jobable
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if i need to recruit someone, my first thought will always be jobable .
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assistant education officer / history · government of the hong kong s. a. r. · hong kong | jobable
currently 14 - strong, jobable has a team of seven data scientists headed by a phd data expert who worked for deloitte .
cathay pacific, ua finance, asia miles, chandler macleod and many more are already using jobable to hire the best talent .
the jobable program drastically reduces injury potential and expedites the return - to - work process in workers' compensation and std / ltd cases .
luke byrne, jobable’s chief product officer says, “the jobable score is really just the start for building a relationship of trust with job seekers. ” in the near future, job seekers will receive feedback on the reasons why their score fell short against other applicants for the same position, giving them an opportunity to up - skill or improve their work experience. we don’t believe many other products and services are thinking about the job seeker’s experience in the way we are at jobable. ”
jobable is a software program that provides employers with the most advanced human resources and case management tool to achieve the most accurate job - matching and expedited return to work programs .
southeast asia, with a high growth rate in smartphone usage in the region, lacks good mobile - optimized career search platforms and this is where jobable can tap into, he says .
jobable, which now focuses on the hong kong market, has drawn 35, 000 registered job seekers since its launch in early march this year, with nearly all of them from hong kong .
“at jobable, we think about developing first on mobile; desktop can easily come later. it’s so important that you have a smartphone friendly career platform for users to apply online and view the positions, ” he explains .
richard hanson, chief executive officer, jobable says, “we want the jobable score to be the ‘signal in the noise’ for job seekers and employers. our goal is to save time for everyone involved in the recruitment process. job seekers are guided towards open positions that they have the best chance of being short listed for and being offered an interview. at the same time, hr managers and recruiters quickly identify the talent pool most suitable for the roles they are offering. ”
he aims to accelerate the process with his hong kong - based startup jobable, which he co - founded with luke byrne in 2014. backed by a machine learning algorithm, the technology automatically quantifies all relevant data points in resumes into relevance scores .
jobable provides an interactive database of the physical demands of jobs and allows physicians, insurers, case managers, therapists, or any of an employer' s own personnel, including risk managers, safety managers and human resources to directly compare a worker' s abilities to the job requirements .
whilst we’re proud to have so many of hong kong’s top employers using jobable, we wouldn’t be able to do what we do without the support of job seekers like you. that’s why we always respond to every piece of feedback you give us and why we’re always thinking of ways to improve your job search experience !
the company is aiming for jobable score to become the ‘go - to’ industry standard that any asia focused talent pool is initially assessed by. expansion to other asian countries is already in the pipeline for enhancing the recruitment process for companies and job seekers more widely. both byrne and hanson are thinking of allowing customers to access the platform and matching score through a public api .
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editor’s note: tech startups have spread to the human resources sector, banking on machines to help enterprises sort out long and complicated resumes of job applicants smartly and efficiently. data show that investments in hr (human resources) tech startups hit $ 2. 4 billion globally last year and are set to rise .
data - driven innovations have remolded the face of businesses, and have come to change the way companies hire .
former headhunter richard hanson understands the monotony and, more importantly, the inefficiency in having to manually go through thick volumes of resumes from job applicants. he believes machines can do the work faster, smartly and more efficiently .
immediately based on the scores, the most relevant positions will be recommended to job seekers, and the right candidates will be pushed to the recruiters .
hanson says the algorithm saves time for employers, especially in handling jobs that tend to draw a large number of applications, as well as for industries with a high turnover rate and having to go through the hiring process repeatedly .
previously known as hiring screen in stealth mode, the company conducted “a scientific experiment” in matching resumes and job descriptions .
it had a team of data scientists working on it over 18 months on scoring algorithm, and spoke to recruitment professionals in the industry to prove that the company’s scoring system works, hanson told china daily .
last september, the firm raised $ 800, 000 in seed funding from european and asian angel investors who showed great interest in “hr tech” startups. they saw potential in innovation in the traditional industry .
according to cb insights — a new york - based investment database — investment in hr tech startups around the world hit a record last year with $ 2. 4 billion raised although funding and deals dipped in the second half of 2015. but, the sector bounced back in the first quarter of 2016 .
hr tech startups, which range from recruitment, payroll to insurance, had a lucrative software market exceeding $ 10 billion in 2014, which is expected to grow to $ 17. 49 billion by 2019, according to india - based market researcher marketsandmarkets .
with an expanding middle class in countries like the philippines and indonesia, hanson expects an increase in demand for services that “help people get better jobs” as businesses make money and expand .
however, he admits that entering the complicated new markets in southeast asia does require time and research .
