Ton Sluiter's presentation at Textkernel's conference Intelligent Machines and the Future of Recruitment that took place on 2 June 2016 at the Beurs van Berlage in Amsterdam.
In this presentation Ton Sluiter discusses the way CV Search! from Textkernel has contributed to make the candidate databases of Star Brands and USG People accessible to one another. Furthermore, he takes a look at the extra insights USG People has gained from the parsed CVs.
How Corporate IQ uses Artificial Intelligence and Deep Learning to provide measurably better and faster Talent Acquisition and Strategic Workforce Optimization capability to clients.
How Corporate IQ uses Artificial Intelligence and Deep Learning to provide measurably better and faster Talent Acquisition and Strategic Workforce Optimization capability to clients.
Straight Talk on Applicant Tracking SystemsKyle Lagunas
Applicant tracking systems are a necessary evil in the recruiting world. Ask most anyone in our space about their ATS and you will likely get a groan, an eye roll, and maybe an earful. Even worse, ask job seekers about their application (candidate) experiences and you often get the same response! Uh oh...
And what if you don't have a system, or need to upgrade - where should you start? How do you know what you really need so you don't fall prey to the salesperson song and dance? Applicant tracking systems are a significant investment of time and resources, not to mention one of your biggest tools for compliance; how confident are you that you can make the appropriate business case for your ATS needs when it's time to upgrade or make a buying decision?
In this session, we discuss what to look for when it comes to selecting, as well as using, recruiting technology, as well as best practices to ensure you're making the best use of those tools. Your ATS is a reflection of your employment brand, so we'll also spend some time on caring for the job seeker/candidate experience, as well as the experience and expectations for the recruiter and hiring manager.
Next generation supply chain - Innovation Spotlight: TheJobPostTALiNT Partners
Howard Flint, Advisor, TheJobPost
The way employers work with recruitment agencies is radically changing. The era of static Preferred Supplier Lists (PSL’s) is over. Talent acquisition teams want to focus on direct recruitment and only use recruitment agencies for specialist roles. This means building agile agency supply chains where they can find and contract with the best agency consultants quickly and easily. We will explore how innovative talent acquisition teams are leveraging platforms and data to build, engage and manage their high-performing recruitment agency supply chain.
Journalistic Branding on Twitter: An Exploratory Study of Australian JournalistsAxel Bruns
Paper by Folker Hanusch and Axel Bruns, presented by Folker Hanusch at the International Communication Association Conference in Fukuoka, Japan, 9-13 June 2016.
Anna ger tips och exempel på vad upplevelser idag innebär i en digifysisk värld och hur det i slutändan påverkar affären och varumärket.
Anna Lindqvist, VP Creuna Göteborg
Straight Talk on Applicant Tracking SystemsKyle Lagunas
Applicant tracking systems are a necessary evil in the recruiting world. Ask most anyone in our space about their ATS and you will likely get a groan, an eye roll, and maybe an earful. Even worse, ask job seekers about their application (candidate) experiences and you often get the same response! Uh oh...
And what if you don't have a system, or need to upgrade - where should you start? How do you know what you really need so you don't fall prey to the salesperson song and dance? Applicant tracking systems are a significant investment of time and resources, not to mention one of your biggest tools for compliance; how confident are you that you can make the appropriate business case for your ATS needs when it's time to upgrade or make a buying decision?
In this session, we discuss what to look for when it comes to selecting, as well as using, recruiting technology, as well as best practices to ensure you're making the best use of those tools. Your ATS is a reflection of your employment brand, so we'll also spend some time on caring for the job seeker/candidate experience, as well as the experience and expectations for the recruiter and hiring manager.
Next generation supply chain - Innovation Spotlight: TheJobPostTALiNT Partners
Howard Flint, Advisor, TheJobPost
The way employers work with recruitment agencies is radically changing. The era of static Preferred Supplier Lists (PSL’s) is over. Talent acquisition teams want to focus on direct recruitment and only use recruitment agencies for specialist roles. This means building agile agency supply chains where they can find and contract with the best agency consultants quickly and easily. We will explore how innovative talent acquisition teams are leveraging platforms and data to build, engage and manage their high-performing recruitment agency supply chain.
Journalistic Branding on Twitter: An Exploratory Study of Australian JournalistsAxel Bruns
Paper by Folker Hanusch and Axel Bruns, presented by Folker Hanusch at the International Communication Association Conference in Fukuoka, Japan, 9-13 June 2016.
