Need help on my tech recruitment platform idea
I am working on a platform to help SW engineers avoid unnecessary job suggestions/alerts, & find jobs which are 99% matching to their interests, I have contacted various SW/QA/DevOps engineers in LinkedIn and they say it's very great thing I am building.
And one person said the idea is great but not unique, I found that interesting as a critique and later found out that there are similar platforms like this.
Anyhow I was not yet able to get feedback from the recruiters side.
so I want to know if recruiters will find it helpful to use a tool where they can create job roles by simply selecting predefined areas/skills for a job role along with the required expertise level, and so that it can be used by the algorithm to make accurate matches, or will they only prefer the traditional method of copy pasting the job text or uploading the job ad image?
Will really appreciate if you can shed some light on this :)
Also "required expertise level" is BS, no one knows what it is or how to evaluate it, especially with regards to job posts and CVs if they really care about something specific they would test for it later in the process.
X years in Y is super meaningless when directed at a long list of tech/tools...
Only as a general in SW/IT for >3 years or over say 10y has some general category that also aligns to titles .. (bad details, but hope you get the spirit of things)
hey highly appreciate your input, I had similar thoughts that recruiters don't know much about the skills, on the other hand I am wondering who or how the skills and expertise levels are decided to be put on the job ad. Because somehow they put those information in the job details, so I am talking about giving them the option to do the same thing but not by 'typing' but by 'selecting' from the list.
There are many systems that use a word in place of years
I don't think it matters much, it's a minor detail.
But again if an HR person needs to convert, better give him the conversion noted
There was recently a post about a company looking for 10y experience on a tech that only exists for 4years.
Often it's a rough cut
<3 years = intern - associate
At times it's the hiring person putting it in relation to himself or a designated current team member
Or worse, an HR person trying to improvise that
I also see these kind of posts in LinkedIn
I don't understand what the core problem you are trying to solve is? I used to be a tech recruiter and am now a developer. Isn't this something that LinkedIN does? On any job posting on a companies page, there's a list of skills and it correlates it with the skills on your profile. You have 56% of the skills for this job.
Also from my recruitment experience, neither candidates nor hiring managers have any idea what they are looking for. Both will say they want a job/candidate that has X, Y or Z and they never even thought of A, B or C until a recruiter gives them that option.
I don't understand how neither candidates nor hiring managers have any idea what they are looking for!
I am developer and i have a definite set of skills which I want to work with and I have skills which I don't want to work with.
Similarly a specific role requires a set of skills and experience levels, so how do you say that recruiters don't have any idea about this?
The core problem I am trying to solve:
For candidates:
Avoid being bombarded with irrelevant job alerts and messages from hiring managers, I and many devs face this issue, like @jake_db has mentioned.
For recruiters:
The vice versa of the above problem
Haha it may be hard to believe for people outside of recruitment, but ask anyone who works in recruitment what it's like to work with candidates or hiring managers.
It sounds like you're pretty set in your mindset so I'll leave you to it :)
it's not that I am set in my mindset, but I didn't understand how that works, that's why I expressed it hoping someone might clarify it for me :)
I am a developer and I had a similar idea. I was tired of being bombarded by agents calls who essentially wasted my time because of the job offers that were not matching my criteria. I don't know how your app is working or how other already existing platforms you mentioned solve this problem but I thought a while ago about an app that was aiming to deal with this issue. My solution was a kind of a messaging system that only sends the message if the job matches the criteria. So for example on your CV instead of your phone and e-mail you'd leave your username. If agent wants to contact you they have to go online, answer the questions about the job (salary, tech stack, location etc) and you'd only get a notification if that matches your expectations. So automated filtering in a nutshell. There could also be a system of rating the agents to prevent them from lying about the position in order to contact you. I have never thought of any details beyond that so not even sure if that's viable in any way.
I'm writing this because it seems like you may not proceed with your idea based on the fact that it is already done, so perhaps this will inspire you in some way.
hey to make it short, it's the same thing in my brain..:) the problem and solution.
Update: I think hired.com which is a well established company, is a similar tool where the job posters pick the skills and options and then find matches.
Recruiters in general try to do the minimal work, go broad and easy to fit as many matches in.
They generally do not control and often do not understand the job post.
If you ask them to make decisions based on what's in the job posts in another system you'd probably get very little engagement.
(Generally talking about most of recruitment which is generally low level, you'd always find a few exceptions)