Flight Deck / AI Version – 2025

 

Dear ChatGPT ,

My firm ( 3P Consultants > www.3pConsultants.co.in ) is a headhunting company , started by me in 1990 . Currently 3P employs approx. 20 colleagues and works 5 day week . Other than meeting client companies and the potential candidates ( mostly senior employed professionals ) , either in person or through Video calls , rest of the activities are carried out on desk top computers , with candidate database on a legacy enterprise platform called FILEFINDER

We are now exploring the possibility of leveraging AI into our operations , especially;

Ø  Customer Relations Management ( CRM )

Ø  Applications Tracking System ( ATS – aka OES = Order Execution System )

Ø  Internal Processes between colleagues

In this connection we have just started discussions with Ganesh and Ravi of LeftRightMind , and in this context , my colleague Mitchelle has sent to them, following mail on 21 Jan 2024 :

Dear Ravi,

 

Thank you for taking the time to share your valuable insights during our recent discussion.

As per our conversation, I have outlined below a wish list of activities / tasks where I believe if AI can be leverages, to help us enhance productivity and profitability.

 

Business Development

• A dynamic dashboard providing real-time insights into:

• Hot BD leads, proposals sent, and contracts pending signatures.
• Revenue generated from new vs. existing clients.
• Industry focus and value per client fitment.
• Key anchor clients and reasons for client attrition.
• Mandates won with associated fees and profitability metrics.

• Advanced data analytics to provide actionable insights.
• Dynamic Pricing Insights: AI-based recommendations on pricing strategies tailored to specific industries or clients.
• Geo-targeted Outreach: Insights into geographic trends to help tailor business development efforts to high-potential regions.
• Automated reminders or prompts for client outreach and follow-ups.
• Centralized access to all marketing collaterals.
• Market intelligence on pursued customers, including:

·         Ready market research reports based on validated public data (especially for listed companies).

·         Insights into upcoming IPOs, sectoral investments, hiring trends, and greenfield projects.

• Predictive analytics to identify opportunities like senior executives nearing retirement and potential backfill needs.
• Capture response time at each stage and time taken from lead generation to business acquisition
• Where are the gaps, how can we fast track the process
• Access to Competitor data if any/ MANDATES Won + @ what pricing etc
• Risk Mitigation Insights: Tools to predict and highlight risks in mandates based on past patterns, such as delayed payments or challenging client expectations.

 

Execution / Delivery

AI-powered tools for:

 

• Auto Auditing the 3P SOP and throwing up alerts in case of deviations / lapses
• Create, segregate data based on function, skills, Industry etc classification
• Auto create a quick synopsis for all interviewed candidates based on the recordings, notes summary
• Ensure a real time updated database of candidates with data that can be sliced/analysed/ searched the way we want
• Sourcing relevant profiles aligned with job descriptions and search specifications.
• Automatically generating and sharing relevant profiles
• Cultural Fit Analysis: AI tools to evaluate candidate compatibility with client organizational culture based on behavioural data.
• Auto formatting resumes, updates, search summaries, progress reports, reference check reports etc
• Creating sense of Referee database
• Based on the data available inhouse, can the software auto created organization charts that show reporting relationships
• Recommending profiles based on historical search patterns.
• Building target company lists efficiently.
• Generating candidate assessment narratives from interview transcripts.
• Creating tailored questions for each job description and competencies required.
• Mapping candidates’ skills, soft skills, and attributes to job requirements.
• Scanning public domain platforms (e.g., LinkedIn, YouTube, social media) to build a comprehensive candidate profile, including traits, aspirations, and lifestyle.
• Reviewing the database for any negative comments or past data points about an executive and providing auto alerts for informed decision-making.
• Designing and analyzing psychometric tests.
• Compiling comparative summaries of shortlisted candidates’ skills and attributes.
• Auto-updating candidate details in real time by tracking their career progression.
• Automating the creation of client updates.
• Based on news alerts; auto alerts being provided on new hires in the Industry
• Auto alerts / google alerts on existing clients

 

Business MIS

• Advanced reporting and forecasting for:

• Revenue projections.
• Orders on hand.
• Billing potential, segmented into guaranteed and anticipated.

 

• Time tracking tools to ensure productivity and task efficiency.

 

Looking forward to your thoughts and feedback.

 

 

Kindly note the following being tools being used at our end :

 

1. Linked In Recruiter
2. Naukri
3. File Finder
4. Google Xray Search

 

Being Evaluated :

• Ezekia

 

In the past we have evaluated :

• Cluen
• Talentis
Third Eye Data

 

In a somewhat similar context , some 22 years ago ( in Dec 2002 ) , I had sent following note to my colleagues – calling it “ 3P Flight Deck “

Of course , we did not have AI ( LLM – SLM – Agents etc ) in those days  !

