SALARY PROFILE / V 2.0

Salary   Profile  /   V  2.0

Note  dated  :  18  April  2006  /  Uploaded :  15  Nov  2016

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Rahul  /  Saurabh  /  Pranav  /  Vikram  /  Rajeev  :

This is low priority

This is further to my yesterday's note ......The nth richest man  (  Salary  Profile  /  V  1.0  )

-  which , of course , is " high priority " for launch , immediately after launch of IndiaRecruiter ( Jobseeker side )

I felt that while displaying a jobseeker's " Salary Profile " graph ( in ImageBuilder ) , we need to add the following elements :

#   Race  /  Competition

Sport races are  perfect  examples where each and every participant has one / single - minded goal , viz :

-- to overtake all others and come out FIRST

No person without this instinct would ever enter this race

Career-race is no different . In shortest possible time , every executive wants to overtake his Competitors ( co-professionals ) , both in salary and in designation ( hierarchy )

While depicting / drawing SALARY PROFILE graph , we must exploit this element

We must bring it out in an Explicit / Vivid manner

#   Stagnation  /  Frustration

This is a very common feeling / sentiment among thousands of executives , who feel stagnated / stuck-in-the-rut ( groove )

They feel their salaries are growing very slowly or that they are stuck at the same level / position for a very long time

Such a feeling / sentiment is at a subconscious level and rarely shared with others in an open / diagnostic manner

When an executive sees his own SALARY PROFILE in ImageBuilder , I want him to ask ( himself , of course ! ) :

"   Where am I ?    What am I doing here ?   I don't seem to be going anywhere !

    Rest of the world ( read , " co-professionals " ), are passing me by - moving ahead  "

How can we generate these EMOTIONS in an executive, when he sees his " salary profile " ?

See attached  illustration

There will be only one box for Salary Profile ( in ImageBuilder ) , as compared with 3 boxes for Function Profile

This box will stretch across the entire width of ImageBuilder

Inside this box , will be the Salary Profile graph for his " Function "

But with following animation :

First to appear will be a graph for " MID LEVEL " ( in one colour )

After a few seconds , it will disappear and get replaced by a graph for " MANAGER LEVEL " ( another color )

After staying visible for a few seconds, that too will disappear and get replaced by a graph for ,

"  SENIOR  MANAGEMENT  LEVEL " ( third colour )

Obviously , all 3 graphs will be for executives belonging to SAME " function "

I have purposely avoided " levels " of :

*  Top Management

*  Entry Level

The entire cycle will keep repeating

This sequential " fading in " and " fading out " of graphs in different colours , will give an impression of ,

MOTION  /  MOVEMENT,

from left to right ( forward march ).

So , it will resemble a " Race " in which , " Sub populations " of executives are pressing / pushing forward ( to the right ) , towards higher salaries !

It is like a relentless WAVE - following another - WAVE  !

One can even add the figure of a surfer riding each wave ! - and trying to stay ahead of each oncoming wave !

Through this , we have achieved / captured the sentiments of.......RACE

Now , let us suppose our executive ( Mr A J Patel ) is,

*  at " Manager " level ,  and

*  drawing Rs 7 lakh / year

So , at that salary point on X axis , we show a vertical pole , on which a galloping horse , just keeps moving up & down the pole  !

Stuck  !  No horizontal movement  !

I am sure you have seen such wooden horses in small " merry go round " devices on Juhu beach

Small children love this ride . They get a feeling of horse-riding / galloping

But ,

no child is actually " Overtaking " any other child ( - despite galloping ! )

Because all children on all the horses are moving forward at the SAME speed ( keeping same distance between them )

Whole population is moving forward , but the relative positions remain the SAME

This is fine with children but not with grown-ups  !

Could there be any fun , if , in a race , all players,

>   are  " spaced " in advance......and then ,

>   run at the SAME speed  ?

That would be terribly boring !

Through a horse riding a pole , up and down , we want the Executive to read :

>   I am  here

as

>  I am stuck here  !

We have succeeded in capturing the sentiment of...........STAGNATION  /  FRUSTRATION

We have succeeded in getting Mr Patel to identify himself with the horse  !

