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. |
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.
Resume Rater software reads/rates/ranks (Excellent/Good/Average/Poor) resumes and presents them in the descending order of score assigned to them by the software.
Resume Rater tool can be downloaded from www.indiarecruiter.net
Resume Rater will help you rate resumes by sorting them into categories.
Resume Rater literally mimics human brain, as it “Reads” each resume, spots the presence ( or absence ) of the selected function / skill related keywords ( and their context ), and assigns predetermined “Weightages” (in human brain’s parlance – the “importance”) to each keyword to compute an overall SCORE for each resume.
Here are some key features of “Resume Rater”:
· Resume Rater “rates” resumes for their suitability / relevance against a given functional background or a given skill background that you are looking for in any resume.
· Resume Rater sorts the text resumes into categories
· When you click on any particular “Category” in the table, only the relevant resumes will get displayed
· It saves your time ( – the scarcest resource ).
· It automates ( albeit, thru collective intelligence of thousands of users), the “Rating” process.
· It vastly improves the quality of rating (being unbiased / untiring / thorough ).
· It enormously speeds-up the shortlisting process ( whom to call for interview ? )
· You are no more glued to your mailbox !
· It enables you to spend more time interviewing / evaluating candidates (something which no software can do ). Resume Rater highlights (in RED) the keywords found in a resume. When you click on any of these keywords, a set of relevent INTERVIEW QUESTIONS pop-up! Then you can link CONSULT WIKIPEDIA to find answers ! This feature works when you are online.
· Suddenly those thousands of unsearchable text resumes lying in hundreds of files and folders on your harddisk, get
Rated ( score-wise )
Organized ( Function / skill wise )
Meaningful (for which vacancy ? )
Searchable ( a matter of seconds )
Requirements:
· Pentium III / Equivalent Processor, 1.3 GHz or Higher
· 256 MB RAM
· 40 MB Free Disk Space
· Microsoft Office 2003 or Higher
· Microsoft Data Access Components (MDAC) version 2.6 or Higher Microsoft .NET Framework 1.1 or Higher
· Screen Resolution = 1024 x 768
Communicating for Productivity
Dear Friends
Communicating for Productivity
When I stared posting this series on a few blogging sites sometime back, I did hope that a few visitors would take notice – may even download the entire set from
( http://www.indiarecruiter.net/wfrmTimeTravel.aspx )
Then something that I never expected happened !
Search-engines “read” my blog and considered it “relevant” enough to rank it as follows:
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Search Term = Communicating For Productivity
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Search Results as on Oct. 08,2008
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Search Engine
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My blog at Rank No
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Total Results |
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2.92 million |
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MSN
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1 |
7.05 million |
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Yahoo
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3 |
112.0 million |
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AOL
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1 |
201 k |
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AltaVista
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1 |
110 million |
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Ask
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1 |
351 k |
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Gigablast
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1 |
10 k |
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Clusty
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2 |
349 k |
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Sify
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1 |
196 k |
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Alltheweb
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108 million |
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EasyStarfind
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1 |
201 |
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Indiatimes
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2.91 million |
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Indiainfo
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1 |
195 k |
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Rediff
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5 |
3.9 million |
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Quintura
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1 |
109 million |
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Kartoo
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1 |
237 k |
For those Banks around the World who have lost billions of dollars of shareholder / Investor money, may be, it is still not too late to communicate
Direct – Open – Honest
Hemen Parekh
Ph. 91-22-670 70 360
EXPERIENCES IN EVOLVING A PARTICIPATIVE WORK-CULTURE
Dear Friends,
Following is just one of 200+ letters that I wrote to 7500 employees of Larsen & Turbo Ltd’s, Mumbai factory, when I was General Manager (1979 – 1987). This open honest communication led to a remarkable improvement in industrial relations.
If you wish to download the entire set, just click here
Regards,
Hemen Parekh
—————————————–
To:
Production Managers
Asstt. Production Managers
Plant Engineering/Maintenance Managers
Quality Control Managers
Material/Purchase Managers
Design/R&D Managers
SUB : EXPERIENCES IN EVOLVING A PARTICIPATIVE WORK-CULTURE
In your own way, I am sure each one of you have been experimenting in your department, to evolve a participative style of working. Over the years, you must have accumulated some experience in this regard. You may have success-stories (or failure-stories too !) to tell.
I would earnestly request you to send me these stories by 30th of this month. Wherever possible, give specific examples - with supporting data if available. If you have made any slides, please send these too.
Reason ?