I would like you to prepare a COMPARATIVE TABULATION of the salient features of these two notes and highlight the similarities between the two. In one more column , point out which of these features, lend themselves for being automated using AI  , even if , for the moment these may not “ morph “ into “ AI AGENTS  “ but can act as PERSONAL AI ASSISTANTS

At this stage the proposed SYSTEM ARCHITECTURE should be such that it can take advantage of the evolution of AI , in the weeks / months to come

Having said this , the idea of a VISUAL FLIGHT DECK ( a User Interface ) remains tantalizing !  Should not be difficult , given that , these days even the DASH-BOARDS of higher-end cars resemble cockpits of Fighter Jets !  I would appreciate if your response incorporated such a VISUAL DASHBOARD

Here is my 22 year old note > Go :

“FLIGHT – DECK”

 

11-12-2002

Nirmit – Sri Ram – Raju – Kartavya – Abhi – Inder

“FLIGHT – DECK”

I have taken this word from “Customer Revolution” (Patricia Seybold) P- 225

To navigate his plane thru rough weather & loud its safety at the destination, a pilot needs a “flight deck”. It is full of instruments (and controls too!) to show him hundreds of parameters of the flight. It shows “safe operating Range” for each. If some actual measurement (of any given parameter) is beyond SAFE limits, then the pilot knows what “controls” to actuate and for how long. In many modern, fly-by-wire planes, computers actuate these controls on their own. Auto – pilot functions.

 

Patricia strongly recommends that each company have its own, custom – designed FLIGHT – DECK.

 

On this Flight Deck, the Company should be able to MONITOR its own “business – environment”.

 

Not only what is happening “internally” but what is happening “externally” as well.

 

As of now, we have no mechanism to gather/compile/graphically plot “external” data such as:

 

Market Intelligence:

Which companies are on look-out for what kind of executives and when/where.

 

Who is paying what salaries to whom But,

On our own Flight – Deck, we must be able to monitor everything that is happening “internally”, within 3P and on a real time basis.

 

And then our Flight – Deck, must Provide us TOOLS/Controls to:

·           Chart out our Course (targets)

·           Monitor (where are W-R-T targets)

·           Make “Course – Correction”

 

With this in mind, I suggest he create a single/unified user-interface as per enclosed Format. Thru which all of us can “access/ Actuate”, whatever we want to see/do.

 

Obviously, my proposal is not Comprehensive and request each one of you to apply your mind & come up with suggestions & pass – on the same to Abhi before this weekend (14^th)

After incorporating your suggestions, Abhi will come – up with his proposal & circulate to all of us by (21^st), which we may jointly debate & finalize.

 

Regards,

 

HCP

        

Good Morning	Candidate Search	ISYS Search	Client History	Candidate History	OES	Email	SMS	Voice (Phones)	Video meeting	Document retriever
Scheduler of CES	Member / Non-Member		Shopping Basket / Inquires Proposal Sales Order Pending Order Resumes sent Invoices Outstanding (Statement Already available in OES client – wise	Resumes Sent Intensive Apparel (Candidate – wise) (From OES)		Individual emails Mass emailing to standardized or customized Mailing Lists	Sending Individual or Mass SMS (To candidates or Clients)	Dialing by clicking on a Name of a person or a Company		Tool thru which any email or typed document can be retrieved
individual Consultants Entire 3P Teams	Source wise Advt. wise Total (Daily weekly Monthly	Budget vs actual expenses Graphs for each & every A/C Head	Hot Job Advt. Tool	For Admin For Consultants		Job Descriptions Appt. Letter Leave Record Increments Incentive Payment Late Coming Induction Manual	OES Report No. 34
Performance Graphs	Resume Arrival Graphs	Expenses Graphs	Composer	Admin Page	3P Jobs	Internet	Workload on Consultants

 

 

 

 

Congratulations, Pawan Goyal

 

Congratulations, Pawan Goyal

( Chief Business Officer – Naukri.com )

 

 

Context :

India Inc's hiring activity up 57% in September, according to Naukri's JobSpeak    /  Eco Times / 09 Oct

 

Naukri JobSpeak, a monthly hiring activity index based on job listings on Naukri.com, grew for the third consecutive month in September to hit a record high of 2,753, growing 21% over September 2019 levels and 57% year on year.

"India is witnessing a never-seen-before activity in hiring," said Pawan Goyal, chief business officer of Naukri.com.

