Graham Plant, Founder & Director Hiring the right candidate is of utmost significance since a company’s success in achieving its business goals is ultimately determined by its workforce. Cazoot, a peer-powered recruitment platform, was established in 2018 to disrupt the bad practices in the recruitment space as well as leverage feedback from frustrated candidates and businesses. Based in Melbourne, Australia, Cazoot is designed to optimize the search and recruitment process for everyone involved—businesses, managers, referees, and candidates—while changing the way people think about their careers and how businesses think about recruitment.
“The amount of noise and negativity around the recruitment space highlighted that something needed to be done and that’s how Cazoot was born,” says Graham Plant, founder, and director of Cazoot. Using a platform-driven approach as opposed to a high-touch consultative approach, Cazoot serves multiple sectors such as IT, sales, marketing, and operations. There is a focus on standardization in the platform’s framework and the process is well documented. Initially, a client describes the role or provides a job description, and then logs into the Cazoot platform to answer a series of questions related to the company and its focus, values, goals, and other key points. The questionnaire also includes behavioral and psychographic questions from which Cazoot crafts a position description and broadcasts it on its network of referrers, who in-turn complete a survey and answer similar questions provided by the client.
Cazoot collates the two sets of surveys and after determining a reasonable correlation, contacts the referred candidates who are given a similar survey as well. Based on these three sets of inputs modeled in the platform, Cazoot applies statistical modeling to rank the best-fit candidate.
This approach garners positive feedback from companies and primarily candidates since they are heavily engaged in the application process by enabling them to provide deep and rich insights about themselves. Candidates are actively involved in answering questions, and those insights help Cazoot in building a “psychographic profile” on each candidate. The Cazoot platform has an automated approach —once the client uploads data into the system, it goes through the recruitment journey. Cazoot keeps the client informed and updated with regular notifications and emails.
Though referrals may take longer than traditional recruitment, it paves the way for engaging quality candidates who may not be in the market. It differs from the general process of hiring, which is open to “actively looking” candidates only. Referrers get rewarded for any candidate that is successfully hired or shortlisted. Cazoot scrutinizes all the candidates’ references and offers background verifications and security checks in order to pre-qualify the applicants even before they are presented to the client. Cazoot has a fixed fee of $5,000 for placements, which makes the recruitment process reasonable and resolute.
Cazoot recently showcased its true capability by assisting a client in hiring the perfect customer success manager for them. The client was unable to determine the right applicant for their organization and input their needs into the Cazoot platform. Cazoot released the details to its network and shortlisted 2-3 solid candidates. The chosen candidate received a better job role than what she had initially applied for as she was the perfect fit for the client’s organization.
The firm is looking forward to developing the platform by including additional services while expanding the team and building up the support resources and infrastructure for its clients and candidates. Cazoot will expand geographically across the APAC and EMEA regions in the next 12 months and is further considering partnering up and securing investment to enable it to scale quickly. “It’s all about inclusion, diversity, and caring for the people by building a community to get the most out of their careers. It’s a win-win situation for everyone,” concludes Plant.
This approach garners positive feedback from companies and primarily candidates since they are heavily engaged in the application process by enabling them to provide deep and rich insights about themselves. Candidates are actively involved in answering questions, and those insights help Cazoot in building a “psychographic profile” on each candidate. The Cazoot platform has an automated approach —once the client uploads data into the system, it goes through the recruitment journey. Cazoot keeps the client informed and updated with regular notifications and emails.
Though referrals may take longer than traditional recruitment, it paves the way for engaging quality candidates who may not be in the market. It differs from the general process of hiring, which is open to “actively looking” candidates only. Referrers get rewarded for any candidate that is successfully hired or shortlisted. Cazoot scrutinizes all the candidates’ references and offers background verifications and security checks in order to pre-qualify the applicants even before they are presented to the client. Cazoot has a fixed fee of $5,000 for placements, which makes the recruitment process reasonable and resolute.
Cazoot recently showcased its true capability by assisting a client in hiring the perfect customer success manager for them. The client was unable to determine the right applicant for their organization and input their needs into the Cazoot platform. Cazoot released the details to its network and shortlisted 2-3 solid candidates. The chosen candidate received a better job role than what she had initially applied for as she was the perfect fit for the client’s organization.
The firm is looking forward to developing the platform by including additional services while expanding the team and building up the support resources and infrastructure for its clients and candidates. Cazoot will expand geographically across the APAC and EMEA regions in the next 12 months and is further considering partnering up and securing investment to enable it to scale quickly. “It’s all about inclusion, diversity, and caring for the people by building a community to get the most out of their careers. It’s a win-win situation for everyone,” concludes Plant.
CIO Speaks
-
Mark Badal, CIO, IT&E
Jason Blackman, CIO, Carsales.Com
Marc A. Hamer, VP & CIO, Babcock & Wilcox Enterprises, Inc.
Kevin Soh, CIO and Director, e-Strategies, BH Global Corporation
Sal Cucchiara, CIO & Head Of Wealth Management Technology, Morgan Stanley
-
Shirin Hamid, CIO, & CTO, Asian Development Bank
Linda K. Lannen, CIO & Sr. VP, Kleinfelder
Sumit Puri, CIO, Max Healthcare
Brett Raven, CIO, Big Red Group
Mark Ohlund, CIO & Sr. V.P., Armada Supply Chain Solution
James MacLennan, SVP & CIO, IDEX Corporation
