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Think Outside the Box: Can You Develop the Next Big Disruptive Recruiting Technology?

Think Outside the Box: Can You Develop the Next Big Disruptive Recruiting Technology?
From Recruiter - September 2, 2017

Recruiters and their IT support teams know a thing or two about keeping up with technology. Sometimes, it seems like professionals in this industry cant take a day off without coming back to find some brand new must-have technology has launched.

In such a fast-paced environment, its important for both recruiters and companies to stay on the cutting edge. Such thinking is what motivated the 20-year-old recruiting industry fixtureBeyondto rebrand asNexxt and expand its service portfolio.

The reality is that job board advertising is becoming a commodity and not where we have been experiencing the greatest growth, says Joe Weinlick, senior vice president of marketing for Nexxt. Over the past few years, we have been evolving and developing new products and technology to meet the changing needs of our clients. Now, our brand is catching up with who we have become.

Job Boards Are So Last Year

The brand change was prompted by research that suggests job boards may no longer hold as much clout in the recruiting sector as they once did.

We recently conducted a survey of working professionals and found that only 14 percent of people were actively searching for a job, and yet, 58 percent of people are open to new offers, Weinlick says. We need [to help] our clients engage people who are not actively applying to jobs every week.

Instead of counting on job boards to drive applicants, recruiting firms must adapt their methods to reach broader pools of candidates.

There are a lot of exciting things happening in recruiting, but in many ways the industry has not changed enough, Weinlick says. Job board advertising has evolved, and today, its fairly easy for an employer to get their job listing in front of every active and even many casual job seekers. The emphasis is often on quantity rather than quality, and the applicant tracking system experience often drives away qualified candidates.

To access the best candidates, its important for recruiters to create pools of valuable talent instead of generating high volumes of applicants.

One big change is the advent of widespread job aggregation, which means that several players have virtually all the jobs, Weinlick says. The evolution to pay-for-performance advertising is also a big change, but it has been a slow one, at least partially because performance is usually defined as a click, and a click often has no relation to quality.



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