Can We Do That?! Recruitment, Selection and Hiring Tips and Traps

July 15, 2019 | 102 views

No one knows better than you the employer your jobs and the knowledge, skills and abilities needed to do them. There are several hurdles, however, that can hinder the process of finding the right talent to fill those jobs. The SHRM Online article Study: Most Job Seekers Abandon Online Job Applications identifies a myriad of problems with current application systems, including inaccurate job descriptions and long applications that hinder hiring efforts.

Spotlight

Janta Kenya

Janta Kenya is a Career Development, HR and Recruitment company, focusing on industry specific services. The firm was established with an objective of encompassing integral and necessary skills that most individuals and organizations need in everyday business. From elementary communication skills to strategic management, we offer the training programs to address every business training requirement.

OTHER ARTICLES
RECRUITMENT & RETENTION

HR Compliance: Get Back to Basics During the Great Reset

Article | July 14, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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TALENT MANAGEMENT

What Unconventional People Analytics Looks Like?

Article | June 24, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

Purposeful Employee Well-being: Making Data-based Decisions

Article | August 2, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

Janta Kenya

Janta Kenya is a Career Development, HR and Recruitment company, focusing on industry specific services. The firm was established with an objective of encompassing integral and necessary skills that most individuals and organizations need in everyday business. From elementary communication skills to strategic management, we offer the training programs to address every business training requirement.

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TALENT ACQUISITION,RECRUITMENT & RETENTION

OMNIPRESENT LAUNCHES OMNIACADEMY TO EMPOWER HR PROS TO HIRE AND ONBOARD GLOBAL TALENT

OMNIPRESENT | August 05, 2022

Global employment partner Omnipresent today launches the OmniAcademy, a free online learning platform dedicated to helping HR professionals and senior leaders to grow successful, international businesses with ease. Developed by Omnipresent's team of HR experts, the OmniAcademy's first course - 'Everything you need to know about international hiring' - comprises 13 step-by-step videos with downloadable guides for time-strapped teams. This is the first in a series of courses, and those who complete them will receive certification for the skills developed in each course. 'We founded Omnipresent on the belief that borderless hiring is a key component in the future of work. And with organisations looking increasingly further afield to hire the best talent in a competitive market, HR leaders need to be equipped with the right information to guarantee a positive employee experience, wherever their employees are based. However, we know first hand that this can be extremely complex - our team of over 400 is currently based in 53 countries, so we've had to navigate these very challenges ourselves. This is why we've created the OmniAcademy: to help HR teams make the most of global work and create a seamless experience for their employees." -CEO and Co-founder of Omnipresent, Matthew Wilson The launch of the OmniAcademy comes at a time when 96% of HR professionals are facing challenges with 'future of work initiatives', but 47% 'don't know the best tactics or tools to overcome these issues'. All this in a post-pandemic world where they are tasked with delivering hybrid and remote set-ups, while maintaining a positive employee experience. About Omnipresent Founded in 2019, Global employment partner Omnipresent provides client-focused, tech-enabled business solutions combined with personalized expertise to support hiring people globally. Businesses looking to go global can hire and manage employees compliantly in more than 160 countries through the OmniPlatform, Omnipresent's proprietary digital platform and SaaS product. Companies can easily integrate HR administrative duties, including payroll, expenses, taxes, and benefits, to let them focus on growing their business. As a fully remote company with no corporate headquarters, Omnipresent has grown from a team of two to more than 400 people in 50+ countries worldwide.

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TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

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RECRUITMENT & RETENTION

Job.com Acquires Talent Solutions and Recruitment Firm PrincetonOne to Further Enhance Proprietary AI Technology

