Mentor BOM

This is the IDARE Mentor Blog of the Month Page.

Meet IDARE mentor Tommy Hägvall

There is so much potential for improvement everywhere.
Sometimes it is even very close to ones-self, your own area of expertise and your very own profession.

One area that is surprisingly yet to be fixed is “job matching”.

Customer needs can be better matched and fulfilled. We could better utilize the highly-skilled to become the value-added and keys for success.

Let us fix this together – let me describe the context

We need to set a standard and structure for data related to “job matching” in order to create, publish and consume the data. The areas of integration and automation are key to digital ecosystems.

A Consultant view of the process

From this view  – you can see that there are a lot of improvement opportunities.

Lack of:

  • Structure
  • Integration
  • Automation
  • Timely matching
  • Right matching

Plenty of :

  • Different/variety of structures
  • Company specific, ad-hoc similar but different
  • Manual interventions and labor
  • Slow and lengthy processes
  • “Somewhat matched” resources
  • Repeated processes and steps

Actors at first hand

On one hand – there are companies that are looking for people, skills and resources for hire or for a contractual engagement of work.

On the other hand – there are those people with skills and resources and experiences looking for opportunities from companies hiring or looking for resources on a consultancy basis.

“Buy-side and Sell side”

From an architecture point of view “job matching” looks almost identical to a mirrored “Buy-side and Sell side” processes.

It makes me wonder how and why the reality does not look at all like this. The industry has over time forged a middle layer with more and more actors.

More actors on a second hand

There are more actors involved in “job matching”. First and foremost, there are central government authorities and also private firms providing job matching services.

Both limited and yet not limited

This industry is somewhat both limited and constrained by laws and legislation as well as stimulated in terms of finding the right skills in a timely manner. The area is also influenced by tenders and agreements that dictate limits of payment details as well as the opposite where companies willing to pay more and what is needed to get specific candidates.

Extra brokering layer

For several decades this industry has had several large firms acting as brokers and are mediating the needs of finding, matching and fulfilling based on customers’ requests.

In some areas this is wanted and expected, it is even required to have an intermediate handling and offloading of the entire process of recruiting/finding candidates because it is time consuming and is resource-heavy. Customers only want to engage with pre-qualified candidates.

In other areas this becomes an extra layer, limiting direct access between parties as well as adding cost to the services that affects the total resource price, both for the customer and candidate. The extra layer is a value-added service with a cost involved. The popular method is taking a “percentage” of the billable hours. These arrangements are not very flexible in contracts if you as a consultant want to charge for your skills.

Some consultants love brokering, offloading the sales and administrational activities needed for time management and billing. Other consultants want to have more flexible ability to set their own price-level for their engagement and get payed more for their individual delivery.

So let us start with the structure

This is the reality:

As an integrator we know the importance of structure and the definition of a common ground for information based on a specific version of a dataset. We love to get rid of Word or PDF as the only way to exchange data. We should also need to separate the actual core data from the presentation layer and open up for a range of flexibility and ecosystems to improve how the data is exposed.

It is also important to standardize the way we send and receive data.

Hopefully these defined structures can provide value for more actors in the ecosystem based upon the same version of the data.

It can be used for storing the data, processing data, searching for data and exchanging data.

Is there a standard available that we can re-use?  Yes, there are a fewer efforts defining the data based a bit different in each ecosystem. Some are more focused on HR internal and recruiting employees and others are more recruitment of Consultants to be available for hire.

There is one that CV structure that I really like

JSON Resume – The open source initiative to create a JSON-based standard for resumes. For developers, by developers.

  • A structured JSON
  • Even a schema supplied
  • Simple to read and adjust
  • Enough fields to support many use cases

Just describing a summary of the most important relationships and not all available fields.

This is my personal CV in JSON-format:

When applying for a normal job usually work section is important and when you as a Consultant apply for an assignment the projects section and the achievements are more important. Still the same JSON can be used for hiring employees and consultants.

Sample of a use case:

  • Web app admin of CVs
  • Searchability of CVs
  • APIs to create, upload, change and remove CVs
  • APIs to change configurations
  • In what language each CV is presented
  • What sections and element should be enabled and visible

It starts with the importance of to letting each individual making sure its core data set is updated in a JSON format. Ability to opt-in and opt-out of capabilities and which data that should get exposed.

We need to protect the ownership of the individual to control how that persons related data should be used. Should their images be showed on the CV etc.

That ability to control and configure could also be done using JSON structures. Every CV could have

JSON configuration attached to it.

The JSON could look like this:

Here are my configuration of my JSON:

  • some sections enabled (true) and some disabled (false)
  • a default language is selected
  • if an image is enabled and its URL is provided to an online available endpoint

The visual GUI templates that could use ex. HTML/CSS to dynamically show or disable portions of the CV JSON data. Those are more end-user friendly and probably better user experience in a mobile.

For those of you using traditional databases you probably are interested in mapping the JSON data in/out to your database similar to the below.

But this way is cumbersome and not always necessary with the good support for using JSON to store, marshal and un-marshal JSON data on the fly in applications.

The entire CV objects is stored in a field called Structur_CV2 above and then a configuration in JSON as well is stored in a field called CVConfig.

Design-time view of the visual webpage showing the CV

The page is dynamically filled with data based on settings in configurations using expressions.

Or it could be created or adjusted using APIs such as Restful HTTPs/JSON

The JSON was used as the import source for the metadata of the different fields.

Wrap up:

This is an introduction and a first idea that highlights the importance of structure and how it can be used.

I am looking forward to many more examples and use cases and more people using it.

Next phase is to use same/similar structure for the open positions where it is a lot of mirrored and overlapping areas with a CV.

Think of the potential using AI, machine learning for a wider audience based on data that is easy to create, publish, consume , understand and to match people and job description.

As an iDare ambassador I challenge you to create your CV in a JSON Resume JSON format.

The area of integration and automation are key to digital ecosystems.

Best regards

Tommy Hägvall