How digital platforms are transforming job searches in Nigeria 

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The Covid-19 catalyst in digital transformation 

The pandemic caused a big change in how we use technology for work. Because of the virus, many people couldn’t go to their usual workplaces, so they had to find ways to work from home using the internet. People all over the world, including many in Nigeria, started using websites to find jobs they could do from anywhere, even for companies in other countries. This situation helped speed up the use of online tools and websites for keeping businesses going and people working, even during tough times. 

Key online job platforms: Top 3 in Nigeria 

#1. LinkedIn:

With over 7.5 million users based in Nigeria according to WorldPopulationReview.com, LinkedIn has emerged as the leading professional networking and job search platform in the country. On the African continent, Nigeria ranks third in terms of LinkedIn subscribers, behind South Africa (11 million) and Egypt (7.9 million). 

Demonstrating its popularity among Nigerian internet users, LinkedIn was the only career-centric platform to rank among Nigeria’s top 15 most visited websites in 2023 – coming in 15th place with approximately 4.58 million visits, despite a 43.4% drop from 2022. 

Such extensive adoption can be partly credited to the sheer number of Nigerian businesses leveraging LinkedIn, estimated at a staggering 6 million out of 58 million companies globally registered on the platform. 

For job seekers, LinkedIn provides unmatched access to professional contacts and networks in the country. 

#2. Indeed:

Indeed has long been a reliable source for job seekers in Nigeria, offering a wide array of over 10,000 job opportunities daily across the country. Its user-friendly interface allows individuals to easily search for jobs that match their location preferences, skills, and industry interests.

Historically, Indeed has been a go-to resource for employment opportunities in Nigeria even before the widespread adoption of professional networking sites like LinkedIn. Its straightforward design is particularly appealing because it does not require advanced technical skills to navigate. The mobile-friendly aspect of Indeed ensures that users can access job listings and apply on the move, with the added convenience of submitting a CV once for multiple applications.

Its focus on simplifying the job search process has contributed to its popularity among Nigerian job seekers, facilitating an efficient and user-friendly experience for finding employment.

#3. Jobberman:

Founded by Olalekan Olude, Ayodeji Adewunmi and Opeyemi Awoyemi, Jobberman enjoyed a first-mover advantage as one of the pioneering digital job boards focused exclusively on the Nigerian market. At its peak, it boasted over 600,000 registered job seekers on its platform. 

However, with the rise of more interactive, networking-focused platforms, Jobberman has lately faced member retention challenges, seeming slightly unattractive to tech-savvy millennials and Gen Z candidates.

Younger applicants often find Jobberman unexciting to use compared to more modern, engaging portals like LinkedIn where relationship-building is integral. 

But Jobberman’s dedicated base of local opportunities still makes it relevant for mid-level applicants who value its simplicity and streamlined features over social networking functionalities. The site’s longevity and employer relationships help retain its niche among Nigeria’s job market. 

Leveraging niche social platforms and discussions 

In addition to traditional job boards, social media platforms and forums that focus on networking play a crucial role in opening up opportunities for job seekers through the influence of influencers, referrals, and collaborative discussions. 

For instance, Facebook groups managed by recruitment professionals and companies serve as active hubs for job postings, simultaneously offering guidance in vetting applications and preparing for interviews.  

There are also websites like Nairaland.com, an influential Nigerian internet forum founded by entrepreneur Seun Osewa. Specifically designed for Nigerian residents, the platform has earned its place as the 6th most visited website in Nigeria in 2023. Nairaland not only facilitates job listings but also fosters a collaborative environment where members share tips based on their experiences, helping each other navigate and succeed in the job market. This localized approach makes Nairaland an invaluable resource for job seekers seeking both information and camaraderie in their professional journeys. 

Persistence of conventional approaches 

Despite the digital transformation spree, conventional job hunting approaches continue to retain relevance for certain segments. For example, small businesses in local markets still place simple “Vacancy Available” signs to attract nearby walk-in applicants, indicative of opportunities. Such tangible visibility offers a straightforward pathway, especially for non-digital native job seekers who may lack online access or skills to navigate fast-evolving virtual hiring platforms. 

Blending digital convenience with accessibility 

Digitization has undoubtedly caused a major transformation in how most youth and professionals discover and apply for jobs in Nigeria by offering efficiency, transparency, networking and customized search functionalities.  

However, traditional pathways like walk-ins, print ads and radio continue to retain relevance across socioeconomic segments lacking digital proficiency and access. As Nigeria’s digital infrastructure and literacy expands, integrating technological conveniences with inclusivity considerations can potentially maximize access and participation for diverse job seeker groups. 

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2024 six-month outlook for the European tech industry: Insights from Ravio 

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Faced with these shifts, businesses are adopting innovative strategies, especially in human resources, under tight budget constraints. 

According to Raymond Siems, Ravio co-founder and Chief Product and Technology Officer, The current economic environment is putting a big pressure on HR and People leaders, who are being challenged to do even more with less. 

Ravio notes a shift towards creative employee incentives beyond just pay, emphasizing employee well-being and flexible work arrangements. These trends suggest a significant transformation in the tech industry, with companies proactively adapting their strategies for success in a rapidly evolving global market. 

Hiring Trends: A deliberate and focused approach

In the current economic climate, a notable 44.8% of companies are planning to expand their workforce, reflecting a cautious yet strategic hiring approach. This trend is more evident in early-stage companies, which are prioritizing the replacement of existing staff rather than increasing their overall team size. This decision aligns with the need for stability and maintaining operational efficiency in a volatile economic environment. 

