Education Zones – Bridging the Gap Between Candidate Education and Employer Requirements in Online Job Matching

Anyone using online job-matching services has undoubtedly encountered seemingly obvious or even ridiculous mismatches. Many of these mismatches are based on inadequate processing of the information related to education. For instance, when a job matching algorithm focuses only on the level of education (e.g. Bachelor or Master or high school), a travel agent may be suggested a job as an IT specialist. They both have a degree, but – crucially – in a different context. In addition, recently completed lower level courses or certificates become more significant as they complement work experience, in many cases gradually rendering the highest level of education obsolete. But these matching algorithms still match jobseekers with 20 years of work experience primarily based on a university degree dating back 20 years instead of their more recent and more relevant further training.

To address these challenges, JANZZ.technology has created the concept of Education Zones, which are clusters of educations related to a given professional field such as “Tourism” or “Computer Science”. This way of recombining degrees, training and other education at various levels and from different fields of education provides a much more realistic representation of professional fields, and when used in a matching algorithm, can generate significantly better matching results between a candidate’s education and a job’s requirements.

Education Zones are most beneficial when a job description contains popular generic phrases like “has an educational background in …”. At the same time they are well-suited to help matching algorithms more accurately capture the growing number of candidates with non-linear education paths by generating a more precise profile of the candidate’s specific knowledge, competences and skills. JANZZ’s Education Zones provide a more effective categorization of educations according to professional fields, creating the basis for a sounder, more accurate matches. To find out more about Education Zones, read our white paper:

Education Zones – Bridging the Gap Between Candidate Education and Employer Requirements in Online Job Matching

Creative Associates International reported on UbicaNica.jobs

Creative Associates International reported on UbicaNica.jobs — our AI powered and un-biased job placement platform in Nicaragua. Ayan Kishore, Director at Creative’s Development Lab said in the article, “Nicaragua doesn’t really have many opportunities for somebody to go online and find a job, so if you’re in Nicaragua, you’re looking at newspaper or depending on word of mouth. That’s just not how people are finding opportunities in the rest of the world.” Thanks to the technology behind UbicaNica.jobs delivered by JANZZ and the other key leads on the project, it will be a real game-changer for the country’s job seekers, especially the youth. JANZZ.technology is keen to continue contributing to projects that use AI for social good and adopt ethical and responsible principles, thus generating better social services in more regions.

Click here to read the article.

 

 

New AI job platform to bring together all the skills of Nicaragua and boost the economy

Zurich, Switzerland/Washington, DC/Managua, Nicaragua, October 2020 – JANZZ.technology, Creative Associates International, the SDC (Swiss Agency for Development and Cooperation) and Fundación COSEP (Superior Council of Private Enterprise) will soon launch Ubicanica.jobs, an AI-driven platform for Nicaragua designed to strengthen the search for jobs and talents, improve employability and boost the country’s economy.

In the adverse economic environment Nicaragua is currently faced with, and which has become even more precarious in recent months, many Nicaraguans lack information, perspective and visibility—especially the youth of Nicaragua, many of whom are denied opportunities to develop critical skills needed for employment, and access to quality training, job placement services and jobs.

The development organization Creative is tackling these issues through the Aprendo y Emprendo project financed by USAID and the SDC. This initiative aims at strengthening the private Technical Vocational Education and Training (TVET) system in order to provide the youth of Nicaragua with vocational skills, life skills, work readiness skills, and soft skills training that will help them become capable employees and entrepreneurs. As part of this project, Creative partnered up with Fundación COSEP, a foundation of the leading business chamber in Nicaragua, and Swiss tech firm JANZZ.technology to develop Ubicanica.jobs, which contributes by providing visibility, career counseling and job placement services.

“Our objective was to create a unique platform that will bring together all the skills and work opportunities of Nicaragua, matching precisely the right people to the right jobs,” says Stefan Winzenried, CEO of JANZZ.technology. “We really hope that as many people and companies as possible use the platform. The potential of having all job offers, job seekers and everything that is involved in the labor market on a single platform is massive: it will improve employment opportunities for everyone on every level.”

