I like things that are different. Companies who look at how things are done, follow user behavior and reinvent the model. The real innovation normally comes from start-ups who are agile, and have less layers of management to get “permission” from, or marketing departments not frozen by the fear of failure and perceived damage to the brand. In my experience, it is usually marketing who stifle innovation, and keeps companies rinsing and repeating the same products and process again and again. This week I saw something different, and it wasn’t from a start-up or small business.
Jobsite.Com takes the UK job board brand Jobsite to the US, except what on-line recruitment group Evenbase have come up with is not really a job board, at least not a job board as we know it. Different in virtually every respect from the tried, tested and tired model, from pricing to job listing.
I work with Evenbase from time to time, and Jobsite sponsor #truLondon. This has given me an opportunity to get a close look at their quarterly job seeker research, and products from companies like Broadbean and Jobrapido. What I’m seeing in Jobsite.Com is a combination of the expertise assembled in the Evenbase companies delivered in a new model labeled as Jobsite.Com.
What is so different about Jobsite.Com?
Firstly, it’s an aggregator with a similar user interface to Jobrapido. Jobrapido is now the second biggest vertical job search engine in the US, paving the way for the expansion of Jobsite in to the region. One screen with two fields, What? and Where? The complicated work goes on under the hood, with no need to go from screen to screen. The jobs are scraped from direct employers career sites. Because the jobs are scraped from career sites, it is safe to assume that many of these jobs will not be advertised elsewhere.
I have been watching the matching technology that Jobsite have been developing in their lab on the south coast for the last year,now called Jobtology. This new school of matching tech does more than keyword counting, based on interpreting the meaning and context of whole documents. If you consider job specs and user profiles as two documents that match together, you get the idea of what is possible in Jobsite.Com, and the technology learns about you according to how you react to results, in order to perfect and personalize results. The more you interact, the better the result.Because jobs are scraped from sites, rather than posted by employers, I will be watching with interest to see what the % of employers are who will pay to access details, as there is no buy in process or permission needed to promote opportunities.
Jobsite.com integrates a version of Jobsite.co.uk’s award-winning job board technology, a scraping engine that aggregates jobs from millions of websites, an email marketing system, an e-commerce system, and Jobtology – Evenbase’s world-class semantic matching technology, all into one offering.
The thinking behind this is to remove searching from job hunting and candidate matching (and this is the really exciting bit). Show potential applicants only the jobs they are interested in, qualified for and relevant, and show companies only the applicants who are qualified and relevant AND have expressed an interest in the job. Qualified and interested, that has to be a massive benefit to recruiters.
Jobsite.Com is an aggregator. That means that jobs come from multiple sources rather than just advertisers. Jobsite.Com has no advertising in the traditional way. The revenue model is based on giving hiring companies access to full profiles of interested applicants and pay $50 for contact details. No paid for jobs, no CV database or any of the traditional features. Think about how many profiles hiring companies are likely to want to connect with and what that will cost in comparison to the cost of job board advertising. I see this model of pricing as being the way all job boards will inevitably have to go, revenue by results rather than post and pray.
Applying for a job is quite simple, though geared to desktop rather than mobile in the first instance. All that is required is upload of a resume by attaching a file. up to 1500 words for a cover letter (and you get to see the job to the right of the cover letter as a reminder), drop downs for notice period, working status, expected salary minimum and max, name. address, city, state, zip code and contact numbers. There is the opportunity to save this data to profile, to avoid the need to input in the future. I’d like to see the addition of apply with LinkedIn to import data without the need for a resume or input of data. The new style of LinkedIn profile are great for this, and read much closer to a resume, are not presented as a .pdf (which has created problems when integrating with an ATS), with the option to add, delete or re-order the data. Apply with LinkedIn buttons are now on over 1 million websites globally, and would be a welcome addition here. If this was my product, I would be looking to go the extra step to make applications fully mobile. This would mean removing the need for a cover letter and resume upload, and that will take a shift in employer attitude as to what they want in an application to create access to employment.
Hiring companies access profiles of people who have expressed an interest in the job via the recruiter dashboard. Applicants are ranked by % match, with only those with a minimum score displayed. A “hot” candidate scores the minimum required level on the match, lives in the right area and has work status to fit the employer. What I really like about the back-end of Jobsite.Com is that you get to see all the data, score, resume, cover letter and personal data on one screen, with other qualifying candidates displayed as pin images on the right hand side of the screen for comparisons. Personal detail and identifying information like employer is omitted before paying for unlocking the detail. A big benefit I can see for applicants is that hiring companies will only pay to unlock the people they are really interested in, and the benefit to hiring companies is that they only see active candidates who have expressed an interest. No more time wasted searching dated CV databases or trying to contact candidates not in the market. All candidates are qualified, eligible to work and interested. Scores for candidates are calculated according to a semantic match with the job based on skills, background, experience, location and eligibility.
I spoke with Felix Wetzel, Evenbases Strategy Director about the launch. Wetzel is very clear that this is a beta launch to judge all user reactions, and to adjust the offering according to user behaviors and feedback. Wetzel is quoted as saying:
“Our immediate priority is to make sure the beta works, fine tune it, add in new development and move from beta to the full version of Jobsite.com for both candidates and hirers. Jobsite.com provides hirers already with something completely new and different and for the candidates we’ve got some equally revolutionary services in the pipeline.”
I’m excited about this offering, both for Evenbase and the job board industry as a whole. Job boards are far from dead, but they need to be evolving to stay current in this market place. Jobsite founder and Evenbase chairman Keith Potts comments:
“Our ability to update and re-invent our offering is what sets us apart. We will continue to develop and offer the latest technology to assist employers and job seekers.”
When I reviewed the launch of Evenbase, Potts was clear that the purpose of combining the brands was to be able to expand their offering globally. Jobsite.Com is a big step in this direction, and it is revolutionary in thinking. I look forward to seeing the results, and how the brave new initiatives work in the marketplace.
Disclaimer: I have worked with Evenbase on product, and Jobsite.Co.UK are regular sponsors of #truLondon.