Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

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Showing posts sorted by relevance for query Tenure profile. Sort by date Show all posts
Showing posts sorted by relevance for query Tenure profile. Sort by date Show all posts

Wednesday, 11 March 2020

"Job - Candidate Assessment " made easy

Dear Recruiter In my yesterday's post , I talked about GRAPHICAL PROFILES of a Job-seeker , generated when he submitted his RESUME on ( now de-hosted ) job portal ...www.IndiaRecruiter.net What are these Profiles ? #   Skills Profile ( 3 Main Skills of the Candidate ) #   Project Profile #   Salary Profile #   Tenure Profile #  Career  Profile #   Education Profile What does these profiles tell you about that candidate ?


SKILL PROFILE





The “Skills Profile” is a group of 3 graphs, which specify the top three Skills  for a particular candidate. What each of these graphs shows is the standing of a candidate relative to his co-professionals present in our database. The graphs show the “Raw Score” of a candidate based upon the keywords present in his resume and the “Percentile Score” with respect to other co-professionals. The graphs also show the sample size i.e. the no. of co-professionals with whom the candidate has been compared. The graphs also show the mean, +1 sigma and -1 sigma values which determine the trend followed by 68% of the sample population. If a candidate’s standing falls before -1 sigma line, then it means that he/she holds a very low score and if he/she falls beyond +1 sigma, then it means that he/she lies amongst the cream of the population.
PROJECT EXPOSURE


The “Project Exposure” graph shows the different Projects that the candidate has worked upon, over the years of his academic and professional career. It indicates the no. of projects he/she has completed during a particular period. Plus, it shows the Key skill (technology) that is used for a particular project and the duration taken to successfully complete the project. The table below (“My Projects”) shows the complete details of the Projects that the candidate has worked upon.

SALARY PROFILE


The “Salary Profile” graph shows the relative standing of a candidate amongst his co-professionals with respect to his salary. It is an indication that helps you to determine if the candidate is overpaid or underpaid in his current job. The graph also shows the mean, -1 sigma and +1 sigma values. The table below the graph shows the trend, the candidate’s standing, and the no. of candidates having salary which is less than, equal to and more than the salary of the present candidate. It also shows the total sample population.

TENURE PROFILE


The “Tenure Profile” graph shows the relative standing of a candidate amongst his co-professionals with respect to his tenure. It is an indication that shows how stable a candidate is. It helps you to determine if the candidate is a ‘job jumper’ or a ‘contented cow’. The graph also shows the mean, -1 sigma and +1 sigma values. The table below the graph shows the trend, the candidate’s standing, and the no. of candidates having tenure which is less than, equal to and more than the tenure of the present candidate. It also shows the total sample population.

CAREER PROFILE


The “Career Profile” graph shows the trend that a candidate has followed over the years of his career. It indicates the no. of years he/she has remained at a particular designation level. The graph also have a table which shows the date of generation of the graph, the current age, the age when passed the first degree/diploma, the years taken to pass the second degree/diploma, the age at which the first job started, the years elapsed since first degree / diploma and the total years of experience indicated. You can easily come to know of any ambiguity in the data provided by the candidate by glancing through the table. The number in the 2nd row and 4th row should normally match. Similarly, the number in the 5th row and 6th row should match. Plus, the sum of the numbers in the 2nd and 5th, or 2nd and 6th, or 4th and 5th, or 4th and 6th rows should be equal to the number in the first row    

KARMASCOPE


Skill 1
JAVA
CORE JAVA
UML
SERVLETS
JAVA
HTML
Skill 2
SQLSERVER
SECURITY
DATABASE
Skill 3
VISUALBASIC
CONTROLS











The “KarmaScope” is basically the list of keywords for the three top Skills that the candidate claims to have knowledge about. You can ask questions based on the keywords shown in the KarmaScope.


EDUCATION PROFILE



The “Education Profile” graph shows the trend that a candidate has followed over the years of his academic career. It indicates the no. of years he/she has taken to pass a particular education level. Plus, it shows the degree passed at each level and the no. of years taken to successfully pass the degree.









Saturday, 23 April 2016

Tenure Profile using www.IndiaRecruiter.net

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





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 job-seeker / candidate stay with you.


- Shubhangi / www.IndiaRecruiter.net

--------------------------------------------------------------------------------
Tenure profile graph

Saturday, 20 April 2024

Decoding Job Candidate Assessment for Recruiters

 


Article link

Extract from blog posts that I've previously written

In my previous blog post titled "Job - Candidate Assessment made easy," I delved into the intricacies of graphical profiles generated from job seekers' resumes on a de-hosted job portal. These profiles include the Skills Profile, Project Profile, Salary Profile, Tenure Profile, Career Profile, and Education Profile. Each profile provides valuable insights into a candidate's suitability for a particular job role based on various parameters like skills, project exposure, salary standing, tenure stability, career progression, and educational background. By analyzing these graphical profiles, recruiters can make informed decisions about potential hires.

