TaPod - We Talk Talent Acquisition.

Episode 221 - What's Happening at JobAdder?

May 18, 2023 Craig, Lauren & Tom Season 5 Episode 221
TaPod - We Talk Talent Acquisition.
Episode 221 - What's Happening at JobAdder?
Show Notes Transcript

At Tapod we love our sponsors! And this month we are partnering with the fine people at JobAdder. It gives us the opportunity to sit down with Tom Dyson - Head of Product to discuss all the cool innovations JobAdder has developed to help customers. Have a listen!

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Today's episode is brought to you by job as most of us already know us job better for finding great talent faster. But what you probably don't know is all the exciting stuff in the pipeline. So to get the inside scoop, join us on the 18th of May when we sit down with job as head of product, Tom Dyson as a job as a user myself, I'm excited for what's to come. So make sure to tune in wherever you get your podcasts, build, nurture, and search your talent pools with ease using job data, discover more, a job@a.com. And don't forget to tell them top I'd sent you. Get ready, eat top hard time. We top talent recruitment and everything in between. So strap in and prepare yourself for a dose of knowledge tied in a ribbon of fun. Now, please join your hosts and industry leaders, Lauren sharp and Craig Watson. Hi, everyone. Welcome to Top art. I'm Craig. And I'm Lauren. And joining us today is this month amazing sponsor, Tom Dyson head of product at job at welcome, Tom welcome. Thank you very much delighted to be hanging out with the sponsor podcast is always my favourite one of the month because we get to understand why he doesn't like it. I get to understand, well, we get to understand a little bit more about our sponsor for the month what's going on in their business, and how maybe they can sort of support talent acquisition teams in their growth. So job better everybody knows job better, right? Don't they learn? Everyone knows job? No, ever. Lauren, you you use Java? I do. I do use Java. And we do know that for many years now probably about, oh, gosh, coming up six years I've been using Java. Well, there you go. And we know that the ATS space is very, very competitive. But we also know that job that has been working on a lot of innovation. So time, why don't you jump in and tell us just a little bit about some of the exciting things that we can get out of job at and now these days? I'll try I'll do my best job. I'll make sure I cover the good bits, right. Yeah, let's see all the stuff. I love that it was six years I've been at Java six years. So the second time I did 2016 Just around that time, I would have been about a year later. Yeah, yeah. Seven years, then. Yeah. Wow. Okay. Let's not do math to stay away from math. What's going on? I think it's a really interesting time to be in building tech moment, especially in the HR and talent acquisition space or talent, attraction space, but I guess we could call it what we, we have an incredibly vocal user base, right now that you guys know that. And they honestly and you said every job that they really do in this space, and they love to hear you tell us what we're doing badly. I'd like to give us just gentle nudges, hey, I think you should improve this. But there's there's so much love for what the product is and what we're trying to achieve. And huge amount to do with the millet that kind of an amount of resources we possibly can have is limited. I wish I had more. I think every business listening would love to be right. So what are we doing? Well, some of the key spaces that we want to focus on the whole point of ATS. Such a boring term. It's about really our goal here. Our purpose and product is to sort of empower the end, people make people better at what they do day to day, by solving those things that they wake up in the morning go oh my god, I've got to find some kind of fill that role has been open that one of the things they need to do they need to source they need to if people have applied overnight, they've got to manage that data. So it's about thinking hard about what matters the most to our team, our users. And critically, data. Is that fun? Fun statement fairly important, a lot of AI and all that stuff that's going on the moment and how do we keep it how do we help our users not worry about cleaning that stuff, not worry about getting it into systems, so that you know when you're managing a candidate, you've got the right data. So we've got things like smartphones, we've got forms, I guess, you know, Google Forms, job boards, oyster, Java forms. windjana forms are exactly what they say on the tin. They you build a form you decide what data you're generally collecting, and I like to turn this micro data collection get away from these gigantic forms in the past people used to fill out it Just to be 100 fields, we need every bit of data from your child middle name, or whatever. And you might need it you might need at some point in the process, but we're trying to encourage our customer bases, think about the moments in your process, your hiring process, when you capture information, yeah, right? How might you break it up to make the candidate experience a bit more delight, a bit bit easier, rather than saying, you know, when you apply for this role, we need you to fill in all of this stuff. And then like, you know what I'm gonna get to the next year. That's it. Yeah. So how do we help them and we've got these forms, right? They are, but you can connect it to our system by email templates and SMS templates and say, hey, hey, Mister candidate, you know what we're just we love chatting to you. And we just need this one extra bit of information, you click here, fill it in, submit it wonderful. And what that does, is means they do it, they complete it, and it updates your system. And you could be asking them for, I don't know, a document you might be asking for some sort of reference might be anything. So we can call it we actually documents, data, all those things that mean that that powerful database stays up to date. And it's kind of doing it for you, rather than you have to worry about that stuff. I mean, it's critical. There's not one of these systems existing. One thing either you'd like about using Java, you've kept the interfaces and everything really quite simple. So it's not hard. It's not rocket science. It's not 23 clicks to get somewhere. It's a drag and drop. It's easy. Everything's just easy and simple. Well, I do it because you so simple, it has to be. It's a it is the first thing I heard of Java, when I joined was less clicks, we need less clicks. And you