Amybeth Hale – Research Goddess


My Thoughts on NotchUp
January 23, 2008, 2:29 pm
Filed under: Cool Tool Alert, Thoughts

Yesterday, a new site was brought to my attention: NotchUp. Apparently, it has piqued the interest of several people – both pretty good as in the eyes of Matt Martone of Yahoo! and Eric Schonfeld of TechCrunch and not so good from the perspective of the Big Cheez as well as Susan Burns of Talent Synchronicity.
Here are my personal thoughts at this time (subject to change of course!):

I think this could be both good and bad. I received an invite directly from NotchUp to register subsequently followed by invites from about 5 of my colleagues. I haven’t signed up yet because 1) the prospect of registering for yet another network doesn’t thrill me right now, 2) I’m not sure how I feel about the concept in the first place, and 3) apparently the site is down at the moment 🙂

First of all, the concept of paying people to interview for companies seems a little weird. You’re of course going to get those people who have no intentions of changing jobs but want to make some extra money anyhow and that’s going to waste precious time for the folks interviewing that person.

Secondly, I don’t know what kinds of companies would actually pay candidates to interview with them. It seems a bit contradictory to the whole purpose of the interview process – we want you here b/c you WANT to be here, not b/c we paid you to sit with our hiring managers for an hour (who would probably resent it if they knew what was going on!).

On the good side (and folks who work at search firms probably won’t see this as good), it might help to cut down on the cost of corporate use of search firms by reaching the candidates directly like that. I know that the purpose of my existence at Waggener is to help cut back on that cost.

For those who are excited about the concept, more power to you! I think this is simply a case of reviewing the facts presented and coming to your own conclusions, not of ‘getting it’ or ‘not getting it’. Two people can be informed with the same data and come to different conclusions about something. At this point in time, I think I’m going to sit this one out until further development. I’d like to see what companies (besides the ones listed) are going to use it as a ‘passive candidate source’. I see this becoming like QuietAgent is/was – a good idea on paper, but probably not going to get very far.

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5 Comments so far
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Good post. I dont know. I think I like it because its an alternative to the norm.

It may seem weird for an employer to pay a candidate per interview but if you think about it, employers are all ready assuming some cost for every interview.

So what if that cash goes to the candidate.

If it helps to bring the best candidates to the table then its money well spent.

I think this model could help passive candidates qualify that the prospective employer is in fact serious and putting skin in the game and therefore the time off of work to meet with that employer is likely to be worthwhile.

To me it wouldn’t be about the $200.

But I’ll take it.

Comment by Matt Martone

Why would people who are in demand and making a good amount of money want to spend a day interviewing for a few hundred dollars? Especially if they aren’t actually interested in moving. For anyone that’s truly a good candidate, they would rather get paid to get HIRED.

That’s where PROSUMES.COM comes in. Better business model, in my humble opinion.

Granted, I helped launch the company but it just makes more sense.

http://WWW.PROSUMES.COM

Comment by oxynator

Boy, this Brad fella is everywhere.

I’m floored by the number of people who love/hate the concept but don’t spend a moment of time reading–carefully–the Terms of Service.

Compare it to LinkedIn’s TOS/Privacy Policy.

There’s a couple of points I think are getting over-looked:

1) You cannot see what your privacy settings might be until you register and agree to the TOS
2) They’re not responsible for what recruiters / third parties do with your resume or email address
3) If you cancel your account it’s “marked as deleted” in their database. Not deleted. Marked as such. Got it? Good.
4) If they sell your information, they’re not responsible for anything that happens to it downstream; the only way you can get off of those mailing lists, etc. is to contact whomever they sell to, and whomever they sell to, and so on and so forth. Plus, those people may all have “cached” versions of your information, so if they get a data snapshot of NU today, you cancel tomorrow and they get a new snapshot and sell it–guess what? Those companies will do a merge to remove duplicates–they’re not going to go out of their way and REMOVE you unless you know how to track them down.

There’s money in the list they’re generating.

5) Yep, it’s easy to use that LinkedIn slurp they’ve got set up for you. And, of course, all of your information that is respected and protected at LinkedIn… Well, different set of rules now.

Pay attention to the TOS and decide if giving up your information is really worth it.

http://www.userglue.com/blog/2008/01/27/notchup-privacy-down/

Comment by Russ

I like hearing what recruiters think of NotchUp. I’m personally passionate about the companies innovating in the process of hiring.

TalentSpring.com (my company), JobFox, and ItzBig are three companies working on making hiring more efficient. Now NotchUp is also doing some interesting things in this space.

The first three are working on advanced ways to job seekers to their ideal job opening. And employers to their ideal job candidate.

TalentSpring goes beyond that to rank resumes within an industry. We do this to benefit Job Seekers by getting the attention of employees. Job seekers rank well in areas they are passionate about and where they have invested in their work experience and education.

Since job seekers will rank well in areas they are interested in, we can bring large numbers of employers back to that job seeker. Specifically, we email a wide range of employers of job types that the job seeker considers ideal. This way the job seeker wins because they have their ideal types of employers actively listening to them. (Ranking resumes gives us the power to accomplish this)

Bryan Starbuck
CEO
http://www.TalentSpring.com

Comment by Bryan Starbuck

[…] preserve our employment? I wonder what’s next, paying people to interview with us? Oh wait, that’s already been done No Comments so far Leave a comment RSS feed for comments on this post. TrackBack URI […]

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