A big first step to re-inventing job search

Kudos on continuous process improvement. And, here is another area of opportunity. When a candidate applies for an open role at J&J, they receive a survey one month later even if they never spoke to anyone at the company. The survey asks , "How likely are you to recommend Johnson & Johnson as a prospective employer to family and friends?" How could a candidate answer that question any better after hitting the submit button? If J&J is interested in measuring how they are "perceived" by candidates, then that question should be asked at the time of application. If J&J is looking to improve their application process, then they need to ask relevant questions. The next 2 questions should be automatically captured via J&J's application process. "Did the recruiter contact you and provide a reason why you were not a good fit for the position you applied to?" And, "Did the recruiter invite you to join Johnson & Johnson's talent community?" Any CRM app can capture this data once a recruiter make a phone call or sends an email. J&J asks Question 1 again with a slight twist, "How favorably do you view Johnson & Johnson?. I assume if someone is applying for a job where they're going to spend about 2000 hours a year, I'd hope they view that place as favorable. And, "To what extent has the recruitment process influenced the above score?". Again, this is an application process, not a recruitment process so not sure hitting submit can influence someone one way or another. And, the final question, "What can Johnson & Johnson do to improve the recruitment process?". The answer? Ask meaningful questions of those taking the time to fill out a survey. Maybe you would like to know the top 5 reasons people apply to the company? Is it the dental plan, work-life balance, diversity, or the number of women in leadership and BOD positions? Monitor and measure as much of your process in stealth mode; the best processes are those that are invisible. And, think about potential bias in data gathering . That is, J&J is asking job seekers a broad question about how favorably they view the company? Even though the survey is anonymous, folks may be inclined to provide positive responses with the hope there is a future job opportunity. Ask more specific or targeted questions.

Very exciting how technology con simultaneously help job seekers and employers to find the best fit! --It would also be nice to be able to use more filters- for example I don't see on your career site where you can filter years of experience. This, at times, can also be discouraging when the first 5-10 results have requirements far out of your reach.

Great work! I love that whenever you publish it is about making the candidate journey more enjoyable and friction-less. Kudos to you and your team!

As employer, also take a look at Riminder.net. An AI solution to evaluate resumes quickly with exceptionally accurate Deep Learning.

Jay, Thanks for posting. Today AI is not able to replace a real live Coach who can evaluate options, identify "The Right Fit" and help candidates negotiate offers to land new positions. Nancylee Matles