Rule of thumb:

Tim, pls find time to read Great ideas!

Tuesday, June 05, 2007

5-6-2007 讀報

8:32 PM

Finished:
Capital ideas : the improbable origins of modern Wall Street
Peter L. Bernstein./ New York : Free Press, c1992. / at least 8 days

Really want to buy new booksss, but I dont have HSBC card...sucks!

至潮英語反映新世代 2007-06-05 蘋果日報 A30, 國際新聞
港大理學院報讀人數增2倍 2007-06-05 香港經濟日報 A35, 港聞, 張淑瑜
web一web：Yasaki最受地盤工歡迎 2007-06-05 蘋果日報 A21, newsApple網聞

Idea a day:
98. Develop a total solution of recuiting to SMEs.
For hugh companies, they have many resources to HR, in order to ensure hiring the best and the most suitable.

For example, they could have email / CV scanning software, to screen out all the irrelavance and unqualified automatically, after email screening, online testing of personality and logical decision could be another step of candidate choosing.

The result of all the record and testing could be stored efficiently, in case they could come in handy someday. For example, your company may in deadly short of man-power, and dont want to waste time on cumbersome multi-step processes, you could check record for suitable candidate to choose for.

But what for SMEs, with only limited HR resources, for instance, the HR manager is actually the boss?

Any ads in careertimes could attract hundred of emails and CVs, if there could be any total solution, for which all the screening and recording citeria could be talior-made by yourself, it must be very useful.

The total solution, other than the scanning and screening, it could be act as a kind of recuit planning.

All the canadidate email & CV are stored in that company's server, at one point could reduce workload on SMEs' servers / email accounts, on the other side, could help busy boss to plan for date and time for interviews, with a few clicks, boss could send template email for interview invitations.

During the interviews, busy boss could access the profile of candidates neatly, without any haze. The aptitute result of that candidate could be shown for reference from the testing statistics, to have a further judgement if the candidate could match with the culture of your company.

Of course the platform could be itself a ads platform for recuiting, or in another way, the solution could be a added value to ads platforms, like careertimes or Jijik.

Nearly all the recuitment solutions avaliable in the market is head-hunt-like or consultant-like, for which all the recuitment processes just like outsourced.

In the total solution, the whole control is in the boss. Through the web-interfaces, boss could set all the citeria for screenig CVs, the kind of tests and questions could also be tailor-made, but there could also be field-related templates to choose from. Unlike consulant-like firms, as less man-power is involved, the cost could be lowered, but at the same time, the hiring philosophy would not be distorted or affected by the culture of consulant-like firms.

Comments:

On solution / platform for SME HR:
How about feedback on interview / previous employer?
Track record and reference is the most difficult to verify and in fact most useful indicator of potential performance of each job seeker.
If there is a way for registered personels to feedback on the SME HR system on the performance of the job seekers' record, then this info should worth buying.
Question is: how to evaluate the job seeker? Then how to keep the evaluations valid?
I was thinking something like '正面誠信記錄' that was shared among registered employers.

posted by 草 @ Wednesday, June 6, 2007 at 1:30:00 PM GMT+8

Yes, it could be a effective reference checking and it should be one of the killer app of the total solution.

posted by Anonymous @ Wednesday, June 6, 2007 at 5:02:00 PM GMT+8

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