A significant emphasis is being placed on recruiting for engineering roles. This focus indicates a strategic move by companies to bolster their technical strengths. By concentrating on enhancing their technical teams, these companies are not only addressing immediate needs but also laying the groundwork for potential future growth. This trend highlights a proactive stance in the tech industry, where companies are actively working to develop and maintain key skills and capabilities that are critical to their long-term success and competitiveness. 

Compensation strategies: Navigating economic realities 

Following an economic setting marked by a 4.9% inflation rate, companies are adopting a careful approach to compensation. Most are exercising restraint in raising salaries for new hires, striking a careful equilibrium between financial limitations and the need to stay competitive in the job market. This conservative stance in salary increments reflects a strategic balance, ensuring financial stability while meeting market standards. 

For companies contemplating salary revisions, there’s a clear dual objective. Firstly, adjustments are considered to keep pace with inflation, ensuring that compensation remains relevant and fair in the context of rising living costs. Secondly, there’s an intent to attract experienced professionals, a move that underlines the importance of securing top talent for sustained business growth and success. This two-pronged strategy in compensation management showcases a nuanced understanding of the current economic landscape. It demonstrates an approach that not only seeks to navigate financial challenges effectively but also aims to maintain a strong position in the talent market.  

EU Pay transparency directive: Varied industry responses 

The upcoming EU Pay Transparency Directive has brought mixed reactions. While 69% of companies do not see it as an immediate concern, their complacency could stem from a sense of preparedness or a belief in sufficient lead time for compliance. Conversely, the proactive minority is prioritizing the enhancement of pay transparency and the clarity of career progression paths, setting a precedent for greater openness in organizational cultures.  

Evolving benefits: Prioritizing wellbeing 

The shift in benefits packages, planned by half of the surveyed companies, is a testament to the evolving understanding of employee needs. The focus areas – health, wellbeing, flexible holidays, and support for commuting and professional development – reflect a holistic view of employee welfare. This shift is not merely a tactic to attract new talent but a strategic move to foster a supportive and engaging work environment, crucial for long-term staff retention. 

Workplace flexibility: Embracing hybrid work models 

The hybrid work model has become a mainstay in the tech industry, with 77% of companies adopting this blend of remote and office work. This widespread adoption indicates a successful balancing of flexibility and collaboration, catering to diverse employee preferences. 

However, the consideration by some companies to increase in-office days points to an ongoing exploration of the best practices for fostering collaboration and team cohesion in a flexible work environment. 

Learning and Development: A vital investment

The significant emphasis on learning and development, with 85% of companies prioritizing it, underscores the sector’s recognition of continuous skill development as essential to both individual and organizational growth.   

In an industry that thrives on innovation and rapid technological advancements, fostering a culture of learning is key to maintaining a competitive edge. 

A time of strategic resilience and innovation

The next six months in the European tech industry are marked by a balancing act between cautious resource management and a commitment to employee wellbeing and development. This period will likely serve as a pivotal moment, testing the industry’s ability to adapt to external pressures while maintaining its focus on its most crucial asset – its people. The strategies being adopted reflect not just a response to immediate challenges but also a visionary approach to shaping a resilient, dynamic, and people-centered tech industry. 

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The Evolution of sourcing from Boolean Strings to AI-Driven strategies 

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The evolution of sourcing 

Sourcing has undergone a significant evolution, transforming from basic practices into a sophisticated, strategic system within the recruitment sector. This evolution finds its origins in pioneering concepts, epitomized by Shally Steckerl, the founder of The Sourcing Institute, whose groundbreaking innovation of the foldable business card integrated with Boolean search strings heralded the emergence of sourcing as a pivotal tool in talent acquisition strategies. 

From these modest origins, sourcing has advanced in step with technological progress and shifts in market dynamics.

Initially characterized by manual searches and reliance on personal networks and traditional databases, the advent of the internet and digitalization marked a pivotal change. The emergence of online job boards and the proliferation of digital resumes broadened the scope for sourcers, enabling access to a wider talent pool. 

LinkedIn’s game-changing impact 

The rise of platforms like LinkedIn signalled a major transformation, revolutionising sourcing by offering unparalleled access to extensive networks of professionals. This era saw the development of sophisticated search algorithms and data analytics, enhancing the ability of sourcers to pinpoint and attract potential candidates with exceptional accuracy. Additionally, the adoption of social media for sourcing further diversified the methodologies used to connect with and engage passive candidates. 

The modern era: AI and strategic engagement

In today’s market, sourcing encompasses more than just identifying the right candidate. It now involves facets such as employer branding, enriching the candidate experience, and applying strategic engagement tactics. The integration of artificial intelligence and machine learning has revolutionized sourcing, introducing automation and predictive analytics to make the process more efficient and data-driven. Modern sourcing tools include AI-driven chatbots, CRM systems, and advanced analytics platforms.

The challenge of profile commoditization

Despite these advancements, sourcing has faced challenges, particularly the commoditization of candidate profiles. This phenomenon, where candidate profiles become standardized and lose uniqueness, poses significant hurdles to traditional tools and practices, as evidenced by the closure of HiringSolved and layoffs at SeekOut.  In such an environment, recruiters may shift focus towards cost-efficiency, speed of hiring, and leveraging AI for deeper candidate analysis. The recent decision by LinkedIn to restrict access to certain profile details (X-Ray) adds another layer of complexity, compelling recruiters to adopt more innovative and adaptive strategies.

This evolving scenario highlights the need for recruiters to focus on personalized engagement with candidates, thorough skill assessment, and an emphasis on cultural compatibility and potential. These strategies are pivotal in navigating the challenges posed by profile commoditization, ensuring that talent acquisition remains dynamic, effective, and human-centric in a rapidly changing industry.

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Google’s core update: A comprehensive guide for recruiters, ATS platforms, and the Job advertising Industry 

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Enhancing search result quality and relevance, this update highlights the need for heightened online visibility, crucial in attracting top talent in today’s competitive market.

