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JAA+ method

Customer saves his time. However, he pays marginal cost to JAA+ for data transformation of resumes received in unstructured forms. The process ensures minimum barriers for applicants, so many more applications can be processed.

JAA+ method

JAA+ franchises and sales persons continuously market the program to Corporates (recruiters) who release ads in print media. This serves to increase the number of work seeker registrants.
JAA+ also collaborates with educational institutes and colleges. Students are often provided free registration support.

JAA+ method

JAA+ offers extensive filters and ranking criteria for finding the best candidates. Corporates who opt for RECRUITAtAnytime (client side program) can build a local repository. Using RECRUITAtAnytime, iteratively filtered, candidates data can be appraised by multiple assessors in the office and shortlists made collaboratively. This process is very efficient and the key differentiator. The program outclasses all existing solutions in its capability to find the "best fits" in the least time. This is achieved through high precision articulation of requirements, normalised data structuring and sophisticated filtering and sorting. The functions, knowledge domains, tools & packages proficiency besides many other tables used in JAA+ for mapping human expertise are one to two magnitudes bigger than those seen in most existing programs.

JAA+ method

1) Package cost is a fraction of what it would cost anyone to develop. 2) Outsourced activities are competitively priced as they are carried out by specialists and 3) Discounted tariffs and personalised service offered with higher volumes.

JAA+ method

Work seekers weigh the effort and time needed in filling up a long application form against the odds of a potential recruiter shortlisting them. As JAA+ has multiple recruiters seeking candidates, the odds of getting shortlisted improve and an applicant is, therefore, more likely to fill out the JAA+ online form than a form deployed on a Direct Recruiter's website. This is not to make out a case against making elaborate online forms for applicants but to just highlight the relative size of the "data submission barrier".

Major characteristics	Three different Recruitment Methods
Major characteristics	Conventional methods (email or paper based systems)	Online applications through corporate web site (or job boards)	JAA+ method (repository building and shortlisting from online applications)
Labour (organising, entering resumes into system)	Labour intensive	Clerical labour saved	Clerical Labour outsourced to specialists. more...
Applicants averse to spending time on applying		Applicants averse to online entry stay away, many good candidates lost more...	Applicants can enter online as well as apply with own text resumes wihtout any effort
Reach - how many candidates aware and how many considered in matching?	Reach limited to website visitors or those exposed to ads	Reach limited to website visitors or those exposed to ads	Reach extended because of multiple ads from many recruiters and also canvassing to campuses and direct mailers. more...
Shortlisting: Experts' and managers' time consumption	Shortlisting done in two steps, junior persons eliminates by simple criteria	Data mining expertise required to hunt for people with "combination of expertise/qualifications"	No data mining expertise needed and managers quickly shortlist best candidates. more...
Shortlisting: Experts' and managers' time consumption	Managers forced to scan very large number of "eligible" applicants	Managers time is still consumed in shortlisting in a large measure
Number of candidates shortlisted for interview	Many	Fewer	Very few
Interview time per candidate typically available	Least (interviews are rushed)	Moderate (interviews are under some pressure of time)	Maximum (interviews conducted with maximum time per candidate)
Cost-effectiveness	Least	Moderate	Most cost-effective. more...