Another blog post discussed the concept of Six Sigma in the context of hiring. It emphasized the importance of using statistical tools to evaluate candidates objectively. By plotting raw scores and percentile scores on graphs, recruiters can identify top talent efficiently. The post highlighted the significance of utilizing the science of interviewing to streamline the recruitment process and make data-driven hiring decisions.

Additionally, an email exchange focused on enhancing the candidate assessment process by incorporating educational qualification graphs and career progression graphs into the analysis. By visualizing data points such as education levels and designation levels, recruiters can gain deeper insights into a candidate's qualifications and professional growth trajectory. This proactive approach aims to refine the recruitment process and ensure a better match between candidates and job roles.

My Take

Assessing job candidates effectively is a critical aspect of the recruitment process, and leveraging graphical profiles can significantly streamline this task. By examining skills, project experience, salary standing, tenure stability, career trajectory, and educational background through visual representations, recruiters can gain a comprehensive understanding of a candidate's potential fit for a role.

The concept of Six Sigma in candidate assessment introduces a data-driven approach to recruitment, emphasizing the importance of statistical analysis in evaluating candidates objectively. By understanding the significance of standard deviations and percentile scores, recruiters can identify top performers and make informed hiring decisions based on quantifiable data.

Integrating educational qualification graphs and career progression graphs into the assessment process adds another layer of insight into a candidate's profile. By visualizing key metrics such as education levels and designation progression, recruiters can assess candidates more holistically and tailor their hiring decisions to align with organizational needs effectively.

In conclusion, the evolution of candidate assessment methodologies, from graphical profiles to statistical tools like Six Sigma, underscores the importance of adopting innovative approaches to recruitment. By embracing data-driven insights and visual representations, recruiters can enhance their decision-making processes and secure top talent for their organizations.

Comments

Recruiters can benefit greatly from incorporating graphical profiles and statistical tools like Six Sigma into their candidate assessment processes. These methodologies offer a structured and objective way to evaluate candidates, enabling recruiters to make informed decisions based on concrete data points.

Call to Action

As recruiters navigate the dynamic landscape of talent acquisition, it is essential to embrace innovative assessment techniques that prioritize data-driven insights and visual representations. By leveraging tools like graphical profiles and Six Sigma principles, recruiters can enhance the efficiency and effectiveness of their candidate evaluation processes, ultimately leading to better hiring outcomes.

With Regards Hemen Parekh, https://www.hemenparekh.ai

Relevant Readings

-     Job - Candidate Assessment made easy

-     Six Sigma

-     ProfilesSampleNonIT.doc

Comment by ChatGPT The incorporation of graphical profiles and statistical tools like Six Sigma in candidate assessment reflects a forward-thinking approach to recruitment. By emphasizing data-driven decision-making and visual representations, recruiters can enhance their ability to identify top talent and make informed hiring choices.

Saturday, 1 October 2022

My Blogs on Recruitment :

 


 

2007

Ø  RESUME ………………………………………………..[ 25 June 2007 ]

 

 

2010

Ø  Customization of resume is an art ………………………….[ 06 Jan 2010 ]

Ø  Interactive resume …………………………………………………..[ 12 Mar 2010 ]

 

Ø  Recruitment Software with 2 names !................... [ 12 Apr 2010 ]

 

Ø  Recruitment / Hiring  ……………………………………………….[ 22  Mar 2010 ]

Ø  Once You’re in the Process of a Search…Now What? [ 24 Mar 2010 ]

 

Ø  Resume Rater…………………………………………………………… [ 08 May 2010 ]

Ø  https://download.cnet.com/Resume-Rater-Resume-Ranker/3000-2065_4-10684265.html

 

Ø  explore ! …………………………………………………………………….[ 12 May 2010 ]

Ø  Customized Resumes  ……………………………………………..[ 16 Nov 2010 ]

2011

Ø  JOBS FOR EVERYONE ……………………………………………….[ 29 Jan 2011 ]

 

Ø  TEXT RESUMES……………………………………………………….. [ 18 May 2011 ]

 

Ø  Mobile Internet Kiosk……………………………………………….. [ 17 Nov 2011 ]

 

2012

Ø  ONE-STOP-SHOP FOR JOBS……………………………… [ 17 July 2012 ]

 

2013

Ø  Visual Analytical Resumes ………………………………….[ 02 July 2013 ]

