Sanjoy works for SumTotal systems, a global leader in the Talent Management software product space. Sanjoy focuses on setting up offshore teams in Hyderabad and developing the Asia Pacific market for his company's product. His previous experiences include being an entrepreneur - he co-founded and run Aesthetic Technologies, an interactive content creation company - and being an Investment Banker – he has worked for ICICI and ITC Classic.
Sanjoy graduated from the Indian Institute of Technology, Kharagpur and has post graduate qualifications in business from the India Institute of Management. He stays in Hyderabad with his wife and son, loves an early morning run to offset the effects of the biryani. Professionally, he enjoys mentoring talented and ambitious people and be a part of the thrill of new initiatives.
I think a key to getting the right feedback from peers and superiors is a security architecture that promises that the candidate in question will never know what a particular person said of him. Few things that can enable this:
1. Access to authorized employers only
2. No access to individual reviews
3. Ensure that statistical data is shared only when multiple reviews are available, so that derivation of individual opinion is not possible
Unless people have confidence in the security of such information, it will be very hard to put genuine views — it will get reduced to endorsement feature of linked in (which has some positive value, no negative value),
seek.com.au is trying to model something similar in australia with integration of their learning management module seek learning. Though important thing for career management module is to recognize knowledge on career paths one can adapt to different skills one gain on the job as certainly sometime people dont understand important of small skills maybe built in them due to company culture as process and what importance they will carry on potential employer as this is the reason people in india at time of hiring look at organization you have worked in to gauge your skill set level.
Secondly the model should also incorporate emotional intelligence as a major factor as moving up the career path is about taking decisions and your emotional quantum combined with skill sets help you make decisions.
I love the idea … i thought of such an integrated solution sometime back too. Taking the theory of having an singular entity which manages social and professional identities further is the fact that today a lot of recruiting happens via social channels such as Orkut, and it is just a fraction of what it would be once a tool like this kicks in.
I quite like the idea…. got me thinking how much i would be ready to pay for a service like this…..
Some fine tuning will be required to ensure, this does not end up like the job search sites where it is difficult to do a well targeted job search as classification seems to be a major issue.
Also, managing networks already built ( linkedin, Hi5, orkut? ) may also help. I find it a major pain to build my network again when i migrate to a new platform
where is the hyperlink ?