Unlike Nicaragua’s existing platforms, job searches on Ubicanica.jobs are not based on keywords. Instead, the user posts a profile of their individual skills and competences, which the system then analyzes using artificial intelligence and compares with the requirements of potential job offers. The technology behind it processes job-related data through deep learning algorithms and knowledge graphs to identify the best possible matches between jobs and candidates and make accurate suggestions to both job seekers and recruiters. The platform can also show users how to improve their chances in the labor market. The system analyzes which jobs and skills are currently in demand and based on the user’s profile, it recommends courses and training to improve employability.

To help mitigate the effects of the current situation in Nicaragua, the platform needed to be up and running as quickly and cost-effectively as possible. It was thus implemented as a white label product—in just 90 days—and is now operated by Fundación COSEP as a SaaS solution together with JANZZ.technology. COSEP is convinced that utilizing the innovative approach of Ubicanica.jobs will drive the social and economic development of the country. “Employment and entrepreneurship are key to a society’s wellbeing and we all have something to offer,” says one of their leading officials. “Through Ubicanica.jobs we can boost Nicaragua’s economy and strengthen our society by better matching the country’s talents and needs. If we all sign up and use the platform, it’ll be a real game-changer.”

 

Ζητούνται 1.000.000 βιογραφικά

Προσπαθείτε να γράψετε το καλύτερο βιογραφικό σημείωμα για να εντυπωσιάσετε τους εν δυνάμει εργοδότες και να πάρετε τη δουλειά των ονείρων σας; Γνωρίζετε ότι, κατά μέσο όρο, κάθε θέση εργασίας προσελκύει 250 βιογραφικά και θα έχετε μόνο 2% πιθανότητα να λάβετε συνέντευξη για τη θέση; Ναι, 2%. Τώρα μπορεί να αναρωτιέστε πώς οι recruiters επιλέγουν το 2%. Λοιπόν, οι περισσότεροι χρησιμοποιούν εργαλεία διαχείρισης υποψηφίων για να επιλέγουν βιογραφικά, απορρίποντας έως και το 50% των βιογραφικών, χωρίς να τα έχουν κοιτάξει. Ωχ, ναι, αυτό μπορεί να περιλαμβάνει τη δική σας και γι’ αυτό λαμβάνετε πάντα ένα τυπικό μήνυμα απόρριψης-αλλά-ευχαριστώ μετά.

Στη JANZZ.technology, χτίζουμε μια εναλλακτική λύση που επιτρέπει σε κάθε βιογραφικό να αξιολογείται από τεχνητή νοημοσύνη και, το πιο σημαντικό, κάθε υποψήφιος θα λαμβάνει σχόλια από το σύστημα που επεξεργάζεται τις ελλείπουσες δεξιότητές τους (γιατί δεν προσλαμβάνεστε) και πιθανές προτάσεις για περαιτέρω εκπαίδευση (πώς μπορείτε να βελτιώσετε τις πιθανότητές σας) προκειμένου να εξασφαλίσετε την ίδια δουλειά στο μέλλον.

Για το σκοπό αυτό, σας ζητάμε να μας βοηθήσετε να βελτιώσουμε τον Machine Learning αλγόριθμο μας. Δείτε πώς μπορείτε να συμβάλλετε στη δημιουργία του ανθρώπινου παράγοντα σε συστήματα AI:

