First Word.........

We have designed this blog in reverse order. we request you to go top to bottom, and disregard the order of posting. we request you to go through the blog, comment on the product and participate in the poll, of which the link is provided in the right hand side on this blog. We are also having a competition , details of which are in the final word. we hope you will enjoy the product , give us your invaluable comments and participate in the poll. 

Thanks in advance for your time.

What is an interview ???

The employment interview is a vehicle for information exchange between applicant and interviewer regarding an applicant's suitability and interest in a job the employer seeks to fill. Information provided in an applicant's application for employment can be probed more deeply in the interview and other information relevant to an applicant's qualifications can be elicited. Since interviews can be rather flexible, any missing pieces of information about an applicant can be collected at this time.

The problems of conventional interview process....

As a selection method, interviews are problematic.

Research shows that interviews have good test-retest reliability (same interviewer twice) and good internal consistency reliability, but low inter-rater reliability (between different raters).

The reason for low inter-rater reliability is that interviews are apt to be unstructured and subjective. 

A number of problems result from the unstructured nature of employment interviews. These include:

 (1) Rater error;

 (2) Talkative interviewer hampers collection of job-related information;

 (3) Variance in questions asked of applicants during interview;

 4) Interviewer asks "trick" questions;

(5) Interviewer asks inappropriate questions relating to an applicant's race, religion, sex, national origin, and age.

 

Rater Error in Interviewing 

 

Central tendency errors result in most applicants being rated as average. Leniency and strictness errors, on the other hand, result in most applicants being given either uniformly high or uniformly low ratings. The halo effect has the result of an applicant being seen as generally good or bad because one characteristic of the applicant overshadows all others. Contrast effects may occur if an average applicant is rated more highly than he or she deserves because he or she is interviewed after several poor applicants. Stereotyping is the tendency to compare applicants with one's stereotype of the "ideal" applicant

The premise for a new recruitment method........GAMER DISPOSITION......

Today’s multiplayer online games are large, complex, constantly evolving social systems. Their perpetual newness is what makes them enticing to players. Each generation of games begets a new generation of participants who develop what we call the gamer disposition. It’s exactly the disposition you should want in your workforce.

The gamer disposition has five key attributes. More than attitudes or beliefs, these attributes are character traits that players bring into game worlds and that those worlds reinforce. We believe that gamers who embody this disposition are better able than their non gamer counterparts to thrive in the twenty-first-century workplace.

Why?

1.     They are bottom-line oriented.

Today’s online games have embedded systems of measurement or assessment. Gamers like to be evaluated, even compared with one another, through systems of points, rankings, titles, and external measures. Their goal is not to be rewarded but to improve. Game worlds are meritocracies where assessment is symmetrical (leaders are assessed just as players are), and after-action reviews are meaningful only as ways of enhancing individual and group performance.

2.     They understand the power of diversity.

Diversity is essential in the world of the on-line game. One person can’t do it all; each player is by definition incomplete. The key to achievement is teamwork, and the strongest teams are a rich mix of diverse talents and abilities. The criterion for advancement is not “How good am I?” it’s “How much have I helped the group?” Entire categories of game characters (such as healers) have little or no advantage in individual play, but they are indispensable members of every team.

3.     They thrive on change.

Nothing is constant in a game; it changes in myriad ways, mainly through the actions of the participants themselves. As players, groups, and guilds progress through game content, they literally transform the world they inhabit. Part of the gamer disposition is grounded in an expectation of flux. Gamers do not simply manage change; they create it, thrive on it, and seek it out.

4.     They see learning as fun.

For most players, the fun of the game lies in learning how to overcome obstacles. The game world provides all the tools to do this. For gamers, play amounts to assembling and combining tools and resources that will help them learn. The reward is converting new knowledge into action and recognizing that current successes are resources for solving future problems.

5.     They marinate on the “edge.”

Finally, gamers often explore radical alternatives and innovative strategies for completing tasks, quests, and challenges. Even when common solutions are known, the gamer disposition demands a better way, a more original response to the problem. Players often reconstruct their characters in outrageous ways simply to try something new. Part of the gamer disposition, then, is a desire to seek and explore the edges in order to discover some new insight or useful information that deepens one’s understanding of the game.…

Together, these five attributes make for employees who are flexible, resourceful, improvisational, eager for a quest, believers in meritocracy, and foes of bureaucracy. If your organization is receptive to these traits (and it should be), look for gamers and the disposition they will bring you

 Product

A web based Recruitment simulators service, having three versions and licenses. The Corporate version, the institution version, the personal version of 

Detailed Description of the product

Corporate version:

The recruitment agent or the HR department can obtain the necessary license for one time use. They can access our web services and its modules to test candidates for the various skills and aptitudes. The HR department can create customized simulations which involve different games to check the temperament. Generally corporate go in for mass recruitment and for that purpose a test centre is nominated. The web service can be accessed from such a centre. A typical round takes about 20 minutes per batch.

To illustrate a service industry firm like a software firm requires its candidates to have team skills, attitude, initiative skills, temperament, and innovation skills. They can have a format which involves games which tests this skill in real time on a common platform, with no human intervention.

 

Educational institution edition:

The educational institute has to build in its student a pool of talent and skills. They can choose a multiple user license and build their simulation at their own premises and test according to a company which approaches them for recruitment activities. This software module can also be used for the admission process.

To illustrate, an MBA college which is inviting a company specializing in manufacturing can build a custom simulation for skills like operations, what if analysis, production, scheduling, expediting etc.

 

Personal edition:

The individuals, who wants to test out their skills, before an approaching interview can create their own test scenario and check if they have a necessary skill, and also develop a skill if they want to pursue the desired career.

To illustrate, a mechanical engineering graduate want to appear for an InfoTech firm, he can create a web based simulation for the firm and develop the necessary skills.

 

Advantages of the product

For Corporate

1. 1.       Getting the right people all the time.
   
2. 2.       Free the precious time of your HR department.
   
3. 3.       Getting the best people
   
4. 4.       Eliminate human bias in recruitment
   
5. 5.       Bring transparency in process.
   
6. 6.       Web based simulation too cheap compared to recruitment agencies.
   

 

For education institutions and individuals

1. 1.       Develop competencies
   
2. 2.       Preparation for interviews
   
3. 3.       loads of information available to students
   
4. 4.       Prepare to the max.
   

 

Technological details

Corporate license

The corporate license would be a web based service in which the final bill will be based on number of participants and per candidate usage. A technology base consisting of xml, UDDI, POST, J2EE, J2ME will be used. A password based user license will be issued for the duration of recruitment period in which the test can be modified and personalized. The billing will be done on per user basis. After the duration, has passed, the password will be rendered expired.

Institute license

The institutes will be provided a digital versatile disc (DVD) for the software on payment and a multiple user license which has to be web authenticated (To prevent piracy and unauthorized use). The institutes are also entitled for technical support. The entire technology base is the same as for corporate license.

Individual license

A user can pay the fee by payment option and access the services online.

 

Payment options and price details

Corporate license:

Per day access charge and per user fee . 

Institute license:

A master installation and per machine annual license.

Individual

Per user per time.

Final word !!!!!!!!

This is an assignment on developing a product in our course, new product management. We have tried to include the three primal aspects i.e. Form, Technology and Need.

Need: a transparent and error free recruitment system.

Form: Interactive, web based simulations (Both Multiuser and single user format)

Technology: IT, J2EE, J2ME, XML

As part of our assessment, we request you to please leave a comment and participate in the poll of which link is provided on the top end corner of this blog. The best two entries will win a Cadbury TEMPTATION chocolate pack.

Thanks for your valuable Time !!!!!!!!!