“we know it’s (going to) be different in each of these countries in how it works, ” he says .
“when we started out in hong kong, we spoke to over a hundred hr professionals and did a lot of interviews with job seekers, to try to understand the behavior of both sides. and, we’ll have to do that again when we go to the philippines and indonesia. ”
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byrne says that the scoring mechanism goes far beyond simple keyword matching, which he considers to be suitable only for the most basic jobs .
“if you want to hire a database administrator, you need to know that both oracle and postgresql are relational databases, but that mongodb, while a database, is not relational. in the same way, when hiring a maintenance technician, you need to know that a grade c electrical work certification automatically qualifies you for grade a work – but not the other way around. our algorithm has learned this, and uses this knowledge to assess the relevance of your work experience to the opening. ”
the hiring screen family, ceo is pictured richard hanson second row, second from left .
for nearly seven years, when richard hanson was working as an hr consultant in hong kong, he dealt with a daily influx of applications numbering in the hundreds, with no simple way to sort through them .
“i searched online for a solution to streamline the application flow, rather than spending hours manually sorting, ” says hanson, ceo of hiring screen. they’re a saas startup that sorts and ranks applicable candidates using big data .
for each job launch round, applicants apply directly through hiring screen’s provided link. the applications are sorted, based on metrics set by the employer. the information is then presented in a standardised format. a full analytics dashboard provides access to key metrics and statistics .
hanson, who hails from the uk, partnered up with friend and co - founder luke bynre prior to applying for the blueprint accelerator programme .
“i actually met luke when i recruited him for his previous job in hong kong, ” laughs hanson .
the team of eight recently closed us $ 800, 000 in a fundraising round from undisclosed angel investors in hong kong and europe, and is expecting to roll out a new version of hiring screen in january .
each job launch – meaning each job position a company wants to fill – is priced at us $ 75 (hk $ 580), or can be purchased in a bundle. the interface is available in english, simplified and traditional chinese .
hanson chats with e27 about his experience and how the hr industry in china could benefit from tech - based solutions .
hiring is all about the human touch, but time should be spent meeting the right people. we’re not trying to say the most relevant person is the one you should hire. it is just the narrowing down of the pool of people and having an organised system .
that would happen if someone starts an application process and his / her sole purpose is to lie. during the submission process, the programme asks direct questions as vetted by the employer to reduce this risk. some employers, for instance, require cantonese or a work visa. hiring screen will ask these questions again .
something to emphasise though on the applicant side: we also provide the applicants with feedback or at least notification if they have not made the cut .
if 100 people are applying for one job, it is hard to give feedback. this is a big problem in hong kong. recruitment might not have the ability to follow up with someone if he or she is not a good candidate for the job. if these candidates can receive feedback, it’ll make them feel engaged. this reflects well on the company .
in the hr industry, europe is ahead in asia in terms of technology. some recruiting teams in hong kong are still using excel .
in hong kong, jobs in the retail, sales, hospitality, food & beverage, and manufacturing sectors have a high turnover. a new way of sorting applications is needed .
i went out and met with 30 heads of hr in different industries. everybody had the same frustrations including me, as someone who worked in hr both in the uk and here .
the problem with recruitment agencies is that they are incentivised not by quality but by how fast they work .
this is the same problem with job boards, which as a business model are interested in the revenue they receive from the post, as opposed to attracting candidates to apply .
hiring screen successfully joined an accelerator programme. what tips do you have for other startups in hong kong looking to do the same ?
we had a team before we got admitted to blueprint. going into the accelerator programme gives you validation and boosts your credibility. it’s important to understand where you are in your startup journey before joining one. do your homework on what you can achieve in an accelerator programme in hong kong .
for example, as a b2b tech startup, blueprint has great opportunities. if you’re doing hardware, check out brinc .
we want to prove ourselves first in hong kong. we definitely see thailand and the philippines as areas where people are increasingly on their mobile phones, especially when applying for jobs .
the post looking for your next employee of the year? meet hiring screen appeared first on e27 .