  • Στείλτε το βιογραφικό σας σημείωμα στο info@janzz.technology. Εάν σας κάνει να νιώσετε πιο άνετα, μπορείτε να διαγράψετε τα προσωπικά σας στοιχεία.
  • Γλώσσα: αναζητούμε βιογραφικά σε γαλλικά, ιταλικά, αγγλικά, γερμανικά, ελληνικά, νορβηγικά, ολλανδικά, πορτογαλικά, άλλες γλώσσες που χρησιμοποιούνται στην ΕΕ, κορεατικά, κινέζικα, ιαπωνικά, ταϊλανδέζικα, ινδονησιακά, μαλαισιανά, βιετναμέζικα και αραβικά.
  • Μορφή: Οποιαδήποτε. Από το τυπικό έγγραφο 2 σελίδων, έγγραφο. στα πιο δημιουργικά και καινοτόμα.
  • Υποσχόμαστε να μην σας στείλουμε ανεπιθύμητα μηνύματα ή να χρησιμοποιήσετε το βιογραφικό σας για οποιονδήποτε άλλο σκοπό εκτός από την εκπαίδευση του αλγορίθμου. Θα διαγράψουμε επίσης το βιογραφικό σας μετά την εκπλήρωση του σκοπού του.

Βοηθήστε μας να μοιραστούμε το μήνυμα και θα σας ενημερώσουμε με τον τελευταίο αριθμό βιογραφικών που λάβαμε.

100만 개의 이력서를 구함

당신은 꿈의 직장을 얻기 위해 채용담당자에게 인상을 줄 수 있는 최고의 이력서를 작성하려고 하나요? 평균적으로, 각 기업은 250개의 이력서를 받습니다. 당신은 당신의 꿈의 직장을 위해 면접을 볼 수 있는 기회가 2%밖에 없다는 것을 알고 있나요? 이제 당신은 채용담당자들이 어떻게 2%를 뽑는지 궁금할 것입니다. 대부분 그들은 이력서를 확인하기 위해 인재관리 소프트웨어를 사용하며, 한 번도 살펴보지 않은 이력서를 포함하여 50%까지 걸러냅니다. 아쉽게도 당신의 것도 여기에 포함될지도 모릅니다. 그것이 거절 이메일을 받는 이유입니다.

JANZZ.technology에서는 각 이력서가 인공지능에 의해 평가될 수 있도록 하는 대체 솔루션을 구축하고 있습니다. 가장 주목해야 할 것은 각각의 지원자는 추후에 같은 직종의 일자리를 확보하기 위해 누락된 기술(채용되지 않은 이유)과 추가 교육에 대한 가능한 제안(기회를 개선할 수 있는 방법)을 정교한 시스템으로부터 피드백을 받을 것입니다.
이를 위해 JANZZ.technology는 머신 러닝 알고리즘을 개선하는 데 귀하의 도움을 요청합니다. AI 시스템에서 인적 요소를 만드는 데 기여하는 방법은 아래와 같습니다.

  • 이메일 발송: info@janzz.technology (개인정보 삭제가능)
  • 이력서 언어: 프랑스어, 이탈리아어, 영어, 독일어, 그리스어, 노르웨이어, 네덜란드어, 포르투갈어, 그 밖에 다른 유럽권 언어, 한국어, 중국어, 일본어, 태국어, 인도네시아어, 말레이어, 베트남어 및 아랍어
  • 이력서 형식: 무관함 (기본적인 2페이지 이력서부터 창의적이고 혁신적인 이력서까지 모두 가능, word doc. 파일)
  • 당사는 귀하의 이력서를 머신 러닝 목적 이외에 스팸 발송 또는 다른 목적으로 귀하의 이력서를 사용하지 않을 것입니다. 또한 머신 러닝 알고리즘 개선 후에 당신의 이력서를 삭제할 것입니다.

위의 내용을 공유해 주신다면, 최근에 받은 이력서 수를 계속 업데이트해드릴 것입니다.

1.000.000 CVer «WANTED»

Prøver du å skrive den aller beste CVen for å imponere rekrutterere og for å få drømmejobben din? Visste du at i gjennomsnitt, sendes 250 CVer inn til hvert jobbtilbud, og du vil ha 2% sjanse til å bli innkalt til intervju for drømmejobben din? Ja, 2%. Nå kan du lure på hvordan rekrutterere velger ut 2%. Vel, de fleste bruker programvare for talentadministrasjon til å scanne igjennom CV-er, og luke ut opptil 50% av CV-ene, som aldri har blitt sett på. Auda, ja, utlukingen kan inkludere din CV, og i det tilfellet mottar du et standard avslag og en takke-e-post etterpå.

