The BBC recently reported on a potential new Facebook network for professionals, allowing users to keep personal profiles and become better connected with those they work with. The ability to live chat, share files and build professional networks could make it a rival of popular professional social site LinkedIn. Inspired by the BBC article, we decided to see which other recruitment start ups are using automated systems to make finding candidates easier and more autonomous for the traditional online recruitment agency.
Skill Survey
Skill Survey is a scientifically-based industry research site, which uses various analytical elements to cultivate a deeper understanding of how to hire the correct candidate. Rather than relying on guesswork and gut feelings, Skill Survey uses past data to glean an idea of how a candidate is going to perform in the future.
The job-specific surveys question a variety of skills and behavioural patterns to give a more accurate review of how a candidate may approach a new position. Instead of sifting through references and communicating with each previous manager or colleague, the process becomes automated, collating various reports and data to accurately predict the skill set and potential of the applicant. Skill Survey matches the power of numbers and data with personal preference, and allows the employer to set the parameters in order to glean specific information, cutting down room for error and negating the need for guesswork. The results are easily tracked online and via mobiles and the success of the company has led to claims that it improves business performance and reduces staff turnover by 35.5%.
Talent Bin
We all know how powerful social recruiting can be, but maximising reach to people who may not initially be looking for work is a great way to attract new talent. Passive candidates are people who aren’t specifically looking for a new job but who may be interested if the right offer was presented to them.
Analysing people’s social media footprints can help give employers valuable information about a candidate’s personal interests and character. Using Facebook, Twitter, Pinterest and Instagram, among others, Talent Bin allows you to keep track of every stage of your hiring process and creates detailed reports based on the amalgamation of data from the aforementioned social channels. With an easy-to-use interface and outreach communication tools targeted to a candidate demographic, it combines all of the positives of social recruitment into one automated program, cutting down on hours spent searching and targeting candidates in a whole new and technologically-sound way.
Jobatar
We live in a world of visual stimulation and there is a noticeable trend toward video-based interviews. With programs such as Skype, it is possible to connect with candidates worldwide, however Jobatar takes this practice to the next level.
Jobatar is a time-saving video interviewing site that allows employers to create and record their own interview questions to be responded to by the candidate and listened to at the employer’s leisure. Candidates are encouraged to answer the questions and record themselves on video, giving employers the chance to see a fuller picture of the applicant before they meet face to face. Currently, first stage interviews can be conducted over the phone, however this is not personal and often does not give enough information about the candidate. The visual element of Jobatar lets employers glean an impression of a person and, more importantly, how they will fit into a team. Body language and confidence are able to be portrayed better through videos than telephone interviews, and the time saved can be extremely valuable. Videos can be viewed from tablets, smartphones and PCs, which gives employers the opportunity to ‘interview’ wherever and whenever they like.
Startups in the recruitment industry are gaining more and more momentum as the changes in online technology require an updated and contemporary approach. The above companies aim to cut down on time spent both by employers and agencies and promote accuracy as well as condensing various mediums into one manageable service. It is important for employers to realise that hiring the wrong person can cost more than the attempt to find the right one, and that these new startups allow for a more autonomous approach to hiring.
Castle Hill House