Recruitment Process Flow-Chart

Dear HR Manager / Headhunter / Recruitment  Consultant : There is no doubt you have subscribed to many job sites to:   Post Jobs.   Search Resumes. But ours is the only job portal 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. 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 ! -  Shubhangi  /   www.IndiaRecruiter.net ---------------------------------------------------------------------------------------------

Candidate Assessment

Dear HR Manager / Headhunter / Recruitment  Consultant  : There is no doubt you are a good judge of people . Your profession demands it. Even as a candidate walks in and sits down, you can, intuitively, make out whether he will work out or not. By the time, you have asked - and that jobseeker has answered - a few interview questions ,your mental computer has assessed / evaluated / judged the candidate on many attributes, assigned a score to each attribute and formed on overall / global impression. Fantastic ! But in all fairness to the jobseeker , to other competing candidates and to the "Corporate Image" of your own organization , you need to record your findings for every authorized executive to see, for years to come. Candidate Assessment form is meant to enable you to do that  Just insist on  Profiles. It is not difficult to tell the candidates : " Sorry we do not entertain plain text resumes  ". - Shubhangi /  www.IndiaRecruiter.net --------------------------------------------------------------------------------------

Six Sigma

Dear HR Manager / Headhunter / Recruitment Consultant : When a job-seeker submits resume on this website, it automatically - and instantly - gets converted into several graphical profiles, which we like to call " THE  RESUME  ANALYTIC ".  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 ). Now, don't expect to find a candidate with a score of  > +3  Sigma.  They are already working for IBM - Google - Microsoft 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 ! -Shubhangi  /  www.IndiaRecruiter.net --------------------------------------------------------------------------------

---------------------------------------------------------------------------------------------------------------- THE   IMPERFECT   SCIENCE   OF   HIRING Common slip-ups focusing on pedigree, going for the familiar, hiring someone with a low EQ, or with the too much experience for the job     What is the biggest hiring mistake you have ever made ? - Stephan kiapproth , Zurich, Switzerland  ---------------------------------------------------------------------------------- Would you believe that with about 60 years of combined experience, we have made too many hiring mistakes to name just one ? It is true.  Now many occurred when we were newer at this game, but picking the right people never gets easy. Just last month, we almost blew it twice, saved only by a last minute eureka in both cases. Incidentally, even as we were in the midst of making these almost mistakes, we were cringing a bit, concerned we were off track. And yet we forged ahead, feeling simultaneously hopeful & helpless. Our candidates seemed bright and shiny enough, and we were just  so tired of interviewing  when there was real work to be done. Of course, hiring is real work..  Given the central importance of your people, it is as fundamental as work gets. Yet, too often, we rush heading into its painfully common pitfalls. Take our first near-miss last month, when we almost gave into the universal impulse to hire a person who looked too good to be true. There she was with an Ivy League degree, several technology jobs at companies and exactly the skills we needed. Well dressed, well spoken, charming, eager- the works, even her salary requirement was in the low range. But she couldn’t tell us why she hadn’t held a job for last six months.  “ She plugs our hole perfectly,” we actually said to each other and,  “ Maybe the job market is tighter than we thought. “  Finally, we were brought to our senses When her references, despite repeated requests, would not call us back, forcing us to remember that anyone who looks good to be true invariably turns out to have something not-so-good they are trying to keep you from noticing. A related hiring mistake is the rush to hire a person because he possesses your missing piece – the Wharton MBA, the way with words, the “prestige” experience. Back when one of us ( Jack ) was a new graduate of the University of Illinois trying to build a plastic business, he leapt  at candidate whose resume listed DuPont. Some of those hires turned out fine; other were duds. In the end, the “pedigree” they brought to the table was less important than the entrepreneurial nerve and sales savvy the actually needed. Flip the coin and you will find another common hiring slip-up, going for the familiar – same college, social background, favorite baseball team, and so on. This dynamic crops up especially in global hiring, where managers seem irresistibly drawn to hiring the candidate who literally speaks their language.  Familiarity hiring can work.  But too often, once the new employee settles in, you begin to discover the shortcomings you should have dug for earlier but didn’t because you “knew” the candidate.  You knew only what he seemed like – you. Another mistake is hiring a candidate who has a too much experience for the job, or more aptly, too little runway.  It can feel reassuring to bring abroad a person who has seen it all.  But, eventually, these individuals can grow bored of seeing it all again, and if there is no upward route, they become a managerial problem without an easy solution. You have hired someone into dead end Finally a misstep we have both taken is hiring a candidate who is smart and capable but just too lacking in emotional intelligence , or EQ, the term popularized by the researcher Daniel Goleman to describe the combination of self-awareness, realness, compassion and resilience that helps make people great teammate and leaders. Luckily, most people develop EQ as they mature, through work and life experiences, both good and bad, and many others can be coached to develop latent EQ within. But, occasionally, you bump into a talented and competent candidate, as we did last month, who is so lacking in the EQ components of humility and authenticity that you can’t take a chance. Again, this young man had a lot of right stuff, but when he started telling us he had never made a mistake in his life and didn’t expect to, we knew we had heard enough. The happy ending to his story is that we ended up with great people, but we would have to predict that our hiring travails will never end. As long as “real work” beckons, time is tight and hope springs eternal, THE  SCIENCE  OF  HIRING  WILL  BE  IMPERFECT.  Just like all the people doing it. -------------------------------------------------------------------------------- Source: mint - June 30, 2008 By: Jack and Suzy Welch

Project Profile using www.IndiaRecruiter.net

Dear  HR Manager / Headhunter / Recruitment  Consultant : A job-seeker's  Karma-Scope 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 " ! - Shubhangi  /   www.IndiaRecruiter.net -----------------------------------------------------------------------------------

Education Profile using www.IndiaRecruiter.net

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 , -   play-school, -   nursery, -   kindergarten, -   primary school, -   secondary school -   higher secondary school, -   junior college, -   college, -   university ..etc. And each step has its own tag , -   Certificates,  -   Diplomas,  -   Degree / Graduation,  -   Post Graduation, -   Doctorates,  -   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 ? - Shubhangi /  www.IndiaRecruiter.net -------------------------------------------------------------------------------------

Karma-Scope

Dear  HR Manager / Headhunter / Recruitment Consultant : You have heard of a 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 ! - Hemen Parekh /  www.IndiaRecruiter.net

Career Profile using www.IndiaRecruiter.net

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 misinformation 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 plateauing ? 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 does it graphically ! -Shubhangi / www.IndiaRecruiter.net ---------------------------------------------------------------------------------------------------------------------------------------

Salary Profile using www.IndiaRecruiter.net

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" !


- Shubhangi /  www.IndiaRecruiter.net

Function Profile using www.IndiaRecruiter.net

Dear  HR Manager / Headhunter / Recruitment  Consultant : When you post a job advertisement (on any job site / 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 job-seeker'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" among 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". - Shubhangi / www.IndiaRecruiter.net -------------------------------------------------------------------------------------

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