LatinOcean - Marketing and Web Technologies Applied to Talent Management

Climber.com

Tagline: “We are like dating for jobs”

Jist: Matches candidates with employers based on resume type information plus something that resembles a preferences and attributes profile (e.g. are you money-driven, does you work have to have a positive social impact). Climber calls this the Career Fingerprint.

Snapshot today: At the moment the jobs matched to the system’s registered users are keyword-matched ads from the Indeed engine, but as employer preference data grows the matching is expected to be more comprehensive. Professionals have private profiles and decide to share personal/contact info to specific employers.

Initial assessment: The attributes and preferences profile is superficial; then again, it is not meant to be a rigorous tool to assess a person’s suitability for a role. Given this, if the profiles were to convey the candidates/employers likes and dislikes, there is an increased chance to assess a level of compatibility between potential hire and hirer at the onset.

I would also like to know how this information is embedded (e.g. taken into account) in the recruitment process. Maybe RPO and corporate recruiters are readier than others to use this information effectively.

Down the track: It has the potential for interesting metadata

My philosophical question: At the end of the day do you hire on (soft) compatibilities or hard skills?

Went for a bit more info, but the system is like, down

Popularity: 4% [?]

My first foray into empirical research as part of LatinOcean. It is really more a brief compilation on how recruiters are using the system in the region in an attempt to transcend the hype and the buzz.

Don’t go too hard on me re. sample sizes and statistical relevance; nevertheless I hope it is of benefit to some of you out there, and feel free to pass. Enjoy

Popularity: 5% [?]

The notes to the latest Seek Employment Index report that on a year-to-year basis job applications are 5.5% higher compared to a corresponding 35.8% increase in news job ads posted to their site. I assume that the numbers for the other two biggest job boards show similar trends (set me straight if I am wrong please)

If I were to stick to the Seek numbers, the stats are saying that a typical/average advertiser is getting @ 22% less applications per ad; which implies less candidate processing work, less job-application-related exchanges, etc; so this is in itself not a bad thing from a processing cost and churn side of the equation.

The problem arises when with the available candidate pool (constantly fed by your applications flow) you cannot fill the role. What this means in turn is that the candidates that make up the 22% that are NOT applying to the roles you advertise happen to be the ones you needs to make a placement or fill a vacancy. So you could be receiving 22% less applications but in fact you may be losing up to 100% of your quality applications (placeable candidates).

What do you do if you are an advertiser?
What advertising advice do you have to give if you are a job board?

If you find flaws in my reasoning, pls give me a shout… and kudos to Seek for their transparency with the trends.

Popularity: 3% [?]

I have given the What We Offer section a very small update, as I have now included a LinkedIn master class session and the management of recruitment advertising campaigns on Google (AdWords) in our offerings portfolio.

I have been very suscint in what I have included on the site mainly because every time I have delivered on these services, they vary substantially depending on the client requirements. I might need to expand on the basics perhaps, as newbie clients come on the site and they need a bit more handlholding, which I am more that happy to offer.

Feel free to pass these details around, there will be a referral fee for you. And even better if you want to take our services up.

Popularity: 3% [?]

It’s a bigger problem than you might think—jerks and bullies in the workplace. Research shows that they not only hinder recruiting and retention but also raise levels of client churn, damage reputations, and diminish the confidence of investors.

Interesting article from McKinsey’s on the costs of jerks and bullies in the office (need to register for free). This is perhaps more timely in the context of candidates shortages and the urge to recruit and place people quickly. Just make sure you don’t drive your TCJ (total cost of jerks) for your organisation.

Popularity: 2% [?]