Jobscore will pay for your recruiting rejects

JobScore is a free service for managing recruiting. It adds a social angle to the process, letting recruiters share applicants.

JobScore is a newish company that can run the recruiting page for your business' Web site. It's free, and it looks like a very strong service, especially compared to the existing, paid software apps from companies like Taleo. But what I really like is that, in the future, JobScore will let you take the applicants to your jobs that you don't hire, and throw them back into the job pool so other JobScore clients can see them. More on that in a minute.

I've covered other outsourced jobs pages before, in particular JobCoin (review), which lets you put up a jobs board on your site. It helps you make money by accepting classifieds for open jobs. JobScore is different: You use it to list the jobs you have open at your company. And then JobScore goes to town on the whole recruitment thing for you.

The service will build your business' Jobs page for you. JobScore

First, JobScore will manage the workflow of handling job applications. The service offers applicants a full system for submitting resumes and cover letters. If you tell the service what's important to you, JobScore scans incoming resumes (using technology from Sovren) and ranks them. It collects notes and to-dos on each applicant and lets you flag where they are in your process, and who else in your company needs to look at the applications.

JobScore also helps you get more applicants: It will syndicate your job listings to job sites like Craigslist and CareerBuilder. And it helps you tap your own network for candidates and offer a bounty if people help you out. Import some email addresses and the service will blast them a note saying you're looking for such-and-such to hire. If you do attach a financial reward to the note, JobScore tracks the applicants that come to you via those referrals, so you know who to pay later.

JobScore is free as I just described it, but CEO Dan Arkind does have a plan to make money. It's based on all the people who apply for jobs via the system that you don't hire. Eventually, the rule for JobScore will be: Everyone you don't hire gets kicked into the JobScore pool. Their resumes then get matched with other JobScore clients' openings, and if there's a good on-paper match, the clients can get the contact info on these candidates--for a fee. That's the revenue stream. It's very clever, and Arkind is aware it will likely require some tweaking after it goes live in February. Prices for referrals are not yet set.

JobScore also organizes the influx of job applicants. JobScore

Candidates will be able to opt out of the automatic referral, and their names are not given out to hiring managers initially; they have to approve the request to get connected. Hiring managers will also be able to keep resumes from going into the pool if, for example, they expect an existing candidate might be a good match for a future position.

I am impressed with JobScore. It fills a real need for small and medium businesses, and its revenue model is original.

See also: The very weird NotchUp, which pays candidates for going on job interviews. If the recession takes hold, that model's dead.

 

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