 

2015

Ø  The Missing Link ………………………………………………………[ 03 July 2015 ]

Ø  National Career Service Portal                        21 July 2015 ]

 

2016

Ø  TOWARDS A NATIONAL JOB PORTAL ? ………………….[ 07 Feb 2016 ]

Ø  ALLOW ME TO SHARE ……………………………………………..[ 23 Apr 2016 ]

Ø  Recruitment Process Flow-Chart …………………………….[ 23 Apr 2016 ]

Ø  Six Sigma ………………………………………………………………..[ 23 Apr 2016 ]

Ø  Project Profile using www.IndiaRecruiter.net ………..[ 23 Apr 2016 ]

Ø  Education Profile using www.IndiaRecruiter.net ……[ 23 Apr 2016 ]

Ø  Karma-Scope …………………………………………………………..[ 23 Apr 2016 ]

Ø  Career Profile using www.IndiaRecruiter.net ………..[ 23 Apr 2016 ]

Ø  Salary Profile …………………………………………………………..[ 23 Apr 2016 ]

Ø  Underpaid ?..................................................... [ 23 April 2016 ]

Ø  Function Profile ………………………………………………………..[ 23 Apr 2016 ]

Ø  Tenure Profile…………………………………………………………. [ 23 Apr 2016 ]

Ø  NEXT GENERATION OF JOB INTERVIEWS…………….. [ 22 July 2016 ]

Ø  Job Fairs : Offline or Online ? ………………………………….[ 05 Aug 2016 ]

Ø  WATSON ANALYTICS ……………………………………………….[ 29 Sept 2016 ]

Ø  IDEA FOR PHASE 2………………………………………………….. [ 03 Oct 2016 ]

 

 

2017

 

Ø  Job Melas are NOT an answer !............................ [ 13 Feb 2017 ]

Ø  An Idea Ahead of its Time ? ……………………………………..[ 30 May 2017 ]

Ø  How to Rank Resumes ? …………………………………………..[ 22 June 2017 ]

Ø  Of Interest to Recruiters / Job Portals ……………………..[ 24 June 2017 ]

Ø  Will Chatbots take away Jobs ? ………………………………..[ 24 June 2017 ]

Ø  Recruitment Expert System : Design Concepts………. [ 27 June 2017 ]

Ø  Resumes Exchange : A Job Portal Earthquake ? ……..[ 29 June 2017 ]

 

 

2018

Ø  Interviewing 300 Lakh Candidates ? ………………………….[ 30 Mar 2018 ]

Ø  Recruiters threatened by AI ?..................................[ 31 Mar 2018 ]

 

Ø  Not  a  day  too  soon  !.........................................[ 20 April 2018 ]

 

Ø  Thank You, Rajan Anandan  ! ……………………………………..[ 25 Apr 2018 ]

 

Ø  Video Interviewing………………………………………………………. [ 12 May 2018 ]

 

 

Ø  Chat : as in Interview Questions / Answers ?........... [ 27 May 2018 ]

 

 

 

Ø  Job Description : an Obsolete Document ?............... [ 20 June 2018 ]

 

 

2020

Ø  National Recruitment Agency ( NRA ) ………………………….[ 02 Feb 2020 ]

Ø  "Job - Candidate Assessment " made easy…………………. [ 11 Mar 2020 ]

Ø  Consortium of Indian Job Portals : a First Step………….. [ 04 Aug 2020 ]

Ø  Pandemic inspired Placement Process ? ……………………….[ 20 Aug 2020 ]

Ø  Hastening Slowly : But in Right Direction……………………. [ 21 Aug 2020 ]

Ø  Job Portals : morphing as Consent Managers ? ……………[ 06 Sept 2020 ]

 

 

2021

Ø  e-Shram can provide jobs to Unorganized Workers ?    [ 26 Aug 2021 ]

Ø   

Ø  Thanks for Inching towards  “  Online jobs Fair  “ ………[ 29 Sept 2021 ]

Ø  Birth of a David ? ……………………………………………………………[ 27 Oct 2021 ]

Ø  Congratulations, Sabeer ( Hotmail ) Bhatia …………………[ 21 Nov 2021 ]

 ====================================================================

2022

Ø  World’s Biggest “ Resume Database “ ? ………………………[ 25 Apr 2022 ]

Ø  A Tale of Two Platforms………………………………………………. [ 02 May 2022 ]

 

Ø  Original Sound – 2016 / Echo from Google – 2022 ……[ 22 May 2022 ]

 

Ø  Recruiting 10 Lakh in 18 months ? Wondering How ? .[ 14 June 2022 ]