worq raises us $ 2. 5m to open co - working spaces in new locations in malaysia
it is everything a budding entrepreneur could wish for: prime office space, senior executives as mentors and access to potential clients and investors .
a growing number of hong kong blue - chip companies are offering all that, for free, in packages called accelerators - short - term, intensive programmes that help start - ups improve their business models and introduce them to professional investors .
since the whole point of start - ups is to disrupt traditional business models, for big businesses to give them a leg - up is akin to goliath helping david with target practice: it does not seem to be in their best interest .
yet, multinationals outside hong kong, from nike to royal dutch shell, have been running accelerators or in - house incubators for years. only now are the local goliaths beginning to buy into the idea that supporting start - ups is good business, however unlikely it sounds .
dbs, southeast asia' s biggest bank, has recently launched an accelerator focusing on financial technology products. it supplies a 5, 000 sq ft co - working space in wan chai and has assigned its own staff as mentors to 10 participants. companies such as tofupay (a service that aims to make online transactions cheaper and easier for merchants in the region) and superfluid (a kenyan start - up offering a financial management app and analytics platform that helps businesses mine consumer data) are among those that have been selected from more than 140 applicants in more than 30 countries .
through the programme, the singapore bank hopes to find new ideas on how technology can improve financial services and how to become more creative and quicker on its feet. it owns no stake in the companies and has no exclusive right to use their products .
still, david lynch, the bank' s head of technology and operations for hong kong and the mainland, says it' s either this or dbs will become irrelevant and replaceable .
barriers to entry have become lower, he says, as we see internet companies such as alibaba and tencent breaking into the mainland' s fiercely regulated banking market .
this new wave of competition is coming from nimble, innovative, cloud - and mobile - first start - ups as well as the large technology players largely unencumbered by policy and regulation. we can passively observe and risk seeing large parts of our business lost to these new entrants. we have chosen instead to actively participate in the creation of a new financial technology ecosystem that will ultimately help us to deliver better service to our customers ,
he says .
a growing body of research reminds corporate behemoths that they should watch out for those little upstarts, including the oft - cited findings by richard foster at the yale school of management that, on average, 75 per cent of s & p 500 companies will be replaced by new companies by 2027 .
another company that wants to learn from start - ups is aia, the hong kong - based life insurer. sim preston, chief operations officer, says running an accelerator for start - ups that make hi - tech health products is part of efforts to transform the company' s image after it split from aig in 2009 .
it is a way to get the aia name out there, tell people we are not a stodgy insurance company ,
he says .
it also hopes to encourage its 21, 000 employees across asia to become more creative and to be willing to take more risks when suggesting new ideas. like dbs, aia has no claim on the companies that have taken part in its accelerator since march 2015 .
one graduate of aia' s first accelerator programme is simple wearables, a hong kong - based health tech company co - founded by angelo umali and edwin li. the pair have created prototypes for a discreet, brooch - like alert device that can detect when wearers, mainly the elderly, have taken a fall, and notify family members or emergency contacts .
preston says such a device can help people live healthier lives and aia will have first - mover advantage in offering those products to its policyholders .
by using these products, we will end up paying out for fewer claims and can charge lower premiums. in the long run, that' s better for our bottom line ,
he says .
all start - ups have a chicken - and - egg situation of finding their first customers. if you have no customers, nobody is willing to sign you up. having a multinational vouch for you gives you credibility .
aia has yet to place an order with simple wearables, but umali says getting the stamp of approval from a large company is the most valuable thing he' s got out of the programme .
all start - ups have a chicken - and - egg situation of finding their first customers. if you have no customers, nobody is willing to sign you up. having a multinational vouch for you gives you credibility ,
says umali, who studied electrical engineering at ucla and stanford. he is busy preparing simple wearables' first shipment to a large private hospital in the philippines .
aia is inviting applicants for its second, 12 - week accelerator, which begins on november 16 .
both the dbs and aia accelerators are co - organised with nest, a local venture capital firm that is aggressively expanding a
powered by nest
accelerator franchise - one sponsored and supported by kpmg, investhk, amazon and microsoft .
nest, co - founded by simon squibb, does not disclose the size of its portfolio but it is an investor and an incubator in dozens of start - ups around the world (it acquired a stake in simple wearables before the aia accelerator kicked off) .