Job.com | August 02, 2022

Job.com, the data-driven, AI-powered recruitment platform, announced today the acquisition of PrincetonOne, a New Jersey-based talent solutions provider with an emphasis on Recruitment Process Outsourcing (RPO) and permanent recruitment services. The acquisition is a continuation of Job.com's strategic plan to develop revenue and reach by acquiring successful businesses and supporting intelligent growth with the application of Job.com's proprietary technology. Each acquisition provides an opportunity for the AI to continue learning from new data and subsequently delivers a more effective and efficient hiring process for recruiters and job seekers alike. "PrincetonOne brings significant value to the market and our portfolio, and we are delighted to join forces, PrincetonOne has proven to serve their loyal client base with a high level of service, a fitting complement to the firms we previously acquired. We're looking forward to the opportunity to transform talent acquisition with PrincetonOne and our portfolio and moving toward modernization by applying our technology and augmenting the hiring process.We will continue to acquire and add successful staffing and recruitment firms to our portfolio this year and in 2023, and we fully intend to see exponential revenue growth as well as tremendous advancements in our technology. It's a very opportunistic time to be at Job.com" -Paul Sloyan, Co-Founder and CEO, Job.com. Founded in 2002 by Dave Campeas, PrincetonOne has a nationwide footprint and a diverse clientele, with special concentrations in pharmaceutical, biotechnology, manufacturing, retail, wholesale, and supply chain industries, as well as placements in functional areas such as accounting, finance, and HR. PrincetonOne has built a reputation for delivering best-in-class solutions ahead of the curve and competition. In May 2022, PrincetonOne was named to the Forbes List of Best Professional Recruiting Firms in the country for six consecutive years. PrincetonOne brings more than 130 employees to Job.com, increasing total full-time core employees to more than 300. "We're delighted to be part of the Job.com team, With both companies working tirelessly to stay ahead of the curve through continual innovation, this is the ideal opportunity to foster growth and enrich PrincetonOne, while continuing to offer our clients the best possible service. The addition of Job.com's proprietary technology will help us bring PrincetonOne to the next level and we're excited to continue growing and innovating together." -Dave Campeas Founder and President, PrincetonOne. Job.com's technology aims to remove friction from the hiring process and every acquisition along with its inherent data enhances AI learning. By removing unnecessary steps and wait time, and layering in AI and automation, job seekers have a more positive and personalized experience. This AI and machine learning also enables Job.com to provide better, faster candidate matches for recruiters. The technology augments the recruiter experience further by allowing them to focus their time on high-value interactions with candidates. As firms continue to join forces with Job.com, more opportunity arises to create efficient candidate attraction, better fit placements, decreased hire time, and a human-first hiring process with consumer-level user experiences throughout. We set out to make hiring better for candidates, clients, and recruiters alike, said Job.com Co-Founder and Chief Visionary Officer Arran Stewart. Each of our acquisitions allows Job.com to move toward fulfilling our vision of a digitalized recruitment industry, and with our technology, we aim to deliver an efficient, but always human-centric, hiring experience. Ultimately, we want jobseekers to be placed in their ideal job. By joining forces, Job.com and PrincetonOne will be able to magnify the rapid growth experienced by Job.com's previous acquisitions, reaching more clients and candidates, and further revolutionizing the recruitment industry through Job.com's proprietary technology, intelligent AI, and data-driven solutions. With its focus on developing cutting-edge technology to design the future of recruitment, Job.com will give PrincetonOne the tools they need to realize their full potential, all while continuing to deliver on its mission to create a better, smarter, and more human hiring experience for all. Although this is not the first acquisition for Job.com, it presents a huge opportunity for Job.com to continue moving the needle toward digitized, modern recruitment. The staff and leadership at PrincetonOne come to our portfolio with a fantastic reputation and I look forward to the immense value we will see from this union, said Stewart. Acquisition remains a key element of Job.com's growth strategy, and it is positioned to continue tapping into the vast selection of great staffing and recruitment agencies currently operating within North America throughout 2022. Job.com acquired cybersecurity-focused staffing firm HireVergence in 2020; healthcare and travel nursing-focused firm Fortus Group as well as RPO and contract staffing provider Endevis in August 2021; and most recently, per diem healthcare staffing firm QCI Healthcare in December 2021. About Job.com: Job.com is a digital recruitment company with a unique perspective: Delivering technology and capabilities that shake up the market by bringing together a data-driven approach based in AI and machine learning with high level human capital delivered solutions, designed to efficiently attract and retain the right talent and provide consumer level user experiences throughout the hiring process. This combination provides true value and control to jobseekers, companies, and recruiting teams resulting in more effective talent acquisition, better fit career moves, and a more human hiring experience. Job.com's solutions are growing and evolving rapidly to serve multiple segments of the market and will come to represent the place where individual jobseekers manage their career path and employers find their next hire. About PrincetonOne: PrincetonOne is a nationally recognized talent solutions provider helping companies grow through four unique divisions—Recruitment Process Outsourcing, Professional Search, Executive Search, and Contract Staffing. Regardless of the size or scope of a project, PrincetonOne has the expertise to deliver scalable solutions that are positioned to deliver results. Its deep industry experience combined with a broad range of services and capabilities enables the firm to help companies reach the highest levels of excellence in their talent solutions. PrincetonOne has offices in New Jersey, Ohio, and Indiana.