 

My Take :

Ø  For looking up JOB STATISTICS for any particular month, look up :

             https://www.naukri.com/blog/naukri-jobspeak-report/

 

Ø  Here is a place where you can find / read all the JOB STATISTICS , in an elaborate manner :

             https://drive.google.com/file/d/1vLayE2rkidR6VGVjTrDXuExPO1fvrzfL/view

Obviously, the job-statistics presented are based on the actual “ Job Listings “ found on Naukri , month after month ( jobs posted by 76,000 employers registered on Naukri website )

But that is an incomplete picture , since there are hundreds of other Job Portals , which may carry , many more job-postings

If ,

Ø  Job Data from all the job-portals were to be available , on an on-going basis

And,

Ø  If these data was subjected to BIG DATA ANALYTICS / PREDICTIVE AI Software,

 

-     -  then , what insights can we have ?  

 

Ø  Here is a glimpse :

            ANNUAL   EMPLOYMENT   SURVEY  ? ………..[ 26 Oct 2015 ]

Extract :

Ø  Who ( which Companies ) are advertizing and when ?

 

Ø  What jobs / vacancies / positions are being advertized ?

 

Ø  What is the frequency with which a particular job gets advertized ? By entire industry ? By a given Company ?

 

Ø  Which regions / cities have max / min no of new jobs ?

 

Ø  What are regional disparities due to ?

 

Ø  Which Industries are advertising most – creating most jobs ?

 

Ø  What Edu Qualifications are in max demand ?

 

Ø  What kind of jobs demand what kind of Edu Qualifications ?

 

Ø  What is the level of co-relation between , Position and the years of Experience demanded ?

 

Ø  For identical positions being advertized , how much do “ Job Descriptions / Desired Profiles “ differ, from company to company ?

 

Ø  Are there significant differences in the “ No of years of Experience “ being demanded , for identical positions ?

 

Ø  What is the probability of finding the “ Keywords “ in “ Job Description / Desired Profile “ ?

 

Ø  What is the extent of duplication ( redundancy ? ) between , “ Job Description “ and “ Desired Profile “ ?

 

Ø  What percentage of Advts fail to make any mention of , Compensation Offered ?

 

Ø  When a company posts an advt for same / identical position , at different points of time , are there any differences in values ( fields ) ?

 

Ø  From an analysis of all the advts posted by a given Company ( over past 7 years ) , can any conclusion be reached as to the changing nature of that company’s business (by co-relating the “ Skills related Keywords “)?

 

Ø  Can the algorithm predict what job a company will advertize next – and when ?

 

Ø  Is there any correlation between , “ Designation / Position “ and the “ Keywords “ ?

 

Ø  From analyzing this huge data , can software auto-generate , a complete / editable job advt , as soon as a Recruiter simply types the “ Designation / Position “ ?

I believe , so far , no one has undertaken such a Data mining project

If carried out diligently , I am sure , the outcome would be of immense benefit to :

Ø HR Managers

 

      for Manpower Planning / Compensation Planning

 

Ø Recruiting Managers

 

      for framing Man Specifications / Job Description Manuals

 

Ø Educationists

 

      for deciding what Edu Quali are in demand and tailor the Courses

 

Ø Students

 

      to figure out what “ Skills “ are in demand by Industry and prepare

 

Ø Planning Commission ( NITI Aayog )

 

      for allocating Resources to States / Regions , based on imbalances

 

Ø  HRD Ministry

 

       For long term Macro-Planning in respect of Education

 

Ø National Skills Development Commission

 

      for chalking out Skills Development Programs in collaboration with Companies / Industries

What can / will such a project yield ?

 

Without exaggerating , it would be safe to assume that , this vast database of job advts would contain :

 

Ø  50 million phrases / sentences

 

Ø  500 million words

 

Obviously , each word / phrase / sentence , is nothing more than a

 

“ Database of Intentions “ of the Employer Companies

 

( to borrow from John Battelle’s well-researched book about Google )

 

Our goal shall be to make this ( Data mining Algorithm ) a dynamic / continuous “ Process “ , so that , we can measure the changing nature of these “ Intentions “ , over a long , long period

 

And we must enable a “ Researching Visitor ( of web site ) “, to benefit from these trends / patterns

 

Even though 5 million job advts may contain 500 million “ words “ , these are not Unique

 

Most of these are used again and again , hundreds or thousands of times

 

Thru data mining , it is not difficult to compute their “ Frequency of Usage “

 

And then , these frequencies can be graphically plotted against any particular time-period

 

Such Graphical Representations can be further broken up by ,

 

Ø  City Names

 

Ø  Company Names

 

Ø  Industry Names

 

Ø  Function Names

 

Ø  Designations ( Vacancy Names ).. etc

 

And such graphical analysis can be done , not only for “ Keywords “ but even for “ Key Phrases “ and “ Sentences “ !

 

 

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

With regards,

Hemen parekh  /  hcp@RecruitGuru.com  /  17  Oct  2021