gathers all the publicly available data from the Internet and prepares a snapshot of people with a variety of IT skills.

Filtering thousands of applications to select a handful of candidates, it found, was a waste of time.

“We have developed a solution where the hunt is narrowed down to a few candidates,” Vijay Sharma, Co-Founder of the Bengaluru-based Belong, told BusinessLine.

“We trawl the web and harvest data that is available publicly on social media platforms, websites and blogs,” he added. The firm has so far raised $15 million in two rounds from Matrix and Sequoia.

“We don’t have plans to raise more funds at this point.

We are planning to increase the employee base from 80 to 140,” he said.

Cheaper, easier

He said top IT companies, including multinational firms, pay up to 30 per cent as fee on each candidate.

For top slots, they are supposed to look at hundreds of profiles.

Typically, this kind of recruiting happens for mid-level positions, Sharma said.

But how reliable is a person’s online persona? Can’t it be faked ?

Vijay Sharma says the chances of faking a profile are much less online than offline. “If you bluff, you are easily caught,” he points out.

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With Regards,

hemen  parekh 

www.hemenparekh.in 

hcp@RecruitGuru.com 

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