its latest venture is a new accelerator for smart city solutions with infiniti, the nissan - owned luxury carmaker that moved its global headquarters to hong kong in 2012. dane fisher, managing director for asia and oceania at infiniti, says its accelerator is aimed at driving change among the staff and integrating new ideas into its existing business .
it' s not return on investment that we are after, just inspiration ,
he says .
successful applicants will get to use an open - plan office for free above infiniti' s showroom in hopewell centre in wan chai .
together with swire properties' blueprint, a co - working space and accelerator programme based in taikoo place, these private sector initiatives are complementing efforts by public bodies to make hong kong, one of the most expensive cities in the world to rent office space, a more viable launch pad for new businesses .
michelle buultjens, head of brand strategy and communications at blueprint, says that space happens to be swire properties' biggest asset .
it has turned two floors of cornwall house into a factory for technology start - ups. the first floor is a subsidised co - working space that charges just hk $ 1, 000 to hk $ 2, 000 per person per month in rent. any technology start - up can apply to become a tenant. the second floor is for its accelerator. launched in january, it is now inviting applicants for the third intake of its six - month programme. ten successful start - ups will get to use the office for free and receive advice and other support from different arms of the swire empire .
blueprint was given a two - year budget of hk $ 20 million and may be extended beyond february 2017, when cornwall house is slated for redevelopment .
swire properties, while stressing the need to learn from the start - ups and to be able to make use of new technology ahead of its rivals, is also doing this to make taikoo place more diversified and attractive to traditional tenants .
there was no start - up scene in the area before blueprint came along, says buultjens, and some of swire' s tenants are very keen to work with fast - growing technology companies. among them is bird & bird, a global technology - focused law firm based in taikoo place that is now offering free advice to the accelerator participants .
one beneficiary is richard hanson, 31, co - founder of hiring screen. the hong kong company, which has developed software to screen job applicants, has found - as simple wearables did with aia - that the swire brand is very helpful to a start - up .
the swire endorsement really impresses potential investors and customers ,
he says .
hiring screen aims to raise us $ 800, 000 for a 20 per cent stake by early september and eight investors have already signed up .
but not everyone is convinced that these
no strings attached
accelerators are good for the backers and the start - ups .
sceptics include frederick
fritz
demopoulos, founder of queen' s road capital, which has invested in chinese start - ups for more than a decade. he says the top incubators or accelerators in the world help start - ups gain traction because they have invested in them and want to make money .
one of the benefits of an accelerator is that it puts pressure on the entrepreneur. but if the backer owns no equity stake, then how much pressure can you apply ?
similarly, when the big company has nothing to lose, it will be difficult to convince staff members - often not used to looking beyond the immediate objectives of their own departments - to truly get involved in the projects, he says .
he also doesn' t see an urgent need for more accelerators, when young companies are still enjoying unprecedented access to capital after rounds of quantitative easing .
everyone' s a venture capitalist these days. everyone is looking for something to invest in ,
demopoulos says .
today, a company with a great product will be snapped up by investors or clients, whether they are in an accelerator or not .
there are probably more accelerators than grade - a entrepreneurs at the moment ,
he says .
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- management is great to work with. - the team is very goal oriented and very connected, everyone is working towards the same common goal which is definitely a very healthy work attitude. - gives interns meaningful work. - flexible work hours. - team pushes for self - improvement
- as a startup, you need to be adaptable to the startup environment, not easy for everyone .
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we are looking for qualified teachers to join our english team. position holder will teach english / english literature in various international curriculum and levels according to in - house designed customized or designated course outlines. opportunities to participate in strategic curriculum development are available and frequent communications about student learning development via various mediums will be required. for professional development, the position holder will participate in workshops and be observed for teaching practices .
an attractive remuneration package, incentive payment, training program, medical benefits, and sponsorship of staff well - being activities will be offered to the successful candidate, along with various career development and advancement opportunities. the school offers a friendly and multi - national working environment .
we thank applicants for their interest of working with us and please note that we could only contact shortlisted candidates .
we are an equal opportunity employer. personal data collected will be used strictly for recruitment purposes only and will be destroyed within 12 months .
ntk academic group, established in 1996, is one of asia’s leading tuition centers. a wide range of international tutors at ntk provide help for students working on exams such as ib, igcse, sat & more .
- provide individualized and small group lessons to students preparing to take the ib, gcse, gce a - level and sat exams .
- mark and evaluate students’ performance and device study plan to motivate and assist students in their study .