Read More

TALENT ACQUISITION,RECRUITMENT & RETENTION

OMNIPRESENT LAUNCHES OMNIACADEMY TO EMPOWER HR PROS TO HIRE AND ONBOARD GLOBAL TALENT

OMNIPRESENT | August 05, 2022

Global employment partner Omnipresent today launches the OmniAcademy, a free online learning platform dedicated to helping HR professionals and senior leaders to grow successful, international businesses with ease. Developed by Omnipresent's team of HR experts, the OmniAcademy's first course - 'Everything you need to know about international hiring' - comprises 13 step-by-step videos with downloadable guides for time-strapped teams. This is the first in a series of courses, and those who complete them will receive certification for the skills developed in each course. 'We founded Omnipresent on the belief that borderless hiring is a key component in the future of work. And with organisations looking increasingly further afield to hire the best talent in a competitive market, HR leaders need to be equipped with the right information to guarantee a positive employee experience, wherever their employees are based. However, we know first hand that this can be extremely complex - our team of over 400 is currently based in 53 countries, so we've had to navigate these very challenges ourselves. This is why we've created the OmniAcademy: to help HR teams make the most of global work and create a seamless experience for their employees." -CEO and Co-founder of Omnipresent, Matthew Wilson The launch of the OmniAcademy comes at a time when 96% of HR professionals are facing challenges with 'future of work initiatives', but 47% 'don't know the best tactics or tools to overcome these issues'. All this in a post-pandemic world where they are tasked with delivering hybrid and remote set-ups, while maintaining a positive employee experience. About Omnipresent Founded in 2019, Global employment partner Omnipresent provides client-focused, tech-enabled business solutions combined with personalized expertise to support hiring people globally. Businesses looking to go global can hire and manage employees compliantly in more than 160 countries through the OmniPlatform, Omnipresent's proprietary digital platform and SaaS product. Companies can easily integrate HR administrative duties, including payroll, expenses, taxes, and benefits, to let them focus on growing their business. As a fully remote company with no corporate headquarters, Omnipresent has grown from a team of two to more than 400 people in 50+ countries worldwide.

Read More

TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

Read More

RECRUITMENT & RETENTION

Job.com Acquires Talent Solutions and Recruitment Firm PrincetonOne to Further Enhance Proprietary AI Technology

