Jobfirst, the start-up that relies on skills and not on CVs

The start-up based in Luxembourg and Metz, whose French market represents 98% of its activity, has focused for 4 years on non-executive jobs. Jobfirst’s mission is to eliminate the use of the classic CV, which has changed slightly over 50 years. The goal: to simplify and expedite the recruitment process through an approach to qualification skills, behaviors and requirements. But also to avoid discrimination for people without a diploma or little experience. So the company helps recruiters quickly find the right candidates, thanks to an artificial intelligence solution based on personalized and/or modular situations, and more seamless communication with applicants.

Maxime Belair, co-founder of Jobfirst, discusses the ins and outs of an innovative concept in the hyper-competitive recruitment environment.

Cityramag: Can you go back to the beginning of the Jobfirst adventure, please.

Maxim Belair: The project began with Philippe Valoggia, my partner, in a role as CEO with 25 years of HR experience. The latter worked for example for Suez before building his company of headhunters. For my part, I have been in the digital ecosystem for 15 years. We met 4 years ago and we discussed his project to simplify access to work. For him, we are still in the era of the “paper map” in a sector that just needs to be modernized.

22,000 recruitment for Amazon

So we chose an approach where we eliminated the use of CVs, instead working with skills -matching tools that open doors to work with fewer barriers, since creating a CV remains a barrier to entry for many people. We focus on non-managerial professions, which we might call “blue collar”, which does not mean that these professions are unqualified. This is an important subtlety, because a mason, of course, can be very good. Our solution also makes it difficult to highlight candidates who have difficulty introducing themselves. These people can do the job perfectly and be super motivated, but mastering the computer tool, highlighting their background or their skills can hurt them.

On the strength of this premise, we had the opportunity to work quickly with Adecco for Amazon, where we performed 22,000 recruitments and more than 100,000 profile assessments on logistics and order preparation, in particular, on all of their French sites. In this campaign, it is important to note that 30% of the people recruited would not have been based on a CV. Finally, this market has allowed us to validate and strengthen our model.

Cityramag: Did the pandemic play out “in your favor” because “physical” recruitment was necessarily a problem?

Mr. B: In fact, the pandemic has been an accelerator for us because Amazon is used to doing job interview groups. Inevitably, at the beginning of Covid, it became impossible. In addition, Amazon logically benefited from the highest e-commerce activity. They had to hire quickly but found themselves stuck in the health context. So they chose our solution. It worked well by giving us a lot of data, which added value to our tool. Six months ago, we opened up a second version of our solution to as many people as possible (candidates/companies) that we were starting to market.

Cityramag: Can you now develop a concept:

Mr. B: We allow the candidate to create a professional profile, free and easy, from a set of questions/answers tailored to each profession, allowing him or her to enhance his or her skills and his or her personality. That way, the candidate can access a personalized and automatic selection of job offers that match his profile and apply there with one click. No CV or cover letter required. The last sselect and evaluate their skills according to the job they are looking for, indicate their level of education (and not diploma), their availability, if they have a driver’s license (as well as a specific license), their search area. Our tool will generate a CV that they can download for free, print or share as PDF with anyone they want.

It is important to note that candidates will complete a personality test (Intelli 7: 600,000 total ratings) and can advance themselves through a one minute video presentation (25 to 30% more chance of being noticed in a video) .

Another key point, ads are automatically posted on 30 partner recruitment sites, knowing that all applications are centralized in our Jobfirst interface. Thus, the candidate going through a partner platform will answer some questions directly without downloading our application (85% use mobile). We will definitely guide him with the appropriate information for the recruiter. For example, if he responds to an order picker offer, we will ask him about his skills in this job.

A better candidate-recruiter relationship

After that, it is easier for recruiters to contact them (via message or video on the Jobfirst site or mobile application) to organize an interview or ask them for more information as well as exchange files (caces, weight). permit heavy, etc.). So fast and efficient. Finally, they will systematically have an answer at the end of their application, which eliminates frustration when the process remains meaningless. They also have the opportunity to consult the history of their applications.

For employers (who make an ad in 3 minutes), Jobfirst optimizes selection and hiring thanks to smart matching based on hard skills (technical skills are required for a position, learned in school , acquired in training or when a variety of professional experience) and soft skills (which combine the character, the behavior in the community, the flexibility, the critical spirit of a person and based on relational and emotional intelligence ) and finally requirements. We offer better recruitment tools, based on personalized and/or modular scenarios, and simplified communication with candidates. However, if our algorithm offers them profiles that best match their needs, our solution remains a decision-making tool.

Cityramag: You also work in schools. What are these collaborations?

Mr. B: This is a product we launched three months ago. We are always on the idea of ​​facilitating access to work. We are currently helping approximately ten schools (120 others in talks) interact with students and companies with each other, whether for internships or on-the-job study programs. . The school tends to register all their students on the platform and we support them in creating their candidate profile.

Subsequently, the school’s partner companies will be able to create a Jobfirst account for free and will be able to post advertisements to which all students will have access. In addition, schools are required to provide professional supervision for their students (Qualiopi certification). Our platform allows them to follow up faster than if they had to do so in the traditional long and tedious procedure.

Cityramag: How is your business model?

Mr. B: We operate in an ad unit purchase format for one-off needs (up to 5, with access to all the features mentioned above) or based on an annual subscription system for recurring needs (reduced by annual subscriptions are priced at € 15 per ad), indicating a higher number of ads published per month and per user and access to more features. Finally, we offer an annual license model for schools at 250 €/month.

Interview with Mathieu Portogallo

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