Understanding the update’s impact

This fourth major algorithm recalibration of 2023 brings significant changes, especially in recruitment. Recruiters now find their well-crafted job listings, such as those for niche roles like Ruby on Rails programmers, attracting a broader audience, sometimes unexpectedly leading to a high volume of unqualified applications. This shift necessitates a more diverse SEO strategy, focusing not just on keyword integration but on understanding the intent and context of search queries. Alexander Chukovski elaborates on this in his LinkedIn video. 

Challenges for ATS platforms

ATS platforms face challenges in user experience and SEO. Traditional platforms with complex application processes risk high abandonment rates, as highlighted by Appcast’s finding that 92% of online applications are never completed. To adapt, ATS platforms need to simplify application processes and align job listings with active job seeker searches, ensuring comprehensive and informative content. 

Evolving recruitment practices 

Recruiters can leverage this update to enhance job listing visibility and adapt their SEO strategies. A well-optimized job advertisement can now reach a wider audience, but recruiters must also address the growing use of AI application tools by job seekers. As noted by industry expert Richard Collins, the rapid adoption of these AI tools for crafting resumes and cover letters poses new challenges and opportunities for the job advertising industry. 

The impact of AI on job advertising 

The adoption of AI by job seekers raises concerns about the future of job advertising. As Collins points out, AI tools are becoming increasingly sophisticated, aiding in writing CVs, tailoring applications, and even participating in interviews. This surge in AI-assisted applications could lead to a flood of unqualified candidates, affecting the economics of job advertising and potentially leading to a significant decrease in advertising spend per job. 

Take, for example, a job listing for a specialized programming language like Ruby on Rails, which normally attracts just a couple of applications. Suddenly, it’s inundated with over 300 submissions, but none meet the qualifications. This trend suggests a shift towards an employer-centric labor market, where the availability of genuine, open positions is dwindling, a scenario not reflected in the official statistics from the U.S. Bureau of Labor Statistics.

This change is partly due to job seekers increasingly turning to AI-powered application tools to boost their job prospects, often using them indiscriminately rather than strategically.

To address this, the industry needs to pivot towards more effective methods, concentrating on attracting genuinely qualified candidates instead of just depending on revenue from job advertisements. 

Broader implications for the labor market 

The update streamlines job searches, making it easier for candidates to find suitable roles. However, the rise in AI tool usage complicates this process, as job boards and employers may receive an overwhelming number of applications. This trend necessitates a reevaluation of online presence and application processes, with companies seeking more efficient ways to handle the influx of applications. 

AI-Apply automation tools: A double-edged sword 

While AI-apply automation tools streamline the application process, their widespread use brings new challenges. Recruiters and hiring managers must find ways to sift through a large volume of applications, identifying genuinely qualified candidates amidst a sea of AI-generated applications. 

The Google November 2023 Core Update presents both challenges and opportunities for the recruitment industry. By understanding and adapting to these changes, recruiters and ATS platforms can optimize their strategies, leveraging technology advancements to improve their processes and better connect with top talent. 

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3 AI Recruitment jobs that will emerge in 2024

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AI is revolutionizing recruitment, necessitating new job roles for managing its unique challenges, such as understanding AI’s functioning and its integration into hiring processes. Jim Stroud highlights this shift, emphasizing the need for skills suited to this digital era. This transformation in recruitment technology demands professionals adapt and develop AI-compatible skills, significantly altering traditional hiring approaches. Jim Stroud lists several key jobs essential in this AI-driven landscape.

#1. Algorithmic recruiting analyst: Combining AI and HR skills
The role of an Algorithmic Recruiting Analyst is increasingly crucial in the crossroads of artificial intelligence (AI) and human resources (HR). This position involves not only understanding but also enhancing AI-driven hiring tools. Unlike traditional recruiting analysts, professionals in this role are tasked with ensuring AI systems not only identify top candidates but also align them with the most fitting roles.

However, their responsibilities extend beyond technical skills; they are also look after equitable and diverse recruitment practices.

This includes striving for equal opportunities for all candidates, regardless of background. Competency in this role requires a robust knowledge of AI and machine learning, coupled with a profound understanding of recruitment strategies and talent acquisition.


#2. Ethical AI compliance officer: Making sure AI is fair and legal
As AI becomes more common in different areas, like recruitment, the role of an Ethical AI Compliance Officer is getting more attention. This job is important because of new rules in places like the EU and the US that control how AI is used. People in this job make sure that AI tools in recruitment follow these rules and laws. They work to prevent AI from being biased and ensure it treats everyone equally.

They also keep the recruitment process clear and honest.

To do well in this job, someone needs to understand legal and ethical standards well, and also know how AI works.

For detailed information on roles like the Ethical AI Compliance Officer, as shown above, including specific qualifications and responsibilities, you can refer to job listings on Job boards.

#3. AI Recruitment trainer: Teaching how to use AI in hiring

AI Recruitment Trainers play an important role in modern recruitment practices by equipping HR teams with the necessary skills to effectively utilize AI tools in the hiring process. As AI technology rapidly advances, these trainers are essential in bridging the gap between the theoretical aspects of AI and its practical applications in everyday recruitment tasks.

With the increasing trend of job seekers using AI-powered tools, like OpenAI for tasks such as resume writing and job applications, the demand for AI Recruitment Trainers is growing significantly. They are responsible for showing how AI tools can be seamlessly integrated into current recruitment processes, thereby making these processes more efficient and productive.

The importance of AI Recruitment Trainers in the recruitment industry cannot be overstated.

As technology becomes a more integral part of the job application process, their role in facilitating the ethical and effective use of AI in recruitment becomes increasingly significant. They ensure that while organizations leverage the benefits of AI, the human element in the recruitment process is not overshadowed.