Anna ger tips och exempel på vad upplevelser idag innebär i en digifysisk värld och hur det i slutändan påverkar affären och varumärket.
Anna Lindqvist, VP Creuna Göteborg
Semantic Interoperability in the Labour Market - Martin le Vrang, Team leader...Textkernel
This presentation was held by Martin le Vrang at Textkernel's conference Intelligent Machines and the Future of Recruitment on 2 June in Amsterdam.
The European Commission is developing a multilingual classification of European Skills, Competences, Qualifications and Occupations (ESCO). This common reference terminology will enhance the functioning of the labour market, help to build an integrated European labour market and bridge the communication gap between work and education/training. ESCO is part of an emerging Semantic Web in the labour market and the education and training sector. Job vacancies, CVs and training curricula would no longer just be documents, but standardised sets of data which can be reused in job matching, HR systems, for career guidance tools or in statistical applications.
Robots Will Steal Your Job but That's OK - Federico PistonoTextkernel
Presentation of researcher and entrepreneur Federico Pistono, author of "Robots Will Steal Your Job, But That's OK", that was held at Textkernel's conference Intelligent Machines and the Future of Recruitment on June 2nd in Amsterdam.
At the end of this slide deck, you can also find the YouTube recording.
Outline:
Over the past four years, headlines warned us that a wave of joblessness is coming. They claim that advances in robotics, machine learning, and automation are ushering in an era of unprecedented change. Do these concerns reflect reality?
Some claim that we have seen this story before, and that we have nothing to worry about. Others think that this time is different, and that we're about to experience the most dramatic shift in modern economic history, one for which we are not prepared. But what is the real risk of technological unemployment? How will it affect the job market, recruitment, and the economy at large?
In this presentation, Federico Pistono separated the myths from reality by presenting the state of the art and forecasts of machine intelligence and its economic impact.
Leveraging Lucene/Solr as a Knowledge Graph and Intent EngineTrey Grainger
Search engines frequently miss the mark when it comes to understanding user intent. This talk will describe how to overcome this by leveraging Lucene/Solr to power a knowledge graph that can extract phrases, understand and weight the semantic relationships between those phrases and known entities, and expand the query to include those additional conceptual relationships. For example, if a user types in (Senior Java Developer Portland, OR Hadoop), you or I know that the term “senior” designates an experience level, that “java developer” is a job title related to “software engineering”, that “portland, or” is a city with a specific geographical boundary, and that “hadoop” is a technology related to terms like “hbase”, “hive”, and “map/reduce”. Out of the box, however, most search engines just parse this query as text:((senior AND java AND developer AND portland) OR (hadoop)), which is not at all what the user intended. We will discuss how to train the search engine to parse the query into this intended understanding, and how to reflect this understanding to the end user to provide an insightful, augmented search experience. Topics: Semantic Search, Finite State Transducers, Probabilistic Parsing, Bayes Theorem, Augmented Search, Recommendations, NLP, Knowledge Graphs
PowerPoint Presentation of ihrDesk.
An online recruitment website that aims to bring job opportunities closer to jobseekers.
post a job or upload resume now at www.ihrdesk.com
Catch! Workshop concept 2 - Improving travel plan monitoring with better, mor...Peter Lindgren
At the Catch! Transport Systems Innovation Workshop, Team B explored how better quality travel data can deliver more effective travel planning initiatives.
LinkedIn Strategies for Recruiting: A Case StudyKara Yarnot
Presented at Social Recruiting Strategies Summit in July 2013.
LinkedIn has quickly become one of the most effective tools for social recruiting and the company adds new products and features on a regular basis. How do you know which LinkedIn products will deliver they greatest ROI for your business? Join Kara Yarnot, founder of Meritage Talent Solutions, for a case study of LinkedIn implementation at a FORTUNE® 500 company. Yarnot will discuss the effectiveness and adoption of products like LinkedIn Recruiter, job postings, Work With Us ads, Sponsored Jobs, Platinum Careers Page, Follow Company ads, and much more.