After our recent employee-shibirs at Lonavala, Corporate Management felt that this message should spread throughout the L&T Organisation. So they have asked me to visit
- Delhi - Madras
- Kansbahal - Bangalore
during the next two months and tell the Managers & Supervisors there, what we are trying at Powai and what is our experience.
I do hope you will make a serious attempt to write-down the WORK culture of your supervisors and unionised work-force even if it seems to you so NATURAL I Let us spread this to get a new SYNERGY in L&T.
Regards,
H.C. PAREKH
January 16, 1987
M-57
CORPORATE MANAGEMENT MEMBERS (INDIVIDUAILY)
Dear Friends,
Following is just one of 200+ letters that I wrote to 7500 employees of Larsen & Turbo Ltd’s, Mumbai factory, when I was General Manager (1979 – 1987). This open honest communication led to a remarkable improvement in industrial relations.
If you wish to download the entire set, just click here
Regards,
Hemen Parekh
—————————————–
To:
CORPORATE MANAGEMENT MEMBERS (INDIVIDUAILY)
Sub: “Foremen‘s Seminar” at Lonavala
As a follow up of the “Employee Seminar” which we have had on December 20, 1986, at Lonavala, in which Union Joint Secretaries and Shop Representatives as well as senior Managers had participated, we had planned to hold two similar seminars for the participation of Foremen and Production Managers. The first of these was conducted on January 3, 1987, at which Foremen/Senior Foremen/Deputy Superintendents as well as Asst. Production Managers/ Production Managers of Powai and Madh Works participated. In all there were about ‘70 participants.
Apart from having similar objectives of the “Employee Seminar,” of sharing INFORMATION about the Company’s operations and accelerating the PARTICIPATIVE PROCESS by discussing and debating important operational issues, this seminar also stressed the vital role of “EMPLOYER/EMPLOYEE COMMUNICATION“.
Accordingly, apart from devoting time to sharing of information about the Company, the programme was designed to throw up issues for discussion. Therefore, we presented extracts of the video tape which was filmed at the “Employee Seminar”, together with a film on Industrial Relations. A copy of the actual programme is attached.
The consensus which emerged at the end of the day’s proceedings was in favour of holding similar seminars in future, since these interactions provide a much needed intra-Management “bridge“ in our multi-layered organisation structure. A video recording of this seminar too, has been made and I will use parts of it during my proposed visits to Delhi, Kansbahal, Madras, Bangalore and Awarpur, for holding one-day workshops on “Experiments in Participative Work-Culture”.
H.C. PAREKH
January 15, 1987
M-56
Torn notes In Pay – Packets
Dear Friends,
Following is just one of 200+ letters that I wrote to 7500 employees of Larsen & Turbo Ltd’s, Mumbai factory, when I was General Manager (1979 – 1987). This open honest communication led to a remarkable improvement in industrial relations.
If you wish to download the entire set, just click here
Regards,
Hemen Parekh
—————————————–
Dy. General Manager (Accounts)
Sub: Torn notes In Pay – Packets
In my meeting with Shop-Reps today, I was told that this problem has become very acute lately and every month dozens of workmen are wasting hundreds-of-hours of productive time to queue-up before the cashiers to change torn notes (joined with cello-tape !) received in pay-packets.
Would you please look into this ?
Regards.
H.C. PAREKH
January 13, 1987
M-55
DID THE UNION DELIVER ?
Dear Friends,
Following is just one of 200+ letters that I wrote to 7500 employees of Larsen & Turbo Ltd’s, Mumbai factory, when I was General Manager (1979 – 1987). This open honest communication led to a remarkable improvement in industrial relations.
If you wish to download the entire set, just click here
Regards,
Hemen Parekh
—————————————–
To:
Group Jt General Managers & Dy. General Managers
DID THE UNION DELIVER ?
Sub : p r o d u c t i v i t y
I enclose herewith -
1. Copy of a letter dt. 11.4.84 written by me to Mr. _________(Gen.Secy. BKS
Union-Powai)
2. Annexure to the letter (pertaining to your area of operations).
Vide this letter, we had informed the Union what were the productivity levels achieved during the currency of the 1979 Settlement. The workmen and the Union were to make an improvement of 25% over these figures. It is nearly 33 months since we signed the Agreement. It would therefore be worthwhile to take a stock of where these figures stand. I would highly appreciate if you could send me a statement showing against each item
a. Average figures of 1979 Settlement.
b. Average of the Oct – Nov – Dec 1986 figures
c. Percentage -increase.
This would help me to write to the Union once again.
With kind regards.
H.C. PAREKH
January 5, 1987
M54
