Direct Talent Acquisition system

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Comments (5)

Bob Clements in Milton Keynes, United Kingdom

75 months ago

Recently, a couple of recruitment blogs have picked up on a new product from my company, Zubed Geospatial. I wanted to explain what ZubedJobs.com is.

Jim Stroud in The Recruiters Lounge recently said, “I am overjoyed and doing virtual cartwheels because someone, somewhere, has finally … FINALLY … created something that I have been wanting for a very long time.” (www.therecruiterslounge.com/2008/07/11/cool-tool-zubed-i-think-i-love-you/)

ZubedJobs is a map-based recruitment site, enabling employers to search for job seekers by their location and skills and display these results on a map. Job Seekers upload their CVs and our semantic, human-language, technology extracts their employment history, skills and roles, to a structure that enables auto-matching against job requirements. In the process, all names and personal contact data is scrubbed so that the job seeker remains in total control of exactly which potential employers get to see this information.

Employers upload their job requirements and obtain matches against job seekers with the right experience in the right location. Job seekers can find both companies with existing requirements and companies that have historically employed their skills; this historic data is unique in supporting job seekers making constructive speculative applications.

Communication between employer and job seeker can be initiated and tracked directly from within ZubedJobs and doesn’t require any third party agency involvement, you work direct. This functionality is free to both employer and job seeker.

We make our money by supplying this solution to companies wishing to manage their own internal talent pools and databases of received applicant CVs and pre-qualified contractors.

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D Every in London, United Kingdom

74 months ago

This website seems typical of the "if we build it they will come" approach by developers who build complex technical solutions to problems which may not exist. The fact that it is technologically possible to add a mapping capability to a candidate database does not mean that recruiters will want to use it.

Did you do market research by asking line managers and human resources departments, "what is the greatest improvement that you would make to the recruiting process if you could?". Did they respond, "I wish I had a website that would show me where all candidates who match certain keywords live on a map?".

The reason that employment agencies exist is because they add value. I am a project manager. When I hire, I do not want to sit at a computer doing searches for candidates or looking at maps. I don't care where candidates live nor where their houses are on a map. The job I offered is where the company is based. If they want to come to me, great. The job is not going to go to where they are. Every minute I spent on this would be a minute less spent on the development work that I was hired to perform by my client. What I want to be able to do is pick up a phone, speak to someone who understands what skills and experience I need for a particular role, and simply wait for CVs to start coming in. I then filter those CVs further until I have an interview shortlist.

I do not want to give companies' in-house HR deparments the task of searching for and filtering CVs either. HR is an administrative department. They do not have specialist knowledge of either the technical skills and experience required in the candidate or knowledge of the specific market for the required candidates in terms of market rate, availability etc. If I gave the job of candidate search to HR I would just end up with a list of insufficiently filtered candidates, which would put me in the same position as the one above - I would have to do the filtering myself.

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D Every in London, United Kingdom

74 months ago

The spam email that you sent me advertising your website said, "just think how quickly the ‘middle man’ could be bypassed". To bypass agencies, your website would have to perform the following: 1) Advise clients in market rates of pay and availability of candidates in all jobs across all industry sectors 2) be able to filter candidates based on expert knowledge of all industries in which client firms operate 3) Have in-depth understanding of the skills and experience required for each job advertised 4) Contact all matching candidates and obtain up to date CVs 5) Collate these CVs and send to the client 6) Contact the client to get feedback on CVs sent and modify the CV filtering process if the CVs sent are not a good enough fit 7) Contact shortlisted candidates and arrange interviews around the client's schedule 8) For contractors, set up payroll system to pay contractors, make tax deductions and bill the client 9) For perm staff, liaise with HR to set up successful candidate's contract.

I can't see that your website does any of this. And I don't see that this is compensated for by employers being able to see where candidates live on a map.

As for contractors, there are already dozens of free job sites that allow job searches by radius from home. And if I don't know where Basingstoke is, I just go to Google maps. So no obvious unique selling point over established sites.

I wish you the best, but it does seem to me that the business model for your site has not been thought out at all.

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Bob Clements in Milton Keynes, United Kingdom

74 months ago

You seem to be overlooking numerous important points, these include:

Not every person recruiting has the budget available to pay recruitment agencies - particularly as the economy tightens.

Candidate matches are via a semantic search engine which not only understands the difference between say, an experienced Project Manager and a person who reports to a Project Manager, but can filter these by the length of experience and size of team/budget controlled. The semantic search works equally well for support and development staff. The result of this is just a few, closely matched candidates to look at.

The system auto-matches candidates for you, negating the need to conduct lengthy searches. If you enter a good job spec, you'll get good candidates.

Not every agent understands their client needs properly - ask any recruiter (as we have) about the quality of agency CV's they receive, you may be shocked.

Not every recruiter restricts the volumes of CV's they send - ask around and you'll find that impossibly large volumes of often mis-matched CV's arrive on many desks on a daily basis.

Ask people leaving jobs why they are doing so. You may be surprised at the volume who tell you it's to work closer to home. Staff turnover is expensive (cost as well as expertise walking away), of course you can recruit someone from Birmingham to work in Bath, but how long will they stay? The maps are there as much for job seekers as for employers.

Zubedjobs.com provides job seekers with the tools they need to make direct approaches to employers, increasing the volume of passive job seekers making direct, cost effective applications.

Finally, the system was not designed by Developers, it was designed by experienced recruiters who not only understand the needs of the industry, but polled over 1000 PM's, HR specialists and job seekers asking what features they wanted in an eRecruitment product.

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D Every in London, United Kingdom

74 months ago

From your answer it seems that your unique selling point is that your site allows employers and candidates to meet directly without agency contact. I have experience recruiting staff for large organisations and one problem I see with your business model is the way HR departments in the UK outsource the recruiting process to agencies. In ALL of the companies I have recruited for, HR departments are bound by a PSL (preferred supplier list). It is impossible to recruit any contractor who does not come from a PSL company. I once tried to recruit a person I had worked with previously on another project for another client. His limited company was obviously not on the new client's PSL, so I had to introduce him to an agency that was on the PSL to be able to hire him. Crazy, I know, but that is the way large HR departments work.

In my experience, HR does not recruit directly because it is more cost beneficial to negotiate with agencies, exhanging a place on their PSL in exchange for a discount on agency fees. I imagine that outsourcing the admin of the recruitment process to agencies is cheaper than hiring in recruiters, payroll staff etc.

As you state, not all companies can afford agency fees, and smaller companies would not get sufficient economy of scale benefits from outsourcing recruitment admin to agencies. So maybe your site would work well for small firms.

A lot more direct recruiting happens in the USA (see dice.com). I think it would be much better to promote direct recruiting to recruiters via emphasis on the cost saving aspect and the benefits of your particular keyword search algorithm, rather than the mapping add-on. Being able to look at where jobs/candidates are on a map does not offer a huge benefit over tabbing over to look at the same map on google.com in my opinion.

I still don't see a USP for candidates, though. Yes, people may leave jobs because of a long commute, but all they have to do is go onto any job board and do a radius search.

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