Takeaways include:
• An overview of LinkedIn products
• Results and metrics you can use to measure LinkedIn product effectiveness
• LinkedIn product recommendations based on your company’s social recruiting strategy
ConnectIn London: From Traditional to Strategic Talent AcquisitionLinkedIn Europe
This presentation is from our recent ConnectIn London event where Transport for London & Mark Group shared their story and next steps on evolving their approach to a strategic talent acquisition model. Follow the conversation at #intalent.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
Antony Collard Deputy Director, Digital Delivery - HMRC
HMRC, the UK’s Tax Authority, is on an ambitious journey that aims to make it the most digitally advanced tax authority in the world.
Programmes such as Making Tax Digital for Individuals, and Making Tax Digital for Business will transform the ways in which customers of every hue engage with tax, benefits and wider services.
Exploiting open source software and cloud technologies in delivery, and actually talking to customers in design, this session will give you an overview of how HMRC has gone from being the archetypal paper-based government organisation to one that is striving to make life easier for customers by exploiting digital technology.
Hiring Hacks: Beyond the Buzzword – How to Improve your Candidate ExperienceGreenhouseSoftware
Are you curious what makes a great candidate experience?
Candidate experience may be a bit of a buzzword. We get it.
But did you know that a great candidate experience can improve your quality of hire by 70%?
It starts from the moment the candidate looks at the job on your careers page and continues through every step of the hiring process.
Join Checkr and Greenhouse to learn:
- Why candidate experience matters
- 3 key elements that drive a memorable candidate experience
- How new software tools are redefining what a modern candidate experience looks like
Textkernel Emerce eRecruitment - 6 april 2017 Textkernel
Maakt Artificial Intelligence het werk van de recruiter straks overbodig? In tegendeel! In een krapper wordende arbeidsmarkt wordt recruitment en tijd voor de kandidaat steeds belangrijker. In deze presentatie geven we een korte introductie over AI en laten we zien waarom het juist voor recruitment belangrijk is en hoe het je helpt beter te sourcen en te matchen. We sluiten af met interessante klantcases van o.a. USG People en CERN.
AI Reality: Where are we now? Data for Good? - Bill BoormanTextkernel
At Textkernel's conference Intelligent Machines and the Future of Recruitment on 2 June 2016, recovering recruiter Bill Boorman took a look at the AI landscape now, defining fact from fiction and wishful thinking.
At the end of this slide deck, you can also find the YouTube recording.
Pablo de Pedraza: Labor market matching, economic cycle and online vacanciesTextkernel
Pablo de Pedraza's presentation at Textkernel's Conference Intelligent Machines and the Future of Recruitment on 2 June 2016.
The number of job openings, or vacancies, is an important indicator of the state of the economy and the labour market. They are extensively used by institutions and in academic papers to calculate the Beveridge Curve or estimate the matching function, center pieces of macroeconomic models studying labor markets. Vacancies can be measured using administrative registers, surveys to employers, advertisements in printed press or using online advertising.
This presentation is divided into two sections. In the first one we study the Dutch Beveridge curve and the matching function using the number of vacancies inferred from a survey to employers conducted by the Dutch Central Bureau of Statistics (CBS) from 1997 until the end of 2014. We obtain conclusion about matching process before and after the Great Recession.
In the second section we compare number of vacancies inferred from CBS vacancy data with the number of vacancies posted online. According to CBS data, the number of vacancies increases during positive shocks and goes down during negative ones. We can observe the number of web vacancies posted online from 2006 until today and compare them with CBS data during a complete economic cycle.
Results show a positive time trend in the number of online vacancies and negative time trend in the number of vacancies inferred from a survey. We show that both series reflect very similar economic reality once we account for both trends. We settle our future research lines focusing on exploring the sources behind both trends and how they compare across sectors.
New Developments in Machine Learning - Prof. Dr. Max WellingTextkernel
Presentation from Prof. Dr. Max Welling, Professor of Machine Learning at the University of Amsterdam, at Textkernel's Intelligent Machines and the Future of Recruitment on June 2nd in Amsterdam.
At the end of this slide deck, you can also find the YouTube recording.
Due to increased compute power and large amounts of available data, machine learning is flourishing once again. In particular a technology called deep learning is making great strides maturing into a powerful technology. Max Welling briefly discusses variants of deep learning, such as convolutional neural networks and recurrent neural networks. But what lies around the corner in machine learning? He will discuss the three developments that in his opinion will become increasingly important:
1) Learning to interact with the world through reinforcement learning,
2) Learning while respecting everyone's privacy, and
3) Learning the causal relations in data (as opposed to discovering mere correlations).
Together, they represent the "power tools" of the future machine learner.