NOTE :

*  Graphs should not fade away completely . When one is fully bright / sharp / dark , other two should be very light and slightly visible

*  Irrespective of the " Phase : , if the executive tries to " download " or " Email 

" , the appropriate / relevant graph and the horse , must get printed / shown in BRIGHT

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The nth Richest Man

The   nth   Richest   Man

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On 04 Nov 2016 , LinkedIn came out with a feature to enable Jobseekers to reveal their Pay Potential


We  had introduced a similar feature in www.IndiaRecruiter.net , some 10 years ago , based on my following note 

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Note dated  17  April 2006

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Rahul / Saurabh / Pranav / Vikram / Rajeev :

What beauty is to women , salary ( wealth ) is to men

A person is neither beautiful nor rich , in absolute terms . It is always " relative to " some other person or a group of persons

But , mankind has an obsession with such relative comparisons . It is in human nature to compare oneself with others - especially comparing oneself with " comparable / similar " others ( not just anybody )

This obsession manifests itself in ,

#  Beauty Contests for women ,

eg:  Miss India  /  Miss  World  /  Miss Universe ...etc

This , despite the fact that there are no " Objective  /  Quantitative   /  Scientific  " measures ( units of measurement ) for " Beauty "

A woman may appear " Extraordinarily Beautiful " to one man and just " Ordinary " to another !

As they say :

" Beauty is in the eyes of the beholder "

Despite such enormous " Subjectivity " , millions allow themselves to get swayed by the  " announcements / proclamations " of a few well-known / eminent " CRITICS / JUDGES " !

#  " Rich Man / Wealthy Man " ranking for Men

These " Rankings " are somewhat more " Objective " - based on measurable criteria

Of course , there are no " contests _ - at least , visible contests

But you bet that Azim Premji / Narayan Murthy / Anil Ambani etc , are all anxiously scanning newspapers / magazines every morning to see if Business Week / Financial Express etc , have just published their ( respective ) lists of ,

INDIA's  RICHEST  MEN

It is quite likely that BW & FE may be using somewhat slightly different criteria - but that difference is irrelevant

What is relevant is that both use " Objective / Measurable , and often even Transparent " criteria

And what is more , they use the SAME criteria consistently , year after year . So , even if Azim Premji may disagree with Business Week's " definition of Wealth " , he knows that ,

*  Same definition is applied to all others

*  Same definition will be used NEXT year

What then matters is the ,

RELATIVE  RANK

Is he moving UP or DOWN ?

By how much ?

Who is overtaking him ?.....etc

Not one industrialist / businessman has ever challenged these " ranking " ! - even if he believes that the " method " is somewhat defective , from his point of view

Why ?

All those being " ranked " , trust the

*   Objectivity

*   Fairness

*   Consistency

*   Transparency ,

of the method .

And it is precisely because of absolute " Lack of Bias " on the part of the Ranking Organization / Institution / Agency , that the organization has great CREDIBILITY

And that organization's CREDIBILITY goes up when it compares " Like / Similar " people , all of whom have similar " handicaps " , eg :

*  Richest  Man  of India

*  Richest  Man  of  Asia.....etc

Even Companies get ranked / rated ( eg : CRISIL rating ) and even Countries get rated / ranked ( eg: S&P / MOODY etc )

What has all of these " relevance " to IndiaRecruiter / GlobalRecruiter ?  

Quite a lot

GR / IR must become such a RATING / RANKING agency when it comes to jobseekers

We are about to make a beginning in this direction by incorporating into our ImageBuilder ,

FUNCTION   PROFILES { I am tempted to call it , " Functional Competence Profile " }

This concept itself is very NEW / ARGUABLE / CONTROVERSIAL

On top of that , our methodology ( of assigning RAW SCORES ), is not transparent , although it is quite " Objective "

Hence , there is bound to be a lot of discomfort / reluctance on the part of , both , the jobseekers and the HR managers , to " ACCEPT " our rating / ranking - if only for the reason that they do NOT understand , how you are arriving at those Scores / Percentiles !

This ( resistance to acceptance ) will be especially true amongst those jobseekers who end up scoring low !

They will blame the method !

Of course , we cannot help

We only hope that , since HR managers will find these " ratings / rankings " reasonably reflecting their own assessment of the candidates , they will bring pressure on the candidates to stop sending plain text resumes and send only the  IMAGE-BUILDERS

Next , we want to get onto .... SALARY  RANKING  ( really speaking , SALARY  COMPARISON ) 

And , in IndiaRecruiter , we are capturing ALL the required data for each Jobseeker , such as ,

*   "  Function "  ( FIRST priority )

*   "  Designation Level "

*   Annual Salary ( in current job ) ... in EXPERIENCE block

With these data , we need only 2 / 3 simple steps to draw a graph as shown in Annex A

And since , the data has been supplied by the candidate himself, he cannot " DISOWN " it !