I JANZZ.technology bygger vi en alternativ løsning som gjør at hver CV kan bli evaluert av kunstig intelligens, og viktigst av alt, hver søker vil motta tilbakemelding fra systemet vedrørende sine manglende ferdigheter (hvorfor du ikke blir ansatt) og mulige forslag til videreutdanning (hvordan du kan forbedre sjansene dine) for å sikre deg denne jobben i fremtiden.

Til dette formålet ber vi deg om å hjelpe oss med å forbedre maskinlæringsalgoritmen vår. På den måten kan du bidra til å skape det menneskelige elementet i AI-systemer:

  • Send din CV til info@janzz.technology. Hvis du føler deg mer komfortabel som anonym , kan du slette din personlige informasjon.
  • Språk: vi ser etter CVer på fransk, italiensk, engelsk, tysk, gresk, norsk, nederlandsk, portugisisk, andre språk som brukes i EU, koreansk, kinesisk, japansk, thai, indonesisk, malaysisk, vietnamesisk og arabisk.
  • Format: Hvilket som helst. Fra et 2 siders Word dokument til de mest kreative og innovative CVer.
  • Vi lover å ikke sende spammail eller bruke CVen din til andre formål enn maskinlæring. Vi vil også slette CV-en din etter at den har tjent formålet sitt.

Hjelp oss spre budskapet, så holder vi deg oppdatert på antall CVer vi mottar.

Equal employment opportunity, starting with anonymous application procedures

To many tourists, Switzerland is often considered as one of the most beautiful countries they have ever visited. However, if they decided to move to this country, would they still feel the same? Would that love at first sight last when they try to land a job?

High salary is one of the major incentives for foreign workers to seek opportunities in Switzerland. Statistics from the Federal Statistical Office (FSO) show that the number of foreign workers commuting daily to Switzerland from neighboring countries is on the rise, reaching 332,177 in 2020 [1]. The FSO also reported that by the end of 2019, the number of foreign nationals actively participating in the Swiss labor market has increased to 1.6 million [2], leaving roughly 1.3 million migrant workers—around a quarter of the nation’s total employed population.

However, compared to Swiss citizens, employment rates among migrant workers are much lower. A recent study indicates that, during their arrival year, the employment rate of migrant men is around 16% lower than that of comparable men born in Switzerland, and for migrant women, it is 37% below the employment rate of women born in Switzerland. Of course, the gap will gradually narrow, but after five years, their employment rates are still below those of workers born in Switzerland: by 4% for migrant men and by a full 13% for migrant women [3].

There are many reasons why migrant workers experience a disadvantage in a host country’s labor market. One major aspect is compatible skills, including both human and social capital. Compared with native-born residents, new migrant workers are often at a disadvantage in terms of these skills in the host country. They are generally less familiar with local customs and less likely to have recognized occupational training or certification. They also lack information about labor market opportunities, for instance local networks that can be useful in a job search, or employer expectations. Fortunately, these disadvantages decrease the longer they stay in the host country [4].

Local language is another country-specific skill and fluency in the main language of the host country is an important determinant of success in the labor market. Switzerland is a multilingual country with four official languages: German, French, Italian and Romansh. According to our estimates based on over 10 years of experience in occupation data analysis, the average number of languages asked by employers in Switzerland is 2–2.5: one or two local languages combined with English. For native speakers of one of the local languages, this constitutes knowledge of one or two foreign languages—both of which are part of the standard curriculum at Swiss schools. For migrant workers, at least for the around 60% who are not native speakers of one of these four languages, these requirements are slightly different.