Dr. Gábor Kismihók: Labour Market driven Learning AnalyticsTextkernel
Dr. Gábor Kismihók's presentation at Textkernel's Conference Intelligent Machines and the Future of Recruitment on 2 June 2016.
Learning analytics is an emerging discipline in education, aiming at analysing (big) educational data in order to improve learning processes. In this talk, Dr. Gábor Kismihók will give an overview about the main challenges of this field, with a special emphasis on bridging the education - labour market divide.
The Agile Future of HR and Talent Acquisition - Prof. Dr. Armin Trost Textkernel
Presentation from Prof. Dr. Armin Trost, Author, Consultant and Professor at Furtwangen University, at Textkernel's Intelligent Machines and the Future of Recruitment on June 2nd in Amsterdam. At the end of this slide deck, you can also find the YouTube recording.
Human resource management in the 21st century will have little to do with what has been promoted in recent years or decades and written in the text-books. Instead of finding “the right people, at the right time and at the right place” we will make the employees and their individual preferences, talents, life plans, and ambitions the focus of attention.
We will say goodbye to mechanistic, technocratic, and often bureaucratic approaches. They fit in a past that was stable and predictable. If you regard your employees as your most valuable asset, you will give them freedom, trust, and responsibility. Moreover you will appreciate individuality and individual life-plans.
Human resources management will therefore deal less with hierarchical processes, systems, responsibilities, KPIs, etc., in the future. Rather, it will be about how to empower teams to think on their own responsibility, communicate, collaborate, learn, and develop their talent in the long term.
HR-Technology will be there to make the life of managers and employees easier instead of supporting the HR-function only. For instance, in the area of recruiting all this will lead to a more intense usage of social networks, artificial intelligence, big data, data mining etc.
Set the Hiring Managers’ Expectations: Using Big Data to answer Big Questions...Textkernel
Presentation by Abdel Tefridj at Textkernel's Conference Intelligent Machines and the Future of Recruitment on 2 June 2016 in Amsterdam.
Abdel shares some client scenarios when data was the key element in the decision making process for recruitment challenges. You can become a better partner with hiring managers when they are informed about the latest trends in the marketplace using supply, demand and compensation data. Learn how to use big data to make you a stronger leader and contributor.
Human > Machine Interface - The future of HR | Perry Timms, Founder & Directo...Textkernel
Presentation by Perry Timms at Textkernel's conference Intelligent Machines and the Future of Recruitment on 2 June 2016 in Amsterdam.
With a spotlight on AI; VR/AR; robotics, automation, machine learning and quantum computing, what does this mean for the world of work, jobs and human endeavour?
More so, what does it mean to the technophobia often present in HR? There’s a thought that HR doesn’t even really get the technology that’s being used now and is having a profound effect on where, when and how people are working. And no, self-service cloud-based HR systems doesn’t mean the profession is anywhere near to being tech savvy. That’s low level labour realignment and marginal process improvement.
My fear - as an HR professional aware of and experimenting with technology constantly - is that my profession is already WAY BEHIND the curve so how will HR practitioners cope with the latest array of digital disruption?
Join me in finding out how I believe we can upgrade HR’s thinking and doing for the digital age of work.
How semantic search changes recruitment - Glen CatheyTextkernel
Presentation by Glen Cathey, SVP Talent Strategy and Innovation at Kforce, at Textkernel's conference Intelligent Machines and the Future of Recruitment on 2 June at the Beurs van Berlage in Amsterdam. At the end of this slide deck, you can also find the YouTube recording.
Without semantic search, recruiters searching for potential candidates only see a fraction of available and relevant results and unknowingly exclude qualified candidates unless they understand and employ advanced methods of manual information retrieval. In this keynote, Glen Cathey will explain how semantic search has specifically impacted recruitment today and how further advancements will impact recruitment in the future.
The Role of Public Innovation and the Impact of Technology on Employment - Re...Textkernel
Presentation by Reynald CHAPUIS, Director of innovation and Corporate Social Responsibility at Pôle Emploi, at Textkernel's conference Intelligent Machines and the Future of Recruitment that was held on 2 June 2016 at the Beurs van Berlage in Amsterdam.
Reynald Chapuis presents Pôle emploi, a key player in the French Public Employment Service, and its innovation system through multiple and collaborative platforms. He presents 3 case studies on how Pôle emploi uses data, artificial intelligence and machine learning for the benefit of job advisors and jobseekers.
