We want to help you find your perfect job whilst protecting your data and privacy. That's why we have created an "exploding skillsnap". When you want to share your skillsnap by email with a prospective employer, you can now create a unique temporary URL (link) which automatically expires after 2 weeks. Not only that, you can also tag the link with the name of the company you are sending it to and track to see if it has been viewed. After 2 weeks, the link will no longer be accessible. However, anyone with that link can request access by providing details such as their name, email address and the reason why they want to access it. Let us know what you think of the feature. You are always in complete control.

You have registered and started do build your skillsnap.  First of all, remember skillsnaps replace the CV by putting forward, in a very simple way, the information which is most useful to employers, namely your skills and personality. 1st Break down your experiences not by employers but by roles.  For example, you might have worked at a company for 10 years and in those years, assumed a multitude of roles each with their own sets of skills and challenges. 2nd Think of the skills you have applied in each role.  To make it easier, we have broken this process down into technical skills and soft skills.  The latter is not the same as personality traits.  If you are unsure about what skills you have used, maybe thinking about what has been required of you, or the activities you have undertaken.  Then assign a degree of importance to each skill / activity.

Recording a 15 s introductory video may be daunting, especially if you have no experience of vlogging.  Whilst the outcome is a short video, the journey to get there is just as important if not more so.  By following the key steps below, you will know more about yourself and be prepared for even the toughest of interviews. Step 1 - think about your audience Ultimately, the video is there as a 1st impression for prospective employers.  So think about the jobs you are applying for and what employers would like to hear / see from the applicants. Step 2 - think about yourself How can you get key personality traits out in 15s.  You SkillSnap will already have told employers about your skills and qualifications so let the video tell them about your personality. Step 3 - record the video You thought about step 1 and 2 have some key points you want to get across.  Now, it's time to record your video.  15s is a short, especially if you want to say a lot. ...

Productivity or Tenure? The hare and the tortoise, a fable by Jean de La Fontaine, an apt comparison. "This applicant isn’t good enough for us!" We’ve all heard this before from colleagues, usually, in teams with aggressive corporate cultures.  However, how often have we heard this person is too good for us?   First of all, we’re not advocating hiring people who are unqualified for the job.  It is also important to make a distinction between jobs which require mastery of very specific technical skills versus jobs which require skills which can be gained relatively easily through training or development. How often have companies attempted to calculate the true cost of staff turnover?  Too often do people complain about the transactional cost of having to replace someone, namely the recruitment fees, and ignore the true cost of replacing staff.  Imagine someone leaving a team working at full productivity.  They will leave a hole as...

SkillSnap has built its own psychometric questionnaire - here's the inspiration behind it. Organisational culture SkillSnap’s raison d’etre and modus operandi are based on the Organisational Culture Model (Edgar Schein) and its three “onion” layers, namely the Artifacts and Symbols (office, dress code, corporate colours & logos…), the Espoused Values (corporate values promoted both internally and externally) and the Basic Underlying Assumptions (the employees’ conscious or subconscious behavioural patterns).   Organisational Culture Model  “onion” Another important factor is the concept of Organisational Citizenship behaviour which examines discretionary behaviour operating outside of the reward system.  This is the behaviour feeding the Assumption “ring” of the Organizational Culture Model “onion”. How does SkillSnap use Psychometric Assessments It has been observed that, all else being equal, employees who share the Espoused Values ...

Ben Ayme, CEO, draws from his vast recruitment experience to launch SkillSnap in September 2017. SkillSnap is a new way for companies to engage and hire the best applicants.  It is also a new way for applicants to showcase their skills and personalities. Please tell us about SkillSnap—the idea behind it and the vision for the company? I founded SkillSnap because I’m passionate about how technology can empower us to make smarter decisions. With many years of recruitment experience, I was frustrated at the time wasted sorting through CVs.  Yet, this is crucially important.  If you don’t invite the right candidates for interviews, you won’t be hiring the right people and your organisation will suffer as a result.   Another frustration came from the Application Tracking Systems (ATS) which were often born out of complex HR systems.  These were clunky not particularly user friendly and required training.   CVs are prone to too much inf...