- previous experience in taking the sat / act / ap / ib / gce / gcse exams is a definite asset .
address: 201, 203 - 205, 135 bonham strand trade centre, 135 bonham strand, sheung wan .
address: unit h, 6 / f, kings wing plaza i, 3 on kwan street, shek mun (mtr exit c), n. t .
button. you can also attach your tailored cv and cover letter with your current and expected salary which we will use to review applications .
( all information provided by applicants will be kept confidential, and only for recruitment purposes. )
cana elite is a leading international education institution in hong kong. it was founded by teachers with british / american / canadian backgrounds. lessons offered range from ib, gce and gcse subjects, including english, mathematics, physics, chemistry, and more… our mission is to ensure a high quality education to our students, and to satisfy the needs for the underprivileged community in hong kong .
we are looking for teachers with relevant academic qualifications to join our teaching team. the successful candidate will teach english / english literature / history in various international curricula and levels based on in - house designed course outlines. you will have opportunities to participate in curriculum design and development. we provide continuous professional development workshops and training to our teachers. if you are passionate about teaching and would like to work in a company with a diverse culture, this is the opening you have been looking for .
location: appointments and personnel section, education bureau, room 1636, 16 / f, wu chung house, 213 queen' s road east, wanchai, hong kong .
( e) to assist in the performance of special responsibilities, administrative work and non - teaching duties of the school, such as school curriculum development, civil / moral / sex education, school discipline, student counseling, career guidance, school / public examinations, etc .
a successful candidate may be required to teach any subjects assigned by the education bureau .
( b) met the language proficiency requirements of' level 2' results in the two language papers (use of chinese and use of english) in the common recruitment examination (cre), or equivalent. [ see notes (a) to (c) ]
appointments and personnel section, education bureau, room 1636, 16 / f, wu chung house, 213 queen' s road east, wanchai, hong kong .
master pay scale point 15 (hk $ 28, 040 per month) to master pay scale point 33 (hk $ 65, 150 per month). [ see general notes (d) and (e) ]
are you a permanent resident in hong kong? do you have interest in public service? do you have what it takes to work for the government? finding employment with the hong kong government can be a very fulfilling career path. the first step is to pass the civil service examinations unit, which consists of the common recruitment examination, the basic law test, and the government standard examination. applying for a government position may require a few more steps than an ordinary, private sector job – but the reward is worth it .
requirements: a master’s degree in buddhist studies or related disciplines. candidates should have substantial experience in conducting research in chinese buddhism; excellent command of written chinese; ability to work independently with minimum supervision and under tight schedule; and be attentive to details. preference will be given to candidates with sound knowledge of and interest in the buddhist monastic discipline .
candidates with less experience or lower qualifications will be considered for appointment as research assistant .
( those who have responded to the previous advertisement in february 2017 need not re - apply. )
salary and conditions of service salary offered will be highly competitive, commensurate with qualifications and experience. fringe benefits include leave, medical and dental consultations at the campus clinic .
. applications will receive full consideration and only shortlisted applicants will be contacted. the university’s privacy policy is available on the homepage .
city university of hong kong is an equal opportunity employer and we are committed to the principle of diversity. personal data provided by applicants will be used for recruitment and other employment - related purposes .
worldwide recognition ranking 55th, and 4th among top 50 universities under age 50 (qs survey 2016); 1st in engineering / technology / computer sciences in hong kong (shanghai jiao tong university survey 2016); and 2nd business school in asia - pacific region (ut dallas survey 2016) .
founded in 2009 by oxbridge and ivy league graduates, arch education is an expert educational institute based in hong kong, with partner offices in uk and us. arch’s mission is to bridge the education gap through delivering transformational programs and providing expert guidance on international education, with the aim to equip students for their future educational and career goals. you can find more information about us at www. arch - education. com.
jobable formerly hiring screen is a hong kong based jobs board and career platform that lists candidate job applications for employers , and job opportunities for job seekers , in order of their suitability using algorithms and big data . 
jobable formerly hiring screen is a hong kong based jobs board and career platform that lists candidate job applications for employers, and job opportunities for job seekers, in order of their suitability using algorithms and big data.
jobable formerly hiring screen is a hong kong based jobs board and career platform that lists candidate job applications for employers, and job opportunities for job seekers, in order of their suitability using algorithms and big data.