It’s all about Technology... oh wait! It’s not - Balazs ParoczayTextkernel
Presentation from Balazs Paroczay, Head of Recruiting Strategy and Innovations, Randstad Sourceright EMEA, at Textkernel's conference Intelligent Machines and the Future of Recruitment on 2 June in Amsterdam.
Due to digital technology revolution, sourcing for good candidates is basically not a challenge anymore. There are search plugins but also productivity tools, document and data-grabbing, parsing and matching, email verification, image search and soon-coming face recognition applications, click-rate or any-other-type data analytics softwares (trillions of them!), and it looks like the core competitive advantage of a top sourcer is solely on his toolkit nowadays.
This is however a trap, I believe, and we definitely need to avoid to let technology ultimately drive our thinking when building a sourcing function.
During my session I will share how we have embedded technology within Randstad Sourceright’s EMEA Sourcing Centre. How we made choices on when and when not to buy tech and where the human part is proved to be a still greater asset than any other tools or techs on the market.
Intuition's Fall from Grace - Algorithms and Data in (Pre)-Selection by Colin...Textkernel
On 2 June during Textkernel's conference Intelligent Machines and the Future of Recruitment, Colin Lee presented his work on the automated preselection of applicants. For this research he used data from Connexys from 441,768 applicants at 48 companies, in combination with Textkernel parsing and normalization, to develop an algorithm that predicts which applicants get invited to a job interview. Colin explains the logic behind his approach and discusses potential future applications.
Uw database als waardevolle sourcing toolTextkernel
Maak van je kandidaten-database je meest waardevolle sourcing tool
Je kandidaten-database is een waardevolle sourcing tool. Beperkte zoekopties in recruitmentsystemen zorgen ervoor dat de database niet optimaal gebruikt wordt. Ontdek hoe je de waarde van je recruitmentsysteem maximaal kunt benutten. Aan de hand van praktijkcases laat Gerard Mulder, CCO bij Textkernel, zien hoe semantische technologie je bestaande database kan omzetten in een efficiënte sourcing tool, door: - meer sollicitaties met een gebruiksvriendelijk sollicitatieproces - krachtige semantische zoeksoftware - automatische aanbevelingen van matchende kandidaten op je vacatures.
Over Gerard Mulder
Als commercieel directeur sinds 2005 heeft Gerard Mulder Textkernel helpen opbouwen tot een succesvolle internationale onderneming. Gerard heeft passie voor recruitment-innovatie en technologie. Hij begrijpt de behoeften in de veranderende markt en samen met het team creëren ze technologie voor de toekomst van global recruiting.
Textkernel Talks - Neo4j usage in TextkernelTextkernel
by Alexey Shevchenko, PHP developer at Textkernel.
Textkernel organises monthly Textkernel Talks; technical and practical presentations from research and industry specialists. Topics can include Topics involve NLP, IR, Deep Learning, Semantic Search, LTR and more.
This presentation was held at the joint event with GraphDB Meetup on Wednesday 9 December.
Join the Textkernel Talks meetup group (http://www.meetup.com/textkernel-talks/) to stay informed of all events.
Ideas for meetup events at Textkernel? Contact us via talks@textkernel.nl.
Innovatie en de Candidate Experience (Textkernel) - Recruitment Innovation EventTextkernel
Dit is de presentatie van Gerard Mulder van Textkernel over Innovatie en de Candidate Experience op het Recruitment Innovation Event op 12 oktober 2015 van Recruiters United.
Textkernel talks - introduction to TextkernelTextkernel
by Darko Zelić, Software Engineer at Textkernel.
Textkernel organises monthly Textkernel Talks; technical and practical presentations from research and industry specialists. Topics can include Topics involve NLP, IR, Deep Learning, Semantic Search, LTR and more.
This presentation was held at the first event on Thursday 3 September.
Join the Textkernel Talks meetup group (http://www.meetup.com/textkernel-talks/) to stay informed of all events.
Ideas for meetup events at Textkernel? Contact us via talks@textkernel.nl.
Jobfeed rapport: De Nederlandse online arbeidsmarkt in Q1 2015Textkernel
Het aantal vacatures in het eerste kwartaal van 2015 is met 19% gestegen. Dat blijkt uit cijfers van Jobfeed, de Big Data tool voor vacatures van Textkernel, die alle online vacatures geplaatst in Q1 2015 heeft verzameld, ontdubbeld en gecategoriseerd.
