Unique open database of jobseekers and skills streamlines matching candidates with positions based on key attributes - and it's free!
The burgeoning number of social networks and recruitment websites have made it more difficult than ever for jobseekers to be seen, heard and ultimately matched with suitable positions. This problem is frequently compounded by the fact that HR managers and recruiters are inundated with resumes from candidates who are unqualified for the position on hand. To address these and similar employment concerns on a global level, a public free-to-use database has been launched
at www.Labels.io to provide recruiters and jobseekers a smarter, easier and more effective means of matching specific experience and skills to available positions.
The site was developed on the premise that professionals are defined by three specific criteria:
- past employer portfolio
- skill sets
- personality
The new database solely focuses on providing these specific information subsets of jobseekers, foregoing the usual executive summary, functional expertise, key accomplishments and other corporate talk that so often unduly pad out multi-page resumes and CVs. Jobseekers may list, and recruiters may access, credential information completely free of charge. Only employers wishing to post job listings are charged.
“The idea to empower and aid hiring managers was born out of a sheer necessity, given how difficult it has become to find professionals with specific skills, abilities, experiences and work histories,” said Octavian Popescu, CEO, Labels.io. He added, “Three, four and five-page resumes are boring and unnecessary, diluting key information needed by employer to quickly and easily identify qualified candidates.” Popescu also pointed out that just as bad was the glut of resumes that recruiters must cull through in response to job postings, which are often completely unrelated to the position on offer—a situation exacerbated by the high unemployment rate. This situation, frequently means that the initial recruitment and screening process amid the avalanche of respondents becomes the proverbial ‘Russian Roulette’ recruiting where luck of the draw beats actual qualifications or background.
By focusing on eliciting and organising only the most critical information about jobseekers, the system aims to make key points highly visible to employers seeking particular candidate attributes. The site will also soon feature automated jobs-to-candidate matching functionality making this process even easier. The site’s keyword-rich portfolio and skill set data entries allow jobseekers to be readily found by employers looking for specific knowledge or background.
Candidates can add a personal touch by way of a “pitch” comprising one concise paragraph that showcases their personality and otherwise allows them to sell themselves as the best person for the job. Once all three sections are complete, jobseekers receive a personalised profile URL, which they can then distribute at their discretion both on their resume and via social networks and similar highly visible resources. In addition, employers and recruiting companies may create customised versions of the database based on individualised needs, and similarly promote and drive traffic to their co-branded Labels.io page.
Because the site is an open database accessible by the public at large, anyone can contact a jobseeker or employer via the provided contact form, which does not avail personal e-mail or other contact details. Users may then access a personal-profile report function to view a variety of visitor statistics, including the last 10 page visitors with referrers, top 10 referring search engine keywords, candidates’ five most valuable (i.e. searched for) skills, which skills generated the most page visits via internal site search, and other key metrics.
Popescu concluded, “With no direct competition in the marketplace and a solution with so much upside, we intend to revolutionise the field of technology recruitment.” Labels.io seems like it might just be the game changer that HR and recruiters have been looking for - check it out.
Paul Arkwright
Publisher