When comparing the skills and qualification levels of workers between Swiss and foreign nationals, the proportion of foreign nationals with higher education is comparable to that of Swiss nationals. At the other end of the spectrum, the proportion of low-skilled workers is much higher than for Swiss citizens. For workers in these two groups, language requirements can be quite low. For example, English is mostly irrelevant for blue-collar workers such as builders and janitors, and non-native speakers are often only required to have basic command of a local language. On the other hand, local languages are not necessarily essential for workers in international corporations, universities, and other international institutions and organizations, where English is commonplace.

However, migrant workers with intermediate skills and qualification levels, compared with local workers at the same level, are at a disadvantage in terms of language competitiveness when applying for jobs, because many positions at this level require proficiency of both a local language and several other languages. There is a much higher proportion of Swiss workers in this range, and it also happens to be where most vacancies are found in Switzerland.

Apart from potentially lower human and social capital, discrimination is still a reasonable explanation for the differences in labor market outcomes between locals and migrants. In a recent meta-analysis of 43 experimental studies across 25 years on discrimination in hiring decisions, researchers determined that “discrimination of ethnic and racial minority groups in hiring decisions is still commonplace.” [5]

In an experiment which tested HR managers’ discrimination against candidates with non-Swiss background, researchers found that candidates with certain foreign-sounding names who “whitened” their CVs and indicated fluency in only the local language were better received than those who convey a cultural attachment to their country of origin. They concluded that “CVs that convey multiple signals of attachment to one’s culture of origin are heavily sanctioned by assessments of lower productivity [6].” Children of immigrants who have Swiss qualifications and dual nationality must send out 30% more applications to receive a call-back for an interview when applying for apprenticeship level positions [7].

Ensuring equal employment opportunities for migrant and immigrant workers in the labor market is beneficial both to these workers as well as the host society. Access to the labor market increases their social participation, which is essential to integration. Meanwhile, paid work reduces their dependence on social welfare. At JANZZ.technology, we believe that anonymized procedures at the very beginning of the job application process can largely reduce discrimination and improve equal opportunities. To learn more about JANZZ.jobs’ anonymized procedures, please contact sales@janzz.technology

 

 

 

[1] FSO. 2020. Foreign cross-border commuters by gender, canton of work and age class. URL: https://www.bfs.admin.ch/bfs/en/home/statistics/work-income/employment-working-hours.assetdetail.13647546.html

[2] FSO. 2020. Employed persons (domestic concept) total number and in full-time equivalents by gender and nationality, gross and seasonally adjusted values. Quarterly and yearly averages. URL: https://www.bfs.admin.ch/bfs/en/home/statistics/work-income/employment-working-hours/employed-persons/trend-number-employed-persons.assetdetail.13327120.html

[3] Favre, S.; Föllmi, R:; Zweimüller, J.: Immigration, return migration and integration from a labour market perspective. In: A Panorama of Swiss Society 2020 Migration-Integration-Participation, Federal Statistics Office, Neuchãtel, 2020

[4] Friedberg, R.: You can’t take it with you? Immigrant assimilation and the portability of human capital, Journal of Labor Economics 18:2: 221–252, 2000

[5] Zschirnt, E.; Ruedin, D.: Ethnic discrimination in hiring decisions: A meta-analysis of correspondence tests 1990–2015, Journal of Ethnic and Migration Studies, Taylor & Francis, Milton Park, Abingdon, Vol. 42, Iss. 7, pp. 1–19, 2016

[6] Auer, D.: Drivers of immigrant employment in Switzerland, University of Lausanne, 2018

[7] Fossati, F.; Liechti, F.; Auer, D.; Bonoli, G.: Discrimination Multipliers, How immigrants’ integration affects labour market disadvantage, MIM Working Paper Series 17:2, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM) Malmö University, Malmö, 2017

1,000,000 CVs wanted

Are you trying to write the best CV to impress recruiters and get your dream job? Do you know that, on average, each corporate job offer attracts 250 resumes and you will only have a 2% chance to be interviewed for your dream job? Yes, 2%. Now you may wonder how recruiters pick the 2%. Well, most of them use talent-management software to screen CVs, weeding out up to 50% of resumes, which have never been looked at. Ouch, yep, this might include yours and that is why you always receive a standard rejection-but-thank-you email afterwards.

