Over the past , the popular (and recently notorious) ride-sharing app Uber has grown from an idea to a juggernaut valued at an estimated $50 billion with drivers in 300 cities across 57 countries.
And along with its somewhat polarizing public image of acting more like a frat house than a company, Uber has one universal drivers don’t always know .
Last week, Uber took a step toward remedying this problem by launching a mobile iOS game called UberDRIVE. The purpose of the game is for players to navigate a real city map (currently San Francisco only) earning more points to unlock new cars and new parts of the city by taking more efficient routes.
Over the, the workplace has changed dramatically thanks to technology. Technology is incredibly , but fast paced and ever advancing nature makes keeping up with its movements incredibly difficult.
Today, recruiters and HRs utilize online platforms like no other. The number of job advertisements and applications continuing to rise in the making it more difficult for companies to attract the right candidates to their vacancies. Engaging with candidates online is imperative if you want to be recognized as an employer of choice.
However with so many developments happening in the “tech” sphere which tools should you use to captivate the right candidates? Here are three key tools that should be part of your digital toolbox.
Online Job boards may now be considered the older sibling to social media but they still serve a significant purpose in the recruitment process. Unlike social media users and visitors to your website, those who browse job boards are there for one reason and one reason only: to find their next role. Those utilizing job boards such as glassdoor.com, LinkedIn and Indeed are most likely going to be active job seekers so a presence on these platforms increases your exposure to more candidates ensuring that you have the pick of the bunch when it comes to shortlisting.
The age old story of the tortoise and the hare is passé; today it’s a rat race and the slow and steady often fall behind to give way for the faster ones. It’s no different in the recruitment world too! The finish line is not drawn when you find the perfect candidate; you are still a long way from snagging them. It is a tight race, from spotting the candidate, communicating with them, evaluating them, getting them approved and finally on board. Many a recruiter has lost valuable candidates due to the cracks in the system – unimaginative user interface, manual processes, and complex workflows; the list is many.
With every new feature that Zoho Recruit rolls out, we hope to maintain our lead in the race and make the customer’s work life easier. The latest to come out of the Recruit lab is sure to put a smile on the face of both the recruiter and client. Introducing the new Candidate Review Form.
In the expanse of the Hotel Irvine grand ballroom—nestled in the heart of sunny Southern California—recruiters move from booth to booth like tourists along the Hollywood Walk of Fame. They’re laughing and shaking hands and telling stories; formalities and rituals before business begins.
It isn’t long before the conversations shift from small talk to real talk. The, “how have you been’s?” and “so great to see you’s,” become, “I need to enrich my pipeline and reach more candidates…show me your applicant tracking system…can you parse resumes with it?”
One thing you deduce at a staffing and recruiting conference is the air of excitement when recruiters talk about their career field. They want to stay current and understand how software solutions benefit them. They want to go home better than when they arrived.
And it is here where our journey ends. Not California like some Steinbeck-cliche or Manifest Destiny creed of the American West, but realizing that when recruiters gather together, their ambition is contagious.
For over 13 years, the reality singing competition has captivated, dare I say hypnotized, American television audiences. It started in 2002 with American Idol, and—as far as TV networks are concerned—won’t stop until they’ve forced every last person with any ounce of talent into our car stereos and Spotify playlists.
So when NBC introduced The Voice in 2011 I was…skeptical to say the least. Why did we need another prime time karaoke competition?
But The Voice was different. Not only did the celebrity judges “draft” singers to their respective teams instead of judging their performances alone, but they also had to pick singers with their backs turned to them. They couldn’t pick on appearance, hair color or gender. They had to choose based on what the name of the show suggests. The person’s voice.
So what does this have to do with recruiting? Until a few days ago…I assumed nothing. As I’ve alluded to in recent posts, human nature wants us to make poor hiring decisions. It wants us to choose people like ourselves and wants us to make judgments early in the interview process—like 10 seconds into the interview early.
I hear you all in the backseat. Your eager voices echoing like children on a family road trip to Mount Rushmore or Washington D.C.
“Are we there, yet?”
No, not yet. But I promise we’re getting…closer.
I know our last stop in the realm of bad candidate experiences was difficult at times, but it was crucial in order to overhaul and reshape the candidate experience.
So with Bad Candidate Experience-ville fixed in our rear view mirror, let’s set our sights toward a new horizon, one dotted with the shiny skyscrapers worth gasping over — the companies whose candidate experiences are at the heart of their success. Simply said, now that we know what a good candidate experience is not, it’s time to learn what a good candidate experience is.
Before we can reach our terminus of enlightenment for the “ultimate candidate experience,” our pilgrimage requires a pit-stop in the land of the bad, the depraved and the nefarious. Here we will leap into the turbulent waters of long and complicated job applications, and pore over characteristics of candidate experiences so awful that people spread the word like tent-revival evangelists.
Don’t worry, we won’t stay here long. No, our final destination is far from this land.
Our purpose here is simple. In order to overhaul the way candidates interact with your company, you must first understand what a great candidate experience is NOT. This means examining the recruiting process through an applicant’s eyes and thinking about his or her experience above everything else.