Job Discoverability

Problem: There is a mismatch between real employer brand and job Advertisements.  Resulting in too few of the rights kinds of applicants based on matches across skills, culture, location, amenities, personal preferences. 

Opportunity: We could build dynamic job ad pages (landing pages) that clearly illustrate the unique qualities of a job using existing and available corporate resources. 

Solution: An app that translates a single job URL into a unique page that captures the pertinent details of a job and allows the publisher to very easily amend those qualities in real time prior to publishing. 

Benefit: Anyone tasked with posting a job can quickly generate an enriched, on-brand and authentic job advertisement. Secondary benefit is that firms could easily see what an average candidate could see through the packaging and visualization of current instances of brand mentions across the web. 

Current Status: On hold. 

Discovery calls and demonstrations with Talent Acquisition leaders revealed a disconnect between their perceived core set of tasks (that keep them in their role) and overarching strategic initiatives. (i.e. too busy screening unfit applicants to spend too much time thinking about how to increase the quality of organic candidate acquisition.)

Secondly,  While there was a strong inclination toward improving how their respective brands were experienced, there was little to no confidence that Talent Acquisition should play a role in shaping the brand experience. (i.e. marketing does that, we really should have a say, but we (TA leadership) don't.)