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Intelligent Resumes Indexing & Search (IRiS)

 Intelligent Resume Indexing & Search (IRiS)
Improving Recruiting Productivity
In an 10+ hour day, you meet with hiring teams, brief agencies, review employee referrals, search and analyze resumes, interview candidates, make offers and keep detailed records.
 
Spend less time in front of a computer and more time with hiring teams and candidates.
Our service dramatically shortens the time between identifying a need and finding the right candidates. Submit a job description and within minutes, a sequenced list of high quality resumes appears with skill summaries and keywords highlighted throughout the resume.
 
From Convenience to Competitive Advantage
Intelligent Resumes Indexing & Search (IRIS) is initially seen as a convenience. It greatly shortens the time it takes to respond to a hiring team with high quality candidates. After a few weeks, clients report that IRIS is finding candidates that would otherwise be hidden using conventional search methods. For example, patent and trademark attorneys have similar skills. While a conventional search may focus on patent attorney, IRIS is capability-based. We uncover high quality candidates across a wide spectrum of industries and position titles.
 
Our clients report a competitive advantage with IRIS — depth of candidate expertise, ability to find hidden talent, opportunity to sole-source candidates and continuous improvement of interview-to-hire metrics. Furthermore, recruiters actively participate in workforce planning, anticipate upcoming needs and respond with top candidates before hiring teams engage with a specific job requisition.
 
Recruiters are the most important part of the hiring process. If we can spend more time with hiring teams, get ahead of their expectations and respond quickly with outstanding candidates, everyone wins. The candidate stays in the position longer, having found the perfect job. Recruiters are exceeding hiring team expectations. And companies fill critical positions faster and for less cost.
 
Simple to Use
We have lived the recruiting experience firsthand. We know what it's like to present candidates and have them turned away because it does not "feel right" to hiring teams. We also know what it's like to get less than adequate information for a job description. We know how important it is to keep in constant contact with candidates as they go through the process. And, we understand candidates underestimate the recruiter's input and role in the final hiring decision.
 
Recruiting cannot be dictated by technology. With mounting regulations (OFCCP), additional reliance on employee referrals and agencies who cannot get enough input, recruiters have never been busier. Adding an applicant tracking system, with hundreds of fields and never ending needs for documentation can overwhelm the best of us.
 
This is why it was so important to us, personally, not to add to your workload. Our clients report tremendous timing savings with IRIS and often comment they start their day with a cup of coffee and our resume feeds. They reduce time on job boards by 90%+. And they report sending better candidates 100% of the time to hiring teams, because they have more time to properly screen each candidate.

 IRiS Features
Resumes Feeds
One of the least productive aspects of HR technology is the learning curve and lack of an intuitive user interface. IRIS has no interface. You can submit job descriptions via email, work with our team to perfect your pipelines and receive all resumes via a simple feed. If you can check email, you can use IRIS. It works exactly the same and appears right alongside your Inbox. Or if you prefer RSS, we can present your feeds inside your intranet, in a reader, like Google Reader, or on your mobile phone.

And you set the quantity and quality of resumes for each job description. If you only want the top ten candidates in a 24 hour period, we can do that. Or perhaps you would prefer resumes that only score 90 and higher. And we highlight all the key qualifications from the job description, making it easier for you to screen resume contents. Finally, a candidate summary at the top of each resume provides years experience for the candidate's top skill areas, average years worked at each position, types of degrees and links to map the entire feed in Microsoft Virtual Earth.


Marketplace
While resume feeds are very popular with recruiters, often management would like to access all recruiter feeds without having to add each one to his/her Outlook or Lotus Notes mailbox. Here again, we believe strongly in no learning curve and a proven interface. That's why we adopted a Craigslist-like marketplace interface for resumes. Once logged in, you will see resume feeds grouped by recruiter and the number of new resumes listed next to each feed. And this interface is built specifically for your company, so all feeds are secure.

You can further filter the marketplace by choosing a geography, like New York Metro, which restricts all recruiter feeds to only candidates living in New York. Or you may want to perform a search over all resumes for risk or attorney or accountant. Within seconds, a view is built further limiting your results to only those terms. And all functionality from the feeds, including candidate summaries and mapping are part of your company's Talent Marketplace site.

For hiring that does not require direct recruiter involvement, clients will setup feeds for different parts of the organization and give hiring teams access to track those feeds. This is a way for limited recruiting resources to be used at maximum value both directly and indirectly in the hiring process.