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Never before have so many candidates received an offer after sourcing 

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In the latest Sourcing Benchmark, a remarkable pattern stands out, as observed by Cooble specialists who track sourcing trends quarterly. On one hand, there’s a decrease in the proportion of candidates presented to the client after a call appointment, seemingly leading to more productive conversations or, at the very least, a faster process. Moreover, not only are an increasing number of referred candidates being invited for a second interview, but an unprecedented 60% of them are also receiving job offers right after that second interview. 

Milou Verhoeks, the co-owner of Cooble along with Jan Karel Sindorff, notes that the 60.3% figure is the highest percentage recorded since they began compiling benchmarks. Verhoeks highlights a significant increase in this percentage, indicating a notable trend. They are observing a growing pattern where, following a positive initial interview, candidates are increasingly anticipating a job offer during the second interview. Additionally, Verhoeks points out that one-third of candidates who did not receive an offer opted to withdraw from the process, while two-thirds were formally rejected. 

Busy December 

According to Milou Verhoeks, the figures for the final quarter of the previous year primarily reflect the bustling month of December. Consequently, numerous interviews were scheduled for January. She anticipates a similar decline in the number of candidates attending their first interview in the last quarter of 2023, akin to the pattern observed in 2022. Out of the candidates proposed, only 40% were eventually invited for an initial interview. Verhoeks suggests that this percentage is relatively low, and she points out various potential causes such as some vacancies being put on hold, the presence of more qualified candidates in the process, or candidates not meeting the requirements adequately. 

 

Short lines ensure that you introduce the right candidates to the vacancy holder.’ 

Milou Verhoeks 

 

In Milou Verhoeks’ perspective, the 40% figure for candidates invited for an initial interview is closely tied to effective communication with the vacancy holder. She emphasizes that clear communication ensures accurate candidate proposals, and being aware in a timely manner when a vacancy becomes inactive is crucial for a sourcer. Moving on to the next stage, the latest data reveals that almost half of the candidates (47%) who had an initial interview are now invited for a second interview. Verhoeks highlights a significant increase from the previous quarter, which recorded just over 40%. Notably, among those who did not proceed to a second interview, 40% withdrew voluntarily, while 60% were rejected by the client. 

 

More in the talent pool 

As a broad observation, Cooble identifies a decline in the number of candidates being recommended after a phone appointment. This suggests not only a decrease in the total number of conversations but also a tendency for these conversations to yield more impactful results. Specifically, in the last quarter, Cooble presented less than 50% of the individuals spoken to (48.5%) to their clients for the initial round. When candidates do not progress, approximately two-thirds are rejected due to insufficient alignment with vacancy requirements. On the other hand, a third of candidates withdraw from the process after obtaining additional information about the job and the organization. 

The number of candidates we propose as a result of a telephone appointment is decreasing.

Notably, a significant 17.9% of candidates are included in a talent pool following an introduction. Milou Verhoeks explains that these individuals might not be immediately ready for a job change but could become valuable talent in the (medium) long term. The benchmark data is derived from the efforts of 43 sourcers working for 65 organizations and addressing 316 vacancies. In the last quarter of 2023 alone, Cooble sent out over 16,000 messages, resulting in more than 7,700 responses. 

Sourcing pressure is increasing 

Sourcing pressure is increasing, notes Verhoeks, as many potential candidates are being actively approached. For instance in The Netherlands, overall response rate of 46% in the last quarter surpasses the 44.3% recorded in Q3 2023. Verhoeks acknowledges the challenges of the fourth quarter, with lower response rates during the holidays, but sending a third reminder proved helpful. Maintaining a personal touch is emphasized to avoid appearing overly pushy. 

In the tight labor market, Verhoeks emphasizes the need for quick action when candidates show interest. Delays in scheduling or finding suitable times can lead to a loss of interest. Furthermore, she highlights the growing importance of talent pools, noting that even if a candidate isn’t an immediate match, they could be valuable in the future. Cooble has observed faster vacancy fills at some clients by strategically building and leveraging talent pools. 

 

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The Great Stay: A new trend for 2024? 

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As 2024 begins, there is a notable anticipation surrounding “The Great Stay,” a ‘transformative’ trend in the employment landscape. This phenomenon represents a departure from the previous disruptions experienced during the Great Resignation and Great Reshuffle. It signifies a shift where employees, who were part of these disruptions, might be adopting a long-term perspective and settling into their new positions. 

“The Great Resignation” has become a global workforce phenomenon, marked by unprecedented voluntary resignations and shaped by distinct factors worldwide and within Europe.

In 2021, over 47 million individuals in the USA voluntarily resigned, triggered by the far-reaching effects of the COVID-19 pandemic.

Europe, too, witnessed a significant increase in voluntary resignations, with economic pressures, pandemic-induced shifts, and workplace culture contributing to this trend. 

The pandemic prompted a paradigm shift in the global workforce, leading to re-evaluations of work-life priorities. Escalating living costs globally and region-specific economic challenges within Europe played pivotal roles, influencing individuals to seek roles aligned with financial expectations. Limited opportunities for career advancement within traditional structures prompted a global quest for new professional avenues, varying by region in Europe.

A global demand for flexible work arrangements emerged, accentuated within Europe, where specific countries exhibited heightened emphasis on work-life balance. Unfavorable workplace cultures globally and in Europe prompted individuals to seek change, contributing to increased resignations. 

However, in mid-2023, there was a global moderation in resignation rates, but the enduring impact of this trend remains to be seen. 