In dit rapport vindt u de analyse van de vacaturedata in het eerst kwartaal van 2015. Het rapport bevat cijfers over vacaturedata, vacatures per beroepsklasse, branche, opleidingsniveau en provincie.
Voor meer informatie, bezoek www.jobfeed.nl.
Etat des lieux de l'offre d'emploi en ligne - Q1 2015Textkernel
Jobfeed publie aujourd'hui une infographie sur l'état des lieux du marché de l'emploi en ligne au Q1 2015. Cette étude se base sur l’analyse de près de 3.3 millions d’offres d’emploi (1.4 millions d'offres uniques) collectées par Jobfeed entre le 1er janvier et le 31 mars 2015.
Op donderdagavond 5 maart vond in Gent de officiële en exclusieve voorstelling van Jobfeed België plaats.
Jobfeed, de toonaangevende Big Data tool voor vacatures is nu, na Nederland, Duitsland en Frankrijk ook beschikbaar in België.
In 2003 startte Textkernel met het samenvoegen van vacature-informatie voor matching- en analysedoeleinden onder het label “Jobfeed”. Inmiddels is Textkernel marktleider in dit domein in Nederland en is Jobfeed gaan uitbreiden naar andere Europese landen zoals Duitsland, Frankrijk en nu ook in België.
De voorstelling van Jobfeed België werd georganiseerd door HRLinkIT en Textkernel.
http://hrlinkit.be/
http://www.textkernel.nl/
2. Around 100,000 people are
employed via USG People every
day with around 15,000 clients
through our network of 4,800
employees in 725 branches in
4 countries.
This makes USG People one of
the largest players in the
EuropeanHR market with a
turnover of € 2.6 billion in 2015.
10. The results of the introduction of GUS :
• A major reduction on our expenses for job ads on the
traditional job boards
• More than 200,000 visitors every month, 43% returning
visitors
• Between 16,000 and 20,000 applications every month;
• Our Star Brands placed approximately 7% to 10% of
these candidates
• Relevant insights on the labor market
11. • The Star Brands still make costs for subscriptions to job
boards for the access of resumes
• The use of our own front office application for search and
match is poor
• Handling the enormous amount of applicants in an
efficient, effective and fast way
• The scarcity of high qualified personnel
• The full embracement of management to share databases
between Brands
12. • Every applicant applies on 2.6 different vacancies of 1.5
different brands
• Applicants use 6 different job boards in there search for a
new job. Two-thirds is doing that daily
0% 20% 40% 60%
1 brand
2 brands
3 brands
4 brands
64%
22%
12%
2%
Cross brand applications
• The willingness to share is improved by providing insights
13. Based on a requirement list generated by a group of heavy
users of job boards and Linkedin ,Textkernel’s CV Search was
selected on:
• Intuitive and user friendly interface
• Quick implementation
• Semantic search
14.
15. After introduction mid February these are the numbers
• 350,000 resumes available
• 1,200 users
• 15,000 searches a week
• 2,500 to 3,000 new resumes every day
• 1,800 placements so far
• Most searched function: Callcenter agent
• Cross label placements: 227 versus 225
18. Further development of CV Search with for example:
• Pre matching on vacancies of the branches;
• Create an interface with our front office application to add
the selected candidates automatically;
• Adding extra relevant internal data sources;
• Connecting external data sources such as Indeed or
Linkedin’s public profile.
Editor's Notes
USG People is one of the largest HR companies in the Benelux, with a revenue of 2.6 billion euro
Our main markets are the Netherlands, Belgium, France and Germany
Our main products are temping, secondment and Recruitment and Selection
After a big restructuring of our many brands in 2014 we created 4 Star Brands
Start People for General Staffing
Unique and Secretary Plus for specialist staffing
And USG Professionals for secondment
Since 2015 USG People has started to build up a portfolio of online business solutions with Adver Online, Endouble, Blue Carpet and Connecting Expertise
They are all topplayers in their specific market.
Why did we start with Gus in 2010
At that time we had 17 different brands with a total of 6.000 up to 7.000 vacancies online
High costs and heavy reliance on paid job boards (at the start of Gus our spend was over 2.5 million)
We noticed changing habits of candidates, more and more they started to use Google as starting point for their search instead of job boards
The smaller brands had need for More and better candidates
We also wanted to create a platform for testing innovations
Basic Assumptions at the start of GUS
Simplicity for the user: 1 search
Simplicity for search engines: only HTML, no frills
Based on the science of how people search
Gus stands for Google us
Here you see the homepage. After creating Gus we were one of the bigger job boards in the Netherlands.
