News & Blog

10 August

Match Made in Employment Heaven?

A tidal wave of ‘profile matching’ services promise to revolutionise hiring by delivering candidate ‘matches’ instead of applications. But is this really going to save SME hiring managers time and money? We’re not so sure.

By 2010, online dating had boomed into a $1 billion dollar global industry with millions of people crafting clever profiles, filling out surveys and scrolling through pages of profiles in hopes of stumbling across that special somebody that stands out, head and shoulders, above the rest.

By 2017, that very same technology has been adapted and we’re soon to see a tidal wave of ‘profile matching’ services which promise to revolutionise hiring by suddenly delivering candidate matches instead of applications. But is this really going to save SME hiring managers time and money? We’re not so sure.

With leading players including Seek, Google and Indeed currently ramping up messaging to clients about this particular kind of talent search, it seems that even the big guns of the industry are breaking out the big guns.

Undoubtedly, the rest of the world will follow the US, where a ‘tap on the shoulder’ is becoming the normal trend. Rather than the onus being on the job seeker to trawl pages and pages of job ads, employers are presented with a sea of talent at their fingertips. Exciting times indeed.

But with so many companies now offering it, savvy employees will need to evaluate each provider on their merits. It’s important to note that successful matching depends on more than just a job title or a previous employer match.  Some providers are getting it right.

Temp Market, (tempmarket.co.nz) for example, provides employers with testimonials from past work experiences, and recent skills-test results can be searched based on the requirements for the job in question. E.g. You could search for all receptionists nearby who can type at least 60 words per minute. From there, Temp Market gives you access to a range of talent profiles that are suitable and available to hire right then.  

But that doesn’t mean you should put all of your eggs in the one basket. You’ll still need to advertise. Your potential talent isn’t necessarily going to drop everything just because you ‘tapped them on the shoulder’. Especially if they’re already accounted for. They’ll want to know who the company is, where they are located, the pay rate, whether they’re a cultural fit; the list goes on.  

That’s where a strong employment brand and a good careers website come into play. It’s important to be actively promoting your place of business as an attractive place to work. Here at Big Splash, we specialise in recruitment and knowing what attracts job seekers. Employers of the future are looking for firms they can connect with, and will actively seek out roles in companies they admire.

According to Indeed’s Talent Attraction Study, 52% of candidates think they are more likely to be successful in a job they found on their own merit, versus one where a company contacted them. So if you’re investing all your efforts into the one platform of talent searching, that’s a whopping chunk of the talent pool that you no longer have access to.

It’s also worth noting, says the same report, that candidates who have been ‘shoulder tapped’ also expect an average of 32% increase in salary vs a mere 14% in candidates who found the job on their own.

So while these are indeed exciting times ahead, and we are in favour of anything that makes hiring easier for SME employers, we don’t think talent matching itself is going to be a ‘revolution’.  A great careers website, solid focus on employer branding and promoting your business as a great place to work will set the foundations in place.    

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