Again , X - Y axis are easily understandable . You cannot find fault !

In Annex A , tabulation at the TOP , contains figures ( numbers ) representing the no of " Registered " executives belonging to that CELL

Now , all CELLS will contain different numbers - which keep changing EVERY MINUTE , as more and more jobseekers register

I feel , if any CELL contains a number smaller than 100 , we do not draw any graph for that CELL

We start plotting only when a no in any cell , exceeds 100

Again , in the graph itself , let us not display the " Population = 138 " data

Let us start displaying this , only when the no ( in the cell ) , reaches a respectable 1,000

At this stage , you may wonder :

*   In " Function Competence Profile " , the  X  axis is PERCENTILE

whereas ,

*   In " Salary Profile " , I am showing Actual Annual Salary ( class intervals of 0-1 / 1.01 - 2 / 2.01 - 3 / etc ) on X axis

Why ? Because ,

#  Of course , it is easy to understand an ACTUAL NUMBER ( Rs Lakhs ) , as compared to a CONCEPTUAL NUMBER ( ie : a PERCENTILE )

" Relative Standing " gets established much more easily in mind of jobseeker as well as HR manager

#  While selecting / appointing a candidate , a HR manager has limitations / constraints , in the best / max salary that he can offer to any given candidate ( no matter , how brilliant he is - say , with a percentile of 95 % )

The actual salary of the candidate , super-imposed on the " Salary Profile Graph " , helps HR manager to conclude the best salary that he should offer , with full knowledge as to , what is the " market value " of such a person !

What kind of salaries are " SIMILAR  PROFESSIONALS " drawing ? - quite possibly , even in competing companies

If , by looking at this graph , if HR manager discovers that , what he is prepared to offer - by way of salary - is absolutely ROCK BOTTOM by Industry standard , then he knows that he just cannot attract candidates - even those with percentile of 30 % - the DUDS !

Most HR managers know that they have to offer 25 % - 35 % more than what a candidate is already getting in his current company - before he will consider making a change

With such a " Salary Profile Graph " , a HR manager would be able to make a " Rational / Reasonable " offer to a candidate , which :

*   he is convinced is FAIR , by Industry standard

*   he believes , will attract a candidate

*   he knows will not upset his own existing , similar employees

*   he can defend with his bosses

*   will not " Skew " the Industry Norm , and lead to unhealthy competition for talent ( especially scarce talent ) ,

     among competing companies

I strongly feel that such " Salary Profile Graph " will be greatly appreciated by HR managers

For the first time , instead of relying on " Hunch / Gut feeling " , they have " Statistical Analytics " to arrive at a RATIONAL decision

This graph will be such a powerful  " DECISION  MAKING   TOOL  " , that I believe , HR managers will refuse to look at any other type of resume , from any candidate !

They will insist on ImageBuilder only !

We can expect ImageBuilder to become INDUSTRY  STANDARD , only if and when , we can get all HR managers to bring pressure on jobseekers

We must make , every HR manager , our ( ImageBuilder's ) ,

BRAND  AMBASSADOR  ( - of course , for free ! )

As soon as we have launched IndiaRecruiter ( jobseeker side ) , let us work on this and implement it as fast as we can

We must do this , even before we launch the " Employer Side "

And " Salary Profile " has important implications / ramifications , from a jobseeker's view point as well

Now , for the first time , he knows , what kind of salaries are his Co-Professionals drawing !

" Theory of Relativity " kicks in !

Is he ahead of the pack or trailing the pack ?

Such a " Revelation " - that too graphically plotted - could be exhilarating ( - if he is leading the pack ) , OR

It could be devastating / mentally shattering , if he is trailing , almost all of his co-professionals !

If he knows he is " Underpaid " , he is quite likely to show this " AUTHENTIC " graph to his boss / his Personnel Manager and ask for a " raise " - or threaten to QUIT !  {  Don't try this on me ! )

Now , what would happen if 6 / 8 ( or 25 % of employees ) professionals go to BOSS , flaunting this graph - and asking for raises ?

Would we have created a mini-revolt in an organization ?  May be

May be " salary Profiles " may end up increasing the " Churn " in Industries - but , it will certainly bring in a lot of transparency

And , of one thing you can be rest assured

Every jobseeker who registers on IndiaRecruiter , will come back and EDIT his resume , once every year , immediately AFTER the Annual Increments get announced !