As we move further into 2024, the Great Stay trend is expected to continue, with employees settling into their new roles and prioritizing job stability, work-life balance, and meaningful employment over the pursuit of new opportunities, higher salaries, or career exploration. Companies have been forced to adjust to create more positive work environments, and the pandemic has led to a paradigm shift toward listening and responding to staff expectations, fostering a more fulfilling work environment.

As a result, people might be increasingly committed to their current roles, leading to a new peak in retention rates. 

The Great Stay trend is a positive sign that the difficult period of high turnover is giving way to a phase of greater job stability and employee satisfaction. However, companies must ensure that the foundations of employee centricity, flexibility, and empowerment are not just preserved but continually strengthened. 

In conclusion, the Great Stay trend is a transformative shift in the employment landscape, representing a departure from the previous disruptions experienced during the Great Resignation and Great Reshuffle. As we move further into 2024, the trend is expected to continue, with employees settling into their new roles and prioritizing job stability, work-life balance, and meaningful employment. Companies must ensure that they continue to foster a positive work environment that prioritizes employee centricity, flexibility, and empowerment. 

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8 tips for a modern careers site in 2024 

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What requirements must a modern careers site meet in 2024? And should you connect it to your Applicant Tracking System (ATS) or not? With these 8 tips you are certainly on the right track.  

Hiring the right people is harder than ever these days. A solid careers site is crucial, but what does that actually involve? The experts at ‘Creative Agency Collective,’ also known as HERD, have put together 8 straightforward tips to help you understand what makes a careers site effective. 

#1. Start a separate site 

Creating a separate careers site? It’s the key to attracting more applicants and swiftly filling open positions with the ideal candidate. While it might seem like a significant step—maintaining two websites—having a dedicated careers site is consistently more advantageous than a mere page on the main corporate website 

#2. Formulate a persona 

A good strategy is key. It’s highly important to clearly define in advance who your exact target audience is for the various job openings on the website. Each target audience is unique and requires distinct methods to capture their enthusiasm, provide information, and persuade them. The way they respond and apply can also vary significantly among different target groups. 

Each target audience is unique and requires distinct methods to capture their enthusiasm 

Understanding your target group can be challenging. Consider looking at the five most common positions within your company, invite the employees holding these roles, and engage in a conversation with them. Ask them to describe their roles in detail, including the enjoyable, interesting, or challenging aspects, and what they consider important in their positions. Document this information, create a persona, and then analyze the employee journey through a journey session. 

 

#3. Enable job applications through whatsApp 

Keeping the application and response process as simple as possible is crucial. In this regard, providing the option to apply via WhatsApp is a practical solution. It’s convenient, quick, and lowers the barrier for responses, ultimately increasing the likelihood of getting more reactions.  

#4. Ensure a flawless procedure 

Facilitate a straightforward application process for candidates. Providing the right amount of information in your job listings is important. Too much information can be overwhelming, while too little may create inaccurate expectations and attract undesired applicants. Additionally, clarify your expectations from the applicant. Do you require a traditional CV via email, or is an application with a brief explanation or an introductory video sufficient? Make the process clear and easy for potential candidates. 

Guide candidates through the work environment, illustrating what they can anticipate upon responding to the vacancy 

Guide candidates through the work environment, illustrating what they can anticipate upon responding to the vacancy. Consider creating an infographic that visually outlines each step in the process after expressing interest. This offers transparency and reduces the hesitation to respond. 

Furthermore, break down any forms into multiple steps to make it feel less burdensome for the candidate. A multi-step process is generally less discouraging than a single lengthy form. It not only seems less daunting but also allows for quicker identification of errors, such as missing digits in a telephone number. This approach enhances clarity and user-friendliness. Additionally, leverage a resume parser. When a candidate uploads a CV, much of the information can be automatically filled in, requiring the candidate to only input any missing details manually. This not only saves time but also minimizes inconvenience for the candidate 

#5. More than just vacancies 

A good career site naturally contains more than just vacancies. In fact, all the extra information can actually make candidates more excited. In fact, additional information can significantly boost candidate enthusiasm. Never underestimate the impact of content. Thoughtfully choose the information you wish to share, and include other relevant or useful content for potential candidates. Organize it with manageable deadlines and milestones, such as completing specific pages within a week.  

Consider adding the following: 

  • An overview of the corporate culture 
  • Details about employment conditions 
  • Insights into career options, educational opportunities, and workshops 
  • Visuals such as photos and videos showcasing the workplace 
  • Introductions through quotes from future colleagues 
  • Relevant blogs, videos, podcasts, and upcoming events 
  • Links to social media channelsIf candidates face multiple job choices, provide a decision-making tool on the careers site. This enables candidates to quickly identify the position that aligns best with their preferences. Alternatively, consider implementing a profile test—an assessment to help individuals discover the type of position or job that suits them personally. 

#6. Think of smart animations 

Did you know that animations or  moving things on a website can help direct candidates? If you make important buttons or links move a bit, it catches the candidate’s attention and guides them to the next step. For example, on a job page, make the ‘apply now’ button stand out by making it pulse a little. 

Think about adding a button that lets candidates email, message, or save the job for later. 

Also, think about adding a button that let candidates email, message, or save the job for later. Give candidates choices by putting another button next to the pulsating one, saying ‘get to know the team better first.’ This way, you guide the candidate to see all the important information. Help candidates save the job by putting a button that lets them email, message, or save the job on their phone. This enables retargeting for potential campaigns if necessary. 

#7. Connect your ATS

ATS stands for Applicant Tracking System, a special software helping companies manage their hiring process and interactions with potential candidates efficiently. It’s like a behind-the-scenes tool, acting as a CRM and central hub for all candidate data. Linking your careers site to your ATS has big advantages—it reduces the need for repetitive tasks (no more manual data entry), and it lets marketing and HR work from their own systems, while recruiters can directly post their job openings online from the ATS. 