Newsletter
While 95% of clients use our feed technology, there are some that choose to follow less critical job descriptions via our company-specific email newsletter, TalentWatch. Again, we believe in a simple interface with no learning curve. TalentWatch is no exception. Once a week, or more if you prefer, we compose a short email message listing the top five to ten candidates that match your job descriptions. And you decide which job descriptions you would like to follow via our feed technology and those that you prefer to see in a TalentWatch email.

Some clients like to use both feeds and TalentWatch. They ask for the top 10 candidates across all feeds for the week to be compiled and sent to every recruiter. If there are 50 feeds with 20 candidates each, that is a total of 1,000 qualified candidates sourced that week. Because we sequence every resume based on our algorithms, we can highlight the top ten from this entire list of 1,000 candidates and send this single list to all company recruiters. This is a reminder that candidates in this TalentWatch email not only met company criteria, but far exceed the qualifications needed for the specific position.


Mapping
Intelligent Resume Indexing & Search (IRIS) parses location information from each resume in a feed and plots it on a Global or US map. Hovering over a pushpin reveals summary information about the candidate and with a single click, recruiters can access the candidate's resume and skills summary. We can also color-code pushpins and show a recruiter's entire portfolio of feeds in a single map. Pushpin maps are very useful when your company is sourcing for specific locations. You can zoom in on certain metropolitan areas and review distance each candidate lives from your local office.

In addition to pushpin maps, we offer a heat map for each candidate feed. A heat map shows where there is a high density of candidates within a geographic area. The brighter the area glows, the more candidates reside in that location. For example, if you are looking for candidate's with security clearances, Washington, D.C. will probably glow very bright. Banking may show hotspots in Charlotte, New York City and Boston. More important, you can zoom in on a specific area and quickly gauge that most candidates in Dallas, for example, live on the north side. Heat maps are very useful for workforce planning and determining the best locations for future expansion.

 How It Works
Quick Hit
Use email each day — we can feed resumes directly to your inbox. Prefer to subscribe to resume feeds — we work with all RSS readers. Prefer to use a website — we have a clean, easy to navigate "marketplace" of resumes segmented by your job descriptions and recruiters. Prefer to see candidates on a map — we offer both pushpin-lables maps by candidate location and national heat-maps of all qualified candidates for each job description.
 
But that's just the start. At the top of each resume we list critical skills, compute average time at each position and highlight all keywords and phrases from each job description in the body of the candidate's resume. Our sophisticated algorithms grade each resume on a 100 point scale according to the job description. And you determine what score threshold needs to be met before we deliver the resume to you. Soon, you will agree -- a 100 score is a must interview.
 
Not sure about your job descriptions. No problem, we have dedicated teams that will work with you to feed the right information into our software. With a single click, you tell us if a resume does not meet expectations and we tune the process based on this feedback.
 
Best part? You can be up in running in minutes. Nothing to install. No IT department coordination. A monthly subscription that can be cancelled at anytime.
 
Nothing to Install
IT departments never sleep. They are maintaining vast systems, guarding against virus attacks and monitoring the health of your company's network. When HR comes calling, often IT does not have the resources to respond or respond immediately. For many years, IT discouraged departments from "outsourcing" technology to third party vendors. But with recent advances in technology infrastructure, IT not only embraces Software as a Service (SaaS), but encourages it.
 
We keep development costs very low, they are spread among our many clients. We always innovate our service as a way of encouraging client retention. And we can automatically feed any applicant tracking system (ATS). We have several clients who tell us that any resume scoring over a 90% automatically goes to the hiring teams. And once a client builds a pipeline, it will continue to run and send new candidates at regular intervals. We have feeds that have been running for over two years without any tuning and are generating new hires today.
 
Reporting
Intelligent Resume Indexing & Search (IRIS) collects a lot of resumes, analyzes them and builds feeds 24 hours a day, 7 days a week. We have created a management dashboard that reports on trends in talent sourcing. For example, we can determine which competitors appear most in your feeds. You may find that a high number of Dell Computer employees are candidates that make it into your company's candidate pipelines. If this is the case, we can build specific feeds that target Dell Computer. We can also track dramatic changes in candidate companies. Motorola may announce layoffs and we see a sudden spike in feed activity.
 
The IRIS Dashboard is a way to watch trends across your entire portfolio of candidate feeds. Are more candidates coming into the market? Why are we seeing a sudden jump in candidates from Atlanta? From where are you sourcing most of your candidates? As has it changed month over month, year over year. Not only is the dashboard an excellent tool for workforce planning, but often is the genesis for new feeds. As companies announce layoffs in your industry, we can create a feed within the hour that looks for candidates that match your job descriptions from these downsizing companies. And this is just one example of our Dashboard capability.