I expect over the long haul we will see models like itzbig really take hold with the “new” ultra-wired job seeker and working professional.

And Ray Schreyer — is jobcentral your answer ;-)

What is you’re open to relocating to any number of areas, so the fact that itzbig is NOT in your local area is sort of irrelevant?

It seems that you haven’t accounted for that fact.

It also seems that you haven’t accounted for a number of job titles that don’t seem to fit a fairly limited number of boxes for which you have provided. . .while offering “other” is boring, tedious, and DOES obtain to a lot of junk, it MIGHT be a good idea to offer it anyway. . .yeah, occasionally you’re going to mine nothing but dirt. . .but, after all, diamonds are found in dirt too. . .I’m just saying.

Warm Regards,

James.

What is you’re open to relocating to any number of areas, so the fact that itzbig is NOT in your local area is sort of irrelevant?

It seems that you haven’t accounted for that fact.

It also seems that you haven’t accounted for a number of job titles that don’t seem to fit a fairly limited number of boxes for which you have provided. . .while offering “other” is boring, tedious, and DOES obtain to a lot of junk, it MIGHT be a good idea to offer it anyway. . .yeah, occasionally you’re going to mine nothing but dirt. . .but, after all, diamonds are found in dirt too. . .I’m just saying.

Warm Regards,

James.

What is you’re open to relocating to any number of areas, so the fact that itzbig is NOT in your local area is sort of irrelevant?

It seems that you haven’t accounted for that fact.

It also seems that you haven’t accounted for a number of job titles that don’t seem to fit a fairly limited number of boxes for which you have provided. . .while offering “other” is boring, tedious, and DOES obtain to a lot of junk, it MIGHT be a good idea to offer it anyway. . .yeah, occasionally you’re going to mine nothing but dirt. . .but, after all, diamonds are found in dirt too. . .I’m just saying.

Warm Regards,

James.

For example, EU privacy and data protection laws may limit or forbid computer decision making – and deductive ranking systems seem likely to fall into that description. Our own OFCCP rules may preclude systems that do not expose all material search criteria to end-users if they are being used for selection purposes.

And practically speaking, like a clock that tells the wrong time randomly a few times a day, end-users of these systems may likley be no more comfortable that good matches are being missed than they are with current systems. The work that experienced recruiters do toward creating, defining, and filtering the ‘requirements’ themselves is often underrated; in other words, recruiters can and do find a variety of different winning ‘matches’ with the same sets of candidates and roles.

Amid the several interesting concepts itzbig are pushing, I think the notion of better matching is the one with the highest sales-hype content.

I see people buying systems every day based on the idea of better machine matching- many firms offer it as their central value- and I have yet to see best practices or even success stories about the technology. Would I would love to see is serious academic work to judge the value of actually deployed deductive matching systems compared to simple surfing or other inductive methods. I have a feeling that most of the real work is being done by the latter, even where the systems are available.

First of all, we’re 100% with you that recruiting is a person to person endeavor. We have experienced recruiters here at itzbig with a deep appreciation for the recruiting profession.

The reason we started itzbig is to help recruiters and candidates dramatically improve on the experiences offered by current job boards. As we all know, the advertising boards are massively inefficient – they lead to a large number of mismatched candidates and they don’t offer a feedback mechanism on how candidate interest aligns to the opportunity. Also, with job postings just acting as glorified newspaper ads, there’s no way recruiters can begin sourcing ahead of when a position opens up. This means they are always playing catch up. The end result of all this is that recruiters have to spend too much of their time sourcing and they don’t have enough time to spend on the crucial, strategic and personal aspects of their job.

itzbig is committed to providing something completely different for recruiters – here are a few examples of how:

Our matching technology helps identify the best candidates for a specific opportunity in real-time – no waiting for candidates to apply.

Our feedback features helps recruiters know how well the candidate’s interests are aligned with their opportunity.

We provide visibility control of the opportunity so they can even look at candidates for future opportunities without broadcasting that position to everyone. That means when they’re ready to pull the trigger on a search, you already have a qualified, interested and available candidate pool.

Equally as important, we provide these same types of controls to the candidates. We believe that by ensuring privacy and anonymity combined with delivering quality, relevant results, we will attract the very professionals who shy away from job boards. That means recruiters will have access to that hard to find talent they can’t get from their current sources.

In summary, we help recruiters find the most qualified candidates quickly, freeing them to spend their valuable time on the very personal roles of assessment and delivery of those candidates for their company.

On Jobster, we allow individuals to post a job at a time for free. They can also pay to have their job featured, only paying when they get candidates.

We also enable corporations like yours to get unlimited jobs featured on Jobster for a single flat fee. It’s not $10k/year, but we do have many companies paying around $5k/month for unlimited job featuring.

I am all for advances in technology but why would any corporation help build another for-profit job network that they do not own or manage? I learned my lesson the first time around…..

Thus far, NO company has come up with a solution to a very HUMAN problem. Try as they may… itzbig and the others have yet to convince many in HR that their services are the answer. In my opinion there are some good tools but nothing can replace what is ultimately a person to person process.

itzbig may have something here but its going to be years before we’ll know how successful they will be. Perhaps one of the big 3 job boards may eventually try and beef up their resume side by integration through acquisition. itzbig will need to get enough candidates in the system (plus make it easy enough to use), and ultimately that may be too costly for a VC backed company.