By linking your career site to your ATS you avoid a lot of duplication of work. 

Make sure you don’t get both your ATS and careers site from the same supplier. This way, you won’t have to shut down your site if you decide to switch ATS providers. Specialists also have their own strengths, so it’s better to let the IT capabilities of both parties come together through a link. This keeps you independent and gives you the freedom to design your site the way you want. When choosing the right ATS, consider things like what information should be stored when a candidate applies, what additional information you need, and which system (ATS or CMS) handles automatic email sending. 

 If you want to explore further details about the top ATS systems favoured by job seekers, check out our comprehensive article: Teamtailor: The best ATS in the world, followed by Greenhouse and Lever 

#8. More than just the site 

As a final tip, remember that successful recruitment goes beyond having a good careers site. Crafting an overall campaign is vital for boosting your visibility and recognition. Consider the type of campaign you want to run alongside your website or job openings, and how you plan to engage with candidates. Will it be an online or offline campaign, or a combination of both? How will the campaign be visible, and what message do you want to convey? Think about bus shelters, a Facebook campaign, or even radio spots. It’s crucial that the target audience is well-defined, and candidates immediately recognize the company involved. 

Without clarity within the company about the recruitment process, everything can still crumble. 

Additionally, consider how you handle applicants internally. This may seem obvious, but it’s incredibly important. Regardless of how much thought goes into the job posting, the information on the careers site, and the overall campaign, without clarity within the company about the recruitment process, everything can still crumble. Recruitment has a profound impact on all facets of the organization and necessitates collaboration among various departments. Ensure that everyone is informed and equipped to fulfill their respective roles. 

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Heleen Stoevelaar: ‘Success in referral is not possible without well-thought-out processes’ 

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We’re excited about having more candidates! It’s great news! However, with more candidates, it becomes crucial to have a strong recruitment foundation in place. Thankfully, over the last 20 years, we’ve automated, innovated, and experimented to stay at the forefront. But, in the ever-evolving recruitment technology landscape, it’s easy to lose sight of the essentials that maintain the ‘human touch’ in our processes. So, what does all this progress mean for referral recruitment? 

Thankfully, over the last 20 years, we’ve automated, innovated, and…

Building a successful strategic referral program within your organization requires careful consideration of processes, effective implementation, and proper execution. Each of these three components are crucial in achieving success with referral. 

#1. A strong process

Consider the details of where, when, and how you can contribute to the referral program. Understand how and where your data, as well as your candidate’s information, will be utilized. Identify who will handle the follow-up and whether there will be any rewards. By thoroughly mapping out the process within the context of your organization, you can pinpoint responsibilities. This not only enhances clarity but also allows you to determine the optimal points for automation and the application of AI. In essence, the goal is to make your process as efficient and effective as possible. 

#2. Smart Implementation

When it comes to implementation, consider aspects such as the campaign page, Applicant Tracking System (ATS), HR System, API integration, reports, timeline, and resource allocation. This comprehensive setup doesn’t happen overnight; typically, the implementation process for a referral campaign spans around 12 weeks on average. It involves careful coordination and configuration of various elements to ensure a smooth and effective campaign launch. 

#3. Strong execution

The execution phase involves the crucial role of following up with both the referrer and the candidate, making it your primary responsibility. When steps 1 and 2 are appropriately organized, the recruitment team can focus on this pivotal task: establishing contact with both parties. Stay updated on progress, provide encouragement, and activate individuals to explore their networks further. Express gratitude genuinely and show sincere interest, actively participating in the process by thinking along and offering support.  

Following up with both the referrer and the candidate is the most important role 

In this system, there are three connected parts where people and machines work together. People and machines influence each other, making sure that the personal, human element stays important in every step of your referral process. 

Overwhelmed by success

Back in January, a hiring manager reached out excitedly. They had launched a successful referral campaign in October 2022. Eager to show gratitude, they planned to reward everyone who nominated a candidate and offer additional incentives upon acceptance and after the probationary period. The referral machine was in full swing! 

‘What success?’ I asked. “You only had one job!” 

However, three months later, the hiring manager was facing challenges. Many of the submitted candidates were not suitable for the organization, and there was a lack of communication with colleagues who had made referrals. They were overwhelmed by success… ‘What success?’ I asked, pointing out that their main task was pretty straightforward, and yet they struggled with it.  “You only had one job!” but they didn’t handle it well. 

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Resigning for the climate: The rise of climate quitting

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Primarily driven by young people, climate quitting involves leaving positions deemed destructive to the planet in favour of roles focused on fighting climate change.

At the recent climate summit in Dubai, the concept of “climate quitting” enjoyed significant attention. Climate quitting refers to the emerging trend of individuals resigning from their current jobs in order to pursue careers that actively contribute to environmental sustainability. Primarily driven by young people, climate quitting involves leaving positions deemed destructive to the planet in favour of roles focused on fighting climate change.

Today, young people confront a challenging decision for the future: either contribute to worsening climate change or dedicate themselves to creating a sustainable planet. Young individuals are increasingly opting for the latter. This shift is so noticeable that a term has emerged to describe it: “climate quitting.” It goes beyond typical resignations and signifies young people seeking renewed purpose in their work by actively contributing to a better, more sustainable world rather than working against it.

Be part of the problem? Or just work on the solution? More and more young people prefer to choose the latter. 

The term “climate quitting” has been around for almost a year but is gaining popularity again, especially in recent weeks. This resurgence coincides with the climate summit held in Dubai in December 2023, where crude oil interests are playing a bigger role than ever before. It aligns with research from CCS marketplace Supercritical, revealing that 35% of UK employees would consider quitting if their employer doesn’t take significant climate action. This number goes up to 53% for Generation Z (Gen Z) employees. Recent research by former Unilever CEO Paul Polman also supports these findings.

