JobsinHubs.com literally makes laugh about European borders…

Isn’t it a nice statements for all “Europeanalists” looking for an international career? Read more about JobsinHubs in the Belgian French Trends-Tendances magazine.

CV database services as we know them today will disappear. The added value of a CV database is not the access to profiles anymore, all profiles are available online and much more rich and updated. The real value recruiters will look after is the information management. How and where to find the candidates? How to integrate these different platforms to get an aggregated view or a single place to manage it? How to connect it to the internal recruitment tools? The information is out there accessible to all of us, the solution to process it is not there yet.

At JobsinHubs.com, we investigate how to be a CV “HUB”. Yes, we are coherent . Our ideal solution would be to bridge CV oriented social platforms with recruiters first. Then to initiate the direct integration with the talent management software.

Just as a food for thoughts, just try to create your CV on Jobster.com, you can import your profile from LinkedIn or Facebook. We want to go this direction except we don’t want to have any data at our end. CVs stay at the job seeker end and recruiters directly access it without us acting as an intermediary.

Your social network ID card with Retagr is also a good example of integration:

The Web has become the main interactive window for candidates. The company’s website is now the first place to be checked, this is common practice for candidates nowadays. In general, the recruitment section of corporate sites is by far the most visited one. So far, I haver never seen statistics below 60% of the traffic to the career section.

This fact has not been taken into account or under estimated by many players on the market.

1. Some job boards keep retaining candidates on their site by offering some simple and limited content to the job seekers. Why? I understand they prefer to keep the visitors on their site and that it creates some other products like company description, video, etc that they can sell. So more revenues opportunities
2. Some corporate groups and I would say HR in general do underestimate the power of their website and therefore don’t allocate enough resources, attention or simply budget to the recruitment section.

Together with ZN.be, I recently participated to the conception of the new UCB corporate website. I consider they really embraced a Web approach and have done a huge step in the right directions. You directly get a sense of UCB’s culture and human beings through videos of actual UCB staff describing their job, expectations and work environment. UCB is clearly showing its human face and this is exactly what job seekers are looking for. Individuals does not expect the very cold and static corporate site style anymore, they need to get a real and human picture of their potentially new environment.

UCB corporate site top banner

I think no other alternative proposed by any job board would deliver the same rich, honest and complete experience to the candidate. This is not only a way to increase the number of applications, this is also a natural filter that will better qualify the candidates through a better experience.

Having said that, the UCB career section still need some improvement especially in terms of the application funnel. The steps to apply, especially when you come from a job board or any other website are just too contsraining and it is most probable many candidates don’t even get to the first step of the application form.