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Gediminas Vilčiauskas (left), founder of NO-CV and Per Moller, managing partner of 70 Ventures. Company photo
The concept of “open recruitment”, in which people without CVs are recruited, seems to be gaining momentum in Lithuania as well. The start-up NO-CV, which offers these services, attracted an investment of 320,000 Eur.
Gediminas Vilčiauskas, the creator and developer of the idea, says that the app, launched just a few months ago, has been downloaded more than 6,000 times. It is used by 78 companies.
For job seekers, registration in NO-CV is free and advertising to the company costs from 49 Eur.
The NO-CV platform consists of two parts. One is for job seekers and the other is for employers. Companies have access to a recruitment management platform. It shows how many candidates meet the basic requirements for the jobs. Most of the selection work is done using algorithms ”, says G. Vilčiauskas.
The hiring process takes place in three stages. In the first, the user provides basic data about himself. The second stage is the application, when the employer sees the candidate’s data. At this stage a specialized questionnaire is provided. It is prepared by the company according to the individual requirements of the job.
In the third stage, the algorithms classify several candidates that the employer invites to communicate.
“This platform saves a lot of time for both parties. Recently, the selection on the platform was made by an information technology company. A total of 326 candidates were identified who met the initial requirements. 15 applied and three had end-stage interviews. The whole process took several days, when the selection in the company, with such a large number of candidates, generally took a month, ”says the start-up manager.
It adds that it takes a job applicant about a minute to register on the NO-CV app. Creating a profile in it works on the principle of markup – the user just has to add them to the selected statements.
The 70 Ventures Foundation has invested in this young business with four other business angels Robertas Šalčius, Saulius Rudokas, Gediminas Būda and Latiga Liga Treiliha.
“We see that the labor market is not yet overcrowded, the need for solutions is considerable. This investment will be used for the development of the company in Lithuania and abroad. It is obvious that the job market is already ready for change, especially when a generation that has grown up with technology enters, ”says Gytenis Galkis, partner of the 70 Ventures Foundation.
First of all, Scandinavia
G. Vilčiauskas also mentions that the main objective is to test the business model and establish it in Lithuania. Future plans: the Scandinavian market and, later, Western Europe.
The idea for this type of platform, according to the entrepreneur, arose from personal experience. The man ran an information technology company for 13 years, which he sold to a Scandinavian company.
“The first known biography in history was written by Leonard da Vinci. And little has changed in this area since then. I know from experience that nobody likes to write resumes and nobody likes to read them. So I was wondering: why, In modern times, we still do it the same way we did five hundred years ago? ”says the founder of the startup.
VŽ recently wrote that the concept of “open hiring” is beneficial when it comes to quickly hiring employees who do not need specific skills to perform tasks. This method of hiring focuses solely on a person’s potential and willingness to work.
Harvard Business Review emphasizes that this hiring practice is best suited for companies in the manufacturing, retail, and food industries, where new team members can be trained on the job.
Lithuanian trading companies quite frequently use the “open contracting” method.
Ernesta Dapkienė, Director of the Communication and Image Department at Maxima, VŽ comments that CVs from store employees, logistics employees or food production employees rarely receive from candidates. In the “carrera.maxima.lt” section of the company website, next to the indicated job postings, there is the opportunity for job applicants to fill out a short questionnaire or to call the recruiting managers directly.
The company also has other personnel search tools. For example, the “Bring a Friend” program, where existing company employees receive bonuses for found colleagues.
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