At JANZZ.technology, we are building an alternative solution which allows each resume to get evaluated by artificial intelligence and, most importantly, each applicant will receive feedback from the system elaborating on their missing skills (why you are not hired) and possible suggestions for further education (how you can improve your chances) in order to secure the same job in the future.

For this purpose, we are asking you to help us improve our machine learning algorithm. Here is how you can contribute to creating the human element in AI systems:

  • Send your CV to info@janzz.technology. If it makes you feel more comfortable, you can delete your personal information.
  • Language: we are looking for resumes in French, Italian, English, German, Greek, Norwegian, Dutch, Portuguese, other languages used in the EU, Korean, Chinese, Japanese, Thai, Indonesian, Malay, Vietnamese and Arabic.
  • Format: Any. From the standard 2 pages word doc. to the most creative and innovative ones.
  • We promise not to spam you or use your CV for any other purpose other than machine training. We will also delete your CV after it has served its purpose.

Please help us to share the message and we will keep you updated with the latest number of resumes we received.

ParaEmpleo identified as a best practice in the field of AI in Latin America and the Caribbean

The Inter-American Development Bank (IDB) plays a key role in driving the development of artificial intelligence (AI) in Latin America and the Caribbean (LAC) as a tool to address social challenges. Working together with regional experts, the IDB designed the fAIr LAC initiative to promote responsible adoption of AI, thereby improving the delivery of government services such as Public Employment Services (PES) and creating development opportunities in the region. The fAIr LAC initiative aims to close gaps and reduce the growing social inequality in LAC.

As one of the first steps of this initiative, the IDB recently conducted a preliminary analysis of the progress made by countries in LAC regarding the use of AI in social services. The report “Artificial Intelligence for Social Good in Latin America and the Caribbean: The Regional Landscape and 12 Country Snapshots” introduced the best practices in the field of AI in the region. JANZZ.technology is delighted to share that its project “ParaEmpleo” – realized in collaboration with Paraguay’s Ministry of Labor, Employment and Social Security – is one of them. JANZZ.technology is keen to continue contributing to projects that use AI for social good and adopt ethical and responsible principles, thus generating better social services in more regions.

Click here to download the full report.

JANZZ.jobs, a white-label solution with anonymized application procedures

Reports [1],[2] have shown that an anonymized procedure at the very beginning of the application process can largely reduce bias and significantly improve equal opportunities. Here at JANZZ.technology, we have been building the architecture of our solutions around the anonymized process since 2010. JANZZ.jobs is a white-label solution designed to avoid bias during the first steps of the application process by concealing users’ personal data. Two profiles are created to separate personal information and job-related information. The job-related profile contains all information that is relevant to the matching process such as occupation, skills, soft skills, education, experience, availability, salary and so on. This profile is accessible from the start. The personal profile containing information such as name, gender, nationality, date of birth, marital status, portrait picture etc. is only shared upon user approval and is not used for job matching.

In addition to this anonymized procedure, JANZZ.jobs’ unique semantic matching engine, powered by JANZZ’ key technologies, searches and matches jobs and candidates based on the similarity of terms, i.e. synonyms and other relations – as opposed to mere keyword comparison. It also compares the degree of skills, identifies cryptic occupational terms through context, performs gap analyses and more. (To learn about semantic matching please check out our previous article JANZZ.technology – providing semantic technologies powered by ontology )

This white-label solution is currently serving several Public Employment Services (PES) across the globe. Our customers choose JANZZ.jobs because

  • the platform is scalable with state-of-the-art modular components which can meet the varied requirements of PES of all sizes,
  • the process to establish such a platform is fast, easy and cost-effective, and it is especially an ideal solution for PES that need to build from scratch,
  • the solution has been tested and built with years of experience from many other customer PES around the world, and it has proved to be stable, reliable and efficient,
  • the SaaS solution JANZZ.jobs saves PES from running a designated IT department. Instead, they can trust the professional team at JANZZ to manage the databases and can automatically benefit from the JANZZ.technology updates and upgrades.