know, I thought it was a bit crazy at the time. So sometimes you need to click to get stuff done. It can't always be no clicks. Yeah, but kind of learn and evolve over the years, which are bad. We've worked really hard that we understand what it means in those micro moments. You're doing a lot in a day, you don't want to have to go forward for backup back to get to things. At some ATS is over the years and like for a job applicant to get their CV across for a role can take them 20 minutes. and I were talking to Matt Woodard from the meetup here in Melbourne recently. And he abandoned filling out a form after 17 minutes. And that's just fucking ridiculous. I've got better things to do. And why would I need to fill it out? If it's already in my CV? Yeah, exactly. Exactly. I know. Some of them are just, they just don't get it. And it's all about efficiency and speed, speed to get stuff done. You just want to tick off your checklist. You want to know what you got to do next. And we're trying to get to this idea of no click the kind of no click User interface where you were presenting the information you need without you you just hover the mouse over it goes, Hey, you know the last time you contact this candidate, or you did something on this job was yesterday, and this is what was done. Would you like to do this next you can't do that I just reminding you. And being sort of the co pilot is our goal is how job I'd just be your little ninja in the pocket a lot of personal you can't just go hey, you haven't followed up with this person you haven't said You know, you haven't sent a nice email to say that candidate was unsuccessful for that role. Would you like to do that? It's about down. Continue to nudge and help people? Well, that's exactly right. Reminders do help. With all the other things that I do in a day, the reminders are a good thing. Tom in another area, would it be fair to say that recruitment marketing has become a very, very important function from from an ATS perspective to help talent teams do their daily job? It's a really hot topic. And I think it's pretty much as old as the world would even have to nurture How do you build relationships? And how do you build that kind of trust and integrity with your brand? And it's really interesting areas we're looking at it but one of the key people things our customers said was hey, can you help us automate How can you remind the mind to do X and then all the way Yeah, but our response is always like yeah, we can help you do that we can help you remind working on that. There's still a need to be a content piece. Yeah. Need to have to answer what is it you're telling those people to engage them? What is the video content what because you've got to build everybody is over content, anything that is a thing at the moment. I would agree. We got ticked up Instagram WhatsApp slack emails. Yep. I don't think we're gonna have Twitter for much longer the way launch going. Many left to sack live on Twitter every day. I don't. Yeah, it's I'm one of those people I've never got into I've got a Twitter account. And probably once a month I'll look at it and usually around about American politics to see how it's going to implement anything we're doing down here. And what's happening in near elections, especially since I've got that crazy Donald Trump. You can diverge as I always do. I think I think the goal here is systems our job our our goal is to help you do the things you need to do. Yep. And I hope in time to not write the content you need to write because I think it gets a bit weird if we start going back. Yet again, another rabbit hole, we can go down. But I totally agree he's going to disagree with me. If there are times and times and places where potentially you can template messaging, when motive you're not trying to build proper human connection. Yep, I don't want to, I think we have to be very careful, because you can go down, I suppose. I can just give outreach emails, we just put a template and good luck. Yeah, I just don't think you're gonna get much hit rate that is like doing that. With the developments in AI, obviously, it is going to come in at some stage in certain areas of what we do. But I think the people whose companies are going to win are the ones that don't fully adopt it and still keep that human connection. And mind you. It's about using AI, it's about using it as a tool to help you do things better and faster. You still need to prompt these things, you still need to be smart on the way asking it because it's at the moment. Anyway, it's not telling me what I need to be doing. stays that way. But in in the sort of ATS lab, we're all about you need to be able to track this work, you need to do this work because you need to nurture pools of talent for when pipelining when someone needs to join the business and gaps. How do you do it? How do you make sure you're doing it in cycles? And in frequency? That's not annoying? So how do we help a notch in return and facilitated? Because you just want to capture it to happen. So you can report it, and then track whether your effectiveness is any good? Are you doing it? Where are you are you are your methods to nurture the right methods, and we want our system to at least help you go you know what, that'd be more than that? Well, you should probably try this. But we want to say you've got to still source your own content, and understand what your brand is why it's exciting, that we can help you do exactly that. I think if everything was automated to you, you sort of flying blind if someone comes and actually asked you a question, because unless you've gone through a read it when you monitor it or write it yourself. But anyway, again, another podcast. We've got some exciting things coming up as well with your event scheduling, similar to that calendar calendar. Lee, talk to us about that. When's that coming out? So that'll be out towards the end of this year, the version. So version one will be in we've got you can manage interviews in Java, right? You can. It's not it was built, the first version was built about five, six years ago. And we need to upgrade that with the world that we're at now. We just got it all a lot more video based meetings before you have face to face meeting. We have better calendar syncing, people expect to be able to go, I just like to send someone some times and they can pick a time when it's available. So I'd like to go Hey, mister hiring manager, what time's work for you. These three, an app pings through the candidate the candidate can pick from what's been swiped. Yeah. And we make that a one click hey, I need to schedule an interview. Or I