Carbon capture 

At the forefront of climate-conscious initiatives in carbon capture stands Dutch-Scandinavian company Paebbl. With a mission to provide carbon-negative building materials, their efforts have been spotlighted by Forbes for the substantial impact on carbon capture.  

To accelerate their growth, Paebbl strategically designated Rotterdam as their hub for research and development. In this dynamic locale, they have effectively drawn in top-tier talent, comprising skilled engineers and operators with execellent backgrounds at renowned companies like ExxonMobil, LyondellBasell, TotalEnergies, Shin-Etsu, and Union Platinum. 

 “An increasing number of professionals from conventional industries are making the shift to sustainability-focused sectors,” remarked Arnold Choi, VP of Engineering. He emphasized the valuable expertise gained in large-scale, capital-intensive, and heavy industries, asserting that these skills are pivotal for small, innovative start-ups like theirs. Choi highlighted the wealth of knowledge these experienced professionals bring, instrumental in enabling Paebbl to overcome challenges deemed insurmountable by many. With these skilled individuals on board, the company anticipates doubling its workforce by the end of the next year.
 

Climate as opportunity 

Paebbl’s narrative aligns with the growing perspective that the climate presents a business opportunity, with sustainable companies strategically targeting areas still associated with the fossil fuel industry to tap into available talent. The International Labor Organization forecasts the creation of 24 million jobs globally in the sustainable sector by 2030, depending upon appropriate policies. Simon Mundy, the author of the book “Race for Tomorrow,” highlights the mega opportunity in investing in green energy or technology, particularly over the long term. Evidently, there is a notable interest from a pool of talent wanting to contribute to this transformative journey. 

Quitter sounds a bit negative. If you consciously choose for the climate, I think that is actually a positive thing.

For Annemiek Nusmeijer, the owner of Greenjobs.nl, the phenomenon of climate quitting is not a new occurrence. Taking charge of the sustainable job platform in 2019, she witnessed a surge of applications from environmentally-conscious job seekers. According to her, from the very beginning, individuals were expressing enthusiasm, stating, “Hallelujah, finally a place where you can find a job with a positive impact!” Nusmeijer prefers to refer to these individuals as ‘climate starters’ rather than ‘quitters,’ as she believes that consciously choosing to prioritize the climate is a positive decision. It is similar to the excitement vegetarians feel when there are more vegetarian options in the supermarket.
 

Frustrated young people 

Aligned with this trend is a perspective shared by BCG CEO Rich Lesser, as highlighted in a recent statement to the Dutch Financial Times: FD. In response to queries about why the consultancy firm actively sought climate activists to join their team, Lesser pointed out, “Some activists are very anti-business. With the exception of a few, I don’t think they want to come to BCG. But I think there are many passionate young people frustrated by the slow pace of needed change who want to make a difference. We are looking for them, and I think they know where to find us.” 

BCG CEO Rich Lesser: ‘There is nothing wrong with demonstrating and protest signs.

There is nothing wrong with demonstrating and protest signs, he also says. ‘But I believe that people who come to work with us for a number of years also develop the capabilities to initiate change by helping companies become more sustainable more quickly.’ 

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The rise of AI and Its implications for gender dynamics: Revelio Labs’ 2023 Workforce Study 

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The research particularly brought attention to the vulnerability of female-dominated roles, especially those in administrative and clerical positions involving repetitive tasks such as data entry, to automation driven by advanced AI systems. This susceptibility poses significant challenges for female employees. 

The analysis also highlighted the risks associated with enforcing a return to the office amid the increasing popularity of remote or hybrid work arrangements.

Such a shift may impede diversity and inclusion efforts, with potential adverse effects on women who benefit from location flexibility to maintain a healthy work-life balance. 

These Revelio Labs studies align with findings from McKinsey & Company, which indicate that women’s jobs may be more prone to partial automation than being entirely displaced. The McKinsey report suggests that between 40 million and 160 million women globally may need to transition between occupations. 

The extensive expansion of AI technology across industries has raised substantial concerns about the potential challenges faced by job functions traditionally associated with women. The looming prospect of AI streamlining or potentially replacing these roles has sparked critical questions about the nature of these occupations and the possible consequences for women, potentially leading to job displacement. 

Job sector at risk for women 

This research emphasizes the urgent need for a comprehensive exploration into how the integration of AI might impact gender-specific roles within the workforce. It highlights the importance of understanding the potential consequences and ramifications of AI adoption, especially in fields predominantly occupied by women, to ensure fair and equitable outcomes amidst the evolving labor market. 

Ethical considerations in AI development stand as a top concern, with many companies yet to establish dedicated teams overseeing ethical AI practices.

Initiatives such as the EU’s AI regulations aim to navigate the terrain of ethical AI development, establishing guidelines and frameworks for responsible AI deployment. 

Achieving gender parity and equal opportunities in AI necessitates active support for women in key AI roles, leveling the playing field and creating pathways for inclusive advancement.

In the context of the rising popularity of remote work in 2023, certain job roles were less compatible with remote setups, resulting in increased resignation rates. However, this transition attracted more women by offering improved work-life balance and flexibility, allowing companies to tap into a diverse global talent pool. 

Throughout the year, challenges persisted in the pursuit of inclusivity and fairness in workplaces.

Roles centered on diversity and inclusion faced notable reductions, hindering efforts to foster diverse hiring practices. To address these challenges, companies need robust strategies aimed at nurturing inclusivity, positively impacting employee well-being, and fostering more conducive workplace environments. 

