Ladan Davia is the CEO and founder of Beeya.com. She is a young dynamic serial entrepreneur who loves to solve problems that others are not solving well. That’s why she founded Beeya.com to solve a problem that both job seekers and employers were experiencing.
Beeya.com is a recruiting platform that matches job seekers with over millions of jobs. The website not only gives candidates a percentage of how close the match is but makes suggestions on the type of jobs that would be a good fit. The goal of the platform is to make the whole process simple, fast and successful for both the candidates and the employers.
Five Questions for Ladan Davia
How should one use a site like Beeya.com to increase one’s chances of getting a call from a company?
Beeya.com uses AI and machine learning to match a candidate to the jobs best fit for them. The goal of Beeya.com is for employers to be able to see which candidates are truly qualified for their job posting, show them the match scores and let them choose who to interview from there. This allows candidates who don't necessarily have an introduction to a certain company, to have a fair chance at being considered for an interview. In order to get the match score and be apart of the process, a candidate needs to make a free account, upload their resume, and start searching for jobs.
What resume tips, techniques and tricks do you recommend one use to get past the Application Tracking System?
I am really against Applicant Tracking systems because I don't believe they work. Finding a job shouldn't be based off of which tricks to use and which key words get more hits, it should be based off merit and qualifications. I believe when you are subjected to judgment by an ATS, it's primarily based on luck and nothing else. Therefore I don't have any tricks or techniques, that's why I started Beeya so job seekers wouldn't have to go through those hoops.
What kind of bias exists in recruiting platforms? The reason I ask is that I know people who have a lot of experience but get little to no response from recruiting platforms indicating that perhaps there might be an age bias in the platforms.
There is a lot of bias in recruiting, primarily around gender, race, socio-economic background, and age. Employers are overwhelmed with resumes and most online job boards provide little to no filtering and deliver stacks of applications to employers on a daily basis. To avoid reviewing all of the applications, the easier thing to do is take referrals. This is where the main source of bias comes into play because the only applicants who "pass" the screening process, are in the hiring managers inner circle, or some extension of it.
Is there much difference from one recruiting platform from others? Is there a metric that one can use to decide which recruiting platform will result in more matches?
I think most recruiting platforms are the same product, with a different logo. As the world and technology change, we are desperate for change in this as well. I think a job seeker should look out for platforms that do not provide results from key word matches.
Is it a good idea to use multiple recruiting platforms or use one?
I think the way the industry is right now, job seekers almost have to use more than one platform to make sure they don't miss jobs posted on all of them, unless they use Beeya. I don't say that because obviously I have bias toward using my own product, I say that because I truly believe in my product and it solves that issue. We're a meta search so we bring all jobs from different websites, to make sure a job seeker only has to go one place to access listings.
One More Question:
Is there a resume format that Beeya.com recommends candidates use that gets the best response from companies?
No, but I highly recommend any candidates to always have their resume in PDF format. That way you ensure your resume will always be formatted correctly and looks the same on every employers computer it ends up on.
Five Book Recommendations
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