Job.com | August 02, 2022

Job.com, the data-driven, AI-powered recruitment platform, announced today the acquisition of PrincetonOne, a New Jersey-based talent solutions provider with an emphasis on Recruitment Process Outsourcing (RPO) and permanent recruitment services. The acquisition is a continuation of Job.com's strategic plan to develop revenue and reach by acquiring successful businesses and supporting intelligent growth with the application of Job.com's proprietary technology. Each acquisition provides an opportunity for the AI to continue learning from new data and subsequently delivers a more effective and efficient hiring process for recruiters and job seekers alike. "PrincetonOne brings significant value to the market and our portfolio, and we are delighted to join forces, PrincetonOne has proven to serve their loyal client base with a high level of service, a fitting complement to the firms we previously acquired. We're looking forward to the opportunity to transform talent acquisition with PrincetonOne and our portfolio and moving toward modernization by applying our technology and augmenting the hiring process.We will continue to acquire and add successful staffing and recruitment firms to our portfolio this year and in 2023, and we fully intend to see exponential revenue growth as well as tremendous advancements in our technology. It's a very opportunistic time to be at Job.com" -Paul Sloyan, Co-Founder and CEO, Job.com. Founded in 2002 by Dave Campeas, PrincetonOne has a nationwide footprint and a diverse clientele, with special concentrations in pharmaceutical, biotechnology, manufacturing, retail, wholesale, and supply chain industries, as well as placements in functional areas such as accounting, finance, and HR. PrincetonOne has built a reputation for delivering best-in-class solutions ahead of the curve and competition. In May 2022, PrincetonOne was named to the Forbes List of Best Professional Recruiting Firms in the country for six consecutive years. PrincetonOne brings more than 130 employees to Job.com, increasing total full-time core employees to more than 300. "We're delighted to be part of the Job.com team, With both companies working tirelessly to stay ahead of the curve through continual innovation, this is the ideal opportunity to foster growth and enrich PrincetonOne, while continuing to offer our clients the best possible service. The addition of Job.com's proprietary technology will help us bring PrincetonOne to the next level and we're excited to continue growing and innovating together." -Dave Campeas Founder and President, PrincetonOne. Job.com's technology aims to remove friction from the hiring process and every acquisition along with its inherent data enhances AI learning. By removing unnecessary steps and wait time, and layering in AI and automation, job seekers have a more positive and personalized experience. This AI and machine learning also enables Job.com to provide better, faster candidate matches for recruiters. The technology augments the recruiter experience further by allowing them to focus their time on high-value interactions with candidates. As firms continue to join forces with Job.com, more opportunity arises to create efficient candidate attraction, better fit placements, decreased hire time, and a human-first hiring process with consumer-level user experiences throughout. We set out to make hiring better for candidates, clients, and recruiters alike, said Job.com Co-Founder and Chief Visionary Officer Arran Stewart. Each of our acquisitions allows Job.com to move toward fulfilling our vision of a digitalized recruitment industry, and with our technology, we aim to deliver an efficient, but always human-centric, hiring experience. Ultimately, we want jobseekers to be placed in their ideal job. By joining forces, Job.com and PrincetonOne will be able to magnify the rapid growth experienced by Job.com's previous acquisitions, reaching more clients and candidates, and further revolutionizing the recruitment industry through Job.com's proprietary technology, intelligent AI, and data-driven solutions. With its focus on developing cutting-edge technology to design the future of recruitment, Job.com will give PrincetonOne the tools they need to realize their full potential, all while continuing to deliver on its mission to create a better, smarter, and more human hiring experience for all. Although this is not the first acquisition for Job.com, it presents a huge opportunity for Job.com to continue moving the needle toward digitized, modern recruitment. The staff and leadership at PrincetonOne come to our portfolio with a fantastic reputation and I look forward to the immense value we will see from this union, said Stewart. Acquisition remains a key element of Job.com's growth strategy, and it is positioned to continue tapping into the vast selection of great staffing and recruitment agencies currently operating within North America throughout 2022. Job.com acquired cybersecurity-focused staffing firm HireVergence in 2020; healthcare and travel nursing-focused firm Fortus Group as well as RPO and contract staffing provider Endevis in August 2021; and most recently, per diem healthcare staffing firm QCI Healthcare in December 2021. About Job.com: Job.com is a digital recruitment company with a unique perspective: Delivering technology and capabilities that shake up the market by bringing together a data-driven approach based in AI and machine learning with high level human capital delivered solutions, designed to efficiently attract and retain the right talent and provide consumer level user experiences throughout the hiring process. This combination provides true value and control to jobseekers, companies, and recruiting teams resulting in more effective talent acquisition, better fit career moves, and a more human hiring experience. Job.com's solutions are growing and evolving rapidly to serve multiple segments of the market and will come to represent the place where individual jobseekers manage their career path and employers find their next hire. About PrincetonOne: PrincetonOne is a nationally recognized talent solutions provider helping companies grow through four unique divisions—Recruitment Process Outsourcing, Professional Search, Executive Search, and Contract Staffing. Regardless of the size or scope of a project, PrincetonOne has the expertise to deliver scalable solutions that are positioned to deliver results. Its deep industry experience combined with a broad range of services and capabilities enables the firm to help companies reach the highest levels of excellence in their talent solutions. PrincetonOne has offices in New Jersey, Ohio, and Indiana.

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