And as in others market as well, size matters.
This is the result page after a search
This is the vacancy detail page
On the left side you’ll see similar jobs based on affinities
At first we tried to get a high ranking in Google, in line with the strategy of GUS.
But we noticed that it was very difficult to get passed Indeed and other crawlers or freemuims
So, we changed the strategy to join these jobboards. From big generic sites and crawlers to very specific niche sites like jobs in IT or Transportation
And now our vacancies are available on more than 50 different job boards
We used the GUS platform to introduce and test new features
Such as speech to search
It was the first job board with autosuggest and instant search
We enabled for our candidates on mobile devices to put in an application with a resume via dropbox and Linkedin. 35% of the traffic is from mobile devices.
And we put in the feature for web reading, this mainly used on mobile devices
The possibility to draw your own search area instead of the traditional zip code with a radius
Based of the enormous amount of information we have gathered over the past years, we have created a tool for local labor market information.
The tool gives insights on scarcity in a function, salaries, education levels, age gender etc.
Our consultants use this information in conversations with our clients about the difficulties to fulfill a vacancy.
With this information we also support our customers for instants at localization of a new callcenter
In 2010, at the start of GUS, our yearly expenses for jobboards was around 2.5 million euros
Nowadays the spend for jobs adds is reduced to zero
In 2015 the revenue on the placed candidates for the GUS Platform was approximately 50 million euros
These results were very nice but for 2016 we are facing new challenges
Not only were we still dependent on job boards, but 50% of the résumés found on these job boards were already in our systems
The front office application used at the branches is more focused on the administrative process then in search and match. That means also that a consultant only puts in the system what he needs.
For instance if a consultant needs a call center agent, he doesn’t put in that the candidate has a driving license
Customers demand more for less, that means we have to increase our efficiency
In total all the Star Brands within USG People receives 40.000 up to 50.000 applications per month stored in all different systems.
That calls for one central database that contains all the resumes USG People receives.
But our management was very afraid that consultants would loot candidates from each other.
They still thought that the database was a goldmine.
So how did we cope with this situation?
How did we cope with these challenges. We used information gathered on the platform
On Gus we saw the one third of the candidates applied for vacancies of more then one Brands, so there is no exclusivity on these candidates
We’re conducting continues survey’s among the applications on there a application behavior
So, we know that every application on our jobboard is also visiting 6 others jobboard.
Two-thirds is doing that on a daily basis
And only a small percentage of the online applications is placed on a job.
After an intensive board meeting and other discussions on open databases
we finally got a go for a USG People central CV Database platform
So we started to organize workshops with heavy users of CV databases and Linkedin within our company.
And asked them to design their ideal platform for CV Searching
Based on these requirements we looked at 3 different tools and eventually choose for Textkernels’ CV Search
There should be no extensive training needed, consultants can work with it right away
Semantic search: providing consultants not only with candidates the thought about but also providing them with useful suggestions
For instance if you look for a office manager the platform also provide you with resumes of executive assistants.
And the looting of each others candidates hasn’t happened yet.
Start People made 227 placement with candidates that applied on a vacancy of Unique
And 225 Start People applications were placed by Unique.
Also the smaller brands and specialties took advantage of the many easy accessible resumes available
We have held a survey by the consultants in which we asked questions about the usability. Also in comparison with the CV databases they use today such as Monsterboard
And nearly 75% find the usability of CV Search very well.
So far we are very satisfied with CV Search
Besides a good search tool on our resumes we also got al lot of data available for instants about the carreer paths of more then half a million people.
So, if we are searching for a call center agent and they are very hard to find, perhaps we could start looking for other suitable candidates by looking at the
previous jobs of call center agents.
Here are the examples of call center agents and process operators
But we can also help candidates who are looking for a next job opportunity based on their current job.
We are started a pilot with a few of our branches.
The wish of our branches is that CV Search matches relevant CV’s directly on the vacancies the want to publish online
The final conclusion is that CV Search has been an accelerator for the discussion on open databases.
The willingness to share has grown and fear of looting unfounded.
Thank you for listening and if there are any questions, please let me know