Posts tagged ‘resume rater’ Presents Shape of things to come

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,

Jobs and job search .
Resume and resume searches .
  You may wonder,
What will be the nature of online recruitment processes ?
What will be the structure of online jobsites / job portals ?
What technologies will e- recruitment employ ?
What roll will Service Network [ newspapers – TV channels – Internet service providers – Mobile telephone service providers – Radio stations etc.] play ?
Will software robots (agents ) enable elimination of job search ( by jobseeker ) and resume search ( by recruiters ) ?

 “The Shape Of Things To Come” could very well look like :


July 29, 2009 at 10:18 am Leave a comment Presents Recruitment Process flowchart

Dear HR Manager / Headhunter / Recruitment  Consultant :

There is no doubt you have subscribed to many jobsites to:

  Post Jobs.
Search Resumes.

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 ,

  You short listed those resumes yourself, during Resume Search.
The resumes arrived through jobseekers clicking “Apply Online” on your job Advt.

Then we simplify your life still further by enabling you to ,

  Transfer the resumes with high percentile score to an Interview Process.
Conduct interview  using Interactive Interview Tool ( IIT ) with built-in  15,000+ Interview Questions.
Fill-up online Candidate Assessment Form, while the Candidate is still sitting in front of you !
Click on candidate’s Interview History to find out if he was ever before interviewed by your organization, at anytime in the past !

Now this is as cool as you can get with your Recruitment Process !


July 29, 2009 at 10:11 am Leave a comment 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,

“Raw Score” ( assigned to candidate’s resumes by our software ), on X- axis.
“% of Co-Professionals” ( getting the same score ), on Y- axis.

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,

1 Sigma = 68% of the population ( under the curve ).
2 Sigma = 95% of the population .
3 Sigma = 99% of the population .

Now, don’t expect to find a candidate with a score of >+3 Sigma. They are already working for IBM GoogleMicrosoft 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 !


July 29, 2009 at 10:07 am Leave a comment 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” !


July 29, 2009 at 10:05 am Leave a comment 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 :

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 ?


July 29, 2009 at 10:03 am Leave a comment 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

  Keywords found in the resume (Surya -Chandra-Ravi etc).
  Keywords missing in the resume (Rahu-Ketu-Mangal-Shani etc).

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 !


July 29, 2009 at 7:02 am Leave a comment 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 :

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?

Not only Career Profile answer those questions (or , at least raise those questions), it dose it graphically !


July 29, 2009 at 6:42 am Leave a comment Presents Tenure Profile

Tenure1Dear 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

20% for replacement . 

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.

July 29, 2009 at 6:26 am Leave a comment 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”!


July 29, 2009 at 6:23 am Leave a comment 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”.


July 29, 2009 at 6:10 am Leave a comment

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