Applying for jobs and not hearing back? Indeed wants to boost your search, Netflix-style
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By Sam Becker
In recent years, the labor market has entered a sort of twilight zone, with swaths of employers complaining that they?can’t find enough workers?and many workers likewise saying that they can’t find a job—or even get a response to an application. It’s a frustrating dynamic for both sides, to say the least.?
But?Indeed, a platform perhaps best known for its job-search functionality, is putting the friction between employers and job seekers squarely in its sights, and has quietly rolled out new “matching” technology to smooth out the hiring process. In effect, looking for a job or worker on Indeed may feel more like using Tinder or Netflix in the future, as job seekers and employers are “matched” with potential employers and employees.?
Raj Mukherjee, executive vice president and general manager for Employer at Indeed, tells?Fast Company?that the pervasive “tightness in the labor market and systemic changes that have happened” in recent years have spurred Indeed’s platform to evolve. “The real struggle is that tech has not kept pace with demand” from both job seekers and employers, he says, adding that “too many technologies haven’t delivered on the promise of hiring quickly, hiring quality candidates, and doing it with less effort.”
As such, Indeed has tapped into its massive data set—incorporating artificial intelligence and machine-learning elements, among many other things—to develop a data-driven approach to the process of hiring and getting hired. Mukherjee says that these changes to Indeed’s platform are already live, and have been for some time, and that the platform is nearing a “tipping point” of sorts where users might start to see noticeable changes in how it works.?
And it’s the sheer scale of data points and tools that Indeed has to experiment with while perfecting its matching tech, Mukherjee says, that he hopes will make Indeed faster and simpler to use than competing platforms.
“Think about how Netflix recommends content,” Mukherjee explains. “What you watch is getting recommended, but one of life’s most important choices, where you work, isn’t getting recommendations.” Accordingly, Indeed may start “recommending” certain jobs or positions for job seekers using its data-driven, algorithmic approach. This, theoretically, should speed up the hiring process, put the right job opportunities in front of the right prospective workers, and overall reduce friction in the market—something that Indeed’s own research shows is long overdue.
An Indeed/Harris Poll survey found that 79% of job seekers applied for positions and never heard back. And 77% say that the hiring process is too slow. Meanwhile, a separate Indeed survey of U.S. employers found that 52% say today’s hiring processes are inefficient, and that 57% say they’ve experienced a financial loss as a result of open job roles. Further, 24% of U.S. employers claim those estimated losses exceeded $1 million.
It’s data points like these, Mukherjee says, that make Indeed’s evolution a much-needed addition to the market. “There are real economic consequences,” he says, to the slow, antiquated, and frustrating hiring processes that are pervasive in the U.S. labor market.
With that in mind, Mukherjee explains that Indeed’s focus has been on making the hiring process quicker and more seamless and that going forward, employer-candidate matching, recommendations, and speed will be a centerpiece of the platform’s offerings, and that the company is using “everything under the sun” to achieve its goals.
“I know that employers are unhappy and that job seekers are unhappy,” he says. “We want hiring to become as easy as pressing a button—that’s really what I’m hoping for.”
Sales Associate at American Airlines
1 年Thanks for sharing
Mestre em Engenharia Química | Professor de Exatas e Engenharias | Especialista em Resolu??o de Problemas e Tecnologias na Aprendizagem.
1 年Perhaps if the candidate could tell the moment in which he finds himself as a professional, what he hopes to achieve, and what he does not want at all, in addition to simply saying what position he is interested in running for, the place and salary range, the data system had more information to match the candidate with his potential contracting companies.
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1 年Indeed's initiative to boost job search efficacy is a commendable step, yet it's essential to delve deeper into the underlying issues. The job market is not a monolith, and the challenges faced by job seekers are multifaceted. The crux of the problem lies not just in the application process, but also in the systemic structures that govern the job market. The article rightly points out the frustration of job seekers, but let's consider this: Are we nurturing a culture that values human potential and creativity, or are we merely reducing individuals to their resumes? The current system, with its emphasis on credentials and experience, often overlooks the potential for growth and the ability to adapt and learn. Let's rethink our approach to job search and recruitment. Instead of focusing solely on matching skills to job descriptions, let's foster a culture that values potential, adaptability, and lifelong learning. This shift in perspective could be the key to transforming the job market and creating more fulfilling work environments.
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1 年Thanks for sharing.