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QJumpers: Streamlining Recruitment through Automation

Simon Oldham, President, QJumpersSimon Oldham, President
Today, one of the most challenging hurdles that HR departments have to overcome is finding and recruiting the best candidates at the right time. Furthermore, the improper implementation of applicant tracking systems (ATS) within organizations often results in reduced efficiency in the recruitment process. These challenges are leading C-suite executives to seek out solutions that can minimize human intervention in grueling tasks such as sourcing, application management, screening, interview scheduling, and more, to offer a fast, smooth recruitment process. Delivering recruitment software that utilizes highly effective job boards, web sourcing, social media channels, career sites, and talent pools, QJumpers provides businesses with an easy-to-use ATS designed with hiring managers in mind. “QJumpers’ solution assists organizations to easily, quickly, and automatically connect with the best candidates,” says Simon Oldham, President at QJumpers.

QJumpers’ secret sauce is their AI-powered Global Search and Match module that is fully embedded into their ATS. The module combines different technologies such as AI and natural language processing (NLP) to provide an efficient and automated sourcing process. When a client employs QJumpers’ solution, the Search and Match module reads the job advertisement, analyzes the key requirements for the role, and searches over 180 different social media, corporate, peer-to-peer, and other online databases and websites to find the best-suited candidates. The module utilizes NLP to analyze over six million lexicons to learn the meaning of every word within the job advertisement and put it into context. Finally, the solution creates a list that comprises the skills score of a candidate, the experience criteria, and job requirements for the vacancy.
After completing the online search based on these criteria, the solution presents the client with up to 50 well-matched candidates as well as contact details to connect with them directly.

With regard to client onboarding, QJumpers comprehensively discusses the business needs and processes of their clients to gain an understanding of their organization-specific challenges. In addition, QJumpers customizes and tailors their demonstrations to suit client needs, to show them how QJumpers’ solution will optimize the recruitment processes. The company also provides free technical and implementation support over the phone, “If a client’s got a problem, we want to be on the phone ready to answer all their queries, so that they can resolve the issue quickly and move forward with their day,” adds Oldham. A business can deploy QJumpers’ solution in their organization within a day if they need to, owing to the company’s state-of-the-art administration center that allows quick and easy implementation.

Highlighting the impact of QJumpers’ solution on a business is their success story with Toyota NZ. Initially, when Toyota approached QJumpers, the key goals were to maintain brand consistency, deliver a good candidate experience for all potential employees, and, most importantly, achieve transparency between the head office and dealerships. Apart from setting up their ATS for Toyota, QJumpers also handled training of employees at Toyota dealerships. After the collaboration with QJumpers, Toyota established full transparency across their dealerships, while offering a smooth candidate experience and brand consistency.

Looking ahead, QJumpers aims to develop an AI-powered video interviewing tool that utilizes facial and voice recognition as well as NLP to analyze answers, score them and report on an individual’s soft skills. Further, Oldham believes that in today’s economy, the shortage of skills in technical job opportunities is adversely affecting the recruitment landscape. However, with QJumpers’ system, organizations can find the best-suited candidates quickly and easily, owing to the user-centric design and AI technology. “The approach we took in the product development was to ask what clients wanted, and combined with previous experience in the New Zealand market, design a product based on their demands to facilitate a highly efficient recruitment process,” concludes Oldham.