PathMotion is a UK and Paris-based firm that claims to have changed the way employers and candidates communicate during the recruitment process. Their Career Inspiration project is a platform that allows employees from the UK’s biggest companies to interact with applicants by answering questions about what it is like to work for the company in question. The start-up has been successful so far, boasting clients like Lloyds Banking Group, Deloitte, Citi, KPMG, Orange and the NHS.
Writing as a guest blogger for the recruitment website Black Coffee, the co-founder and CEO of PathMotion, David Rivel, cites an NHS study which found that 96% of candidates believe it is vital to have some sort of communication with an employee in the role they are hoping to apply for. PathMotion’s website states: “No one is better placed to describe what a job involves than those who are working in it on a daily basis. We believe that employees are the best representation of a company’s culture, aims and beliefs, and can create a sense of proximity with candidates by sharing their knowledge and tips about their companies.”
The platform does this by inviting candidates to write a question to an ambassador of their preferred company. If, for example, someone is interested in working for Citi, they search for an employee or ‘Insider’ who can answer their questions. Discussions remain open and visible for all to see so that every user can benefit from the conversations that are being had between Insiders and prospective candidates. On the other side of the process, once employers have chosen their ambassadors, each employee is given a sign in and receives the questions that are sent to them directly to their phone through an app. The employee can then respond, again through the app, at a time that is convenient for them.
There is also a live chat feature, which gives the client company the opportunity to hold live events online where Insiders are available to answer questions immediately in an open forum.
David Rivel says: “Creating this opportunity for online dialogue with employees can have profound effects. By putting the convenience of the candidates first, the entire organisation benefits by illustrating their openness towards transparency.” PathMotion sees the platform as an opportunity for its client companies to improve their brand and sell themselves to the UK’s best graduates. The CEO goes on to explain: “Employees are the most valuable asset of an organisation engaged in the war for talent, as they are best placed to explain what it means to work for the company and represent the aims, beliefs and culture of the organisation.”
Assuming that the Insiders or ambassadors perform their representative duties well, the platform could be very helpful for ensuring easy communication between employees and prospective candidates who need extra information or reassurance before applying for a role. The danger, however, lies in the fact that in order for this platform to run successfully, it relies on fast, detailed and efficient responses from employees who are essentially volunteers. There is no guarantee that Insiders will respond to questions within a certain time limit, or even to respond at all. Notably, if the Insider does not play their part well, it can actually harm the employer’s brand and discourage top talent from applying.
Another observation is that the whole process is arguably a little biased towards the companies, and as such may not be as representative of employee perceptions as would-be graduates might hope. For example, Insiders may be aware that there is a risk that their responses will be checked or monitored by their employers. If so, then this isn’t really conducive to 100% open, honest and transparent feedback because Insiders who are potentially monitored by their employers are unlikely to criticise them or the job.
What PathMotion seeks to do is interesting, especially today when more and more companies are searching for innovative ways to recruit using social media. However, it is not without potential issues, or even potential flaws. Even so, it does offer UK firms an interesting way to entice fresh graduates or career-changers, and if used properly it could empower job-seekers by providing them relevant and tailored on-demand information.