need to just schedule a meeting. Yeah, it doesn't have interview right. Yeah. And we're doing that by rethinking replace, it should be and I know it will be the best event scheduling feature on Marquette, my teammates, the bathing. And then we want to build in the that integration with Microsoft teams want to get zoom in there to make sure it's super seamless, so that when you do schedule, it goes out to the candidate, the hiring managers, whoever it needs to go to. And they just have it synced to make calendars and use the person in the middle is just easy. Yep. I love easy peasy. Yeah. And I think that's what everyone wants don't they want, like you said before, right at the outset, less clicks more simple. And if you can provide that you're going to differentiate yourself from your other people in the market. Right? And let me let me be the best recruiter, recruiter I can be let me be the best ta I can be. Let me focus on the thing that matters. That's human right. Yep. humans, humans not hiring robots. Let us take off that burden of admin. That's always been and let you just focus on connecting the right people with the right people. Right. Yeah. And I think another another area that people are really interested in in the moment is around sourcing and you're coming up with the the SEEK Talent, Talent Search, connect, and proactive sourcing. So tell us a bit about that. Yeah, so we've got a really close relationship with the market knows that we work with them, they give us give us lots of ideas like hey, you can do this about our customers over here rely on Sita law for quite a number of roles out there, not always but a lot and see you've got their own pool of talent. I've seen I've got, you know, loads and loads of money there. They're out there attracting candidates to look at their systems and the candidates are able to create their own profiles on their platform, right so the candidates can get notified of what roles are available in the market. And what seek and ask work together is how can we help our users, our TAs sports from sleep and not have to place ads, but be able to source them, then they account. So when you're in C, you can go and find and search for candidates. So for profile, search for skill, whatever, however you want to search, and then use the in seek features to add it back to Java with the great data. So it's, again, seamless, right, we just want to make it not a bit of download the rosemaling, we're gonna email and upload the resume, it's just like that shouldn't ever be the case ever again, it should just be I'm in a platform, I'd like to add it to Java, bang, got it back in. And then it's the mid select month. Basically, what we also want to do is when you create a job and jump around, your requisitions been approved to the system we want a job at and what it does with this, this integration is suggest it says, Hey, did you know you've got this many candidates in your database already that you've worked hard to get? But did you know um, see, there's about 50 candidates that match this job? Would you like to get to see them? Yep. And I'm with us. Yeah, makes sense. Doesn't it database you've just added to the back end? Yeah, just 111 like it's there. Let's help them get to it. And they've already subscribed to that service. So let's make it really easy for them to go. Bam, you actually go and look at those and add them. And then we track is that candidate in our in your database and Basik? Hey, you don't need to go to him again. They're already here. So and Melvin problems, and you've got a broad pain integration coming up soon. So from what I understand from job data, you can already post directly to seek and many other sites, how will the broad been part how will that enhance that? So job data, we started job advert is job ads, right. That's what we get when we you unknown vulnerability, we posted many, many boards to simplify that process of application retrieve. Now Dolby allows us we've got about 100 connections, I mean, maybe 150, connections, unique connections to job boards all over the world. But Rubin has 1000s They are their whole business is connecting to the millions of potential job boards a nice job or the niche niche job boards out there that service every type of community, we want to get in so that our users can both utilise job as core job posting functionality. But if it doesn't exist in our ecosystem, they can use that or be connection and post any of those boards and bring those applications back was willing to do that. So we're just going from 200 to two and a half that shit, you guys have been busy. There's a lot going on. It's good fun. Well, that's exciting. So look, anyone who is in the market, they're either testing their current ATS provider or looking for a new partner, or going to tender, make sure that you consider job at and have. I mean, obviously different ATS has suit different businesses, we know that it doesn't mean you know when sometimes you're driven a little bit by HR, and you can't even you know, choose your own ATS. But if you can, and if you're in the market at the moment, and we hope that some of the things we've discussed today with Tom around what you're doing in the innovation space and the next generation of jobs that'll really help you reach out to Dave and the other sales guys over there at job at art and ask those questions and get a demo peeps. And if anyone has any questions specifically around product they can reach out directly to Tom Dyson on on LinkedIn. He'd love to answer your questions when you talk. To he's open to suggest he loves new suggestions. Hey, Tom, thanks for your time today. And also thanks very much to top two job data for supporting us this month. It's been great. Thanks, Tom. Thanks everyone a job after your great bunch of people. So everyone, it's a goodbye for me and goodbye for me. Thanks, Tom. So yeah, thanks, guys. Today's episode was brought to you buy job data. Most of us already know or use job data for finding great talent faster. But what you probably don't know learn is all the exciting stuff in the pipeline. So to get the inside scoop join us on the 18th of May when we sit down with job as Head of Product Tom Dyson. As a job as a user myself, I'm excited for what's to come. So make sure you tune in or wherever you get your favourite podcasts from and build nurture and search your talent pools with ease using job data. Discover more at job@a.com and don't forget to tell them top I'd sent you. Thanks for listening to Tom pod and please don't forget to subscribe and make sure you listen to the outtakes at the end of the episode. Now usually the best fit