Adaptive content is also in its infancy, even for us as specialist recruitment site builders. What is it? Suppose Henk and Jolanda (yes, there they are again) are both presented with the same vacancy, but Henk is shown a different version than Jolanda. We do this because we know that Henk converts with the content he sees. The same applies to Jolanda and her version of the vacancy.
Of course, you have to recognize Henk and Jolanda as visitors as soon as they come to your website. Otherwise, you cannot present the right content. Incidentally, I do not know whether this is still a feasible option since the latest changes to the GDPR (in connection with the storage of IP addresses and such).
Input from the crowd
GetNoticed.nl: the PWA is coming, the progressive web app . A hybrid between a website and a native app. With a PWA you can show offline data to a mobile device and push messages (instead of mailing)
Joboti: push vacancies directly to mobile without people having to install an app (use already installed apps).
3. Marketing
In this article I use the term 'marketing' as a collective name for everything related to your employer brand, labor market communication and your reach.
Guerrilla
Nothing is more fun than guerrilla recruitment . In my opinion, we see this too little in our country. Think of a brilliant guerrilla recruitment action and make yourself immortal as a recruiter.
Recruitment on demand
Recruitment on demand is delivering where, when and for how long you really need it and nothing more. The advantage is that you can recruit very quickly and flexibly with your own employer brand - our sister company The Next Crowd, for example, launches a campaign within 72 hours. When the campaign is finished, you can stop immediately.
This is how it works: you launch a temporary 'Working at' site. This is immediately plugged into all major traffic sources, so that you as an employer immediately receive applicants. When your project is finished, you pull the plug and go about your daily business. That's it!
arjan recruitment work at
Both direct employers (Coolblue, PostNL, DHL) and intermediaries (Randstad, Job Personeelsmakelaar) use these temporary 'Work at' sites (intermediaries do this for their clients) to recruit temporarily, solidly and in a targeted manner.
I think temporary recruitment solutions will gain serious market share from permanent suppliers, for the simple reason that supply and demand can vary from day to day.
Reference site
If you as an applicant really want to know where you will be working, you do not only look at the employer, but also at reference sites such as Glassdoor. This company was recently bought by the Japanese Recruit (the parent company of Indeed). All major employers can be found here and your peers will tell you exactly what it is like to work for the employer in question. There are already companies that actively promote Glassdoor in their labor market communication (I bet they korea telegram data are known as attractive employers).
This 'voice of the crowd ' is becoming more important than ever in my opinion. The (further) development of experience websites such as Glassdoor will continue to grow rapidly and gain ground.
TradeTracker: offer your vacancy campaigns via an affiliate channel, so your vacancies appear in places you haven't even thought of.
Campaign Recruiters: outsource the entire package. Let the labor market communication be developed, the temporary 'Working at' site set up, the selection be done and the payroll be taken care of. A project-based end-to-end solution.
Time for action!
Then it's time to get started yourself! Dust off your keyboard, share your best plans, ideas and brainwaves with your colleagues. I'm curious what you come up with! Let me know in the comments (also indicate whether it concerns 1. Vision, 2. Technology, or 3. Marketing!)? I'm curious.