Despite advancements such as increased pay transparency benefiting more women in securing improved jobs, there emerged a concerning trend of declining representation of women in fields like science. This trend emphasizes the persistent need to create enhanced opportunities and robust support systems for women pursuing careers in these domains. 

Ultimately, the year 2023 underscored the urgency of closing gender gaps, ethically developing AI, and nurturing environments where every individual feels respected and valued. Beyond mere fairness, it’s about harnessing diverse talents and perspectives to chart a more promising and inclusive future for the workforce and society as a whole. 

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Navigating 2024’s job market: Insightful predictions by Joel Cheesman and Chad Sowash  

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Joint Projections by Chad and Cheese for Talent Acquisition and IPO Landscape in 2024

Chad highlighted European startups CV Wallet and Poetry as poised for acquisition and disrupting existing hiring practices. CV Wallet, backed by veteran investor Richard Collins, aims to streamline credentials verification to channel resources towards qualified candidates. On the other hand, Poetry – founded by industry experts Adam Gordon and Mike Hughes – seeks to unify fragmented hiring platforms for enhanced collaboration and user experience. Both leverage smart technology to modernize recruitment.

However, Joel advises tempered expectations on major 2024 IPOs amidst lean funding cycles and unpredictable markets including uncertainties around the 2024 presidential elections in the US, Mexico, Taiwan, India etc. While HR tech players like iCIMS, Greenhouse and Smart Recruiters seem primed for public debuts, global economic uncertainties could prompt delays. Per Cheeseman, an IPO rebound may rely on bold moves by influential giants like Stripe first restoring investor confidence. Absent such catalysts, 2024 may see few impactful headlines of this kind.

In essence, Chad spots potential in European innovation to transform hiring, while Cheeseman stresses stabilizing unpredictable conditions before an IPO surge. But measured optimism allows room for surprises in 2025.

Joel’s forecasts for 2024:

No new Unicorns

Joel’s second prediction for 2024 paints a picture of scarcity, foreseeing no new unicorns emerging in the upcoming year. This outlook stems from the current market’s heightened volatility and high interest rates, prompting the speaker to express skepticism about investors’ hesitancy to allocate substantial funds to the workspace.

The uncertainties surrounding remote work and the global economy add weight to the belief that achieving a billion-dollar valuation for a new unicorn in 2024 is highly unlikely. While acknowledging the potential for his prediction to be incorrect, Joel underscores the prevailing cautious sentiment among investors. He said, “I think there’s a lot of investors that feel burned by putting in so much money into the workspace. Remote work is still kind of up in the air. I think that investors will be gun shy to invest in our space.”

Saying goodbye to a unicorn

In Joels final prediction for 2024, he dismisses the likelihood of major acquisitions, anticipating more modest deals akin to Poetry or CV wallet.

High-performing companies like Deel  and Paradox, having no intention of being acquired, will focus on acquisitions themselves

He asserts that high-performing companies like Deel  and Paradox, having no intention of being acquired, will focus on acquisitions themselves, possibly becoming notable news stories.

Joel predicts a surge in early-stage startup acquisitions due to the rapidly accelerating tech landscape, providing opportunities to acquire promising technologies or struggling ventures. He anticipates an increase in funding for AI-driven startups but rules out the emergence of new unicorns. Instead, he foresees the demise of an existing unicorn, highlighting instances like Beamery and Oyster, which have faced layoffs despite earlier substantial funding.

Unicorns, with inflated valuations, may face closures or become acquisition targets

He speculates that such unicorns, with inflated valuations, may face closures or become acquisition targets, marking a significant shift in the startup landscape. His prediction is met with agreement, citing concerns about overblown valuations and the potential for CEOs to face repercussions before witnessing the downfall of unicorns.

Chad’s projections for 2024:  

The Demise of Twitter’s Hiring platform

Chad’s second prediction for 2024 is all about Twitter’s hiring platform, now called X., drawing comparisons with the challenges encountered by industry giants Google and Facebook in the job-related services arena. 

The narrative highlights the historical context, citing Facebook’s past difficulties that led to the shutdown of its jobs product and Google’s challenges with discontinuing its jobs API and Google Hire ATS.

This historical perspective sets the tone for the prognosis of Twitter’s hiring platform, emphasizing the formidable obstacles it confronts. Despite Elon Musk’s efforts to rejuvenate the social media company, Chad humorously points out that, even after being renamed X-Hiring platform, it still clings to the Twitter URL.

The analysis not only highlights the complexities involved in sustaining such initiatives but also points to potential repercussions for LinkedIn.

Amidst X struggles, LinkedIn emerges as a strong contender, positioned to attract businesses and users migrating away from Twitter

Amidst X struggles, LinkedIn emerges as a strong contender, positioned to attract businesses and users migrating away from Twitter, thereby enhancing its own revenue. In essence, the 2024 forecast suggests that, taking cues from the experiences of Google and Facebook, Twitter’s hiring platform may struggle to navigate the challenges, potentially creating an opportunity for competitors like LinkedIn to assert dominance in the market.

Emergence of a dominant AI player

Chad’s third prediction for 2024 anticipates the rise of a dominant AI player in the HR and talent acquisition (TA) field. In the midst of competition from general platforms like ChatGPT, Claude and Googles Gemini which is the long awaited response to ChatGPT, furthermore, Chad anticipates a specialized HR and TA player will utilize OpenAI’s model.

Distinguishing itself from other platforms, this AI player will provide genuine, data-driven solutions and offer limited free access to its platform for the public. Chad foresees this strategic move propelling the brand ahead of larger competitors in 2024.

He also suggests that embracing AI could position certain players to become unicorns, underlining the significance of AI in the tech landscape. Chad and his co-host agree that AI will be a prominent theme in the HR and TA industry throughout the year, despite potential concerns about an AI bubble.

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