![]() We also recognize that employers today are working diligently to eliminate implicit biases from their hiring processes. More than 85 percent of our 30,000+ users are persons of color and come from more than 1,100 schools across the nation. We’ve placed a high emphasis on solving this problem. Besides their generally high price tag, these solutions have marginalized underrepresented candidate groups, thus inadvertently creating an asymmetric and fragmented review process. Current recruiting practices fail to capture a holistic view of candidates, forcing companies to process inbound manually or invest in AI-powered resume parsing or enrichment software. On top of being expensive, juggling inbound from all of these sources is a nightmare – with no guarantee that the diverse audiences are reached.įurthermore, even if the top of the funnel is sufficiently filled, reviewing inbound poses another challenge for companies. Yan: Today, companies employ a wide range of resources to populate the top of their recruiting funnel-posting across job boards, contracting with headhunters, sponsoring career fairs, and more. By keeping track of information related to these applications across all online job boards-where candidates are applying, when and if they’re hearing back-we’re enabling career centers to build more effective and targeted support infrastructure for their students.ĭaso: What methods do firms rely on to recruit? Why are these methods supposedly inefficient for 21st-century hiring needs? We’re looking to build a frictionless candidate-side experience, leveraging their profiles-complete with preferred industry, skills, and more-to personalize job discovery and, in the process, save them time by eliminating repetitive applications using our 1-click autofill feature. Ultimately, our ability to support both students and career centers stems from our use of holistic candidate profiles. This isn’t to blame career centers – most universities only have around ten counselors for the entire undergraduate body. Unfortunately, a big part of the problem these students face is that most university career centers don’t have the infrastructure to personalize the support they can provide to them. Students must rely on peers, professors, and career centers to support them through the convoluted recruiting process to overcome these barriers. We want Simplify to be the single source of truth for applicants and job seekers, regardless of where they are in their careers or their job search. Particularly, Simplify addresses these issues like redundant applications through features like 1-click application autofill, eliminating dysfunctional searches across dozens of job boards through personalized recommendations, and keeping tabs on (what may end up being) hundreds of applications through an automatic application tracker. This sentiment drives a core part of our philosophy-making the job search experience as candidate-friendly as possible. In short, today’s job search is inefficient and disorienting, and the challenge has been creating a solution that can support job seekers through the whole process. This creates a situation in which candidates are left re-entering the same information repeatedly-a process that is both time-consuming and leads to application fatigue. Today’s job postings compound the issue, as they are scattered across multiple job boards and consist of repetitive applications. As a result of these market dynamics, candidates are often left applying to over 50 roles in hopes of landing just one offer. We’ve seen huge increases in applicant pools with fewer geographic barriers across the board, inherently making jobs more selective.
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