Ques.
Why “Profiles” ?
Ans:
Profiles will make your recruitment process
·
Better
·
Faster
Better
From
the keywords contained in a given resume, “Profiles” determines, three
FUNCTIONAL PROFILES of the candidate concerned. “Profiles”
automatically decides to which of the many “functions”, does this candidate
belong ? Which are the top 3 functions in which this candidate has maximum
exposure ?
Not
only does “Profiles” automatically assign “raw score” for each functional
profile, it also computes the “percentile score” of a given candidate !
So
now, not only you get to know
·
Which functions does this candidate belong to ?,
you
also get to know,
·
Where exactly he stands in relation to other executives, belonging to the same
function ? What is his rank amongst “Co-professionals” ?
“Profiles”
graphical/visual representation of a candidate’s competance level (percentile)
within a matter of seconds, answers your following question :
“Is
this person good enough to be called for an interview ?”
In
a normal course, you would reach this conclusion only after you have carefully
studied the entire resume and formed a “global impression” of the candidate (
Viz : A = Excellent / B = Good / C = Average / R = Reject etc. ).
Then you would need to record your “impression/rating” on a piece of paper or
on the hardcopy of the resume.
But
at this stage, your “rating” is kind of “isolated/stand-alone”.
Your
“rating” does not tell you the relative “ranking/standing”
of that candidate in relation to hundreds/thousands of Co-professionals.
For
finding the “relative” standing/ranking,
you will need to
·
Study all the resumes
·
Rate
all the resumes
·
Arrange all candidates in descending order of their “rating”
Even
then, your approximation ( all As in top group / all Bs in middle group /
Cs in bottom group etc.), does not readily tell you the
“percentile” position of a given candidate.
Such
a percentile-ranking is only possible if,
instead of simply rating a resume/candidate, as A/B/C/R, you were to assign
some “marks” to that resume, such as:
Function
:
Eg:
Materials Management
|
Candidate
|
Score
|
Out
of
|
|
Mhatre
|
43
|
100
|
|
Patel
|
76
|
100
|
|
Venkat
|
35
|
100
|
|
Such
refined/precise scoring requires accurate judgment.
Such
a judgment is a highly complex mental process, which is possible for a highly
trained/ experienced expert who does not tire-out, even after scoring 1000
resumes !
In
projection of Functional Profile, graphically, it is such a complex mental
process that IndiaRecruiter mimics – and succeeds.
That
is why it is “Better”.
Faster
How
long does it take a human expert to
·
Carefully study a resume
·
Conclude that this candidate is
o
Excellent in “Marketing” (A)
o
Good
in “Sales” (B)
o
Average
in “After-Sales Services (C)
I
would say, 10 minutes/resume. Some of you may be able to do this in 5 minutes.
So, a clever/ hardworking HR manager can “rate” 80/100 resumes in 8
working-hours.
But
this is a theoretical calculation.
In
reality,
·
You never get 400 undisturbed working minutes in a day.
·
Next, what is your Pain Point
?
Looking at / studying email resumes on a computers screen for 8 hours/day,
day-after-day, will wear you out, drain your energies, cause you eye-strain and
carpal tunnel syndrome, dim your mental faculties, and impair your judgment (
fellows who get rated at the end of the day-watch out ! )
But
even if you are a truly exceptional person, you will find it very difficult to
“rate” a candidate on three different “Functional Areas”, simultaneously, viz.
Marketing/Sales/After Sales Service.
If
you try to juggle these 3 balls at a time, your output may well drop to 30/40
resumes in a day.
This
is without taking into account the fact that the next resume you pick-up for
rating, belongs to an executive, whose
·
First Function is “Manufacturing”
·
Second Function is “Quality Control”
·
Third Function is “Materials Management”
So,
you have to be a “Superman” to juggle more than a hundred functional-balls at
the same time ! or else, your daily output would further drop to 10/15 resumes.
But
when you are going through “Profiles” ( instead of plain text resumes)
you can zero-in on 5 good candidates ( out of 500 ) within 2 hours !
No
wonder, when you use “Profiles”, you recruitment process gets, truly
“FASTER”
-
Swati