___________________________________________________________________________________

User story: How a country in Central America built its job-search system in no time

Due to adverse economic environment our customer, a country in Central America, is struggling with increasing unemployment rates – especially among the youth. We collaborated on a local project designed to strengthen the country’s private Technical Vocational Education and Training (TVET) system and to equip the local youth with the skills they need to successfully enter the labor market. Our mission was to create a modern platform that pools all the talent and work opportunities of the country and successfully matches people and jobs.

In just 90 days, the JANZZ.jobs platform was implemented as a white-label product and is now operated as a SaaS solution to help our customer

  • implement a job-matching platform from scratch in a fast and cost-effective way,
  • boost its economy and strengthen its society by providing higher visibility and better matching for the country’s talents and jobs,
  • assist local educational institutions investigating and comparing labor market demand with graduate profiles to better align their curricula with market needs,
  • provide access to information on local TVET centers, training and scholarships, tips for interviews and CVs etc. to improve users’ chances in the labor market,
  • introduce an anonymized application matching system to improve equal opportunities for its citizens when applying for jobs.

_______________________________

Like PES, many small to medium sized recruiting agencies are faced with tight resources and the need for an automated solution to perform superior candidate search and matching in order to focus more on a small pool of candidates qualified for the vacancies. Therefore, we also receive requests from recruiting agencies. These agencies are the leading recruiting firms in specific branches, specialized in C-level positions for global clients. With JANZZ’s innovative technology and fully customizable solutions JANZZ.jobs can be tailored to the specific needs of small to medium sized recruiting agencies and help them take their business to the next level. They will benefit from

  • being fast to market by launching a modern and powerful platform to boost the business,
  • fully personalized brand experience with business logos, colors and email templates,
  • traffic-based cost generator to maximize revenue,
  • real-time job matching in over 40 languages, and much more.

  ___________________________________________________________________________________

User Story: Recruiting agency in healthcare, medtech and pharmaceuticals looks for solutions to better support its clients

One of our customers is a recruiting agency specialized in the life science and healthcare sector in Europe. It consists of a small team with less than 10 people. Typically, the talent acquisition managers spend 50% of their already limited time on searching and analyzing CVs. They feel they could deliver more suitable candidates to their clients by reallocating some of this time to conducting in-depth interviews with a smaller number of qualified candidates. For this reason, our customer was interested in a recruiting platform to locate appropriate skilled personnel quickly and efficiently.

By using JANZZ.jobs, our customer has sustainably reduced the processing time of their acquisition managers. Meanwhile, thanks to the anonymized procedure, which largely protects the privacy of their clients, the quality of suitable applications has increased through

  • significantly more precise, multilingual skills matching between applicants and vacancies in comparison with traditional job platforms,
  • increased transparency for all applicants as to why an application has been rejected,
  • improved skills-based active sourcing; vacancies are only visible and open to contact for suitable candidates.

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To learn more about JANZZ’s anonymized procedures and building your branded hiring solutions, please contact sales@janzz.technology

 

 

[1] Ines Böschen, Dr.Ramona Alt, Annabelle Krause, Dr. Ulf Rinne and Prof. Dr. Klaus F. Zimmermann. 2012. Pilot project ‘Depersonalised application procedures’. URL: https://www.antidiskriminierungsstelle.de/SharedDocs/Downloads/DE/publikationen/AnonymBewerbung/Kurzfassung-Abschlussbericht-anonym-kurz_englisch.pdf?__blob=publicationFile&v=4

[2] Eva Heinimann and Ralf Margreiter. 2008. Anonyme Bewerbung: Ein Zürcher Pilotprojekt für mehr Chancengleichheit und innovative Lehrlingsselektion. URL: https://www.panorama.ch/pdf/bba4814b.pdf