He would want to make sure that ,

*  his own ImageBuilder contains , his new / revised salary

*  he is holding ( or improving ) his " Relative Position " amongst his co-professionals ( - because , if he is falling

    behind  / losing his rank , then it is a cause for worry ! )

And , of course , every time he changes his job , he will come back and EDIT because his salary would have gone up !

And , most certainly , he would encourage his colleagues ( within his own company ) to REGISTER , so that they can compare their own graphs !

We may have found a HOLY  GRAIL  !

hcp  
  

17 April , 2006   

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Please click the following hyperlinks to view different types of


 " Personnel Analytics Profiles  "  :


Sample IT Profile 


Sample NON IT Profile  


Function/Skills Profile  


Salary Profile  


Tenure Profile  


Career Profile  


KarmaScope  


Education Profile  


Project Profile

ARDIS - Some further thoughts !

Note dt :  09  June  1998

My first note on ARDIS ( Artificial  Resume  Deciphering  Intelligent  Software  ) was written on 01 Dec 1996

Some 18 months later , I sent following note to Yogesh / Cyril , who had translated my notes / U-Is / logic into

www.3pJobs.com ... and launched it on 14  Nov  1997 - some 10 months before GOOGLE got launched officially !

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Uploaded :  04  Nov  2016

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Yogesh / Cyril ,

ARDIS

While discussing the " Data Capture & Query " Module ( Module # 1 ) , a few days back , we also talked about the " Knowledge Base " already available with us . This knowledge base has been acquired / created over last 8 years

This knowledge base comprises of English Language ,

*   Words

*   Phrases

*   Sentences

*   Paragraphs

As far as " Words " are concerned , I myself worked on " Categorizing " them in different " Categories "

This was nearly 12 months ago , using software tool " TELL  ME  " , developed by Cyril

In this connection , I enclose Annex  A / B / C / D

Under " TELL  ME  " , I have already " categorized " over 15,000 words into some 60 different " Categories "

Some of these are shown in Annex  C

In addition , Cyril had developed another simple method , under which , I could quickly categorize :

*   P  =  Person's  Name  ( " Name " of a person )

*   C  =  Company Name

*   Q  =  Edu Qualification of an individual

*   L  =  Name of a Location ( mostly , a CITY )

As far as these 4 categories ( out of 60 odd categories of words ) is concerned , I have already covered :

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FREQUENCY   ......................  No of Words Covered

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>  100 ...................................  7,056

51  -  100..............................    3,913

26  -  50 ...........................        5880

11  -  25  .............................   13,246

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TOTAL ...............................   30,246

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(  See  Annex  A  ) .   These are ISYS-indexed words

So ,

under both the tools combined , I might have already " categorized " over 30,000 words

Over the last 5 / 6 weeks , we have already scanned / OCRed  and created .txt files of some 13573 pages of bio data . And this population is growing at the rate of some 300 pages per day

We talked about a simple software which will pick - out ALL the words ( except for " common " words ) , in each of these page , then,

compare each such word with the " Knowledge Base " of 30,000 words which I have already " categorized "

If a " match " is found , the word is transferred to respective " category " and marked " KNOWN "

If there is " no match " , the word gets tagged as " NEW " and gets highlighted in the .txt file

Now , anytime , any consultant is viewing that page on the screen and comes across a " NEW " marked word , whose " Meaning / Category : he knows , he will have a simple " Tool " ( on that very screen ) , with which he will go ahead and " categorize " that word . This TOOL could be perhaps " TELL  ME  "

We should debate whether we also give the " rights " to any consultant to " ADD " a new CATEGORY , itself

It should be possible for any number of consultants to work on this TOOL , simultaneously , from their own individual work-stations , whenever time permits or whenever they are " Viewing " a .txt page for any reason

This arrangement would " multiply " the effort several times as compared to my doing it " single-handedly " !

PLUS ,

It has the advantage of using the knowledge of several persons having different academic / experience background

We could also consider hiring " Experts " from different " Functional Areas " , to carry out ( this categorization ) in a dedicated manner

Now that we have 13,573 pages ready ( for this simple " match making " process ) , we could seriously consider " hiring " such " experts "

We could even take " Text Books " on various  SUBJECTS / CATEGORIES  and prepare an INVENTORY of all words appearing in each book and put them in the SUBJECT category

Many innovations are possible - if only we could make a beginning

Such a beginning is possible now

Let us give this a serious thought and discuss soon

regards,

hcp

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