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tEC Fair Play Matching offers an original approach to set up job fairs which maximizes the advantages offered by the Internet through a patented software called tEC, the Electronic Confidant.

Recruiters and job seekers for a specific job category communicate through a totally confidential, mutual, progressive and synchronized process during a preset schedule.

The recruiters' job descriptions and requirements, and the candidates' job profiles and wishes, are matched through two selection grids of "top ten criteria". The number ten is adjusted as needed to optimize the exchange of necessary information. The grids are created prior to a specific job fair based upon the recruiters' specific needs as well as the needs of the job candidates. As such, grids are customized to each job description.

The Job Fair performs matching during several rounds (three are recommended) so that:

  • both recruiters and job candidates can declare, evaluate and refine their requirements according to the current market needs revealed by successive rounds
  • each match indicates a candidate and a recruiter have a mutual interest to reach an agreement
  • no profile data is exchanged until each party confirms such a mutual agreement

Guarantee: ePrio and the fair organizer have NO access to the profile of either the recruiters or the job candidates. They simply provide the medium through which two mutually interested parties, yet unknown to each other, establish an encounter. They are not interested in and cannot in fact retrieve the participants' profiles.

This is how a Fair Play job fair works:

  • Before the event:
    The fair organizer:
    • packages a specific fair design (grids and schedule) into a software downloadable over the Internet and signed by ePrio.
    • prepares downloadable registration packets for all expected participants, whether recruiter or candidate. Each packet comes with a password and a registration key.
    • provides fair participants with the Internet address of the downloadable software, a password and a registration key.
    Participants install and set up tEC, the Electronic Confidant, and access the job fair composed of four(4) steps.
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  • Preparing for the Job Fair (steps 1 and 2)
    In the first two steps, the participants use the registration material provided to declare the following:
    • selection criteria: hiring requirements for recruiters, job qualifications for candidates.
    • profile: job descriptions (hours, benefits for example) for recruiters, wishes of candidates (schedule, benefits, commute time) which will be matched with the corresponding selection criteria.

    During these steps, all declarations remain local and confidential with the exception of hiring requirements which recruiters post to ePrio's server as encrypted candidate filters ("searches").
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  • event day (step 3)
    During the first time slot set according to the event schedule, candidates hit a button and automatically:
    • download and process all recruiters' searches,
    • send their position-related wishes as encrypted job position counter-filters ("filters") back to those recruiters whose requirements have been satisfied,
    • At this point, candidates will be able to know the number of job openings for which they qualify.

    During the second time slot, recruiters hit a similar button and automatically:
    • download and process the filters sent by qualified candidates.
    • At this point, recruiters will know the number of mutual matches they have, i.e. how many candidates are qualified to fit a job opening and are satisfied with it. The recruiters then decide whether or not to invite the candidates with whom they share a mutual match to a face to face interview.

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  • processing the job fair results (step 4)
    step 4 is reached when the schedule allows step 3 to come to closure:
    At this time, candidates receive recruiters' invitations, knowing each corresponds to a mutual match, i.e. a job they wish to have and for which they are truly qualified. It is now up to the candidates whether or not to confirm their interest by releasing relevant profile data that have up until this point been totally local and confidential, to the recruiters who have made the invitations.
    Finally, recruiters may collect the confidential data from all the candidates who have accepted their invitations.
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  • successive rounds
    Having successive rounds allows candidates with time constraints to participate at a later date. This expands the candidate pool.
    A job candidate who is dissatisfied with the results so far can always participate at a later date with modifications of personal requirements during steps 1 or 2, before participating again in the job fair (step 3) and processing the new results (step 4).

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